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SIGNIFICANT AGREEMENTS
IN THE AUTOMOBILE DIVISION
IN 2001 AND 2002
France: Eight agreements signed,
concerning wages, working hours,
vacation time, incentive systems,
union rights, supplemental
retirement plans and working
conditions.
Spain: 2001-2003 convenio signed,
concerning wage increases for nonmanagerial
staff, shorter working
hours on an annual basis, the
convergence of employee categories
and the redundancy plan for the
Madrid and Vigo plants.
Argentina: Agreements concerning
adjustments to economic conditions
and flexible working hours. Renewal
of the “social peace” agreement.
United Kingdom: Agreements
concerning negotiation and
consultation, with changes in
committee membership and in
negotiation processes. Other
agreements on increases in wages
and employee contributions to
pension plans, on the organization
of work and the introduction of the
stakeholder plan. Continuous running
agreements and introduction of a
fourth shift.
Brazil: Collective agreements
concerning a general wage increase,
shorter workdays and improved
living conditions, a 2002 profitsharing
program, and agreements on
collective vacations and flexible
working hours.
Germany: Agreements on a code of
ethics concerning the use of new
information systems, and on
guidelines for managing geographic
transfers in the Peugeot marketing
subsidiary. Agreements on holidays
and procedures governing working
hours.
ENCOURAGE INVOLVEMENT IN
THE COMPANY BY EMPLOYEES
AND EMPLOYEE REPRESENTATIVES
WORLDWIDE
SUSTAINED, REVAMPED SOCIAL DIALOGUE
The quality of social dialogue in a company
is based on a commitment to working
together and on an affirmation of the role
and mission of employee representatives.
The signature in France of two agreements
on union rights in 1999 and 2001 reflects
this commitment to involving employee
representatives in the life of the company.
The Group intends to pursue social dialogue
by working with independent unions.
Agreements on the exercise of union rights
concern such areas as recognizing that
employees can be union representatives
while retaining their professional
responsibilities, providing information and
training for employee representatives and
ensuring sufficient resources for the smooth
functioning of union organizations. In France
as in other countries, every employee
working in a production plant, service facility
or major marketing organization is
represented by independent unions or
employee representatives. Employees in all
of the Group’s European units are
represented by a European Works Council
created in 1996.
BUILDING CONTRACTUAL RELATIONS
A large number of agreements on major
corporate issues were signed worldwide
in 2002, in particular concerning wages,
working hours, incentive systems and
supplementary retirement plans. Where
necessary, implementation is being tracked
by a special commission that enables
signatory unions to verify agreement
application. Depending on national and
local conditions, all of the Group’s
member companies and plants contribute
to social and cultural activities and help to
improve the quality of worklife, with food
services, transportation and employee
welfare benefits. In France, more than
1.5% of gross payroll is directly or indirectly
allocated to employee-related activities
and programs.
LISTENING TO EMPLOYEE OPINIONS
In France, four employee opinion surveys
have been conducted by the ESTEL polling
organization since 1998. In 2002, the 1,370
respondents generally said they were
satisfied and confident. In particular, they
found their jobs interesting and appreciated
the working hours and working conditions.
The large majority remains confident in the
outlook for jobs in the industry in general
and their own job in particular. Lastly, 82%
felt that their personal objectives and
assignments were clearly defined, and 78%
believed they were realistic. In absolute
terms, these were very good numbers, and
higher than in previous years.
PSA PEUGEOT CITROËN - MANAGING BOARD REPORT 71