Wishing A Happy Journey Sms

Great Place to Work: 3M Germany still first

SJS is that just announced on the website internal our German friends still come to climb the top spot in the competition Great Place to Work

We talked about in 2010 because this year they were also first see our post of July 10, 2010 and we also spoke in 2009 your article of June 2009

HRD German 7 th Heaven here is what he said "The combination of year innovative , Successful year company and excellent use is Key to Win in Such A competitive environment. Again, It Is visible proof of the Commitment of Our Workforce and Our culture of authentic leadership, trust and innovation - And of the Creative Solutions in Our Approach to Human Resources. "

3M In France also commissioned many surveys with questionnaires forces, observatories and other opinion survey .. the least we can say is that conscious alarming results of these surveys do our direction is absolutely no communication. Blockade and mum seems to be the rule adopted ... Please do not want to look at reality, it may often you break out the figure.

3M France has therefore decided not to participate in such beauty contests. It's a shame he can s'étalloner.

Professor DEJOURS in a recent World advance some explanations: The obstacle is that current leaders now in control are no longer science knowledge work "and adds " Unwilling know anything about the "work" itself engaged in a struggle without thank you with the right tradespeople to voice their objections against the deleterious effects of fanaticism manager, managers do not know that propose additional methods of control, which are called "traceability" of "total quality criteria" and "performance assessment ". Link to this article
But why do we seem to German friends that we get better as we share the same direction Monde, the same goals of reports, are on the same business, are organized more or less Similarly, using the same tools, do the same reporting and we are in similar markets!!

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But where is this participation? Cheese or dessert

the partoche YES, where did it go?

This year in 2011, promised a juror, there will be participation in the efforts and successes of teams in 2010. This is what we promised management. There were even announced figures, almost commitments.

" Participation will be there you'll find people will be happy " told us the direction.

And the figures estimated in 2010, has slowly transformed, became obscured, have stunted Focus have almost disappeared.

In June 2010, at the direction of CEC shared an estimated forecast to 390 (if we take as base 100 in 2009). It's true we were happy. On 7 December 2010 the Executive has returned to tell us that the forecast had changed it slightly become 245. Then two months later in February 2011 the leadership had told us she had redone the calculations and in fact it ended at 50!

A division of the forecast by 5 in two months and by 8 in nine months! The blow without much explanation (error inventory etc. ...).

short you have understood if you want to calculate your partoche you take what you received in 2010 (for 2009) and divide by 2.
It remains flabbergasted by the amateurism of the overall direction and financial management in two months is able to divide by 5 prediction on the participation, for us it is the a sign of great incompetence.

For the statements of the Branch for the year 2010 have been rather good: "we did of growth on our business, we have delivered on our growth objectives" yet it will provide us participation equal to half of what we received in 2010 (for 2009) ... What's wrong ... In the corridors

some staff representatives and explained the position of management " you know, this year, as we will receive the incentive (only 3M France SAS) management does not want to give that would make participation cheese and dessert .... as she wants us to lose weight is always cheese or dessert.

Watch for future communications from management on this topic.

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RPS: A clear understanding for the

PLETOR Documentation exists on the risks and psycho-social one begins to have difficulty to find difféerents between actors (consultancy firms, law firms coaching, consulting firms, approved HSC or not, government agencies, joint or not, training institutes, institutes of surveys, questionnaires providers observatories etc. ....) that all training and develop different approaches.

Some are serious, some less ...

short it goes in all directions and it goes fast.

Behind these problems also arise from new markets it is urgent to conquer. If the risks are undergoing any psychosocial many employees, they are living well with others.

In this magma is difficult to find her young.

The link below directs you to an interactive online training (elearning it seems that it is fashionable) that is clear, very explanatory and to better understand what we put behind the term psycho-social risks.

