2017 Integrated Report – Departure into a new era

Employment conditions

Collective agreements

Employees by employee type (NP)

2017

2016

2015

Employees subject to collective
bargaining agreements

161,609

157,545

154,336

Civil servants

22,982

24,423

26,277

Employees on individual contracts 1)

9,825

9,736

9,853

Total

194,416

191,704

190,466

Germany (companies with about 98% of domestic employees).

1) The figures for employees on individual contracts primarily include executive employees (managers), employees paid above the wage agreement level (called non-tariff employees) and employees with individual contractual agreements.

The working conditions for DB Group employees are oriented, in addition to country-specific regulations, primarily on collective bargaining agreements that have been concluded with the trade unions in the respective countries.

In principle the collective wage agreements apply to employees in Germany. The activities of the civil servants in DB Group are based on statutory allocation within the framework of Art. 2 (12) of the German Rail Restructuring Act (Eisenbahnneuordnungsgesetz). The same wage agreement provisions within DB Group therefore apply on this basis to civil servants, insofar as the legal regulations governing civil servants do not conflict with this.

Employees with collective

agreements as of Dec 31 (NP)

2017

2016

Change

2015

absolute

%

Employees with collective wage agreements

184,533

181,915

+2,618

+1.4

180,558

Share (%)

94.9

94.9

94.8

Germany (companies with about 98% of domestic employees).

The share of employees subject to collective bargaining agreements remains at a high level.

Further improvements of employment conditions

Further developments of the employment conditions for executives and employees not subject to collective wage agreements are being made continuously. DB Groupʼs strategy is based on the remuneration policy and the structure of ancillary services. The variable compensation is consistent with the objectives of Railway of the future and strategy DB2020+.

To improve compatibility of work and private life, executives and employees not subject to collective wage agreements are able to negotiate a sabbatical of up to six months. We also support the provision of part-time executive employment and interim management.

DB Group has launched the “partial retirement for older employees and executives in DB Group” program. The purpose of the program is to reduce the individual workload and, simultaneously, maintain the employability of older executives until the statutory retirement age.

Social and fringe benefits

In addition to payment that is fair and commensurate with performance, DB Group also offers a wide range of social and fringe benefits. The five major social partners – BSW, Bahn-Betriebskasse, Verband Deutscher Eisenbahner Sportvereine, DEVK-Versicherungen and Sparda-Banken – offer benefits packages for our employees. In cooperation with BSW and AWO lifebalance, DB Group offers its employees various options for childcare. Up to 90 childcare places are available in the DB-owned facility “Bahnbini” in Frankfurt am Main, and 175 places are available in childcare facilities not owned by DB Group. During the summer vacation, the children of employees are able to take part in DB Groupʼs “DB RasselBAHNde” program at various DB sites. Parents also receive support from AWO lifebalance in their search for childcare options, emergency and vacation care offers, as well as with the placing of au pairs and daily care staff. Through AWO lifebalance, we also offer our employees extensive support in caring for relatives.

Balancing of a career and private life

Employees by working hours and gender as of Dec 31 (NP)

2017

2016

2015

Full-time

175,091

173,679

173,845

     Share of women (%)

18.7

18.6

18.6

Part-time

19,325

18,025

16,621

     Share of women (%)

61.2

63.6

65.9

Total

194,416

191,704

190,466

Germany (companies with about 98% of domestic employees).

DB Group offers various part-time models. This supports a better balance between career and family.

Employees by contract type
as of Dec 31 (NP)

2017

2016

2015

Permanent

185,149

183,339

183,091

Temporary

9,267

8,365

7,375

Total

194,416

191,704

190,466

Germany (companies accounting for about 98% of domestic employees).

The share of employees with permanent employment contracts in Germany remained very high, at more than 95%.

Agency staff (NP)

2017

2016

2015

Total

2,893

2,651

2,560

Germany (companies with about 99% of domestic employees).

The number of agency staff has increased again.

Measures against discrimination

DB Group is working hard to create a working environment without discrimination or harassment. Capable assistance for clarifying and processing conflict situations is available from the internal office of the ombudsman for all employees as well as executives and HR staff, along with the rules in the Group employer/works council agreements (KBV), such as the KBV for equal treatment and protection against discrimination or the KBV for balancing work, family and background, as well as guidelines such as those of the German Federal General Act on Equal Treatment, for operational integration management or compliance guidelines. The focus in all this is on non-bureaucratic and independent extra-­judicial settlement of conflicts. The ombudsman also coordinates the internal pool of mediators, with over 100 mediators actively contributing. Active engagement in conflicts and preventive efforts contribute to the further development of a constructive conflict culture, and so to a cooperative and positive company culture.

Occupational safety and health management

Health management in DB Group

Our workplace safety policy is designed to continuously decrease the number of accidents and the severity of accidents. A special focus of these efforts is on serious accidents at work – including accidents involving contractors and, in particular, when working in the vicinity of tracks. We systematically record employee exposure to potentially carcinogenic hazardous substances. Particular attention is paid to preventing post-­ traumatic stress disorders among train drivers and other employee groups. DB Group is very well positioned here. In conjunction with Group security and the trade unions, we are also addressing new health challenges, such as the change in the working world brought about by digitalization and employee concerns about attacks and assault.

Occupational accidents constant

Occupational accidents and LTIF

2017

2016

2015

Fatal accidents worldwide 1)

8

     thereof in Germany 1), 2)

7

7

8

Lost time injury frequency (LTIF) in Germany 2), 3)

25.2

25.0

25.3

1) Worldwide (companies with about 98% of domestic employees). Survey since 2017, prior to this only in Germany.

2) Germany (companies with about 97% of domestic employees).

3) Non-attendance days due to occupational accidents per 1,000,000 insured work hours. LTIF-related absences of more than one calendar day.

DB Group is aware of its responsibility with regard to occupational health and safety. Compliance with internal standards according to OHSAS 18001 and national laws serve to protect employees. A safe work environment as well as healthy and motivated employees contribute to the success of the business. Various qualification measures were introduced with the aim of further improving safety and awareness among executives and employees.

The LTIF workplace safety key figure in Germany for the year under review was at the level of the previous year. Preparations for reporting worldwide LTIF were also further promoted.

We have introduced a further campaign for reducing fatal occupational accidents. The focus is on safety-related behavior when working in the vicinity of tracks.

Most employees represented by occupational safety committees

In Germany, companies with more than 20 employees are legally required to have an occupational safety committee (Arbeitsschutzausschuss; ASA) (section 11, Occupational Safety Act). The key here is how the operation is defined (production facility, branch, alternate operation). In Germany, DB Group consists mainly of operations like this with more than 20 em­­ployees, so the majority of all employees (more than 75%) are represented in occupational safety committees. 

Occupational and health protection within DB Group

Systematic occupational and health protection makes a vital contribution to the physical and mental health of employees, as well as the long-term success of the business.

Based on operational safety an integrated health promotion, an ergonomic workplace design and employee counseling are the core tasks of operational health management. This is based on risk assessments as a core element of operational workplace safety. From this assessments of danger at the workplace measures are determined to avoid or reduce risks, employee instructions are coordinated and the preventive occupational medical care is realized.

In addition, there are counseling services offered by the operational social welfare organizations (BSW and Verband Deutscher Eisenbahner Sportvereine) and by the social insurance companies affiliated with DB Group (Railway Company Health Insurance Fund, Federal Accident Insurance and German Pension Fund Knappschaft-Bahn-See (KBS)).