{"id":15971,"date":"2021-02-08T13:39:22","date_gmt":"2021-02-08T13:39:22","guid":{"rendered":"http:\/\/localhost:8080\/?p=15971"},"modified":"2021-02-08T13:39:22","modified_gmt":"2021-02-08T13:39:22","slug":"activites-du-groupe-orange-au-royaume-uni-la-vigilance-est-de-mise","status":"publish","type":"post","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/2021\/02\/08\/activites-du-groupe-orange-au-royaume-uni-la-vigilance-est-de-mise\/","title":{"rendered":"Activit\u00e9s du Groupe Orange au Royaume-Uni: la vigilance est de mise."},"content":{"rendered":"<p>[<em>French version here\/English version below<\/em>]<\/p>\n<p>Dans le cadre du Comit\u00e9 de Groupe Europ\u00e9en d&rsquo;Orange des 3 et 4 f\u00e9vrier 2021 par t\u00e9l\u00e9conf\u00e9rence, la Direction du Groupe a inscrit un point \u00e0 l&rsquo;ordre du jour relatif \u00e0 la transformation de l&rsquo;activit\u00e9 d&rsquo;Orange Brand Services Limited (OBSL) au Royaume-Uni, dossier pr\u00e9sent\u00e9 par Christophe Naulleau, Vice-pr\u00e9sident Europe, en charge de la gouvernance des pays, Gillian Miles, Directrice des Ressources Humaines Orange Europe, et Stefan Buschi, Vice-pr\u00e9sident des Ressources Humaines Orange Europe.<\/p>\n<p>Lors du Comit\u00e9 de Groupe Europ\u00e9en du 6 octobre 2020, la Direction du Groupe pr\u00e9sentait, pour la premi\u00e8re fois, un dossier relatif \u00e0 la transformation des activit\u00e9s d&rsquo;Orange Brand Services Limited (OBSL) au Royaume-Uni. D\u00e8s 2017, le Groupe Orange confirmait sa d\u00e9cision de ne pas accro\u00eetre le nombre de postes \u00ab\u00a0corporate\u00a0\u00bb dans les pays o\u00f9 il n&rsquo;existe plus d&rsquo;activit\u00e9s B2C. De fait, depuis cette date, et li\u00e9 au non remplacement des collaborateurs quittant l&rsquo;entreprise, les effectifs de la strcture OBSL ont connu une r\u00e9elle attrition, passant de 219 en 2017 \u00e0 175 en mars 2020. Ce constat, conjugu\u00e9 \u00e0 d&rsquo;autres aspects li\u00e9s aux \u00e9volutions des organisations et des restrictions en mati\u00e8re de d\u00e9placement et de budget, ont conduit la Direction du Groupe \u00e0 d\u00e9cider une concentration, sur les activit\u00e9s consolid\u00e9es, sur le site de Londres, ainsi qu&rsquo;un transfert de certaines op\u00e9rations aux \u00e9quipes comp\u00e9tentes bas\u00e9es dans d&rsquo;autres pays europ\u00e9ens.<\/p>\n<p>Orange Brand Services Limited accueille aujourd&rsquo;hui 175 collaborateurs, r\u00e9partis sur les sites de Bristol (78 salari\u00e9s), Londres (80), ainsi que 17 autres pratiquant le t\u00e9l\u00e9travail. Quelques \u00e9l\u00e9ments sociologiques permettent de mieux cerner les impacts qu&rsquo;une telle d\u00e9cision peut avoir sur les salari\u00e9s concern\u00e9s: l&rsquo;anciennet\u00e9 moyenne s&rsquo;\u00e9l\u00e8ve \u00e0 16 ans, la moyenne d&rsquo;\u00e2ge \u00e0 48 ans, et 42% sont des femmes. Un grand nombre d&rsquo;activit\u00e9s sont couvertes, du domaine juridique au d\u00e9veloppement logiciel, en passant par les m\u00e9tiers de la finance, les fonctions support, ou encore le multim\u00e9dia et les contenus.<\/p>\n<p>Dans le cadre de la strat\u00e9gie Engage 2025, le Groupe Orange consid\u00e8re que l&rsquo;entit\u00e9 Orange Brand Services Limited doit se concentrer sur les activit\u00e9s clefs de la marque, consolid\u00e9es et bas\u00e9es \u00e0 Londres, toutes les autres devant \u00eatre transf\u00e9r\u00e9es aux \u00e9quipes comp\u00e9tentes en dehors du Royaume-Uni. De fait, les deux principales cons\u00e9quences pour les \u00e9quipes sont d&rsquo;ordre g\u00e9ographique et social:<\/p>\n<ul>\n<li>les bureaux de Bristol seront ferm\u00e9s et remplac\u00e9s par un hub polyvalent de petite envergure<\/li>\n<li>89 des 175 employ\u00e9es d&rsquo;Orange Brand Services Limited sont identifi\u00e9s sur des activit\u00e9s non critiques, dont 69 sont concern\u00e9s par un risque de licenciement \u00e0 Bristol et \u00e0 Londres.<\/li>\n<\/ul>\n<p>S&rsquo;agissant des postes transf\u00e9r\u00e9s, ils seront confi\u00e9s \u00e0 d&rsquo;autres entit\u00e9s, les salari\u00e9s impact\u00e9s pouvant postuler sur des postes transf\u00e9r\u00e9s dans le cadre de contrats nationaux, les activit\u00e9s des postes supprim\u00e9s cessant ou \u00e9tant absorb\u00e9es par les \u00e9quipes existantes. En effectuant un focus sur les employ\u00e9s frapp\u00e9s d&rsquo;un risque de licenciement, leur moyenne d&rsquo;\u00e2ge s&rsquo;\u00e9l\u00e8ve \u00e0 51 ans, 25 d&rsquo;entre eux ayant plus de 55 ans, et 33 ont plus de 20 ans d&rsquo;anciennet\u00e9 dans le Groupe. Par ailleurs, les options de d\u00e9ploiement demeurent tr\u00e8s limit\u00e9es au sein m\u00eame du Groupe Orange, y compris dans les \u00e9quipes d&rsquo;Orange Business Services bas\u00e9es au Royaume-Uni.