s e a tsolutions. report - mondi group · the present report contains results of a socio-economic...

SEAT Report

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Solutions.Socio-Economic Assessment Toolbox Report

Mondi Neusiedler GmbH and Ybbstaler Zellstoff GmbH

2010

S∙E∙A∙T REPORT

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SEAT Report

Contents

1.1 GoalsThe present report contains results of a socio-economic as-sessment toolbox (SEAT) evaluation of Mondi Neusiedler GmbH. SEAT is a quite new package of measures for the industry. It has been developed by Mondi, parent group of Mondi Neusiedler GmbH, to measure the social and econom-ic influence of the plants on the local population.

The SEAT process was first carried out at Mondi Neusiedler GmbH from July to October 2006. Stakeholder surveys, with the following goals, took place:

• To gain an understanding of the current and past social and environmental achievements of the Mondi Neusiedler GmbH plants in Hausmening and Kematen.

• To get an insight into current matters concerning the neigh-bouring villages around the plants;

• To test and evaluate how the plants are perceived by the stakeholders;

• To identify possible ways of improving and setting out pri-orities for the future.

Between the end of 2009 and March 2010 the report was re-vised. More stakeholder surveys followed (by phone and in writing).

1.2 SEAT evaluation teamThe following team undertook the preparation and question-ings for the SEAT report:

• Karl Grill, managing director• Gerhard Schwiegk, finance director• Herbert Hinterberger, environmental manager• Horst Brunbauer, works council for salaried staff• Roswitha Ebner, finance director’s assistant• Susanne Grote, assistant• Christoph Hinger, process manager• Wolfgang Kasser, head of human resources

• Birgit Matejka, managing director’s assistant• Martin Süß, health / projects• Karl Wadsak, pulp technologist• Martin Zehetgruber, human resources manager

1.3 AcknowledgementsThe SEAT team would like to express their special thanks to the employees of the Mondi Neusiedler GmbH and Ybbstaler Zellstoff GmbH, to all the business partners and all the repre-sentatives of councils, institutions and clubs, who took time to take part in this process. The management of the plants have also made a big contribution to the realization of the project.

Introduction

Goals SEAT Evaluation team Acknowledgements

1 Introduction1.1 Goals 3

1.2 SEAT evaluation team 3

1.3 Acknowledgements 3

3.1 Basic information about the plant 5

3.2 Current social management system 8

3.3 Community engagement 16

5.1 Introduction 23

5.2 Employment 23

5.3 Human capital and further training and education 23

5.4 Taxes and other payments due 24

5.5 Added value 24

5.6 Local sourcing 25

5.7 Local support projects and institutions 26

6.1 Introduction 28

6.2 General statements from stakeholders and employees 28

6.3 Emergency management plan at Mondi Neusiedler GmbH and Ybbstaler Zellstoff GmbH 28

6.4 SHE (Security, Health and Environment) 29

6.5 Certifications 29

6.6 MVP structure 31

6.7 Guided tours 31

4.1 The region of Lower Austria 21

4.2 The district of Amstetten 21

2.1 Goals and implementation 4

1 Introduction

2 Goals and implementation

3 Overview of the plant and social management system

5 Effects that Mondi Neusiedler has identified

6 Important topics for stakeholder groups

4 Overview of the region and neighbouring villages and towns

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Basic steps for the SEAT process (box 2.1)

Step 1Defining the goals for the SEAT report

Step 2

Creating a profile for the plants in Kematen and Hausmening, and the neighbouring villages. Identifying key topics.

Step 3Evaluating social and economic effects

Step 4Making guidelines available for the management to answer on key topics

Step 5 Feedback to stakeholders

Goals Overview

2 Goals and implementation 3 Overview of the plant and social management systemThe access to this survey was strictly done according to the

five basic steps, which were established for the SEAT proc-ess. They are defined in box 2.1:

3.1 Basic information about the plantThe roots of the Mondi group go back to 1793, when Ignaz Theodor von Pachner got permission to build a paper fac-tory for finer paper, which up to that time had been imported from abroad. His first paper mill, built near Vienna, gradually became the biggest production plant in the Austro-Hungarian Empire. From about 1870 onwards NEUSIEDLER paper was delivered all over the world: besides the crown-lands, coun-tries like Spain, Germany, England and Australia, together with Scandinavia and South America, were the most important cus-tomers.

Between 1869 and 1894 the plant in Theresienthal, and the paper and pulp production in Kematen, were added. They are the current locations of Mondi Neusiedler GmbH.

With the start of a successful cooperation with a leading manu-facturer of copiers in 1966, the development to becoming the most successful producer of copying paper in Europe began. The subsequent cooperation with almost every well-known manufacturer of copiers lead to a specialization in the area of office papers. In its 200 years history the company has de-veloped into what is now a trademark for the paper industry. Highest product quality, advanced know-how, continuous in-novations and environmental awareness have set international trends.

At the end of the 1990s a gradual expansion started with the support of the new owner Mondi.

In 2004 Neusiedler was renamed to Mondi Business Paper and then Mondi Neusiedler GmbH, to indicate the complete affilia-tion to the Mondi group.

Mondi Neusiedler GmbH now primarily produces specialities of the group. These include colour ranges and Color Copy, which

is leading the European market for colour laser paper. Ybbstal-er Zellstoff GmbH also produces chlorine-free bleached TCF long-stapled woodpulp.

“The Mondi Diamond”, Mondi’s company vision, consists of five core areas: client and employee orientation, operational excellence, innovation and sustainability. To guarantee the reaching of the goals, communicational procedures are made easier and structured. Furthermore it is important to develop synergies between the plants and to actively create interna-tional exchanges.

As a dynamic, forward-looking company, Mondi Neusiedler GmbH also uses resources to assure long-term success. We concentrate on areas such as corporate social responsibility, product responsibility, health and safety, forestry, environmen-tally compatible production, working conditions and corporate governance.

We are convinced that in employee development it is important to have exceptionally competent and committed employees who play their part in making the company the number one in the paper industry. Furthermore, we would like to be the preferred employer of current and prospective employees. We offer our employees excellent opportunities for development and support them in achieving their aims.

The goals of the SEAT process are:

• Identifying and fixing the most important social and eco-nomic effects, which should be the subject of discussion at Mondi Neusiedler GmbH.

• Evaluation of effectiveness and suitability of existing initia-tives and identification of inadequacies and possible ways for their improvement.

