The negotiation opens in a context where:

• In 2022, inflation reached a record level, not seen for three decades.
• For the year 2022, the monthly gross SMIC will have been revalued by 106 €. That is to say 6.2%, neither more nor less than the Consumer Price Index:
  IPC over one year published by INSEE in Nov 2022
• Many companies have reacted. For instance, Air France has granted a 5% salary increase to all its employees, along with a €1,000 bonus, in response to inflation, see article dated September 14: […] Severely affected by Covid-19 crisis just like the entire airline industry is, the Air France-KLM group has made a profit for the first time since the beginning of the health crisis in the second quarter, thanks to a clear recovery in traffic.
• The Amadeus group has been severely affected by Covid-19 crisis, as has the entire airline industry, but has been making profits for six quarters. 
• Amadeus has refused to implement the compensatory measure of the Value Sharing Bonus (PPV French government proposal), despite the CFDT’s request this fall at the CSE, and has referred us to the NAOs. That’s where we are!
• Although certified Top employer 2022, Amadeus seems ready to accept that its employees may lose purchasing power, i.e. suffer a drop in real wages.  

The CFDT Amadeus team’s approach in these negotiations is to consider a “reference basket”, the portion of our income devoted to restricted expenses, which we are asking to be re-evaluated according to the Consumer Price Index: 6.2% (see article INSEE: IPC over one year published by INSEE in Nov 2022). This estimate is, at a minimum, the decrease in real wages suffered in 2022 by each employee of the company. This minimum increase represents 3.4% of the total wage bill.

All the Amadeus SAS trade unions are unanimous in their demand for a minimum salary increase, and have sent the following preliminary inter-union requests to management:

• • A global increase envelope that allows real salary increases to be granted and the efforts of employees to be recognized, in a context of permanent reorganizations and a continuous increase in the workload.
  • A floor increase of €170 gross per month to minimize the impact of inflation.
  • An automatic matching contribution to the PEE of 300 % backed by participation and profit-sharing or, alternatively, based on the voluntary payment by the beneficiary of an initial payment of €400, instead of €300 today and €200 % employer contribution.
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As a response, although systematically opposed to general increases, management implicitly recognized the relevance of the principle of a floor, since it proposed a floor increase of 83€ gross monthly. Management stubbornly refuses to communicate anything about its intentions in terms of salary increases and still refuses to make the PEE evolve.