The publication of our CEO's memo on remote work has generated numerous reactions, and many of you have contacted us about it.
From concern to anger, the main question is, "Are we going to lose our rights?" First and foremost, let's remember one essential point:
In a company, employees are not protected by rumors, surveys, various comments, or other declarations of intent.
Only signed agreements truly protect us. Why?
Because an agreement is legally binding on:
● employees
● trade unions
● Management
WHAT FO AND CFE-CGC REQUESTED
Immediately after the CEO's communication to all employees, we sent out a leaflet on June 9th requesting precise answers regarding the relationship between our existing agreement and the memo's content.
We wanted clear answers, not interpretations. The Group's HR Director in France met with us on June 16th to address our questions..
WHAT IS CONFIRMED
The 2024 Teleworking agreement remains in force
The agreement remains in effect until August 2028.
This is an important first guarantee.
Teleworking is not eliminated
Regular teleworking is maintained.
Occasional teleworking is maintained.
Taking time off by the day or half-day is maintained.
The concept of an average is maintained
This is a crucial point, the memo sent today by the Direction confirms that we remain within the framework established by the agreement:
Regular teleworking cannot exceed an average of 2 days per week over the month for a full-time employee.
This means that the organization continues to rely on an overall monthly assessment, rather than a rigid quota applied identically to each employee on a weekly basis.
This is fortunate, as at Airbus's French sites, Management records an average of 1.2 days of remote work per employee per week, meaning we are already almost at the 1 day required by the memo.
Public holidays, vacation days, and justified absences are disregarded
In other words, you do not automatically lose your teleworking options because a week includes a public holiday, vacation, training, etc.
Part-time work
No impact for any type of part-time work.
Individual situations cannot be changed overnight
For employees currently teleworking two days a week, Management itself reiterates that any change initiated by the line manager must comply with the 2024 agreement:
● one month's notice;
● written justification;
● a procedure stipulated in the agreement.
WHY ALL OF THIS IS IMPORTANT?
Because many are only now discovering what social dialogue truly is.
Social dialogue allows for the negotiation of agreements that establish rules to guarantee and protect employees over the long term.
It is precisely at these moments that the value of an agreement is measured.
THE METHODOLOGY is simple and clear
When a problem arises, the first step is to understand it.
Then ask questions, and get answers.
And finally, ensure that commitments made are honored, if applicable.
It's less spectacular than slogans, and sometimes less visible. But it's always the most effective way to protect employees and the company in the long run.
Today, the clarifications obtained confirm one important thing: the framework negotiated in 2024 continues to apply, despite the memo indicating a presence on-site of 4 days a week from September 1st.
Finally, an effective, motivating, and lasting working relationship always rests on a foundation of trust, respect, and mutual understanding between the employee and their manager.
This is the very essence of our remote work agreement.
An agreement that doesn't seek to pit the collective against the individual, but rather to find the right balance between the needs of the teams, the expectations of the employees, and the requirements of the company.