Corporate - Macquarie

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Because the incorporation of sustainable development has now become a vital necessity, the APRR group has chosen to consider all its variables from this standpoint, be they environmental, social, technical or economic, the aim being to preserve, share and protect. We believe that the future starts now. COMMITMENTS APRR 2009 AnnuAL REPORT 25
26 HUMAN RESOURCES PREPARING THE FUTURE FOR THE GROUP AND ITS EMPLOYEES The Group’s HR policy aims to modernise labour relations and address employee’s expectations more effectively. In 2009, the main developments concerned diversity management, promotion of responsibility and the development of group savings schemes. of Group employees underwent a training course in 82% 2009. 2009 AnnuAL REPORT APRR Successful social dialogue Social dialogue was highly successful in 2009. A responsible approach among the social partners resulted in the signing of a labour agreement by a majority of the staff representatives in each of the Group’s companies. These settlements improve employees’ purchasing power and underline the Eiffage chairman’s determination to distribute the Group’s profits equitably by giving each employee an exceptional bonus under the mandatory employee profit sharing plans of nearly €1,500. APRR’s “toll” agreement was ratified following 18 months of negotiation. This very important document, which was ratified by seven out of eight trade unions, settles the legal difficulties resulting from previous agreements, facilitates the reorganisation of work based on improved forecasting of receivers’ activity, reserves production hours for company personnel by reducing the use of temporary staff, and considerably improves wages. This agreement is proof that it is possible to reconcile economic and social performance levels. Complementing the wage settlements, the three profit-sharing agreements in force within the Group (APRR – AREA – SIRA) have been renewed. Acceleration of the diversity policy Fully in line with the Eiffage group’s social and societal policies, AREA has implemented the measures set out in its agreements in favour of professional equality between men and women, as well as in favour of disabled employees. The first promising results led to the signing of an agreement concerning gender equality within APRR, and of an agreement in favour of older employees working for AREA. In line with concerns relating to sustainable development, 2010 should mark a new stage in the desire shown by APRR and AREA to be in the vanguard on these issues. e24 million was paid out in respect of the discretionary and mandatory employee profit-sharing plans in 2009.
Page 1 and 2: ible Ensuring safety and traffic fl
Page 3 and 4: OUR NETWORK €1,860 OVER million T
Page 5 and 6: SUSTAINABLE DEVELOPMENT COMMITMENTS
Page 7 and 8: 2 2009 AnnuAL REPORT APRR Design an
Page 9 and 10: 4 MESSAGE FROM THE CHIEF EXECUTIVE
Page 11 and 12: 6 2009 IN FACTS AND FIGURES January
Page 13 and 14: 8 MANAGEMENT BODIES BOARD OF DIRECT
Page 15 and 16: 10 STRATEGY AND DEVELOPMENT ENSURIN
Page 17 and 18: 12 STRATEGY AND DEVELOPMENT A devel
Page 19 and 20: 14 Protect… Concevoir et innover.
Page 21 and 22: 16 INVESTMENTS INVESTING FOR THE FU
Page 23 and 24: 18 TRAFFIC AND TOLL PLAZAS EASING T
Page 25 and 26: 20 CUSTOMER SAFETY AND SERVICES WOR
Page 27 and 28: 22 INFORMATION TECHNOLOGIES… IMPR
Page 29: 24 Exchanging and sharing 2009 Annu
Page 33 and 34: 28 SUSTAINABLE DEVELOPMENT A REAL P
Page 35 and 36: 30 SUSTAINABLE DEVELOPMENT TRAINING
Page 37 and 38: 32 INNOVATION INNOVATE TO ADDRESS T
Page 39 and 40: Autoroutes Paris-Rhin-Rhône Joint
Page 41: Inno

Corporate - Macquarie

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