National Framework Agreements were traditionally important in times of crisis

1. National Framework Agreements were traditionally important in times of crisis • A recent development on the European level • Are the European Framework Agreements • EFA’s • What can be their role • In times of economic crisis?

2. III. EMPLOYMENT STRATEGY • JOBSECURITY V. WORK ORGANISATION • II. TERMS OF NOTICE VII. RETIREMENT • 1EMPLOYMENT • SOCIAL PROTECTION • COMPENSATION National Agreement IV. SOCIAL PROTECTION : JOINT FUND COMPANY RESTRUCTURING VI. TRAINING

3. Current existing initiatives & European Framework Agreements: • Schneider: anticipation of change • social dialogue in case of foreseen changes, restructuring, ... • emphasis on training and anticipation of skills needs • mixed experience : + and – • French centralised initiative

4. Current existing initiatives & European Framework Agreements: • Thales – signed July 2009 • anticipation skill needs • right to training • integrating all examples from all Europe • integrating all HR management • Thales less hit by crisis

5. Current existing initiatives & European Framework Agreements: • Alstom – recently started, similar initiative to Schneider • Areva – want to start, similarities with Thales, but focus on seniors (keeping experience) and integration of young people

6. Arcelor-Mittal situation beginning 2009 • overextended financially due to large merger and take-over bids • surprised by financial crisis • steel was amongst the first hit by crisis • diminished production with more than 50% > temporary closing sites and blast furnaces

7. SAFEGUARDING EMPLOYMENT AND THE FUTURE OF ARCELORMITTAL • 1.1. Maintaining Tools and plants • ArcelorMittal intends to preserve all the tools and plants which are currently mothballed or temporary suspended in order to restart them providing that market recovery allows doing so.

8. 1.2. Maintaining the workforce ArcelorMittal recognises the significant human capital of its workforce and will use all possible means to maintain the workforce, by using all possible alternative solutions - including short time working and providing training in periods of economic cutbacks. ArcelorMittal intends not to resort to compulsory dismissals.

9. 1.3. Maintaining Purchasing power • ArcelorMittal and trade unions will commit to enter in a process aiming to reach negotiated solution, in good faith, in accordance with national legislations, traditions and cultures: • To maintain the workforce’s purchasing power, limiting the loss of salary in case of short-time working, • To develop performance and incentive plans, this can be part of a negotiated solution.

10. 2. Support employees to develop their competencies in line with the anticipated change with regards to jobs and SKILL REQUIREMENTS 3. An active and permanent social dialogue as a pre-condition for the anticipatory management of change

11. Minimum standards for social dialogue will be jointly defined in companies where they do not exist and deployed in the other ones, structuring the frequency and content of meetings to be held with the social partners at all levels, and ensuring that proper information is shared at proper level in the organization. Minimum standards will be implemented in the framework of national legislations and do not prevent from developing this further at local level or from continuing to do so where it already exists.

12. Role of the European and national Trade Unions • Creation Social Dialogue group : • Ensure an active and permanent exchange at high level on Group strategy, • Act as a social and industrial observatory, • Jointly explore the viability of all sites, • Monitor and follow up this Agreement acting as the follow up committee at corporate level.