In January 2000, we developed a new framework to establish a single-table, business-based approach to collective bargaining for Powergen UK.

The framework also establishes a number of common standards, which reflect our values in key areas.

Our approach

Our new approach to collective bargaining gives our business units the flexibility to manage certain features of the employee relationship, such as pay negotiations and performance management systems, through a system of representative business forums.

As part of our Framework for Business-Based Collective Bargaining, we identified a number of areas where we felt it was right to have common arrangements for all staff, no matter where they work or how senior they are.

Common standards

Common standards on maternity and sickness, relocation and transfer, and employment procedures were agreed in consultation with trade unions and are regularly reviewed.

In April 2003, the Government introduced new legislation to extend statutory maternity provisions and to introduce paid leave for fathers and adoptive parents. We looked at how this legislation would affect our existing arrangements for supporting families and revised our policies accordingly.

We decided to make our provisions for adoptive parents better than the statutory ones by making them the same as the company benefits for women on maternity leave. Adoptive parents are now eligible for extended leave and enhanced pay.

The new provisions were published on our intranet and employees were told about the changes in our daily electronic news bulletin, egen.