Quo Vadis diaries are almost entirely manufactured in France, in Loire-Atlantique. This location allows us to limit transport-generated energy consumption and CO2 emissions.
The assessment of risk in the workplace was carried out in total compliance with legislation and within the context of the Unique Document (which lists all risks at all workstations).
This last is reviewed annually, as well as in the event of any significant organisational change.
Plans of action are drawn up, complete with monitoring of the actions carried out.
All machines are subject to periodic compliancy checks, either by our own Maintenance Department, or by approved bodies.
The Exacompta-Clairefontaine Group Safety Engineer leads themed events aimed at raising awareness of safety issues.
Workstations have been designed to limit the risk of occupational ill-health as far as possible. Modifications have been made to increase the comfort of employees.
For example: Mechanical installations have been provided, to avoid strenuous movements. In addition, training is provided for those employees confronted with risk, with a view to improving both gesture and posture.
With an eye to the future, the Editions Quo Vadis social policy is a fundamental asset in developing performance.
The primary objective of this policy is the maintenance of a high level of competence in each post, coupled with favouring the involvement of all.
Internal development via training is facilitated. Through a pay policy based on the contribution made by teams to the attainment of an overall objective, the company seeks to encourage employee identification with its values.
Moreover, through generalization of access to training and the assessment interviewing of all employees, Editions Quo Vadis is demonstrating its desire to develop the employability and skills of its staff in a bid to cement its position as a leader on the European market.
The company supports and puts into practice the values of the International Labour Organization – such as tolerating no form of discrimination, encouraging diversity, monitoring the quality of working conditions and using neither child labour nor any form of forced labour.
In practice, this social policy translates – and in 2008 in particular – into:
- meeting our obligations in terms of the employment of disabled workers (more than 7% of the workforce)
- employee training provided beyond the legal minimum (more than 2% of the payroll)
- Male/Female equality in the company workforce