At Solocal (ex-Pagesjaunes), the company’s 2,300 employees will still have to wait to be reimbursed, in these times of pandemic, the teleworking costs estimated by management at around 7.50 euros per day per employee and this, despite an agreement signed by the company on the subject in May 2015. An “unacceptable and crude” situation, denounces the Force Ouvrière union, which has repeatedly called out to management since the start of widespread teleworking during the first containment in March 2020.
It has been almost a year since this subject has been the subject of a deaf dialogue between the unions and management in this company weakened by the Covid and narrowly saved from bankruptcy last summer.
For management, this is not telework but “remote work”
Under the 2015 agreement, and before the outbreak of the pandemic, some 200 Solocal employees, having signed an amendment, were able to work from home one or two days a week, against an indemnity of 7.50 euros per day paid by the company for Internet, telephone and heating costs.
Compensation which should now be generalized to some 1,400 employees currently teleworking in view of the pandemic, claim the unions. “Except that management has renamed telework as it is applied because of the Covid. She calls it remote work, ”explains Nadine Champrou, CFDT central union representative.
In a letter addressed to the unions that we were able to consult, the director of human resources Richard Cuif effectively makes a distinction between the telework carried out by some 200 employees before March 2020 and the telework carried out by the majority of the workforce since the Covid crisis: ” This agreement (Editor’s note: on telework in 2015) does not in any way target the remote working situation imposed on companies as a result of government decisions, ”he wrote.
For Jérôme Debeauce, lawyer at the Orléans (Loiret) bar, the distinction between these two concepts is not immediately obvious. “Remote work seems to me to be a little broader than teleworking. It can include the case where a maintenance technician works at a customer for example. But, legally, I do not see the difference. I see it more as an attempt by the company to play with words ”.
Employees invited to come to the office
“Telework and remote work, it seems to us that they are the same thing! », Adds Sylvain Deligny, central union delegate of the autonomous union (attached to Unsa), the first union at Solocal.
“The fact that the agreement was signed in a different context does not exempt the company from treating all its employees equally,” supports Me Debeauce. “If some of them have signed an addendum which entitles them to compensation costs, all the others should be able to do so as well. Employers should not tamper with company agreements to apply them to the lowest priced. “
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In the same letter addressed to the unions, the HR Director also recalls that, despite government directives, employees can continue to work on site if they wish if they prefer: “Our sites are always open, as the government allows. To date, employees who prefer to come and work at the workplace can still access their workstation, ”he wrote.
Arguments swept away by the unions: “How to hold this kind of speech when the Minister of Labor, Élisabeth Borne, increases the pressure on companies to enforce teleworking? “, Annoys Frédéric Gallois, Force Ouvrière (FO), who also denounces a” breach of equality “between employees.
The negotiations which are to open again on teleworking next week should make it possible to mediate the situation. Pending the results, the management of the company refuses to comment.