Prevoyance Legal Et General

For Olivier Potellet, Chairman and CEO of Gresham, “The Apicil Group will enable us to consolidate our growth and continue our efforts to meet the expectations of active clients in terms of follow-up, support and quality of advice.” This name, chosen in honour of Sir Thomas Gresham and the company of the same name acquired by Legal & General Group, is rejected in Gresham Private Banking for asset savings activities and Gresham Group Insurance for health, pensions and retirement. Philippe Barret, Chief Executive Officer of the Apicil Group: “After the acquisition of Skandia last year, this transaction is an important step for the Group as it will bring life and health premiums to more than €2 billion and assets under management to €13 billion in 2016. » In practice: What are the expected sources? How do I add my sources? Log in or register (free and only takes a few minutes) to participate in this question. Is the implementation of a pension contract always mandatory in a company? No, group pension insurance is not always mandatory. Only certain employers are obliged to put in place: those who are concerned by a law that makes it mandatory. It is therefore up to each company to check the texts on which it depends, namely: Géraldine Bruguière-Fontenille | 16/02/2016 at 17h16 The purpose of occupational health insurance is to supplement the benefits provided by compulsory insurance in the event of a reminder of the risks related to the person, that is to say: the company concerned by a legal act or which chooses to offer supplementary insurance coverage to its employees must find the “right” collective retirement contract. It should be noted that the company that is obliged to draw up such a plan is free to choose the insurer / organization. Many organizations offer their mandatory pension contracts to all types of businesses. Guarantees, prices and conditions vary greatly from one formula and from one insurer to another: it will then be necessary to obtain a maximum of offers in order to compete. If the enterprise is required to set up a group pension plan under a sectoral agreement or a collective agreement, it must comply with the terms and conditions of application set out in the document and the degree of participation in the mandatory pension contribution defined by it. Conversely, a person who establishes such a plan on his own initiative determines the amount of his contribution to his employees. The situation is different with the collective retirement plan for executives, which is mandatory for any company that employs employees with this status.

The employer must pay the so-called “1.50% employer”. This is the contribution rate for the compulsory framework pension. In concrete terms, the contribution to be paid by the company can amount to up to 1.50% of the salary of the Management Board, in the remuneration category below the annual social security ceiling (41,136 euros in 2022). These are the main guarantees of collective pension provision, which are similar to those of individual contracts. It should be noted that some contracts include others, either automatically or as an option (education pension in the event of the employee`s death, capital to finance the funeral, etc.). The choice of supplementary pension guarantees, whether by the law establishing the system or by the company itself, must take into account the particular risks borne by workers. For example, it is obvious that a truck driver or driver is not exposed to the same risks on a daily basis as an employee of a communications agency. Are there other cases where the introduction of a group pension plan is mandatory? Yes, if the structure employs management or similar staff. The latter must be covered at least by a death insurance (based on an agreement dating back more than 60 years). Retirement provision for senior managers will continue to be mandatory in 2022. The company must therefore take out mandatory death insurance on their behalf.

Of course, nothing prevents him from extending coverage to other risks related to the person. This principle stems from the 1947 National Leadership Convention and applies to executives and peers as well as to some boards of directors. Companies covered by a branch agreement or a national collective agreement are often companies employing workers in high-risk sectors. Since the purpose of a pension plan is to provide benefits to an employee in the event of an accident, it makes sense for workers exposed to particular risks to have such protection. Retirement provision, for example, is not compulsory in the public sector. By way of illustration, for local authorities (departments, regions, etc.), Decree 2011-1474 of November 2011 sets the rules. Either the municipality contributes to the supplementary health/pension contributions of its employees, or it sets up a collective pension scheme with an insurance institution itself. Conversely, the Syntec collective agreement provides for retirement provision for companies such as technical design offices, design offices, etc. Similarly, collective pension provision is mandatory for many companies in the road transport, construction and metallurgical sector. Is group pension provision compulsory for all employees? Only for some. It all depends on how the supplementary pension is implemented in the company, i.e.

whether it has been obliged to do so by a branch contract or a collective agreement or not. If this is the case, group pension provision will be compulsory for all employee colleges mentioned in the law. If the company has set up the scheme on its own initiative by unilateral decision, a distinction is made according to the date of recruitment of the employees: the obligation of some employers to conclude a pension contract is not limited to the mere establishment of such a scheme: the sectoral or collective agreement generally provides for a minimum level of guarantees to be provided by the workers concerned. With assets under management of around €1300 billion at the end of 2014, it is one of Europe`s leading players in savings management.