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D'an Holl,

BLOAVEZH MAT 2011 HA GWELLAN GOURC'HEMENOU
A toutes et tous, le Conseil d'Administration, le bureau Div Yezh Kemper vous présentent ses meilleurs voeux et une Bonne année 2011.
Ken d'ar Bloaz c'hentan.

Ar burev Kemper

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THINK THAT ...

What about ... (2)

What about a NAO for Inter?

As stated in our program and as requested by many employees,

we are ready to propose an Inter for the next mandatory annual negotiations on some claims. For more we are united together to negotiate, we will weigh more in negotiation.

But we seem obvious and logical not address the issues of the Mutual and incentive, given the pending legal actions. Moreover, in the interests of employees, these subjects should be discussed and will be outside of these NAO (meetings are already planned), because they have already been addressed unsuccessfully in previous NAO.

Inter, yes, but not at any price!

We will soon send a letter to each employee organization recalling our proposal. For all recognize and admit that employees are sick of union squabbles, but there was no proposal to this day.

What about the economy?

Delays accumulate suppliers, quality problems increase the line stops

multiply, the rescheduling of machines becomes a bad habit, and other indicators are bad pokeymon The morale is very low, production plans for 2011 seem unrealistic in these circumstances.

As if we were paying our suppliers mismanagement of the crisis.

For many of them have also laid off staff and are struggling today to invest, not to mention of mistrust vis-à-vis our expectations.

Unfortunately, the quality of our products is dependent on the quality of our suppliers.

Was the only ways to improve it? Because one of the 4 criteria for calculating the incentive is based on our quality results.

But as some say: "it is urgent to take no decision." While it is too much of unnecessary meetings and principles not applied, as nobody wants to take decisions to solve recurring problems. Fear of the deal??

There is already talk of closing the WEX 5d with the problem of cylinders. With

surely the days of BRTC imposed to compensate, and additional Saturday class to catch up. It resembles the early 2010 ...

short, we do not know quite what to keep positive at the end of the year. Oh yes ... soon the holidays!

What about the results of the annual poll?

Despite the massive participation of employees, these results are not brilliant, everyone suspected it. They take us back to 2006 levels, with only 68% of staff commitment.

But we must remember that in 2008, while the commitment of staff was 84% at the highest, 600 colleagues have been dismissed under the conditions that everyone knows.

For 2010, compensation (8 points lower than in 2009) and the Directorate General (only 41% of good intentions) that won the crown of discontent.

Proof adds urgency to better compensate employees for reward

motivate or convince them not to leave the ship. Good thing the NAO has just started, we'll know whether the dissatisfaction was heard and employees if the wage policy will finally evolve. We will keep you regularly informed of the negotiations on our blog: http://www.cftccat.blogspot.com/

Proof also that the expectations for the new CEO is large to change the negative image Branch, he should stop advocating social dialogue but also finally put into practice, through concrete actions.

Then come: Training & Development, 6 Sigma, SPC, or values.

Proof that the individual must return to center stage and play a few more problems for employees, for they have the skills and know-how.

But 68% of staff commitment in 2010 is substantially the same percentage of

employees who obtained 0% increase this year, so what do we think?

All incurred for 0%??

What about the results of the survey team spirit?

Nearly 900 employees have expressed, both workshops and offices.

As a result, the team spirit of Caterpillar France is at its lowest.

80% of employees feel that management does not put its employees at its heart.

Management has therefore greater concern that the malaise and discontent of its employees. Yet it is employees who are the strength and value of a company.

But following this survey, the Department now knows that workers want better pay, following numerous efforts. The ball is in his court ...

The Shared Values are not spared, 75% of employees feel they are not enforced. is proof that there is much talk but act not advocating that certain principles but that does not apply. As heard but too rarely used stop-to-fix.

70% do not trust management. is indicative of social unrest and distrust.

The trust is a fundamental and essential in a social relationship.

How to move forward together in these conditions? How to build a common social future?

For more than 60% of you, your concerns are known to your supervisor Direct. is proof that management is aware of your recurring problems, but either it is powerless, or he is restrained by the Management.

Only 45% of employees are motivated to come and work in this context.

How to give the best of yourself in these conditions? How to want to invest?

