SDG 8: DECENT WORK AND ECONOMIC GROWTH

Compensation policy

All Institut-Mines Telecom schools apply the French legislation, and pay all staff and subcontractors a salary equal to or higher than the Smic (Minimum Growth Wage) as defined by the French legislation. The Smic applies to all employees over 18, regardless of the form of their remuneration, and corresponds to the legal minimum hourly wage below which an employee may not be paid. The current gross minimum wage (Smic) is €11.07 per hour and €1,678.95 per month. In the circular dated March 31, 2017, the Minister of the Civil Service recalled the principle of equal treatment of the agents in the implementation of the regulations applicable to annual work obligations.

For several years, the Institut Mines-Telecom has been implementing a dynamic salary policy that is revised every year for its contract staff. It also guarantees minimum salaries that take into account seniority within the institution, as well as recognition of the achievement of individual objectives by employees through the payment of an annual bonus.

IMT-BS implements the legislation applicable to public institutions, completed by the provisions of the IMT “management framework” approved by the IMT Board of Directors.

Reference texts:
IMT management framework | Article 7 Compensation. Last revision: June 24, 2022.

Labor Code: articles L3231-2 to L3231-3 | Principles of the minimum wage (Smic)
Labor Code: articles R3231-1 to D3231-3 | Smic reduction (for young employees)
Labor Code: articles R3231-4 to D3231-6 | Verification of the minimum wage (Smic)
Decree of July 29, 2022 pertaining to the increase of the minimum growth wage

Trade union rights and social dialogue

Trade union rights

All staff members have the right to join and belong to the professional union they have chosen. The conditions for the exercise of union rights are discussed in consultation with the School and the union organizations. To be considered as representative, trade union organizations must have obtained at least one seat on a technical committee (special committee or committee of the Institute). They are free to determine their own structures in accordance with the legislative and regulatory provisions in force.

The institution has a higher education public service mission. Consequently, exercising the right to strike within the institution falls within the framework of the provisions outlined in articles L.521-2 to L.521-6 of the Labor Code.

Unions represented:
CGT section of the Institut Mines-Telecom:

http://www-public.tem-tsp.eu/~cgt-it/

CFDT IMT:

https://cfdt.imt.fr/

Reference texts:

IMT management framework. Title 14 of the IMT management framework: civil liberties

• Article 75: Right to strike
• Article 76: Right to unionize
• Article 77: Freedom of opinion
• Article 78: Professional equality

Last revision: June 24, 2022.

Social dialogue and representation bodies

Consultations with staff representation bodies help reinforce social dialogue. These bodies are the following:

• The CT (Technical Committee): this committee deals with collective issues and projects pertaining to the entire Institut Mines-Telecom. Changes in the staff management framework are also discussed in this committee.
• The CTS (Special Technical Committee): an advisory body that deals with issues and projects pertaining to the organization and operation of the departments in which it exists, such as schools’ strategies, budgets, staff training, social reports, and department reorganizations among others.
• The CHSCT (Health, Safety and Working Conditions Committee): this advisory body is a variation of the CTS.  It is expected to deal with all issues and problems relating to hygiene, health, safety and working conditions of the staff on the Evry site. The application of safety regulations and their updates, hygiene (such as anti-smoking laws), occupational medicine, work accidents, student accidents are some examples of the topics covered by this body.

Reference texts:

IMT management framework. Title 13 of the IMT management framework: Staff representation

• Article 72: Technical committees
• Article 73: Joint Advisory Committee
• Article 74: Health, Safety and Working Conditions Committees

Last revision: June 24, 2022 

Procedures for employees to initiate individual legal action

A Joint Advisory Committee (CCP), which is competent to examine the individual situations of the institution’s employees, has been set up.

One of its duties is to examine:

• Litigations relating to the execution of contracts and the respect of the employees’ rights,
• Individual appeals, particularly regarding evaluation, remuneration, career advancement and promotion.

The operating procedures of the CCP are defined in its internal regulations.

Reference texts:

• IMT management framework, article 73. Last revision: June 26, 2020
• CCP internal regulations: creation date of the regulations: November 23, 1999 | Revisions: September 30, 2015; April 18, 2017; November 17, 2017; March 12, 2018; April 25, 2019

Policy of equality and fight against staff discriminations

Gender equality policy

Since 2013, Institut Mines-Telecom Business School has been a signatory of the Charter for gender equality of the Conférence des Grandes Ecoles. The text of the Charter states that “Gender equality is a fundamental right for all, and is a key value for democracy.”

By signing this text, IMT-BS asserts its willingness to implement a sustainable policy of equality in this field and commits to:

• Appointing a referent;
• Preventing all forms of gender-based violence and harassment;
• Using communication tools that are non-sexist, non-discriminatory and non-stereotypical;
• Organizing awareness-raising activities on gender equality aimed at students and staff;
• Producing and disseminating a statistical report by gender;
• Establishing an upstream attractiveness policy: job mix;
• Promoting and encouraging a gender perspective in teaching and research.

