AGREEMENT FOR TECHNICAL COMMENTS
FOR THE COMMENTS ARE IN RED.
Agreement Business classifications and relative wages of technician trade
After Sales Service
Between the undersigned,
Society Darty Provence Méditerranée , represented by Mr., as Director of Human Resources
one hand, and
The CFTC union represented by Mrs The CFDT union represented by Mr.
The union represented by Mr. TF The union represented by Mr The CAT CGT represented by Mr.
The union represented by Mr. GSC
PREAMBLE
Branch DARTY Provence Mediterranean and unions undersigned, wish to negotiate and sign a company agreement on the classifications and salary of Technician Trade Services After Sales EOT status.
This agreement is intended to define for each business concerned:
A) A classification matrix specifying the levels and steps in connection therewith.
B) The levels of fixed remuneration,
C) variable pay elements
accordance with legal and conventional material, it is understood that the minimum wage DARTY PROVENCE MEDITERRANEAN by level and step is the gross monthly pay below which no employee will be paid unless the employment contract provided for particular texts in force. Each month, the gross salary as defined below will be compared with the minimum wage and conventional minimum wage, whichever is greater for the employee
In accordance with the Collective Agreement applicable to the company and in particular Article 17-2, are included in the minimum wage in DARTY Provence Mediterranean by level and step the all the bonuses and salary elements with the exception of amounts set forth below:
Ø overtime pay
Ø seniority pay increases for
Ø Ø
hazardous work incentives and rewards exceptional
Ø The payments under the incentive legislation participation and not having to pay
Ø amounts constituting reimbursement of expenses that do not support the assessment, under the legislation of social security
Accordingly, and as is in force since the creation of business, are particularly included in the gross wage as a basis for comparison with the minimum wage: the wage base (also called fixed salary), the additional wage differential (CDS) premiums vary monthly, quarterly, semiannual and annual back-pay, the additional vacation pay, etc. ...
Grid minimum wage level by level and is defined in accordance with the Collective Agreement and is adjusted to each rider thereof.
ARTICLE 1:
This Agreement Business classifications and the salary of Technician trade after sales service is generally considered more favorable for all employees concerned. Its implementation is in lieu of all company agreements on these trades (classification agreements and agreement NAO, in particular). However, it does not affect the ARTT agreements in force in the company. For technicians and autonomous for part time and organization of work, he is a rider amendment.
Accordingly, any premium and any supplementary payments exist today are:
- either embedded in the fixed
- either integrated into the variable, given the new criteria.
This agreement allows the harmonization of compensation systems that persisted following the merger of DARTY PROVENCE MEDITERRANEAN. Accordingly, are affected by this agreement, all technicians and After Sales Services Centre Telephone Technical DARTY Provence Mediterranean for existing entities to date and future.
It was agreed that the minimum wages fixed and variables are defined on a monthly 151h67 smoothed equivalent to a weekly basis for 35 hours for employees whose working time is counted in hours. They are defined for autonomous technicians, smoothed on a monthly basis corresponding to 1/12th of the annual fee of days defined in the agreement. The calculation of basic salary and variable bonuses to Protat takes time contract work on the basis outlined above. For employees who are eligible, you must add the CDS (additional pay differential) that is equal to the date of signing of the agreement 1/38ème to base salary. In any event, the CDS will cease to exist as of June 1, 2006 due to its integration into the base salary.
are reminded that all premiums defined below is mandatory according proratée time attendance. The proportion of premiums are also depending on the time spent between the presence and outside the workshop (above 25%).
However, it is clear that the time spent in delegation, RTT or training does not prorated since premiums are calculated rates. To avoid drift system remuneration, it was agreed that the variable of the month is taken into account unless the employee concerned has at least 10 working days in the month (excluding absences, delegation, training). Assuming a number of days below 10 this month, the results are accumulated month to the previous month to set the value of variable pay.
It is stated that payroll is done on the results of the month arrested around 26 of the current month.
At a monthly meeting, the employee will be informed of their monthly results past and its future goals. Thus, a document will be presented at the time of his pay to give it a perfect legibility of its results and performance.
ARTICLE 2: The grid
classifications technicians Services After Sale DARTY PROVENCE MEDITERRANEAN is defined as follows: Position A
Level I - 2 B
Position Level I - 3
Level II Position C - 1 D
Position Level II - 2
Level II Position E - 3 F
Position Level III - 1
Position Level III G - 3
It is stated that:
· The position A is strictly reserved for special contracts (Learning, professionalism, ...), to students and CDD contracts of short duration.
