{"id":201,"date":"2025-10-27T11:11:47","date_gmt":"2025-10-27T10:11:47","guid":{"rendered":"https:\/\/sudptt31.fr\/?p=201"},"modified":"2025-11-05T10:36:14","modified_gmt":"2025-11-05T09:36:14","slug":"le-projet-regain-chez-orange-ca-craint","status":"publish","type":"post","link":"https:\/\/sudptt31.fr\/index.php\/2025\/10\/27\/le-projet-regain-chez-orange-ca-craint\/","title":{"rendered":"Chez Orange, le projet Regain : \u00c7a craint"},"content":{"rendered":"\n<div id=\"block-a56329-0f88-4d\" class=\"wp-block-gutenbee-container alignwide block-a56329-0f88-4d\"><div class=\"wp-block-gutenbee-container-inner\"><div class=\"wp-block-gutenbee-container-row wp-block-gutenbee-container-lg\">\n<div class=\"wp-block-gutenbee-column block-d4d77a-ec27-45\"><style>.wp-block-gutenbee-column.block-d4d77a-ec27-45 { flex-basis: 100%; }\n\n\n      @media (max-width: 991px) {\n        .wp-block-gutenbee-column.block-d4d77a-ec27-45 { flex-basis: 100%; }\n      }\n    \n\n      @media (max-width: 575px) {\n        .wp-block-gutenbee-column.block-d4d77a-ec27-45 { flex-basis: 100%; }\n      }<\/style><div class=\"wp-block-gutenbee-column-content\">\n<p class=\"wp-block-paragraph\">Le projet <strong>REGAIN<\/strong>, qui s\u2019inscrit dans une dynamique de r\u00e9organisations successives et incessantes, est \u00e9troitement imbriqu\u00e9 dans les dispositifs de Gestion des Emplois et des Parcours Professionnels chez Orange (<strong>GEPP<\/strong>) et sert les ambitions de la strat\u00e9gie<strong> Lead The Future<\/strong>. <strong>REGAIN<\/strong> va constituer une source suppl\u00e9mentaire de souffrances pour les salari\u00e9\u00b7es. Il intensifiera la charge mentale des \u00e9quipes, fragilisera l\u2019emploi et d\u00e9t\u00e9riorera les collectifs de travail. Cette transformation s\u2019ajoute \u00e0 de nombreuses autres, dont nous avons eu la preuve tangible des<strong> m\u00e9faits sur le personnel<\/strong>. Toutes ont laiss\u00e9 de mauvais souvenirs chez nos coll\u00e8gues, qu\u2019ils soient encore en activit\u00e9 ou qu\u2019elles et ils aient pr\u00e9f\u00e9r\u00e9 quitter l\u2019entreprise en grand nombre via les plans de d\u00e9parts volontaires, <strong>pudiquement intitul\u00e9s <\/strong>accords interg\u00e9n\u00e9rationnels (TPS). Contrairement \u00e0 ce que pr\u00e9tend la direction, ce type de transformation n\u2019est b\u00e9n\u00e9fique ni pour la productivit\u00e9 r\u00e9elle, ni pour la sant\u00e9 de l\u2019entreprise \u00e0 long terme. Nous affirmons que ce projet ne pourra q<strong>u\u2019aggraver la d\u00e9sorganisation<\/strong> ainsi que le stress et l\u2019angoisse des salari\u00e9\u00b7es, dans un contexte d\u00e9j\u00e0 particuli\u00e8rement tendu : tensions \u00e9conomiques li\u00e9es \u00e0 la comp\u00e9titivit\u00e9, incertitudes sur l\u2019avenir de l\u2019emploi en France, instabilit\u00e9 politique illustr\u00e9e par la succession des Premiers et Premi\u00e8res ministres, inqui\u00e9tude sociale g\u00e9n\u00e9ralis\u00e9e, dans un contexte de dette publique \u00e9lev\u00e9e et de craintes d\u2019un retour \u00e0 des politiques d\u2019aust\u00e9rit\u00e9, sans oublier les angoisses g\u00e9opolitiques provoqu\u00e9es par les conflits internationaux, notamment les guerres en Ukraine et en Palestine et leurs r\u00e9percussions. Dans une p\u00e9riode o\u00f9 les salari\u00e9\u00b7es <strong>vivent d\u00e9j\u00e0 de fortes pressions,<\/strong> imposer une telle transformation dans ces conditions, c\u2019est faire preuve d\u2019une irresponsabilit\u00e9 sociale majeure, en totale contradiction avec la valeur de responsabilit\u00e9 affich\u00e9e par la Directrice g\u00e9n\u00e9rale d\u2019Orange.