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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

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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 ...