businesses in Ile-de-France are organizing for the Olympic and Paralympic Games

“The more we advance in time, the tighter the circle of difficulties becomes. I have rarely seen such responsiveness from public administrations to our requestswelcomes Daniel Weizmann, president of Medef Ile-de-France and leader of the employers’ union for the organization of the Olympic and Paralympic Games in Paris 2024. Just an example, currently businesses are open on Sundays [durant les Jeux] is planned in fifteen districts. It should probably concern all of Paris. »

While at the end of a consultation phase, carried out since November, the Paris Police Prefecture communicated, Friday 1er March, the few revisions to the traffic plans and security zones which will be implemented during the Games, Ile-de-France companies have begun preparing their summer organization.

Published at the start of the year, the interactive map of the site, listing the impacts on roads and transport, and aiming to facilitate travel anticipation, has been taken over by employers. “We are starting to see things more clearly with online mapping. The only thing that is still missing is the administrative documents that will be necessary to travel”notes Benoît Derigny, general manager of Manpower France.

This question of transport is central. Especially since the constraints regarding travel will begin well before the Games, with the installation of temporary sports infrastructure in Paris (the Alexandre III bridge will close at the end of April; the Place de la Concorde, in June), and that they will continue well after, the dismantling of these installations leading until October.

Stagger the arrival and departure of employees

“Companies began by mapping the place of residence of their employees, particularly those affected by the red zones with ban on motorized traffic », reports Benoît Serre, deputy vice-president of the National Association of Human Resources Directors (ANDRH). This leads them to want to use two levers: “Companies are in the process of calculating the implementation of staggered schedules to stagger the arrival and departure of employees, as during Covid, and they are considering increasing the number of days of teleworking. »

“We are considering adding to our company agreement, covering seventy days of teleworking per year, an exceptional right to telework. The subject will be discussed in CSE in April,” testifies Frédéric Clinckemaillie, HR director of the Alpha group, a consulting company which employs some 400 employees in Paris.

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