And only one in two employees talking positively to Caterpillar's relatives.

How dirty image for a leader ...

short, we do not know quite what to keep positive at the end of the year. Oh yes ... soon the holidays!

whole team wishes you the CFTC

; a Merry Christmas and happy holidays

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NEDELEG LAOUEN d'an HOLL



DIV YEZH KEMPER wish everyone a Merry Christmas and BEAUTIFUL. Enjoy this family break. Hoping that everyone has sent his letter to Father Christmas in a timely manner because, true to his reputation, he will go into all the houses which have requested. A braid
deoc'h.

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Proceedings of the 1 st meeting of NAO 2011

Date plant closures

Closing Summer

- Echirolles: Week 31.32 and 33 or August 01 to August 19, 2011.

- Grenoble: week 31 is the 1 to 7 August 2011.

Winter Closure:

- Week 52 December 26 to January 1, 2012.

Celebrations and bridges:

Ascension --- June 3 closure by a CP.

Bridge July 14 ------- closing on 15 July by a CP.

Bridge closure Halloween ---- October 31 by a PC (at the EC confirmed in September).

Solidarity Day --- Whit Monday (June 13) closed with a day of BRTC.

Staff report:

Following the disappointment of last year. Envelope is provided for employees rated R3B.

Staff reports will be closed from February 28.

The overall increase. Since the increase of merit take effect from 1 st April 2011.

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ANSWERS TO QUESTIONS RAISED AT THE MEETING OF DELEGATES OF STAFF 2 nd COLLEGE FOR THE MONTH OF November 2010

1. SURVEY RESULTS psychosocial risks

To be discussed in HSC, but normally during January 2011, a partial report has already been delivered.

2. COMPENSATION / TRAVEL DURING RECOVERY

law and collective agreement are quite blurred. A procedure is being drafted, no compensation for executives, recovery of CP for non-managers in the meantime.

3. OVERTIME

Rule of payment in preparation, but are paid only minutes from 30 minutes (25 min supp = 0h), at the request of the supervisor and the limit 220H/an

4. HOURS OF MONTHLY STATEMENT MADE

There will be a new badge readers in each cafeteria. Meanwhile, ask the supervisor a statement of your hours, it can provide you several months.

5. RUMORS ON THE PAYMENT OF STIP

A request for commitment

6. FLEXIBLE SCHEDULING OF SUPPORT SERVICES

An agreement with trial period was signed a few months ago, again a point at NAO.

7. PROBLEM OF HEAT ROOM BENCH TEST WEX (STEP 66)

2 fans have been commissioned by the Methods Department to install.

8. SPC CARD misinformed and stored in a DRAWER

message to send to Supervisors to help fill properly and assign cards TECNICONTROL services. The cards must be displayed on the table but not stored in a drawer.

9. OTHER

The fact that executives have more PC in case of death or marriage is part of the Collective Agreement

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1500 ème


So, Who is that it's the lucky 1500th Visitor Blog Div Yezh Kemper?
Remember that it must occur for its Clippit in ONE ... A braid

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Fest Nedeleg

Remember Fest Nedeleg, from 14h30 to 18h. Coffee, cakes, pancakes ... Tad Nedeleg is expected around 16:30 ...

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ANSWERS TO QUESTIONS RAISED AT THE MEETING OF DELEGATES OF STAFF FOR THE MONTH OF November 2010

1. MACHINING 5520

a) Review splash guard constraint engine No. 1/2/3

PROJECTION CHIP METAL

b) Establishment of a cleaning kit, protective eyewear

a: A CPS card is made, a stimulus to the foreman will be made.

b: SPC card is made. The establishment should no longer delay.

2. WEX Online 7340

Application installation overhead support for tooling

ERGONOMICS: Tool box too heavy

SPC card is made. Waiting quotation service method. A revival with the master cons will be made.

3. STEX PDI

Request delay repair of the door machine output line between 7430 and 5620

Repair is underway.

4. WOMEN'S CLOTHING

Application support for soap Pink

The establishment will be made by the company.

5. TOURNIQUET

Flank metal floor when catching the soles

Application made to the claimant, pending response.

6. Annual Report

From what score operators will be entitled to a percentage increase individual?