• Checking if the plant corresponds with the best practice guidelines in social matters.

• Gathering information for operational and social reporting. Developing indicators which are important for local affairs.

Consulting with internal and external stakeholders, such as Mondi Neusiedler GmbH employees and representatives from villages, was important for achieving the aims of this report. 53 people, representing 11 different stakeholder groups, were questioned in 2006. In 2009, 44 out of these 53 people, were asked to tell us whether there had been any changes since the last evaluation. A summary of stakeholders interviewed can be read in box 2.2:

Stakeholders interviewed (box 2.2)

The SEAT process

Stakeholders interviewed

• Mayors of the neighbouring towns and villages from Amstetten, Allhartsberg, Kematen, Neuhofen, Winklarn• Local government in Amstetten• Employees• Representatives of job centres in Amstetten and Waidhofen/Ybbs• Representatives of Amstetten police• Representatives of the Mondi company health insurance scheme• Suppliers, partners and surrounding companies• Representatives of the local Red Cross• Management of the general hospital in Waidhofen/Ybbs• Representatives of local schools• Representatives of local and national NGOs including the “Lebenshilfe NÖ”, Greenpeace and company sport association

Goals and implementation Basic Information aboutthe plant

Current social management system Community engagement

Mondi Neusiedler Mondi Neusiedler

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Austria Hausmening

Austria Kematen

Austria Hausmening

Austria Kematen

25 24

23

22

21

20

17

16 8

4

2

1

19

18

15

14

1312 11

10

9 7

65

3

8

42

1 1312 11 10

9

765

3

Porter

Canteen

Warehouse

Boiler house

Auxiliary material – tank discharge

Surface starch

Mass starch / HIAB 2

PCC – Omya

1

2

3

4

5

6

7

8

Office

PM3, PM4, finishing

Foreman office, quality department

Preparation of additives

Pulp mill

Joinery

1

2

3

4

5

6

Paper production

Loading of pallets and rolls

Carton unloading and storage

Mother reel storage

Water and waste water treatment

Conference rooms

Purchasing

Finishing

Special finishing

17

18

19

20

21

22

23

24

25

9

10

11

12

13

14

15

16

Rollers

Pulp

Auxiliary material PM / sieves – felts

Core

Unloading of packing material

Finishig goods warehouse

Paper loading

Chemical delivery

7

8

9

10

11

12

13

Biological waste water treatment

Fork-lift truck workshop

Wood chips sorting

Boiler house

Workshop

Company fire department

Canteen, conference room, workers’ council

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Overview Overview

3.2 Current social management systemSocial matters play an important role in the history of the com-pany. Occupational health and safety is accorded the great-est importance. Programmes for increasing the employees’ awareness of a safe and harmless working environment have high priority.

Repeated award “seal of quality for company health promotion”

Company health promotion is a modern corporate strategy aiming at the prevention of illnesses at the workplace, the strengthening of health potential and the improvement of well-being at work (Luxembourg declaration). Therefore company health promotion is an essential cornerstone of Mondi Neus-iedler GmbH.The seal of quality for “Company Health Promotion” is an offi-cial confirmation of the health orientation of the award-winning companies. These companies receive a document signed by the European network, the Austrian contact point and the Min-istry of Health.Companies that have achieved company health promotion (BGF) according to the criteria of the European network (EN-WHP), receive this seal of quality.

The seal is awarded for a term of three years. After this period it has to be applied for again and the health orientation of the company is rechecked.Mondi Neusiedler GmbH received this award for the first time in 2005, and again in 2008. The current seal of quality is valid until 2010.

PRECAuTION PRIzE 2008

County Councillor Wolfgang Sobotka M.A., has founded the

Austrian precaution prize to acknowledge initiatives that are

role models, and to make people more aware of and motivate

them for health care.

The success of this idea was not long in coming: numerous

outstanding projects from different areas and countries were

submitted. The best ones were awarded with the “Precaution

Prize 08”.

For the Precaution Prize 08 the health management team of

Mondi Neusiedler GmbH submitted the health education pro-

gramme for our apprentices.

Health education programme for apprenticesThe focus of the programme lies in making our apprentices generally aware with practical examples. This initiative “Healthy into the future” is embedded in the current apprentice training concept, alongside their specialist training, and consists of the following main topics: safety at the workplace, health in the company (addiction prevention, nutrition, sports), environment, as well as personal and language training (English, etiquette manual, seminars of the Chamber of Commerce).

To ensure these initiatives had a lasting effect, the following or-ganizational framework was created, consisting of: 1) a course representative to represent the interests of apprentices outside of purely job matters. 2) regular coordination talks between the course representatives and the health manager, apprentice commissioner, the head of the workshop and HR manager.In February 2008, the Precaution Prize 08 was presented dur-ing a ceremony at the festival hall in St.Pölten.Mondi Neusiedler GmbH was rated in the category “Austrian companies” by a jury of experts from the fields of social medi-cine, psychotherapy, sports, nutrition and health. Mondi Neus-iedler GmbH was awarded with the Precaution Prize 08, which was endowed with € 3,000.-.

HEAlTH PROGRAMMES:

Health days

The annual highlight are the health days. These always include check-ups on blood sugar, cholesterol, blood pressure, body mass index and body fat.In addition to these regular features, there are different topic-related emphases, for example, healthy nutrition, eye tests, co-ordination tests with a physiotherapist and a sports scientist.

Furthermore, the importance of using a safety belt in cars was illustrated with the help of a simulator. The effects of the corresponding stress parameters on people were graphically shown. Safety-related topics, such as the importance of wear-ing safety boots and further personal protective equipment are also taken into account.Through this wide range of health activities, employees get the chance to check their health and fitness for free.

They additionally get valuable suggestions and tips for leading an active life.

Health representatives (GVP) atMondi Neusiedler GmbH

In 2007 13 health representatives were nominated at Mondi Neusiedler GmbH and Ybbstaler Zellstoff GmbH.

Based on the guidelines of health policy there is a system in the different departments which allows a continuous improvement of the working environment. It has been worked out accord-ing to an evaluation of health risks. The aim is to keep health risks as low as possible and to take the necessary measures to guarantee a health-promoting climate at the workplace which is constantly improved. The responsibility lies with the heads of departments. Operational activity is undertaken by named health representatives in cooperation with occupational medi-cine and health management who are responsible for the iden-tifying, evaluating, and implementing of measures.

