Since the end
of January, employees in Teleperformance, and especially members of the
Tunisian community have embarked on a fight demanding wage raises that cover
the cost of living, collective contracts and abolition of the "special
purpose" visa. Until now, they have had two massive strikes, with more
than 4 thousand employees taking part. They have declared to the management
that they will not stop until their demands are met. Three members of the
Tunisian community and Teleperformance employees have answered some of our
questions.
1. What were the
first steps that you took in this fight and what were the factors that
motivated you into collecting signatures demanding wage raises?
Nour:
The first step we took was to assess our current situation
regarding wages and employee rights within the company. It's important to note
that the initiative did not originate solely from a person who said
"enough is enough" but it was a collective sentiment which we deep
mindedly shared. The petition actually started on a Facebook post by T, who
then created an online petition which garnered over 750 signatures. This
movement brought together employees who shared similar concerns and
frustrations. Personally, I have been with the company since 2017 without any
pay raises, which further fueled my determination to advocate for change.
Additionally, being part of the Tunisian community, I am aware that many of my
peers working in similar industries share the same frustrations and interests.
We began collecting signatures to demand wage raises as a collective effort to
address this disparity and ensure fair compensation for all employees. Later
on, T suggested the matter to SETIP union which educated and guided us on
the right path to take action and demand justice from the company.
Sami:
Initially, I actively pursued negotiations for fair
compensation and permanent contracts, especially after experiencing stagnant
wages despite expanding responsibilities. Despite our efforts to engage
management in dialogue, we faced staunch resistance, with dismissive responses
indicating little regard for our concerns. This disappointment was compounded
by subsequent intimidation tactics from senior management, creating a hostile
work environment. Recognizing the escalating cost of living exacerbated by global
events like the Covid-19 pandemic and geopolitical tensions, our hopes for
salary adjustments were repeatedly dashed. Instead, we witnessed deceptive
maneuvers such as reallocating bonuses to mask stagnant wages. The disparity in
treatment, particularly evident in preferential raises for specific language
speakers, intensified feelings of dissatisfaction and discrimination. Moreover,
the unfulfilled promise of permanent contracts further fueled our discontent.
These systemic issues galvanized us to action, prompting the launch of a
petition that resonated with a wide spectrum of colleagues, including
supervisors, HR personnel, and managers, reflecting a shared sentiment of
frustration and disenchantment.
S.B. :
The reasons are obvious to everyone and it's not just the
inflation or the economic situation, it's basic common sense, it's been more
than 10 years that a company like Teleperformance haven't raised salaries, back
then things were better and people could manage, but not anymore, and even with
a salary raise now I'm sure it will not cover the damage made by the inflation
over the years, it's not just a demand it's vital.
