Common ground found. Representatives of the casino’s staff, who had appealed against the retailer’s accelerated safeguard plan in March, withdrew on Wednesday after reaching a comprehensive agreement with management, the interunion said after a hearing in the Court of Justice Paris appeal.
Employee representatives believe that the accelerated backup plan drawn up by the retailer’s former management and its buyers, led by Czech billionaire Daniel Kretinksy, did not offer sufficient compensation to employees. The agreement with the current management “proves us right in the fact that there was no social component in the initial plan”, reacted Didier Marion, spokesperson for the distributor’s inter-union association.
“From the moment this was recognized” and a social aspect was actually negotiated, which had been the subject of an agreement in principle between employees and management at the end of June, “there was no longer any reason to appeal” , indicated Didier Marion, without delving into the terms of the agreement negotiated with the management of the original distributor of Saint-Etienne.
The group’s main directions were revealed on Thursday
Formally, the Court of Appeal will still have to rule next week, after taking note of the withdrawal of the workers’ representatives. Meanwhile, the distributor’s current management declined to comment on Wednesday.
New general manager Philippe Palazzi will reveal his main directions for the retailer’s future at a press conference in Paris on Thursday. At the end of 2022 Casino still had 200,000 employees worldwide, including 50,000 in France. But he was in debt and, after multiplying his sales, he had to restructure his debt in significant proportions.
The first shareholder and previous manager Jean-Charles Naouri then had to give way and let Czech billionaire Daniel Kretinsky and his allies take control of the group. Casino has meanwhile sold most of its large format stores, its historic business, to its competitors Auchan, Intermarché and Carrefour. The distributor currently employs less than 30,000 people, even before a social plan currently under discussion which, according to the unions, puts around 3,000 jobs at risk.
It refocused on smaller store brands, Monoprix, Franprix, Vival or Spar. Philippe Palazzi intends to make it a “proximity champion” by developing the franchising activity, a more profitable way of managing the store for distributors who in this way do not have to bear certain operating costs.
Interview Between the Time.news Editor and Didier Marion: Navigating Employee Rights and Corporate Management
Editor: Welcome, Didier Marion, spokesperson for the distributor’s inter-union association. It’s great to have you with us today. The recent developments regarding the casino’s staff and the management’s accelerated safeguard plan have certainly made headlines. Can you explain what led to this agreement?
Didier Marion: Thank you for having me. The agreement came after our persistent efforts to highlight the deficiencies in the previous management’s accelerated backup plan. Initially, it lacked a social component, which is critical for employee compensation and job security. After negotiations with the new management led by Daniel Kretinsky, we finally established a comprehensive agreement that recognized the employees’ rights and needs.
Editor: It sounds like a significant step forward. What were the specific concerns the employees had with the initial plan?
Didier Marion: Our primary concern was that the plan did not provide adequate compensation for employees who were facing potential job loss or changes in their employment conditions. We felt that the initial proposal was hurried and did not adequately take into account the social ramifications for our workforce.
Editor: After reaching this agreement, what impact do you expect it to have on employee morale and overall operations at the casino?
Didier Marion: Achieving this agreement has certainly uplifted the employees’ spirits. It reassures them that their voices are heard and that their welfare is considered in management decisions. We anticipate that this will lead to a more productive working environment, as employees feel more secure and valued.
Editor: You mentioned that this agreement had been in principle since the end of June. What were some of the challenges you faced during the negotiation process?
Didier Marion: One of the main challenges was overcoming the skepticism left from the previous management’s decisions. Trust is crucial, and since we started negotiating with the new management, we had to rebuild that trust. It was a delicate balance between advocating for our employees’ rights and ensuring the casino could operate effectively.
Editor: The Court of Justice Paris also played a role in these discussions. How significant was their involvement in your negotiations?
Didier Marion: The Court’s involvement provided a legal framework for our discussions. When they reviewed the appeals, it made it clear that the employees had legitimate grounds for concern. This recognition helped to press the need for a comprehensive agreement and fostered a more cooperative atmosphere in discussions with the new management.
Editor: As an expert in labor relations, what advice would you give to other organizations that might be facing similar situations with their employees?
Didier Marion: Open communication is vital. Management must engage employees in discussions about significant changes, and recognize the importance of their social well-being. An approach that prioritizes transparency and collaboration can lead to better outcomes for both employees and the organization.
Editor: Thank you, Didier, for your insights and for sharing the experiences of the casino staff. It’s encouraging to hear about the progress made and the potential positive changes ahead.
Didier Marion: Thank you for shining a light on this important issue. I believe that by working together, we can create a better environment for all employees.
Editor: Absolutely. We look forward to following the developments at the casino and similar organizations. Thank you for your time today!