Page 78 - 2012 Annual Report

78 VIVENDI l 2012 l Annual Report
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SOCIETAL, SOCIAL AND ENVIRONMENTAL INFORMATION
SECTION 3 - SOCIAL INFORMATION
SOCIAL INDICATORS
3.2.3. Social Relations
3.2.3.1. ORGANIZATION OF SOCIAL DIALOGUE
Social dialogue takes place at all levels of the Group. The Corporate Works
Committee and the European Social Dialogue Committee (ESDC) enable
broad-ranging information and discussions on the economic strategy and
main policy objectives of Vivendi’s human resources policy (please refer to
Section 3.1.2. of this chapter).
Within the subsidiaries, dialogue and social discussion are organized
in line with the employment laws and regulations for each country and
according to the policy orientations of human resources for each business
line.
3.2.3.2. COLLECTIVE BARGAINING AGREEMENTS
In 2012, there was considerable activity in relation to collective
bargaining agreements in the Group’s French companies: 38 agreements
or amendments were signed or renewed, of which two significant
agreements should be highlighted: the job-planning agreement of
Canal+ Group and the new agreement on the accommodation of disabled
employees at SFR.
On May 24, 2012, the job-planning agreement was signed at Canal+
Group, for the next three years, to maintain and develop the jobs of
permanent employees of Canal+ (an ESU or single employer), on the one
hand, and to help develop their skills, on the other. This agreement has
four objectives:
✱ anticipate changes in jobs and skills: list of typical jobs, business line
observatory and facilitate bridges between businesses;
✱ reinforce the role of managers and employees in skills development;
✱ support the professional mobility process: career consulting for
everyone, career development consulting for employees in sensitive
or particularly demanding business lines and career appraisal for
employees over 50 years of age; and
✱ strengthen training to promote skills development.
On April 24, 2012, SFR entered into a new agreement on the insertion of
disabled employees. It is the fourth agreement of this type signed with
SFR’s social partners and covers the period 2012-2014 while incorporating
the various instruments implemented in previous agreements. It has also
set an ambitious quantitative objective: to reach, by the end of 2014, a 4%
employment rate with respect to disabled employees, of which half would
be hired by SFR and the other half would be hired by sheltered sector
companies working in partnership with SFR.
COLLECTIVE BARGAINING AGREEMENTS SIGNED IN FRANCE
Total formal collective bargaining agreements signed or renewed
GRI UNGC OECD
LA4 3 V.8
2012 2011
Consolidated data 38 30
C+G 14
UMG 4
AB 2
SFR 12
Corporate 5
Other 1
The scope used in the table above (France) is an area for which the Group
has exhaustive reporting. In numerous countries abroad, the concept of
collective bargaining differs from what is defined in France.
3.2.4. Occupational Health and Safety
3.2.4.1. HEALTH AND SAFETY CONDITIONS AT WORK
All companies in the Group are concerned by health and safety at work.
The issues involved are defined by each business segment. All entities
have put preventive measures in place, e.g., procedures in the event of
fire or other disasters; training employees in these procedures; teams
specifically trained and in charge of safety.
The identification of occupational health risks and their prevention takes
place in several phases: identification and assessment of professional
risks relating to the activity; assessment of the level of risk control;
identification of individual and collective prevention measures to
eliminate or reduce each risk; definition of Occupational Health & Safety
management programs to control residual risks, or training programs and
audit procedures.
Ad hoc committees (the CHSCT for French entities) address these issues
and publish related documents (e.g., Single Document for the assessment
of occupational risks for the French entities).
In particular, the objectives of these committees include:
✱ improving the ergonomics of work stations, especially for people
working with computer monitors or at warehouses, and putting in
place diagnostics to minimize discomfort at work;
✱ participating in and monitoring the development of a conflict and
stress prevention plan;
✱ measuring radiation from extremely low frequencies (GSM aerials, 3G,
cell phones and Wi-Fi), verifying legal limits, identifying the associated
risks and promoting best practice;