Go for a ride. We think you will (re) discover many things and understand the issues.
Program Overview inter-active
The implemented approach to understanding the links between work and health development, the latter being a fundamental element of social responsibility of employers. This module engages all stakeholders and enable them to take up the issue of stress and psychosocial risks by mobilizing them. It offers, through the story of Mark and Maurice then through that of Celine and Kim, to identify the factors contributing to the development of RPS, their consequences, the evidence on which to know the constraints involved in the work and role of the governing ... This module alternates animations, interactive exercises and video footage. It takes 60 minutes and is accompanied by educational materials downloaded from the toolbox.

should this nugget ARACT Picardie (Regional Agency for the Improvement of Working Conditions) site is here
See also the website of the news CFE CGC

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Halde we wrote and wrote to the management

CFE CGC had written to the High Authority against Discrimination and for Equality in July 2009 for surprising that 3M treatment days Family leave was different depending on whether you're married or PACS. See our article here September 8.

the month of November 2009 the leadership backed down and removes this discrimination by granting equal treatment to married and civil partnerships. See our post of the month of November 2009

Nevertheless, the High Authority has taken on this very formal deliberation on 3M but will also affect all other companies that continue to maintain different treatment between married employees and employees in civil partnerships. Indeed HALDE recommends the MEDEF and the Ministry of Labour, Employment and Health to give equal rights between married employees and employees PACS.

Branch 3M according to the recommendations of the Halde disseminate this change to all employees through the internal communication system and change the rules that date anyway , 1983!

Here is the link to this deliberation

There are other discrimination (inequality between men and women in wages, (non) youth employment, disability ...) but here it goes on ... Gently we grant you. But we must look at the glass half full we were told ..
See also mirror social

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CEC: The CFE CGC asks the president to take full part in social dialogue

At the last CEC (Central Works) February 10, 2011, elected representatives were very attentive to the presentation by the chairman of the group 3M France Results 2010 and Outlook 2011. You will find here
link Meganet boards presenting the President who is actually a copy and paste that take place quarterly on Cergy.

This is an internal link, it is only accessible if you have access.

2011 are ambitious goals as every year, must be better 3 times better than the national economy.

We believe that this objective the leadership will not ever take one (and here she seems to agree with us), it must mobilize the energies and the work of all employees to take that bet. But how do if recognition is not at the rendezvous, if the goals are still distant and if the realities of the lives of hardship and suffering of employees at work are ignored.

The CFE-CGC has challenged the President asking him to take his rightful place, its place in the social dialogue at 3M. For we must remember that the President is elected to the only slightly more than once a year, it is not present at other meetings CEC (though it is supposed to chair) or the EC meetings and ; HSC headquarters (1000 employees anyway), it does not participate in any meetings with unions on this famous road map social.

How in these conditions can become aware of the staggering gap is being widened between the High Level Managers + JG 14 and older and the rest of the employees?

We have not had a reply from the CEO to our invitation, we'll see if the acts he took his place directly or indirectly in the necessary dialogue that we must build together.

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3M France SAS: See sheet 2011 Route social

Management and unions met last week to define the issues on which they were discussed in 2011. Here
the themes are selected:

• Agreement on Adaptation TUP 3M Health Professional Equality

• Risks • Psychosocial • Incentive


• Telecommuting • Medical

Some topics are a bit conventional and not a great surprise to see the roadmap (the incentive is a discussion we have every year to define the level or levels that will trigger the incentive), others are linked to legal obligations, it is required for groups of more than 1000 employees to initiate discussions to reach agreement on the psycho-social risks, on professional equality, others are related to the news of 3M in France: integration 3M 3M Health in France (TUP) requires that we put around the table to discuss a deal to adapt, others are newer topics such as telecommuting (a request from the CFE-CGC) and medical monitoring.

Management has withdrawn from this agenda discussions yet she wanted to open on the site of working time, unions calling for a full audit on the practices related to working time in the company.

CFE CGC was came with other proposals that have not been included in the roadmap as PERCO, EPE, etc. ..

agendas and meetings with management are already established. Continued ...

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Share the Wealth: Sharing the Wealth

The results are remarkable and world 3M 3M has been generous to its shareholders.

It pays a dividend continuously since 1916! who can say better and it just increased the dividend by 5% last week.

3M has put in place a program she had put together in recent years: that of redemption action. It will invest over $ 7 billion to repurchase its own shares and thus boost their course. The CEO said that in 5 years 3M has been able to repay its shareholders nearly $ 15 billion.

Discover this article here which details the exploits 3M for its shareholders. It's called Sharing the WEALTH that is sharing the wealth ....!!!!!!! This means that by sharing the wealth among shareholders!

Even modesty has disappeared ...

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Training Stress: the cabinet is chosen by the MEDEF 3M

at MEDEF is that 3M management decided entrust the training of managers at headquarters in the prevention against stress.

