DHL 2005 Annual Report Download - page 69

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in 2005, as well as a linear increase of 1.8% from February 1, 2006. e wage settlement
with DHL Express Betriebs GmbH also provides for a one-time payment of €400, with a
linear wage increase of 1.8% from May 1, 2006. is agreement runs from April 1, 2005,
for a period of two years.
Collective agreements were also concluded for the around 3,600 employees who joined us
from KarstadtQuelle AG. On January 1, 2006, a variable, performance-based element was
established as part of employees’ annual income. In taking this step, we have introduced
a pay scheme that is customary in our industry and that ensures we are in line with the
forwarding and logistics sector in North Rhine-Westphalia. It also provides for a regular
working week of 39 hours and exible working time accounts. Established rights arrange-
ments were drawn up for employees who were transferred. e agreements run until April
30, 2008, and thereby ensure that we can remain competitive in this area.
We have also reached an agreement with German services union ver.di concerning the
working and pay conditions for employees at the new DHL air hub in Leipzig/Halle: the
most important elements of the collective agreements are the introduction of exible
working hours and a system of pay that is typical for our sector. e agreements run until
December 31, 2009, thus ensuring that we can plan reliably for the construction and com-
missioning of the new European hub.
Agreement reached on occupational pensions
Deutsche Post AG and ver.di have concluded their negotiations concerning the future of
the employer-funded occupational pension scheme. Starting in 2006, the future pension
entitlement under this scheme will be adjusted by 1.45% annually, while current recipients
of occupational pensions will see an annual adjustment of 1.0%. is agreement allows
the company to calculate its future pension obligations much more accurately, while at the
same time enabling our employees to plan reliably for the future.
Postbank to take over 850 retail outlets
At the start of 2006, Deutsche Postbank AG will take over 850 retail outlets from Deutsche
Post AG. is signaled a change of employer for around 9,600 employees, who will now
be working directly for Postbank. A reconcilement of interests was agreed with the Group
Works Council and a social plan drawn up for this change in operation.
Group signs training pact
Between 2005 and 2007, the Deutsche Post AG Group is oering 2,300 traineeships in
Germany each year. is was agreed in a training pact signed by the company and the
ver.di trade union. We will also, in principle, take on 30% of the trainees in the years 2007
to 2009. In addition, we will launch a development program for exceptionally high-per-
forming trainees.
Customer-oriented human resources development
In 2005, we brought together all operating units devoted to human resources development
and refocused them on the requirements of three customer groups: the Group, corporate
divisions and individual demand. One of the features of the new service portfolio is the in-
clusion of development activities aimed at a specic part of the business. Under the global
Fit4Procurement project, for instance, the changes in the procurement organization were
accompanied from the outset by targeted sta development processes and activities.
Deutsche Post World Net
65
Employees
Group Management ReportConsolidated Financial StatementsAdditional Information