The FO and CFE-CGC trade unions met with Airbus Commercial management on Friday, June 19th to discuss teleworking, following the memo from the Airbus CEO sent to all Airbus employees worldwide.
During these discussions, Management confirmed the following points:
- The QVCT-teleworking agreement within the Group in France remains in effect, fully applicable, and valid until August 31, 2028;
- Under the existing agreement, there is no requirement for a minimum of four days of on-site presence per week: therefore, justified days of absence from the site (vacation, illness, public holiday, business trip, days off for part-time work, etc.) do not affect the possibility of teleworking;
- The only document compatible with our existing agreement, and to which management can refer if needed, is the one sent by the Airbus Group HR Director in France to all its HR Directors of divisions in France.
Furthermore, FO and CFE-CGC demanded the following during this meeting:
- To cease using or referring to the circulating transnational memo (LTT in English), which does not comply with our agreement in France on several points;
- To suspend any review of teleworking levels within the Airbus Operations and Airbus SAS teams;
- To await the SEWC (Airbus European Works Council) meeting on July 7th, where the topic of teleworking will be on the agenda, following a request to Management by the European Trade Unions. A thorough analysis of the teleworking situation by Natcos is expected to ensure that the guidelines are implemented in a similar manner in each country regarding both the ambition and the implementation timeline.
For the FO and CFE-CGC trade unions, it is important to truly understand what we are talking about and to begin with an assessment: how many days of teleworking are actually being used per country, per function, per job? A reduction in remote work would be necessary: what is the specific objective and what are the expected benefits? As a matter of principle, common sense and nuance must prevail, and it is indeed up to management to analyze the real needs on a case-by-case basis. No generalized or unjustified solution will be acceptable to employees and their representatives. G. Faury's letter provides guidance and cannot, under any circumstances, be considered an explanation in itself for the need to work together; this must be assessed at the team level.
If a need for change is clearly identified, justified, and properly supported, employees concerned will adapt, as always!
Only employee buy-in will guarantee a calm atmosphere and allow Airbus to meet all the challenges ahead.