Yes you read well MEDEF

After a consultation that lasted more than 9 months, say the impatience that management had to implement this training, management dismissed two firms yet experienced consultants who were familiar with 3M to choose a new cabinet direct emanation of MEDEF.

excluded firms could demonstrate experience in this field and knowledge of issues specific to these firms as 3M have investigated or established an observatory at 3M. It seemed the direction they were not the best to train professionals / managers to prevent stress in our good house.

Although no representative on the staff of Cergy site has been consulted in the selection and none participated in the selection of the trainer. It's a shame. The firm chose

see his website here is a direct emanation of UDEL meaning departmental union of the Loiret, who is the representative of MEDEF in the Loiret department.

In our opinion it does not have much experience in training on the RPS because it offers on its website rather technical training and safety courses. But the training market on Psycho social risks is a burgeoning market and bright future and many people who launched it with varying degrees of experience and skills.

This choice of direction, one-sided as is unfortunately usual, reflects its desire to begin to exclude the representatives of the staff of the decision to leave the firms that are beginning to expert have a good idea of what happens at 3M and then entrusting the baby to a third firm, close to management by the ideas and the heart and well will never deal on sensitive subjects like the organization of work, meaningful work, recognition at work.

short the fight against stress and psychosocial risks at work is progressing slowly, slowly

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Package once declared non-compliant with EU law

Package once declared non-compliant with EU law "
read the news in Channel 21.01.11
uploaded by the Council of Europe to ensure the implementation by Member States of the European Social Charter, the European Committee of Social Rights has to declare the day all contrary to this charter, we learned the magazine Le Point.

Independent experts (appointed by the European Ministers of Labour) who comprise the Committee consider that this method of compensation may result in weekly working hours 'too long to be regarded as reasonable' . The arguments of the state, according to which French law stipulates that employees must have at least 11 hours of daily rest (or nine hours if a collective agreement provides) were therefore not retained.

The Committee also rejected the call system, considering that outside intervention periods, the penalty could be likened to a rest.

The Committee had been seized in January 2009 by the CGT and the CFE-CGC after May 4. Our colleagues

Point remind the Council of Europe with no binding power, the application of the texts is so far subject to the whim of the French courts.

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Beauchamp: The owner of the site goes

Beauchamp's site is the site of the largest production of 3M in France.
is important in this site are manufactured, Post-it Notes, adhesive tapes for consumer applications and industry, Scotch-Brite for consumer use and industrial professionals. Two thirds of this production are exported.
is also in this site are the R & D activities of 3M in France.

This site employs over 500 employees and will celebrate its sixtieth anniversary

His boss, Superintendent, has announced his departure from 3M. Why? we'll see what response the group management brings to this issue.

He was replaced by a new director who is the one that just close the site of Cuno's attacks.

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Results 3M Worldwide 2010: AC + 15% + 25% Profit

quarter after quarter the direction of St. Paul is presenting the only people who are precious in his eyes: financial analysts on Wall Street's financial results. Since only those they have (the results and analysts / shareholders).

As usual these results are remarkable because the turnover has increased 15% and profitability increased by over 25%. 3M and then deliver the 52 th consecutive year a dividend to its shareholders impressive.
"3M made great progress in 2010 As We Achieved record sales and earnings per share for the Year, and made" significant Investments to Improve Long-term Growth, "Said George W. Buckley, Chairman of the Board, President and CEO.

See here the many newspaper articles that talk about the new obs and there and 3M internal link source

These results clearly contrasted with the results of wage negotiations in early January. ; It is far from the redistribution of profits 1 / 3, 1 / 3, 1 / 3. Remember the promises of the president: one third for employees, a third for investment, a third shareholder. 3M France envelope projected increase is just 1.5 € million on the production sites investments are minimized while the portion that was returned directly to shareholders exceeds € 200 million (over 2-3 years). Gone are the third, third, third. With this mining capital of that company and we are on the 1% for the employee, 4% to make it last longer and machinery and 95% for shareholders.

It speaks well of mining enterprises its as it is to use the dregs (ie the health of employees) an enterprise or institution. Once the wealth extracted is closed, it drowns or is blocked again and we'll drill elsewhere.

The only thing that is properly and increases the value of the shares given to the Directors JOB GROUP 14 and older. Thus one way to buy their loyalty, their docility and FLEXIBILITY.

