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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