RELOAD: Opinions and reservations on Holidays and Working Time

Sep 6, 2022 | Breaking News | 0 commentaires

Meeting in coordination on September 1, 2022, all the FO unions of the Airbus Group analyzed the texts placed in reserve of the « Holidays » and « Working time » agreements, in accordance with the method agreement on RELOAD negotiation.

At the end of a first year of consultations and negotiations, the Airbus Group FO Coordination, representing all of its unions, members, elected officials and delegates, met to take stock of the interim results and formulate its expectations and reservations on these two major themes of the RELOAD project.

For FO, this « in globo » negotiation will make it possible to reconsider these subjects, which in a transversal way impact others and for which the opening of negotiations will take place in the second half of the year (atypical hours, remuneration, TSA, end of career, etc.).

If the RELOAD project aims for simplification and harmonization, it must above all promote trust, autonomy and responsibility. But also and above all to strengthen the attractiveness of our Group vis-à-vis the younger generations, at a time when our aeronautics industry is particularly attacked by flight-bashing.

Obviously, Airbus will strengthen its attractiveness through technological developments that will allow us to offer more ecologically virtuous means of transport desired by all, but also, without a shadow of a doubt, through a social status resolutely oriented towards Social Dialogue, more modern and in line with the expectations of all generations.

For FO, attractiveness means attracting new generations and retaining today’s employees, whether they are Blue Collars, Technicians or Cadres.

These necessary transformations must be done while respecting all the rights acquired by those who have made Airbus successful, those who continue today, both young and old.

FO is part of the search for a fair balance between the preservation of the economic, industrial and social interests of the company and the physical and moral integrity of the employees, a guarantee of collective performance and attractiveness in our various entities.

HOLIDAYS

On this topic, FO will have made demands and obtained particularly significant progress:

  • 6th week of paid vacation for all upon hiring with the possibility of taking ½ days.
  • 12 days a year for “family reasons” for everyone.
  • 1 additional week for paternity, maternity and adoption leave paid at 100%.
  • Guarantee of the use of the value of rights substituted for age leave to fuel negotiations on the end of career.

These advances will undoubtedly contribute to the attractiveness of our group, and above all they will be made by guaranteeing the rights acquired by the integration in the salary of those who had obtained more than 5 days of additional leave.

FO considers essential the right to rest for all and the effective taking of the minimum 5 weeks of legal leave per year.

For FO, there are still a number of demands on this text:

  • Maintaining the recovery of a public holiday falling on a non-working day (Saturday) but preceded or framed by paid holidays.
  • Possibility of taking legal paid leave by half-days.
  • Guarantee of 100% integration of the value of rights acquired for more than 5 days in the remuneration, including all elements of remuneration.
  • Maintain or increase to 5 days of leave for employees with disabilities.
  • Increase to 15 days of leave for family reasons with the possibility of taking ½ days.
  • Increase to 2 additional weeks maternity, paternity, childcare or adoption leave.
  • Reconsider the concept of effective working time for the calculation of leave entitlements.
  • Guarantee in the upcoming negotiation on the TSA the possibility of capitalizing the 6th week days or JRTT.
  • Asks that the rules for acquiring, taking and planning the 6th week not be the same as those for the 5 weeks of legal paid leave.
  • Requests that the information/consultation relating to the organizational arrangements for taking leave take place at the end of year N-1.

 

WORKING TIME

On the subject of working hours, FO has never subscribed to the principle of « working more to earn more ».
It is clear that the diversity in the management of working hours according to the entities does not currently offer a single and completely harmonized rule for the entire Group.

For FO, the principle of annualization, if it corresponds to a reality of industrial, social or economic organization, cannot be done to the detriment of the flexibility in force as regards its management. If there is a clear desire to abandon the debit-credit system, this should in no way prevent the flexibility expected by employees, whether on variable entry and exit times or the traceability of schedules. workforce (declarative, clocking in, etc.).

The individual statement must clearly distinguish excess and overtime hours.
The payment of the latter being made to date monthly where the working time is not annualized, this subject will have to be treated with more precisions in the block « remuneration ».

Concerning the « forfait jours » (fixed day rate), the threshold of 214 days should be considered as the upper benchmark. The increase to 218 days as proposed by Management must remain an individual choice and paid accordingly (with an uplift).
For FO, this collective increase in working time to 214 days should result in an increase in performance bonuses which will be discussed in the « remuneration » agreement.