Reference texts:

• Charter for gender equality of the Conférence des Grandes Ecoles. Signed on January 28, 2013.

IMT Equality Plan

Equal opportunities and disability

Like any public or private company, the IMT is bound by the obligations of Law 2005-102 of February 11, 2005 for “equal rights and opportunities, participation and citizenship of people with disabilities”. This law stipulates that companies or administrations with more than 20 staff members must employ at least 6% of disabled workers.

The IMT has developed an action plan aimed at reinforcing the integration of disabled workers within its entities. The nurse is the contact person for the IMT-BS campus.

Non-discrimination policy

In accordance with the IMT management framework, IMT-BS applies a professional equality policy that concerns all IMT-BS staff.

Freedom of opinion: Each employee of the institution is free to adhere to the philosophical, political, union or religious opinions of his/her choice. He/she cannot be subjected to prejudice because of his/her opinions, and these cannot be mentioned in his/her personal file.

Equal opportunity: No distinction may be made between the staff of the institution on the basis of their political, union, philosophical or religious opinions, their sex, their health condition, their morals, their disabilities or their ethnic origin.

IMT management framework.  Title 14 of the IMT management framework: Public liberties

• Article 75: Right to strike
• Article 76: Trade union right
• Article 77: Freedom of opinion
• Article 78: Equal opportunity

Last revision: June 24, 2022.

Policy to fight against human trafficking, modern slavery, undeclared work and the employment of undocumented foreigners

To fight against human trafficking and modern slavery, IMT-BS applies:

• The French legislation through the decree No. 2001-1074 of November 15, 2001, issued by the public service of diffusion of the law of the French Republic: Légifrance, and publishing the convention No. 182 of the International Labor Organization concerning the prohibition of the worst forms of child labor and immediate action for their elimination, adopted in Geneva on June 17, 1999 NOR: MAEJ0130075D – JORF No. 0268 of November 18, 2001.
• The French legislation on the fight against human trafficking: “For a policy that meets the challenges”, involving civil society NOR: CDHX1827375X – JORF No. 0238 of October 14, 2018 Text No. 9.
• The French legislation on the fight against forced labor. France has ratified (see LAW No. 2016-372 of March 30, 2016) the protocol relating to the convention No. 29 of the International Labor Organization on forced labor, 1930, adopted in Geneva on June 11, 2014. NI: MAEJ1510356L.

For more information: https://www.senat.fr/rap/r15-448/r15-4481.html#fn19

To fight against undeclared work and the employment of undocumented foreigners, the School applies:

• The law No. 75-1334 of December 31, 1975, which governs subcontracting and prohibits concealed work or the employment of foreigners without a permit.

Social benefits and commitment to quality of life at work

Social benefits for IMT-BS employees

Teleworking

The telework agreement signed at the IMT group level allows employees to telework.

• Teleworking was implemented at the IMT in 2017 following the decree 2016-151 of February 11, 2016 on the conditions and modalities of implementation of teleworking in the civil service and the magistrature.
• Teleworking was reinforced in 2021 and a new agreement was adopted at the IMT level in 2022 following the framework agreement of July 13, 2021 relating to the implementation of telework in the three public services. This agreement aims to define a base common to all the entities of the Institut Mines Telecom and constitutes the framework in which social dialogue should take place at all levels of the institution. This agreement describes the terms and conditions for teleworking at the Institut Mines-Telecom, which apply in all its entities and for all employees who wish to telework, regardless of their status: civil servants, contractual employees, apprentices and interns, whether they are research professors, professors, researchers, technical and administrative staff or management staff.

Quality of life in the workplace

Several programs and tools are available as part of a continuous improvement approach to the quality of life in the workplace:

• The setting up of a listening network to prevent psychosocial risks and the publication of a practical guide on the subject.
• The access to prevention assistants, a nurse, a social worker and an occupational psychologist.
• Training sessions on: defibrillator use for staff and students, fire safety for newcomers, psychosocial risks and safety.
• The signature by IMT-BS of the Charter of Risk Behavior from the Conférence des Grandes Ecoles.
• A cultural association (ORCA) proposing outings, ticketing, trips, and grouped orders.
• A sports association (AS IMT) that offers a dozen activities throughout the year, outings, tournaments and a half-day sports event aimed at promoting sports on campus among staff members.
• Training sessions on quality of life at work were offered to newly appointed managers, as well as training sessions on remote management and on the use of digital and collaborative tools for all staff members.
• A memo on the right to disconnect and on the proper use of emails.
• Since January 2020, the work time charter allows non-executive staff to organize their working hours as they wish, in agreement with their manager.