Miele - Sustainability

	Benefits for Employees The founders of the company have constructed it in such a manner that, right from its inception, it has acted in a just and respectful way towards its staff. This spirit has been maintained by Miele to this day and has led to the creation of a strong common “we” identity.
	Flexible Working Hours Miele allows its staff to enjoy a flexible model of working hours, meaning that they can balance their jobs with their many other commitments. 5.1% of the employees in Germany work on a part-time basis, in a variety of different ways: day shifts or night shifts; mornings or afternoons; on certain days of the week or every day. There is a flexible shift model within the production departments. Set “target group models” do not exist; rather solutions are found on the basis of the requirements of the individual and the company. Family and Career Employees actively take parental leave from the company. During the years of 2006 and 2007, 54 and 66 employees took parental leave in Germany respectively. Men are increasingly taking advantage of this option: in 2006 only one male employee took parental leave; in 2007 this number had increased to ten. Our Austrian subsidiary established a nursery in September 2007 for employees with small children. Having the parents working in the same building allows for a spatial closeness, that makes life easier from an organisational standpoint and offers comfort, should a child just not be that well. The children can be looked after there throughout the whole year, with the length of daily care being matched to suit individuals' requirements. The facility is also suitable for children with special needs, should care be required.		Fair Remuneration Appropriate levels of pay are a matter of course when the company‘s spirit is taken into account. They are based on labouragreement and operational policies and adhere to the regulations set in the SA8000 standard. In Germany, the collective agreement in the metal and electronics industry from North-Rhine Westphalia/Lower Saxony applies to Miele; in Austria it is the collective workers’ agreement for the iron and metal industries and the collective agreement for employees in the industry – Association of the Austrian Machinery and Metalware Industries. In the Czech Republic and China, the levels of remuneration are calculated in accordance with the cost of living and inflation levels. On 1 December 2008, the collective wage and salary agreement for North-Rhine Westphalia and Lower Saxony came into force at Miele. Since then there is no differentiation made between blue collar and white collar employees as the structure of the individual workplace and its requirements determine remuneration. The general works agreement specifies that Miele may only work together with temping agencies that pay a benefit in addition to the negotiated temp salary from the collective agreement for temps working in the piece wage sector. Extensive Fringe Benefits The company’s retirement arrangement has´a long tradition. It was created back in 1929 by the company’s founders. Today the company guarantees post-retirement benefits, calculated in accordance with the average annual salary. Within Germany, Miele also helps secure its employees’ future by offering deferred compensation via the Metall-Rente programme.		Fringe Benefits for Employees Above and beyond statutory requirements, Miele grants its employees special payments and financial assistance, for example in the form of subsidies for spa treatments and dentures, there are also payments in the event of a birth, marriage or death, for milestone birthdays and work anniversaries. In addition to this, the company offers social benefits and non-salary benefits such as meal subsidies and travel expenses. Miele enables its staff to use public transport at discounted rates with its "Job-Ticket." In 2007, 662 employees in Gütersloh und Bielefeld alone used this offer. Retirement Provision The company's retirement provision scheme has a long tradition. It was set up by the company's founders in as early as 1929. Today the company grants post-retirement benefits in accordance with a modular system, from which the company pension is calculated on the basis of the lifetime work income. Within Germany, Miele also helps secure its employees’ future by offering deferred compensation via the MetallRente and an individual pension plan and disability insurance offered by a major insurance company. In addition, the company also offers the possibility of making payments to pension schemes (altersvorsorgewirksame Leistungen AVWL). http://www.metallrente.de/ Challenges and Targets Miele wants to continue offering flexible working models so that the individual requirements of its employees can be met. However, it remains important that the company‘s interests, for example a change in units to be produced, can be conciliated with this working model.