First of all, we would like to congratulate you for your appointment as Director of Fusion for Energy and express our best wishes for success in this challenging position.

We are U4U, a citizen and European trade union that puts staff participation at the centre of its work. We aim to always act in a constructive spirit and in full transparency, keeping staff involved in our action. European construction is at the heart of our “raison d'être” and our action is clearly linked to the future of the European project. We are fighting for the unity of the staff and to create solidarity amongst all, no matter their category, profession, background or “generation". We defend staff through the defence of our institutions.

We are currently the professional association with the highest number of members in Fusion for Energy and we have been at the forefront of bringing social dialogue in the organisation.

Your appointment marks the beginning of a new era in F4E, and it is important that we can ensure the closure of the painful few years behind us in order to successfully turn the page and look to the future with optimism.

Continuous poor management from the top and ill-informed and belated governance decisions had seriously deteriorated the working environment at F4E, characterized by mistrust and unrealistic objectives, installing a blame culture and low morale amongst staff. In May 2021, a staff member – Mario Gagliardi, a young Italian engineer – took his own life denouncing the work pressure and unhealthy working environment in F4E. The management of the aftermath of this tragic incident was equally unfortunate by top management and governance, leading to a strike by F4E staff and several denunciations by trade unions and individual colleagues. The turmoil that lasted a few months led inter alia to the decision of the governance to replace the top management of the organisation.

The situation has since improved thanks in particular to the change in the top management, a platform for a “change agenda”, including the organisation of a direct expression of staff, and the very active participation of many colleagues in these initiatives. This has proved to be a period of lot of introspection, intense interactions and emotional outbreaks; all necessary elements to be able to close this chapter and move forward. It is now time to reap the benefits of these rich discussions by providing a vision and steering them from the top with the objective to prioritise, focus and act! In this context, it is crucial to set the right tone from the top to help creating and spreading the signs of a new phase in F4E. The final report on “Direct Expression of Staff”, with over 200 participants and 29 groups has several important conclusions. The Trade Unions in partnership with the Staff Committee will prepare specific topics that can be discussed during a Social Dialogue with our F4E Administration. We believe that by taking these steps together with you, we can make F4E an even better place to work.

In addition to a healthy working environment, it is equally important to provide a long perspective to the organization and its staff - in particular to offset the further delays coming from the ITER project. F4E should take a leading role in bringing together all European partners, being industry, scientific research or technological institutes, and invest in the development of the European vision for making fusion energy a reality.

Closer integration with the ITER Organization will certainly bring benefits both for the ITER project as well as for F4E and the European leadership in the project; it will also provide future perspectives for staff. It is however crucial for the success of this plan to identify those areas that require closer collaboration, or even “One Team”, avoiding a “one-size-fits-all” approach which may lead to artificial integration, and endangering the whole exercise. In order for this to be successful, staff would need to be at the heart of this process – they remain the most important resource of the project – and should not feel or treated like an expendable commodity that can be coerced, moved, or replaced.

Social dialogue is key to all these challenges and should become a priority in designing the next steps. Developing and explaining a clear vision, discussing with staff and their representatives, setting objectives and agreeing on how to implement them are crucial elements for the next period to be successful. They are part of a process that requires dialogue, negotiation, consensus and time. In this context, we are therefore extremely concerned by the demands of the governance to you to present an integration plan, an improved organisation structure and a corporate culture policy, already in early September 2023 when you are only taking up your duties in the middle of May. We are at an important crossroads for the project and the organization and rush deadlines may compromise the consultation and discussions and consequently the very quality of the proposals and their implementation.

You have the privilege to have been appointed to lead an organisation of recognised professional standards. In terms of technical competencies, industrial and procurement practices, as well as of administrative excellence, F4E has received a lot of recognition from its peers, either big science organisations, such as ESA and CERN, or the EU institutions and agencies and many often look at F4E for measuring their own capacities. You can count on extremely competent and committed staff who are always prepared to go the extra mile.

We are looking forward to welcoming you and working with you for making F4E a great place to work, for successfully building ITER and for bringing fusion energy to the world.

