We have a tradition of working to agreements that exceed legal minimum requirements. E.ON UK recognises five trade unions (UNISON, Prospect, Amicus, TGWU and GMB) and has a long tradition of collective bargaining.

We support the right of individuals to join a trade union and our commitment is enshrined within our various collective agreements and is reflected in our excellent industrial relations track record. Our Board takes ultimate responsibility for our industrial relations strategy, although the HR Director has specific responsibility. Operational responsibility is devolved to Business Unit Managing Directors.

Grievance procedures

We operate grievance procedures that allow any employee to raise concerns or complaints about their employment. These procedures are agreed jointly with our trade unions and are contained in each of our collective agreements and operational responsibility rests with each Business Unit MD. Expert guidance is provided by the HR function.

Trade unions provide independent training to their representatives in handling grievances and the HR function provides training and support to managers.

In addition to our grievance procedures, we also operate a whistle-blowing policy, which enables any employee to report suspected wrongdoing within the Company on a confidential basis. The policy is sponsored and monitored by our General Counsel.

Turnover and staff attendance

Staff attendance, %

2004	2005	2006
97.3	96.7	96.7

Staff turnover, %

2004	2005	2006
14	18	16

The turnover figures exclude redundancy, transfers, death and retirement. In 2006, there were 30 redundancies across E.ON UK.