16,500 employees from 87 nations prove our commitment to Germany as an economic location
Welcome structure with individual assistance on site at the start
100% Team Tönnies, that is our guiding principle and one which we adopt from day one: we want to give our new employees a good start to their new job. This encompasses both professional and human assistance. To guarantee an optimum start at our company, there is an introductory phase with four modules:
After you have been welcomed by our Human Resources department on the first day of work, we make sure that you feel comfortable at Tönnies. A personal contact partner in your new department is on hand with advice and tips.
In addition to a detailed introduction to the workplace, an online course at Tönnies Academy helps you to quickly take on board your new responsibilities and tasks. Here, a wide variety of web seminars are available to you.
After your initial period at the company, Team Tönnies offers individual customised training. The wide-ranging seminar programme offers both internal group training and external training for individuals.
We support our employees in more than their jobs. We are committed to helping you with issues such as finding accommodation and school enrolment, as well as other administrative matters, so you can always contact us any time about issues such as these.
Like all companies in food production, we have faced a skills shortage for years. For this reason, we have been aware for a long time that we have to train employees from outside the sector and integrate them into our production processes. We have thus developed several actions to use and integrate employees from outside the industry. We support employees as they integrate into the region and in learning the German language. We are partners with the responsible municipal authorities and points of contact in order to secure good housing conditions for the employees and their families and to support communal advisory services, both financially and with our expertise.
At many sites, Tönnies is in intensive discussion with the responsible persons and committees for the city and municipality. In some locations, it is our aim in the medium term to help ease the market for affordable housing. In doing so, we offer the responsible communities the chance to work with us on a solution to this public task. Tönnies is also open for discussion at any time: if an employee is affected by unsuitable housing, this can be reported to the company via our offer of dialogue. We can also contact the responsible authorities in this regard.
In cooperation with the adult education school and other education providers, Tönnies offers its own employees and employees of service providers the opportunity to attend language courses. In individual courses, employees can learn the language from teachers trained in teaching German as a Foreign Language [Deutsch als Fremdsprache (DaF)]. The company subsidises the courses to develop the language competence of its employees.
With the Sögeler Weg [Sögel Way] developed since November 2011 at the Sögel production site, Tönnies has, in collaboration with the Samtgemeinde Sögel [Sögel administrative division], the Evangelical and Catholic churches, and the regulatory and social security authorities, developed minimum standards for the remuneration, accommodation and integration of indirect employees.
Code of Conduct as per “Sögeler Weg”: Tönnies and the Verband der Fleischwirtschaft [German Meat Association] have developed a code of conduct for the industry based on the Sögeler Weg. It regulates important points relating to living and employment conditions and the integration of indirect employees – the standards for shared accommodation contained therein were determined to be generally valid by the Wohnungsaufsichtsgesetz [Housing Supervisory Law] in North Rhine-Westphalia on 30 April 2014.
Introduction of a generally applicable, collectively agreed minimum wage for the abattoir and butchery industry with the Verband der Ernährungswirtschaft [Food Industry Association] and the NGG Union, as well as the Ministry of Labour and Social Affairs.
Appointment of former Deputy Mayor Gudrun Bauer (SPD) as the ombudswoman for the entire Rheda-Wiedenbrück region. The goal was to appoint an independent, voluntary contact partner to support Eastern European employees in disputes and formal processes within the company and with administrative offices. With the independent ombudswoman, Tönnies is expanding the range of advisory services for indirect employees.
Introduction of a voluntary commitment within the meat industry, namely by Tönnies, other industry players and the food industry associations VdEW, VDG and VdF, to the Federal Ministry of Economics.
Since 25 July 2017, Tönnies is, in accordance with the GSA Fleisch [Act on Securing Labour Rights in the Meat Industry] also partly responsible for the proper calculation of working time and social insurance deductions. Tönnies is currently improving systems and processes to check who is working for how long and what wages are due.
From 1 January 2018, all employees – both direct and indirect – are entitled to receive a minimum wage of EUR 9.00/hr as per the collective agreement. Since 1 January 2015, the collectively agreed minimum wage is valid in the industry, something that Tönnieshas always called for.
Participation in round table for city of Gütersloh to discuss issues of integration and employment.
Opinion & Dialogue
Questions on the issues of human resources, employment and working-time models to Jasmin Koch, Human Resources Team, and Martin Bocklage, Human Resources at Tönnies.
Tönnies stands for openness, respect, reliability and fairness. These values are the basis for cooperation in Team Tönnies and should be demonstrated by and towards the employees.
We think that open and respectful conduct between employees from 87 countries is a prerequisite for successful interaction. Of course, you cannot make an omelette without breaking eggs; however, it should be possible to discuss the matter fairly. Not only do we adopt our handshake mentality with customers and partners, but it also advocates reliability without a written contract.
There are two key reasons for this: firstly, we want to enable short routes to the farms and thus slaughter the animals in the urban centres of stock farming. However, this commitment to the economic location also means that we need employees in regions in which there is almost full employment. To be able to produce in Germany in spite of this, we focus on the freedom of movement within Europe and obtain employees through service providers. Secondly, in addition to a German employment contract with all rights and obligations, the employees with a work contract can also receive accommodation and transport to work. The service providers are hired with this ‘all-round package’. In a company implementing division of work, the service providers thus have the best prerequisites for finding employees.
There are two paths for systematic further training. Firstly Tönnies has its own e-learning platform, the Tönnies Academy, where employees can take training courses free of charge. In addition, all employees are offered an individual development programme with language courses or specialist training as required.
Make up your own mind and have your questions answered at first hand. Please ask so that we can give you answers and better understand what is important to you.
Our contact partners Jasmin Koch und Martin Bocklage will answer your relevant questions here. If the content of the questions is the same, we group the answers together.