1. Presentation of the Site :
In accordance with the provisions of Articles 6-III and 19 of Law No. 2004-575 of June 21, 2004 for Confidence in the Digital Economy, known as L.C.E.N., we bring to the attention of users and visitors to the Site: https://lafoliedoucehotels.com the following information:
Publisher information :
Company name: FDH Chamonix, SAS
Head office address: 191 avenue du Savoy 74400 Chamonix-Mont-Blanc
Postal address: 823 allée Recteur Payot, 74000 Chamonix-Mont-Blanc
Capital of : 155.662,39 €
SIRET : 82023401100022
R.C.S : Annecy
Intracommunity VAT number: FR31 820 234 011
N° Licence entrepreneur du spectacle : L-D-19-226
Tel: 04.50.55.10.00
The person in charge of publication is: Antoine Morel
Contact the publication manager: info@foliedoucehotels.com
Hosting information :
Company name: OVH, SAS.
Address: 2 rue Kellermann 59100 Roubaix
Capital: : 10.069.020 €
SIRET : 42476141900045
R.C.S: Lille Métropole
Contact the host: support@ovh.com/+33(0)8 203 203 63
2. Access to and Use of the Site :
For access to and use of the Site, we invite you to consult the General Conditions of Use available here.
3. Cookies :
To facilitate navigation on the Site, cookies may be used. For more information on the use of cookies on the Site, we invite you to consult our policy accessible here.
4. Protection and management of personal data :
For more information on our policy regarding the protection of our customers' personal data, we invite you to consult our policy accessible here.
5. Gender equality index :
In accordance with the Avenir law and decree no. 2019-15 of January 8, 2019, we publish the gender equality index for Folie Douce Hotels Chamonix.
This index is calculated according to 4 indicators. The scores obtained for each indicator are then used to calculate the total index score out of 100 points, in accordance with legal requirements.
The 4 measurement indicators and the points obtained for 2024 are as follows:
- pay gap between women and men, for comparable jobs and ages: 19/40
- gap in individual increases: 35/35
- percentage of employees receiving a raise after returning from maternity leave: 15/15
- number of employees of the under-represented sex among the 10 highest earners: 5/10.
We are pleased to announce that Folie Douce Hotels Chamonix has achieved a rating of 74/100 on March 1, 2025.
Methodological details: The reference period is from January 1, 2024 to December 31, 2024.
The company's workforce is broken down into the following socio-professional categories: employees, technicians and supervisors, managers. Individual characteristics (age, job category) are assessed on the last day of the reference period, or the last day of presence of the employee in the company.
In accordance with the decree, the following are not included in the index calculation
- Apprentices, professionalization contracts,
- Employees made available by an external company, including temporary workers where applicable,
- Employees whose contract is suspended for more than 6 months during the reference period.
In view of the results obtained, corrective measures and progress targets have been defined in 3 areas. The aim is to maintain a logic of action in order to concentrate our efforts and obtain results as quickly as possible on the indicators that are lacking.
These 3 areas are :
- Hiring,
- Training,
- Effective remuneration.
Each of them is described in detail below.
On Hiring
Measures
The company will ensure that job offers are addressed equally to men and women, whatever the position. Anyone interested may apply.
To this end, the wording "(M/F)" is systematically specified on all job offers, visuals and other media used for recruitment, in order to ensure the neutrality of job offers.
In addition, job offers will never mention the gender of the candidate sought.
The company will raise awareness among internal and external recruiters of the importance of promoting parity between men and women, whenever possible.
To this end, the company will remind and sensitize all those in charge of recruitment not to ask questions about private life. Only questions directly related to the job are allowed.
By the same token, the decision as to whether or not to recruit a candidate should be based solely on the candidate's professional aptitude for the proposed position. Those in charge of recruitment must base their decision on objective, not subjective, factors.
Objectives
- Maintain parity within the company between men and women.
- Ensuring that the jobs on offer are attractive, without discrimination between men and women.
- Use objective criteria based solely on the professional aptitudes of candidates for the position.
On training
Measures
The company is committed to guaranteeing equal access to training for men and women.
Employment contracts do not contain any clause reserving access to training for a particular category of employee on the basis of gender. All categories of employees have access to all training courses organized by the company.
As far as possible, however, the company will take into account the constraints of personal and family life, which may make it difficult for employees to attend training courses that require them to be away from home for one or more days.
To this end, the company will give preference to training courses organized on the company premises, during normal working hours. If it is not possible to organize on-site training, the company will ensure that training can be accessed remotely, so as not to prevent people who cannot travel for several days from being able to take part.
These measures will take account of employees' personal lives, to guarantee equal access to training for all company employees.
The company is committed to ensuring equal access to training for part-time employees. To this end, schedules will be adapted as necessary to enable part-time employees to take part in training courses. Where necessary, training courses will be adapted, broken down or organized by videoconference with the possibility of replay, so that part-time employees can take part and receive the full training.
What's more, the company is committed to ensuring the same rights in terms of career development and access to positions of responsibility. In fact, evaluation and development criteria are based solely on professional skills, without any distinction as to gender.
In this sense, training and measures to ensure equal access to training must guarantee the same chances of access to professional development.
Objectives
- Guarantee equal access for men and women to vocational training.
- Maintain conditions of versatility to enable women and men to access as many positions as possible, and in particular qualifying positions following training.
- Supporting the return to work of employees who have taken maternity, adoption or parental leave on a full-time or part-time basis.
- Take into account the constraints of private life that may hinder access to training for women and men.
- Ensuring equal internal access to career development, particularly for positions of responsibility.
On effective remuneration
Measures
The company undertakes to guarantee an equivalent level of pay for men and women on recruitment, based solely on the level of training, experience and skills required for the position.
To this end, FDH CHAMONIX has introduced a salary scale. This grid classifies all positions within the company, with three levels per position. Each level is assigned a grade, a step and a corresponding gross monthly salary.
The definition of these levels is based on the criteria established by the collective agreement for classifying positions, namely :
- Ability and technique
- Training and qualifications
- Autonomy
- Management
These four criteria are used to define the level to which the employee should be assigned. Gender or any other personal criteria are not taken into account. Only technical and professional skills and aptitudes are taken into consideration and must be assessed.
Under these conditions, the company undertakes to adhere strictly to the grid and to the allocation of levels solely and exclusively on the basis of defined professional criteria.
The same applies to career development and pay rise policies. The pay scale is used under the same conditions. Each employee is assessed in the same way when it comes to career development and, consequently, to changes in remuneration.
What's more, when it comes to salary increase policy, the only criteria taken into account are the individual's skills, professional experience, performance and professional qualities. This policy is therefore based on objective, professional criteria: each employee will be assessed in the same way, with no other factors taken into account.
In order to ensure compliance with these various means of classification, evaluation and therefore remuneration, the company undertakes to check regularly that no unjustified discrepancies in classification or remuneration exist. In the absence of such verification, the necessary modifications and adjustments will be made.
Finally, target-based bonuses are defined and awarded for certain positions.
In this respect, the company undertakes to :
- Allocate and define these bonuses for identified positions, regardless of the gender of the employee occupying the position;
- Evaluate the achievement of defined objectives objectively and solely on the basis of the work carried out and the results observed. No personal criteria will be taken into account in this evaluation.
Objectives
- Guarantee equal pay for women and men with the same level of responsibility, training, qualifications and professional skills.
- Guarantee equality between women and men in the assessment of their skills and the allocation of their remuneration.
- Guarantee the allocation of bonuses based on objective criteria.
- Evaluate the achievement of defined objectives using criteria based solely on work done and results obtained.