As the largest trade union in F4E, we are at your disposal to help turn the above challenges in opportunities for all.

Georges Vlandas,
U4U President 13/03/2023

On behalf of F4E Director nominee, Marc Lachaise, and with the authorisation of F4E Director ad interim, Jean-Marc Filhol, please find below the reply to your email communication from 13 March 2023.

Dear Mr Vlandas , Cher Monsieur Vlandas,

I refer to your message from 13 March 2023. As you are probably aware, I will formally take up my duties as Director of F4E on 16 May 2023 and I am still working full time for my current employer, but it seemed important to me to answer before my official start date.

Let me first express my appreciation for engaging with me and sharing your views on the situation at F4E. I am an advocate of social dialogue, respecting the competencies of each party, and will want to establish an open and constructive conversation with F4E’s Staff Committee and Unions.

You may be aware that I am coming from Électricité de France (EDF) which is a public enterprise and I am personally motivated to work in the public interest with public money. I am also aware of the responsibilities that come with my future position as Director of an EU body and the importance of adhering to the well-established rules and norms for human resources and financial management among others, and their spirit.

I share your views about the importance of establishing a healthy working environment – this is not only good for the individuals but for the functioning of the whole organisation. F4E has a very ambitious mandate, and we need to be an effective team to deliver. I know that I will be supported by colleagues proud of working for F4E and fusion, even if ITER is going through a challenging time. I share this pride joining the team.

On 17 March 2023 I addressed an all-staff meeting at F4E where I stressed three principles that I will advocate: trust, teamwork and transparency. These are essential for a healthy and well-functioning organisation that can face the challenges of F4E’s ambitious projects.

Concerning the other specific points raised in your message, you are well aware that F4E is a complex organisation and I need to go through a steep learning curve to properly understand all aspects of the organisation and F4E’s environment before taking any decisions with long-term impact.

My focus upon joining F4E will be to bring stability, ensure that values are propagated from the top, support the management team and staff to continue their work. I will propose a meeting with the Staff Committees and Unions very early in my mandate.

Until I take up my duties on 16 May I would invite you to continue working closely with the current F4E Director and F4E management team to make progress on any existing topics.

I look forward to collaborating closely with you and thank you for your support.

Sincerely yours, Cordialement,

Marc Lachaise
F4E Director nominee 16/04/2023

Direct Expression of F4E Staff

Dear Colleagues,
We are happy to announce the release of the final expert report on Direct Expression of F4E Staff. The initiative stems from a proposal of the Staff Committee and the Trade Unions, that took place in October.
It was a real success we had more than 200 participants and 28 groups. Once again, many thanks to all the F4E Staff for their participation!!! In parallel we would like to take the opportunity to thank the experts to analyse the 28 group reports and to draft attached final report. This exercise is an integral part of the F4E Agora Process “to hear the voice of staff”. It complement the Change Agenda and the work of the different pillars.
The next step will be to hand over the report to our New F4E Director. In parallel the Unions in partnership with the Staff Committee will prepare specific topics that can be discussed during a Social Dialogue with our F4E Administration. We hope like this we will make F4E a better place to work.
Warm Regards, Staff Committee and Trade Unions. 13/02/2023

Final report Annexes

Expression directe des salariés (octobre 2022)

In-depth Administrative Inquiry on F4E working environment

Réunion du 10/11 mars 2022 : U4U à F4E

Answer from Commissioner Simson to our joint communication (Feb 2022)

Lettre ouverte au Directeur de Fusion for Energy concernant les graves conséquences de la dégradation des conditions de travail (Mai 2021)

Answer from the Director of F4E to the above letter

Status of the F4E Administrative Enquiry (June 2021)

F4E : les syndicats écrivent aux Commissaires pour des conditions de travail décentes (Jan 2022)

JOINT COMMUNICATION BY F4E TRADE UNIONS - Information to Staff on the results of General Assembly November 2021

Dear Colleagues,

Following the General Assembly of F4E staff of 9 November 2021, and the subsequent vote on the proposal by the three trade unions (US, R&D and U4U) representing F4E staff, we would like to communicate the results of the vote of the General Assembly of Staff and the next steps forward.