· The position B is the minimum level of entry for permanent or fixed-term contracts with an original maturity greater than 6 months (excluding contracts of apprenticeship or professional).
ARTICLE 3:
classification criteria attached to each position are attached for information in this agreement.
It is clear that moving from one position to another takes place after formal interview between the employee and his manager and during the annual evaluation. The level change is made on the proposal of the VAS or CTT and after validation of Director function. This passage is based on the employee's ability to implement the criteria as defined in the grid.
It was agreed that the achievement of one criterion can result in a systematic way to the top position. Similarly, it is not mandatory to achieve all the criteria of the position to have access. Only the annual maintenance must be able to validate objectively the exact level of the employee.
Due to developments in product, market and park, currently and over the next few years, the move to D to G is related, in part, for technicians or external to their versatility mixed between the workshop and the exterior and / or their versatility between white and brown according to the positions.
VERSATILITY: CONDITION FOR PROGRESS?
For technical workshops, this versatility can be compensated by a high level of skills, knowledge and performance in a specific color or a range of products clearly determined.
ARTICLE 4: The gross earnings
Fixed technicians are defined as follows: Position A
1070 euros - Variable from 0 to 600 euros and 300 euros
centered at position B Euro 1140 - Varies from 0 to 600 euros and 300 euros
centered at position C 1 210 euros - Variable from 0 to 600 euros and 300 euros
centered at position D Euro 1270 - Varies from 0 to 600 euros and 300 euros
centered at position E Euro 1320 - Varies from 0 to 600 euros to 300 euros and centered Position F
Euro 1410 - Varies from 0 to 600 euros and 300 euros
centered at position G Euro 1500 - Varies from 0 to 600 euros and 300 euros centered
criteria and variables the weight of the criterion variable remuneration are:
Technician Productivity outside
repaired Completed 40% rate of return days
SG 25% rate of return
months 10% 25% average turnover
Technician workshop and ELA
Productivity collective or individual completed 50% rate of return
months 25%
rate 25% unrepaired
Technician CTT
Personal productivity (caseload) 25% completed individual productivity
25% Productivity Level 1 35%
Overall Quality Collective 15%
In many discussions on the criteria variables, it was revealed that unlike other areas of the company (administrative shops, Administrative Service, administrative delivery, delivery demonstrators, ...), the Service Technicians could not get a sufficient number of T cards that provide an easily readable results.
COMMENT: Many discussions have taken place with so-called unions in favor.
We deplore this MASQUERADE TRADING!
In this context, it has been agreed with organizations signatory union and as a test, remove the test quality for SAV techicien homes and headquarters.
In case it is found as a real trend (6 months continuously), a significant drop in performance on the criterion of quality customer service, management would be able to unilaterally reinstate this criterion in compensation technicians from the information prior signatory unions. In any case the quality criterion could not be in this context and out renegotiation, weighing more than 15% of the variable.
obviously MANAGEMENT RESERVES THE RIGHT TO RECONSIDER ITS DECISION WHEN SHE DESIRES, GROTESQUE ! NO WARRANTY FOR PAY!
ARTICLE 5: To
technicians SAV Nice, Aubagne and Toulon, Sunday is incorporated into the work schedule. Sunday worked between 1607 hours in the annual competition of the number of hours worked or the 213 working days plus the day of solidarity if a convention was signed day pass. Interventions are included in the remuneration as at present.
214 DAYS WORKED! SUNDAY IS A DAY LIKE ANY OTHER. THANK SIGNATORY UNIONS!
AUBAGNE TOULON AND NICE EMPLOYEES ARE TREATED AS SECOND AREA OF OVER AUTRES.PITOYABLE.
For Service Technicians Narbonne, Montpellier and Avignon as the number of times on Sundays is marginal, the permanence of Sunday is defined as follows:
The technician on duty on Sunday collects a premium of 45 euros per time. Interventions are no longer paid as they are completed or not, but they are balanced by rest periods.
· If the number of procedures performed on a Sunday is less than or equal to 4, the employee receives a compensation of half a day of rest.
• If the number of procedures performed on a Sunday is more than 4, the employee receives compensation for a day of rest.
