2013 Registration document and annual financial report - page 49

Registration Document 2013
Corporate responsibility
Commitments to employees
Accor’s exemplary employment practices stem from the values
promoted by its founders. Social dialogue and respect for
diversity provide an operational response to the need to bring
communities together to secure the Company’s growth, while
respecting individual differences and expectations.
Social dialogue
Accor is committed to maintaining ongoing, constructive dialogue
about employee rights and benefits with employee representative
organizations. In 1995, it signed an agreement in this regard with the
International Union of FoodWorkers (IUF), pledging to respect the
International Labour Organization conventions relating to employees’
freedom of association and right to unionize.
The consultation and dialogue process is particularly important at
a time when we are expanding significantly and therefore dealing
with an every-increasing number of stakeholders.
As part of the Group’s growth strategy, certain owned or leased
hotels are being sold to franchisees. There is no reason for this
strategy to have an impact on jobs and Accor does everything it
can to ensure that employees continue to enjoy the same working
conditions and employee benefits. This commitment is illustrated
by the collective agreements signed in 2013 in Germany, France
and the Netherlands, which aim to harmonize practices and ensure
that the transition to a new employer does not have a detrimental
effect on employment or employees.
Given that our operations depend to a significant extent on the
financial health of other businesses, the economic recession
in Europe – which accounts for around 41% of all Accor-brand
employees – may have an impact on jobs in the coming years. In
2013, we started reorganizing local head office teams in the region to
create larger centers of expertise in selected countries.The impact
on jobs, however, is expected to be low.The reorganization process
reached corporate headquarters in France in early 2013, affecting 117
permanent Accor SA employees. A voluntary separation plan was
implemented to enable them to pursue a personal or professional
project elsewhere.
To help the Accor SA employees imagine their future, an office was
set up to provide support and information and to accompany those
interested in a transfer within the company or a project outside the
company. Job-search skills workshops were also organized and a
hotline was set up to give employees direct access to a psychologist.
In total, 8,299 employees left Accor in 2013 following an individual
dismissal, including 3,449 employees from owned or leased hotels.
Another 441 employees were laid off because of restructuring or
for financial reasons, including 379 employees from owned or
leased hotels.
The table below lists the
collective agreements
signed in 2013 at
country level, covering owned and leased hotels.
It does not include agreements signed prior to 2013 and it cannot
be considered exhaustive, since collective agreements can also be
signed by legal entities such as hotel groupings or by individual hotels.
Collective agreement
Number of
Collective agreements relating to the conditions for the transfer of employment contracts when hotels
are sold to franchisees
Training and impact on working conditions relating to new software deployed by the Group
Rules governing the installation of surveillance cameras in hotel public areas
Agreement on intergenerational issues at SMI (French headquarters)
Agreement on intergenerational issues at Accor SA (corporate headquarters)
Collective agreements relating to the conditions for the transfer of employment contracts when hotels
are sold to franchisees
New collective bargaining agreement negotiated in 2013 and applicable from January 1, 2014
Collective agreements relating to the conditions for the transfer of employment contracts when hotels
are sold to franchisees
Forums for dialogue
EuropeanWorks Council
is co-chaired by the Chairman and
Chief Executive Officer and a representative of the International Union
of Foodworkers (IUF). It meets at least once a year to examine the
Group’s organization, strategy and results, as well as cross-border
issues. The full-session meetings are held at the International
Labour Organization’s head office in Geneva. The Council Bureau
keeps information channels open and prepares the Council’s annual
meeting. It can also be convened to discuss any measures being
considered by the Group.
The GroupWorks Council created by the October 12, 1984 framework
agreement supports dialogue and the sharing of business information
with employee representatives
in France
. The Council comprises
24 employee representatives chosen from among the 76 subsidiary
works councils in France. It is chaired by the Chairman and Chief
Executive Officer or his representative and meets twice a year.
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