The port as an employer

Renewed action plans

Initiated in the past, a series of programmes related to younger generation contracts or the integration of people with disabilities have been renewed.

The renewal of the development contract actionplan for 2017, 2018 and 2019

The law of 1 March 2013 creating the younger generation contract and its decree of 15 March 2013, meets three objectives:

  • facilitate the sustainable integration of young people into the workplace by enabling access to an open-ended employment contract,
  • promote the hiring and retention of older employees,
  • ensure the transmission of knowledge and skills.

In the Port of Le Havre, 2014, 2015 and 2016 were covered by an initial action plan and based on its results and a new diagnostic a new plan was agreed for the years 2017, 2018 and 2019.
This action plan has two priorities:

  • The 1st is designed to favour the hiring of young people under 26 years of age with open-ended employment contracts to allow the transmission of know-how in a wide range of port business lines, and to promote the renewal of the age pyramid. The appointment of a representative (referred to as a sponsor), preferably a senior, will enable this skills transfer.
  • The second priority concerns seniors. The Port of Le Havre has undertaken to take the age pyramid into account during recruitment and to increase the share of seniors in the hires if it appears that the proportion is abnormally low. In addition, the Port has undertaken to maintain the share of employees aged over 50, which is currently 29% of the workforce. Finally, the Port has undertaken to examine, in conjunction with the occupational physician, the factors that improve the working conditions that have become arduous for employees more than 50 years old.

Pension scheme

Four corporate agreements were signed in 2017 to complement the French Ports Union (UPF) industry-wide agreement for non-executives. The purpose of the package is to define the minimum mandatory collective supplementary benefits in the event of incapacity for work, disability and death for the benefit of all categories of port employees.

Integration policy for people with disabilities

HAROPA - Port of Le Havre pursues its policy for the integration of people with disabilities. An audit was carried out of the actions already taken and how they could be further improved. After the audit, an action plan was developed. The first recommendations were implemented during the European week for the employment of people with disabilities with the organization of workshops to raise awareness about invisible disabilities and the organization of a disability sports tournament. Once again, HAROPA - Port of Le Havre was also present at the Handisup forum to offer internship or job offers.

Programmes for employees

The Port of Le Havre celebrated its 500th anniversary as did the city of Le Havre. Off-work events were organized for employees to celebrate the anniversary: a rally to visit sites in the port, an exhibition retracing 500 years of history and current prospects, a visit of one of the largest tall ships in the world, but also visits inter-port visits for employees of HAROPA - Port of Le Havre when the Royal de Luxe street theatre company came, and the return to Le Havre of Claude Monet's masterpiece "Impression Soleil Levant". The exchanges throughout the year helped employees live better together.

9.51%
of payroll spent on training in 2017.