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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.