LISI FINANCIALREPORT2013 I
89
CORPORATESOCIALRESPONSIBILITY
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1.2.2Absenteeism
In2013, theabsenteeismrate is4%acrosstheLISIGroup.
Various measures are taken at the divisions to reduce the number of
hours lost:
n
atmostunits, incentiveagreements includeanabsenteeism indicator,
n
interviews are conductedupon the employee's return to identify the
levers of progress that will help prevent further absences (e.g. work
on ergonomics, gestures and posture training, adaptation of team
schedules),
n
communicationactionsareput inplace toeducatestaffon the impact
ofunanticipatedabsencesonproductioncycles.
InFrance,LISIGroupemployeesbenefitfromRéhalto'sservicestoprevent
psychosocial risksandstressoreven toaccompany their return toactive
life.
This listeningandsupportplatform,composedofpsychologistsavailable
24x7, allows any employee of the Group to obtain the assistance of a
qualifiedprofessional toovercome theirproblemsand findasolution to
theirdifficulties,be theyofapersonal, professional, familyoraddiction-
relatednature.
With a simple phone call, any employee can make contact, in full
confidentiality,withapsychosocialworker in their region.Theemployee
canbenefit fromupto12hoursofpaidconsultations
.
1.3
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LABORRELATIONS
1.3.1Theorganizationofsocialdialogue,includingthestaff
information,consultationandnegotiationprocedures
In addition to strict compliance with applicable law, the Group pays
attention to social dialogue with the employees' representatives,
altogether during meetings of the works committee (or the single
employees' delegation) on each of the sites which has such a body,
the central works committee (Blanc Aéro Industries and Former), the
EuropeancommitteeandtheGroupcommitteeofLISI.
More generally, LISI ensures that employees of the group receive and
have access to quality information. Therefore, different means of
communicationare installedonvarioussitesoftheGroup:
–Videoscreens inworkshops (LISIMEDICALOrthopaedics)
– In-housenewspapers(LISIAEROSPACE,LISIAUTOMOTIVEForma.setc.)
–Flashannouncements in theworkshops basedon current events (LISI
AUTOMOTIVEForma.s )
– Informativeworkingbreakfast (LISIAEROSPACE)
Training activities are also implemented for the local management in
ordertomakethemawareofthe importanceofmaintaininggoodquality
socialdialogue.
Moreover, specific commissions composedof employee representatives
andmanagementmeet regularly todiscuss andmake progress on the
variousthemes forwhichtheyhavebeenestablished:
–Planningmanagementof jobsandskills,
–Training,
–Genderequality,
–Qualityof lifeatwork,
–Health insurance fund,
–Accommodation.
1.3.2Reviewofcollectiveagreements
The listofcollectiveagreements in2013 isas follows:
LISI AEROSPACEParis
ProfessionalEqualityH/F
(10/2013)
Exceptional releaseofpayroll funds (07/2013)
BlancAero Industries
Generationagreement (12/2013) ProfessionalEqualityH/F
(07/2013)
Profit-sharingbonus
(07/2013)
Exceptional releaseofpayroll
funds (07/2013)
Villefranche deRouergue
Salaryagreement
Incentiveagreement
Penaltypayment
Weekendschedule Flexitime
Saint-Brieuc
Salaryagreement (05/2013)
Professional equalityH/F
(06/2013)
Profit-sharingbonus
(06/2013)
Exceptional release
ofpayroll funds
(07/2013)
Generation
agreement
(12/2013)
Izmir
Three-yearagreement (2011-2013)
Argenton
ProvidenceSocietyagreement
(03/2013)
Bonusagreement (05/2013) Salaryagreement
(04/2013)
Profit-sharingbonus (10/2013)
CREUZET
Incentivebonus (02/2013)
LISIMEDICALOrthopaedics
Salaryagreement (02/2013)
Profit-sharingbonus (07/2013)
