Two companies based in Alpes-Maritimes were honored by Myriam El Khomri, the Minister of Labor, Employment, Vocational Training, and Social Dialogue, who presented them with the Generation Contract Trophies.
This new edition emphasizes the quality of negotiation and social dialogue in companies with more than 50 employees, as well as the ambitious nature of actions and quantified indicators.
The two honored companies are particularly invested in the generation contract scheme:
Convers Tรฉlรฉmarketing, located in Nice, for companies with 50 to 299 employees;
MANE, also established in the town of Bar-sur-Loup near Grasse, in the category of companies with 300 employees or more.
They were highlighted for the following reasons:
Convers Tรฉlรฉmarketing, Multi-client Relations Center
The generation contract agreement was concluded in 2013 for a duration of 3 years.
The winner’s strong points: a connection established by the company with other existing negotiations; relevant actions on hardship prevention (workstation design and equipment choices in conjunction with the CHSCT and ANACT); commitments in the recruitment of young people and seniors (15% of young people in permanent contracts and 29 recruitments in professionalization contracts by 2016) and a precise schedule of commitments made.
Two main elements of the agreement caught the jury’s attention:
The exemplary nature of social dialogue: the negotiation was structured and allowed each partner to express themselves.
The diversity of actions concerning young people and seniors, particularly removing peripheral barriers to employment access and, for seniors, preventing hardship and improving working conditions.
MANE, Fragrance and Flavor Composition Industry, Le Bar-sur-Loup
Generation contract agreement concluded in September 2013 for 3 years.
The winner’s strong points: ambitious quantified objectives and actions for the sustainable recruitment and integration of young people (alternation, transportation assistance, support for housing access, etc.) and maintaining employment for seniors (replacing employees leaving the company with seniors up to 10%, professional risk prevention with time dedicated to training in gestures and postures.)
Three main elements caught the jury’s attention:
The precision and determination of commitments in terms of hiring and employment retention, particularly for hiring alternants (maintaining the proportion of employees aged 57 and over at 6%).
The pragmatic nature of the initiatives deployed, particularly in terms of professional risk prevention.
The desire to pass on the company’s key skills.
