At Amadeus, we respect every country's legal and cultural characteristics. Thus we partner with employee representatives as appropriate and do not impose a particular system or set of rules in the countries where we operate.
In all cases, we respect employees' right to freedom of association and trade union representation and are committed to informing and consulting, as needed, with labour partners. In this respect, 50% of our employees are covered by collective bargaining agreements.
We are committed to treating all our employees fairly. In an event of significant operational changes, we pay particular attention to providing appropriate notice periods and we follow the legal information and consultation requirements within the countries when implementing changes. The length of the notice period depends on the type of operational change being made. We always assess the impact of operational change on employees with great care, establishing a plan including communication with labour partners and employees. Even where legal obligations or labour partners are absent, our company ensures regular communication is maintained with all impacted employees.
In 2011, we had to announce the evolution and change of strategy that impacted 28 people in the United Kingdom and Poland. We started to inform and consult with the employee representatives and the employees one month before the formal implementation started and provided above market packages and outplacement services.
At a European level, we inform employee representatives, as per the agreement signed with the Amadeus European Employee Council, in a timely manner, providing information that allows the employee representatives to undertake an in-depth assessment of the possible impact of a change. Dialogue is established to exchange views between the employee representatives and the management of our Company, in a timely manner and with the information which allows the employee's representatives, on the basis of information provided, to express an opinion on measures envisaged by management, which will be considered in the decision making process.
Amadeus was one of the first companies in Europe to establish a European Works Council, which represents the interests of all our European employees. Currently, twelve representatives attend regular meetings throughout the year with management. Top management makes time to meet with representatives and informs them of different projects, policies and activities with transnational scope and also consults them when required. We strive for a strong relationship based on trust, confidentiality and good will.