Banken for en verden i endring The bank for a ... - BNP Paribas

Banken for en verden i endring The bank for a ... - BNP Paribas

• human resources development / clearly identified operational challenges

Outside France, entities endeavour to optimise

occupational risk prevention and access to

care for employees in conjunction with local

health systems. The employees of UkrSibbank

that were exposed to radiation following the

Chernobyl disaster qualify for indemnities and

additional leave, and their health is closely monitored

as part of an initiative run by the Ukrainian


BNP Paribas is an active member of Sida

Entreprises, a business-funded association

focused on AIDS. The aim of this association

is for French investors in Africa to help resolve

ongoing issues of prevention and lack of access

to treatments, problems that remain prevalent

despite the financial aid that has been injected

into the countries suffering from the AIDS pandemic.

BNP Paribas helps set up inter-company

platforms in most of the countries in West

Africa where it is present, through its network of

associated banks (BICI).

hIGh quALITy



employer-employee relations

There were extensive discussions in 2006

within the European Works Council, as well as

in the Group Works Council, which finalised the

work undertaken in 2005 on the consistency of

contract conditions within the Group in France.

The recommendations presented to the Group

Works Council on 6 April 2006 met with broad

consensus, as four trade unions approved the

principles contained therein. This document

now serves as a reference point on issues of

employee benefits, employment management

and career development.

The Commission on Employment Law –

BNP Paribas SA’s labour information and negotiation

body – met on 32 occasions in 2006

and negotiated the signature of 13 companylevel

agreements. Several of these agreements

concern the improvement or development of

remuneration within the Group, in particular

employee savings plans. A new profit-sharing

agreement, signed on 29 June 2006 for the

2006-2008 period, involves employees in the

Group’s growth and results. It is based on consolidated

gross operating income, in accordance

with the Group’s international strategy and

its organisation into worldwide business lines. A

wage agreement for 2006 specified the implementation

of a general measure and the granting

of an exceptional bonus.

Six years after the agreement on the organisation

and reduction of working hours, the signatories

amended the measures applicable to

executive-band employees without fixed hours,

in order to take account of the Bank’s development

and changes within its business. At the

same time, provisions have been put in place to

enable employees to transfer days from a special

time savings account (Compte Epargne Temps)

to employee savings or retirement plans.

Following the agreement of 9 April 2004

on gender equality in the workplace, a new

agreement was entered into on 28 July 2006,

defining the rules for changes in the individual

remuneration of employees following maternity

or adoption leave.


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