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110
OURTEAM
The procedure itself provides a system for monitoring its
operation, analysing the appropriateness and feasibly of
its content.
Mediaset España considers that it is essential to have a
good policy of communication in relation to equality and
non-discrimination in order to ensure the real and effective
application of the measures implemented. In this respect,
the company repor ts and stores all relevant information
through its internal communication channels. This mainly
includes information circulars on the corporate Intranet
and Employee Por tal, where there is a specific “Equality”
section, setting out the entire content of all Equality Plans
and Procedures for the management of psychosocial risks
and harassment at work, ensuring that they are known by
all employees.
In 2011 there were no incidents connected with
discrimination. The diagnoses performed before
establishing the Equality Plan objectives detected no
situations which may be considered discriminatory or
point to inequality at work for reasons of gender or any
other reason which may trigger discrimination.
TheCollectiveAgreements applicable toGroup companies
officially contain the salary tables for each professional
category and develop the applicable remuneration regime,
irrespective of gender, indicating salary complements
and terms and conditions. The Collective Agreements
guarantee the
equal remuneration of
men and women
who occupy the same position, with respect to both their
basic salary and job complements. Exceptionally some
employees are assigned an
ad-personam
complement
for cer tain personal circumstances or because they
hold positions of trust. This complement is negotiated
irrespective of gender.
The Mediaset Group maintains its commitment to
integrate the disabled in its activities.
Number of disabled workers by professional
category
2009
2010
2011
MANAGER
1
1
1
HEAD OF DEPT.
JOURNALIST
EMPLOYEES
4
5
4
TECHN.
PERSONNEL
TOTAL
5
6
5
Scope: Mediaset Group
Fringe benefits
The Mediaset Group offers a series of fringe benefits
to all its employees, irrespective of the duration of their
working day or the temporary or indefinite nature
of their contractual relationship. The following are
par ticularly notewor thy:
• Disability and death insurance
in favour of all group
employees.
• Temporary disability complements:
complements
of 100% of the functional salary, personal salary
complements and on-call and shift complements.
• Salary complement
in situations where employment
contracts are suspended owing to maternity leave
and paternity leave: while such situations apply, a
complement will be received that, in addition to the
Social Security benefit, is equivalent to 100% of the
functional salary and personal complements.
• Study grants
(including foreign languages) for amounts
of 40% to 75% in order to cover registration costs
and learning centre fees.