{"id":8671,"date":"2017-12-07T16:33:50","date_gmt":"2017-12-07T16:33:50","guid":{"rendered":"http:\/\/localhost:8080\/?p=8671"},"modified":"2017-12-07T16:33:50","modified_gmt":"2017-12-07T16:33:50","slug":"plan-d-attribution-gratuite-d-actions-orange-vision-2020","status":"publish","type":"post","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/2017\/12\/07\/plan-d-attribution-gratuite-d-actions-orange-vision-2020\/","title":{"rendered":"Plan d’attribution gratuite d’actions – Orange Vision 2020"},"content":{"rendered":"

[French version here\/English version below<\/em>]<\/p>\n

Dans le cadre du Comit\u00e9 de Groupe Europ\u00e9en d’Orange des 27, 28, 29 et 30 novembre 2017 \u00e0 Bruxelles, la Direction du Groupe a inscrit un point \u00e0 l’ordre du jour relatif au projet Orange Vision 2020 d\u2019Orange pr\u00e9sent\u00e9 par J\u00e9r\u00f4me Barr\u00e9, Directeur des Ressources Humaines Groupe.<\/p>\n

Le plan d\u2019attribution d\u2019actions gratuites aux salari\u00e9s du Groupe fait suite aux bons r\u00e9sultats financiers de l\u2019ann\u00e9e 2016 et aux revendications en faveur d\u2019un partage plus \u00e9quitable des b\u00e9n\u00e9fices entre actionnaires et salari\u00e9s. S\u2019il ne r\u00e9pond pas pleinement \u00e0 l\u2019exigence d\u2019une juste redistribution des fruits d\u2019une croissance retrouv\u00e9e, il a toutefois le double objectif de reconnaitre la contribution de chacun aux r\u00e9sultats et de d\u00e9velopper la part de l\u2019actionnariat salari\u00e9 dans le capital du Groupe.<\/p>\n

Le principe en avait \u00e9t\u00e9 act\u00e9 en d\u00e9but d\u2019ann\u00e9e 2017 et pr\u00e9sent\u00e9 d\u00e8s le Comit\u00e9 de Groupe Europ\u00e9en de fin f\u00e9vrier sans que soient pr\u00e9cis\u00e9es les modalit\u00e9s pratiques. Ce sont ces pr\u00e9cisions qui, apr\u00e8s l\u2019accord du Conseil d\u2019Administration intervenu en juin, ont \u00e9t\u00e9 pr\u00e9sent\u00e9es \u00e0 l\u2019instance.<\/p>\n

Ces modalit\u00e9s sont d\u00e9sormais bien connues de tous puisqu\u2019un message de St\u00e9phane Richard a \u00e9t\u00e9 adress\u00e9 personnellement \u00e0 chaque salari\u00e9. L\u2019op\u00e9ration concerne 144 000 salari\u00e9s auxquels seront distribu\u00e9es 9,1 millions d\u2019actions. Elle est financ\u00e9e par le Groupe quelle que soit la soci\u00e9t\u00e9 \u00e0 laquelle appartient le salari\u00e9.<\/p>\n

L\u2019attribution est soumise, pour moiti\u00e9, \u00e0 l\u2019atteinte de 6 objectifs annuels, relatifs au cash-flow et \u00e0 l\u2019EBITDA ajust\u00e9 de 2017 \u00e0 2019. L\u2019atteinte de chacun d\u2019entre eux acte le d\u00e9blocage de 1\/6\u00e8me <\/sup>des actions soumises aux conditions de performance.<\/p>\n

Un minimum de 50 % sera ainsi vers\u00e9 ind\u00e9pendamment des r\u00e9sultats.    <\/p>\n

Les conditions de pr\u00e9sence dans l\u2019entreprise sont \u00e9galement pr\u00e9cis\u00e9es. <\/p>\n

Le nombre d\u2019actions attribu\u00e9 sera le m\u00eame pour tous dans un m\u00eame pays. <\/p>\n

Il a \u00e9t\u00e9 fix\u00e9 \u00e0 partir d\u2019un nombre de r\u00e9f\u00e9rence de 73 actions, soit un montant en valeur de l\u2019ordre de 1000\u20ac. Il est modul\u00e9 par pays ou r\u00e9gion g\u00e9ographique en fonction de la masse salariale : le volume d\u2019actions par pays correspond \u00e0 1,48% des frais de personnel.<\/p>\n

C\u2019est ce point qui a focalis\u00e9 tout le d\u00e9bat lors du Comit\u00e9 de Groupe Europ\u00e9en.<\/strong>
L\u2019Europe dite \u00ab de l\u2019Ouest \u00bb est consid\u00e9r\u00e9e comme une m\u00eame entit\u00e9 g\u00e9ographique et \u00e9conomique par rapport \u00e0 l\u2019Europe dite \u00ab de l\u2019Est \u00bb. Ainsi les salari\u00e9s des pays du Comit\u00e9 de Groupe Europ\u00e9en se voient attribuer un nombre de 73 actions \u00e0 l\u2019exception de la Roumaine et la Slovaquie (la filiale polonaise a d\u00e9cid\u00e9 de ne pas souscrire au plan). <\/strong><\/p>\n

La repr\u00e9sentante des salari\u00e9s de la filiale roumaine, en particulier, s\u2019est exprim\u00e9e contre cette diff\u00e9rence de traitement et s\u2019est \u00e9mue de l\u2019utilisation de ces d\u00e9signations qui opposent les zones orientales et occidentales de l\u2019Union Europ\u00e9enne.<\/strong><\/p>\n