To be discussed during the NAO, but the message has been heard by management for people R3B noted.

7.Questions various

Adjustment coefficients a welder?

The question is not topical because the coefficients of the welders were revised in 2001 following the strike of welders.

Where are we with the contract forming?

"Contract shaping January 2011 to January 2016"

Endorsement on performance criteria has not yet been signed.

should be ratified in early 2011.

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Livraison Sapins et Chocolats

Friday from 4:45 p.m. to 6:00 p.m. in the school, a taste of Christmas (J-15), come and discover the many Christmas markets (creation of your children) and do not forget to remove your tree and your chocolate .
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D'an HOLL




J - 4
Paotred, all Mignoned ha den, next Sunday is the big day, it FEST Nedeleg school Jacques Prévert. Invite your relatives, friends, acquaintances and even more to come have fun. Kan ha Diskan, plinn, gavottes and other dances of the soils of Britain are on the menu under the Fest Deiz le signe de la générosité et de la convivialité. Faites passer le mot, il ne faut oublier personne pour cette fête de la filière bilingue publique de Kemper.
A galon deoc'h

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DIV YEZK KEMPER à l'HONNEUR

D’ar Sul 12 a viz Gwengolo, dindan un heol lirzhin e kasas ar gevredigezh Div Yezh Kemper ur c’hant bennak a gerent, a vugale hag a vignoned d’he heul evit ur bourmenadenn e kanoe-kaiak war an Oded. (Andoniet eo ar stêr er Menezioù Du, en harzoù Penn-ar-Bed hag ar Mor-Bihan. Dre Gemper ez a ma tegouezh dourioù ar stêr Deir, ar Froud hag ar stêr Jed, kent ledanaat en un aber bageüs hag a ya er Meurvor Atlantel 56km pelloc’h e Benoded). Kuit ez eas al lestraz laouen a daou-ugent bag da 10e30, eus diazlec’h mereiñ Krec’h Gwen, goude bezañ kelennet gant Estevan (e brezhoneg mar plij), war-du Porzh Meilhoù e Gouenac’h. War ar c’hal, en hanter hent da Venoded, el lec’h ma oa ur pik-nik dleet-mat dezho ouzh o gortoz. Goude bezañ lugudet ez eas ar c’houch kuit e-tro 2e30 hag aet gant red an dour evit arvestiñ ouzh fonnusted ha liesseurted al loened hag ar bleuñv e pleg-mor an Toulven. Bras ha bihan a oa bet bamet gant kerc’heized louet ha skouled. Distro d’an diazlec’h e-tro 4e a-benn d’an avel, an dour o saflikañ e bae Kerogan. Skuizh-divi, bamet avat gant kened ar maezioù gouez, e touas ar berzhidi adober kement-all ar bloaz a zeu. D’ar Sul 12 a viz Gwengolo, dindan un heol lirzhin e kasas ar gevredigezh Div Yezh Kemper ur c’hant bennak a gerent, a vugale hag a vignoned d’he heul evit ur bourmenadenn e kanoe-kaiak war an Oded. (Andoniet eo ar stêr er Menezioù Du, en harzoù Penn-ar-Bed hag ar Mor-Bihan. Dre Gemper ez a ma tegouezh dourioù ar stêr Deir, ar Froud hag ar stêr Jed, kent ledanaat en un aber bageüs hag a ya er Meurvor Atlantel 56km pelloc’h e Benoded). Kuit ez eas al lestraz laouen a daou-ugent bag da 10e30, eus diazlec’h mereiñ Krec’h Gwen, goude bezañ kelennet gant Estevan (e brezhoneg mar plij), war-du Porzh Meilhoù e Gouenac’h. War ar c’hal, en hanter hent da Venoded, el lec’h ma oa ur pik-nik dleet-mat dezho ouzh o gortoz. Goude bezañ lugudet ez eas ar c’houch kuit e-tro 2e30 hag aet gant red an dour evit arvestiñ ouzh fonnusted ha liesseurted al loened hag ar bleuñv e pleg-mor an Toulven. Bras ha bihan a oa bet bamet gant kerc’heized louet ha skouled. Distro d’an diazlec’h e-tro 4e a-benn d’an avel, an dour o saflikañ e bae Kerogan. Skuizh-divi, bamet avat gant kened ar maezioù gouez, e touas ar berzhidi adober kement-all ar bloaz a zeu.

