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In addition to this base salary, you may also receive a monthly variable remuneration. This variable remuneration is essentially paid to senior managers (from heads of department upwards), and is based on economic and managerial objectives. It may represent between 10 and 50% of the annual remuneration.
Extra remuneration may also be paid, such as meal allowances, travel allowances or, for senior managers, company cars.
Collective remuneration and benefits
Remuneration policy
Bouygues Construction’s remuneration policy is both global and individual, and is made up of different types of remuneration.
Individual remuneration
An employee’s base salary is calculated as an individual remuneration based on three criteria: performance, professionalism and potential. Remuneration reflects the employee’s skills and performance.In addition to this base salary, you may also receive a monthly variable remuneration. This variable remuneration is essentially paid to senior managers (from heads of department upwards), and is based on economic and managerial objectives. It may represent between 10 and 50% of the annual remuneration.
Extra remuneration may also be paid, such as meal allowances, travel allowances or, for senior managers, company cars.
Collective remuneration and benefits
Employee welfare forms an important part of Bouygues Construction’s human resources policy. In addition to attractive medical insurance schemes, employees also have access to advantageous welfare and benefit schemes.
Bouygues Construction has an employee assistance fund (caisse d’entraide). This is specific to the company and is an indication of the importance we place on solidarity and supporting our employees. Employees who wish to join pay a subscription (the amount is less than €2 a month), and the company also pays into the fund. The purpose of the fund is to help employees in difficult situations, which may include a personal accident, a partner losing his/her job, property damage or loss, a disabled or ill child, etc.). Deserving employees will receive gifts or loans of money.
Line managers have no say in the decision to help a particular employee. The fund is managed by a committee composed of employee representatives and members of management, thus ensuring that funds are allocated fairly.
Optional profit-sharing schemes (intéressement): Bouygues Construction has decided to introduce optional profit-sharing schemes in most of its entities, to award employees when the company performs well. The profit-sharing bonus is composed of a set amount, which is the same for everyone, and a variable amount, which is proportional to the employee’s salary, and may amount to up to one month’s salary. Bonuses are calculated on the basis of two criteria: economic (company profits) and improvements in safety within the company and on sites.
Bouygues Construction has an employee assistance fund (caisse d’entraide). This is specific to the company and is an indication of the importance we place on solidarity and supporting our employees. Employees who wish to join pay a subscription (the amount is less than €2 a month), and the company also pays into the fund. The purpose of the fund is to help employees in difficult situations, which may include a personal accident, a partner losing his/her job, property damage or loss, a disabled or ill child, etc.). Deserving employees will receive gifts or loans of money.
Line managers have no say in the decision to help a particular employee. The fund is managed by a committee composed of employee representatives and members of management, thus ensuring that funds are allocated fairly.
Optional profit-sharing schemes (intéressement): Bouygues Construction has decided to introduce optional profit-sharing schemes in most of its entities, to award employees when the company performs well. The profit-sharing bonus is composed of a set amount, which is the same for everyone, and a variable amount, which is proportional to the employee’s salary, and may amount to up to one month’s salary. Bonuses are calculated on the basis of two criteria: economic (company profits) and improvements in safety within the company and on sites.
Employee share ownership
The Corporate Savings Plan (Plan d’Epargne Entreprise – PEE) is an employee savings scheme open to all employees, which is highly advantageous as the company will match any payment made by employees. Funds are frozen for five years, except in certain special cases.
The Supplementary Pensions Saving Scheme (Plan d’Epargne pour la Retraite Collectif – PERCO) allows employees to save for their retirement. Again, payments are matched by the company. As with the PEE, funds are frozen for five years, but may be withdrawn in advance in certain special cases.
Mandatory profit-sharing (participation) represents a non-negligible fraction of employees’ remuneration: in 2006, the average mandatory profit-sharing bonus paid corresponded to half a month’s salary.
Bouygues Partage: Bouygues Partage is a leveraged capital increase plan reserved for employees, with contributions by the company and the bank. Thus, any employee purchasing three shares at a special rate will actually receive 12 shares plus a portion of the capital gain on 120 shares. Funds are frozen for five years, but may be withdrawn in advance under the same conditions as the PEE.
Bouygues Confiance: Bouygues Confiance is a leveraged capital increase plan reserved for employees, set up to enable employees to benefit from the company’s results. For example, employees who subscribed to the Bouygues Confiance 2 scheme, which reached maturity at the end of January 2007, multiplied their investments by 7.3. An employee who paid €100 into the scheme received €837 on maturity.
The Supplementary Pensions Saving Scheme (Plan d’Epargne pour la Retraite Collectif – PERCO) allows employees to save for their retirement. Again, payments are matched by the company. As with the PEE, funds are frozen for five years, but may be withdrawn in advance in certain special cases.
Mandatory profit-sharing (participation) represents a non-negligible fraction of employees’ remuneration: in 2006, the average mandatory profit-sharing bonus paid corresponded to half a month’s salary.
Bouygues Partage: Bouygues Partage is a leveraged capital increase plan reserved for employees, with contributions by the company and the bank. Thus, any employee purchasing three shares at a special rate will actually receive 12 shares plus a portion of the capital gain on 120 shares. Funds are frozen for five years, but may be withdrawn in advance under the same conditions as the PEE.
Bouygues Confiance: Bouygues Confiance is a leveraged capital increase plan reserved for employees, set up to enable employees to benefit from the company’s results. For example, employees who subscribed to the Bouygues Confiance 2 scheme, which reached maturity at the end of January 2007, multiplied their investments by 7.3. An employee who paid €100 into the scheme received €837 on maturity.
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