Philippe Vivien, Areva HR manager, said, “This agreement is the result of shared work between the trade unions, employees and management. We opened talks after a joint diagnosis, shared with employees and, during this negotiation, we really built the agreement’s field together. For instance, telework has been introduced because employees talked about it, and we worked with unions on the collective meaning of labor.” Regarding implementation, “as usual for Areva’s agreements, there will be plans to enforce the agreement” he added. The agreement draws a lot from what the Anact (public agency in charge of H&S topics) has done to define the quality of life at work and the spheres it covers.
The CFDT, FO and Unsa/Spaen unions have already signed the agreement on the quality of working life negotiated with Areva’s management. This agreement, still open for signature, is different because of its holistic approach. Indeed, it deals with the prevention of psychosocial risks, work hardness, the management’s role and responsibility, labor organization and evolution, or even work-life balance. (Ref. 120379)
Philippe Vivien, Areva HR manager, said, “This agreement is the result of shared work between the trade unions, employees and management. We opened talks after a joint diagnosis, shared with employees and, during this negotiation, we really built the agreement’s field together. For instance, telework has been introduced because employees talked about it, and we worked with unions on the collective meaning of labor.”
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