Cheque lunch is created in the orm o a working production co-operati e (SCOP SA). "Ten years ago, it was taking to some crazy." Today, the alues o the social economy that we de end such as solidarity, gender or di ersity in the workplace and sustainable de elopment are issues o society. But, it is our DNA. You disco er not the corporate social responsibility. "On the built since the original", argues Christine Kotala, responsible or external and internal cheque lunch group communication. Employees are shareholders, which has consequences or the strategic ision o the business and pro essional relations. "It is in ol ing." All, we we pose the question to know or whom and why we are working. Here, it means able to lourish, work in con idence with a large margin o initiati es. "E en i we are also subject to objecti es", ad ance Jean-Philippe Poulnot, responsible or the cell project research & De elopment Group.
Reduced wage di erentials
Belong to a cooperati e is also a inancial impact, all the sta being interested in the results. "45 o the pro its are returned to the title o pay participation." In 2004, 9.000 euro were thus distributed to each, since the employee to the President. "3 o the pro its are also attributed to a solidarity und that responds to"accidents o li e", not to mention the Enterprise Committee that operates on 3 o payroll the Act imposes a contribution o 0.2, Editor's note," he repeats. O course, there is the re erse o the Medal: or employees, salary is 30 higher than the a erage national, the remuneration o managers and leaders is, it, at least 25 less than the market. Question o ethics: no question o woes too important wage di erentials. "Between the employee and the President, the gap is 1 to 5," said Katia husbands, responsible or the recruitment o the group. With the time, a recruitment stretched on some pro iles such as commercial.
To remedy this, cheque luncheon highlights social bene its (35 hours since 1986, participation, mutual, pension urther...). But the company is also betting on internal mobility and pro essional e olution. The irst training: on a erage, our days per year or each employee in the Group and 80 o sta trained on the year. It is then put in place, or two years, a scholarship to the internal mobility. The company also secures trajectories by o ering employees accessing new responsibilities the possibility to return to their pre ious unction i the test is not conclusi e.
Training and in ormation
"Our courses are tailored to workstations." They can also be quali ying. Some people ha e ewer training opportunities: we o er their themes with no direct connection with their position, but participating in their de elopment and personal enrichment: Desktop training, sur ing the Internet or learn the grammar and spelling... "We belie e that, e en i the employee does not use in his work, this knowledge will bene it, not or the management o jobs", ad ance the HRD to the group, Mireille Dargent.
The case o the production branch, which carries out customization and the shaping o cheques issued, is emblematic. or se eral years, cheque break ast prepares or the abandonment o the cheque ormat in a our o smartcards, with the Internet, a dematerialized solution. or other companies, this technological leap would mean layo s. "We could ha e to do the ostrich." It chose to appoint a cabinet to take stock o the skills o the employees concerned. "A load, or us to raise skills so that they are able to gain access to new unctions or help in taking why not entries i they want to create their company", explains Jacques Landriot, Chairman o the cheque lunch Group since 1991.
Know-how and knowledge
or him, the di erence is played on the clarity o the in ormation pro ided. "Our employees are trained to the co-operati e mechanisms." "The employee must be able to understand the economic implications o the annual report," he added. The irst letter o in ormation to the address o employees o 1972. Since the Intranet has completed the internal communication tools as the need or knowledge remains. "It is a source o exemplary moti ation." "It is part", said Sophie iéron, Secretary o the DG o the subsidiary cheque Cadhoc and orce ou rière Trade Union delegate. A sign o in ol ement that not wrong: the unionization rate exceeds 60. But what distinguishes the more cheque lunch, it is his sponsorship Committee. A ter the trial period, each new employee is co-opted by a ormer, to transmit the alues o the group. Attention howe er, i we speak here o con i iality and Exchange, it is also to test its ability to integrate the team. It is or this that the sponsor will ne er be the same ser ice. "Our recruitment is carried out as much expertise as a be." A test in job inter iews is the use o "we". "The"we"adapt better to the company that the"I"", orward Katia husbands, responsible or recruitment. And Jean-Philippe Poulnot to tell a story: "ten years ago, we ha e recruited a ramework whose skills were in per ect accord with the position. A year a ter, when he submitted to the General Assembly, to ote or whether an employee can become a shareholder, it just reached a quorum a oice. We then realized that it was not enough to ha e the right pro ile, yet should share a certain State o mind. "Notice to ans, cheque lunch like acti ists, those who belie e that another world is possible.