Resolution adopted

1. F4E staff express their deep disappointment for the way the preliminary assessment to the inquiry for the tragic loss of our colleague Mario X was conducted, and in particular the failure to provide clear conclusions on the F4E professional environment

2. F4E staff questions the conclusions of the preliminary assessment to the inquiry, which does not take into account the continuous degradation of the F4E working conditions, and express their concern that this situation will continue and may affect more staff

3. F4E staff has decided (164 in favour, 92 against, 48 abstentions) to call for a strike as a means to protest against these events

4. F4E staff has decided (219 in favour, 50 against, 35 abstentions) to ask the representatives of the three trade unions present at F4E (US, R&D and U4U) to bring the concerns of Fusion for Energy to the attention of the political authorities in Brussels and discuss with them how to improve the situation in the organisation

5. F4E staff has decided (225 in favour, 43 against, 36 abstentions) to ask the F4E Staff Committee and the trade unions to explore the possibility of launching their own independent study to look into the root causes of the deplorable professional environment in F4E

Next steps

1. The above resolution will be communicated to the F4E administration and the members of the F4E Governing Board

2. A strike is called for the morning of 24 November 2021 (half day) in line with Article 28 of the Agreement and the trade unions will give a prior notice to the administration as foreseen by the framework agreement signed with F4E. In memory of our colleague Mario X and in solidarity with his family and close colleagues, we invite all F4E staff to gather together virtually on 24 November at 11h (a link will be provided).

More information on the different actions will be communicated in the days to come.

We would like to thank the F4E Staff Committee for their support and excellent collaboration.

Most of all, we would like to thank all members of staff for their massive participation in the General Staff Assembly and the subsequent vote – it is a clear sign of the difficult moments facing us, but also of the commitment of the staff to move forward and work in together to improve the F4E working conditions.

EPSU, R&D and U4U

Notice of work stoppage (Nov 2021)

British Colleagues Fight To Reinstate Individual Rights Post-Brexit (Fev 2022)

Election au Comité du personnel 2021

Boris BELLIN & Kevin SMITH

Chiara Cavalieri & Gerard Gomez

Marlene Flageollet & Gabriella Saibene

Paul Wouters & Grégoire Gathem

U4U à Fusion for Energy (F4E): un an déjà!

First U4U general assembly of its F4E members (20/04/2021)

Dear Colleagues,

It is a great pleasure to be here today with you for this first U4U general assembly of its F4E members.

Your general assembly is being held at a very particular time:

	First of all, after more than two years of collective effort and difficult negotiations an agreement has been signed with the executive director of your agency. Moreover, after a difficult start, the social dialogue is now functioning thanks to union involvement and to the support of both the staff and the staff committee;
	So, U4U, which has been the main driver for this positive development, has grown and increased its F4E membership and thanks to its more than 70 members is now present in all staff categories;
	In the current climate, questions are being asked about how the agencies function. As you are aware, following extensive consultations with the agencies staff, U4U submitted 6 specific demands to the Commission president: If these demands are accepted, they could greatly improve staff working conditions;
	In addition, the union landscape has changed at F4E with the late arrival on the scene of a third union. Given the limited number of staff, this risks weakening the representative presence of each trade union- not necessarily ours!
	Last, but certainly not least, there are the imminent elections to the staff committee. It is important that U4U members both participate and vote in these elections. If several of our members are elected, this will increase our influence on the social dialogue within the F4E agency and contribute to the continued improvement in staff working conditions.

I wish you the very best of luck in these upcoming elections.

In addition, I encourage you to continue strengthening your team through ever greater involvement of all of your members in U4U activities.

Georges Vlandas

F4E Staff Assembly – 19 March 2021 : Opening Remarks by U4U – Georges Vlandas

Dear colleagues,

I remember now, it was more than 4 years ago – back in 2017 - when we were invited to come to Barcelona for the first time. We had the opportunity to meet with all of you - F4E staff - and with the Director and the senior management. It took two more years to negotiate and sign the agreement between F4E and us, U4U and EPSU, which opened the way for a structured social dialogue, in a similar way that happens in the Commission and many other European agencies – every year more.