Scope of duty and benefit• Health representatives (GVP) become disseminators in the

company• Current topics can be quickly conveyed to employees by

the GVPs• The GVP is an example and contact point for health ques-

tions• The GVP’s scope of duty is very similar to the company’s

safety officer, always however focusing on health. Consult-ing and information are the number one priority. The GVPs cooperate with the health manager, safety expert (SFK) and occupational medicine.

In 2008 the health representatives underwent a basic training emphasizing ergonomics, stress, relaxation, evaluation and health protection. Since then the health representatives have been trained on an annual basis. A team meeting of all the GVPs, occupational medicine, health management and SFK, every six months, complements the structure.

Basic Information aboutthe plant

Current social management system Community engagement Basic Information about

the plantCurrent social management system Community engagement

Handing over the seal of quality

Apprentice commissioners

The ergonomic station at the health days

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Overview

Project “Healthy employee”Implementation of sick leave management with the help of heart balance

The individual orientation (individual support for the whole process) together with the involvement of the most up-to-date medical technology, was the outstanding feature of the project. The project was designed to enquire into and to improve the balance of stress and relaxation of different employees from different departments. The groups were inhomogeneous (age and sex), covering dif-ferent areas. The project was supported and attended by a control group formed by the company. It consisted of company manage-ment, employee representatives, occupational medicine, com-pany health insurance scheme and health manager.

Employees’ experiences (positive & negative) concerning health and relaxation, help to find measures for others ► strengthening strengths.

This individual behaviour was identified through pattern analy-sis (measuring heart rate variability ► heart balance). The em-ployees got the chance to understand inner processes through scanning procedures, which made them appreciate the neces-sity and discover the motivation for preventive changes of be-haviour.

The project consisted of 4 parts:1. 3x 24 hours measurements (heart rate variability with long-

term ECG) per person on different days (normal, stressful, weekend).

2. Intense evaluation talk with initial survey of pattern analysis and individual recommendations to improve stress through easy changes in behaviour.

3. After 8 to 12 weeks there was another measurement check for every person.

4. At the end of the measurement check there was a final eval-uation session.

Scientific background of the project:For some years heart rate variability has been the standard measurand to discover more about the influence of different variables on the balance of the organism. As the heart is the most subtle indicator for any change in the organism, you can

see the effect of all the variables on this organism from the change of the heart beat. This can be external variables (environment, rooms, tasks, re-lationships, etc.) and internal ones (perception, reaction pat-terns, etc.) With the help of a high-precision Long-Term ECG, a 24 hour measurement, combined with records of your activi-ties, together with a special evaluation method, one can see the direct effect of variables on the organism. It is able to depict both parts of the autonomic nervous system for an exact deter-mination of influencing factors and the general balance during waking hours and sleep (activation/load – relaxation/creating resources). We can additionally get information on people’s general breathing patterns or, in special situations, through the pulse-breathing-quotient. With the information from the meas-urements and additional information through talks an individual analysis was developed. It provides simple individual meas-ures for a quick improvement by an altered relaxation-balance-behaviour (realization of burdens and the necessity of balance, knowledge about relaxation techniques and high motivation to consistently implement the individual methods).

The aim of the project was the individual and structural sup-port of a healthy and sustainable efficiency. This is both for the company and the individual the most valuable capital.

The experiences with the project team of the external health psychologist and the control group were continued to be used anonymously, to offer measures for health improvement for all the employees. A package of measures referring to the operat-ing grade, was developed.

• Suggestions for changes / planning the work environment considering changeable / unchangeable

• Suggestions for changes of behaviour (sensitization, lacking health awareness, possible group interventions, …)

Overview

Further tasks of the health project:• causing an immediate improvement of the project partici-

pant’s health condition, which should serve as a motivator for further steps

• knowledge of reasons for sickness leave and prevention of sickness leaves with preventative measures

• improvement of employee satisfaction and health through increased well being and elimination of illness triggers, if necessary

• higher loyalty of employees through health supporting man-agement

• increase of health, vitality and motivation of the employees• positive company image through a health supporting project

The possibility for checking the maintenance of the project’s targets is represented by the installation of a health manager and the central committee SHE, where the health manager and all the heads of departments check the annual health aims with the board.

Prevention of postural damage of forklift drivers

All those in sedentary jobs, such as forklift drivers, are prone to back complaints. Considering the fact that back problems are the second most stated reason for sickness leave, it is both of advantage for the person and the company to initiate appropri-ate counter-measures.

The concept of the project is based on a positive ergonomic project with forklift drivers from the departments of special fin-ishing/loading. This initiative was started as a result of the Hu-man Work Index survey.

Focus of the pilot project “ergonomics consultations for fork-lift drivers” was the improvement of the monotonous working conditions due to constant forklift rides and unilateral stress of the supporting and movement systems.

ergonomic corner


Current social management system Community engagement Basic Information about

the plantCurrent social management system Community engagement



Overview



Overview



Project concept:

The project distinguishes 2 target groups:• frequent forklift drivers who spend at least 2 hours on the

forklift per shift• infrequent forklift drivers who only use the forklift every now

and then

Furthermore the project is subdivided into 3 parts• special presentation for frequent forklift drivers• practical exercises for frequent forklift drivers• special presentation for infrequent forklift drivers

The frequent forklift drivers had presentations on the spine, back problems and the effects of bad posture. Afterwards there was a practical session in different workplaces and in small groups with sport scientists and including back training.

The infrequent forklift drivers simply had presentations on back problems, bad posture and balancing exercises, which were held during departmental meetings.

The special features of this project were a dual training system with special presentations for employees and managers, and individual coaching in small groups (at the forklifts) for the per-sons affected, on-site. The employees had an opportunity to discuss their individual “(ergonomic)concerns” with a specialist in occupational medicine, directly at their workplaces. If neces-sary, corrective measures were put in place.To ensure sustainability, all employees received instruction manuals for all the available types of forklifts and a general ex-ercise programme for at home. Every employee could do their individual exercises, based on their present stress. The man-agers were given a detailed checklist for the enrolment of new employees. Additionally “ergonomic corners” were installed at different trouble spots. There employees can put their theoreti-cal knowledge into practice, in the company.Through personal contact we were able to increase the motiva-tion for a sustainable rearrangement of the workplace.

