• COVID-19 MEASURES AND DEVICE : in order to ensure the health safety of the personnel, after a 2-week containment period where the number of employees was limited to the sole production of donated protective masks, the following device was put in place :
    • At the entrance of the factory: temperature measurement of all incoming persons, washing of hands with chlorinated water, wearing of mouth mask distributed by the factory mandatory, switching to foot bath, disinfection of the time clock after each score.
    • Provision of hydroalcoholic gel in all sections, between lines and in all offices
    • Passing through the chains and sections of a trolley with chlorinated water for hand washing (from 10 am every day)
    • An 8-hour work rhythm on site instead of 10 hours in normal time,
    • The maintenance for all employees of their basic salary during the entire period of confinement
    • Transport: in order to respect the distance in the buses: limitation of the number of people to half of the capacity, i.e. 50 people maximum. Addition of 29 extra mini-buses and extension of the terminals for those living in remote areas.
    • Use of disinfectant gel at the entrance of each bus every morning.
    • Canteen: marking on the ground to ensure that the minimum distance is respected, at the entrance to the canteen and at meal distribution. Limitation of the number of people per bench to a maximum of 3 and the addition of extra tables. Footbath for disinfecting shoes, hand washing obligatory at the entrance.
    • Posting: setting up of a special Coronavirus table with sensitization on the method of hand washing, sensitization on the prevention against covid-19 (OSTIE), sensitization on the lifespan of the virus on objects (fabrics - metal - plastic ...) and sensitization in terms of comparison between covid-19, the common cold and the flu.
    • Streaming screen broadcast of awareness on covid-19 prevention (OSTIE)
    • After passing through the Ostia, wash your hands with chlorinated water.
    • Distribution of 12660 mouth covers to employees (an average of 5 to 6 mouth covers per employee)
    • Daily disinfection of all vehicles used by Epsilon, including buses for reinforcements

 

  • "Gestion Prévisionnelle des Emplois et des Compétences" Forward looking management of jobs & skills  – integrating employees annual assessment with a continual access to the software in use; a facility of professional mobility within the enterprise which facilitates a motivating professional career and allows internal recruitment.
  • An average of 243 recruitments in 2019, excluding machinists, 7.26% of which are in house in order to promote internal mobility
  • SMART objectives set at each beginning of the year to challenge employees within the framework of management by objectives
  • A training plan to accompany the employees in developing their skills and abilities both in organizational and managerial techniques with 3198 training hours and internship in 2019 and a new training plan for 2020
  • When a new employee arrives, he or she undergoes a training course lasting approximately 5 days
  • Numerous internal and external training packages led by national or international experts.
  • A foreign language training center for employees wishing to improve their French and English
  • A coaching and support for managers in partnership with an international cabinet
  • A scale of remuneration and promotion based on multiskilling and merits
  • Favour skills development by highlighting the skills of each individual so that all employees are in the "right place" in the company
  • A structure that fosters the development and mobility of each individual
  • Inculcating the culture of Lean management to all employees: optimising working methods, reducing waste, improving working conditions.)
  • Working clothes : an endowment takes place every year

Some figures: 70.96% of the workforces are aged between 26 and 45 and 12.27% between 18 and 25, Epsilon takes part in integrating youth into company; 20.29% of the workforces have more than 16 years’ service and 39.80% less than 5 years.
A high rate of the use of banking facilities at 98% in 2019 and a very low staff turnover: less than 1.39%

  • The company provides its workforce with transport vehicles
  • 23 larger buses to transport 120 employees per trip.
  • Three 26-seater small buses for management employees
  • The canteen daily serves a lunch and a snack per day
  • Regular improvements in the employee canteen: in 2020, televisions are installed to broadcast targeted messages and videos
  • A health center in the company premises to supervise closely the employees’ health.
  • The entire workforces are enrolled at Cnaps (caisse de prévoyance sociale) and are contributors at Ostie (Organisme de Santé Tananarivienne Inter-Entreprise).
  • A specific pay grid with a steady increases in wages. Salaries higher than the state salary scale : A specific salary grid that is 8% higher than the state's grid with an increase of up to 10% for the last 3 years (already in the CSR section)
  • A production monthly premium, an annual bonus and some merit bonus
  • The company provides adequate personal protective equipment at each station and an individual locker for all employees
  • Every body access to drinking water and decent toilets
  • A sports room available to the staff with Zumba sessions, ballroom, dancing lessons, Tae bo. A monthly group session for the remaining staff.
  • The company provides the funds for competitions: football, athleticism, basketball, ping pong, petanque, volley-ball; and provides adequate infrastructures: football ground, basket-ball ground, sports hall
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