Organizational Strategy - Sustainable Development - L'Oréal

7 L’OréaL - GrI DaTa SHEETS 2011
as at 31 December 2011, 48% of the L’Oréal employee savings plan was invested in L’Oréal shares, and 9,649 of the group’s employees in
France were shareholders in L’Oréal via their company savings plan.
> For more details, see “Company Savings Plan and Blocked Current account” on page 184 of the 2011 reference Document.
LABOR/MANAGEMENT RELATIONS
I. CONTENTS
CORE
LA4
Percentage of employees covered by collective bargaining agreements.
II. STATE OF THE L’ORÉAL’S POLICY IN 2011
LA4
Worldwide, 79% of its employees work in countries where representative bodies are officially in place, even if not all these employees
are “officially” covered by a collective agreement (in several countries collective agreements cover only union members, while in other
countries they cover all the employees – erga omnes -).
as a result, 43% of its employees are officially covered by a collective agreement (national and/or sector and/or company agreement).
94% of them are covered by company collective agreements.
SOCIAL RELATIONS
The organization of the social dialogue, most notably the procedures for the informing and consultation of personnel and for negotiations
with them.
The quality of the social climate within L’Oréal is the fruit of continuous dialogue between the management, the employees and their
representatives.
The group pays particular attention to communication with its staff and, since 2003, L’Oréal has carried out an opinion poll among them
with the assistance of the international firm Towers Watson. This poll took place again in 2011-2012 and the results were shared with the staff
and their representatives. They are the subject of action plans implemented in a decentralized fashion and which are as closely aligned
as possible with the expectations expressed.
an agreement signed in 1996 between L’Oréal and the French and European trade union bodies (FECCIa and EMCEF) led to the creation
of the European Works Council (EWC). The initial agreement has been regularly updated, most notably in 2009 in order to introduce a new
information and consultation procedure applicable to transnational projects giving rise to local consultation procedures. This process
envisages the option of the EWC issuing a recommendation, which is then implemented with the liaison secretariat, widened to include
the members from the countries concerned or indeed the full EWC, depending on the geographical and strategic scale of the project.
This revision represented an important step aimed at enhancing the social dialogue at L’Oréal while at the same time anticipating the
development of the legislation.
The EWC facilitates discussions and meetings with the EWC members on the group’s current situation and future prospects. It is made up
of 30 members, who regularly benefit from training in economic and social issues. at the current time, this body covers roughly 30,000
personnel from 26 countries within the European Economic area, with the 16 of these that have over 145 staff being directly represented.
In France, the employees are represented by 107 personnel representation bodies and 600 personnel representatives.
Worldwide, 79% of its employees work in countries where representative bodies are officially in place, even if not all of these employees are
“officially” covered by a collective agreement (in several countries, the collective agreements only cover members of the union, while in
other countries, they cover all employees - erga omnes-)
Consequently, 43% of its employees are officially covered by a collective agreement (national and/or sectoral and/or company
agreement).
94% of them are covered by company collective agreements.
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