Ergonomics at the workplace

Together with the AUVA (General Accident Insurance Institu-tion) a concept was developed, which was supported and ap-proved by the Mondi Neusiedler GmbH works management and the management of the AUVA – Head Office Vienna.

The services of the AUVA range from the sponsoring of talks on workplace inspection to the training of health auditors. Dif-ferent topics were offered at the health days concerning these subjects:

• Ideal workstation with ergonomically correct seating – trying out different seats

• Eye tests• Individual advice• Poster campaigns• Tips for correct lighting, shading and avoidance of reflec-

tions • Introduction of ergonomic tools, such as wrist rests at key-

board and mouse

The project was introduced under the auspices of the work and safety committee meeting.

The 28 health auditors underwent extensive training in:

• ergonomics• lifting and carrying• Labour Protection Act (ASchG)• Work safety regulations (conditions of workplace, light, tem-

perature)• Regulations on noise and vibrations• Regulations on workstations (combination person-chair-

desk, regulation of breaks)• Balancing exercises

The series of lectures were part of the monthly shift and de-partmental committee meetings.During this promotion of health project more than 300 people were trained, personally consulted and, as a result, made more aware.

After some time, to extend the theory element, workplace-re-lated inspections were started to promote self-reflection. The health auditors were supported by experts (AUVA, occupation-al medicine, safety experts). Existing knowledge could be put into practice by the individual adaptation to the work environ-ment by the respective employee.

The characteristics of the project are the dual training system, with presentations and talks for employees and managers, and individual coaching of the person affected on-site.

The audits with the health auditors, occupational medicine and the safety expert, the expert from the AUVA, and the health manager, ensured the sustainability of the project in avoiding work-related illnesses, and to improve stress at the worksta-tion.Through personal contact we could raise the motivation for a sustainable rearrangement of the workplace.With the introduction of balancing exercises, and their practi-cal implementation, another project target - to actively reduce work-related illnesses (back problems, intervertebral disc com-plaints, tendonitis syndrome, eye problems, neck problems, etc.) - was set.

The project “ergonomics at the workplace” is a further step in becoming more aware of health and safety issues, not only in the company, but also in the private lives of our employees.

In providing the project details on the internet, an additional step was taken to bring this topic closer to our employees.

For the future, the 28 health auditors will ensure that this proc-ess is implemented within different departments. These in-dividual, who carry out an audit / month, act as dissemina-tors, spreading information to minimize the physical stress of employees. It is the departments’ duty to put into place the detailed written measures required. The effectiveness of the measures will be checked separately and will, if necessary, be adapted.

Stations at health days



Overview



Overview



BSG = Company Sport Association

At Mondi Neusiedler GmbH it is possible to join twelve differ-ent company sport associations. Either because of a sporting interest, for social reasons, or just for fun as a pastime.

Every current or former employee (a retired person) can enrol, also with an additional family member (husband or wife, part-ner, or child from 6 to 18) at one of the clubs for a low member-ship fee. Altogether, our company sport associations have got 900 members (including family members).

There is:• BSG fishing• BSG football• BSG bowling• BSG culture• BSG running• BSG cycling

The company sport associations are actively supported each year by the Mondi Neusiedler GmbH management. Once a year there is a special offer which can be acquired inexpen-sively by BSG members.

Each club has its annual programme (with different events) and special offers. These are for instance:

• Dancing courses• Diving trips (for example to Egypt)• Curling tournaments• Annual BSG fishing• Company / club championships (e.g. curling, skiing, tennis,

commemorative cycling for Marcel Rijkes)• Reduced tickets for cultural events (e.g. summer musical

in Amstetten)• Ski races• Hiking trips• And much more

Bike2Business

As we support the use of bicycles, to and from the workplace, and in the leisure time, we took part in the Austrian-wide com-petition “Bike2Business 2007”.With the slogan “Less CO2 – count me in!”, the Environment Ministry, the Austrian Chamber of Commerce and a national newspaper (Neue Kronenzeitung) invited Austrian companies, institutions and councils, to prove their positive attitude to-wards bicycles at the “Bike2Business” competition 2007. At a great gala the winners of the competition were congratulated by a Head of Department, Günter Liebel (Environment Minis-try), Renate Römer, Deputy Head of the Austrian Chamber of Commerce. Vera Russwurm, the TV presenter, and a prominent supporter of the initiative “Less CO2 – count me in!”, compered the evening.

52 Austrian companies who have announced their intention to combat climate change, and support cycling in everyday life, submitted their projects. The winner in the “large business” category under the motto “fit for the job” was Mondi Neusie-dler GmbH.All the many advantages, such as – covered bike sheds, repair kits at the porters’ lodge, company bikes, company bike trips, the company’s Cycling Club – were presented.

The highlights of the application were the new running and cycling routes between the two plants Hausmening and Ke-maten/Ybbs, the monthly “day of the cyclist” in the summer months and the “station bikes” to get to the company from the station.

BSG clubs BSG clubs

Apprentices on a cycling trip

• BSG skiing• BSG curling• BSG dancing• BSG tennis• BSG hiking• BSG water sport



Overview



Overview



Girls’ Day and “Youth Games in the Forest”

Girls’ DayTarget group are girls of the 3rd and 4th form of Secondary School. During a guided tour through the company the girls are introduced to traditionally male professions. Two female me-chanical technicians have already finished their apprenticeship at Mondi. In September 2008 the first girl papermaker started her apprenticeship at Mondi Neusiedler GmbH.The aim of this activity is to make students aware of jobs that are not typically women’s jobs.In 2009 Mondi Neusiedler GmbH was happy to welcome the Secondary Schools of Aschbach (3rd form) and Wallsee (4th form).

Julia Bruckschwaiger (papermaker apprentice in her first year) introduced the papermaker’s job and Brigitte Taurer (trained mechanical technician) talked about her job. Ignaz Neswadba described the technical apprenticeship train-ing and explained it with the help of actual examples in the training workshop. Questions like “Why did you choose this job?” were answered in detail by the two ladies. A tour around the company rounded off the Girls’ Day.

“Youth Games in the Forest”Target group is the 2nd form of Secondary School. At this event we focus on environment and the use of the wood and con-sequently the natural material wood. Mondi prepared its own station for this competition. We provide prizes and visit the winning class.

