France Telecom-Orange signs an agreement on work organisation
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Paris, September 27, 2010 
On 27 September 2010, France Telecom-Orange signed an agreement on work organisation with the CFDT, the CFE-CGC and the CFTC, labour unions who together represent 40% of votes cast during the last representative elections. The agreement deals with the following themes:
the content and meaning of work
room for manoeuvre and independence
the definition and evaluation of goals
management practices
ways of recognising the value of employees' work
support for career development
This agreement is part of the Group’s “new social contract” and results from negotiations between the management and labour unions. These negotiations began in September 2009 and have already led to the signing of seven agreements on issues such as mobility, the balance between careers and personal life, the evaluation and prevention of stress at work, and how employee representative organisations are to function.
Preventing psychosocial risks
The agreement aims to lay out the principles of work organisation in order to prevent psychosocial risks. In this context, the agreement places employees at the heart of the organisation by accounting for employee diversity and personal issues, and promotes each person's commitment by emphasising cooperation and teamwork among employees.
In this respect, the company undertakes to create conditions under which each and every team can leave room for learning as a group. In order to do so, teams will be sized to make collaborative work a possibility, with readily available local management.
More independence for employees
The company is looking for types of organisation that provide employees with more independence and control over their work. Employees are encouraged to take initiative in resolving specific situations at work and fulfilling their roles.
The agreement lists recommendations for drawing up goals which eliminate or reduce the risks of a discrepancy between the work assigned and the actual work done (which may be disturbed by events). Employees will be able to appeal both the goals which are set and their evaluation.
More solidarity and respect at work
The agreement lists a series of management practices which aim to strengthen relationships and solidarity among teams, to favour both formal and informal discussion and collaboration on activities at work, and to emphasise trust and respect.
Trust and support
The agreement identifies the importance of organising and coordinating group work and distributing workload in management practices. The company ensures that managers can be closer and more available to organise and support their teams.
This innovative agreement highlights the desire shared by both the management and labour unions' to create a strong social dynamic within the company so that individuals are fully recognised by their colleagues.
On 27 September 2010, France Telecom-Orange signed an agreement on work organisation with the CFDT, the CFE-CGC and the CFTC, labour unions who together represent 40% of votes cast during the last representative elections. The agreement deals with the following themes:
the content and meaning of workroom for manoeuvre and independencethe definition and evaluation of goalsmanagement practicesways of recognising the value of employees' worksupport for career developmentThis agreement is part of the Group’s “new social contract” and results from negotiations between the management and labour unions. These negotiations began in September 2009 and have already led to the signing of seven agreements on issues such as mobility, the balance between careers and personal life, the evaluation and prevention of stress at work, and how employee representative organisations are to function.
Preventing psychosocial risks
The agreement aims to lay out the principles of work organisation in order to prevent psychosocial risks. In this context, the agreement places employees at the heart of the organisation by accounting for employee diversity and personal issues, and promotes each person's commitment by emphasising cooperation and teamwork among employees.
In this respect, the company undertakes to create conditions under which each and every team can leave room for learning as a group. In order to do so, teams will be sized to make collaborative work a possibility, with readily available local management.
More independence for employees
The company is looking for types of organisation that provide employees with more independence and control over their work. Employees are encouraged to take initiative in resolving specific situations at work and fulfilling their roles.
The agreement lists recommendations for drawing up goals which eliminate or reduce the risks of a discrepancy between the work assigned and the actual work done (which may be disturbed by events). Employees will be able to appeal both the goals which are set and their evaluation.
More solidarity and respect at work
The agreement lists a series of management practices which aim to strengthen relationships and solidarity among teams, to favour both formal and informal discussion and collaboration on activities at work, and to emphasise trust and respect.
Trust and support
The agreement identifies the importance of organising and coordinating group work and distributing workload in management practices. The company ensures that managers can be closer and more available to organise and support their teams.
This innovative agreement highlights the desire shared by both the management and labour unions' to create a strong social dynamic within the company so that individuals are fully recognised by their colleagues.
Press contacts
+33 01 44 44 93 93
Béatrice Mandine, beatrice.mandine@orange-ftgroup.com
Sébastien Audra, sebastien.audra@orange-ftgroup.com
Béatrice Mandine, beatrice.mandine@orange-ftgroup.com
Sébastien Audra, sebastien.audra@orange-ftgroup.com
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