ECONOMIES? FAREWELL GOOD PAY!
ARTICLE 6:
interventions are classified as work unit (OU) as follows:
Exterior:
All GEM: 1 UO
cold gas load: 2 OU
Climate & Built (Benefits): 2.5 OU
TV: 1 UO
Micro info: 2 OU inter
Plasma technique (exchange module or tile): 1.5 OU MY
Plasma / setting: 1 UO
num presta per hour: 1 , 5 UO
HomeCi: 1.5 OU
Workshop & ELA:
All GEM and ELA EGP: 1 UO
It was agreed that the work units can be updated by management based on events and technological products and interventions.
ARTICLE 7:
Trade unions and company management wanted to adapt the organization of work and counting of working time, some non-managerial categories, with reference daily.
These provisions are set out under Articles L 212-15-3 et seq work and the law of August 2, 2005, No. 2005-882.
Article 7-1:
Are concerned technical personnel and technical autonomy. Are considered technicians assigned technicians who are not physically attached directly to a VAS (ex: Nîmes). Are considered as independent technicians who do not necessarily once a day at their connecting SAV to take their tour or make payments or those, too, that after approval of their superiors have real autonomy validated by a superior position to position C. incus are in the definition of independent technician, technicians, installers and technicians built air conditioning.
STEP C: 1210 EUROS FOR FIXED AND VARIABLE blurry. THIS IS NOT PAY AN EXPENSIVE WORK WITHOUT HOURS AND WITHOUT LIMITS SUP .
It was agreed that independent technicians and technical personnel have a duration of working time that can not be predetermined and enjoy real autonomy in the organization their timetable for carrying out the responsibilities entrusted to them.
REAL SELF? IT'S A JOKE?
Thus, the technician who operates independently or posted through a predetermined program by the company is authorized, subject to the financial impact of proposed measures requiring the agreement of the employer, to take all initiatives to optimize its response and customer satisfaction. These initiatives have proved, for example, by the autonomy of the technician in control of spare parts in the decision to return the product in the shop for repair, in the application for exchange of product, the demand for technical expertise in the validation of non repair, ... This list is not exhaustive.
It was also agreed that the passage under the Convention in days of annual package will be on a voluntary basis and is subject to individual agreement and writing that takes the form of an addendum to the employment contract, called Convention. This individual agreement will not become final only after a probationary period of two months.
HAVE YOU REALLY CHOICE?
Article 7-2
non-management employees satisfying the conditions described above have a reference and a breakdown of their working time in days.
time work of these non-managerial employees subject to an annual breakdown in actual working days with a maximum of 213 days plus the day of solidarity, by year (from June 1 to 31 N May N +1) and taking into account the maximum number of holidays as defined in Article L.223.2 of the Labour Code (or 25 business days. days not worked are to be taken under the conditions laid down in agreements ARTT form of days off.
RTT. IS HE FUCK THE WORLD THAT SPEAK TO REDUCE TIME OF DAY WHILE WORKING DAY PACKAGE AIMS TO MAKE YOU WORK MORE HOURS IN ANY REFERENCE CANCELLING
Assuming the maximum of 213 days, more day of solidarity would be exceptionally exceeded, it could in any event exceed 218 days per year, the number of days exceeding the legal rate of increased premium (currently 25%), after deducting paid leave deferred, may be attributed to the employee concerned in the form of days off in the first three months of the next period. This reduces the number of days annual cap of the year in which they are made.
If the employee concerned by the excess of his annual working days and the management of the company so wish, the number of exceedance days will be paid at the statutory rate of increase. Preference payment plus exceedance days should be expressed by the employee concerned in writing within fifteen days of the overrun.
DPM DO WANT NOT REALLY YOU PAY MORE IN THE LIMITED CIRCUMSTANCES IN WHICH YOU CAN ASK
For the first year of implementation, the package will be defined by days from the date of entry into force of the endorsement package of contractual days in proportion to the number of months remaining until 31 May. At the date of application of the endorsement package of days, it will set the count of hours worked since the preceding June 1 and that given the number of CP and JRTT still required. The result will be reduced to the number of months worked during that period. If excess hours worked the average modulation proratée these overruns will be offset by scheduling rest days.
The legal provisions regarding daily rest are applicable in accordance with Article L.220-1 of the Labor Code.
