Employers addresses the final session very divided discussions.
A bet. Begun in October, negotiations on social dialogue in companies – which deals with the role of staff representatives and union representatives, as well as the organization of negotiations and consultations – enters its final stretch: the ultimate session takes the Thursday and Friday at the headquarters of MEDEF. Nothing says that employers and unions will find an agreement. For each of the social partners, the stakes are so crucial – so does the power of unions and employees in companies – that the current national unity climate may not be enough to resolve differences
. The games are even more complicated than this negotiation not only between the management and the unions, but it divides the employers’ organizations together. The text to be presented Thursday morning on the table is that of MEDEF and UPA (representing craftsmen) only. CGPME (SME representative) for the hour, in dissociates. The bone of contention? The fact that employees younger than 11 people companies, which have now no staff representative (DP), can benefit from representation.
This claim of Trade Unions of readily accepted by the UPA, which has already introduced such a system in its sector in the form of regional committees comprising employers and trade unions. After intense internal debate, the MEDEF decided to go along with this idea and proposed the establishment of regional commissions with limited powers. A step that refuses CGPME. “In the TPE, social dialogue exists. If it exploits, we will kill him. It is out of question, “reiterated Tuesday Geneviève Roy, his negotiator.
If the MEDEF has agreed to move towards trade unions, it is because he hopes to obtain in exchange for 50 employees of businesses, the merger of the RFP, the company (EC) of the committee, the committee on health, safety and working conditions (HSC) in a single instance, the works council to the number lesser elected. Coupled with a simplified obligations to negotiate and consult, the new system would reduce corporate constraints. The threshold of 50 employees, considered as a barrier to hiring contractors, would be less complicated to take.
For the MEDEF, this is well worth dropping a little ground on employee representation in TPE. Especially since the government anyway promised to build one, if ever the social partners do not reach an agreement. But for his part, CGPME not see the point of a compromise that would penalize – according to her – TPE to provide benefits to the largest businesses. An argument that it will use to type on the MEDEF if ever an agreement is reached.
This is not won. “It is unacceptable to remove the HSC and reduce the capacity of staff representatives” are already protested Marie-Alice Medeuf-Andrieu, the negotiating FO. CGT should also say niet. And the signing of three reformist unions, essential to validate an agreement will not be easy to obtain. “You can think of a single instance, but only if it remains the means and powers devolved to EC today, DP and CHSCT” warns Marylise Leon, of the CFDT.
“The chamber must review its Hours of delegations and elected officials, and clearly agree to maintain the prerogatives of the HSC “abounds Marie-Françoise Leflon for the CFE-CGC. “There is no way to retreat in safety and working conditions,” adds Joseph Thouvenel (CFTC). In fact, the HSC crystallizes the tensions. Not easy for unions to agree to give up a body the establishment, resulting from the Auroux laws of 1982, is a symbol to the left …
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