Being family-friendly also means helping staff on any issues they may have about caring for dependent relatives. The DB works with the seniors` welfare service of workers to provide advice in the provision of appropriate care. In addition, the company has launched a pilot project in northern Germany in collaboration with BSW and the German Healthcare Information Service. The project includes a healthcare services portal, a service provider index and a hotline. In addition, the new collective agreement to deal with demographic changes describes a model that allows family caregivers to take time off. For the DB, collective agreements are an essential means of providing workers with attractive and reliable working conditions, particularly in Germany. In 2011, for the first time, broad sectoral standards were introduced for wages and working time in local passenger rail transport in Germany. In addition, the challenges posed by demographic changes will be further highlighted in the agreements between the DB and the other parties involved in wage negotiations. In 2012, the German Railway and Transport Union (EVG), the Employers` and Enterprises Association of the Professional Association Mobilities- und Verkehrsdienstleister e.V. (Agv MoVe) and the DB agreed on an innovative collective agreement to deal with demographic changes.
The goal is to provide DB employees with the opportunity to stay in the company throughout their professional life. The agreement provides for a permanent offer of employment for all apprentices who successfully complete their training, as well as the right to work shorter working hours from a certain age for workers in regular or irregular shifts, as well as a certain level of compensation. The new collective agreement also provides for a permanent employment guarantee that excludes redundancies and redundancies due to the loss or reduction of a worker`s ability to work. Managing the large number of qualifications at different sites is a particular challenge. In Leipzig, where the pilot project was implemented, 1,500 employees supply components to a renowned German automaker in China and South Africa. Every day, more than 100 containers are packed and prepared for shipping. These operations require about 1,300 different qualifications. No problem for our business solution, because the termination process involves not only legal provisions, tariffs, enterprise agreements and special schemes, but also qualifications. Planners benefit from the clear presentation of the workstations and the corresponding requirements.
Alerts avoid rule violations and highlight the need for training. In order to further improve the quality of planning, DB Schenker will also use the automatic customs plan in the future to develop a rule-based mission plan proposal. After the success of the pilot project in Leipzig, the solution was gradually introduced throughout Germany. Five more sites are on the agenda for 2017. In the world of work, it is increasingly important to enable employees to balance their professional challenges with their family and recreational obligations. The DB wants to facilitate the work-life balance of employees at every stage of their lives and make this more attractive to potential employees. The goal is to eliminate inconvenience and allow workers with family responsibilities to return to work and develop professionally. Each DB company has been given greater flexibility to further reframe work schedules to employees` wishes to enable employees to find a work-life balance. A number of collective agreements have been temporarily abolished in order to find tailored solutions.