A convention providing this package of days of actual work over the year will be concluded between the employee and the company. This particular agreement will define the elements that justify the autonomy available to the employee for performing his mission. This agreement replaces the employee concerned the provision in the agreement ARTT in duration and of work organization.
Article 7-3
are reminded that autonomy in the work does not mean total independence, so the technicians concerned will be brought to the peak periods to work a maximum of six days per week to meet customer expectations. Two weeks of 6 days may not be consecutive with the employee's consent.
DPM WANTS YOU TO WORK WELL BUT NOT LIMITED DOES NOT BELIEVE THAT YOU ARE THAT IF SELF CA.
In any event, it was agreed that each Today, the number of international flights will not exceed 12, in equivalent units of work for technicians to plan annual days. Similarly, the average number of interventions over one month may not exceed an equivalent unit of work of 10 interventions departures multiplied by the number of days worked in that month. The number of interventions over a year can not exceed 2100 equivalent units of work on 213 days on the day of solidarity.
a limit? WHEN YOU KNOW THAT THE DISTANCE BETWEEN 2 GEOGRAPHIC RESPONSE IS NOT LIMITED TO, ON CAN SAY THAT THIS ARGUMENT DOES NOT AND THAT THE 13 HOURS A DAY OF WORK ARE POSSIBLE.
The above limits are established to ensure compliance on the maximum working hours but in no case serve as a reference to a wage determination since the remuneration paid to the technician is fixed and can not be determined by the number of interventions.
The hierarchy gives the technician the annual fee in days, a workload over several days, the technician can arrange its schedule of passage among the customers in question, at its option in respect of the contract of trust with the prior consent of customers.
Given its autonomy, planning for the days worked by the hierarchy will be in consultation with the technician in annual fixed in days and given the constraints of activity, quotas and opened the service expected by our customers.
In these circumstances and given the specificity of the category of employees covered by the package days, and the absence of predetermination of their work schedules, the parties consider that compliance with contractual and legal provisions will be followed by a declarative system.
Each employee involved in the annual working days every month sign the form at his disposal for this purpose, which will ensure as far as number of days worked. In an interview with Management, will be examined the impact of diet on the organization of work, the amplitude of hours and workload of the employees concerned. Article 7-4
are reminded that if the CDS applies to technicians, it does not apply to those who receive a fixed annual convention for days for which the wage sum is equal their base salary. Under these conditions, all technicians have signed an agreement package will be integrated into the CDS base salary for an amount equal to 1/38ème thereof. Their pay sheet should bear the number of days in that convention package.
Moreover, it was agreed that a premium so-called autonomy of a EUR 30 (thirty euros) monthly gross will be paid from the date of entry into force of the Convention individual package. This lump sum will continue until the individual agreement of annual package in days will not be questioned.
30 EUROS PER MONTH TO WORK 13 HOURS A DAY 6 DAYS 7: SCARY!
Article 7-5
He finally agreed that a follow-up meeting will be held between management and unions signatory to assess the modalities for the implementation of annual fixed days and consider its possible evolution. This meeting will take place during the month of June 2006, at the request of one of the signatory unions
SIGN CLOTH AND GIVE THE FORCE OF LAW IN THIS AGREEMENT IS SHAMEFUL.
we will tell you WHO HAS SIGNED!
ARTICLE 8: Directorate
Darty Provence Mediterranean and the signatory unions agree that this agreement does not drop or coefficient of base salary for all employees concerned.
RECESS ON WAGES DO NOT FALL BUT ON THE INCREASED WORK TIME;;; RESULT: RATE SCHEDULE BAISSE.BLABLA
ARTICLE 9:
This agreement will apply from 1 January 2006 is valid for a indefinitely. It may be terminated by either signatory parties with three months notice and by registered letter with return receipt addressed to the other signatories and in accordance with the provisions of Article 132-8 of the Labour Code.
ARTICLE 10: Any provision
modifying the contents of this document, that would be an agreement among the parties, will result in the establishment of an addendum to this Agreement.
ARTICLE 11:
Before its implementation, the council will be informed and consulted on the contents of this agreement.
ARTICLE 12:
This agreement will be filed in quintuplicate with the Departmental Directorate of Labour, Employment and Vocational Training of Marseille and a copy to the secretariat of the Labour Court of Marseille.
Made in Marseille, November 24, 2005
For Darty Provence Mediterranean