<\/p>\n<p>A l&rsquo;issue du Comit\u00e9 de Groupe Europ\u00e9en initial du 6 octobre 2020, lors duquel ses membres ont \u00e9mis de tr\u00e8s grandes r\u00e9serves sur les r\u00e9elles motivations du management les conduisant \u00e0 une telle d\u00e9cision, le dossier a \u00e9t\u00e9 abord\u00e9 \u00e0 nouveau lors du Comit\u00e9 de Groupe Europ\u00e9en du 25 novembre 2020, puis en r\u00e9union de Bureau le 10 d\u00e9cembre 2020. Durant toute cette p\u00e9riode, le Bureau du Comit\u00e9 de Groupe Europ\u00e9en, <strong>dont la CFE-CGC Orange fait partie en tant que Secr\u00e9taire adjoint de l&rsquo;instance<\/strong>, est rest\u00e9 en \u00e9troit contact avec la structure de repr\u00e9sentation locale des salari\u00e9s britanniques (ECON) concern\u00e9s par le projet. L&rsquo;une des particularit\u00e9s du droit britannique impose \u00e0 cette repr\u00e9sentation locale d&rsquo;attendre l&rsquo;avis rendu par le Comit\u00e9 de Groupe Europ\u00e9en avant de pouvoir passer d&rsquo;une proc\u00e9dure collective \u00e0 des entretiens individuels visant \u00e0 accompagner au mieux les salari\u00e9s impact\u00e9s, en fonction de leurs propres aspirations (d\u00e9part volontaire, transfert de leur activit\u00e9, candidature \u00e0 une mobilit\u00e9 vers une autre g\u00e9ographie, reclassement externe).<\/p>\n<p><strong>Afin de ne pas retarder le calendrier, et pour permettre aux salari\u00e9s impact\u00e9s de se positionner le plus rapidement possible sur l&rsquo;une des options propos\u00e9es et n\u00e9goci\u00e9es par la repr\u00e9sentation britannique des salari\u00e9s, le Comit\u00e9 de Groupe Europ\u00e9en a rendu&nbsp;<a href=\"http:\/\/localhost:8080\/wp-content\/uploads\/2021\/02\/avis_du_cge_edisson_v.final_.pdf\" target=\"_blank\" class=\"wf_file\"><img decoding=\"async\" src=\"http:\/\/localhost:8080\/wp-content\/uploads\/2010\/11\/pdf.png\" alt=\"pdf\" class=\"wf_file_icon\" style=\"border: 0px; vertical-align: middle; max-width: inherit;\" \/><span class=\"wf_file_text\">un avis n\u00e9gatif et motiv\u00e9<\/span><\/a>&nbsp;, affirmant son d\u00e9saccord avec ce projet<\/strong>, et demandant instamment que:<\/p>\n<ul>\n<li>le transfert des postes vers les autres filiales pr\u00e9sentes au Royaume-Uni, notamment Orange Business Services, soit privil\u00e9gi\u00e9<\/li>\n<li>les d\u00e9parts volontaires soient privil\u00e9gi\u00e9s<\/li>\n<li>l&rsquo;accompagnement au recouvrement d&rsquo;un nouvel emploi soit \u00e9tendu jusqu&rsquo;\u00e0 l&#8217;embauche effective \u00e0 un nouveau poste \u00e0 l&rsquo;ext\u00e9rieur du Groupe<\/li>\n<li>une reconsid\u00e9ration du nombre total des coll\u00e8gues impact\u00e9s par le projet, notamment ceux qui n&rsquo;adh\u00e9reraient pas volontairement \u00e0 un d\u00e9part avec le package n\u00e9goci\u00e9<\/li>\n<li>l&rsquo;octroi sans aucun d\u00e9lai du package aux salari\u00e9s ayant accept\u00e9 volontairement de quitter le Groupe Orange<\/li>\n<li>que le management du Groupe se porte garant des salari\u00e9s concern\u00e9s dans leur recherche professionnelle<\/li>\n<li>et qu&rsquo;enfin le Groupe favorise les salari\u00e9s d\u00e9sireux de suivre leur poste d\u00e9localis\u00e9, en mettant notamment en place une r\u00e9elle assistance afin d&rsquo;accompagner leur changement de vie, y compris pour leur famille.<\/li>\n<\/ul>\n<p><strong>Enfin, la concomitance entre la mise en oeuvre de ce projet et la sortie du Royaume-Uni de l&rsquo;Union Europ\u00e9enne a conduit les membres du Comit\u00e9 de Groupe Europ\u00e9en \u00e0&nbsp;<a href=\"http:\/\/localhost:8080\/wp-content\/uploads\/2021\/02\/resolution_cge_20200203.pdf\" target=\"_blank\" class=\"wf_file\"><img decoding=\"async\" src=\"http:\/\/localhost:8080\/wp-content\/uploads\/2010\/11\/pdf.png\" alt=\"pdf\" class=\"wf_file_icon\" style=\"border: 0px; vertical-align: middle; max-width: inherit;\" \/><span class=\"wf_file_text\">voter \u00e0 l&rsquo;unanimit\u00e9 une r\u00e9solution<\/span><\/a>&nbsp;dans laquelle ils d\u00e9noncent la volont\u00e9 de la Direction d&rsquo;exclure d\u00e9sormais toute repr\u00e9sentation du Royaume-Uni dans l&rsquo;instance de dialogue social europ\u00e9en du Groupe Orange, r\u00e9affirmant la volont\u00e9 du Comit\u00e9 \u00e0 rejeter toute id\u00e9e visant \u00e0 scinder les relations professionnelles entre salari\u00e9s du Groupe sur la base de d\u00e9cisions purement politiques.