IN 2020
T A B L E O F I N D I C A T O R S
RIDERS FOR REMOTE WORK SIGNED
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A look back at the experience of
remote work during lockdown In November 2020, three quarters of
employees said that they had managed to
maintain a work-life balance while remaining
effective in a remote work situation. However,
email and meeting overload, coupled with
an increase in working hours, required
specific support from the Human Resources
team. Employees and managers received
useful information reminding them of the
work arrangements during the various
periods during and after the lockdown in
2020, together with a list of best practices for
working remotely. They were also reminded
of the importance of taking regular breaks
and paid leave.
These initiatives will be developed in 2021
as part of the future agreement on workplace
quality of life.
ACTION 7 Promote work-life balance
Société du Grand Paris prioritises full-time employment but allows employees to opt for
part-time schedules. Part-time work is authorised automatically as required by law in certain
situations, such as part-time parental leave or medical leave. In other circumstances, it requires
management approval. Pregnant women are eligible for reduced work hours and employees are
entitled to special leave (split paid leave, additional long-service leave, leave for family events,
etc.). A nursing mothers’ room has been available since 2018.
A series of agreements with employee representative bodies has been signed to promote
work-life balance and workplace quality of life. These agreements brought significant advances
including the implementation of an agreement on time banks (2016) and a remote work charter
(2016). Employees may opt to work remotely for one day per week, which they are authorised
to do under a contract rider if the move is deemed opportune after a personalised discussion with
their manager.
The employee representatives have implemented several other initiatives to benefit employees,
including holiday vouchers, cultural vouchers and sport vouchers.
Social balance sheet: transforming the organisation of work
F O C U S 3
RISKS AND CHALLENGES
2020 ACTIVITY
CSR APPROACH
Actions
IDENTITY
