2007 Interactive Registration Document - Renault

The agreement on teleworking was signed in early 2007 with all trade unions.
It enables employees who so wish to work from home, in agreement with their
manager. Teleworking functions on the basis of two to four days at home with at
least one day on the offi ce site. The company provides the employee with all the
equipment necessary. Before teleworking can be put in place, the employee’s
domestic electrical system and IT access must be approved. A trial period
of three months is applied and can be terminated at any time. At end-2007,
99 employees had adopted teleworking and 52 applications were under study.
An equal number of men and women are concerned. The distance from home
is a key factor of choice for 60% of teleworkers.
3.1.3.5 INTERNAL INFORMATION
Renault communicates with its employees on a continuous basis about the
company’s situation, strategy and objectives in all areas: Renault-Nissan
A lliance, new products, industrial and commercial activity, motor racing, fi nancial
results, human resources policy, etc.
The main internal print medium is an international magazine called “Global”
(between eight and ten issues per year). It has a circulation of more than
100,000 in French and English, alongside four local editions (Spain, Mexico,
Russia and Turkey).
An internal medium, videostreaming, is used to broadcast videos over the
intranet. The announcement of Renault Commitment 2009 by Carlos Ghosn was
widely broadcast internally, both live and recorded. Alongside videostreaming,
increased use is being made of the range of possibilities offered by emerging
information technology, such as animations and illustrations.
Many countries have set up intranet sites in their own language, accessible
through the company’s international portal. The dual-language (French and
English) intranet portal, which has some 60,000 terminals connected worldwide,
is used continuously to transmit in-house news bulletins, fact sheets and videos.
In addition, communications kits are produced for management so they can
keep employees informed of events within the company and issues relating
to Group strategy.
3.1.3.6 OCCUPATIONAL WELFARE
The health and safety of the workforce are essential values for the Group. They
play a key role in the Group’s efforts to enhance the quality of life of employees
while boosting its own overall performance.
This policy refl ects the Renault Declaration of Employees’ Fundamental Rights.
It is based on values that apply throughout the Group as it pursues its international
expansion and continues to develop both socially and industrially.
The method used by Renault to assess occupational welfare is based on:
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a management system;
an international network of specialists in healthcare, safety and working
conditions (engineers, technicians, physicians, nurses, social workers);
✦ Global Reporting Initiative (GRI) Directives
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SUSTAINABLE DEVELOPMENT 03
EMPLOYEE-RELATIONS PERFORMANCE
an assessment of risks from the standpoint of both safety and ergonomics;
the commitment of management and personnel in this area;
a proactive approach to human factors, particularly in new projects and in
countries that are new to the Group.
To measure implementation of the occupational welfare policy, assessments
based on a management standard are carried out in the various Group entities,
both by internal experts and by an outside body. If conditions are met, the
“Renault Management System for Safety and Working Conditions” label is
awarded for a renewable three-year period. It can be withdrawn in the event
of a serious anomaly.
Since the initiative was launched in 2000, Renault has organized audits at its
industrial, support, engineering and commercial sites.
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95% of industrial, support and engineering sites have obtained the label,
which has already been renewed in some cases. The sites that have not yet
obtained the label are those whose consolidation is recent (new business
locations, sites recently purchased by Renault, etc.);
80% of sales sites have obtained the label since the launch of this initiative
in 2005.
In 2008 Renault plans to:
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conduct another 14 audits for industrial, support and engineering sites
(primarily audits of renewal), and around 40 for sales sites (including
18 audits of renewal);
structure the occupational welfare activity at new sites in India and
Morocco;
continuously reduce the number of accidents;
continue encouraging managers to be proactive on occupational welfare
issues.
NUMBER OF LOST-TIME OCCUPATIONAL ACCIDENTS: FREQUENCY – RENAULT GROUP ✦
8.00
7.00
6.00
5.00
4.00
3.00
2.00
1.00
0.00
< TABLE OF CONTENTS >
Since 2002, the frequency of lost-time accidents within the Group has fallen
by more than 40%.
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Registration Document Renault 2007 91