COMMENTS OF THE NEW TEAM FOR
THIS AGREEMENT IS QUITE UNDERSTAND AND ARBITRARY.
IT ALLOWS MANAGEMENT TO PAY PREMIUMS VARYING SHE WANTS WHEN SHE WANTS TO WHICH SHE WANTS.
card system T is uncontrollable by the employees. THIS SYSTEM IS UNFAIR TO BE WITHDRAWN FOR PAYMENT OF PREMIUMS.
THE DIFFERENCE BETWEEN EAST AND WEST?? IS WRONG.
we note that the PERSON REPRESENTED FOR THE TIME TO SIGN THIS UNFORTUNATELY CLOTH. FOR IT HAS LEFT AND JOIN THE CAT SINCE.
WE terminate this Agreement IF YOU GIVE THE MAJORITY OF THE COMMITTEE TO COMPANY FOR THE NEW TEAM.
THIS AGREEMENT IS SIGNED BY: CGT, CAT, CFDT.
Enterprise Agreement DARTY Provence Mediterranean
Careers in Logistics
Status EOT
*****************
Between the undersigned,
Darty Provence Mediterranean Society, represented by Mr., as Director of Human Resources
one hand, and
The CFTC union represented by Mrs The union CFDT union represented by Mr. Le represented by Mr. TF The union represented by Mr. CAT CGC The union represented by Mr The CGT union represented by
PREAMBLE Following the merger of DPM in West DARTY Provence Mediterranean, the Directorate of undertaking in accordance with commitments taken as part of mandatory annual negotiations of late 2004 and the unions undersigned, wish to negotiate and sign a company agreement on the trades of logistics for the EOT status.
It was agreed that for consistency, a separate venture agreement will be negotiated for trades called laws of the logistic function (associated with administrative jobs on VAS and points of sale).
professions covered by the agreement are, therefore:
deliverers demonstrators
The Order Pickers
The Caristes
officials dock
This agreement to define for each trade involved:
B) classification matrix specifying the levels and steps in connection therewith.
D) The levels of fixed compensation, by occupation and by level.
E) The elements of variable pay, by trade.
ARTICLE 1: This Agreement
Business on classifications and salaries of jobs of logistics is generally considered more favorable for all employees concerned. Its implementation is in place the various agreements and incentives that exist to date, which will be based businesses:
- either integrated in the fixed
be integrated into the variable, given the new criteria.
operating under this agreement, all employees of the logistics DARTY Provence Mediterranean, linked to existing activity centers on the day of signature of this agreement but also all the employees who will, in future, related to the subsidiary following the creation of new centers of activity.
It was agreed that the minimum wages fixed and variables are defined on a monthly basis of 151 h 67 smoothed equivalent to a weekly 35 hours. ARTT accordance with agreements in force, base salary will be automatically upgraded with the integration of CDS in June 2005 and June 2006.
ARTICLE 2: The grid
Classification of the logistics business is defined as:
Order Pickers
Position A Level I - 3 (former coefficient 138)
Position B Level I - 3 (former coefficient 150)
A forklift
Position Level II - 1 (Old coefficient 170)
Position Level II B - 3 (former coefficient 190)
Leaders dock
Position A Level III - 1 (Old coefficient 205)
Delivery Person Demo
Position A Level I - 1 (Old coefficient 126)
Position B Level I - 3 (former coefficient 150)
Position C Level II - 1 (Old coefficient 165)
Position D Level II - 2 (former coefficient 180)
ARTICLE 3:
It is clear that the transition from one position to another takes place after formal interview between the employee and his manager and during the annual evaluation. 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 required to perform 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.
For Delivery Person Demo, moving from position A to position B is done by automation within 1 year after Max and maintenance of validation with the manager.
ARTICLE 4: The grid
minimum wage level and step is defined in accordance with the Collective Agreement and is adjusted to each rider thereof.
are reminded that the minimum wage conventional in DARTY Provence Mediterranean by coefficient, is the gross monthly salary below which no employee will be paid unless the employment contract provided for particular texts in force.
In accordance with the Collective Agreement applicable to the company and in particular Article 17-2, are not included in the minimum wage conventional Coefficient: The
overtime pay
The seniority bonus
Increases for hazardous work
bonuses and gratuities
outstanding payments under the incentive legislation participation and not having to pay
Sums constituting reimbursement of expenses that do not support the assessment, under the legislation of social security
Under this agreement, it is agreed and understood by all signatories that within DARTY Provence Mediterranean and in accordance with the collective agreement, the minimum wage takes conventional basis for comparison, the base salary (also called fixed remuneration) + variable annuities (also known as variable pay) as defined in this agreement.
