Chapter III Analysis covering the years 2009 through 2012 for TAP CSR and Sustainable Development

III.1. CSR perspective and TAP Employees benefits

In the current economical context, which presents itself as being a difficult and complex one, in the area of labour relations and human resources management, one of TAP Group’s main concerns is represented by the possibility of guaranteeing a stable work environment from an employability point of view. This is done in TAP Group by providing different trainings alongside with improved work conditions, in such way that the professional life of an employee won’t affect that employee’s personal life. Also, an important aspect of the professional life of an employee is the guarantee of a work place where health and safety issues and the respect of moral values represent an important aspect from the company’s point of view, and that is what TAP is offering to its Employees. As far as the society is concerned, TAP is offering, promoting and encouraging a multitude of initiatives that have a social character.

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Also, to show the company’s commitment to its employees, TAP is offering different extra social benefits, in addition to those offered by law. Some of these benefits include:

• Social support – this program is composed of four Social Workers, who provide Social Support to employees in the different departments of the Company, as well as to retired employees.
• Solidarity fund – a program that is Granting of repayable monetary loans to employees and retired employees, who find themselves in situations of exceptional economic need.
• Nursery – considering that TAP is a company that operates (24 hours/day, 365 days/year), at its Lisbon premises, since 1972, a Nursery for the children of employees, aged between 4 months and 5 years. TAP thus collaborates with the parents in sharing child care and responsibility in the evolutionary process of the child.
• Insurance – active employees as well as pre-retired and retired employees, aged less than 65 years, have a Health Plan, supported by collective health insurance, enabling access to medical services at lower rates, in the health establishments of the contracted network. Life Insurance is also provided, covering risks of death and full and permanent disability.
• Pension Plan – At the time of entering the situation of retirement pension through old-age or disability, TAP attributes its Employees, recruited by 31st May 1993 to the permanent staff, a supplement to the retirement pension granted by Social Security.
• Supplementary subsidies – Also in the context of family support, the Company grants to the children of its employees, who have proven special education needs, a re-education subsidy, reflected in a supplement to the monthly benefit attributed by Social Security or any other official body, as well as a subsidy for school material, for each child of school age entitled to receiving the State family benefit.

Besides these extra benefits, TAP Employees benefit of programs that promote a healthy way of living by promoting various awareness-raising campaigns over the year, such as: the healthy nutrition week; international nutrition weeks; health index screening (BMI, blood pressure, diabetes, among others). Also, the employees have established on its main premises a canteen, a Health Club and smoke free buildings.

In order to provide its Employees, as well as their family members, with a variety of benefits, TAP has established protocols with several entities, namely banks, which offer benefits in terms of consumer credit, mortgage loans, investment funds and insurance. Agreements with hotel units, rent-a-car and airline companies, among others, also provide discount on a variety of goods and services.