Main points of Heppner's disability agreement
Job retention actions:
- A new community of 21 disability advisors was recruited in 2024 and will be trained in 2025 in order to roll out the support system for the employees concerned in the territories: information and assistance in recognising a disability (dossier for recognition of disabled worker status – RQTH).
Particular emphasis is placed on this issue: the presence of disability advisors in each branch will make it easier to tackle these issues and remove any apprehensions that the employees concerned may have.
- Financing of equipment to maintain employment: workstation improvements for administrative staff, bay personnel and drivers (sit-stand desks, ergonomic seats, hearing aids, renovation of handling equipment, etc.).
- Adapting working hours and facilitating medical appointments for people with disabilities.
- Support for training and/or skills assessment for people with disabilities, with up to 50% of training costs covered if the amount in the CPF (personal training account) is insufficient.
- Awareness-raising on disability issues for all employees, through e-learning sessions and awareness-raising workshops organised in the branches.
Recruitment actions:
- Partnerships with specialised recruitment agencies.
- Partnerships with several local ESATs (Work Assistance Centres for People with Disabilities) to promote supported employment
- Development of an internal culture of inclusion through awareness-raising initiatives and training in discrimination-free recruitment
