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News July 2009 AGRI

wage negotiations in the wine cooperatives

On 7 July, the employers' delegation expressed the unions of its proposed pay increase for 2009: 0%. The CFTC AGRI Gulf of Lion denounces this charade. The crisis is still good, it makes everything, especially the right to pay cash to employees. Whatever purchasing power! The delegation employer bears sole responsibility for the breakdown of social dialogue in mocking the kind of employees. The CFTC AGRI Gulf of Lion asks the employers' delegation to return to the negotiating table this time with real wage proposals. CFTC AGRI our load National negotiator Claude RUFFACH to bring up our claims

NATIONAL AGREEMENT FOR EMPLOYMENT FOR SENIORS

IN CAVES AND COOPERATIVE THEIR UNIONS Negotiations ....

forward .......................................

Staff riding

Agreement salary: ANNEX I (addendum No. 64 of 04.23.1998): Gross earnings from 1 March 2009 POINT VALUE: € 0.0764 (only applicable for the calculation of wages from the coefficient 130) The wage agreement of 19 January 2009 joint committee of the collective agreement governing equestrian center staff is taken as an exception to Article 18 of the agreement for employees of the coefficients 100-121. CATEGORY 1 coefficient hourly wage monthly wage Maintenance Officer 100 8.72 1 322.56 Agent / hostess 103 8.76 1 328.63 Trainer 103 8.76 1 328.63 Rider / trainer 106 8.82 1 337.73 Host handler 109 8.90 1 349.86 CATEGORY 2 coefficient hourly wage monthly wage Secretary 111 8.97 1 360.48 Guide Equestrian 118 9.02 1 368.06 Trainer / Stable responsible 121 9.25 1 402.95 Teacher / facilitator 130 9.93 1 506.08 CATEGORY 3 coefficient hourly wage monthly wage Accounting secretary 150 11.46 1 738.14 Teacher 150 11.46 1 738.14 CATEGORY 4 coefficient hourly wage monthly wage Teacher Head-teacher 167 12.75 a 933.79 2193 (1) CATEGORY 5 coefficient hourly wage monthly wage Director 193 14.74 2 830.08 (1) For employees who signed a delegation of authority. BENEFITS IN KIND daily value of food - a meal: 8,71 € - breakfast: 4.36 € - the day: € 21.78 board a horse (see s.22 collective agreement) - Amount set by mutual agreement between employer and employee; - or 50% of all taxes of the basic pension offered by the hotel owners of equines. Monthly value of housing (article 21) amount set by mutual agreement between employer and employee Or individual housing : - room of at least 9m ² furnished, lighted, heated (5h ): € 43.55 Or PMQ : - apartment naked, per piece of 9m ² (3h): € 26.13 - to increase length of 12m ² covered (2h): € 17.42 - an additional garden of 250m ² (2 hours): € 17.42

GROUPAMA

NEGOTIATION ON THE EVOLUTION OF THE RENUMERATION

by Jerome Lawrence, Coordinator of the Groupama Branch, National Negotiator

extract CARREFOUR AGRI, the newsletter of the Federation of Agriculture CFTC
On 12 March, we started with Unit DéveloppementSocial Groupama (association representing employers of all entities of mutual GROUPAMA pole) a major trading to improve the readability of our compensation system without affecting our two levels of negotiation (national and enterprise level) which would become more complementary than ever. This negotiation will involve us until June for the 2010 salary negotiations can be opened within the new context in October next.

Currently, employers Groupama has a rather limited reform to implement: it would be introducing into our national agreement of 2008 that the amendment establishes a guaranteed share increase inter-group can be completed at each company and secondly a Minimum Wage Function in lieu of salary basis function.

CFTC fully share this desire to enhance the readability of our compensation system. But our thinking and our proposals go beyond.

on the collective aspect

- For the CFTC, following the philosophy of the provisions of the addendum of November 7, 2008 should be reversed and including the guarantee of a collective increase in Business to Business .

Employees of Member Companies perimeter UDSG are part of a group that is doing well, thanks to the sum of their individual investments. The UDSG (and employers it represents) should be fully aware and take into account in these negotiations but also through the establishment of a collective bonus GROUP short term.
- Equity will be one of the cornerstones of the new pay system. No employee, whatever his profession, status (employee or officer) shall be excluded from collective actions that will be taken at national and local levels. This pay system will apply to all employees in Classes 1-7.