The negotiations were not easy as F4E management was not clear about the added value of a social dialogue – in particular one that takes into account the developments in all the European institutions. However, the persistence of F4E staff as expressed in a various staff assemblies, and a little help from the Commission, finally made the agreement possible. It was signed in May 2019, and formally started in October 2019.

In this year and a half, we have discussed a number of issues important to all of you: for some, we have reached an agreement, for other the discussions will continue: Contract Renewal, Long Term Human Resources Plan, Professional Incompetency and the job landscape.

On Brexit, U4U has fully supported the European approach of F4E to retain all colleagues with British Nationality.

We think that the social dialogue started 18 months ago has been a success. And we are also happy to hear that a third union may be interested to join the agreement and we would be happy to work with them as well for the benefit of F4E and its staff.

U4U has played a crucial role in these discussions:

	we have put on the agenda issues stemming from a direct consultation of our members here in F4E;
	we have always tried to ensure a common position with EPSU – the two unions speaking with one single voice makes everyone stronger. We will do the same in case there is a third union.
	we have taken the initiative on the discussions by proposing concrete solutions in the interest of staff and the organisation;
	we have also helped a number of our members who have had difficulties with the administration. We have provided advice, defended them and actively sought solutions;
	we have also informally discussed with F4E management concerns that have been raised by staff on an individual or collective level – our idea has always been to stay pragmatic and constructive, and instead of sterile conflicts, to seek solutions and a common way forward.

In U4U, we are proud that:

	we have become a driving force for the social dialogue and for change;
	we have the capacity to take action both at the local level (here in Barcelona) and at the European level, by bringing together our force and experience in the EU institutions and agencies. Two weeks ago, we had a general assembly of our members and all interested staff across the agencies and we have adopted a number of demands that we have now went to the President of the Commission;
	we are proud that our members have increased substantially in these 18 months

Let me finish by thanking our F4E members, but also all the F4E colleagues, for their support. We promise to remain by their side and to continue our work for the development of F4E.

The local F4e-U4U Team that you probably know, Paul Wouters, Marlene Flageollet, Chiara Cavalieri and Gerard Gomez is always available for any clarification or support you may need.

Qu’il est loin le temps où nous, les nouveaux représentants de U4U au sein de F4E, nous demandions si nous allions atteindre les 15 membres requis par l’accord-cadre signé quelques semaines auparavant entre les syndicats et notre Directeur !

Depuis l’entrée en vigueur de cet accord le 1er octobre 2019, le quorum requis a non seulement été largement dépassé, mais surtout cinq réunions techniques ou dans le cadre du dialogue social ont eu lieu avec les représentants de l’Administration. Ces échanges sont arrivés à point nommé : de nombreux sujets d’importance pour l’avenir de l’organisation et de ses membres étaient et, pour certains le sont toujours, sur la table.

S’il est désormais acquis que la création de postes à durée indéterminée constitue un élément essentiel de la politique contractuelle, de nombreuses inconnues subsistent quant au contenu définitif d’autres documents stratégiques en cours d’élaboration par l’Administration. Le Plan de recrutement et de mobilité, l’usage du personnel externe, l’inventaire des postes de travail et de leurs fonctions, autant de sujets auxquels U4U entend activement contribuer. Ces questions sont d’autant plus importantes que de nombreux collègues partiront à la retraite d’ici moins de 10 ans et que certaines missions de F4E devraient être remplies d’ici 7 ans. U4U entend bien participer à une réflexion plus vaste sur l’avenir du personnel de F4E.

Au-delà du Dialogue social, U4U Barcelone a été active en accompagnant plusieurs cas individuels, en organisant une conférence sur les pensions ou en alertant les DG ENER et HR sur l’augmentation du personnel externe.

Comme à Bruxelles, la pandémie nous oblige désormais à repenser nos modes de travail, un nouveau sujet qui s’ajoutera bientôt à l’agenda des prochaines réunions du Dialogue social.

Nous comptons bien faire en sorte que 2021 soit encore plus riche que 2020.

30/11/2020

U4U at Fusion for Energy (F4E): one year already!

