2
78
Annual Report -
2013
-
Vivendi
Societal,
Social
and Environmental Information
Social Indicators
Average Yearly Duration, Full-Time Employees
Average yearly duration of working time for full-time
employees (hours)
GRI
UNGC
OECD
-
-
V
2013
2012
Consolidated data
1,833
1,747
The table above shows the average weighted annual time worked by
employees. Similarly to working hours per week, the increase in the
annual hours is due largely to the increasing presence of GVT in the
Group’s total workforce.
Methods of Work Organization
Work organization practices remain stable both in terms of length of
time worked and proportion of employees working part-time. Changes
in the organization of work are driven by the need to reconcile the
demands of Vivendi’s customers and the seasonal nature of business
activities, as well as the necessary balance between the personal and
professional lives of employees. New working arrangements, such
as telecommuting and flexible working hours, are becoming more
widespread within the Group.
A telecommuting agreement signed by three representative trade
unions in the Canal+ Group facilitates the organization of work for
employees, by allowing them to work regularly from home. The
agreement is in force for the period 2012 to 2014.
Universal Music Group encourages telecommuting and flexible
working hours. This policy does not necessarily require signing
collective agreements, given the diversity of regulations in the
numerous countries where UMG is present.
Based on a successful pilot plan carried out in 2011, SFR decided
to extend its telecommuting arrangement throughout its social and
economic unit, or “single employer” (SEU). In this way, SFR wishes
to offer any interested employees an opportunity to better harmonize
their professional and family lives, or to limit their travel time to and
from work, by performing part of their duties outside their customary
workplace. On July 29, 2013, the agreement was signed for a period
of two years, and sets the guidelines for telecommuting, respecting
the personal lives of employees and their well-being, while taking
into account the company’s operational, technical and financial
needs. It is based on two essential principles: the commitment of
the employee and his or her manager, and maintaining the physical
link to the company, so as to ensure that the sense of belonging to
the company and sharing its values and culture remains unimpaired.
Depending on their specific needs, which are often related to
customer service, a number of the Group’s companies use varied
working time arrangements such as being “on call” and staggered
working hours. This is the case, for example, for GVT’s telephone
call centers, for the production of the Canal+ Group’s television
broadcasts, for shows produced by Universal Music and at Digitick,
in order to adapt to certain special events (festivals, shows, and
sports events) that are at the heart of its their businesses.
■
■
3.2.2.2. Absenteeism in the Group
Absenteeism by Reason
Absenteeism is defined as working days not worked, excluding paid
leave, training courses, trade union absences, exceptional and standard
leave and days of reduction in working time. Contract suspensions
are not counted in the table below. However, all cases of sick leave,
including long-term disability leave, have been included.
Days of absence are broken down by reason: illness, family reasons and
workplace accidents (including commuting accidents in countries where
this concept is recognized).
The category of absence for other reasons recognizes reasons that
reflect cultural differences and differences in local regulations within
the Group. In particular, it covers absences for personal reasons, unpaid
vacation and unpaid leave, redundancies or unauthorized absence
(whether paid or unpaid), absence due to a child’s illness or a family
event (excluding maternity, paternity and adoption leave), and absence
for pilgrimages or examinations as well as unjustified absences.
In 2013, in general, absences in the Group showed a decrease.
Absenteeism by reason (average days per employee)
GRI
UNGC
OECD
LA7
-
V
Consolidated data
2013
2012
Illness
4.28
4.62
Family reasons
1.84
1.96
Accidents
0.28
0.36
Other reasons
1.67*
1.62*
* Excluding GVT (specific reasons related to local regulations governing work
organization), the Group’s rate of absenteeism for “other reasons” is 0.42 in 2013
and 0.44 in 2012.
Calculation method: the absenteeism rate is equal to the number
of days of absence divided by the average annual number
of employees for the year.
At GVT, days of absences (with the exception of absence for other
reasons) are counted based on calendar days and not working days:
the overall figure has been adjusted to take into account only absences
on working days.
