Vilmorin & Cie - Annual report 2017-2018

ANNUAL REPORT Vilmorin & Cie 129 2017-2018 4 As a follow-up to Group agreements, company agreements are also negotiated that take into account the specific characteristics and needs of each company, with partners directly involved in monitoring the policy defined in their own entity. In Europe The European Works Council (EWC) The European Works Council (EWC), representing the different companies in the Group, meets twice per year with the objective of providing information to the employees and establishing constructive dialogue with the employee representatives of the European companies. It deals with economic, financial and social questions which are of global interest, going beyond the context of a particular country. It comprises 30 employee representatives from ten European countries. In 2014-2015, negotiations resulted in an update of the European Works Council Agreement, providing extra prerogatives: A new definition of consultation with more involvement from employee representatives in the decision-making process on certain subjects, particularly employment; The creation of a Select Committee dedicated to the implementation of this consultation; The possibility of organizing exchange meetings between the representatives. In order to assume their role more efficiently on this council, training in finance was proposed and delivered to the EWC members who were interested. In 2018, a request for review was issued by the signatories to the agreement; negotiations with the social partners have begun. At national level 44 countries out of the 48 countries where the group is present, i.e. 91.6%, have staff representation bodies of different types (works council, employee forums, staff representatives). Collective agreements 26 collective agreements were negotiated and 23 signed in the different companies over the course of the fiscal year 2017-2018. They mainly concerned salaries and working conditions. They complete and strengthen the deployment of the social contract within the Group. For example, the collective agreements mainly deal with: In France: salaries, donation of rest days, organization of working time; In Japan: working time; In Brazil: salaries, benefits, overtime. 4.4.1.3. Bridging cultures through Limagrain Academy Limagrain Academy is a knowledge-sharing center dedicated to exchanging knowledge and creating new ideas throughout the Group. Limagrain Academy connects Group employees from different Business Units, activities and countries. Thanks to the common bases offered in the field of managerial and technical skills, participants acquire a common language that they can share with each other and with their colleagues in their Business Unit. In addition to this training, which fosters a sense of belonging, the programs offered by Limagrain Academy represent an excellent opportunity to develop networks throughout the Group and get to know colleagues better. One of Limagrain Academy' s other ambitions is to support the Business Units in their efforts to improve their knowledge and understanding of the Group. Since 2016, the Business Units have had access to a new digital game, the “Limagrain Game”, which enables employees to further their knowledge of the Group, particularly on its structure, history, governance and values. This game is used in Business Unit induction programs and at certain staff meetings. As recognition for the quality and intercultural nature of its programs, Limagrain Academy received the Award for Internationalization at the second edition of U-Spring, “Printemps des universités d'entreprise” , which was held in Paris on March 28, 2017. Building on this success, Limagrain Academy is continuing to deliver quality training for all the Group's nationalities. 4.4.1.4. Induction programs Further induction programs were run over the course of the fiscal year, concerning a total of 538 employees. In order to facilitate the integration of new managers from all over the world, Group induction programs have been run since fiscal year 2010-2011. Intended for managers who recently joined the Group, they are run for confirmed employees in their position, and with up to five years of seniority in the Company, with higher education of five years, or with equivalent experience. 4.4. Building new patterns of relationship and creating value Social, environmental and societal INFORMATION