Anniversary celebration – 2320 years of service at Mondi

Mondi Neusiedler GmbH celebrated a special event on 6th No-vember, 2009 – the anniversary celebration for employees of many years’ standing. 79 people celebrating this anniversary and together with their partners were welcomed by the man-agement in the festival hall at Rosenau. Looking back in time Karl Grill recalled some of the significant events, both world-wide and within the company, which took place in the years they started.“Traditionally at Mondi Neusiedler GmbH, people are the fo-cal point”, head of local government Councillor Dr. Hans-Heinz Lenze emphasized finally. Andreas Geierlehner M.A., district manager of the Chamber of Commerce and Robert Schuster, head of the Chamber of Labour in Amstetten, acknowledged the company as an outstanding enterprise which values loyalty and sees the employment contract as a partnership. Repre-sentative of the Central Works’ Council, Johann Rudelstorfer, reviewed the events of the past year for the large number of people present, and looked optimistically into the future of the company.Certificates and medals from the Chamber of Labour and the Chamber of Commerce were presented personally. Recogni-tion and thanks were shown by the management, and em-ployee representatives, in the form of presents. To crown the evening three employees, with 45 years of service, were hon-oured. Dancing and conversation, where old friendships were renewed and new acquaintances were made, rounded up the celebration.

3.3 Community EngagementMondi Neusiedler GmbH has always maintained good relations with its stakeholders. We have active contacts to prevent prob-lems from arising.

Key stakeholders were defined as - political representatives of the councils and the district, the job centres, schools, the Red Cross and fire brigade, neighbours, local suppliers and the or-ganisation Greenpeace.

All the measures of the CEP (Community Engagement Plan) aim at non-monetary activities such as guided tours, dona-tions, information meetings and monetary grants. In this way Mondi Neusiedler GmbH supports activities within the frame-work of health, youth and education, culture and art. Mondi also donates products on request.

International work experience

In 2009 Mario Mayr went on work experience in Poland for some weeks. During this time he lived in the centre of Breslau, together with 6 other apprentices from Austria.For three weeks the apprentices worked in selected compa-nies and attended an 18 hours’ course in Polish. They used the weekends to get to know the Polish capital Warsaw. In the first week Mr Mayr worked at the company Blechinger, which

employs 18 people altogether. He worked at the laser cutting machine, welding, drilling and grinding. In the last two weeks he could broaden his knowledge at the company ALFA-NET. Among other tasks his job there was to programme and test a Simatic control step 7.

These are the advantages of international work experience

• Improving your knowledge of a foreign language• New relationships all over the world• Getting to know different mentalities and cultures• Getting to know new work equipment and techniques• Exploring towns, countries and sights

Mario Mayr

Warsaw

Participants in the Girls’ DayAnniversary celebration 2009



Overview



Overview



Honouring apprentices

Passing with “good success” and “excellent success” are the rule rather than the exception.Every year we are able to honour a number of apprentices for such excellence. The apprentices can be proud of their suc-cess and so are we of their teaching.To motivate our young employees we have many incentives at Mondi, to “step on the gas” during apprenticeship.

At Mondi Neusiedler GmbH the following professions are trained:• industrial clerk• information technology• chemistry lab techniques• paper-making techniques• electric operating techniques / mechanical engineering

Apprentice competition

For Peter Schwaiger and Manuel Harreither, Monday, 20th, and Tuesday, 21st July were definitely hot days.The weather only played a marginal role. Both apprentices took part in the apprentice competition of the electric oper-ating technicians. The nomination was immediately accepted by the responsible organisation – the Chamber of Commerce – because of their excellent results at the vocational school. 17 apprentices from all over Lower Austria took part in this category. There were trainees from renowned companies such as OMV and Möller, and also two Mondi apprentices

The tasks were demanding. For instance, programming the controlling of traffic lights or finding a fault in a circuit. Wiring jobs, mechanical tests and a presentation had to be done.We congratulate both gentlemen on their success and are very proud of our “boys”!

Trip for the apprentices

TElEGRAM about the tripDate: 4th - 5th September. Place: Rax. Task: crossing of the Rax. 38 apprentices, 5 escorts. Additional luggage of 10 bread rolls and 10 dried sausages for one apprentice. Start at the Preiner Gscheid, march to the Karl-Ludwig-house. 800 metres up the hill. Somebody had too much energy, so he also took stones in his rucksack. Others volunteered to carry the rucksacks of the weaker ones. Wonderful weather on Thursday. Accomoda-tion at the Habsburghaus. Gales and heavy rain in the evening. The hardest mountain hut quiz ever (“Would you have known which Austrian actor played Hans Landa in the film ´Inglorious Bastards´?”).Show in the evening: Bautschi and the girls. More or less good night. Without a proper bed, you don’t lie, you fly! Mountain antelopes in front of the hut in the morning. Rain and cold. Eyes shut and ever onward. Soaking wet and hungry in the Otto-Schutzhaus. Coming down with the cable railway. Blissful sleep on the bus. Arrival in Hausmening at 14:49 sharp. Thanks to the management for the days off. Thanks to the participants for the good atmosphere. Thanks to the works council for pay-ing the bus fare. Thanks to Manner for the sweets. END

Apprentice open day

This open day is an important platform to present Mondi Neus-iedler GmbH as an attractive place for apprentices. Target group are young people who are about to decide on their future jobs and are looking for companies in which to do their appren-ticeship. Mondi has been taking part since 2004. Every year there is a great demand for information on apprenticeships at Mondi Neusiedler GmbH.

In 2009 Mondi Neusiedler GmbH hosted the opening event of the general apprentice open day. High-ranking persons from the business world, politics and schools met to provide the media with a fascinating opening event.

Trip for the apprentices

Opening event of the open day

Honouring apprentices

Apprentices at the competition



Overview

The region of lower Austria The district of Amstetten

4.1 The region of Lower Austria

Lower Austria is situated in the north east of Austria. It is the largest federal country and has the second largest population after Vienna. The landscape ranges from alpine areas to mead-ows and soft hills to wide plains. The capital of Lower Austria is St. Pölten. Its proximity to Vienna and the good infrastruc-ture to the neighbouring countries of the Czech Republic and Slovakia make this federal country an important economic re-gion within Austria.

A delightful area of countryside is the Wachau, the stretch of the Danube valley between Melk and Krems. This area is rich in history, showing the development of the region since prehis-toric times. There are lots of monasteries, castles, castle ruins and most of all the baroque Abbey of Melk. In 2000 the Wachau was declared to be a World Heritage Site by the UNESCO.

