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MYTILINEOS GROUP
SUSTAINABILITY REPORT 2011 |99
METKA S.Α.
• To select, suitably appoint and develop the
Company’s top management team.
The fees and benefits of all types paid to the
executive members of the Board of Directors are
specified by resolution of the Board of Directors
and in accordance with the provisions of Codified
Law (C.L.) 2190/1920.
Role and responsibilities of the Managing
Director
The Managing Director reports to the Board of
Directors of the Company. He provides guidance
for strategic choices and approves the key
Company and Group decisions. He is responsible
for ensuring the smooth, orderly and effective
operation of the Company in accordance with the
strategic goals, the business plans and the action
plan, as these are specified by the resolutions of
the Board of Directors and of the General Meeting
of the Company’s Shareholders.
He heads all Company Divisions and has the
following responsibilities, inter alia:
• To take strategic decisions regarding the
development/approval of business strategies
and to recommend/approve large investments.
• To determine the Company’s organisational
plans.
• To ensure implementation of Company decisions
and to provide the Board of Directors and the
Executive Council with updates on Company-
related matters.
• To coordinate the top management executives
and to monitor and ensure their efficiency
in order to secure the Company’s smooth
operation.
• To take decisions or participate in the respective
decision-making process regarding business
decisions of major importance for the Company
(relating to production, purchases, human
resources, undertaking of projects etc.).
• To determine the risk management policies,
to assess risks and to implement measures and
procedures to address these effectively.
• To set the budget goals and submit proposals
on the annual performance targets.
• To achieve the targets of the annual budgets.
• To supervise the Company’s financial
administration.
• To hold performance review meetings.
• To ensure the procedure for the achievement of targets and results.
• To recruit and provide guidance to the Company’s team of top management executives.
• To formulate/determine guidelines for performance evaluation, promotions, the development of
management executives, and the system of rewards.
Mechanisms for the representation of the views of employees and shareholders
in the Board of Directors
No specific formal procedure exists for the representation of the employees and shareholders in the
Company’s Board of Directors, either under Collective Labour Agreements or Arbitration rulings or
agreements.
Labour Practices
METKA S.A. is systematically investing in the establishment of an optimal and efficient work environment
for its people, and its approach to the management of its human resources is consistent with the values
and principles of MYTILINEOS Group. For METKA S.A., the respect for the rights and for the personal
dignity of employees is a core commitment.
The globalisation of the Company’s activities led it to maximise its alertness regarding forced labour
or child labour. As a result, no such incidents have been reported in the Company's facilities, even in
geographical regions presenting a risk of occurrence of such incidents (e.g. the Arab countries). METKA
S.A. takes all necessary steps to ensure compliance with the provisions of the laws prohibiting child
and forced labour, by means of its internal regulations and of its Professional Ethics Code, which reflect
the Company’s business ethics and values concerning the respect for Human Rights and apply to all
employees.
The Company’s supervisors at its construction sites and plants are carrying out constant checks of its
subcontractors for adherence to the law and for compliance with the contractual terms, to eliminate
all likelihood of incidents of forced labour. In parallel, the Company requires its Directors and Senior
Managers to undertake a binding commitment to adopt fully and defend the Company’s principles and
Professional Ethics Code and to deal immediately with any cases involving a violation of Human Rights.
According to the procedures in place, in every business unit one person (the Construction Site Manager,
the General Manager etc.) is designated as supervisor or as the person responsible for receiving all
complaints about incidents involving a violation of Human Rights. This person also has the authority and
responsibility to deal with such complaints immediately, in full compliance with the local national laws
and the principles of the Company. In 2011, no complaints were made for violation of Human Rights in
any of the Company’s work premises.
In the supply chain, the contracts and agreements that the Company concludes with its business partners
contain clauses on the mandatory compliance with the applicable national laws, rules and regulations, in
order to rule out all likelihood of incidents of child and forced labour as well as of incidents of employment
of young contracted personnel in hazardous work conditions. Where the Company's Professional Ethics
Code is part of a contract, specific reference is made to the respect for Human Rights, to the prohibition of
child or forced labour, and to the Company’s right to request the audit of its Suppliers and Subcontractors
by official International Organisations for compliance with the requirements on the protection of Human
Rights. The number of the Company’s significant suppliers, contractors and other business partners for
2011 stood at 113. Out of the total number of contracts concluded with them, 9% contain criteria related
