EURO T.V.S sets four-year quality-of-life and offline-right deal

EURO T.V.S in Aubervilliers gives all staffLegifrance a four-year quality-of-life, working-conditions and disconnection agreementLegifrance from 1 October 2026 to 30 September 2030Legifrance, signed on 29 October 2026Legifrance with the CGT and CFTCLegifrance. It replaces the 2017 disconnection agreement and its 2021 amendmentLegifrance, which are denounced.

Schedule adjustments for family reasons must not hinder careers; meetings must consider personal constraints with remote options preferred, and Saturday work is voluntary first. Part-time requests go in writing to the manager at least three months ahead, stating hours and start date; management replies within two months, sets the pattern, and may refuse only for lack of an available post or proven harm to the service, with reasons. Parental leave follows the statutory one-year-seniority scheme: suspension or part-time of at least 16 hours a week.

Family leave is fixed in days: two paid days per year per dependent child under 16 for a sick child on certificate, not cumulative between partners in the same firm, plus one paid day for a hospitalised child under 16; three paid working days for a parent-in-law's funeral, one extra day for a first-degree relative's funeral outside metropolitan France, three days a year per disabled dependent child, and two days a year for moving house. An extra paid-leave day stays attached to the solidarity day on Whit Monday.

On disability, the 6% employment target is kept, already exceeded at 6.55% in 2024 and 7.25% in 2025. Disabled staff get three paid half-days for recognition paperwork, workstation adjustments with occupational health, and a posted disability referent.

On disconnection, staff may stay offline or not answer outside working timeLegifrance, with no expectation to use company tools thenLegifrance. Personal email and phones are off-limits for work except in emergenciesLegifrance, and remote access may not be installed on personal devices. The company will issue an e-etiquette guide, keep meetings inside collective hours, and names an HR disconnection referent. Day-rate and teleworking staff keep the same right, with difficulties raised to the manager.

On health risks, management formalises psychosocial-risk commitments in 2026, briefs all sites annually, keeps a counselling service, and continues its 2025-2027 musculoskeletal plan with screen equipment, handling aids, task rotation and a physical-activity campaign.

On commuting, a €300-a-year forfait mobilités durables runs from 1 January 2026Legifrance, first paid in arrears in Q1 2027Legifrance. It needs regular eligible-mode use at least three times a week for eight months a year, claimed on sworn statement each December and by 31 January, pro-rated for joiners, leavers and long unpaid leave, and capped at €600 combined with the transit-pass subsidy. Eligible modes include bikes, carpooling, non-subsidised public transport, non-thermal two-wheelers and scooters in rental or self-service, green car-sharing, and owned mobility devices. It is tax and contribution-free up to €600 unless the employee opts for actual expenses.

Follow-up goes through the annual social-policy consultation; revision needs written request with talks within three months. The text is filed via TéléAccords and with the Bobigny conseil de prud'hommes.

Legal basis: Accord EURO T.V.S relatif à la qualité de vie, aux conditions de travail et à la déconnexion, articles L.2232-12, L.2242-1, L.2242-12, L.2242-17, L.1225-47, L.3261-2, L.3261-3-1, L.2231-5, L.2231-5-1 et D.2231-2 et suivants du Code du travail.