Sunday, September 12, under a radiant sun, the association Div Yezh Kemper embarked a hundred parents, children and supporters for a ride canoeing on the river Odet. (The river originates in the mountains black the confines of Finistère and Morbihan. Traverses It Kemper, where he receives water Steir, the Frout and Jet. before expanding into a waterway aber which empties into the Atlantic, 56 km away Bénodet). The armada a joyous forty boats took departure at 10.30, the base Boating Creac'h Gwen, after instructions Estevan (in Breton plij March), towards Porzh Meilhoù to Gouesnac'h. Shim, halfway to Bénodet where expecting a picnic well deserved. Having cracked the crew departed at 14:30 and was left with the flow , to admire the rich flora and fauna in the cove Toulven. Herons, Harriers were amazed small and large. Return to base to face 16h wind, with a slight chop in the bay Kérogan. exhausted but delighted by the beauty of wild landscapes, participants were promised put this next year. Profits from this day will to fully fund educational projects for school Jacques Prevert for the year underway. Div Yezh Kemper thank strongly, Club Canoe Kayak Quimper Cornwall, and its leaders (Sophie, Helen, Yann Estevan, Franck), Patrice for the benefit of the picnic, without whom this day would have happened

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Fest Nedeleg



ALL YEAR DUD

disul 12 a viz Kerzu, e skol Jakez Prevert: FEST Nedeleg
deus 2:30 p.m. 5:30 p.m. BETEK

Spread the word around you so that the floor is filled with all danserien the soils of our beautiful Brittany. To help you repeat your steps, here's a video of a Fest Noz de Speid / Spézet.

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Friends and friends,

After an hour, not more ... but there is still time to order your Christmas chocolates sublime. This year we are honored to offer the full range of delights from the Chocolate Larnicol. Enjoy it, because after Christmas ... this will be the new year and always time to delight the palate of your families, friends, colleagues.
We count on you to circulate the info. A braid

deoc'h
Ar burev Div Yezh Kemper

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1300 ème

Already

1300 visitors, and yes 1300 !
We remind you that the 1,500 th visitor will be entitled to the honor of Blog by the release of its thrombin in A, nothing less, as agreed, pass the word around and beside you, do know this site to the greatest number is your house "secondary" to some extent.

A braid holl year.

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Thanks! Elections

Both unions CGT and FOR divides the EC again. The CFTC is still 15% for its first election and is already emerging as 3 rd union at Caterpillar.
We have 4 new staff representatives at your service: Nathalie
Szymansky
Ottavio The Mendola
Ferdinando Letizia
Cataldo Lastella
A big THANK YOU to our 15% of voters your confidence is well placed! We'll show you in four years.

Lady Jane Helena Bonham Carter

CE / DP Thursday, November 18

Closing the polls to 18 hours with a high turnout!
We will publish the results as soon as the counting will be done ...

19:00: nearly 83% turnout, a record! The bailiff closes the polls and those are Echirolles enmenées Grenoble.
20:30: A snack was given then the counting will begin.
9:12 p.m.: signing sheets yet being verified .... We are tired because some standing since 4 am, all day long;)
10:15 p.m.: first college EC 17.95% CFTC and not elected by 13 votes (if this was an elected CGT, FOR and CFTC) !
23:40, 2 elected CGT and FOR 2 elected 2nd College ... CGT is a total of 4, 3 FOR THIS ... the CFTC and 96 votes = no elected CE ... 15% and 3 rd union at Caterpillar.

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Here Ballots CFTC, Do not be fooled!

Our logo "Life To Defend" is not ... So it the cogwheel Metallurgy therein. It is even less readable than the list name does not appear either!

These are the votes on the EC list owners that recognize our future representation and therefore the weight of the signature CFTC in the negotiations.

CFTC Vote!

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This is what one might see displayed in the principal's office!

The situation is summarized in the fourth comment. The week promises to be eventful!

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THAT THINK ...

What about our Meeting With Our New CEO?

