Work conditions

Annual Report 2017 > Business > Employees > Work conditions
Highlights 2017

Business

Group model based on a comprehensive offering in the insurance, finance and health area
Group model based on a comprehensive offering in the insurance, finance and health area
2000 outlets at the disposal of clients in the health insurance and medical care services provided by the PZU Group
2000 outlets at the disposal of clients in the health insurance and medical care services provided by the PZU Group
Strong market position in motor insurance, including direct activity with a market share of 38.4%
Strong market position in motor insurance, including direct activity with a market share of 38.4%
Pekao ranked 2nd and Alior Bank ranked 8th in terms of accumulated assets
Pekao ranked 2nd and Alior Bank ranked 8th in terms of accumulated assets
The PZU Group’s share in the non-life insurance market is 35.7%
The PZU Group’s share in the non-life insurance market is 35.7%
Strong position in insurance with a periodic premium with a market share of 45.8% (+0.7 p.p. y/y, the highest level since 2010)
Strong position in insurance with a periodic premium with a market share of 45.8% (+0.7 p.p. y/y, the highest level since 2010)

GRIs:

Reference Areas:
Health
Investments
Banking
Best Pratices in PZU

In accordance with the adopted management approach, persons employed in PZU and PZU Życie may expect attractive employment conditions, in terms of both salaries remuneration (base remuneration, variable remuneration) and benefits. Employee’s base remuneration depends on the valuation of a given job1. Variable remuneration depends on the job group, business specifics, as well as assessment of the performance of the given employee and the given organizational unit in conjunction with the overall results of the company.

1 In accordance with the KF Hay Group methodology.

An additional form of remuneration for employees are benefits:

  • Employee Pension Plan;
  • medical care;
  • medicine insurance;
  • company’s social benefits fund cafeteria (the amount of benefits depends on income per family member);
  • investment loan for employees;
  • discount on products offered by the PZU Group;
  • special offer of products of Bank Pekao;
  • relocation benefit in the event of changing the place of work within the PZU Group on the employer’s initiative;
  • managerial packet for Senior Managers;
  • support of non-professional activities, incl. possibility to practise sport in specialist section so of the PZU Sport Team, possibility to use employee gym in Warsaw and Szczecin, employee volunteering.

Companies of the Pekao Group have remuneration policies aligned with the size and specific characteristics of their operations.

Remuneration policy of Bank Pekao:

  • defines remuneration pillars, management of the structure and of corporate and organizational processes;
  • confirms the compliance of the adopted remuneration systems with the generally applicable legal regulations;
  • specifies the rules of monitoring market practices and approach to remuneration systems ensuring sustainable functioning of the bank.

The remuneration system includes offering benefits other than salaries to the employees of companies from the Pekao Group, i.e.:

  • medical care;
  • sports cards;
  • group insurance;
  • Employee Pension Plan (for employees of Pekao TFI);
  • special offer of products of Bank Pekao;
  • discount on products offered by the PZU Group.

Each company in the Alior Bank Group has a remuneration policy in place.

Additionally, employees of individual companies may expect a series of non-salary benefits whose scope differs depending on the company size. They include:

  • discounts on products offered by the bank;
  • medical care;
  • sports cards;
  • group insurance;
  • co-funding of sports and culture from the company’s social benefits fund;
  • support for sports activities – 10 sports sections of Alior Bank.
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