The CFTC team is committed: our proposals for ACS-RP

03/11/2025

1/ Support Schneider Electric's transformation while protecting jobs.

  • Mobilise to develop investment in Business Units.
  • Support the deployment of AI to improve existing job conditions and promote the creation of new jobs.
  • Ensure that the electrification of Schneider Electric's vehicle fleet respects the working conditions of mobile workers. Enable vehicle charging at all sites
  • Be mindful of the impact on each employee of the relocation of agencies and HIVE to EDENN and propose solutions to ensure your well-being

 


2/ Offer attractive remuneration that reflects the company's actual performance

  • Increase the maximum profit-sharing contribution to 12% of gross annual salary (instead of 10%)
  • Increase the PEG contribution to €2,200, with 200% on the first €500 paid
  • Reform the STIP criteria, or even integrate it into the base salary for employees who wish to do so
  • Overhaul the SIP criteria with realistic objectives that are adapted to the economic situation and reward performance
  • Recognize and take into account expertise and experience in job classification. Enable teams to progress and change grade without changing jobs

3/ Review the Annual Performance Review and trust line process.

  • Offer a recourse or mediation solution in the event of disagreement with the manager.
  • Reduce the impact of the behavioral part, which lowers the overall rating because it is too subjective and sometimes biased. Better recognize collective achievements in the Annual Performance Review
  • Improve the trust line process by including employee representatives to ensure greater fairness in decisions

4/ Implement Schneider Electric's social and environmental commitments for employees

  • Combat burnout by adapting working hours to employees' circumstances (age, health, arduousness of work, caregiving responsibilities, etc.)
  • Create a ‘caregiver support fund’ financed by employees' paid leave and unused RTT days
  • Provide high-quality family support for all foreign employees on local contracts (taxation, schooling, health, etc.)
  • Assist with the purchase of pension quarters through company-subsidized mechanisms
  • Increase the soft mobility allowance (€150 versus €40) and diversify its use
  • Encourage management to conduct in-depth studies of the environmental impact of all projects

5/ Assist employees with their essential expenses

  • Renegotiate the current system of employer contributions to meals taken in company restaurants to return to 50%
  • Increase meal vouchers
  • Reduce vehicle costs for mobile employees. Negotiate a favourable EV charging rate for everyone, both in branches and at the Hive
  • Cover the cost of childcare for single parents on business trips in the expense report
  • Increase teleworking allowances and simplify the teleworking declaration process for mobile employees.

6/ Holidays, leisure & culture

  • Develop a range of group travel options that are more environmentally friendly: travel in France, including train travel and promoting soft mobility
  • Offer an enhanced reimbursement rate for travel by train or carbon-free vehicle
  • Provide flexibility in the management of files
  • Continue to promote the redistribution of reserves in the form of holiday/gift vouchers in line with the budget