Life and work at Energie AG Oberösterreich

Energie AG supports a good balance between work and family life. Except for the Waste Management and Czech Republic Segments, the Company has been certified via the “berufundfamilie” audit since 2012. This allows it to position itself as a family-friendly employer, gain advantages in the competition for skilled professionals, and help to create a positive working environment by means of the associated raft of measures for management and employees.

The “Active Parental Leave Management” programme supports employees in Austria in planning the periods they will be off work. A nursing care platform offers comprehensive information and service links for employees who care for and support dependents. To make holiday planning easier, Energie AG supported its employees through the summer months of 2022 by providing a varied programme for children between the ages of six and 12. Since July 2020, the cooperation with the Salzkammergut Hospital in Gmunden has been offering employees a year-round kindergarten for their children in addition to the daily bookable summer camp. The company’s in-house childcare facility (“Loomiland”) in the new corporate headquarters in Linz opened its doors in July 2022. The little ones are cared for by two qualified early childhood teachers from the Family Alliance Upper Austria (OÖ Familienbund). In addition to the child-friendly rooms with sophisticated designs, the facility offers exterior grounds of almost 300 m2 with play equipment, a sand pit and pavilions.

In order to increase the awareness for Energie AG’s “Charter of agile, interdisciplinary cooperation”, numerous small groups discussed the contents’ relevance and derived areas with potential for optimisation.

Many employees are active participants in one of the eleven culture & sport sections (fishing, hiking, family excursions, photography, football, cultural events, music, jogging, bike riding, sailing, skiing, rifle shooting, volleyball, scuba diving, tennis) and also establish private relationships with their colleagues.

The survey “New ways to work from home” conducted within Energie AG in Austria returned positive feedback and resulted in the extension of the previous remote work model, making work more flexible.

The revised works agreement concerning the granting of a paid “training period” was introduced in response to the newly arisen needs of employees in relation to training and professional development.

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