On May 23, 2018, TDF signed a three-year agreement on Quality of Life at Work (QWL) with the CFDT and CGT trade unions. Following on from the agreements signed on the themes of professional equality between women and men on April 21, 2017 and teleworking on February 20, 2015, TDF's management and the signatory trade union organizations, wish to reinforce the measures already in place in terms of work-life balance by ensuring employees' right to disconnect.
For TDF, the quality of life at work is a factor in the development of both the individual and collective well-being of its employees. To this end, TDF intends to place it at the heart of its social policy, and to encourage a permanent process of improvement for its employees.
TDF's commitment to quality of life in the workplace focuses on five areas: a training program for managers, work-life balance, health and well-being in the workplace, the quality of the working environment, and solidarity commitments.
Everyone's commitment to promoting quality of life at work
In order to involve all players in the promotion of QWL, a training program will be set up for all managers, members of the executive committee (COMEX) and human resources managers. Focusing on the workgroup, this training aims to promote and disseminate good managerial practices, so that the principles of QWL are consistently applied throughout the company.
Balancing life's rhythms
As a signatory to the Charter of "15 Commitments to Balancing Life's Spaces" (sponsored by the French Ministry for Women's Rights), TDF is keen to ensure that everyone enjoys a balance between work and family life, by making day-to-day life easier. In this respect, the new agreement complements existing measures, by ensuring a right to disconnect and "chosen connection", in particular through awareness-raising actions on the proper use of digital tools.
In addition to existing measures relating to parenthood, TDF is committed to "active grandparenting", by offering grandparent employees the possibility of flexible working hours or time off during school vacations and/or Wednesdays.
Health and well-being at work
TDF wishes to continue implementing information and prevention initiatives on employee health. These actions are aimed at improving the prevention of psychosocial risks and harassment in the workplace, as well as road risks.
Well-being in the workplace also involves limiting the physical isolation of employees, particularly technicians, as well as promoting and strengthening social ties and team cohesion.
The quality of work environments
TDF is committed to modernizing its workspaces, offering its employees innovative equipment and layout principles. Following on from the relocations of its Paris sites and the Lyon regional site, TDF is keen to develop a common real estate model for any future relocations or redevelopments of regional sites.
Commitments to solidarity and diversity
In order to respond to emergency situations in which employees come to the aid of loved ones, TDF has set up a Solidarity Fund to provide a framework for the donation of days of leave.
TDF is also keen to promote its employees' civic commitment, whether it be to solidarity, humanitarian or civic causes, by making financial contributions to associations in which employees are involved on an extra-professional basis, after selection by a Jury, or by supporting employees who are reservists. The company is also a partner of associations in which its employees can participate (mentoring of young people from working-class backgrounds with the "Passeport avenir" and "Nos Quartiers ont du Talent" associations, in-company immersion of servicemen wounded in operations with the French Army's Cellule d'aide aux blessés de l'Armée de Terre organization, support for the feminization of technical professions with the "Elles bougent" association, etc.).
Christophe Maximilien, Group Human Resources Director, confirms TDF's commitment:
This agreement comes at a time of growth for TDF. We are delighted with the initiatives we are launching, as they have been designed with the needs and well-being of our employees in mind. We wanted to empower managers and protect employees, while giving them the freedom to manage the balance between their professional and personal lives. Effective social performance will have a positive impact on the company's overall performance and on our attractiveness as an employer. This agreement is the fruit of constructive and responsible negotiations with our social partners.