Capgemini organizes teleworking in Bordeaux

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Capgemini has negotiated a new agreement on the implementation of teleworking and its terms. This agreement was signed by all the trade union organisations. It is based on a fundamental agreement of trust among employees. Indeed, the company places its trust in a response to the new needs of autonomy and flexibility of its employees. In particular , teleworking would allow them to have a better balance between their professional and personal lives. In this context, the agreement was well received by the employees of the Bordeaux site. Their adherence to this new agreement is indisputable. They are 90% to have signed the latter.

The Ministry of the Economy, Finance and Recovery takes stock of the modalities of teleworking

Teleworking is defined as a form of work organization in which the exercise of an activity can be carried out outside the premises of the company. This form of work is voluntary and is made possible by the use of information and communication technologies. With the strengthening of social dialogue, it is no longer mandatory to modify an employment contract to set up teleworking. To set it up there are 3 possibilities. The first consists of a simple agreement between the employer and the employee. The latter can be oral or written. The second possibility is a collective agreement as is the case for CapGemini. Finally, the last possibility consists of a charter set up by the employer with the agreement of the Social and Economic Committee.

Teleworking is not governed by special conditions to determine its possibility. It applies to all occupational categories. On the other hand, teleworking is not a right for employees. An employer may refuse the implementation of telework , however, he must explicitly give the reasons for his refusal. Conversely, the refusal of an employee to work remotely cannot be a reason for dismissal.

Teleworking is taking hold permanently

An agreement in response to the needs of Capgemini employees

This new agreement in favour of telework replaces that of 2011. After the COVID-19 health crisis, which has disrupted working methods, there is a need for change in organizations. Indeed, the vision of teleworking has evolved. In particular, it has become democratized throughout the country. If during the crisis, teleworking was an obligation, now it is an opportunity for many employees and companies. Capgemini has understood this through its new agreement, which is a response to the new needs of its employees. Thus, this new agreement is based on three main fundamental principles.

The first is the principle of flexibility. Indeed, the agreement indicates that the volume of telework is between 20 and 70% of the total working time over the year or on the mission. The Capgemini employee is free to choose the time he wishes to spend teleworking and face-to-face. It is indeed a choice that can vary depending on each individual who can choose a higher or lower percentage. On the other hand, face-to-face care remains an important place since a presence of at least 4 days per month is required. This makes it possible to promote the emulation of ideas, and to maintain a social link that is essential to the well-being of everyone.

The second principle is the principle of fairness. It is essential that the agreement is open to all employees regardless of the type of their contract. Thus, employees on permanent contracts, fixed-term contracts and even interns and work-study students can be teleworking.

Finally, the last principle is the principle of autonomy. Teleworking should not be an obligation within Capgemini. Everyone can choose whether or not to operate remotely. In addition, everyone is free to terminate it at any time.

Capgemini supports the implementation of teleworking

In addition to granting these employees the opportunity to work from home, Capgemini supports the implementation of this way of working. Indeed, in order to allow optimal conditions of remote work, the company takes its responsibilities.

In particular, it offers support in the managerial aspects of teleworking. For this, it proposes the implementation of training and rituals. It also supports teleworking in its practical aspects. It delivers at home all the necessary work tools to its employees. Capgemini also provides access to an online sports course platform.

Finally, it supports teleworking in its financial aspects with the payment of a dedicated allowance as provided for in particular by the URSSAF. In particular, the company takes care of an electrical diagnosis of the home and contributes financially in case of necessary upgrading to standards.

This agreement is the result of a reflection in the wake of the health crisis. It does not seem to be aborted insofar as it takes into account the needs expressed by employees and the challenges of work in the years to come. In this sense, Capgemini has chosen to see ahead with an operation that is in tune with the times but also meets the challenges of tomorrow. Behind this agreement, there is also a desire to preserve the environment that is part of the carbon neutrality of Capgemini’s operations by 2025.


“Capgemini in Bordeaux offers up to 70% telework to its employees” Capgemini, Press release of February 2, 2022″ Professional expenses” URSSAF

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