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Les moyens envisag\u00e9s pour parvenir \u00e0 cet <strong>accroissement de la profitabilit\u00e9 d\u2019Orange <\/strong>\u2013 des stock-options vers\u00e9es aux membres du COMEX et des dividendes vers\u00e9s aux actionnaires sont pens\u00e9s au d\u00e9triment des emplois, mais aussi des conditions de travail de celles et ceux qui parviendront \u00e0 rester dans l\u2019entreprise. Rappelons que les efforts de r\u00e9adaptation impos\u00e9s au personnel ont des cons\u00e9quences directes sur leur sant\u00e9 et sur leur vie. Trop de suicides en sont la preuve et les cabinets d\u2019expertise ont \u00e9tabli un lien direct avec le travail. Tr\u00e8s r\u00e9cemment encore, deux d\u00e9c\u00e8s ont eu lieu durant l\u2019\u00e9t\u00e9 2025, dans des services sous fortes tensions sociales et organisationnelles ces derniers mois.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nous refusons cette logique mim\u00e9tique, qui consiste \u00e0 calquer en permanence notre mod\u00e8le d\u2019organisation sur celui des autres acteur\u00b7rices du secteur, dans <strong>une course effr\u00e9n\u00e9e \u00e0 la comp\u00e9titivit\u00e9<\/strong> abstraite.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nous appelons la direction d\u2019Orange \u00e0 trouver d\u2019autres solutions respectueuses des femmes et des hommes qui font vivre cette entreprise, conformes \u00e0 son obligation l\u00e9gale d\u2019employeur.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>SUD<\/strong> est convaincu que cette restructuration, nom de code REGAIN, est de m\u00eame nature \u2013 et peut-\u00eatre m\u00eame pire \u2013 que celles qui l\u2019ont pr\u00e9c\u00e9d\u00e9e. Elle porte en elle des modes d\u2019organisation \u2013 directions m\u00e9tiers centralis\u00e9es, <strong>pilotage nationalis\u00e9, \u00e9loignement du terrain<\/strong> \u2013 qui ont d\u00e9j\u00e0 \u00e9t\u00e9 d\u00e9nonc\u00e9s, il y a plus de 15 ans, comme l\u2019une <strong>des causes majeures de la crise sociale<\/strong> qui a frapp\u00e9 France T\u00e9l\u00e9com et pour laquelle les ancien\u00b7nes dirigeant\u00b7es ont \u00e9t\u00e9 condamn\u00e9\u00b7es.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>SUD refuse qu\u2019un tel projet voie le jour dans l\u2019entreprise. Nous alertons solennellement sur les risques psychosociaux graves que vous ferez courir aux salari\u00e9\u00b7es si l&rsquo;entreprise persiste \u00e0 vouloir mettre en \u0153uvre ce projet d\u00e9mesur\u00e9.<\/strong><\/p>\n<\/div><\/div>\n<\/div><\/div><div class=\"wp-block-gutenbee-container-background\" data-parallax-speed=\"0.3\"><\/div><\/div>\n\n\n\n<div data-wp-interactive=\"core\/file\" class=\"wp-block-file\"><object data-wp-bind--hidden=\"!state.hasPdfPreview\" hidden class=\"wp-block-file__embed\" data=\"https:\/\/sudptt31.fr\/wp-content\/uploads\/2025\/10\/ON-RAGE-CSEC-ca-bloque-N3.pdf\" type=\"application\/pdf\" style=\"width:100%;height:1000px\" aria-label=\"Contenu embarqu\u00e9 ON RAGE CSEC \u00e7a bloque N3.\"><\/object><a id=\"wp-block-file--media-ac2e3997-bb14-4c01-8c7a-a69af3dca5ab\" href=\"https:\/\/sudptt31.fr\/wp-content\/uploads\/2025\/10\/ON-RAGE-CSEC-ca-bloque-N3.pdf\">ON RAGE CSEC \u00e7a bloque N3<\/a><a href=\"https:\/\/sudptt31.fr\/wp-content\/uploads\/2025\/10\/ON-RAGE-CSEC-ca-bloque-N3.pdf\" class=\"wp-block-file__button wp-element-button\" download aria-describedby=\"wp-block-file--media-ac2e3997-bb14-4c01-8c7a-a69af3dca5ab\">T\u00e9l\u00e9charger<\/a><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":1,"featured_media":202,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6],"tags":[],"class_list":["post-201","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-telecom"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - 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