Human Resources

The MEGA Group values its employees, recognizing that only with satisfied and well-motivated staff can we achieve our goals. We support diversity in teams and offer flexibility in work arrangements. Technical and administrative employees can benefit from home office options or flexible working hours.

In 2023, MEGA employed three staff members on reduced working hours. Two employees were able to work under work performance agreements while on parental leave. We also employ three individuals with limited health capabilities, 11 retirees (on agreements or full-time contracts), and four foreign nationals. Additionally, we maintain long-term partnerships with sheltered workshops and companies employing people with disabilities.

2023	MEGA a.s.	MemBrain	MEGA-TEC
Average Full-Time Equivalent (FTE) Employees	176,22	51,84	23,04
Part-Time Positions	3 / 1,7 %	4 / 7,7 %	1 / 4,3 %
Limited Health Capability	3 / 1,7 %	1 / 1,9 %	1 / 4,3 %
Retirees on Full-Time Contracts	5/ 2,83 %	3 / 5,7 %	0 %
Foreign Nationals	4 / 2,27	8 / 15,4 %	0 %

The company maintains stability in human resources with slight progress. The increase in the number of employees throughout the year was primarily in the Division of Membrane Processes, where production, assembly, and construction were reinforced. As of December 31, 2023, the number of employees under employment contracts across the divisions was as follows:

	Division of Ecological Services	9
	Division of Membrane Processes	92
	Division of Surface Treatments	36
	Division of Water Management	14
	Administration	37
	Total	188

We support diversity in teams and flexibility in work arrangements. In 2023, we employed four employees on part-time contracts. One employee was able to work under an agreement to perform work while on parental leave. We also employed one employee with limited health capability and six retirees. Throughout 2023, the company employed eleven foreign nationals, eight of whom were on full-time contracts.

Number of Full-Time Employment Contracts and Full-Time Equivalent (FTE) Employees from 2019 to 2023:

	2019	2020	2021	2022	2023
Employment Contracts	23	24	24	24	24
Full-Time Equivalent Employees (including agreements to perform work)	22,23	22,29	22,73	23,17	22,56
Full-Time Equivalent Employees (without agreements to perform work)	21,18	22,12	22,12	21,74	21,69

The company’s benefits program includes both financial and non-financial perks, such as 5 additional days of vacation beyond the Labor Code, 2 free days, afternoon shift allowances, support for education and career plans, the Edenred cafeteria, rewards for work and life anniversaries, meal contributions, pension and life insurance contributions, the “Refer a Friend” program, recruitment bonuses, tutor rewards, preferential banking products with partner banks, the Vodafone employee program (also available for family members), support for managing challenging life situations, leisure activity support, rewards for improvement proposals, work-life balance initiatives, home office options, company events, competitions, surveys, and more.

In addition to legal requirements, the company provides allowances for afternoon shifts, compensation for departures to and returns from business trips on weekends or public holidays, on-call duty on weekends or public holidays, and rewards for long-term business trips related to implementation projects. Employees in technical and administrative positions have access to a laptop and a mobile phone, which can also be used for personal purposes. Selected positions include access to company housing or a company vehicle, which may be used for both business and private purposes. The company also offers flexible work arrangements. The remuneration system, including target and annual bonuses, is governed by the organizational directive Wage Regulations.

Health

The company provides financial rewards for improvement proposals and initiatives related to occupational health and safety (OHS) prevention. We have a dedicated program to support the health and well-being of our employees. In 2023, we organized Health Days for employees, focusing on healthy workplace nutrition, disease prevention, consultations with healthcare specialists, professional lectures and training, psycho-hygiene, and body care (ergonomics and massages). We consistently invest in the area of OHS, including personal protective equipment (PPE), prevention of infectious diseases, medical check-ups, workplace environment adjustments, and equipment for easier handling or load reduction. We regularly assess workplace risks and implement appropriate measures.

Social protection

The companies within the MEGA Group, headquartered in the Czech Republic, have an established social policy system that provides support to employees during maternity and parental leave, retirement, unemployment, and in cases of illness or incapacity for work due to injury.

Disadvantaged Persons – 2023	MEGA	MemBrain	MEGA-TEC
Persons with Disabilities – employed on full-time contracts	3	2	1
Retirees – employed on full-time contracts and agreements	11	6	2 na DPP
Employee-Students employed under a qualification agreement	1	2	0

The MEGA Group provides its employees with leave for personal obstacles at work in accordance with applicable legislation. Each year, we conduct a regular analysis of wages in relation to the national average for specific positions based on ISPV data, and we compare the remuneration of men and women within the organization. Wage adjustments are implemented on an annual basis.

Workplace Injuries and Incapacity for Work

Records of workplace injuries are maintained by the OHS technician. The goal is zero fatalities due to workplace injuries and the minimization of any occupational injuries.

Year 2023	MEGA	MemBrain	MEGA-TEC
Fatalities of internal employees due to workplace injuries or occupational diseases	0	0	0
Workplace injuries requiring incapacity for work	2	0	0
Recorded cases of occupational diseases	0	0	0
Days lost due to workplace injuries	55	0	0
Minor injuries without incapacity for work	15	5	0

Employees have the opportunity to participate in company decision-making through meetings. They can also communicate with the employer anonymously via the Satisfaction Survey or Trust Boxes, which are available both physically and electronically. All submitted suggestions are reviewed, and management shares conclusions. In 2023, we implemented a whistleblower protection system in compliance with Act No. 171/2023. Employees are regularly informed about company developments through departmental meetings, the company magazine, and MS TEAMS, which features a well-structured information system. Regular feedback sessions between managers and employees, typically held quarterly, are also a standard practice.