Basic premises of human resources management
We support and respect the protection of human rights as expressed in the UN Declaration of Human Rights and comply with the basic labor rights stated by the International Labor Organization (ILO) in our personnel relations.
We do not use child labor or engage subcontractors or suppliers that do so. We do not allow behavior that is physically coercive, threatening, abusive or exploitative.
We are also committed to the UN Global Compact initiative with its ten universally accepted principles in the areas of human rights, labor, the environment and anti-corruption.
The Metso HR team drafts policies, principles and guidelines related to people management. The HR team is also responsible for the approval and monitoring of them in accordance with the administrative model. Local HR organizations are responsible for implementing them and supporting the compliance with them as part of our way of operating.
Job security and termination procedures
We take a long-term approach in human resources planning and development so that our personnel structure corresponds to the demand in all business cycles. We act responsibly and in compliance with national legislation and good employer practices in structural changes and lay-off situations resulting from financial or productional reasons.
Enforcing human rights in Metso's employment policies – launch of an Equal Opportunity and Diversity Policy at Metso
In order to advance work-related human rights principles in a consistent manner, at the end of 2011 Metso launched a dedicated Equal Opportunity and Diversity Policy that adds concrete issues to the general principles of Metso's Code of Conduct.
Due to the differences in work-related legislation in different countries, this policy is applicable globally in Metso Corporation within the limits of local legislation.
As a basic statement of the policy, Metso is committed to promoting equal opportunities for all employees, regardless of gender, age, race, religion or religious beliefs, ethnic or national origins, marital/civil partnership status, sexuality or disability. We recognize the business benefits of having a diverse workforce and aim to create and sustain a work environment that values diversity and provides equality of opportunity for everyone.
The substance of the policy will be included in relevant training material and human resources management systems as well as complied with in recruitment and promoting practices. Monitoring and reporting the different aspects of the policy will be established by including different elements of the Equal Opportunity and Diversity Policy in the quarterly Top Management Metso People Report.
Wages, salaries and benefits
Wages and salaries of Metso employees are determined on the basis of local collective and individual agreements, job skills assessments and employee job performance. Our globally applicable, performance-based incentive systems complement basic salaries and wages. Salary increases are based on principles determined annually by management and on country-specific collective agreements.
Our employee benefits are based on local legislation, practices and competitive compensation levels. Occupational health care, country-specific pension practices, statutory insurance, training, and various sabbaticals supporting parenthood and family life, studying and annual vacation time are determined on the basis of country-specific legislation and national policies.
Independent trade unions and collective bargaining
Our employees have the freedom to organize. Metso does not require or prevent the organization of employees. Our human resources management model is applicable for countries with either a high or low degree of organization and collective bargaining. We do not track the degree of employee organization.
In many countries, local legislation dictates the business changes that employee representatives or employees must be informed of or consulted with.
Cooperation between personnel and management
Cooperation acts and other laws and regulations create a country-specific framework for the collaboration between management and personnel and for the mutual development of the company and its operations. Personnel representation in business unit management is separately agreed upon and compliant with country-specific regulations.
Our European management and personnel cooperation body is Metso European Works Council (formerly called Metso Forum), which carries out the cooperation and communication defined in the EU's European Works Council directive. Metso European Works Council is an opportunity for our employees to engage in an open dialogue about company issues, such as investment plans, quality of products and operations, and product development.
A total of 39 employee representatives as well as several of our top management representatives participated in Metso European Works Council in 2011. The key topics discussed covered our strategic themes, like the services business and global presence.
Additionally, our units engage in forms of cooperation that comply with country-specific practices and legislation.
A personnel representative elected by our personnel groups participates in the meetings of Metso's Board of Directors as an invited expert. The representative does not have voting rights and is not legally responsible for Board decisions.
Examples of Metso's global HR policies and guidelines
- Occupational Health and Safety Policy
- Metso Leadership Principles
- Metso Recruitment Policy
- Global Travel Policy
- International Assignment Policy
- Personnel Background Checking Guidelines
- Job Description Guidelines
- Metso Performance Review Guidelines
- Equal Opportunity and Diversity Policy
- Global Bonus Plan Guidelines
- Localization Guidelines for Expatriates
- Guidelines for Company-Supported and -Funded Studies