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Regulatory and legal developments affecting group plans are increasingly constricting for companies. The decree of 01/09/2012 and, more recently, that of 07/08/2014, are ratifying the obligation of companies to set up group plans for so-called “objective” categories.
Building on the movement initiated several years ago, these decrees involve equality of treatment in a broad sense.
In particular, Henner advises companies in their project to coordinate benefit packages and healthcare costs, while respecting new regulations and strong social and financial constraints.
In this context, we assisted the Valeo Group in France in designing and implementing plans that went beyond the abovementioned obligations by providing identical coverage to all the group’s employees.
We are pleased to present an interview of Mr. Dubois, the Valeo Group’s Director of Employee Relations France.
Christophe Lapeyre, Key Account Manager, Henner Group.
Alexandre Dubois: “The Valeo Group has more than 13,000 employees in France distributed in 35 facilities and 13 legal entities. These employees were integrated into the group progressively during the company’s life span and, in particular, through successive acquisitions. We undertook to maintain employee benefit packages after each acquisition. Until the end of 2013, we were dealing with 34 different benefit packages and 36 different healthcare plans.
The coordination of healthcare and benefit packages targeted four objectives:
Alexandre Dubois: There were two separate phases:
Due to this negotiation methodology, we went from 70 healthcare and benefit plans to 2 plans (1 for healthcare 1 for benefits) by signing a group agreement with the unanimous support of unions.
Alexandre Dubois: Henner provided Valeo:
Alexandre Dubois: Henner’s innovative and efficient methodology in defining target plans was a determining factor for labor and employee partners to back our approach. This methodology structured negotiation, simulating in real time the impact of a variation in services on the cost and, quite simply, making this coordination possible. How could we, without this methodology, compare dozens of services per plan, multiplied by 70 plans? The labor would have been insurmountable and we would not have been up to the challenge.
Alexandre Dubois: Henner’s director of communications helped us:
Alexandre Dubois: Valeo’s HR policy strongly underscores the respect and promotion of diversity as a necessary condition for living and working together, which enables each employee to feel they have room to grow at work and thereby contribute efficiently to the business flow. Moreover, in France, taking into consideration the diversity of our facilities (35) and our companies (12), the HRD seeks, on specific subjects, to coordinate employee status when it is pertinent. Given this two-fold feature (live together better and coordinate employee status), the project of setting up one health insurance plan and one benefit package was a good fit with Valeo’s HR policy.
Alexandre Dubois: We met our objectives. Our insurance and benefit plans are no longer in the red. The year 2015 should not see any increase in premiums for the first time in years. Coverage adapted to each family household has enabled a good distribution of employees among the different options offered (individual or family for mutual insurance / basic plan, option 1 or option 2 for mutual insurance or other benefits). The fact that these plans are egalitarian (no difference between executives, technicians and workers) has also been a factor contributing to social harmony and to satisfying unions, which are strongly against this type of treatment, and seek greater social justice.