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The negotiations lasted 43 days. It is important to note that all the issues contained in our list of demands were discussed. Of course some were easier to deal with than others, but the overall conclusion that we can draw from this process is that the collective agreement represents a significant step forward. We have opened up a path leading to the consolidation of our trade union; we have created a new framework governing labour relations; and we have established the tools allowing us to develop a social dialogue at all levels of the company.

The collective agreement that has now been signed has two main components.

The first sets out the principles, guarantees and the model of labour relations, as well as the disciplinary processes, applicability, bargaining modalities, benefits and trade union rights.

The second deals with economic issues and sets out the bonuses, benefits, premiums, discounts and other non-legal advantages.

The economic part of our list of demands includes all the points that were already in the old agreement and represents a substantial improvement. Below you will find a list of some of the points where we made progress:

1) Validity of the agreement: the new collective agreement has been signed for a period of two years, whereas the old wage agreement used to be negotiated every three years. That means that the benefits available under the new collective agreement can be renewed must faster. We will no longer have to wait three years, which means that at the end of 2013 we will have the opportunity to renegotiate the benefits once again.

2) Increase in wages: the increase in wages for 2013 will be 2 percentage points above the CPI (consumer price index). This is more than was foreseen in the old wages settlement. This means that all the workers affiliated to la Unión will get a pay increase in 2013 equivalent to ten years’ of seniority.

3) Negotiating modalities: All workers who remain in employment at Carrefour for more than six months will have their temporary contracts replaced by a contract of unlimited duration. This means that we have succeeded in reducing the duration of fixed-term contracts by one year and six months. It is important to understand that as of now, all workers with more than 6 months on the job will be offered an unlimited contract.

4) Holiday benefit: under the old agreement, the holiday benefit amounted to 60,000 pesos (approx. $34). Under the new collective agreement, that amount has been increased to five days’ basic pay. To make it easier for you to understand what this means, here is an example: if you earn 700,000 pesos ($395), you will get an average of 94,600 ($53) in holiday benefit. To calculate the amount of the benefit, you divide your salary by 30 and multiply the result by 4.

5) Meal allowances: all workers who start their working day before 6 a.m. will be given by Carrefour a meal allowance of 1,000 pesos per day. This benefit did not feature in the old agreement.

6) Allowance for prescription glasses: the allowance provided for under the collective agreement amounts to 84,000 pesos. This not only represents an increase on the old amount, but over and above that it will be payable every year upon presentation of a medical prescription. It should be remembered that under the old settlement the benefit was payable once every three years; under the new collective agreement the entitlement applies every year.

7) Signing bonus: on 1 May of each year, Carrefour will pay all workers affiliated to la Unión a bonus of 100,000 pesos. Thus, the one-off payment made every three years under the old agreement will now be replaced by a yearly bonus.

8) Trade union rights: all shop-floor representatives, local sub-directive and national executive committee members will be given the right to attend a national assembly of delegates.

9) Social dialogue: the social dialogue will be developed at various levels. The most relevant points are: monthly meeting between the shop-floor representatives and the store manager; a twice-yearly meeting between the regional director and the different sub-directives. There will also be a bimonthly meeting between the national executive committee of la Unión and Carrefour’s national office of human resources.

10) Disciplinary procedure: it has been agreed to introduce a disciplinary procedure that is much more transparent for the workers. It sets out clearly how the defence is to be organised, what role is to be played by the union, and it establishes a two-tier system with two instances. This never existed before in Carrefour. As a result, it will be possible to appeal a disciplinary decision.

We have achieved other improvements in the agreement, and we now have certain benefits that are expressly recognised. This is why we say it is necessary to look at the collective agreement as a whole when comparing it to the old agreement. Please do not underestimate the fact that we have achieved much more in the new agreement, and remember that the collective agreement was the result of a negotiation between the company and the workers.

It is also important to note that all the benefits and advantages set out in the collective agreement apply exclusively to union members. As a result, we would like to congratulate all affiliates who showed remarkable patience, supported the process of collective bargaining and put their trust in the union leadership.

Finally, let me say that if you are undecided, or unwilling to make the move because you are frightened or scared, or you are being pressured, now is the time to look at what the union has achieved and join the union. Remember, only the the union of workers will make it possible for us to transform labour relations. Added to this, the collective labour agreement will significantly improve your benefits. As each worker joins us, we will be able to make a difference. Join the union!

From National Executive Committeee, 24 April 2012