How long ago we, the new U4U representatives in F4E, were asking whether we would reach the 15 members required by the framework agreement signed a few weeks earlier between the unions and our Director!

Since the entry into force of this agreement on 1 October 2019, the required quorum has not only been greatly exceeded, but more importantly five technical or social dialogue meetings have been held with the representatives of the Administration. These exchanges have come at the right time: many subjects of importance for the future of the organisation and its members were, and for some still are, on the table.

While it is now accepted that the creation of open-ended positions is an essential part of the contract agents policy, there are still many unknowns regarding the final content of other strategic documents being drawn up by the Administration. The Recruitment and Mobility Plan, the use of external staff, the inventory of posts and their functions, are all subjects to which U4U intends to actively contribute. These issues are all the more important as many colleagues will be retiring in less than 10 years time and some F4E assignments are expected to be completed within 7 years. U4U intends to participate in a wider reflection on the future of F4E staff.

Beyond the Social Dialogue, U4U Barcelona has been active in accompanying several individual cases, organising a conference on pensions or alerting DG ENER and DG HR about the increase in external staff.

As in Brussels, the pandemic is now forcing us to rethink the way we work, a new topic that will soon be added to the agenda of the next Social Dialogue meetings.

We intend to ensure that 2021 will be even richer than 2020.

U4U : présence et dialogue social à l’agence Fusion for Energy (F4E)

Implanté récemment à Barcelone au sein de Fusion for Energy, U4U obtient des premiers résultats positifs lors de la tenue du dialogue social.

F4E est formellement un Joint Undertaking (JU) au sens du TFUE. Lors de la création de l’organisation internationale scientifique ITER, dont le but unique est de créer un démonstrateur dans le domaine de la fusion nucléaire, le Conseil a négocié avec ses partenaires internationaux (USA, Japon, Corée, Russie, Inde, etc.) l’établissement du réacteur à Cadarache, en France. Toutefois, il a été convenu que la partie Euratom (marchés, budget etc.) serait gérée par un JU basé en Espagne, à Barcelone.

Cet organe a connu une gestion assez inégale. Le personnel a demandé aux syndicats de soutenir l’action du Comité du personnel qui a dû gérer des situations compliquées. Après Cologne, Alicante et La Haye, U4U a donc créé une section locale à F4E, à la demande du personnel.

En parallèle, notre organisation a tenu plusieurs assemblées générales avec le second syndicat présent à F4E – l’Union Syndicale - qui ont permis de conclure un accord cadre avec la direction actuelle, avec le soutien actif du Directeur général de la DG ENER (lien avec la photo sur le site). Cet accord a été conclu il y a un peu plus d’un an. Il est entré en vigueur à l’automne 2020. Depuis lors, un dialogue social s’est mis en place, avec les deux syndicats représentatifs (U4U et EPSU).

Le dialogue social a démarré et semble prendre sa vitesse de croisière. Il vise à défendre une fonction publique de carrière face à la tentation d’un système de « posting » importé des organisations internationales comme ITER.

Après avoir établi l’agenda des thèmes à aborder dans le cadre du dialogue social, U4U, en bonne collaboration avec l’Union syndicale, a négocié, avec succès, pour commencer, la politique contractuelle de F4E, dont le but est d’avoir des agents à durée indéterminée (AT, AC). La prochaine discussion portera sur l’insuffisance professionnelle.

En parallèle, U4U suit les cas individuels en relations avec sa section locale, bien implantée désormais, et fortement mobilisée pour aider les collègues.

26/06/2020

Letter on Staffing levels and external resources for Fusion for Energy July 2020

Answer by Mr Juul Jørgensen to letter on staffing levels and external resources for F4E. 31/07/2020

Etat du dialogue social à F4E

Au 12/02/2020

Chers collègues,

U4U et l’US souhaitent vous informer de l’état du dialogue social à F4E, suite à la signature d’un accord cadre, signé cet été. Celui-ci constitue le cadre légal de ce dialogue social, en harmonie avec les activités du Comité du personnel.

