Labor Relations

   

Prosegur's relationship with its employees is a priority for the company and is governed by the principles of justice, equity, dignity and respect.
This relationship is based on three pillars: working to offer the best working conditions to employees, measuring employee satisfaction, and maintaining fluid relationships between the company and employee representatives.
 

Prosegur se compromete firmemente con el cumplimiento de los estándares laborales y de seguridad social en todos los territorios en los que opera como base fundamental de su liderazgo sectorial. 


Esto se traduce en un especial cuidado en la definición de nuestras políticas laborales, que, si bien son acordes a la normativa local de cada país, siguen siempre notas comunes definidas globalmente.
 

In all Prosegur jurisdictions, it is ensured that the remuneration of all its workers is in accordance with the living standards of each country and that they always comply with the legal guarantees provided. For this, salary bands have been established to ensure that there is no discrimination in pay for the same job.


The salary structure is made up of:
- Fixed remuneration: According to the living standards of each country and always in line with the legal guarantees provided.
- Variable: Most of the collectives at Prosegur have a variable component in their remuneration, which is always linked to specific objectives that ensure that their concession follows criteria of meritocracy. For this, the leadership principles are used as a reference, in addition to the objectives, which among others include alignment with the company's sustainable development objectives.


There are different variable compensation plans based on the functions and responsibilities of each group:

o    DSO: Objectives plan linked to the performance of the most operational teams based on absenteeism ratios, efficiency in services, etc.
o    PIC: Commission plan aimed at commercial groups.
o    PIPE: Annual bonus plan aimed at structural personnel.
o    ILP: Long-term incentive plan aimed at management personnel linked to shares / securities of the Company and its stock price.
o    Other plans: There are additional plans for specific groups that seek to align the teams with the objectives and strategies of the organization. 

-    Other benefits: Prosegur seeks to make its remuneration scheme flexible, therefore all workers enjoy additional non-salary benefits.
 

Prosegur guarantees working conditions that respect working hours and rest times, as well as digital disconnection, to promote and guarantee conciliation between the personal and professional spheres; including respect for the rest times associated with motherhood and fatherhood.
For this reason, there is currently a strong commitment to flexible schedules as far as possible, as well as teleworking in those positions whose functions allow it.
 

Prosegur is a strong promoter of the implementation of surrogacy in the legal systems of the countries in which it operates, thereby seeking to provide job stability to the private security sector.
In line with this commitment, and especially in those jurisdictions where measures of this type are not implemented, the company seeks to minimize the impact of the necessary exits or restructuring, applying voluntary criteria, promoting transparency in the communication of measures and, when appropriate, involving workers' representatives.
An example of this policy is the effort made, in many cases with the intervention of worker representatives, to offer all employees work alternatives and cushion the actions necessary to deal with the impact of the COVID-19 pandemic.
 

In order to know at all times the degree of satisfaction of employees with Prosegur, the company constantly conducts climate surveys governed by NPS metrics to learn about the experience of employees.

In its relationship with employees, the involvement of legitimate employee representatives is paramount. For this reason Prosegur seeks to maintain a constant fluid dialogue with them.
As a result of this dialogue, there are the 187 Collective Agreements existing in the company, which cover more than 78% of the total employees, of which during 2020 more than 168 have been agreed in Brazil, Chile, Peru, Colombia, Argentina, Uruguay, Portugal, etc.
Looking forward to 2021, it is expected that at least another 140 Collective Agreements will be closed or renewed.