On June 13, the 5th negotiation meeting on the subject of « Working time » took place. Let’s do a check in…
Cadres working time
Management maintains its proposal for cadres working time of 216 days per year.
For FO this proposal is not acceptable:
- Because the industrial situations of the Group’s companies are not all the same, this increase therefore has no operational justification.
- Cadres have demonstrated for many years that they know how to adapt their working time to their workload and to the planning of objectives and, if necessary, they know how to prioritize and not take their RTT to ensure their objectives.
FO claims that this individual choice be maintained and will in any case refuse the Management’s proposal to unilaterally increase the working time of cadres without acceptable compensation.
Annualized working time
Application of the annualized legal working time for all at 35 hours per week, i.e. 1,600 hours per year, plus 7 hours per year (solidarity day).
Implementation of a single « non-cadres forfait »
Management proposes to replace the 3 forfaits (packages) currently in force in the Airbus Group (37h00, 37h30, 38h00) with a single forfait at 37h00 (1,700 hours per year), i.e. 2 additional hours per week.
This forfait could be offered to all jobs that would justify it without reference to a level.
For FO, this proposal could be acceptable on condition of full integration into the salary of the differential for all those who had a higher forfait.
For FO, no employee will have to lose remuneration when this forfait is applied.
In addition, FO claims that a “forfait” level be defined in the new classification grid in order to protect those who are today at 335 pts and above.
For employees at lower levels, for whom this forfait would be offered, FO requires the implementation of dual volunteering.
Collective capitalization
Implementation of a Group collective capitalization grid for non-cadre staff on the production and non-production environments, 35-hour basis and 37-hour forfait:
- 0h a week i.e. 35h => 0 day of annual rest + 1 day (solidarity day) (only work-study students, minors, trainees)
- 1 hour a week, i.e. 36h => 5 annual rest days + 1 day (solidarity day)
- 1h30 a week, i.e. 36h30 => 8 days of annual rest + 1 day (solidarity day)
- 2 hours a week, i.e. 37h => 11 days of annual rest + 1 day (solidarity day)
- 2h30 a week or 37h30 => 14 days of annual rest + 1 day (solidarity day)
- 3 hours a week, i.e. 38h => 17 days of annual rest + 1 day (solidarity day)
- 3h30 a week, i.e. 38h30 => 20 days of annual rest + 1 day (solidarity day)
- 4 hours a week, i.e. 39h => 23 days of annual rest + 1 day (solidarity day)
For people under 37h forfait, you must add the 2 additional hours (35 + 2) in the left column to have the working time (ex: 1 hour per week i.e. 38h => 5 annual rest days + 1 day).
This possibility of collective capitalization was only accessible to employees on production schedules, whether they were covered by a « forfait » or not.
After having claimed it, FO obtains that all Group employees have the possibility of adhering to this Collective Capitalization grid.
Following our demand, the Management accepts that the week between Christmas and New Year’s Day remains a collective closure for all.
Management also proposes to keep 3 additional days in the hand of the employer, FO refuses this provision.
After lengthy discussions, FO obtained the inclusion in this grid of all the Group’s capitalization models, in particular those of Airbus Helicopters where employees could capitalize up to 23 days per year.
Each company will have to define the level of collective capitalization of annual rest. For FO, this will have to be done by company agreements.
Regarding the day of solidarity, FO demanded and obtained that Whit Monday remains a public holiday, non-working and paid.
The capitalization of this day on the year was the FO claim. Nevertheless, for FO the use of an existing RTT day remains a problem.
Dressing/undressing time
After having proposed a fixed price of 40€ per month, the new proposal from the Management is 50€.
For FO this proposal is not acceptable. FO claims that Management’s proposals are made with the aim of creating a harmonized model within the Group but do not destroy acquired rights. For FO this dressing package must be compensated in time!
Schedule flexibility
Management wishes to define three models concerning this entry/exit flexibility:
- One for production environments in alternating hours, flexibility 10 mn
- One for daytime production environments, flexibility supervised by the manager
- One for non-production environments, flexibility based on trust relationship.
For FO, this subject of flexibility is particularly important for the organization of work as well as for the balance between personal life and professional life.
If it is necessary to make a difference between work organized in teams and that managed by individuals, FO claims that this organization is up to the company and the managers.
FO refuses that a predefined flexibility time can be a constraint for employees, as for organizations.
Excess hours management
In the context of annualisation, the hours worked beyond the normal working time are qualified as excess hours.
Management recalls that these excess hours:
- Are carried out at the request of the manager
- And that they are compulsory
Management proposes that these hours may:
- Be collected within the year
- Be paid without increase as they are performed.
Following the mandatory annualization report within the framework of annualized working time, the hours not recovered will be increased if the annual working time (1607h) is exceeded:
- 25% beyond 1607 hours
- 50% beyond 1972 hours
For FO, this question of managing excess / overtime hours is particularly important. Indeed, the employees who today work these overtime hours are very attached to the monthly payment of their increase where this practice exists.
For FO, this possibility must be maintained except to introduce a better-priced device, for example a payment at the beginning of the year.
Here are the Management proposals regarding working time not assimilated to actual work for the counting of overtime:
- Dressing / undressing time
- On-call time
- Sickness absence, maternity, paternity, adoption, accident at work
- Paid vacation
- Training time excluding working time
- Paid break time
- Days off for family events
- Additional leave related to Group collective agreements
The issue of Effective Working Time is just as important for the qualification of excess hours as overtime.
FO will not accept Management’s proposal, which would make it almost impossible to recognize overtime.
For FO, should only be considered outside Effective Working for the count of overtime:
- Dressing / undressing time
- On-call time excluding interventions
- Paid vacation
- Training time excluding working time
FO claims that all other events are considered as effective working time.
FO considerations
This negotiation is particularly technical and it is quite possible that you will find yourself lost in the middle of this mass of information to integrate.
On this subject, as on the other RELOAD subjects, we have chosen heavy communication so as not to remain in slogans, to give you in complete transparency the progress of these negotiations.
Your elected FO representatives are there to support you in this understanding and to discuss with you. Do not hesitate to ask them, to call on their support.
Our bargaining team is seasoned in these technical matters as well as the legal rules and how to conduct these collective negotiations. It can also count on the expertise of our FO Metallurgy Federation if necessary.
Through dialogue, claims, this team chooses to work on the construction of a set of rights that will protect your achievements and will propose for the future a harmonized social status, more attractive, for modern, simpler.
This negotiation will end at the end of 2023, so it gives us time to discuss with you and bring forward your collective demands.
Once again, you can trust your FO representatives.
As you have seen on reading, there are still many subjects to defend, to develop.
FO, your Working Time, your work/life balance