PopulationLower Austria has a population of about 1.6 million people, which is about 20% of Austria’s population.

The most important branches of industry in lower AustriaThe most important branches of industry in Lower Austria are engineering, steel construction, electronics, stoneware and ce-ramics, iron and metal industries. The most important business partners for Lower Austria are the central and eastern Euro-pean countries. Exports have increased by about 33% since 2003. 22.7% of exports goes to central and eastern European countries. Lower Austria’s share of the whole country’s exports to these countries, is 15.9%.

4.2 The district of AmstettenPopulationAccording to “Statistik Austria”, in 2009, 112,262 people lived in the district of Amstetten, which is about 7% of Lower Austria’s population. The town of Amstetten itself has a popu-lation of 23,038.

IncomeThe income level is very flat. The majority of people are mem-bers of the upwardly mobile middle class. The average annual income is 27,258 EUR.

The most important industrial firms in AmstettenThe biggest employer in the area is the Umdasch group, a formwork engineering and shopfitting company.Mondi Neusiedler GmbH, in Ulmerfeld-Hausmening and Kematen, and the Ybbstaler Zellstoff GmbH in Kematen, em-ploy 762 employees altogether.

Overview of activities according to stakeholders and topics

4 Overview of the regions and neighbouring villages

Overview



Stakeholder Activities Topics

Local and neighbouring communities• informal relationships• environment• local procurement

• contacts with specialists before and after a project

• informal meetings• tours of the plant

Local police • contact details for emergencies• information• tours of the plant

Local job centre • informal meetings and information

Schools• local schools• local Secondary Schools• local Grammar Schols

• trainee positions• school projects / cooperation• knowledge transfer from industrial

practice

• offers for traineeships• tours of the plant / open day

Red CrossFire brigade

• handling emergencies• volunteer work

• evacuations• donations• tours of the plant• support of fundraising and activities• support of volunteer emergency aid

Communities:• local clubs• neighbours

• environment• volunteer work

• public relations• summer jobs• satisfaction survey• complaints• open day

Local suppliers • closer integration• Integrating into ongoing

improvements• Integration into further education

Non-Governmental Organisations (NGO)

• environment • complaints



5.1 IntroductionDue to its large contribution to local and regional business, Mondi Neusiedler GmbH has not only a great social and eco-logical influence on the local community, but also creates an important economic impetus. In chapter 5 we deal with the most important economic influences.

5.2 EmploymentCreating new jobs, both directly and indirectly, is the first and most important economic effect:

• directly at the paper plants in Hausmening and Kematen• directly at the pulp mill in Kematen (Ybbstaler Zellstoff

GmbH)• indirectly at suppliers for Mondi Neusiedler GmbH and

Ybbstaler Zellstoff GmbH• jobs that are related to the local purchasing power of the

direct and indirect employees of Mondi, as well as jobs in public institutions that are financed by Mondi Neusiedler GmbH taxes.

The average age of employees is 39.1. The staff turnover of 0.62 is very low. When looking to fill vacancies, we prefer to appoint from within the local area.This is why employees and also middle and upper manage-ment of both plants mainly come from the region around

Hausmening and Kematen. Furthermore many more work for Mondi Neusiedler GmbH and the Mondi group at the premises in Hausmening.

5.3 Human capital and further educationMondi Neusiedler GmbH relies on the personal and profes-sional development of its employees and heavily invests in the personnel area.

2009 data

EffectsOverview

Introduction Employment Human capitalFurther Education Taxes and Duties Added value

local sourcing Communal support

The region of lower Austria The district of Amstetten

Education in AmstettenThe proximity of the region to the university of Linz, and the large selection of schools and training opportunities, contrib-ute to the high qualification of workers in this district. Many students from Amstetten attend the technical high school in Waidhofen with the focus on automation, electrical engineer-ing and engineering. Therefore there are a lot of well-qualified technicians and electricians in the district.

The high standard of living is due to several facts. A great va-riety of leisure time activities, good health care, many training opportunities, as well as excellent transport links. Amstetten lies between the federal capitals of Linz, in Upper Austria, and St.Pölten, in Lower Austria, with a railway junction and motor-way in the vicinity.

ulmerfeld-HausmeningThe first recorded mention of the village of Ulmerfeld is in 995. Since the company foundation of Mondi Neusiedler GmbH in 1793 the company has played an important role in local devel-opment.Mondi Neusiedler GmbH is the biggest employer in Ulmerfeld and has positively influenced the economic development of the village. The growing population is directly related to the devel-opment and expansion of the company.

KematenMondi Neusiedler GmbH is by far the biggest employer in Ke-maten. As in Ulmerfeld, company expansion has positively ef-fected the development of the village.

Employees in large production companies (2008)

Mosser 227

Welser 1,050

Wittur 386

IFE-Doors 231

Ybbstaler Fruit Austria 160

Umdasch 1,960

Böhler Uddeholm 550

Bene 774

Average income 2008 (EuR)

District of Amstetten 27,258

Lower Austria 25,116

Austria (according to Statistik Austria) 28,262

unemployment rate

Total for Austria 6.30%

• Austria: women 6.00%

• Austria: men 6.60%

Total for Lower Austria 6.70%

• Lower Austria: women 6.80%

• Lower Austria: men 6.60%

Total for Amstetten 5.90%

• Amstetten: women 5.80%

• Amstetten: men 6.00%

Population (2009)

District of Amstetten 112,262

Lower Austria 1,607,186

Austria (according to Statistik Austria) 8,376,761

Type of trainingHours of training

Days of training

Safety trainings 662 83

Language courses 459 57

Management training 1,489 186

Technical training 4,009 501

Others 15,558 1,945

Total 22,177 2,772

Mondi Neusiedler GmbH 680

+ Apprentices 42

Ybbstaler Zellstoff 40

Total 762

5 Effects that Mondi Neusiedler GmbH has identified



Effects Effects

5.4 Taxes and duties 5.5 Added value

5.6 Local sourcing

2008 2009

Corporation tax -4,786 6,938

Employer’s taxes

• income tax 2,638 2,688

• health insurance & social security

7,054 7,150

Road tax 1 1

Property tax 73 76

Energy tax 346 440

Professional Association contributions

260 213

Total 5,586 17,506

2008 2009

Operating profit 6,403 20,689

Workforce costs 44,479 46,188

Afa/depreciation 17,093 15,571

Total 67,975 82,448

Item Approximate value(EuR mill. / year)

