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The employees who are not covered by a collective agreement are Senior Management Personnel or certain special groups such as performing artists, who are expressly excluded from their scope of application. In the case of contracts entered into directly by Telecinco, the Collective Agreement is applied to both permanent and temporary employees, no distinction beingmade between them. The provisions of current legislation are applied in respect of temporary workers hired through Temporary Employment Agencies; this means that the same conditions in terms of salary, working hours etc. as correspond to the job positions which these workers are occupying are applied to them.

Freedom of expression, of union and of collective bargaining are fundamental rights and, as such, are recognised and respected in all the Telecinco Group companies.

Telecinco’s workers participate in the company through their union and syndicate representatives. There is a Workers’ Committee which was elected for the period 2007 through to 2011 and has 21 members in view of the size of the workforce; there are 5 Union Delegates. There is also a Workers’ Committee in Atlas España which was elected for the period 2008 through to 2012 and has 9 members in view of the size of the workforce.

The main unions which are active in Telecinco are UGT, CCOO, CGT, APLI and CSI-CSIF; in Atlas España they are CGT and UGT. In the other companies of the Telecinco Group, the workers have no legal representatives. 81.60% of the total workforce of Telecinco and Atlas España is represented by the workers’ legal bodies of representation.

The workers’ union representatives have participated in all matters addressed during 2010 by the Interpretation Committee and the Equality

Committee and in all matters relating to Health and Safety in the workplace through the Health and Safety Committee, which has the same number of members and was formed by the Company Management and Prevention Delegates.

In relation to the minimum advance notice which must be given for organisational changes, the minimum periods are specifed in the Company Collective Agreements of Telecinco and Atlas España; for the other companies, the periods established in the respective sector agreements are applied. The Workers’ Statute is applicable in relation to negotiations with employees regarding signifcant organisational changes and indicates the information and consulting procedures which must be adhered to.

Performance assessment

The Performance Assessment System has been applied in the companies of the Publiespaña Group for the last 15 years in the case of technical workers. It was extended to cover all other groups in 2007, except in the case of Senior Managers, for whom it was started up in 2008. In 2010, this system has been applied to all the employees of the Publiespaña Group except for General Managers. The Group is considering the possibility of extending this assessment system to the other companies although it must frst consolidate the process of integration with Cuatro and standardise practices and procedures.

The Performance Assessment System is mechanised through the employee Portal. This has allowed for greater speed in making assessments, greater accuracy of historic data and greater transparency in results. Therehavebeen fewer incidents andagreater level of commitment to the process, indicating that the system has now reached maturity.

The System involves a performance assessment at the beginning of the year which includes a section for improvements/observations. There is a follow-

Corporate Responsibility 2010

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