<\/strong><\/p>\n<p>[<em>English version<\/em>]<\/p>\n<p>As part of the Orange European Works Council of February 3rd and 4th, 2021, by teleconference, the Group Management included an item on the agenda relating to the transformation of the activity of Orange Brand Services Limited (OBSL) in the United Kingdom, presented by Christophe Naulleau, Senior Vice President Europe Countries Governance, Gillian Miles, HR Director, and Stefan Buschi, Senior Vice President Europe Human Resources.<\/p>\n<p>During the European Works Council meeting on October 6th, 2020, the Group Management presented, for the first time, a file relating to the transformation of the activities of Orange Brand Services Limited (OBSL) in the United Kingdom. As early as 2017, the Orange Group confirmed its decision not to increase the number of \u00ab\u00a0corporate\u00a0\u00bb positions in countries where there are no longer any B2C activities. In fact, since that date, and linked to the non-replacement of employees leaving the company, the workforce of the OBSL structure has experienced real attrition, going from 219 in 2017 to 175 in March 2020. This observation, combined with others aspects related to organizational changes and restrictions in terms of travel and budget, led the Group Management to decide on a concentration, on consolidated activities, on the London site, as well as a transfer of certain operations to the competent teams based in other European countries.<\/p>\n<p>Orange Brand Services Limited currently has 175 employees, spread over the sites in Bristol (78 employees), London (80), as well as 17 others who work from home. A few sociological elements make it possible to better understand the impacts that such a decision can have on the employees concerned: the average seniority is 16 years, the average age is 48, and 42% are women. A large number of activities are covered, from the legal field to software development, including finance, support functions, multimedia and content.<\/p>\n<p>As part of the Engage 2025 strategy, the Orange Group considers that the Orange Brand Services Limited entity must focus on the key activities of the brand, consolidated and based in London, all others to be transferred to the competent teams outside the UK. In fact, the two main consequences for teams are geographic and social:<\/p>\n<ul>\n<li>Bristol offices will be closed and replaced with a small multi-purpose hub<\/li>\n<li>89 of the 175 employees of Orange Brand Services Limited are identified in non-critical activities, of which 69 are affected by a risk of dismissal in Bristol and London.<\/li>\n<\/ul>\n<p>With regard to the transferred positions, they will be entrusted to other entities, the impacted employees being able to apply for positions transferred under national contracts, the activities of the deleted positions ceasing or being absorbed by the existing teams. By focusing on employees at risk of dismissal, their average age is 51, 25 of them over 55, and 33 have more than 20 years of seniority in the Group. In addition, the deployment options remain very limited within the Orange Group itself, including in the Orange Business Services teams based in the United Kingdom.<\/p>\n<p>At the end of the initial European Works Council of October 6th, 2020, during which its members expressed very strong reservations about the real motivations of management leading them to such a decision, the file was discussed again during the European Works Council meeting of November 25th, 2020, then a Bureau meeting on December 10th, 2020. During this entire period, the Bureau of the European Works Council, <strong>of which CFE-CGC Orange is part as Deputy Secretary of the body<\/strong>, remained in close contact with the local representation structure of British employees (ECON) affected by the project. One of the peculiarities of British law requires this local representation to wait for the opinion of the European Works Council before being able to switch from collective proceedings to individual interviews aimed at providing the best possible support to the affected employees, depending on their own aspirations (voluntary departure, transfer of their activity, application for mobility to another geography, external reclassification).