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Expertise Psycho Social Risks at 3M: Representative results for forward

The Cabinet expert TECHNOLOGIA conducted late 2010 and early 2011, sending questionnaires to employees of the 11 sites affected by 3M in France (except, siege pursuing a different approach ).

You were nearly 800 to respond to more than 56% the overall survey population. The results are significant and representative of the entire population of manufacturing sites and distribution of 3M in France.

It is too early to comment, but this step is completed, it will allow to proceed to the second step will consist on each site by setting up individual interviews with experts in order to go Technologia the bottom of it and collect the voices of employees. This will give both a diagnosis of real work situations and to initiate concrete solutions to improve

More than 80 interviews are provided on site.

The firm is developing tools to select a random but representative employees who pass the interviews. It should be remembered that interviews are by no means mandatory , that interviews are anonymous and confidential , no personal information can not ascend to the leadership or even to the staff representatives.

These meetings / interviews will be phased in during the month of March.

This is a very important step that will help give perspective to the steering group and management and implement solutions for it to go better ... finally.

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Replace an employee by a student is a crime

The use of nursing students are increasing in most companies which could a priori appear as a positive practice. What's most commendable effect of allowing for future employees to put one foot in the company and thus improve their knowledge of the working world and, indeed, their employability? Until then, nothing wrong.

But the legislation stipulates that the trainee can not perform any regular tasks corresponding to a permanent job, whether for seasonal work or to meet a temporary increase in activity.
Use a trainee instead of an employee is in fact a criminal practice specified by a decree of 2006 which provides in Article 6 that "no training agreement can be made to replace an employee absence, suspension of his employment contract or dismissal, to run a regular task corresponding to a permanent job, to cope with a temporary increase in the activity of the company, for seasonal work ". The text is clear and unequivocal: intern in no case act as an employee to "small price". should be vigilant against the growing precariousness of employment: the Commission are being replaced by CSD themselves in competition with participants. There was the laundry that washed whiter than white and today we have employees cheaper flights. Everyone must be vigilant on the subject and reassemble the case as it may seem contentious.

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3M buzz with its charter, rules of work life

3M talk about it in the press gleefully takes the rules imposed by management on the charter of work life.

Several newspapers have begun to talk about it. The newspaper Les Echos (Here the link that you enmène) published a paper earlier this week, and the Parisian edition of the Val d'Oise, also spoke. link Parisien

This allows us to take stock of the implementation of these rules within the Tower CERGY, officially because the charter is not deployed on other sites of production and distribution France (and there are still 11) because the company did not, on these sites, informed the staff representatives.

A charter cosmetic, dangerous and unnecessary

This charter appears to us as a cosmetic that would be put on a face to hide the marks, she cares nothing, does nothing in depth. It is about an image effect (and apparently it works) to show beautiful and presentable. The real causes of stress at 3M can be treated by a charter that does not mean the work overload, lack of employee recognition, restoration necessary as a means of collective control, the total lack of reflection around work organization to evolve to adapt work to man and not the opposite.

spots are reporting more and more cumbersome and no longer allow managers to close (but still does really) to stay close to their teams together to create the true collective performance.

In 2010, the massive use of conventional failure by HRB has driven a considerable workload for those remaining. The proposed integration of 3M Health is the forceps and pressure was put on teams that have already exhausted without additional means such integration loop as soon as possible. There is a real ignorance on the part of management about what the actual work of employees.
Clearly tables and Excel power point presentations can give an accurate representation of the work of employees. Yet these are the only tools to control the direction. With these tools, only the king is naked, unable to understand what is really happening in the business. The charter
effects of a cosmetic because even the proposals made by staff representatives to invest in awareness training are not implemented, so that we had made the request there are more than a year.

The charter is dangerous because it places the employee as the first responsible for his health. It reverses the liability and health work on the employee and not on the employer as required by law. Finally, if an employee is not right, we will know him very well recall the terms of this charter and accuse him of having done too much ... after all if you are sick it is your fault. This form of guilt of employees, in advance, is quite dangerous and almost amoral.

It is also dangerous because it asks the impossible things to the employee. The famous saying no is dangerous, dangerous for your progress and even your future in society. People perceive that it is dificult to say no to the dictates of direction with respect to the objectives of growth and profitability imposed by management. There are ultimately many things that are not discussed. The rules and orders that are established and have given, at the moment, everything to do with the military. We must stand at attention ...

