2010 Annual Report - application/pdf - Dassault Aviation

DASSAULT AVIATION
In 2010, the Company hired 10 disabled employees
and received 30 disabled interns. The Company
employed a total of 603 units compared to the
mandatory 477 units.
An agreement has also been signed for the years
2011 to 2013. It includes the provisions of the 2010
agreement and provides for new measures aiming to
facilitate recognition for disabled workers, their
integration and their job security.
DASSAULT AVIATION has made a special
commitment to employing seniors, in particular by
keeping staff aged over 55 (these make up 17% of
total Company employees) and with the passing
down of know-how and skills, the implementation of
a systematic annual medical examination and the
possibility of working part-time on attractive terms. A
"senior" correspondent has been appointed to
oversee the actions provided for in the agreement.
2.6.4 Employee relations
The employee relations policy at DASSAULT
AVIATION is based on the search for collective
agreement and the maintenance of a satisfactory
industrial relations climate.
In 2010, the Company concluded an agreement
guaranteeing significant resources, compared to what
is laid down by law, being earmarked for the running
of trade union organizations and employee
representative institutions. Since employee relations
are also built on the quality of the partners, this
agreement confirms the desire to reconcile:
• the requirements of the professional activity and
those arising from employee representation
offices,
• recognition of the commitment to union activity or
employee representation for the benefit of all
concerned and of the work itself,
• recognition of the skills acquired through the
exercise of the office and those acquired through
the professional activity.
Beyond this agreement on the roles, resources and
careers of employee representatives, the program of
consultation and negotiation with the trade unions
continued and led in 2010 to the signing of several
labor agreements and amendments relating to:
• the assessment and prevention of stress in the
workplace,
• the employment of disabled people in the years
2011 to 2013,
• salaries,
• collective profit-sharing for the years 2010 to
2012,
• medical expenses coverage for non-management
employees,
• working hours,
• the collective retirement savings plan (PERCO),
• the suspension of successive work shifts.
Part-time work at DASSAULT AVIATION has been
the subject of particular attention and led to the
signing of a Company agreement on December 14,
2010 aimed at:
• addressing the aspirations of a section of the
workforce in terms of balancing their private lives
with their professional lives on a voluntary basis
while taking into account the industrial needs,
• improving the status of part-time employees or
those with specific reduced working hours by
allowing them, on a voluntary basis, to neutralize
the effects of their work regime on their basic
and supplementary pension rights.
2.6.5 Development of human resources
and training
Actions undertaken in 2010 enabled the
maintenance and development of the level of skills
among employees, taking into account both
individual and collective aspirations and the social
and economic environment of the Company.
Several long-term projects continue to bear fruit.
These include:
• professional mobility, an essential tool, satisfies
the Company’s resource requirements and meets
employee expectations,
• the transfer of skills and operating know-how
through the DASSAULT Skills Conservatory (the
range of training courses continues to develop) is
deployed on all sites,
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