4.4 Legal risk - Scor

in cooperation with the company doctor (e.g.: eye examinations, a give up smoking programme
and stress management).
- In Austria, first aid training, workplace evaluation (visits by safety engineers and occupational
health physicians from the Austrian Workers' Compensation Board).
- In France, certain measures are implemented. These include an annual analysis of the
professional risk prevention professional program, the launch in 2010 of the personal support
managed by Rehalto (social rehabilitation, management of psychosocial risks) in 2010, which is
still underway in 2012, the creation of a “Relocation Committee” for the move to Kléber (decisions
taken on ergonomic issues etc.), sport club proposed at Kléber.
- In Russia, the company rents out a sports club for employees.
- In Spain, employees are offered an annual medical check-up (general medical examination and
occupational risk prevention).
(1) Due to the multiplicity of local laws on this subject, the information relating to occupational diseases is not available in 2012 for technical reasons.
(2) Number of occurrences in the course of work which leads to physical or mental harm and absence.
(3) It was not possible to calculate the frequency rate and the severity rate of accidents during this year within the hubs. SCOR therefore identified the number
of occupational accidents within the Group to provide rudimentary information on this subject.
3.3.4 Professional Training
The strategic objectives of this policy are:
• To have one consistent SCOR-wide Training approach to ensure career development
for all employees,
• To maintain and develop employees’ technical and transverse skills, thus contributing to
the Group’s performance,
• To apply a stringent process for analysing, controlling and monitoring SCOR’s strategic
needs ,
• To make the training policy a powerful means of developing and retaining staff while
adhering to local legal requirements
Indicator
“Grenelle 2”
Description of the
training policy
Building on this, in 2013 the training policy will form part of the "SCOR University" concept, which
will extend training to the international level and harness the synergies of existing training
schemes. The concept will be structured around 3 pillars: Business, Management & Leadership,
and Excellence.
36 014 training hours have been offered by the Group in 2012. 16,951 training hours (EUR
609,593, 1,987 interns) were offered in the hub of Paris, 4,723 training hours (EUR 181,718, 450
interns) were offered in the hub of Köln, 5,028 training hours (CHF 297,980, 633 interns) were
offered in the hub of Zurich, 3,411 hours in the hub of London (GBP 128,322, 174 interns), 1,086
training hours (SGD 77,949, 55 interns) were offered in the hub of Singapore, 4,815 training hours
(1 822 interns (*) ) were offered in the hub Americas.
In 2012, on average, approximately 17 hours of training were followed per employee. (**)
SCOR had 66 trainees as at 31 December 2012. (41 in France, 9 in Switzerland, 8 in Germany, 4
in the US, 1 in Canada, 3 in the United-Kingdom). The trainees’ working contracts differ according
to country and training objectives. All trainee programs aim to introduce the students to the world
of work, be it through internships during studies or vocational training courses for learning about
specific professions.
Number of training
hours
Description of the
training policy
(internship)
(*) For technical reasons, this figure does not include Montréal (Canada) and Latin America (Life division: Chili, Mexico, Brazil), 40 employees at the end of
December 2012. The total training cost is not available for the Americas hub.
(**) Calculated on the basis of employees as at 31 December 2012. This figure does not include Canada and Latin America (Life division: Chili, Mexico, Brazil),
hence it covers about 97% of the total headcounts.
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