Background information

After the renewal in 2018 of a framework agreement on telework dating back to 2013, the Thales group concluded a new agreement in the light of the 'experience acquired' and following the implementation of forced telework during the COVID-19 health crisis. Signed on 17 December 2020 by management and three trade unions (CFDT, CFTC and CGT) and applicable for an indefinite period, it aims to simplify the use of telework, to give it more flexibility when it is usual, and to anticipate and better manage new exceptional situations.

Content of measure

According to the agreement, the measure in case of "exceptional remote telework" are the following: it can be set up to respond to unusual and unforeseen collective situations, but which are not expected to last, such as 'climatic or health events, pollution peaks, bad weather, floods, attacks or major difficulties affecting public transport'. In these circumstances, and as far as possible, employees who are not equipped to telework will be provided with the necessary means to work remotely.

The employee will also be paid a flat rate allowance of €10 per month for one day of telework per week, €20 for two days and €30 for three days. For employees teleworking on a monthly basis, the allowance will be between €10 for four days per month and €25 for ten. These measures apply for all teleworker, including those working in the event of 'exceptional collective circumstances such as a pandemic'. On the other hand, 'no other payment for other expenses (in particular catering) may be made in respect of telework, whether it is regular or justified by exceptional circumstances', it is specified.

During regular meetings, 'the employee's working conditions, workload, right to disconnect and the means available to him/her to do so, the objectives set and the compatibility of the organisation chosen for teleworking will be systematically discussed'. The manager must ensure that the workload and deadlines allow the teleworker to respect the maximum working hours and minimum rest periods as well as the time devoted to lunch. In addition, in order to guarantee privacy, the management, in consultation with the teleworker, sets the time slots during which the teleworker can contact him/her, 'in accordance with his/her usual working hours'.

Use of measure

The agreement applies to the 34,000 Thales' employees in France.

Contents

• Telework

Target groups

Workers	Businesses	Citizens
Employees in standard employment	Does not apply to businesses	Does not apply to citizens

Actors and funding

Actors	Funding
Trade unions Company / Companies	Employer

Social partners

Social partners' role in designing the measure and form of involvement:

	Trade unions	Employers' organisations
Role	Agreed (outcome) incl. social partner initiative	Agreed (outcome) incl. social partner initiative
Form	Not applicable	Not applicable

Social partners' role in the implementation, monitoring and assessment phase:

• Social partners jointly
• Main level of involvement: Company level

Involvement

Social partners are involved in the follow-up mainly through local committees about quality of life at work.

Views and reactions

The agreement was supported by a majority of trade unions.

Sectors and occupations

This case is not occupation-specific.

Sources

• 17 December 2020: Accord groupe relatif au télétravail