external consulting firms with an aim to
guaranteeing confidentiality.
The findings of the previous survey, held in
2005, gave rise to eight lines of work and 300
different projects (among them the Calidad de vida
(Quality of life), Voluntariado corporativo
(Corporate volunteer work) Programmes etc.).
According to the Merco Personas Report 2008,
BBVA ranked third in the best 100 best companies
to work for, and is thus one of candidates’ and
employees’ best preferred companies.
FREEDOM OF
ASSOCIATION:
TRADE UNION
REPRESENTA-
TION AND
SETTLING OF
CONFLICTS
In the sphere of industrial
relations, the greater part of
the most important rights and
conditions for the entire
Group are addressed in the
different agreements and
arrangements subscribed by
each company with the corresponding trade union
representatives in each country, whose laws lay
down the different procedures and measures with
respect to this matter.
BBVA respects the role and responsibility
corresponding to trade union representatives – in
accordance with each prevailing legislation – and
is committed to collective bargaining, dialogue
and consensus as formulae for settling disputes.
As laid down by Spanish laws, the collective
labour agreement is applied to the entire
workforce; the trade unions sitting on the workers’
committees represent all employees and are elected
every four years by direct, secret and personal
suffrage. They are likewise kept informed of any
organizational changes in the company prior to
their actual implementation.
As a consequence of the last trade union
elections held in December 2006, trade union
representation in BBVA Spain is currently as
follows: CCOO (39.51 %), UGT (21.93 %), CGT
(18.96 %), CC (13.35 %) and others (6.25 %).
In addition, the Human Resources department
provides legal assistance to all employees on rights
and duties deriving from industrial relations and
also with regard to third parties, which in many
cases is of great help in the settlement of disputes.
Lastly, in the case of BBVA Bancomer, collective
industrial relations of the Operator and BBVA
Bancomer Servicios are governed under the
protection of the collective labour agreements held
with the BBVA Bancomer Banking and Credit
Services and Related Financial Activities
Employees national trade union (SNAEBB).
As for the trade union census, 41.8 % of
BBVA Bancomer’s employees are represented by
SNAEBB. Each of the processes affecting
unionised staff is managed with respect and
responsibility, on the basis of the regulations laid
down by Mexican labour laws.
Last of all, any wrongful act committed by
employees in the performance of their duties
implies contractual non-compliance, which is
typified in the labour regulation in force. Likewise
included for these purposes is infringement of the
conduct criteria and guidelines laid down in the
BBVA Group’s Code of Conduct. All of the
aforesaid is thoroughly assessed before any of the
corresponding disciplinary measures are taken,
depending on the seriousness and the
circumstances in each case.
HEALTH AND
SAFETY AT
WORK
BBVA sees the promotion
of health and safety as one
of its basic principles and
fundamental goals, which is
served by means of the continuous improvement
of working conditions. This policy is carried out
through the Service for the prevention of
occupational hazards which, on an annual basis,
draws up an action plan in matters relating to
health and safety at work. The actions included
in the plan are implemented progressively in two
areas: the technical department for prevention
and that for healthcare at work.
• Technical department for prevention:
In 2008, BBVA Banco Francés organised the
Salud para vos (Health 4U) cycle with a series
of lectures and workshops on issues relating
to daily health.
• Department for healthcare at work:
BBVA Spain had cardiac protected areas
installed in its landmark buildings for cardiac
emergencies. In addition, a first-aid training plan
was designed for employees whose position may
call for its use in emergency situations.
Likewise, 17,913 appointments were made for
medical examinations during 2008 in addition to
1,814 preventive actions to improve working
conditions, 445 of which were aimed at tailoring
work stations to satisfy ergonomic requirements with
RESPONSIBLE MANAGEMENT OF HHRR
Corporate Responsibility Report 2008
49
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