Strasbourg crop firm sets 8-criterion job grid with pay floors

Strasbourg-based SAS Europe Crop United (ECU), a company with a customary workforce below eleven employeesLegifrance, has set its job classification by company accord signed on 19 March 2026Legifrance and effective 1 JanuaryLegifrance 2026 for an indefinite termLegifrance, concluded by company referendum under article L. 2232-21 du Code du travailLegifrance, which requires a two-thirds majority of staff for validity in companies of this size. The accord transposes the branch accord of 1 October 2019 on classification in the V branchesLegifrance and checks every employee's pay against the annual guaranteed remuneration (RAG) set by avenant n° 120 of 14 November 2013 of the V branches collective conventionLegifrance.

Classification rests on 8 graded criteria: knowledge and experience, complexity, latitude of action, technical responsibility, economic responsibility, safety and environment responsibility, human responsibility, and relations. Each job is scored criterion by criterion, weighted through a points grid from 30 points at degree 1 to 170 at degree 7Legifrance, then mapped through a transposition grid onto classes and echelons from 1.1 (240 to 263 points) up to 10.2 (1,251 to 1,360 points), spanning ouvriers et employés, TAM and cadres.

The accord maps four jobs at junior, confirmed and senior levelsLegifrance: commercialisation director as cadre 9.2 to 10.2 with RAG of 49,256 to 54,027 euros over 13 monthsLegifrance; sales manager from TAM 4.1 to cadre 9.2Legifrance with RAG of 30,275 to 49,256 euros; sales-administration manager from 3.1 to 6.1 with RAG of 27,198 to 36,514 euros; and billing assistant from 2.3 to 3.2 with RAG of 25,675 to 27,958 euros. Management and the CAC human-resources service weigh each job through census, description, three-level skill bands and point scoring, then place each employee at a level in the job held.

Any significant lasting change to a job or any new job is re-scored and can revise the grid; the company commits to recognising skills gained through training and internal mobility. The accord is to be filed on TéléAccords, lodged with the conseil de prud'hommes registry, given to every employee and published in the national database, and applies once the publicity formalities are complete.

Legal basis: ECU company accord of 19 March 2026 applying the V branches classification accord of 1 October 2019 and avenant n° 120 of 14 November 2013Legifrance, concluded under article L. 2232-21 du Code du travailLegifrance.