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LISI 2015 FINANCIAL REPORT
CORPORATE SOCIAL RESPONSIBILITY
1.4.2 Review of the agreements with trade unions or
employee representatives on health and safety at work
The agreements related to health and safety at work are
incorporated into the list presented in 1.3.2.
1.4.3 Accidents at work, including their frequency and
severity, and occupational diseases
The establishment of a genuine Safety Culture takes time.
However, LISI recorded a steady improvement in the field
of safety with the work conducted in three areas: technical,
organizational, and human.
At the end of 2015, the frequency rate of workplace accidents
with work stoppage which involved LISI employees or
temporary staff (TF0) increased slightly compared to 2014 (+1.5
points), partly because of the change in scope and inclusion of
theManoir Aerospace sites. Nevertheless, the general trend has
been highly encouraging over recent years as the LISI Group
improved its TF1 by 30% compared to 2010 and 56% compared to
2007. This confirms the effectiveness of the continuous efforts
made by all employees in terms of Health & Safety.
The frequency rate for occupational accidents with or without
work stoppage (TF1) thus stands at 14.4.
In2015, someof theGroupsplants, including thoseofMonterrey,
Cejc, Shanghai and Tangiers, reportedno occupational accidents
with or without work stoppage.
Nevertheless, the LISI Group recorded 44 occupational
illnesses over all its sites, despite many efforts made in the
implementation of handling equipment and the wearing of
hearing protection.
Although the seriousness rate (TG0) – which represents the
number of days lost as a result of workplace accidents per
thousand hours worked – increased in 2015, it remained at
a relatively low level, i.e. 0.31 days lost per thousand hours
worked.
Each employee plays a major role in terms of prevention and
LISI works to involve all employees in this process.
1.5
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TRAINING
The Group attaches particular importance to the training of its
employees and considers that the enforcement of employees'
skills is a major factor for the improvement of quality,
efficiency and competitiveness.
LISI ensures that each employee, regardless of his/her age
or position, has access throughout his career to the training
courses necessary for the construction of his career path and
his adaptation to changes in the businesses.
The internal and external training budget across all LISI Group
sites stood at €5.6 million in 2015, equivalent to 1.5% of the
Group’s payroll.
This budget covered the provision of over 250,000 hours of
training to the Group's employees, namely 1.45% of the total
hours worked during 2015.
Hence, over 8,327 employees (76% of the Group’s workforce)
have had at least 3.5 hours of training.
LISI actively pursues its contribution to the integration of young
people into the labor market by allowing large numbers of
students to come and discover the business and its activities,
whether through the completion of internships or periods of
apprenticeship.
During 2015, LISI welcomed 637 interns, 241 apprentices and
83 work experience contracts across all its sites and its three
divisions.
In addition, special attention is paid to the implementation
of training needs identified in individual and professional
interviews, andmore particularly to senior employees whomay
encounter difficulties in their job or in their work environment.
TOTAL
LISI
Total hours of training (internal & external)
250,654
of which training entitlement (France only)
798
Number of employees trained (at least 3.5 hours of
training over the year)
8,327
Training expenses (total internal and external
expenses)
5,693,967
Number of interns recruited in 2015
637
Number of apprentices recruited in 2015
241
Number of work experience contracts signed in 2015
83
Deployment of LEAP training courses
The year 2015 finally confirmed the deployment of LISI
Excellence Achievement Program (LEAP) training sessions,
initiated in 2013.
2007 2008 2009 2010 2011 2012 2013 2014 2015
TF0
TF1
35
30
25
20
15
10
5
0