Vittia Annual Report 2022
VITTIA
Compensation and benefits
GRI 2-20
In terms of loyalty, with regard to
compensation, we adopt salary practices that
are compatible with the market and the sector
in which we operate.
We carry out salary research, which allows us to
have a view of the market and a benchmark of the
salary practices of companies in the agro sector.
Our People/Human Resources Management
Area is responsible for maintaining and
updating the salary table, which, under the
terms of our Remuneration Policy, is a
document that indicates salary groups and
ranges, with each salary range corresponding
to a salary group and is designed according to
salary surveys and annual collective
agreements. In addition, the Area is also
responsible for the individual and formal
performance assessment schedule of the
Company's employees, to be followed by the
Board of Directors, as well as for preparing and
reviewing the Remuneration Policy.
Salary increases can be granted on an annual
basis, as well as bonuses for spontaneous
merits that aim to demonstrate recognition of
the performance of our employees.
In terms of variable compensation, we have a
Profit-Sharing Program (PLR), with defined
premises that cover all employees. We also
have a specific Profit-Sharing Program, which
includes our sales force and our coordinators,
managers, and directors.
With regard to benefits, our employees have
all the benefits provided for in the Collective
Bargaining Agreements signed with the
category's unions. In addition to these, we also
offer spontaneous benefits:
► Medical assistance (health plan)
➤ Dental assistance
► Food allowance
Transport allowance
▸ Expense allowance
► Life insurance
► Private pension
Annual Report 2022
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