Work-life balance

The company considers its employees to be integral human beings and does not see them solely in their employment or professional capacity. Accordingly, it respects, protects and nurtures the rights of its workers, in particular regarding work-life balance, fostering flexibility of working hours, teleworking and high performance over a shorter working day, discouraging presentism and implementing clear and transparent processes of recruitment and internal promotion.

Rewarding our people

Our people are distinguished by their extraordinary professionalism and their personal rigour, and they must be fairly remunerated in accordance with their standards of quality, commitment and dedication. Nevertheless, ASG Homes considers that ultimately it should not only be wages that encourage its professionals in their constant efforts to provide excellent service and will find additional ways to reward its employees as integral persons.

The prestige of ASG Homes and the pride its staff should feel at belonging to this company will, accordingly, be one of the compass points for its management team.

Compensation

The Steering Committee, with the assistance of the Head and Compliance and Corporate Services, shall periodically review staff compensation to ensure that it is appropriate to the time and effort they expend to fulfil their duties.

The Head and Compliance and Corporate Services shall be responsible for recognizing and recommending induction to compensation and benefit programs for staff and close collaborators that are appropriate for a company of the complexity and size of ASG Homes

Ongoing training

The company will promote the ongoing training of its staff and collaborators in order to introduce in its procedures the most modern and efficient techniques within the sector, to generate and retain talent and to enhance the employability of its personnel, all as part of a vision of socially responsible business development.

Each member of the staff shall be entitled to attend any continuing education programs approved by the Head and Compliance and Corporate Services at the Company’s expense.

Orientation

ASG Homes has an induction program which is mandatory to all new personnel so that they may be fully informed as to their responsibilities, the means at their disposal for the effective discharge of such responsibilities, the values and commitments of the company, the rights that assist them and the procedures to enforce them.

New staff are introduced to their managers, other personnel, and representatives of the Company’s outside legal, accounting and other advisors as is appropriate to their task and position in order to them to be familiar with the resources available to them.

Work-life balance and non-discrimination

ASG Homes sees real equality in terms of sharing burden and opportunities between genders as a moral imperative. In this sphere it will foster progressive and forward-looking policies, not confining itself to complying with the Law but staying ahead of future changes.

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