Depuis l’été, nous avons tenu deux réunions avec l’administration afin de déterminer les sujets prioritaires du dialogue social;

Le premier concerne l’Insuffisance professionnelle : nous avons tenu une discussion pour déterminer comment la décision de la Commission doit s’appliquer aux fonctionnaires de F4E. Nous pensons qu’elle doit s’appliquer également aux agents temporaires et contractuels à durée indéterminée, afin de protéger leurs droits, en cas de difficulté. En effet la procédure prévoit des mesures de remédiation favorables au personnel.
Si pour les fonctionnaires les propositions de l’administration donne satisfaction, en revanche pour les AT et les AC, nous sommes en attente de sa position finale.
Sur le Brexit, U4U et US soutiennent complètement l’approche européenne de F4E de garder tous les collègues ayant la nationalité britannique. Cette position favorise la loyauté du personnel pour les institutions, puisque ce qui compte est l’appartenance à la fonction publique européenne.
Un troisième sujet abordé concerne la politique contractuelle de l’agence ainsi que la labellisation des postes par rapport aux fonctions, ce qui risque de remettre en cause la fonction publique de carrière. Cette question touche également à la politique des carrières de l’Agence et les postes au sein de l’agence. La discussion se poursuit sur ces aspects lors de nos prochaines rencontres.

U4U - US

Dear colleagues,

U4U and EPSU-Fusion would like to update you on the status of Social Dialogue at F4E, following the signature of a framework agreement last summer. This agreement constitutes the legal framework for the social dialogue, in harmony with the activities of the Staff Committee.

We have held two meetings with the administration to determine the priority topics for social dialogue.

The first concerns Professional Incompetency: we held a discussion to determine how the Commission’s decision should apply to F4E officials. We believe that it should also apply to temporary and contractual F4E staff at least for the staff with an indefinite contract, in order to protect their rights, in the event of difficulty. Indeed, this procedure also provides for remedial measures in favour of staff.
If for the officials the proposals of the administration give satisfaction, on the other hand for the temporary and contractual agents, we are awaiting its final position.
On Brexit, U4U and EPSU-Fusion fully support the European approach of F4E to retain all colleagues with British nationality. This position recognises and promotes staff loyalty to the institutions.
A third subject addressed concerns the Job Landscape, which risks undermining the career of a public servant. U4U and EPSU-Fusion indicated their reservation and feel that the proposed scheme would introduce limitations on career progression that are contradictory to the Staff Regulations.

We remain at your disposal,

U4U and EPSU-Fusion

Request for a social dialogue on planned Staff reduction

(extract of a letter sent to the Director F4E on 12/11/2019)

U4U would like to start without any delay the Social Dialogue on the “Long Term Human Resources Plan”, given below statement that will be presented at AMC: “Over the 2019-2027 period it is estimated that there will be a 20% reduction in the overall human resources used by F4E to implement its mandate.”

U4U is concerned about the statement and the heavy implications it may have on the staff. We are very surprised that the Unions have not yet been consulted on such an important issue for the organization, only a “technical” meeting has been proposed by the administration without a specific date.

U4U believes that in the interest of the organisation and all of its F4E Staff the Social Dialogue needs to be opened prior of presenting the “Long Term Human Resources Plan” to the Governing Board.

Long Term Human Resources Plan of F4E
"Over the 2019-2027 period it is estimated that there will be a 20% reduction in the overall human resources used by F4E to implement its mandate."

U4U Members - Themes for Social Dialogue and Meeting

Dear U4U members, dear colleagues,

After more than two years of discussions with the management of F4E, meetings with staff, we have finally signed – together with our colleagues from USF, a framework agreement governing social dialogue in F4E.

The agreement intends to take the interest of staff into account and the success of its implementation will depend in our active involvement to define the themes of this dialogue and have fruitful discussions.

Before starting the discussions with the management of F4E, we would like to receive your input on the themes that you see as a priority for discussion.

We also intend to have a meeting with all our members in Barcelona in September.

We count on all of you to support us in our effort to improve the social dialogue in F4E.

