Interview with striking employees of Teleperformance

 

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.

 

2. What are your demands from TP's management and why?

Nour:

Our primary demand from TP's management is fair and equitable wages that reflect the value of our work and the cost of living. I have been with the company for 6 years and a half without any pay raises, despite the inflation that we are witnessing in the past years in Greece, which affected all the levels of real estate, food and other crucial everyday expenses. It's important to highlight that many of us are on short-term contracts rather than indefinite ones. This adds further uncertainty and

Sami:

My demands are rooted in the imperative need for equitable treatment and improved working conditions:

 - Adjusting salaries to reflect the rising cost of living.

- Granting permanent contracts to employees with significant tenure.

- Implementing seniority-based wage increases for acquiring new skills instability to our employment situation. The matter underscores the urgency of fair compensation and treatment for all employees. Additionally, Setip brainsormed more collective demands based on the first union meeting. These demands were translated to a letter sent to TP HR as a first step of this journey. As part of this collective effort, I appeal to TP management as an employee who is thankful for the opportunity to be part of its family. Needless to say that the company should look out for its employees and guarantee their dignity, fair rights and respect!.

- Enhancing food allowances.

- Providing comprehensive private health insurance coverage.

- Facilitating direct communication between company lawyers and immigration authorities for residency matters.

- Instituting a proactive rehiring plan for downsized employees.

- Offering summer camps for employees' children.

- Allocating one paid vacation day per menstrual cycle for female employees.

- Ensuring clean and well-lit workspaces.

- Providing transport allowances for onsite staff.

- Offering free onsite parking.

- Enhancing employee benefits packages.

- Establishing onsite amenities like free gym access and siesta rooms.

- Funding team-building activities for staff.

These demands, some of which were previously met but later revoked, are essential for safeguarding the welfare and morale of the workforce, especially amidst ongoing economic challenges and uncertainties.

S.B.:

The salary raise demand goes without saying, companies around the world give annual raises to their employees, this is not coming out of the blue, this is a logical and fair demand. Besides that we want permanent contracts and not restricted visas, or else this is just a modern slavery and economical discrimination under the nose of the European Union that keep giving lectures about human rights.

 

 

3. Do you believe that the two strikes on the 8th and the 19th of February were successful?

Nour:

While the strikes on the 8th and 19th of February were significant displays of unity and determination among employees, their success ultimately depends on whether the management will take actions to meet our demands or continue ignoring our fair rights. I beleive that we already won when we took action and participated in the strikes, the movement has become from nothing to something.

Sami:

The two strikes on the 8th and 19th of February marked significant milestones in our collective struggle, symbolizing a paradigm shift in employee empowerment and solidarity. These strikes succeeded in dispelling longstanding fears of reprisal and emboldened a diverse array of employees to voice their grievances openly. The substantial turnout at union meetings, coupled with increased membership and active participation in strikes, underscored a resolute commitment to effecting tangible change.

Furthermore, the strikes were characterized by a peaceful and disciplined approach, reflecting a concerted effort to adhere to legal and ethical guidelines.

S.B.:

Well it is a huge success, knowing that they never expected this to happen, it's the first time employees go on a strike in those companies and it will not be the last, they say they have open door policy (which is of course not true) but now we'll make them have no door policy, they will have to listen to us.

 

 

4. How did the management try to intimidate employees in order to convince them to not take part in the ongoing strike?

Nour:

Management has attempted to intimidate employees by spreading misinformation and doubts into the legality of SETIP. They have also tried to divide us by portraying the strikes as detrimental to the company's interests. However, we remain united in our cause and refuse to be intimidated into silence. We will not be deterred by these tactics and will continue to fight for our rights as employees.

Sami:

Management's attempts to dissuade employee participation in the ongoing struggle were characterized by misinformation and coercion. Some managers resorted to spreading unfounded rumors regarding the legality of strikes and the potential repercussions for participating employees, including threats of withheld bonuses and unjustified absences.

