We adopt eligibility criteria to grant benefits and regularly participate in surveys to compare market practices. C&A’s benefits granted to spouses are also extended to same-sex partners. This policy was adopted in 2011, prior to becoming a federal law in Brazil.
The Company offers healthcare plans with co-participation for all employees, which can be extended their dependents. Other benefits offered to employees and their dependents include dental plans, discount on C&A products, pharmacy benefits deductible on payroll, partnerships for exclusive discounts on several categories – more than 700 accredited establishments in over 4,000 points of sales across Brazil.
With the COVID-19 pandemic officially announced in March 2020, C&A launched a telemedicine platform called Dr. Aon in order to ensure the safety and health of its employees. It is focused on answering questions about the symptoms and preventive measures of the new coronavirus and providing free first care for employees and their dependents. The service is available 24/7 and is provided by physicians and nurses. In addition, the Amigo (Friend) Program has been offered to employees since April 2020. We provide complimentary psychological assistance and legal and financial advice via telephone during social isolation.
For each store opening or reopening amid this pandemic, C&A has strictly followed all health protocols issued by local and international bodies, always focusing on the health and the well-being of employees and customers. All measures taken by the Company can be accessed here
We have the Moda é Viver Bem (Fashion is To Live Well) Program that gathers all our internal quality of life and health promotion initiatives, as well as an app where all employees can always access information about their benefit packages, facilities, health and well-being campaigns, bulletins and the actions taken throughout the year.
The employees’ compensation package was improved in 2012, when we restructured the Company’s positions and started to monitor how competitive salaries were through market analysis. To set compensation, we adopted a pay range methodology for each hierarchical level within the Company, which is annually assessed in comparison with the market’s.
Promotion and merit-based pay raises, for example, delimit the Company’s salary differences, with no pay distinction based on gender or race.
Regarding full-time employees, the lowest wage paid by C&A at the end of 2017 was 2.5% higher than the minimum required by the legislation. Employees hired through the Jovem Aprendiz (Young Apprentice) program earn salaries that are proportional to their working hours.
Eligible employees can also voluntarily contribute to a private pension plan, to which C&A contributes the same amount.
C&A’s maternity leave lasts 120 days, in line with the Brazilian legislation, and the employee can request vacation time at the end of the period. This policy also applies for adoption leave.
We have a policy on working hours at C&A. According to this policy, working hours can change across C&A units based on collective bargaining agreement or the business needs, without prejudice to the employees’ well-being and the legislation. Working hours are regulated by the Federal Constitution and expressed through the Consolidation of Labor Laws (CLT), which defines a maximum working limit of 8 hours per day or 44 hours per week, not considering periods for rest and meal breaks. The minimum mandatory interval between a work day and the other is 11 consecutive hours of rest.
All employees sign the C&A’s Code of Ethics upon joining the Company, which guarantees freedom of association, and they are all covered by collective bargaining agreements.
Employees and suppliers can directly contact the Canal Aberto (Fairness Channel) (email@example.com) to report any unethical conduct or non-compliance with the Company’s Code of Ethics.
For more information, please refer to our Sustainability Reports here
To engage our associates in sustainability, we have been holding the Sustainability Week every June since 2018, when the World Environment Day is celebrated. We promote communication and engagement initiatives, and in 2019, for example, we held an internal engagement campaign, especially at the headquarters that featured T-shirt customization workshops, purposeful fashion workshops led by fashion stylist Vivi Cardinalli, a sustainable products fair, internal sustainability exhibits, which were also held in the distribution centers, in addition to notices and quizzes. We also hold sales team meetings before the beginning of the work day to communicate important information.
We also held an edition of the Gaveta (Drawer) Project for the headquarter associates. It is an initiative developed by sustainable fashion influencers Raquel Vitti Lino and Giovanna Nader, in Brazil, that promotes the exchange of clothes, shoes and accessories among the program’s participants in order to reinforce conscious consumption and encourage circular fashion. Our associates deeply engaged in the event and exchanged over 600 pieces of clothing and accessories.
In 2020, the Sustainability Week evolved into the Sustainability Month and was fully adjusted to the digital world, featuring internal instructional and engagement initiatives. Among which, employees were challenged to share their daily actions to take care of the planet. We also held an internal live streaming event with the motto “Is sustainability the new normal?” to discuss the topic’s relevance for the future and what is the consumers’ viewpoint on it.
C&A em Casa
In March 2020, we launched C&A at Home
, an Instagram initiative to invite professionals to give classes and talk online about fashion, dance, cooking and small repairs on clothes. The videos are available on the C&A's IGTV on Instagram.