Boskalis jaarverslagen 2011


A work climate centered on motivation, pleasure in work and involvement is important for attracting and retaining motivated staff.

Employee representation

At the end of 2011 eighteen new members were appointed to the Boskalis and SMIT works councils. In three of the electoral groups the number of candidates equaled the number of seats. In one electoral group (SMIT employees) there were more candidates than seats and elections were held.
In 2011 a start was made on merging the Boskalis and SMIT works councils into a single works council for the whole of Boskalis. This general works council started operating at the end of 2011. The SMIT harbour towage services will keep their own works council for the time being.

Employment benefits

Our staff can rely on a good retirement provision. We operate various pension plans, detailed information on which can be found in the list of ‘Defined benefit pension schemes’ on pages 96-99 of our 2011 Annual Report.

At the end of 2011 official preparations got underway to realize a Transfer of Undertaking for office and shore staff of SMIT Nederland B.V. This concerns 288 employees who joined the Boskalis workforce with effect from 1 January 2012. A request for advice on this Transfer of Undertaking was submitted to the Works Council, which issued a positive advice at the end of 2011.

Health and vitality

We look after our people and respect downtime and working hours. We invest in their health and vitality by providing good living, recreational and medical facilities on projects, healthy and safe working conditions, the means to communicate with people (friends and family) back home and first-rate equipment.

Malaria prevention policy: we want to prevent our employees contracting malaria and therefore raise the awareness in high-risk areas such as Africa, South America and Asia. And so in 2011 we developed a malaria prevention policy. This will be incorporated into the Boskalis quality program which supplements our NINA safety program. Employees being deployed to areas where malaria is present, will be given information and preventative medication ahead of their departure. In addition general precautionary measures have been introduced on projects in high-risk areas and we urge any member of staff who is feeling unwell to do a quick scan because acting swiftly mitigates the consequences of the disease.

AIDS prevention policy: we operate an AIDS prevention program aimed at providing accurate information and lowering the infection rate. The program provides guidance in work situations with an increased risk of infection and is also aimed at offering protection at work to employees who have been diagnosed with AIDS. We organize regular local information sessions to reduce the chance of becoming infected with the disease, for example in 2011 for our employees in Africa.

Added to My report add to My report Source: CSR Report 2011, Our social performance, page 32