In accordance with Article 47.2 of Royal Decree-Law 2/2011 approving the Consolidated Text of the Law on Ports and the Merchant Navy: “Port Authorities and State Ports must align their human resources policy with the principles, criteria and provisions of the Government’s economic and budgetary policy regarding personnel in the state public sector, as well as with the operational criteria and general objectives set out in the Strategic Framework”.
Within this framework, during the current year, Huelva Port Authority’s human resources actions in economic matters have been carried out within the framework of budgetary control of staff costs and social security contributions approved through its Business Plan, whilst also complying with the approved and/or projected wage bills for each of the categories of workers comprising its workforce. In this context, and in accordance with the provisions of the Third Collective Agreement for State Ports and Port Authorities, as well as the Second Company Agreement, staff remuneration policies are implemented and executed, taking into account in all cases the implementation and application of the Competency-Based Management System and its development into the classification, training and professional development subsystems contained therein.
Also in the area of Human Resources policies, occupational health and safety policies have been updated and published this year, defining and establishing the organisation’s commitment to achieving higher standards of safety, health and well-being for the staff, thereby continuing to fulfil its responsibilities towards all members of the workforce and complying with the applicable regulations on occupational health and safety.
Likewise, work continues on compliance with applicable policies and regulations regarding gender equality, through Huelva Port Authority’s Equality Plan Monitoring Committee, maintaining the commitment to establishing policies that integrate equal treatment and opportunities between women and men, without direct or indirect discrimination on grounds of gender, as well as in promoting measures to achieve real and effective equality within our organisation, establishing equal opportunities between women and men as a strategic principle of our Corporate, Human Resources and Social Responsibility Policy, in accordance with the definition of this principle set out in Organic Law 3/2007 of 22 March on effective equality between men and women.