At Amadeus, we respect every country’s legal and cultural characteristics. Thus we partner with employee representatives appropriately 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 we are committed to informing and consulting, as needed, with labour partners. In this respect, 53% of our employees are covered by collective bargaining agreements.
We are committed to treating all our employees fairly. In the event of a significant operational change, we pay particular attention to providing appropriate notice periods and follow the legal information and consultation requirements within the countries where the changes are being implemented. Naturally, the length of the notice period depends upon 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.
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.