We made an inventory of the social climate and low morale, due to the lack of dialogue that has prevailed since the PSE. For our DG understand our current state of mind, our frustration and our expectations.


Then we reminded him:

- increased less than the overall annual cost of living.

- Lack of incentive in 2009 and 2010.

- lack of perspective of development for women and for non-executives.

- how happened the award of merit, moreover, based on 2009 (year with little activity).

- employees were rated good R3B as poorly rewarded than those rated inadequate or unacceptable.

- the problem of different coefficients of a building to another.

- posting the job more or less already allocated.

- the negative image attributed to smoking, because we should not judge the skills of these details.

- it is better not to give its opinion to expect change.

- that some supervisors may feel more in their career than your problems.

- that many people are afraid to organize for fear of being frowned upon and affect their evolution.

- the many inequalities and social injustices.

We have explained to him that recognition and respect cost nothing, and that the consideration and the thanks were far too rare.
We encouraged him to visit the workshop and to discuss with all employees, for he realizes itself of social unrest, for he makes his own opinion and do not stop to what he relates, to be closer to you and your problems.

And we took the opportunity to ask him

More consideration

More recognition and respect

More humanity and social justice

More outlook for all

From finally reward the versatility and skills

compensation value the taste of the effort and a job well done

reward the dedication and personal investment

From soul and restore pride in this company

From regain trust

We acknowledged that mistakes were made on the 2 sides in the past, and now need to look to the future. Hope that this meeting will be an opportunity for a true awareness of your issues and your expectations, and that this will result from the next NAO by concrete and constructive.

The resumption of dialogue should enable us to find peace, unity and competitiveness that we are so lacking. Then hope Branch shows a real willingness to negotiate and finally improve human relations within a corporate world leader that must lead by example.

EFFORTS TO RECEIVE MANY REQUESTS
MUST LEARN TO GIVE EMPLOYEES

What about the presentation of All Employee Meeting?

First, one can only welcome this kind of initiative, too rare for our taste , which provides general information on group health and able to communicate directly with our CEO. Nevertheless, we have learned nothing

special. The competing approaches and increases its market share, but it is not surprising when one sees all problems as the delays of suppliers and the general prevailing motivation. Of course we're all aware that the future of Caterpillar through a strong presence in the Chinese market.

CAT inc. makes less profit, yet the action has never been high. Caterpillar France is losing money, but when you see the waste:

- appeal to many outside consultants to fill internal gaps.

- allowances in shambles following the numerous lawsuits lost recently.

- cars feature upscale renewed, despite the period of fiscal restraint.

- incessant and costly transfers of products between the two buildings.

- buying paint to embellish the factory before each important visit, to hide the misery.

For all employees shareholders, especially a loss of purchasing power.

What about the many recent resignations?

This is proof of ill-being and motivation of employees.

can not manager, saying: "If you're not happy, just leave"

and seek commitment.

We can not want the investment staff and not the reward.

can not advocating team spirit, while ignoring the bad atmosphere that prevails.

Most worrying for us, are the many recent resignations of executives. For

today, all categories are affected by the lack of recognition and lack of listening to their problems. Because of this non-existent social policy, the Directorate separates without qualms of employees unhappy and dissatisfied, while for us it's mostly a drain skills and loss of know-how. And among employees who do not seek work elsewhere, some (if not thousands) are desperately waiting for the next social, history to go with a small nest egg, head high. How sad ... hope

What about the latest poll on the team?

And a survey of over and over again to raise the same problems recurring remained without concrete actions.
Another survey that should reveal the unhappiness and dissatisfaction of u staff.
But we already know the following: participation in "voluntary" the employee on various projects or working groups, in addition to his daily work already well stocked and busy.

can not listen to you more, but we ask you to express yourself.

It does not take into account your opinion, but you have to constantly fill out surveys.

We do not reward your efforts, but you increasingly in demand.

PRIOR TO RETURN THE CONFIDENCE OF OUR CUSTOMERS AND OUR SUPPLIERS

MUST FIRST WIN THE CONFIDENCE OF EMPLOYEES

ASSEMBLY FOR MAKING PROGRESS IN OUR CORPORATE SOCIAL

NOVEMBER 18, 2010 VOTE MASSIVELY CFTC

cftccat.blogspot.com : social news in real time, debates, polls, questions and answers ...

