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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