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Global Reporting Initiative 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

5,193 employees of which about 75% are male and 25% are female.

EU14

Programs and processes to ensure the availability of a skilled workforce.

Future NRG

EU16

Policies and requirements regarding health and safety of employees and employees of contractors and subcontractors.

At NRG, Safety always comes first.

Employees: The NRG Safety Manual and Policy is available to all employees on our internal website and in print. The NRG policy and program adheres to the expectations of the Occupational Safety and Health Administration (OSHA) Voluntary Protection Programs (VPP) Policies and Procedures Manual. We have a formal "Safety over Production" Policy that clearly sets the understanding that at NRG Safety always takes precedence over performance.

Contractors: The Safety of others on our sites is just as important to us as the safety of our employees. The Contractor Safety Procedure clearly lays out NRG rules and expectations including a zero tolerance rule for specific safety violations.

EU18

Percentage of contractor and subcontractor employees that have undergone relevant health and safety training.

100%. This is a minimum requirement in order for contractors to gain access to NRG plants.

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 work an average of 20 hours per week: annual incentive plans; medical, dental and vision insurance; pre-tax health spending accountings; employee assistance program; tuition reimbursement; 401(k) retirement plans; paid and unpaid leave; paid personal time off; and paid company holidays. In 2011, NRG provided employees with annual incentive bonuses that totaled $67.4 million. 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

Collective bargaining agreements

28% covered by U.S. bargaining agreements.

LA5

Minimum notice period(s) regarding operational changes, including whether it is specified in collective agreements.

NRG enjoys collaborative and productive relationships with our various unions across the fleet. When operational changes are required, and time permits, we include the union in developing our plans of action for a value added solution. However, we have in our contracts language and an understanding on the part of both parties that it is the responsibility of NRG management to make decisions and direct the business so that we may continue our operations. The scope of our management’s responsibility includes setting staffing requirements, the selection of our human resources and the management of our workforce to meet all business needs.

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. An increase in the formation of safety committees and enhanced employee involvement at the NRG office locations are key elements of the 2012 NRG Office Safety Initiative. Safety is the fundamental value to NRG's “STRIVE” core values and is included in all employee performance documents.

LA7

Recordable incident rate—Safety

NRG recorded its lowest rate of safety incidents ever in 2011. Safety performance improved significantly as well. NRG’s year-end recordable incident rate, 0.77, was in the top decile of the Edison Electric Institute’s survey of industry safety results for the second straight year.

LA8

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

In 2011, NRG offered discounts on health insurance policies if employees were non-smokers. Also, through our health insurance programs, many services exist that assist employees with chronic health issues to manage their health condition. These programs include health monitoring, 24-hour on call nurse for questions and in some cases free medication and equipment for participants in these ancillary programs.

NRG holds safety meetings and morning stretching sessions across our offices and power plants.

LA9

Health and safety topics covered in formal agreements with trade unions.

We have included in all collective bargaining agreements language and practice that addresses maintaining the health and safety of each and every employee, and have in place standard safety practices that drive safety-focused employee behaviors. We have adopted a “Safety over Production” policy that is regularly reviewed with all plant employees and contractors. NRG management and our union members are united in our focus on safety and we collectively support the required use of personal protective equipment (eye and hearing protection; safety shoes) as appropriate for the task.

LA10

Training

In 2011, employees spent 6,086 hours in training on NRG's Code of Conduct and 193 hours training on NRG's STRIVE values.

LA11

Skills management programs

  • Personal and organizational learning and development
  • Formal knowledge/learning networks with regular meetings and staff support
  • Intranet-based knowledge repositories/databases
  • Intranet-based interactive knowledge platforms integrated into daily work processes
  • Company university or external comparable education facility
  • Employee idea management system integrates GRI Programs for skills management and lifelong learning that support the continued employability of employees and assists in managing career endings.

LA12

Percentage of employees receiving regular performance and career development reviews.

100% of salaried employees and represented employees in accordance with their collective bargaining agreement.

LA13

Composition of governance bodies and breakdown of employees per category according to gender, age group, minority group membership, and other indicators of diversity.

See pages 18-25 of NRG's Form DEF 14 Proxy Statement published on March 13, 2012.

LA14

Average salary for female vs. male employees

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

 

 

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