Our work practices

Our common working hours are 35 hours per week within an RTT (rostered days off) agreement (11 days per year).

We believe that remuneration is more than just a basic salary, which is why we pay a thirteenth and a fourteenth month and have put in place a profit-sharing scheme based on the Company’s results. This agreement is backed up by a company savings scheme (PEE – Plan d’Épargne Entreprise) and we encourage saving by matching the amounts deposited by the employees. We also finance a large part of the employee’s health scheme and offer luncheon vouchers of which 50% of the cost is covered.

Beyond the compulsory pension contributions designed to finance the pay-as-you-go scheme, we consider it essential for each person to have an individual savings account to improve his or her financial conditions upon retirement. Consequently, all employees who have been with the Company more than six months benefit from a company retirement savings scheme (so-called “Article 83 scheme”) that is ¾ funded by the employer.

Each year in January, employees receive a personal social statement (Bilan Social Individuel) with a full breakdown of their pay over the past year.

Every two years, we offer employees who are looking to advance their career an optional evaluation interview. This interview allows the employee and the department manager to review the employee’s work, assess the results, set goals and define the means to achieve them and to gauge each person’s commitment. We believe it’s an important moment that provides recognition for employees and the work they have done and allows them to clarify their role and mission within the department and in society as well as to express any difficulties or ideas for improvement.

We invest heavily in training, allocating a yearly budget well in excess of legal requirements. This is because, in our view, for employees to be efficient at their jobs and able to master them completely, they must update their knowledge on a regular basis and perfect their skills. We offer both group and one-on-one training sessions, since nothing can replace individual follow-up and face-to-face interaction with a trainer, but we also provide support for individual projects.

Classes to improve employees’ level of English are held regularly, since it’s important that our staff be able to converse in the language that dominates the international shipping business. The minimum level required for newly-recruited staff is CEFRL B2 (or at least 800 in the TOEIC).

We have an integration programme for new staff members designed to make it easier for them to adapt to their new workplace, in which they are introduced to staff and senior management, given their recruitment folder and welcome brochure and invited to attend a post-recruitment interview, with feedback report, and the yearly new recruits’ meeting with the Chairman