<\/p>\n<p><strong>In order not to delay the schedule, and to allow affected employees to position themselves as quickly as possible on one of the options proposed and negotiated by the British employee representation, the European Works Council issued&nbsp;<a href=\"http:\/\/localhost:8080\/wp-content\/uploads\/2021\/02\/avis_du_cge_edisson_v.final_eng.pdf\" target=\"_blank\" class=\"wf_file\"><img decoding=\"async\" src=\"http:\/\/localhost:8080\/wp-content\/uploads\/2010\/11\/pdf.png\" alt=\"pdf\" class=\"wf_file_icon\" style=\"border: 0px; vertical-align: middle; max-width: inherit;\" \/><span class=\"wf_file_text\">a negative and reasoned opinion<\/span><\/a>, stating its disagreement with this project, and urging that:<\/strong><\/p>\n<ul>\n<li>the transfer of workstations to other subsidiaries present in the United Kingdom, in particular Orange Business Services, be favored<\/li>\n<li>voluntary departures are preferred<\/li>\n<li>support for the recovery of a new job is extended until the actual hiring of a new position outside the Group<\/li>\n<li>a reconsideration of the total number of colleagues affected by the project, in particular those who would not voluntarily join a departure with the negotiated package<\/li>\n<li>the immediate granting of the package to employees who have voluntarily agreed to leave the Orange Group<\/li>\n<li>that the Group&rsquo;s management vouch for the employees concerned in their professional search<\/li>\n<li>and that, finally, the Group favors employees wishing to follow their outsourced position, in particular by setting up real assistance in order to support their change of life, including for their families.<\/li>\n<\/ul>\n<p><strong>Finally, the concomitance between the implementation of this project and the United Kingdom&rsquo;s exit from the European Union led the members of the European Works Council to unanimously vote a resolution in which they denounce the will of the Management. to exclude henceforth any representation of the United Kingdom in the European social dialogue body of the Orange Group, reaffirming the will of the Council to reject any idea aimed at splitting the professional relations between Group employees on the basis of purely political decisions.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>[French version here\/English version below] Dans le cadre du Comit\u00e9 de Groupe Europ\u00e9en d&rsquo;Orange des 3 et 4 f\u00e9vrier 2021 par t\u00e9l\u00e9conf\u00e9rence, la Direction du Groupe a inscrit un point [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":12,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[118],"tags":[],"class_list":["post-15971","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-comite-groupe-europe-monde"],"blog_post_layout_featured_media_urls":{"thumbnail":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"full":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false]},"categories_names":{"118":{"name":"Comit\u00e9 Groupe Europe+Monde","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/category\/comites-groupe\/comite-groupe-europe-monde\/"}},"tags_names":[],"comments_number":"0","wpmagazine_modules_featured_media_urls":{"thumbnail":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"cvmm-medium":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"cvmm-medium-plus":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"cvmm-portrait":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"cvmm-medium-square":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"cvmm-large":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"cvmm-small":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false],"full":["https:\/\/dev.cfecgc-orange.app\/wp-content\/uploads\/2010\/11\/pdf.png",20,20,false]},"_links":{"self":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/15971","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/comments?post=15971"}],"version-history":[{"count":0,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/15971\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/media\/12"}],"wp:attachment":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/media?parent=15971"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/categories?post=15971"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/tags?post=15971"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}