End of a first round of negotiations. Michelin has announced that it has completed negotiations on the framework agreement which will define the departure conditions for its employees, but also compensation for those who will stay. The project will be submitted for signature to the four representative unions (CFE-CGC, CFDT, FO and CGT) within the next three weeks. This will then make it possible to negotiate the collective contractual rupture plan (RCC) for 2021, which could be opened from July 1.
The tire manufacturer announced in early January its intention to cut 2,300 jobs in France over three years – 1,100 in support functions and 1,200 in factories. He then indicated that he hoped not to have to resort to forced departures and to rely on retirements to reach 60% of the goal.
The manufacturer specified on Wednesday the variation of this project for 2021, as well as the conditions that will apply over the three years. This year, 530 jobs will be cut in France, mainly in Clermont Ferrand (290 in the tertiary sector, and 40 in industry), but also in Cholet (40), Monceau (30) and Troyes (30) .
“At the same time, we are going to create 200 new positions to support the development of new fields such as hydrogen or recycling, reinstate certain skills such as information systems, and centralize European management in Clermont,” explained Jean-Paul Chiocchetti. , the director France, during a press point.
Taking into account the planned departures, natural or in retirement, the first RCC plan will therefore be open this year to 146 employees. It provides for compensation of between 1.8 and 2.8 years of salary, depending on the case, with a minimum of 60,000 euros. It also includes a rehiring priority clause. Early retirement will be made easier, with the company committing, for example, to finance the buy-back of 4 quarters.
“The negotiations were tense but we are finally satisfied to have obtained guarantees for those who remain, in particular on the evolutions of wages to come”, advance the delegate CFE-CGC, José Tarantini. The union organization, followed by Sud, FO and the CGT, boycotted the first meetings in February following the management’s decision to impose its decisions on this year’s salary developments (NAO).
Last year, the CFE-CGC had recourse to justice to enforce the NAO agreements negotiated at the beginning of the year, which the company had wished to postpone due to the health situation. In presenting the draft framework agreement, management insisted on its desire to “pay particular attention” to employees who choose to stay. The suffering linked to the 2018 plan is still remembered by Bibendum, who is renowned for his social dialogue.