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EMPLOYEES
17
17.4 Health and safety
In addition, a number of information and consultation meetings were held on the
implementation of the group’s refinancing plan and the group’s reconfiguration (new
managerial organization, sale of Canberra, sale of AREVA TA, sale of AREVA NP’s
operations, creation of New AREVA Holding, etc.).
Lastly, the development phase continued for the group’s independent health
service, which was established by the October 18, 2012 agreement signed
in September 2013 by the Regional Department of Business, Competition,
Consumption, Work and Employment for the Ile-de-France region (DIRECCTE).
Presently, 63% of the employees are covered by this group health service.
China
In China, the group signs collective bargaining agreements negotiated with the
labor unions. These agreements regularly include a commitment to compliance
with labor laws, to fair compensation and to a work environment that complies with
rules for protecting the health and safety of employees.
17.3.2.
STATUS OF COLLECTIVE BARGAINING AGREEMENTS
Please refer to Section 17.3.1.
17.4.
HEALTH AND SAFETY
17.4.1.
HEALTH AND OCCUPATIONAL SAFETY CONDITIONS
Please refer to Appendix 3.
HISTORICAL HEALTH DATA
Please refer to Appendix 3.
17.4.2.
STATUS OF AGREEMENTS ON HEALTH AND OCCUPATIONAL SAFETY SIGNED
WITH LABOR UNIONS OR EMPLOYEE REPRESENTATIVES
In France, AREVA signed an agreement on the development of the Quality of
Working Life on May 31, 2012. This agreement is monitored jointly by the Safety,
Health, Security, Quality and Environment Department and by theHumanResources
Department through quarterly Steering Committeemeetings on occupational stress
prevention and on the quality of working life. For the past three years, during the
Committee’s confidential meetings with coordinating physicians of the group’s four
regions in France, occupational stress prevention and measures taken by the sites
in France are discussed in qualitative terms, and the robustness and relevance of
the group’s Quality of Working Life initiatives are reviewed in order to support and
measure the occupational stress prevention policy. This agreement was renewed
on April 2, 2015.
As part of its occupational stress prevention policy, the group set up 35 programs
to listen to and counsel all of its employees in France and performed 23 surveys in
France covering close to 80% of the workforce, enabling it to identify risk factors
and propose occupational stress prevention actions.
Also, since 2010, the group has provided occupational stress prevention training to
424members of Management Committees and tomore than 1,700 line managers.
Special training for the Human Resources function and the members of Health,
Safety and Working Conditions Committee (CHSCT) was deployed over the year,
and close to 200 people were trained in 2015 and 2016.
As part of the deployment of the Quality of Working Life agreement, a chart on the
“human impacts of change and reorganizations” was established. The chart has
been used more than 200 times since September 2012 in connection with various
projects, both at the group level and at the sites (Convergence, Phileas, Tricastin
Platform, Shared Service Centers). As part of the group’s transformation plan, 90
charts were integrated into the notes of the Health, Safety and Working Conditions
Committee (CHSCT) of the 6 companies of the group concerned by the Voluntary
Department Plans. At the same time, various occupational stress prevention tools
rolled out in the group since 2009 were strengthened and supplemented to better
respond to the challenges of the performance plan.
In Germany, several initiatives addressing the balance between work and personal
life were showcased on the intranet or during events. Most of themeasures adopted
relate to occupational safety, part-time work, balancing work and family life, and
conflict management.
In the United States, several programs were set up to ensure that the work
environment is respectful of employees’ personal and family commitments.
This is the case, for example, with different forms of part time work (alternative
classifications), telecommuting, flex schedules, and vacation arrangements
(compensated time off and unpaid leave).
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2016 AREVA
REFERENCE DOCUMENT