Bargaining Agreement En Francais

Working time is set by law, but its organization is negotiated at the company and industry level. Since the legislator has presented negotiations at the enterprise level in a binding manner, it is at the enterprise level that the main renegotiation is given to working time, which differs from the legal duration of the 35-hour week. Wages are negotiated mainly at the sectoral level, but also often at the company level, because the legislation provides that employers (in a company with more than 50 employees) must start wage negotiations each year. However, the minimum wage is set by law and must be respected by industry or enterprise agreements. Equality between men and women has become a mandatory bargaining ground for companies with at least 50 employees, a commitment that is now accompanied by a fine of up to 1% of the total amount of wages if not met (Labour Code, L2242-8). Important agreements have been reached in large companies. In France, employees are represented by trade unions and structures directly elected by all employees. The representation of workers has been compulsory since 1945 in all workplaces with more than 11 or 50 employees, depending on the structure. These bodies are, to a large extent, governed by law. Nevertheless, it is possible to regulate through collective bargaining, as social partners can, through a collective agreement, create information and consultation bodies to improve information and consultation in the company. They can negotiate improvements in institutions for workers` representatives, for example.

B, more paid leisure or more resources. Since the labour reform of 2017, the landscape of worker representation in the workplace has changed considerably. This is due to the merger of the three main information and consultation bodies for workers: staff delegates (staff delegates); Works Council (Corporate Committee); and the Committee on Health, Safety and Working Conditions (CHSCT) in a Committee on Social and Economic Affairs (SEC). The ESC must be implemented in all affected companies by 1 January 2020. Employers are legally required (labour code, Section L. 4121-1) to assess psychosocial risks and take the necessary steps to ensure the protection and safety of workers` mental and physical health. To this end, employers must take steps to address the causes of the risks and adjust working conditions accordingly. The latter could include the design of employment, the adaptation of working and production methods, in order to avoid, for example, monotonous work and work with a predetermined rate of work, technical assistance and other measures. In addition, employers are required to plan for risk prevention holistically, taking into account technical aspects, work organization, employment and social relationships, including moral and sexual harassment.