UIC is preparing saving plans for the employees of its membership

UIC suggested an agreement to the various unions to implement an inter-professional savings plan (PEI) and pension savings plan (PERCOI) for the companies of the Chemical Industry’s sector.

The projected agreement will include two separate agreements: one dealing with the employees’ savings scheme through the PEI, and the other dealing with their pension plan through the PERCOI.

Implementing a PEI or a PERCOI is a rather complex task which requires competences and resources which many small and medium-sized companies, and even more so micro-businesses cannot mobilize. All the items which must appear in the regulations and conventions must be examined with care, in particular the role played by the banking institutions that keep the accounts or keep the number of points, as well as the role of the companies that manage investment funds. This management has a cost which acts as a brake for the implementation of the savings plans.

The creation of a follow-up committee at the sector’s level was suggested so as to regularly examine, when required, the general functioning of the systems proposed by the sector, both as regards the employees’ savings scheme and the pension plan. As far as match funding is concerned, there will be a free option in the regulations for each company to determine the level of match funding it is ready to grant. Thus, UIC, with the clout of its sector, led the negotiation with the providers on account of its members who would like an "off-the-peg" system of implementation of the savings plans for their employees. Of course, each company may adhere or not to the measures and choose the ones which best suit their social policy.

UIC accompanies firms in the GPEC

The GPEC aims at creating a continuous appropriateness between human resources (available competences) and the companies’ needs (required competences) from both a quantitative and qualitative point of view.

UIC has led different actions for several years so as to help companies anticipate technical, regulatory or economic evolutions and to suggest tools that may contribute to the management of competences.

Among the tools that are available is the strategic analysis guide to identify a company’s strategic direction and thus infer the new needs as far as competences are concerned.