Journalier électrique

Orezone engages in the development of the community through a scholarshipprogram offered to education.The company offers children of employees who are pursuing post-secondaryscholarships.Recognizing the importance of supporting the development of future, thescholarship program of Orezone Québec inc supports trainees from vocationalsecondary school, college and university scholarships to complete theirtraining to those who perform an internship in one of company sites.Finally, Orezone supports various levels of school boards, CEGEPs anduniversities offering these educational institutions of scholarship dedicatedto their students.

Orezone offers its employees a group insurance fully competitive in its industry. The insurance includes: - Life insurance for the employee and his immediate family; - Additional Optional Life Insurance for employee and spouse; - Medical insurance developed; - A salary insurance financially supporting the employee at times when it can not receive pay during medical absence.

An important value of the company is developing the skills of its employees. To support this value, the company operates at two levels: at work and outside work. The training manual provides skills development directly related to the need of the employee and the duties he must perform. The company assumes all the costs associated with such training. The company supports employees who wish to add skills relevant to it. Tuition fees will be refunded to the employee on approved training.

At Orezone, we recognize the importance of employee contribution to company performance. A program of quarterly bonuses linked to performance was introduced in 2005 and is offered to staff. For staff of production, a production bonus is offered.

Orezone offers its employees a contributory program that meets the changingneeds of the latter. A percentage of the employee's salary is determined for the entire program. It is the employee who decides where he wants to apply its contribution and the employer contribution. Upon entering the labor market, the company offers the employee can repay the loan faster studies contributing the same percentage of the employee's salary used to repay their student loans. With the help of the employer, the employee repays its debt faster study. For an employee who is at the stage of the construction of his family, the companycan contribute the same percentage of salary of an employee who it decides toimplement this program. Finally, the employee has access to a Registered Retirement Savings Plan for which the employer contributes the same percentage of salary. The employee may decide to divide his salary contribution in one or more programs.

At Orezone - Casa Bérardi, each site has its social club which allows the realization of activities outside work so that employees can build bridges between them. Whether during a winter activity, a family party or a 5 to 7, every occasion establishes a relationship between our employees and allows them to know themselves better. The social club is supported by the company and is composed of members from employees.

Orezone offers a holiday program very competitive in the labor market. Afterthe first year of employment, the employee (staff category) gets 3 weeks vacation. For the hourly employees, refer in the conditions of the textbook of the employee.

In order to recognize employee participation in company growth, Orezone has adopted a program of recognition under 1 year, 5 years and 10 years of continuous employment. The company presents an award to the employee by level of employment in years.