FO reminds that particular attention to the organization and the amplitudes of work must be an integral part of the periodic interviews between the parties concerned.
For FO, this subject should be addressed in QVT (Quality of Life at Work – « Qualité de Vie au Travail ») negotiations.

For FO, any specific provision or other atypical work arrangements will have to give rise to company negotiations.

On this topic, FO will have made demands and obtained particularly significant progress:

  • Implementation and/or harmonization of dressing/undressing bonuses or consideration as EWT (Effective Working Time) 15 minutes per day.
  • Taking into account of illness and accident at work as EWT in the count of overtime.
  • No proration of JRTTs in the event of illness or work accident.
  • Harmonization of working hours, which will facilitate mobility at Group level
  • The weekly overtime package will be systematically offered to employees positioned on E9 and E10 jobs.

For FO, there are still a number of demands on this text:

  • Payment or recovery of excess hours (possibly in hours) at the choice of the employee
  • Allocation of a flat-rate bonus for overtime upon implementation of annualized working time.
  • Payment of the overtime increase by the end of January of year N+1 at the latest.
  • Compensatory rest from the 175th additional hour.
  • RTT: possibility of taking in ½ days and placement on the TSA
  • Use of the rounding up method for the capitalization of the JRTT of hourly employees for all plots.
  • Increase in bonuses and compensation in the Remuneration Agreement, if the change to 214 days for cadres.
  • Application of the 10% uplift from the 215th day and beyond for each additional day. This increase in working time must be strictly chosen by the employee.
  • Request that employees on a normal day, even if they are part of the so-called “Production” environment, can capitalize on the same plot as “Non-Production” employees.
  • Choice of the positioning of the solidarity day by agreement in each entity.
  • 6 JRTT maximum in the hand of the employer and positioned in priority on week 52.
  • Allocation of all the benefits of the « forfait jours » to non-cadre employees to whom this status will be offered.
  • Assimilation to EWT for the count of overtime for all leave defined in article 2 of the « leave » Agreement.
  • Consideration as EWT for the calculation of the working time of leave for family reasons and for seriously ill children.
  • Clarification of the definition of the EWT for the rights to leave, for remuneration and for the counting of overtime.
  • Guarantee of maintaining the practice of break times in all divisions.
  • Requests that all specific provisions related to the organization of work or the organization of atypical work go through negotiation.
  • Request for the application of the fixed rule for the definition of the calculation of the RTT.
  • Asks that the exceptional circumstances are “cases of force majeure” and that this gives rise to negotiations.
  • Maintenance of the rules of flexibility of entry and exit times existing to date in establishments, despite the end of debit-credit meters.

FO reaffirms that RELOAD should not be a savings plan but the writing of a common status for the 55,000 employees of the Group.

This new status will have to be assessed from a global point of view. It should improve the status of young people and guarantee the acquired rights of current employees.

This is FO‘s red line in this overall negotiation.

RELOAD should allow us to engage effectively in the technological transformation of our Group in order to be the first to meet carbon-free air transport.

This subject is obviously the almost exclusive guarantee of the sustainability of our jobs.

RELOAD will have to allow the growth of our workloads in all the French entities, workloads which will imperatively have to be transformed into recruitments for the younger generations.

If for the non-cadre populations there is no increase in working hours, this is not the case for the cadres’ population and even if FO will have limited the passage from 216 to 214 days worked, this increase in working time, to be acceptable, will have to guarantee compensation as well as recruitment commitments.

In all cases, 214 days must be considered as the high value of working time for these categories of personnel.

FO considers, with regard to the progress of the negotiations, that the social base negotiated by FO, and on which we have all lived for more than 50 years, has perfectly met the objectives set by the company with the industrial success that we know.
For FO, it is an evolution of these agreements, a compliance, consistent with the new contractual and legal provisions which should greatly benefit future generations by guaranteeing the existing one.

Finally, FO would like to recall, whatever some may say, that these texts will only be applied in Airbus by majority agreement and once the RELOAD process is completed, at the end of the year.

The representativeness that you have entrusted to FO remains your best guarantee!

FO will be able to assume its responsibilities when the time comes, once all the topics have been negotiated if the overall balance is achieved, without demagogy.

The complete texts of these agreements are online (in French only): https://fo-airbus.fr/2022/03/29/reload/

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