ARTICLE 5:
The fixed remuneration and fees vary by occupation, are defined as follows: Order Pickers
Position A EUR 920 + variables from 0 to 400 euros to 285 euros centered
Position B EUR 995 + variables from 0 to 400 euros to 285 euros centered
Caristes
Position A 1043 euros + variables from 0 to 400 euros to 285 euros
centered position B 1110 euros + variables from 0 to 400 euros to 285 euros
centered Leadership Position dock
to 1167 euros + variables from 0 to 400 euros centered at 285 EUR
Variable Compensation:
criteria variables for the order pickers, forklift operators and responsible for the platform are:
Productivity: 0 to 200 euros with a focus to 142.5 euros
The focus of the productivity criterion is set according to the historical 23 pieces / hour rate
HS: 0 to 200 euros with a centered at 142.5 euros
The focus of the HS rate is fixed at either 0.40% historical
To ensure clarity and transparency of remuneration and variable, the company undertakes to show on a monthly basis, on the tables for this purpose the figures for productivity and quality of HS (HS rate).
HGV Drivers :
It was agreed as part of this agreement that basic salaries for drivers of heavy vehicles the company will be revalued at 1 April 2005 to 2%. Delivery people
demonstrators:
West Region: Position A
EUR 950 + variable from 0 to 450 euros to 250 euros and centered
Position B 980 euros + variable from 0 to 450 euros to 250 euros and centered
Position C 1030 euros + variable 0 to 450 euros to 250 euros and centered position
D Euro 1070 + variable from 0 to 450 euros to 250 euros and centered
It was agreed that as of February 2006, the maximum amount of variable deliverymen demonstrators the West region will be identical to that of deliverymen demonstrators in the eastern region. This EP would then amount to 600 euros.
East Region: Position A
EUR 950 + variable from 0 to 600 euros and 250 euros
centered at position 980 euros B + variable from 0 to 600 euros and 250 euros
centered at position 1030 euros + C variable from 0 to 600 euros and centered at 250 euros 1070 euros
Position D + variable from 0 to 600 euros and 250 euros centered
The slopes of the variables between the short and focused and centered between the max and are constructed as linear
Variable Compensation : The
Shipping rates overall quality (individual criterion)
East: 0 to 240 euros to 100 euros centered
West: 0 to 180 euros to 100 euros centered
Mini is 93% - the focus is 97% - the maximum is 100%
Given the current differences, it was agreed to implement a transitional period of three months so that each driver whose quality is less than 93% can reach the center.
rate call customer service after delivery (individual criterion)
East: 0 to 180 euros to 75 euros centered
West: 0 to 135 euros to 75 euros centered
Mini is 21% - the center is 14% - the maximum is 10%
For both the above criteria (levels of quality and customer service call rate), it was agreed that the minimum number of cards for the calculation of T rate should be 60 cards accumulated over 3 months. Below this threshold, it will be added maps of the previous quarter (maximum 2 terms).
It was also agreed that each employee has the right to view the maps T which were used to calculate the rate. It is recalled that all maps T is transmitted by the Customer Relations Department directly to the officer concerned.
complete return rate (single criterion)
East : 0 to 180 euros to 75 euros centered
West: 0 to 135 euros to 75 euros centered
Mini is 4% - the focus is 2% - the maximum is at 0%
ARTICLE 6: The
Directorate of Darty Provence Mediterranean and the signatory unions agree that this agreement does not drop coefficient or the base salary for all employees concerned.
It was agreed that until February 2006, the C level for deliverymen demonstrators FP Montpellier will be guaranteed up to 1296 euro (for deliverymen with CDS). Beyond that date the exemption lapse.
ARTICLE 7: Are
annexed table of the classification criteria of demonstrators and deliverers of correspondence between the grid base salaries 35 hours and 39 hours.
ARTICLE 8:
This agreement will apply from 1 April 2005 is concluded for an indefinite period. 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 9:
Any provision modifying the contents of this document and would be an agreement among the parties, will result in the establishment of an addendum to this Agreement.
ARTICLE 10:
The unions and management agree not to negotiate or implement practices, agreements or interpretations in the various activity centers. Any request for interpretation must be made either directly with the Human Resources Director, or at a works committee or in the NAO.
ARTICLE 11:
Before its implementation, the council will be informed about the content this agreement.
ARTICLE 12:
This agreement will be filed in quintuplicate with the Departmental Labour, Employment and Vocational Training of Marseille and a copy to the secretariat of the Labour Court of Marseille.
Manufactured in Marseille, February 17, 2005
LEVELS OF CLASSIFICATION DELIVERYMAN DEMONSTRATOR
A Knowledge Base
Is capable in terms of behavior and presentation. Listen
and motivated.
Interest in products / customers.
Willingness and ability to learn.
B Awareness depth
Master commissioning of current products (with or without assistance).
Advises the client.
Knows explain the operation (user level).
Installs on pre-installing correctly.
Knows manage his tour.
Call the customer in advance or lag.
Ensures proper condition of a vehicle (periodic maintenance, cleaning, ...)
Ensures collection.
C Knowledge of expertise
Master cashing / negotiation and delivery.
Knows manage customer relationships and conflict.
Master-commissioning and explanation of all products including complex products
East exemplary driving (road traffic regulations, accident ..)
D Specialized knowledge
ability to form A and B.
Mastery client conflict.
Knows manage hardware commissioning FP
Knows manage the car park
Replaces responsible for its platform during his absences
