Despite the success of its latest exit plan for seniors, completed in 2022, Orange stated that it did not want to launch a new “senior part-time” (TPS). In addition to its cost (1.7 billion euros), the management of the telecommunications operator was concerned about its destabilizing effect: in 2022, 7,600 employees rushed into the system, many of them at the last moment, which disorganized certain services and hampered the technical skills disappear.
Orange finally turns around. On November 7, during a meeting with unions organized within the framework of the triennial negotiations on the management of employment and career paths (GEPP), the group opened the door to a new TPS. “This responds to a strong demand from the social body”explains Vincent Lecerf, human resources director at Orange. Many employees regretted not being able to take advantage of the previous plan for a few months.
According to the terms revealed by the union organizations, the new TPS would cover the period 2025-2028. It could be activated by the employee five years before retirement: the first year it would be worked at 50% and paid at 70%; the next four would be released and paid at 60%, with a guaranteed minimum remuneration. To be eligible, it would be necessary to have fifteen years of seniority, with a retirement age between 2026 and 2033.
The management’s objective is to soften TPS requests as much as possible to avoid experiencing the same shock as in 2022. The plan could be accompanied by commitments regarding hiring. The previous one forecast 8,000, a goal almost achieved according to Orange.
Low noise
For Mr. Lecerf, the TPS “It is the most appropriate system to support the adaptation of the group’s workforce” from declining activities to growing ones, in a context where “Technological advances and new digital uses are causing a profound and rapid transformation of the telecommunications sector”. Other large European telecommunications operators (Telefónica, Vodafone, BT, Deutsche Telekom, etc.) have also announced exit plans in the last two years.
Created by Stéphane Richard, former CEO of Orange, after the suicide crisis of 2008-2009 (35 employees committed suicide in two years), as a tool of social appeasement, TPS became a way to reduce staff and payrolls. at low cost. The new harvest would allow for the retirement of between 1,500 and 2,000 people a year. Over the four years of the plan, this would represent between 6,000 and 8,000 employees, or between 9% and 12% of Orange’s workforce in France. They would join the 42,000 employees who have gone through the system since its creation in 2010. In ten years, the operator’s workforce in France has been reduced by a third, to 65,000 employees (including 11,000 civil servants). an average age of 49 years.
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