While the example does not come from top management and that France will not rise a little independence from the executive edicts from Japan, nothing will happen ... Members of the Executive, to give you an example.

Finally this policy seems unnecessary same as management does not enforce it. It should be remembered that the day after its release on the site of Cergy, management was eager to convene in executive placement forty days and promised to work from 08:00 am to 23:00 at night over, and trampling under foot the principles or recommendations of the charter which recalls the prohibition of meetings after 18:00. (This is what we were saying at the time) promises only bind those who believe and those who do not.

We call for the site of Cergy, a process that can requestionner work and organization employees work, it requires a will, real and proven executive to play the game, frankly, honestly and thoroughly. For the moment we doubt this because we will not see any real, tangible and visible on the site of Cergy.

See here what we said in the October 2010 with the link to the document management

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NA0 2011: Increases not cavorting !!!!!!

Negotiations were held Jan. 7 on wage policy in 2011.

Negotiation is a big word to describe our dealings with management, we too often feel that the demands of different unions are barely read and certainly understudied. Direction remaining fixed in his boots.

In the end we find ourselves in disagreement with management unilaterally implement the following measures:
1.1,8% for designated 3
2.A envelope of 0.2% of payroll for rated 4 and 5
3 . A budget of 0.3% for promotions and changes of coefficients
upgrading of 3.A premiums staggered hours: 2.3%
4.Reconduction premium transportation
5.A envelope (not known) to catch up people being below 90% of MRP (Market reference point)
6.Confirmation retrieving hour meters and payment in February 2011 to be in July 2011

Management does not want to share any information that allow to assess the position of employees in relation to the famous MRP Market positioning point.

Regarding the profit for 2010, it varies from one organization to which you belong.
If you had a contract in 2010 3M France SAS (Cergy, BCP, Tilloy) profit-sharing should be mounted to 680 € to 102.3% of incentive goals.
If you were employed in 2010 will Health Pithiviers incentive of 700 €. By
cons if you were in 2010 3M Health Cergy, the incentive will be 0 (Outcome 91%)

Information about the employee incentive and POUYET CUNO are not yet known.

We are far to celebrate its latest proposals from management. Because if for employees rated 3, the expected increase comes barely offset inflation, there is in any way possible to catch or even offset the losses incurred by the frameworks submitted to the AIP.

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Blogs union at 3M France

To help you make your own opinion, the following list and links to individual blogs hosted by the representative trade union branches or not at 3M France SAS.

You and choosing to be fully informed.

Blogs SF are here: TF Beauchamp ; FOR to SOA and FOR to Pithiviers
The CFDT has resumed his blog: CFDT 3M
The CFTC is also present: CFTC 3M

You are more likely to read us and we appreciate it. Happy New Year 2011

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Go hop a small acquisition to start the year

When finished, it restarts.
acquisition appetite of our leaders is insatiable. Go to the concerns that the business IATD.
Welcome to the Club to three employees of the French subsidiary of this group which we understand he is also headed by a French
That announcement:
in French and here is the site in French as

Funny Nidacore name anyway, nor disagree!

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NAO 2011: No gift under the tree management?

The next management meeting with the unions will be held at the Cergy January 7, 2011. It is the third meeting on the NAO (mandatory annual negotiations) and we'll talk about wages but also working conditions.

Will there be gifts under the tree management? There is concern that not! The management does not put under the tree is in the real seat of Cergy, as shown in the picture.

Yet some companies have already closed their negotiations progress. Examples: TOTAL signed an agreement which provides an overall increase of at least 3.3% for 17,000 employees of refining and marketing industries and mining production, EDF provides an increase of 3.95% of payroll, Rhodia agreement provides him an average increase of 3.1%. Here are some examples to follow, two are in the field of chemistry ...

We are far from the latest management proposals that run just above inflation, estimated at 1.6% ...
Management does not compensate the loss of income due to an AIP villain who has lost more than 2% in those who were eligible and the final tax adjustment may undermine seriously the subject of planned participation.

CFE CGC come to this meeting of carrier proposals, hoping that we can find a tune up. Growth which direction we are always hearing must also be clearly on the payroll. We will know more on 7 ...