Purchased from(company + location)

Austria

Gas 17.4 Terragas GmbH

Electricity 12.6 Energie Allianz Austria

PCC 10.1 Unikristall GmbH

Pulp 10.9 Zellstoff Pöls AG EUR

Cardboard 8.5 Duropack AG

Packaging 9.1 Flexopack Verpackungen GmbH

Energy supply 6.8 EVN Energie-Versorgung NÖ AG

Region

Pulp 25.7 Ybbstaler Zellstoff GmbH

Pallets 1.7 Amstler & Zarl GmbH

Waste disposal 0.8 Town of Amstetten

Transport 0.5 Johann Wögerer GmbH

Energy supply 0.5 Strasser & Gruber GmbH

Electrical installation 0.4 Peter Pfaffeneder GmbH

Printer 0.3 Druckhaus Lahnsteiner GmbH

Transport 0.2 Fuchsluger GmbH

Bricklaying 0.1 SCE Schaufler Bau GmbH





All figures in t EUR

All figures in t EUR

Employees at work



EffectsEffects

CE projects Timeframe Budget (in EuR) Notes

Press release Continually 10,000 / yeare.g. information on 200 monthsof summer jobs

Summer jobsJune, July, Augustand September

550,000 / year Summer jobs for students

Ways to complain Continually Company performance Through switchboard / porter / MD

Evacuation measures Continually Company performance General evacuation procedures

Donations Continually10,000 / year + paper donations

Management’s decision, mainlyfor social and local aims

Support of fundraising-events

Continually Part of the donationsExample for fundraising support (emergency support at local and global disasters)

Support of voluntary disaster operations

On request Time off for employeese.g. support after heavy floods inthe area

Support of company sports clubs

Continually 12,000 / yearAlso includes employees’ family members

Factory tours Continually Company performance For interested groups

Taster week / open dayContinually /once a year

Company performance For future apprentices

Presentation of the companyOn schedule(3 times a year)

Company performance

Alternating at schools like Technical High School, Commercial School and at universities in Graz, Linz and Munich

Work experience On requestAs part of the summer job programme

Working students for projects

Health services Continually 350,000 / year For our employees’ family members

Special projects On requeste.g. for special local projects. e.g. in connection with the Caritas project “Tailwind”

Local support projects

5.7 Local support projects and institutionsMondi Neusiedler GmbH tries to exercise its social responsibil-ity within the community. As illustrated in the table page 27, there are numerous activi-ties. In accordance with the Community Engagement Plans Mondi Neusiedler GmbH checks the reason for requesting support.

Besides donations for social and cultural projects, most ma-terial support is given to local schools, kindergartens, pa-permaking schools, universities and small local clubs. Mondi Neusiedler GmbH offers tours of the factory for schools and interested groups.On request we offer specialist talks on different topics with ex-perts from Mondi Neusiedler GmbH.

Company health insurance scheme

Of special interest is our internal health insurance scheme. It offers significantly cheaper terms for the employees and the co-insured persons than any comparable health insurance. The company health insurance scheme is responsible for all the Austrian plants of Mondi Neusiedler GmbH. At the end of 2009, there were 2900 persons insured. In 2009 the insurance benefits for this group of people was 5.1 million EUR. Principal expenditure was on nursing homes with 1.5 million EUR.Due to annual surplus, the insurance fund is capable of con-tinually offering better benefits.

Integration project “Tailwind”

“Tailwind” is a project supported by Mondi and the Caritas, in association with Pestallozistraße Secondary School, in Amstetten.

187 pupils attend the Pestalozzistraße Secondary School in Amstetten. 60 of these come from immigrant families. About 50 of these students are lacking in structural, cultural and/or social integration. Efforts are made to help them feel part of society and to bring them equal opportunities through educa-tion and integration.

Project “Tailwind” – what is it?Tailwind means for us, providing the impetus for students to take the first step towards developing self-responsibility and leading an independent life. We would like to help them on their way, open new perspectives, motivate them to develop their talents and gain a positive self-image. We would like them to be able to take their place in society with a large degree of self-confidence.





Project “Tailwind”



Stakeholder-groupsStakeholder-groups

6.1 IntroductionThrough detailed surveys and interviews the SEAT team were able to get a good overview of the relationships between the interest groups and Mondi Neusiedler GmbH, the image and importance of the company in the area, as well as the social and ecological commitment.

To sum up, we can say that there were hardly any negative points of criticism. Generally Mondi Neusiedler GmbH was positively regarded as an employer and member of society, by the members of the interest groups. There were slight differ-ences in judgement between external and internal stakehold-ers.

6.2 General statements from stakeholders and employees• Mondi Neusiedler GmbH and Ybbstaler Zellstoff GmbH are

seen as hugely important employers for the area.• Employees are treated fairly, and cooperation with the au-

thorities, neighbours, schools, etc. works perfectly.• It is seen as very positive that the name Neusiedler is in-

cluded in the company’s name once more. It is a sign of commitment to the locations of Hausmening and Kematen, and an important indication of the independence of these plants.

• Mondi Neusiedler GmbH and Ybbstaler Zellstoff GmbH are seen as important in the economy, sport, culture and social policies.

• As the largest employer for the inhabitants of Ulmerfeld-Hausmening and Kematen and as the sponsor of many clubs “it is impossible to imagine life without Mondi Neusiedler GmbH”.

• For the town council of Amstetten and the council of Kematen the tax revenue from Mondi Neusiedler GmbH are an essential factor.

• Public relations work could be increased by Mondi Neusiedler GmbH.

• On the scale of value Mondi Neusiedler GmbH and Ybbstaler Zellstoff GmbH are at the top – this is due to the very high quality of production.

• Mondi Neusiedler GmbH and Ybbstaler Zellstoff GmbH en-joy an excellent reputation with both its employees and the population.

