Management of own workforce

The purpose of the policy is to support the implementation of the PZU Group Strategy by securing the business needs of human capital management, ensuring consistent and integrated human capital management principles in the PZU Group and ensuring that consistent human capital management activities are carried out in the PZU Group.

The PZU HR Office is the substantive owner of the policy.

PZU Group entities are required to consult their plans, activities and internal regulations in the area of human capital management. This is aimed at unifying standards within the PZU Group, in particular:

• attracting the best employees by building the image of a preferred employer
  and effective recruitment,
• activating young talent, particularly through internship programs,
• leadership development and mentoring at every level of the organization,
• retaining the best employees through market-competitive remuneration policies
  and training and development programs,
• motivating employees to achieve the best work results, achieve strategic goals
  and to operate and develop effectively,
• ensuring succession within the PZU Group through career paths and development programs, engaging employees by building an organizational culture focused
  on business results and the customer, based on PZU Group values and transparency of operations.

In the PZU Group entities, work regulations are in place, defining the organization of work within the company and guidelines for shaping positive relationships among employees. The regulations specify the employer’s obligations towards employees, including ensuring appropriate working conditions and compliance with labor law provisions. The regulations also impose on the employer the duty to support employees in improving their professional qualifications and, within available resources, meet their social needs. Employees are required to comply with the work regulations, perform their professional duties and take care of the employer’s property. The regulations also include consequences and sanctions for breaches of employee obligations, including disciplinary procedures. They regulate matters related to working hours, employee leave, remuneration, bonuses and awards. The regulations also include consequences and sanctions for violations of employee duties, including disciplinary procedures.

The implementation of work regulations is the responsibility of the employer, who is obligated to respect employees’ dignity and personal rights, uphold social coexistence principles and prevent discrimination and mobbing. The employer is also required to ensure equal treatment of employees performing the same or equivalent work, apply objective evaluation criteria, organize work in accordance with the Labor Code’s provisions on working hours and ensure timely salary payments.

Every employee is obliged to comply with the provisions of the work regulations.

The remote work regulations in Polish entities define the rules for performing work in a remote format.

A prerequisite for remote work is the submission of a declaration by the employee, confirming that their place of residence is their remote work location, meets occupational health and safety (OHS) and technical requirements and that they have read and understood the regulations and safety rules.

Remote work is performed within Poland, primarily at the employee’s place of residence, but with supervisor approval, it may be temporarily conducted in another location that meets the required conditions. Employees are obligated to comply with OHS rules and personal data protection regulations.

Regulations for remote work were developed in response to the needs and expectations of employees.

The documents define the principles of remuneration and the granting of other work-related benefits.

The documents set out a method of remuneration consistent with the principle of equal treatment and equal pay, including the condition of gender neutrality.

The amount of an employee’s base salary is determined based on the market benchmark for the given position, the individual scope of duties and responsibilities, the possessed qualifications and competencies, as well as the quantity and quality of the work provided.

Entities within the PZU Group have implemented procedures that define key terms, such as discrimination and mobbing. The Group’s entities do not tolerate any form of harassment or discrimination in employment, including unequal treatment with regard to the establishment and termination of the employment relationship, terms and conditions of employment, promotion and access to training to improve professional qualifications, in particular on the basis of gender, age, disability, race, religion, nationality, political beliefs, trade union membership, ethnic origin, religion, sexual orientation, as well as on the basis of employment for a specified or indefinite period of time or on a full-time or part time basis, whether in the form of direct or indirect discrimination.

The Procedure for Counteracting Undesirable Behavior in the Work Environment in effect at PZU and PZU Life also defines the role of the Anti-Mobbing and Anti-Discrimination Committee, which may be established to handle a reported case of undesirable behavior in the workplace. The document is available to all employees in internal document databases.

Employees who have experienced harassment or discrimination may report these incidents to the employer, ensuring the confidentiality of the report. Reports should include a detailed description of the situation and evidence such as letters, correspondence or witnesses. Employees are required to familiarize themselves with the procedures, which are available on internal systems.

The „Human Rights Policy in the PZU Group” aims to ensure the effective protection of human rights and to create an organization that supports diversity. The PZU Group is committed to respecting human rights in its business operations, particularly in employee relations.

As part of managing human rights protection and diversity in the workplace, the PZU Group adheres to the following principles:

1. respecting the right of candidates to equal treatment and non discrimination during recruitment,
2. ensuring employees’ right to fair and equal remuneration,
3. providing safe and ergonomic working conditions,
4. respecting employees’ right to association,
5. protecting the right to privacy, as well as freedom of speech and expression,
6. creating conditions that enable work-life balance,
7. supporting employees in health protection and workplace well-being,
8. preventing discrimination and mobbing in accordance with labor law and internal regulations,
9. striving to ensure compliance with human rights by employees, suppliers
   and business partners.

Entities covered: The policy applies to all PZU Group entities, except for the Pekao Group and Alior Bank Group, which have their own equivalent human rights policies. For the Pekao Group, the key regulation regarding human rights is the „Pekao Group Code of Conduct”, which, in addition to human rights, also addresses organizational culture and the value system. For Alior Bank Group the key regulation governing the human right is “Alior Bank Human rights policy”.

The Human Rights Policy is the document that governs the PZU Group’s approach to and treatment of human beings. Although it is not a specified element of the strategy or business model, it shapes business values in the PZU Group. The PZU Group conducts its business in accordance with the principles of respect for diversity, ensures that access to the PZU Group’s services and products does not discriminate against anyone and that business relationships are built in a transparent and fair manner. The above follows directly from the provisions of the PZU Group’s Human Rights Policy.

The procedure defines the principles and methods of action to prevent human rights violations within PZU and its subsidiaries. It serves as the implementation of the provisions outlined in the „Human rights policy in the PZU Group”.

The PZU Group maintains a zero-tolerance policy toward any actions or behaviors that violate human rights. If a violation is identified, any stakeholder who believes that their rights or the rights of others have been violated by PZU or its subsidiaries has the right to report the case to the Client Ombudsman. Reports can be submitted electronically to rzecznikklienta@pzu.pl or in writing to the PZU Headquarters address.

Entities covered: All PZU Group entities except Pekao and Alior Bank Groups, which have their own internal procedures in this area.