Labor Practices

Aligned with best market practices, Copel conducts work relationships in accordance with the Company’s mission, vision and values, with innovation and continuous improvement present in all people management practices.

The appreciation and recognition of people are based on the principles of meritocracy and respect for diversity and are essential for attracting, retaining and engaging professionals.

Furthermore, the continuous development of employees, in line with the Company’s strategy, contributes to the sustainability of Copel’s business.

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quadro empregados

Table of Employees

For being a state-owned company, where the majority shareholder is the government of the State of Paraná, admission to the workforce is through public examination and is based on the principle of isonomy and equal opportunity to all professionals, giving equal conditions to all candidates.

Details about Copel’s professional body can be checked in the annual reports of the Employee Board.

Discrimination and Harassment

For being a state-owned company, where the majority shareholder is the government of the State of Paraná, admission to the workforce is through public examination and is based on the principle of isonomy and equal opportunity to all professionals, giving equal conditions to all candidates.

Details about Copel’s professional body can be checked in the annual reports of the Employee Board.

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Performance Evaluation

Copel’s Performance Assessment takes place annually, since 2013, and with each cycle, learning and improvements are acquired to increase adherence to the Company’s culture and reality.

Collective Bargaining Agreements

Copel maintains a close relationship with all 18 entities representing employees: unions of basic categories (electrical workers) and professional and/or differentiated categories. Under labor legislation (art. 543 of the CLT), union leaders are guaranteed the exercise of union activity, with access to employees for necessary communications and disclosures, including maintaining a direct communication channel with the human resources area.