The CFTC team is committed: our proposals for Angoulême
03/11/2025
1/ Promote the Angoulême site as an investment zone for job and skills development in line with sustainable development
- Mobilise to develop investment in the factory and new Business Unit projects
- Support the deployment of AI in Angoulême to create new jobs and improve and enrich existing ones
2/ Offer attractive remuneration packages that are more closely linked to the company's actual performance.
- Increase the maximum profit-sharing bonus to 12% of gross annual salary (instead of 10%).
- Increase the PEG contribution to 200% for the first €500 and raise the total amount to €2,200.
- Recognize and take into account expertise and experience in job classification
- Obtain general increases (AG) for all, including executives, in order to at least maintain purchasing power
- Offer individual increases (AI) to reward individual performance.
- Adjust the Time Savings Account by storing all types of leave, overtime, increases, bonuses, etc.
3/ Restoring meaning to work
- Restore a sense of trust and unity among teams by setting common goals to bring people together rather than promoting individual performance, which can be divisive.
- Be vigilant about the quality of support provided to employees who are forced to relocate.
- Redefine a coherent order of priorities among managers, ensuring good team cohesion first in order to create an encouraging dynamic, before talking about performance and productivity
- Place greater emphasis on collective intelligence; workshop employees also have good ideas that are too rarely heard, and today many ideas are not taken into account.
- Request the regular publication of available positions with an indication of grade and classification.
4/ Improve working conditions
- Combat burnout by adapting flexible working hours to suit employees' circumstances (age, health, arduousness of work, caregiving responsibilities, etc.).
- Reject ‘free flexibility’: maintain voluntary arrangements with solid compensation in terms of money or time.
- Allow 100% monetization of unused RTT days, giving each employee the choice between days off and money.
- Call for a genuine system to prevent psychosocial risks such as stress, burnout, harassment, etc.
5/ Assist employees with their fixed expenses
- Renegotiate the current system of employer contributions to canteen meals, returning to 50%, as with meal vouchers
