Translations

RABOT DUTILLEUL GROUP IMPLEMENTS A SECOND AGREEMENT ON THE GENERATION CONTRACT

3. Labor relations / working conditions

Human capital development

Sector Construction / Estate Agency

Year 2016

Country France

Transmitter

Context

An independent and international family group for promotion and building, Rabot Dutilleul is one of the ten leading actors in France in the civil engineering area. Founded in 1920 in the city of Lille, the company developed its skills in the complementary businesses tied to construction, thus acquiring nearly total mastery of the real estate chain. Rabot Dutilleul cultivates values based on group performance, with nearly 1,850 employees, and aims to establish long-lasting relationships with its partners. Present in France, Belgium and Poland, the Group is held at 85% by the Dutilleul family and at 15% by employees. The Group implements a second agreement on the 2016-2018 Generation Contract. Beyond the legal obligation, this gives the company an opportunity to anticipate and act with respect to managing ages and the transfer of knowledge and skills.

Objectives

The 2016-2018 Generation Contract aims to:

Promote lasting job insertion for the young
Promote the maintenance of older employees and their return to employment
Organize the transfer of knowledge and key company skills from older to younger employees

APPROACH

Following the 2013-2015 agreement, the 2016-2018 agreement on the Generation Contract includes a commitment to these points:

1) Durable insertion of the young

Quantified recruitment targets for contracts for the young (25 young people under 26 with a permanent contract; 40 young people under 30 with a temporary contract)
Processes for integrating, training and supporting young employees
Processes for implementing a follow-up interview with the young employee, the employee's manager and the employee's representative, focusing in particular on the young person's skills
Development perspectives for work-study programs and the conditions for internships, as well as the process for welcoming work-study participants and interns

2) Employment for older workers

Quantified hiring and job maintenance goals for older workers (five hires over 57 and maintenance at 9% of headcount)
Measures designed to promote better working conditions and prevent hardships (osteopathy sessions, muscular workouts, warming up sessions at worksites, survey of health and well-being at work)
Provisions promoting the employment of older workers: anticipation of professional changes and age management, organization of intergenerational cooperation and planning of career termination and transition to retirement activities)

3) Knowledge and skill transfer

Organize the transfer of threatened skills
Develop a mentoring approach