- The new pay system will be applied equally in all entities Groupama, and for strengthening the coherence of the group and do not hamper mobility. A Regional Bank is negotiating its own compensation system, its own Trades grid devraientplus not be on those grounds, especially as patterns of organization are increasingly national (which is not in itself necessarily objectionable).
on the individual
- CFTC calls for the revision of the pay system is not only in its collective aspect. To give full meaning to the professional development, recognition of increased skills of employees, it is essential to enhance the increase individual.

 To ensure that employees changing jobs real wage growth, not just professional.
 order to motivate those who intend to assume supervisory responsibilities or change in their business following a professional development approach (CVT). To leverage
 those who demonstrate a mastery of their position.
CFTC suggests introducing the principle of a significant increase in individual earnings, a sign of a genuine policy of promotion, certification.
should abandon the reference to a fixed minimum monthly increase (currently 48 euros to 78 euros for employees and managers) for the reference to a guaranteed minimum monthly increase equal to a percentage (to be negotiated ) of the salary grade of the employee concerned
- This proactive policy must be accompanied by a clearer definition the period after which the employees may claim a review of their situation (five years consecutive day an increase every six years unless otherwise stated). This definition should not become the rule, as is too often the case today.

If the employer is not satisfied with the work done, he can quickly see and take the accompanying measures and training necessary without waiting for the expiration of five years consecutive to respond .. .
Such an attitude could only lead to a generalized lack of motivation, which seems to be the case today for the same reason ...
- Motivation is intrinsically linked to the readability of the remuneration system and a degree of transparency.
For CFTC AGRI, the annual evaluation should be an opportunity for the employee to make his request to increase individual and asks why he should actually receive a reasoned response (especially if it is negative). That would show some respect for the individual.

PAY AND CLASSIFICATION: REFORMS INDISSOCIABLE

- negotiating the new pay system is the prerequisite for the needed reform of the classification grid which will in particular take into account the actual business of the wire, the constraints on the activities board in front and back office, but also the specialization of the networks.

In fact, the CFTC calls for serious negotiations must be initiated after the current one for updating the grid trades that would create real opportunities for valuing employee promotions skills of the employees of our companies.

- Special attention should be paid on the new pay system coupled with a thorough review of the classification of trades GROUPAMA if employers wish to promote and encourage inter-firm mobility, and even international institution.

Employees are not a burden but an investment on which direction should look with more interest to make an investment on which direction should look with more interest in make a sustainable and profitable investment

If you wish to participate in this negotiation, not least by bringing your ideas or send us your stories, please contact your representatives in your company CFTC or absence of representatives CFTC ...

Join the CFTC branch coordinator, Jérôme LAURENT

UPDATE ON THE NEWS IN MSA
By Emmanuel Cuvillier, National Coordinator of the branch MSA WAGE NEGOTIATIONS
2009: it starts badly !
For the third time in a year, employees of the MSA were strongly mobilized Jan. 29 to defend their purchasing power and a legitimate claim to higher wages, after five years without a wage agreement in the institution.
It is in this climate that took place on the February the first meeting on wages in the year that ended in failure despite the willingness of unions to reach agreement.
In our case, the latest proposal of Employers (3 points 1 March and 0.8% in June 1) is unacceptable for employees who are asked more and more, particularly in the context of restructuring and the introduction of new technologies without any cons part, employees need in these difficult times recognition to continue to be motivated.
In this context, we must remain alert and with other unions we plan to attend the next scheduled day of interprofessional action on March 19.

REDESIGN DIRECTORY AND CLASSIFICATION

At the request of trade unions, the National Federation of Employers MSA has engaged in a preparatory work for the planned five-year review in 2012 of the job classification of the collective agreement.
The aim is initially with the assistance of a consulting firm to make a diagnosis of the current (job classification and directory) and then take into account the evolution of professions and skills in organizations.
For our part, if we adhere to the approach we recalled at the first meeting of this prospective analysis of the job classification system must have two main objectives:
- Grooming Your directory listing of jobs in trades actually existing in the crates today
- The evolution of the system of remuneration of such trades, including revision of the classification grid.
We will keep you abreast of developments in this matter and seek your participation. As we decided at the last meeting of industry, we established a census sections CFTC in organisms.

REPRESENTATIVITY
During the second quarter, we will use the information to prepare for the upcoming elections Enterprise Labour
Indeed, with the new law on representativeness it is imperative that unions show their audience in the company through the election results, the EC under penalty of extinction.
With the help of the Federation, we will be at your side to meet this challenge.
is a call for all MSA can enjoy a true construction unionism sociale.Venez join us.
In the Aude and PO:
CONTACT:
Patrice DRUCBERT
cftc.icv @ orange.fr