Anticipation and guidance in industrial restructuring processes. 1- With regard to the anticipation of and guidance for industrial restructuring processes, EDF Group has adopted principles2 that are included in the document “EDF Group Policy for the Anticipation of and Guidance for Industrial Restructuring Processes” regarding which the European Works Council was consulted in May 2003. The aim shall be, in particular, to apply the following main principles of this policy in the companies covered by the scope of application of the Agreement: − Anticipation principle, through: o The taking into account of consequences on employees during strategic decisions (choice of investment, mergers-acquisitions, restructurings, disposals) 2 Anticipation, labour/management dialogue, responsibility, subsidiarity, integration, solidarity at a Group level o Actions addressing employees to prepare for and facilitate the necessary changes, upstream in the decision process. − Principle of dialogue between management and the trade unions and employee representatives, via information and dialogue on the economic stakes, the consequences of decisions and the proper adaptation of individual and collective guidance, as well as the monitoring of their application. − Principle of responsibility towards employees and local economies, aimed at limiting the social consequences for the employees concerned and the consequences for the economic equilibrium of the region. Therefore, measures intended to avoid or limit forced mass layoffs must systematically be examined, where practicable (measures for mobility within the Group, redeployment, etc.). Should forced mass layoffs not be avoidable, provisions that are more favourable than the legal minimum required by the legislation of the country concerned will be sought. In cases where jobs are lost, specific guidance could be offered to the employees concerned so as to facilitate their search for a new job (outplacement, reclassification centre, training, etc.) Generally speaking, EDF Group undertakes to ensure that the employee guidance measures rolled out in the companies of the Group are among the best practices of the major companies of the sector of activity in the country in question.
