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2012 NRG GRI Index

Labor Practices and Decent Work

NUMBER

DESCRIPTION

RESPONSE

LA Management Discussion

Our success depends on having the right people with the right skills at the right time to support our future growth. See Future NRG for more information.

LA1

Total workforce

Post merger, there are 8,792 employees total; 8,792 employees located in the United States of America; 35% union & 65% non-union

LA3

Benefits provided to full-time employees that are not provided to temporary or part-time employees, by major operations.

The health and welfare of our employees and their families is very important to NRG. NRG provides employees with the following benefits to all full-time and part-time employees who are schedule to work an average of 20 hours or more per week: annual incentive plans; medical, dental and vision insurance; pre-tax health spending accountings and a company sponsored Health Savings Account; employee assistance program; tuition reimbursement; 401(k) retirement plans; paid and unpaid leave; paid personal time off; and paid company holidays. Benefits are available on the day of hire to all eligible non-represented employees and represented employees where bargained in accordance with the collective bargaining agreement.

LA4

Percentage of employees covered by collective bargaining agreements.

Per NRG's 2012 Form 10K, as of December 31, 2012, NRG had 8,792 employees, approximately 35% of whom were covered by U.S. bargaining agreements.  Of this total, NRG plant employees totaled 6,036 of which 51% were covered by U.S. bargaining agreements. This response applies to NRG post-merger.   

LA6

Percentage of total workforce represented in formal joint management-worker health and safety committees that help monitor and advise on occupational health and safety programs.

90% of the NRG Power Generation facility workforce is represented in formal, facility-level safety committees. An estimated 75-80% of the NRG office workforces, personnel who are not directly associated with a generating facility are represented in formal safety committees. As our number of offices increase, we continue to focus on employee involvement in those new locations with an emphasis of establishing employee driven safety committees.  Safety is the fundamental value to NRG's "STRIVE" core values and is included in all employee performance documents

LA7

Recordable incident rate—Safety

2012 Safety  OSHA recordable rate of 0.52, lower than the 2011 incident rate of 0.77, and our best performance.  Safety

LA8

Education, training, counseling, prevention, and risk-control programs in place to assist workforce members, their families, or community members regarding serious diseases.

NRG provides :

Preventive Care Benefits

  • Aetna Medical - preventive care covered at 100%
  • CIGNA Dental - preventive care covered at 100%
  • Employee Assistance Plan offered through LifeWorks
  • All employees and eligible dependents have access to benefit
  • Confidential counseling, 24 hours a day, 365 days a year
  • Up to three free visits per issue per year

Corporate Wellness:

  • Non Tobacco User Discount - contribution discount for non-tobacco use offered towards medical premium ( available in the Aetna $30 Copay and Aetna HDHP plans)
  • Must certify tobacco use online or by calling the NRG Benefits Service Center during each Open Enrollment to receive discount
  • Non-tobacco users save approximately $462 annually
  • Quit for Life Tobacco Cessation Program
  • Employees receive up to five outbound coaching calls and unlimited access to a Quit Coach
  • Assistance with deciding what type, dose, and duration of nicotine substitute or other medication is right for you and how to use it so it really works ─ at no cost
  • Available at no cost to employees and your eligible dependents

LA10

Training

In 2012, employees spent 2,580 hours in training on NRG's Code of Conduct. Ninety-nine percent of employees completed the Code of Conduct training.

LA11/EU14

Skills management programs

1. NRG Technical Training uses the Systematic Approach to Training (SAT) process to develop and implement training programs for skills training.  The SAT process involves five phases of development: analysis, design, development, implementation, and evaluation.  In the analysis phase, subject matter experts are interviewed to determine the knowledge, skills, and abilities required to perform effectively.  This analysis produces the requirements of the job, so that training programs are developed to ensure that the appropriate skills are attained by trainees.  In addition, input from management is used to enhance programs as jobs are modified or improved.

2. NRG Technical Training develops programs for entry level personnel as well as advanced programs to enhance the skills of trained personnel.  Some of the major training programs include apprenticeship programs and plant operator training programs to train and enhance the skills of electricians, mechanics, instrument and control technicians and operators. The apprenticeship and plant operator training programs include formal classroom training, as well as on-the-job training, computer-based training, and control room simulator training. Control room simulators are utilized to enhance the skills of personnel in power plant control room operations. The regulatory required training programs (safety, environmental, NERC compliance) cover all regulatory required training. Training is delivered using a variety of interventions, including classroom training, on-the-job training, computer-based training, and job aids.

3. Continuing education for technical workers falls into two categories: 1) on-going skills development to improve plant performance and ensure worker safety (such as Qualified Electrical Worker training for skilled personnel to ensure that new information from regulatory standards is passed on to workers as well as to ensure that new skills are attained to meet performance expectations, and 2) attendance at industry and skill area training and seminars (such as participation in industry lessons learned presentations, engineering conferences, and industry knowledge sharing events).  Additionally, NRG offers educational assistance to employees pursuing graduate and undergraduate degrees in areas related to our business, including engineering. 

4. NRG and Navarro Junior College have established a partnership at the Limestone Generating Station.  This partnership includes Navarro utilizing facilities at the Limestone plant to conduct technical classes for college students interested in future careers in the power generation industry. 

Through our South Texas Project, NRG as has been involved in planning college level curriculum for local institutions to encourage participation in the engineering and technical disciplines.  Additionally, STP's Education Incentive Program (EIP) targets local students and supports them through payment of tuition and books and an internship over the course of the student pursuing a two year degree in Nuclear Power Technology. STP also contributes six adjunct instructors teaching at various colleges with an average of 2400 hours annually. 

5. Part of the NRG hiring process (in many but not yet all NRG power plants) to ensure we are hiring qualified employees to operate and maintain our power plants is a requirement to pass a pre-employment physical, a pre-employment drug test, and pre-employment technical aptitude tests recognized in the industry as best practice.   All of these practices are done on the basis of ability and not on the basis of gender or race. 

NRG also has a "Women in Power" initiative as a mechanism to attract and retain females in Plant Operations positions.  This initiative focuses on education, job enrichment, and mentoring. 

LA12

Percentage of employees receiving regular performance and career development reviews.

100% of non-represented employees receive regular performance reviews. Represented employees account for 35% of staff and do not receive performance appraisals.

LA14

Average salary for female vs male employees

Wages and salaries are proprietary information. Executive compensation can be found in our NRG's latest DEF 14A Proxy statement.

 

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