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mutual health, More!

On September 6, 2010.

Tract Special Mutual Health !

CFTC Caterpillar fights for there to have a good mutual health business and end the injustice of deprivation thereof for the workers.

The CFTC asked in the March 2010 NAO extension of the mutual health all staff. Management has kicked into touch by replying that it proposes to do by "prior consultation of staff, given the fact that many employees have to give up their own mutual. As such it is not clear that this proposal be unanimous in all cases now in the present circumstances it seemed wiser to propose salary increases. "

This response extracted from the PV of disagreement NAO shows both discriminatory treatment between non-executives and managers and secondly an awareness of the benefits of a mutual undertaking by compared to a private mutual:

ð Negotiate for an entire company can get Best rates and better health coverage.

ð The fee is levied on gross salary and not subject to income tax

ð The matching of the company is not subjected to loads.

ð The contribution is modulated according to your income through a levy on Band A (up to 2885 euros gross salary per month) and a other percentage on the portion B (in excess of 2885 euros).

And also the benefits of a mutual meet the repayments increasingly weak secu.

CFTC Caterpillar continues to call for a Mutual All:

Following this response unacceptable to management, the CFTC Caterpillar wrote to management and then carried a dozen of industrial tribunal cases to highlight the discriminatory nature of that agreement. The management then proposed dialogue and negotiation by letter in July. The conciliation hearing from 24/09/2010 opened the door to negotiations that must be completed before March 2011. All this is rather slow, but the subject deserves special attention on with the mutual discussing the employee and employer contributions and the extent of coverage. We uphold the legal pressure and we keep you informed in real time on our blog: http://CFTCCat.blogspot.com or contact your union representatives, David Cherubin (06-08 -77-84-11) Stephane Bioud (06-63-20-43-22) and Philippe di Bartolomeo (06-89-56-74-27) .

Join us for the challenges faced by employees:

Defense, transparency, claims effective, better information and better services! http:// cftccat.blogspot.com

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Demonstration Saturday, October 2 and Tuesday, October 12, 2010

CGT CFDT CFE-CGC CFTC ; UNSA FSU

Trade unions consider that the Isère National Day of Action Sept. 23 2010 is a success in view of the 90,000 demonstrators identified in our department. Employees of public and private, by participating massively in the second day of strikes and protests in September, reaffirmed their determination not to accept a reform unfair and inefficient.

The day of 23 September was marked by the recruitment of new employees in the private sector, especially SMEs, but also by the presence of more young people and women. This wide involvement is accompanied by a broad popular support that refuses to postpone the legal age of retirement from 60 to 62 years and that 65 to 67 years to collect a full pension. No matter what the Government, the demobilization following the vote in the National Assembly, has not occurred.

That is the requirement of a real debate and consideration of alternatives to the bill that are expressed more strongly.

Trade unions warn the Government about the consequences that may arise from ignorance of the anger expressed deep.

Trade unions reaffirm their full commitment. They confirm the terms of their unitary open letter to the President of the Republic and parliamentarians, including: "The vote on this draft in its current approach is not valid."

They invite their organizations to continue together at all levels, mobilization unit through initiatives in the territories and businesses by calling the senators and using (petitions, leaflets ...) largely this open letter.

Knowing that the legislation will be examined by the Senate as of 5 October and the parliamentary process could continue until October 20, they decided:

• Of great demonstration in Grenoble Saturday, October 2, starting 2:30 p.m. cours Jean Jaurès, to reinforce the mobilization and allow the recruitment of new employees into action.

• To make the Tuesday, October 12 another day of massive strikes, with demonstration Grenoble, 10am start over Jean Jaures, during the Senate debate. This day will find its place to amplify the mobilization where MPs do not take into account what has been expressed in action and if the Government remained intransigent. The Government would take the full responsibility for consequences which employees and their organizations to hear from 12 October.

Several organizations will participate in the European day of protest on September 29 to oppose the adoption of austerity measures in Europe. It is an opportunity for thousands of French workers to wear their demands, including retirement, Brussels and throughout France .

The national union will meet again on October 4 and analyze the situation. The UD Isere are also found on 5 October.