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negotiating session man / woman of 18 June 2010

management again by a subtle interplay of syntax, does evoke the articles of the Labour Code. Thinking, as it negotiates with the social partners and is open to new proposals within the agreement. Indeed, many articles of the agreement, supposedly 's proposals employer, are not progress, but already the legal provisions of the Labour Code, which equals the legal minimum: "Who can do more can do less!"

Management believes that the relationship life family and professional life to its limits. The management refuses to make a commitment to meet the demands of trade unions on this issue and makes clear that organizations have a utopian vision of corporate life. Given this situation, should remind us that in the evolution of the modern industrialized world, is the work that adapts to humans and not the man who must adapt work (according to the Labour Code). We are no longer in the era of Taylorism, or "Modern Times Charlie Chaplin. CFTC calls on the direction of Disneyland Paris to see the reports and analysis of sociologists, to be in tune with the times. If the consumption pattern has changed the psychology of the family did the same, we believe that it is the same in the business world. Stop having the primary objective, the profitability at the expense of company employees.

We do not have a philosophical agreements or utopian, far away. We want you to add frames to your chords a reflection of psychological and sociological factors that would be beneficial for all employers and employees.

Do we think that your management function and goals of profitability you away from "real life"? Remember that an employee in good health, knows given a lot and contributes greatly to the "good health" of the company.

Other countries and companies are already on this level of reflection, and have adapted to this end. This leads us to believe that Disney values are pure utopia. The finding, our Relationship Manager is our new social Calamity Jane, it shoots faster than his shadow, "No, no, no, I do not give in!".

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negotiation meeting gender equality gender equality

We are moving slowly, ... the same observations were made by the representatives CFTC in 2010 compared to 2009, the same outline solutions are data management. Basically nothing changed except the fact that management strives to create a draft agreement that would commit to measures to move towards a professional equality and equity. CFTC officials be attentive to the results of these commitments Management.

The "life" or "family status" employees seem to be taken into account by management. Meanwhile, representatives CFTC find that management prefers to promote the words "life" rather than "family life" in the agreement; representatives CFTC can not help to question the real commitment displayed by management in terms of this agreement. To achieve a balance and will prove the success of this new agreement, representatives CFTC said that the company can no longer pretend, not to give importance, to balance family and professional life of each employee.

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Meeting May 20, 2010 wife of

Years pass the negotiations are linked together and look alike. The management believes its good will, begins to philosophize on the subject and complaining about running out of tools for analysis of career development between man and woman; Q'avez you done for three years?
course, management does not fail to provide improvements over the previous agreement: budgets by division and not a steering joint (Insists management). The conclusion remains the same as when negotiating the final agreement: there is still no parity in many areas of the business (technical services, general services, security).
Clearly, there is no parity in terms of workforce and wages. When
unions highlight the inequality between men and women who continue, but management intends to reiterate its primary objective: to meet business needs.
Management makes self-criticism literary management would like access to our requests but can not afford.

The management explains: "We went to a management staff to manage human resources, but we have not yet reached the end of the logic of knowledge management throughout the employability" we are a map of professional human resource to 3 years. " This challenges the CFTC
: we end up with a real deal in 3 years?
is the story of the hare and the tortoise: nothing to run, yet he must leave on time and keep the distance!