33
Non-Financial Indicators Handbook -
2013
-
VIVENDI
Social Indicators
5
Organization of Work
Average Yearly Duration, Full-Time Employees
Average yearly duration of working time for full-time
employees (hours)
GRI
UNGC
OECD
-
-
V
2013
2012
Consolidated data
1,833
1,747
The table above shows the average weighted annual time worked by
employees. Similarly to working hours per week, the increase in the
annual hours is due largely to the increasing presence of GVT in the
Group’s total workforce.
Overtime
Heures supplémentaires
GRI
UNGC
OECD
-
-
V
Consolidated data
2013
2012
France
36,367
17,373
Abroad
4,974,652
4,230,922
The use of overtime is closely related to the local culture, the specific
needs of each company and the evolution of local legislation. For all of
these reasons, a considerable variation is experienced from one year to
the next. In France, the increase in overtime in 2013 is primarily due to
new business units entering the reporting scope in the Canal+ Group.
GVT accounts for the majority of the overtime hours in our international
units: 92.3% in 2013 and 91.6% in 2012.
Methods of Work Organization
Work organization practices remain stable both in terms of length of
time worked and proportion of employees working part-time. Changes in
the organization of work are driven by the need to reconcile the demands
of Vivendi’s customers and the seasonal nature of business activities, as
well as the necessary balance between the personal and professional
lives of employees. New working arrangements, such as telecommuting
and flexible working hours, are becoming more widespread within the
Group.
A telecommuting agreement signed by three representative trade
unions in the Canal+ Group facilitates the organization of work for
employees, by allowing them to work regularly from home. The
agreement is in force for the period 2012 to 2014.
Universal Music Group encourages telecommuting and flexible
working hours. This policy does not necessarily require signing
collective agreements, given the diversity of regulations in the
numerous countries where UMG is present.
Based on a successful pilot plan carried out in 2011, SFR decided
to extend its telecommuting arrangement throughout its social and
economic unit, or “single employer” (SEU). In this way, SFR wishes
to offer any interested employees an opportunity to better harmonize
their professional and family lives, or to limit their travel time to and
from work, by performing part of their duties outside their customary
workplace. On July 29, 2013, the agreement was signed for a period
of two years, and sets the guidelines for telecommuting, respecting
the personal lives of employees and their well-being, while taking
into account the company’s operational, technical and financial
needs. It is based on two essential principles: the commitment of
the employee and his or her manager, and maintaining the physical
link to the company, so as to ensure that the sense of belonging to
the company and sharing its values and culture remains unimpaired.
Depending on their specific needs, which are often related to
customer service, a number of the Group’s companies use varied
working time arrangements such as being “on call” and staggered
working hours. This is the case, for example, for GVT’s telephone
call centers, for the production of the Canal+ Group’s television
broadcasts, for shows produced by Universal Music and at Digitick,
in order to adapt to certain special events (festivals, shows, and
sports events) that are at the heart of its their businesses.
