Festo_Sustainability-Report_2020

Self-determined and flexible working enables a better work–life balance in the age of digitisation. In this context, mobile work is a format in which the work tasks can also be fulfilled outside the company premises. To this end, a Group collective agreement on mobile work was adopted in April 2020. All employees in Germany – regardless of whether they work part- time or full-time – receive fair overall remuneration and attractive social benefits such as: • Places in nurseries for children of employees • Family service and social counselling by external counselling partners • Holiday care for children of Festo employees • Company pension scheme • Social fund for special financial burdens (‘joy and suffering fund’) • Sport offers via company sport groups • Further training (face-to-face learning and e-learning) • Discounts on various discount portals and with regional partners • Subsidised canteens or meal subsidies for our branch offices • Sabbaticals • Special leave (e.g. wedding, moving house or birth of child)  GRI 401-2 Working from home during the coronavirus pandemic In order to fulfil its corporate duty of care and not to expose its employees to any danger, Festo allowed the majority of its staff to work from home when the coronavirus pandemic broke out in Ger- many. The impact on Festo’s IT infrastructure was enormous. The use of VPN access has increased from about 1,000 users per day before the outbreak of the pandemic to over 6,000 users per day. The access points were also heavily frequented worldwide, so that permanent analysis and control of the communication flows were necessary. 3. People at Festo 3. People at Festo By providing a modern IT infrastructure and using appropriate cloud solutions, the smooth transition to working from home was successful. Special solutions applied depending on operational and personal situations. In the areas close to production, the con- tact points were reduced, so employees could maintain production while adhering to strict hygiene rules such as distancing, covering up mouth and nose and disinfectants. In concert with the loosening of restrictions by the state, Festo reintroduced in-person work with upper limits in phases in 2020. Since October 2020, all indirect employees in Germany have been working from home again. As a responsible employer, we support the most flexible solutions possible so that our employees can individually adapt their working hours to private challenges such as homeschooling. We were also able to deliver the necessary flex- ibility at our Festo locations worldwide by generously providing the option of working from home there as well. Total remuneration and collective agreement The total remuneration package consists of a monthly basic salary, a performance-related remuneration component and a number of additional benefits such as a company pension scheme. This ena- bles fair remuneration for personal performance and promotes employee motivation. Remuneration is based on tasks or activities and is therefore independent of gender.  GRI 405-2 The appreciation and responsibility towards our employees is reflected in good remuneration and working conditions, which at least meet all relevant local and legal requirements. In Germany, the companies Festo SE & Co. KG, Festo Didactic SE, Festo Polymer GmbH and Festo Vertrieb GmbH & Co. KG are subject to the collec- tive agreement of IG Metall.  GRI 102-41 26 27 Festo SE & Co. KG Sustainability Report 2020 Festo SE & Co. KG Sustainability Report 2020