– Up to 2 days of teleworking a week for all employees

– All employees equipped to work remotely

– An agreement drawn up jointly with the trade union organisations

– Effective implementation at the end of the COVID-19 crisis

The Adelaïde Group has concluded a teleworking agreement with the trade unions representing Verlingue and Génération, and established a teleworking charter for Coverlife, thereby enabling all the Group’s staff to work remotely up to two days a week.

This new agreement – referred to as “regular teleworking” – will come into effect at the end of the current health crisis and replace the “exceptional teleworking”* agreement currently imposed by the COVID-19 pandemic.

“I am delighted with the finalisation of this agreement, which was drawn up with the trade unions and jointly-constructed with the help of several managers and employees. We wanted to give everyone the opportunity to be able improve the quality of their life at work, and enable them to better reconcile their professional and personal lives, while reinforcing the excellence of our customer service,” says Bernard de Laportalière, Human Resources Director of the Adelaïde Group.

Quality of life with teleworking

For teleworking to be successful it must be implemented as a voluntary scheme and based on a relationship of trust between the employee, his/her manager and the company. Each employee can do up to 2 days of telework a week, along with 3 days in the company premises, in order to maintain a “collective” culture, which remains a key value for each of the Group’s companies.

For the purposes of the agreement, the Adelaïde Group has invested significantly in equipment to provide each employee with the hardware and collaborative tools needed to work efficiently at distance: 1 laptop with keyboard and mouse, 1 additional monitor at home, 2 monitors at the office.

Finally, employees will also benefit from a fixed allowance of €5/month for 1 day of teleworking a week (i.e. €10/month for 2 days). “While there was a bit of apprehension about teleworking before the health emergency, we have been able to accelerate its implementation for 100% of the Adelaïde Group’s employees, while maintaining a weekly presence on site to foster contact and exchanges and to maintain the social bonds within the teams,” explains Bernard de Laportalière.

“While there was a bit of apprehension about teleworking before the health emergency, we have been able to accelerate its implementation for 100% of the Adelaïde Group’s employees, while maintaining a weekly presence on site to foster contact and exchanges and to maintain the social bonds within the teams,” explains Bernard de Laportalière.

A new way of working

To support this new form of work organisation, the Group has trained some of its managers and team leaders in “Remote Management”, so that they can provide their teams with day-to-day support, thereby ensuring the company’s operational requirements are met and guaranteeing excellent service quality for our customers.

In addition to the specific training courses put in place on this subject during lockdown, a special e-learning module and a guide to “regular teleworking” best practices have been created.

“This new type of work organisation, which we have called “Living Together”, will also involve new work-space layouts to promote both cooperation and individual well-being,” says Bernard de Laportalière.

Press contact: Léna Youinou – lena.youinou@verlingue.fr – +33 (0)6 43 44 82 91

*In compliance with the government’s health regulations, the Adelaïde Group’s employees have been working remotely since the beginning of the COVID-19 health emergency.