France Telecom signs two agreements within the framework of its negotiations on work-related stress in France
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Paris, March 08, 2010
On 5 March 2010, France Telecom signed an agreement entitled Perspectives – Employment and Skills – Professional Development – Mobility (which concerns its employees in France) with the CFDT, the CFTC and the CGT labour unions, which secured 55.6 % of the votes cast in the last professional elections.
On 5 March 2010, France Telecom also signed the first agreement aimed at ensuring a work-life balance for its employees in France with the CFE-CGC, the CFTC and the CGT, which secured 43.6 % of the votes cast in the last professional elections.
The new principles set out in the Perspectives – Employment and Skills – Professional Development – Mobility agreement will be taken as the minimum basis in the next national and local negotiations and notably in the Forward-looking Employment and Skills Management Programme (GPEC in French) negotiations that open in mid April 2010. This agreement is based on decisions that mark a real change in the way the Group operates in france, therefore:
Where possible, staff mobility will be on a voluntary basis. Geographic mobility will only be imposed on employees in exceptional circumstances; functional mobility will only be imposed on employees as a result of the foreseeable loss of occupational categories within the company (e.g. due to technological developments).
Employees with less than 3 years to go before retirement will be entitled to a guarantee of stability.
The company agrees to discuss the economic aspects of restructuring projects with staff representatives; psycho-social risks will be systematically taken into account. Alternative projects put forward by the labour unions will be taken into consideration.
Past and future changes made to jobs and their geographic location will be discussed with local and national staff representatives.
Every two years, each employee will attend a professional development interview to discuss their career path to date as well as future professional development projects.
Where a site or department closes, each employee will be offered three jobs at the equivalent level, two of which must be in the same catchment area.
Further to these key principles, the company agrees to promote diversity in the jobs and activities in its employee catchment areas. It will also give visibility to employees’ needs and skills to develop a real sense of participating in the Group's strategy. Staff training will be central, allowing employees to facilitate their professional cursus within the company. Local negotiations with labour unions will take place as often as necessary.
The 1st “work-life balance” agreement enables the company to implement immediate measures and launch trials across France; the results of which will be used to draw up policies and action plans. This new approach is characterised by strong commitments:
Managers will be given a certain amount of autonomy, allowing them to take into account the personal situations of employees and adjust their working hours where necessary.
Where possible, meetings should only take place between 8 a.m. and 6 p.m. Using the message service in the evening and at weekends is not encouraged in order to not to encroach on employees’ private lives.
Two trials will be carried out in call centres with a view to accommodating employees’ requests in terms of working hours, while respecting the company’s business hours.
Measures will be put in place in order to respond favourably to employees’ requests to work on a part-time basis.
As an initial measure, France Telecom will contribute to the funding of two inter-company crèches in Bordeaux and Lyon.
Employees participating in humanitarian aid operations will benefit from the same rights as employees on parental leave.
These two agreements, which are immediately applicable in France, are an important step in the process and will enable local negotiations to build on solid foundations. Negotiations will continue on the remaining things and will benefit from the dynamism created by today’s agreements.
On 5 March 2010, France Telecom signed an agreement entitled Perspectives – Employment and Skills – Professional Development – Mobility (which concerns its employees in France) with the CFDT, the CFTC and the CGT labour unions, which secured 55.6 % of the votes cast in the last professional elections. On 5 March 2010, France Telecom also signed the first agreement aimed at ensuring a work-life balance for its employees in France with the CFE-CGC, the CFTC and the CGT, which secured 43.6 % of the votes cast in the last professional elections.The new principles set out in the Perspectives – Employment and Skills – Professional Development – Mobility agreement will be taken as the minimum basis in the next national and local negotiations and notably in the Forward-looking Employment and Skills Management Programme (GPEC in French) negotiations that open in mid April 2010. This agreement is based on decisions that mark a real change in the way the Group operates in france, therefore:
Where possible, staff mobility will be on a voluntary basis. Geographic mobility will only be imposed on employees in exceptional circumstances; functional mobility will only be imposed on employees as a result of the foreseeable loss of occupational categories within the company (e.g. due to technological developments). Employees with less than 3 years to go before retirement will be entitled to a guarantee of stability. The company agrees to discuss the economic aspects of restructuring projects with staff representatives; psycho-social risks will be systematically taken into account. Alternative projects put forward by the labour unions will be taken into consideration. Past and future changes made to jobs and their geographic location will be discussed with local and national staff representatives. Every two years, each employee will attend a professional development interview to discuss their career path to date as well as future professional development projects. Where a site or department closes, each employee will be offered three jobs at the equivalent level, two of which must be in the same catchment area.Further to these key principles, the company agrees to promote diversity in the jobs and activities in its employee catchment areas. It will also give visibility to employees’ needs and skills to develop a real sense of participating in the Group's strategy. Staff training will be central, allowing employees to facilitate their professional cursus within the company. Local negotiations with labour unions will take place as often as necessary.
The 1st “work-life balance” agreement enables the company to implement immediate measures and launch trials across France; the results of which will be used to draw up policies and action plans. This new approach is characterised by strong commitments:
Managers will be given a certain amount of autonomy, allowing them to take into account the personal situations of employees and adjust their working hours where necessary. Where possible, meetings should only take place between 8 a.m. and 6 p.m. Using the message service in the evening and at weekends is not encouraged in order to not to encroach on employees’ private lives.Two trials will be carried out in call centres with a view to accommodating employees’ requests in terms of working hours, while respecting the company’s business hours.Measures will be put in place in order to respond favourably to employees’ requests to work on a part-time basis.As an initial measure, France Telecom will contribute to the funding of two inter-company crèches in Bordeaux and Lyon.Employees participating in humanitarian aid operations will benefit from the same rights as employees on parental leave.These two agreements, which are immediately applicable in France, are an important step in the process and will enable local negotiations to build on solid foundations. Negotiations will continue on the remaining things and will benefit from the dynamism created by today’s agreements.
press contacts
01 44 44 93 93
Jean-Bernard Orsoni jeanbernard.orsoni@orange-ftgroup.com
Sebastien Audra sebastien.audra@orange-ftgroup.com
Jean-Bernard Orsoni jeanbernard.orsoni@orange-ftgroup.com
Sebastien Audra sebastien.audra@orange-ftgroup.com
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