Additionally, there were instances of targeted discussions aimed at instilling fear and uncertainty regarding contractual terms and performance metrics. However, these tactics only served to reinforce the resolve of employees united in their pursuit of justice and fairness.

S.B.:

Personally no one tried this with me from the management but I heard stories. I expected a company like TP to at least stand for what they say in the brochures but now it feels like it's all lies and propaganda. I'm very disappointed in the management and the company. And would like to remind them that it is not okay for employees to live in fear, constant stress and toxicity, under the threats of not renewing contracts, people are now working for TP not because they want to, or because it's a great place to work in but because they don't have any other options and on a restricted visa, so they use this against us.

 

5. What do you have to say to any employees who might be frightened to participate in the strikes?

Nour:

To any employees who may be frightened to participate in the strikes, I want to emphasize that you are not alone. Your participation is crucial in ensuring our collective success. Strikes are legal in Greece, and you do not have to struggle in silence. Our steps are well planned and you can be part of this cause. Setip has a strike fund that can help if the strike day wages are keeping you back from participating.

Sami:

To employees hesitant to join the strikes due to fear, I empathize with your concerns and acknowledge the inherent apprehension associated with challenging the status quo. However, it's crucial to recognize that collective action is essential for effecting meaningful change. Rest assured, your participation contributes to a stronger, more equitable workplace and sets a precedent for future advocacy efforts. Moreover, the solidarity demonstrated during the first strike debunked many of management's intimidation tactics, highlighting the power of unity in confronting injustice.

S.B.:

No one deserves to live in this kind of fear or stress, if you are that means something is wrong with your employer not you, that means they want you to be afraid so they can control you, so they can make you feel less and not enough, to be under their mercy. Now you're not alone, and together we will not be afraid because we have each other.

6. What is your opinion regarding the lawsuit that TP issued against SETIP?

Nour:

TP's lawsuit against SETIP is a clear attempt to suppress our rights to organize and advocate for fair treatment in the workplace. It is a blatant disregard for our fundamental rights as employees. We reject this intimidation tactic and remain steadfast in our commitment to fight for fair wages and employee rights. We will never back down !!!

Sami:

TP's decision to pursue legal action against SETIP reflects a misguided attempt to stifle dissent and prolong the resolution process. Similar tactics employed in other regions have ultimately proven futile, underscoring the futility of such confrontational approaches. Rather than engaging in protracted legal battles, TP would be better served by addressing the underlying grievances in a constructive and collaborative manner, thereby fostering a more harmonious and productive work environment.

S.B.:

It's another maneuver, they just want us to lose the little hope we have, it's actually sad that a company "seeks justice" while there is nothing just about them, it's like they are on another planet or they just don't see us as humans, maybe they should remember Spartacus.

 

7. How do you see the progression of this fight and what steps do you believe need to be taken in order for it to be victorious?

Nour:

The progression of this fight depends on our continued unity, determination, and resilience in the face of adversity.

We must remain organized and focused on our goals, despite any attempts by management to derail our efforts. Moving forward, we need to escalate our actions if necessary, such as continuing strikes and engaging in negotiations with management in good faith. Victory will require perseverance and solidarity among employees, as well as a commitment to holding management accountable for their actions.

Sami:

As we progress in this fight, it's essential to maintain momentum and solidarity while acknowledging the challenges inherent in confronting a large corporation. Overcoming fear and dispelling misconceptions about labor rights are critical steps towards achieving our objectives. We must remain steadfast in our demands, recognizing that meaningful change often requires perseverance and sacrifice. By standing united and advocating for our collective well-being, we can pave the way for a brighter and more equitable future for all employees.

S.B.:

This is only the start, it's a big challenge for us but we're ready for it and we'll take it as far as it goes because we are the good guys in this story, we're only asking for fairness and our dignity back, whatever they do, they will never break us.