Company
Veolia group
Date of signature
26 March 2025
Signatories
HRD Veolia , EPSU General secretary, and members of a special negotiating body set up for this purpose.
Key objectives
“This Framework Agreement (hereinafter the "Agreement") has been concluded with a dual objective:
Continue and strengthen the implementation of Veolia's D&I policy and take the commitment even further by fully involving all those involved in building social dialogue within the Group. “
Duration
This Agreement is concluded for an indefinite period.
Applicable law
“This Agreement shall be subject to French law. “
Implementation and dissemination
“The Agreement applies to all entities included in the scope of the Veolia EWC and concerns all their employees.
Thus, beyond the scope of the EWC, the other entities of the Group's Zones and/or Business Units (hereinafter referred to as “BUs”) are invited to apply, if they so wish, the principles and guidelines of the Agreement in all countries where Veolia operates, subject to compliance with local legislation.
To this end, this Agreement will be distributed and presented in detail within each country by the country’s Human Resources Department, with the involvement of country delegates to the EWC, with a view to its implementation and follow-up within the scope of their prerogatives.
The guidelines will be the subject of presentations by the countries’ leadership teams within the Country Social Dialogue Forums (CSDF) under Veolia's EWC Agreement.
An exceptional CSDF meeting may be organised to disseminate the Agreement and to discuss its implementation and the initial priorities arising from local social dialogue in the period following the signing of the Agreement.
A presentation and communication kit common to all countries will be drawn up by the Group HR Department and distributed within the CSDFs to facilitate communication on the Agreement, its spirit and its purpose, and to focus the attention of CSDFs on diagnosing their own situations and defining their own priorities.
Given the variety of entities concerned and the challenges involved in implementing the guidelines contained in the Agreement, it will be rolled out progressively over a period of one year from the date of signing. The goal is to enable each entity to become familiar with the Agreement, to adopt its principles and guidelines and to implement the necessary actions, prioritising those actions that seem most appropriate to them, in accordance with local legislation. “
Review and monitoring
“A Follow-up Committee is made up of one representative from each signatory country-level trade union. Should non-signatory country-level trade unions and/or newly represented trade unions at Group level join the Agreement at a later date, they will appoint representatives to take part in the Follow-up Committee. A member of the EWC Bureau will take part in the Follow-up Committee and report back to the EWC.
This committee will monitor the implementation of the Agreement in the various countries, in particular by reporting on the elements shared within the framework of the CSDFs. To this end, the Follow-up Committee will receive a yearly snapshot for the previous year of all the tracking indicators listed in appendix 3 of the Agreement.
The committee will meet once a year and may issue recommendations based on feedback from countries within the EWC's scope. The Follow-up Committee may hold extraordinary meetings at the request of the signatories and with the agreement of Management.
The work of the Follow-up Committee will be based on an analysis of the KPIs set out in the Agreement and on priorities effectively defined within the CSDFs.
This Follow-up Committee should also enable best practice to be shared.
This committee receives Group-level information from Group management at least three weeks before the Follow-up Committee meeting, as well as the countries’ own priority reports submitted by the CSDFs. “
Dispute settlement and sanctions
not specified
Main topics
Diversity and inclusion (including social and cultural background), prevention of harassment and violence at work, work–life balance