DHL 2014 Annual Report Download - page 184

e portion of other comprehensive income attributable to
non-controlling interests largely relates to the currency translation
reserve. e changes are shown in the following table:
 m
2013 2014
Balance at  January –5 –11
Transactions with non-controlling interests 5 0
Comprehensive income
Changes from unrealised gains and losses –11 17
Changes from realised gains and losses 0 0
Currency translation reserve at  December –11 6
e changes in transactions with non-controlling interests without
change of control are presented in the following table:
Transactions with non-controlling interests
 m 2013 2014
Currency
translation
reserve
Retained
earnings Total
Currency
translation
reserve
Retained
earnings Total
Giorgio Gori Group, Italy 0 – 62 – 62 0 16 16
Tradeteam Limited,  –4 10 60 0 0
Blue Dart Express Limited, India 0 0 00 –10 –10
Other –1 –10 –11 0 –12 –12
Total –5 – 62 – 67 0 –6 –6
 Provisions for pensions and similar obligations
 m 1 Jan. 2013
adjusted 1
2013
adjusted 1
2014
Provisions for pensions and similar
obligations 5,216 5,016 7,226
1 Note .
e Group’s substantial dened benet retirement plans are in
Germany and the .
In Germany, Deutsche Post  has occupational retirement
arrangements dating back to  based on a collective agreement,
which are open to new hourly workers and salaried employees.
ese arrangements are based on xed benet amounts and pro-
vide for monthly payments as from the statutory retirement age,
depending on length of service and the wage / salary level achieved.
Annual increases in the xed amounts during the service period
and in the pension payments are linked to agreed percentages, i.e.,
.  for active hourly workers and salaried employees and . 
for retirees. e plan also provides for invalidity benets and surviv-
ing dependents’ benets. Negative past service cost was recognised
in the previous year due to an internal change in the conditions for
access to certain invalidity benets. Retirement arrange ments with
a similar structure are available to executives below the manage-
ment board level and to specic employee groups who can make
use of deferred compensation.
e large majority of Deutsche Post ’s obligations relates to
the vested entitlements of hourly workers and salaried employees
on the transition date in  and to legacy pension commitments
towards former hourly workers and salaried employees who
had le or retired from the company by the transition date. e
amounts individually determined for the vested entitlements of
the active hourly workers and salaried employees are subject to an
annual rate of increase of . .
Deutsche Post ’s overall pension plan is based on the
Betriebsrentengesetz (BetrAVG – German Occupational Pension
Act), in addition to collective agreements and other relevant docu-
ments. e prime source of external funding is a captive trust
that also services a support fund and a pension fund. e trust
is funded on a case-by-case basis in line with the Group’s nance
strategy and, in the case of the support fund, on an ongoing basis
in line with tax law options. In the case of the pension fund the
super visory funding requirements can, in principle, be met with-
out additional employer contributions. e support fund’s govern-
ing bodies include both Deutsche Post  employees and former
employees. Part of the plan assets is invested in real estate that is
leased out to the Group on a long-term basis. In addition, some
of the legacy pension commitments use Versorgungsanstalt der
Deutschen Bundespost , a joint pension fund operated by the
Deutsche Bundespost successor companies.
Deutsche Post  Group —  Annual Report
178