Une premi\u00e8re motion pr\u00e9sent\u00e9e par Sud a \u00e9t\u00e9 propos\u00e9e au vote des \u00e9lus aux fins d\u2019une stricte \u00e9galit\u00e9 du nombre d\u2019actions distribu\u00e9es par salari\u00e9 ind\u00e9pendamment de tout crit\u00e8re \u00e9conomique. Nous avons \u00e9t\u00e9 les deux seuls \u00e9lus \u00e0 nous abstenir, aucun n\u2019a vot\u00e9 contre. <\/strong><\/p>\n

Une deuxi\u00e8me motion pr\u00e9sent\u00e9e par la CFDT a fait valoir l\u2019\u00e9cart de traitement entre les salari\u00e9s executives et leaders d\u2019un c\u00f4t\u00e9 et les autres, les premiers b\u00e9n\u00e9ficiant d\u2019un plan compl\u00e9mentaire 100 \u00e0 200 fois plus avantageux qu\u2019Orange Vision 2020. Cette motion a \u00e9t\u00e9 approuv\u00e9e par tous les \u00e9lus \u00e0 l\u2019exception du repr\u00e9sentant des salari\u00e9s allemands qui s\u2019est abstenu.<\/strong><\/p>\n

[English version<\/em>]<\/p>\n

As part of the Orange Works Council meeting in Brussels on November 27th, 28th, 29th and 30th, 2017, the Group’s management has included an agenda item relating to \u00ab\u00a0Orange Vision 2020\u00a0\u00bb project presented by J\u00e9r\u00f4me Barr\u00e9, Group Human Resources Director.<\/p>\n

The bonus share plan for Group employees follows the good financial results of 2016 and the demands for a more equitable sharing of profits between shareholders and employees. Although it does not fully meet the requirement of a fair redistribution of the fruits of recovered growth, it has the dual objective of recognizing the contribution of each to the results and developing the level of employee share ownership in the Group’s capital.<\/p>\n

The principle had been adopted at the beginning of 2017 and presented at the end of February during the European Works Council, without specifying the practical details. These are the details which, after the approval of the Board of Directors in June, were presented to the Council.<\/p>\n

These methods are now well known to everyone as a message from St\u00e9phane Richard was sent personally to each employee. The operation concerns 144,000 employees, to whom 9.1 million shares will be distributed. It is financed by the Group whatever company the employees belong to.<\/p>\n

The allocation is subject, for half, to the achievement of 6 annual goals, related to cash flow and adjusted EBITDA from 2017 to 2019. The achievement of each of them acts the unlocking of 1\/6th shares subject to performance conditions.<\/p>\n

A minimum of 50% will be paid regardless of the results.<\/p>\n

The conditions of presence in the company are also specified.<\/p>\n

The number of shares awarded will be the same for everyone in a same country.<\/p>\n

It has been set based on a reference number of 73 shares, ie an amount in value of around 1000 \u20ac. It is modulated by country or geographical region according to the wage bill: the volume of shares per country corresponds to 1.48% of the personnel costs.<\/p>\n

It is this point that has focused the whole debate at the European Works Council.<\/strong>
The so-called \u00ab\u00a0Western Europe\u00a0\u00bb is considered as the same geographical and economic entity compared to the so-called \u00ab\u00a0Eastern Europe\u00a0\u00bb. Thus the employees of the countries of the European Works Council are assigned a number of 73 shares with the exception of Romania and Slovakia (the Polish subsidiary has decided not to subscribe to the plan).<\/strong><\/p>\n

The employee representative of the Romanian subsidiary, in particular, spoke out against this difference of treatment and was upset by the use of these designations which oppose the eastern and western areas of the European Union.<\/strong><\/p>\n

A first motion presented by Sud union was put to the vote of the Council members for the purpose of a strict equality of the number of shares distributed per employee regardless of any economic criteria. We were the only two members to abstain, none voted against.<\/strong><\/p>\n

A second motion presented by CFDT union highlighted the difference in treatment between executives and leaders on the one hand and the others, the first benefiting from a complementary plan 100 to 200 times more advantageous than Orange Vision 2020. This motion was approved by all Council members with the exception of the German employee representative who abstained.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

[French version here\/English version below] Dans le cadre du Comit\u00e9 de Groupe Europ\u00e9en d’Orange des 27, 28, 29 et 30 novembre 2017 \u00e0 Bruxelles, la Direction du Groupe a inscrit […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[49],"tags":[],"class_list":["post-8671","post","type-post","status-publish","format-standard","hentry","category-participation-interessement-et-actionnariat"],"blog_post_layout_featured_media_urls":{"thumbnail":"","full":""},"categories_names":{"49":{"name":"Participation, Int\u00e9ressement et Actionnariat","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/category\/cit\/pouvoir-d-achat\/participation-interessement-et-actionnariat\/"}},"tags_names":[],"comments_number":"0","wpmagazine_modules_featured_media_urls":{"thumbnail":"","cvmm-medium":"","cvmm-medium-plus":"","cvmm-portrait":"","cvmm-medium-square":"","cvmm-large":"","cvmm-small":"","full":""},"_links":{"self":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/8671","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=8671"}],"version-history":[{"count":0,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/8671\/revisions"}],"wp:attachment":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/media?parent=8671"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/categories?post=8671"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/tags?post=8671"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}