Georges Vlandas
U4U President

10/07/2019

Letter sent to Mr Schwemmer on 10/07/2019

Dear Mr. Schwemmer,

First of all, we would like to thank you and your services for the good collaboration and the signature of the framework agreement between F4E and the Trade Unions to improve the social dialogue in the Joint Undertaking.
We are confident that we can contribute in improving the dialogue with staff and therefore the overall working environment in the organization.
We are looking forward to starting the discussions with F4E and we are consulting with our members in order to define a first series of themes to launch the first deliberations when the agreement comes into effect on 1 October 2019.
In the meantime, we would like to draw your attention to the exercise on the Job Landscape and Job Profiles which is currently taking place in a very intensive manner in F4E. Several of our members have reported that the final goal and objectives of the exercise still remain unclear and many managers and staff fail to see the benefits it would bring. In addition, it was also reported that the external consultants who have been entrusted with most of the development work have publicly stated in internal meetings that the work must absolutely finish and the decisions must be taken before the framework agreement with the trade unions comes into force on 1 October. This generates further suspicion and agitation with F4E staff on the nature and objectives of the exercise.
We would therefore like to formally ask you to discuss the Job Landscape and Job profile exercise with the trade unions before the final decisions are taken. We would be available already in September for informal discussions should you consider this necessary.

With my best regards,
Georges Vlandas
Président

Accord cadre F4E/Syndicats

Nous avons négocié avec la Direction de l'Entreprise Commune un accord-cadre pour un dialogue social structuré. Cet accord va permettre une meilleure et plus efficace représentation des intérêts du personnel en établissant les règles du dialogue social. Cette étape franchie, U4U va s'attacher à faire remonter les problèmes et les attentes du personnel afin d'y apporter des solutions négociées dans un esprit de bonne collaboration.

Accord-cadre entre l'agence F4E et les organisations représentant le personnel (27/05/2019)

Vidéo : Signature de l'accord-cadre F4E (fusion for energy) en vue d'améliorer le dialogue social par Mr P. Schwemmer (directeur de l'agence), Mr G. Vlandas (président du syndicat U4U) et de Mr B. Macklin (président de l'Union syndicale de F4E) en présence de Mr D. Ristori (directeur général de la DG ENER) et de Mr I. Iacono (président du Comité Central du Personnel et vice-président du syndicat Union syndicale).

Lettre de M. G. Vlandas du 29/05/2019

Chers collègues,
Au terme de plus de deux ans de discussions avec la direction de F4E, de réunions avec le personnel, nous sommes parvenus avec l’USF, à signer un accord cadre régissant les règles du dialogue social dans votre agence. Cet accord est soumis à une clause de révision annuelle en vue d’éventuellement l’améliorer.
La mise en œuvre de cet accord représente un pari pour mieux prendre en compte l’intérêt du personnel et mieux percevoir les contraintes de l’agence. Le succès de cette mise en œuvre dépendra en partie de la capacité de chacun de ses signataires à jouer le jeu du dialogue social au bénéfice de tous.
Le plus dur commence maintenant. Pour la rentrée nous devrons déterminer les thèmes de ce dialogue, le calendrier de nos discussions et poser les bases de la confiance réciproque nécessaire à la réussite de cet accord. Pour ce faire, nous comptons nous appuyer sur une démarche unitaire avec nos partenaires de l’USF.
Notre réussite dépendra aussi de notre représentativité qui sera forte si elle est appuyée par un soutien du personnel, notamment à nos deux syndicats. A chaque étape du dialogue avec la direction de l’agence, nous comptons élaborer nos revendications avec la participation du personnel, comme nous comptons soumettre les résultats de celui-ci à son appréciation.
Le texte de l’accord et la vidéo qui décrit les intentions de chacun sont à votre disposition.
Je vous remercie aussi de la confiance que vous avez montré à notre égard et aussi du soutien actif déployé pour rendre perceptible par tous la présence des organisations syndicales au sein de F4E.
Pour finir, je voudrais remercier particulièrement Dominique Ristori, directeur général à la DG énergie, qui a contribué grandement à l’établissement du climat de confiance nécessaire à l’aboutissement de cet accord.
Bien à vous

[Top]

Problems regarding this web site ? webmaster@u4unity.eu Last modified 21 June 2023 Search Sitemap