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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

Best Reconsideration Letter

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.