6.3 Emergency management plan at Mondi Neusiedler GmbH and Ybbstaler Zellstoff GmbHThe emergency management system at Mondi Neusiedler GmbH and Ybbstaler Zellstoff GmbH is divided into three parts:

1 Emergency Management Plan (NMP) as basic concept2 Detailed concepts (specification, crisis communication, reg-

istration, etc.)3 Emergency manual, checklists, telephone lists, posters for

visualization, forms, etc. (partly in the emergency manual)

Possible emergency situationsEmergencies can arise from the following situations

• fire• SO2 – emission in the pulp mill• Accident with hazardous substances inside and outside of

the plant grounds• Storm damage / storm• Floods• Heavy IT failure• Accident with several serious injuries• Demonstration• Bomb threat / bomb found• Gas emission with risk of explosion

Emergency Management PlanThe company document called “Emergency Management Plan” regulates the procedure in the case of an incident, which might have, or already has had, considerably harmful effects on Mondi Neusiedler GmbH and Ybbstaler Zellstoff GmbH in Ulmerfeld-Hausmening and Kematen/Ybbs (with or without external effects), on the population, the customers and/or the Mondi employees.

Aims of the Emergency Management PlanThe idea is, in an emergency • to act quickly to keep any harmful effects on people, the

environment, property and the reputation of the company to a minimum and to ensure cooperation with the authorities and rescue organisations.

• to inform the authorities, employees – and if necessary - their relatives, the media, the public, customers, sharehold-ers (through Mondi Europe & international group) and other effected persons - quickly, fully, precisely and truthfully.

• to ensure the reliable communication between the emergen-cy management of Theresienthal and Kematen, the Mondi management, and the management of Mondi Europe & In-ternational group.

6.4 SHE (Safety, Health and Environment)Mondi Neusiedler GmbH’s main priority is the occupational health and safety of its employees, outside companies and vis-itors. Various measures and actions, such as a reporting sys-tem for near misses, structured analyses, following incidents and derivation of measures, play a large part in counteracting injuries and occupational illnesses.

6.5 CertificationsISO 14001for Mondi Neusiedler GmbH & Ybbstaler Zellstoff GmbH

In times of climate change and shortages of raw materials it is extremely important for a company to be environmentally friendly. Mondi Neusiedler GmbH has committed itself to the ÖNORM EN ISO 14001:2004. It prescribes the assessment and evaluation of the direct and indirect environmental impacts of the company’s work. The assessment of environmental im-pacts starts with the purchase of raw and auxiliary materials and comprises all the steps in production, such as logistics and transport.When we choose suppliers, we more and more consider not only economic and quality criteria, but also ecological ones, such as the condition and fuel consumption of the vehicles.

6 Important topics for stakeholder groups

Introduction General statements from stakeholders and employees Emergency management plan SHE Certifications

MVP tours


MVP tours



Stakeholder-groups Stakeholder-groups

All the newly used raw and auxiliary materials need the ap-proval of the environmental management and the occupational medicine, which check their environmental and health compat-ibility. Furthermore there are strict controls on materials enter-ing the company to ensure a constant quality of such auxiliary materials.

We ensure that the purchase, storage, handling and disposal of water-polluting materials, is carried out in accordance with the law. Those responsible for disposal are regularly checked.

FSC / PEFCWhen we buy pulp from outside, we pay a particular atten-tion to our suppliers, whether they fulfil all the requirements of their countries and handle raw materials, auxiliary materi-als and energy sustainably. We obtain detailed information on relevant environmental figures for pulp on a regular basis. For securing a sustainable, controlled forestry, we received the FSC certification in 2001, which is annually renewed. The FSC certification system was introduced to ensure the responsible, sustainable use of forests. We go to great lengths to avoid the purchase of wood and wood fibres in the following categories:

1. illegally cut wood2. wood coming from areas where traditional and fundamental

citizens rights are violated3. wood that does not come from FSC-certificated areas,

which are endangered and therefore should be protected4. wood from natural forest which has been turned into planta-

tion or was cleared5. wood from forest with genetically modified trees

We also acquired the PEFC-certification whose standards correspond with natural forest management.

OHSAS 18001for Mondi Neusiedler GmbH & Ybbstaler Zellstoff GmbH

OHSAS stands for Occupational Health and Safety Assess-ment Systems and is a standard containing criteria to assess an occupational safety management system for all companies, no matter which branch or size.

The introduction of this standard causes a systematization of safety activities and improvement to the process. It strength-ens the consciousness concerning occupational safety risks, legal requirements are met, openness about developments in occupational health and safety protection is increased. This leads to a continuous improvement of occupational health and safety protection. Processes are systematically checked, measures are taken, implemented, supervised and evaluated.


MVP tours


MVP tours

ISO 9001 – Quality managementfor Mondi Neusiedler GmbH & Ybbstaler Zellstoff GmbH

Quality and quality management are becoming the central tasks of future-orientated companies – irrespective of size, branch and location. Quality management is the foundation for trusting and long-term relationships of a company with its partners (customers, employees, business partners, suppliers, owners, authorities, etc.)

Among other things the following reasons put the case strongly for the introduction of a quality management according to ISO 9001:

• enhanced customer orientation and a traceable increase in customer satisfaction

• massive reduction of complaints• support of organisation development and internal commu-

nication• motivation of the employees• substantial increase in responsibility• significant optimization assessments• traceable increase of the business value• substantial contribution to safeguarding know-how

6.6 MVP structureThe MVP structure allows the employees of Mondi Neusiedler GmbH and YZG, to submit their ideas and improvement sug-gestions.Every suggestion is discussed and assessed by experts. If the idea is implemented, the employee receives an appropriate re-ward.

In July 2009 the 10,000th improvement suggestion was added to the so-called MVP database. This database was introduced in 2004, and is an essential part of the Mondi-Verbesserungs- Prozesses (Mondi-improvement-process).From 2004 to the present time about EUR 200.000,- in rewards has been given in the form of vouchers and EUR 500.000,- has been paid in cash! This means that each of the eleven thou-sand MVPs has been rewarded with EUR 65,- on average!From all the suggestions about 50% have been realised. The savings which have resulted from these ideas amount to more than EUR 20 million.

Through different measures, the MVP structure was made even more attractive for employees in 2009. As a result 97% of em-ployees submitted at least one idea or one improvement sug-gestion in 2009!The MVP structure is an extremely important part of Mondi Neusiedler GmbH and YZG, and is evidence of the motivation and competence of the employees.

6.7 Guided toursIt is with great pleasure that Mondi Neusiedler GmbH offers tours of the company. The main interest groups are schools and local clubs. The organisation of the tours is the responsibil-ity of the personnel department. Specially-trained employees make an effort to bring the company, its tradition and progress, closer to the people.

Mondi Neusiedler GmbH

Theresienthalstraße 50

3363 Ulmerfeld-Hausmening

Tel: +43 (0)7475 500-0

www.mondigroup.com

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