Two days and one night. The discussion marathon session will not have enough to put employers and unions to agree on a text aimed at laying the new foundations of social dialogue in the workplace. After four months of negotiations, the employer (MEDEF and CGPME without UPA) ended up giving up a new text after reviewing critical yet many unions.
Big blockages
If no new meeting date has been set at this stage, the CFDT refers to a possible meeting next week. “ We will set another date to continue negotiations and try to lift the obstacles that remain, there is still a large ,” said Joseph Thouvenel (CFTC). “ We all go to bed. It’s a shame to fail in these conditions ,” lamented Marylise Leon (CFDT).
The chamber wants to be more optimistic. “ We’ll see after the next final session ‘,’ I’m not disappointed, negotiation is complete ,” insisted his side the leader of the employers’ delegation Saubot Alexander, who judged yet Friday night “ unthinkable ” to prolong the discussions.
mid mad unions, disillusioned middle waited for twelve hours a new employer text. It never happened, without clear limits in the ranks of employers on acceptable amendments by its members. But also because “ employers could not be between different approaches ‘unions seeking to amend the text, explained Marie-Françoise Leflon (CFE-CGC).
Lack of serenity
On the method (with texts called into session Thursday as Friday) “ should have been able to work more quietly “, she lamented. A view shared by Marie-Alice Medeuf-Andrieu (FO). “ night was spent waiting ” to “ hear that there is no text ” plague the union representative. “ That is the modernization of social dialogue. If that’s the model I feel sorry for the employees “, while the quality of the employer-employee relationship was precisely in the heart of the negotiations.
“Too much recoil for employees”
To alleviate the constraints of companies and the famous social thresholds, MEDEF and UPA (craftsmen) want to consolidate All staff representative bodies in more than 11 employees in a business “ Corporate Council ” (a new single instance grouping IRP). In return, they offer a right of representation “ universal ” for all employees, which should allow those very small companies (TPE, less than 11 employees) to find advice from an external body in each region.
& gt; & gt; Read also: COMPUTER GRAPHICS. Social thresholds: 10, 20, 50 employees … What changes for the company
The fate of the health committees, safety and working conditions (HSC) remained throughout the discussions a subject of major concern for the union. The project provides for it to become a committee of the Council, optional 50 to 300 employees and mandatory above.
“ We were not going to enact such major setbacks for employees ,” commented Saturday morning Agnès Le Bot (CGT). FO, the project “ challenges ” more than half a century of acquired rights. Nothing to lose was the condition imposed by the three unions (CFDT, CFTC and CFE-CGC) inclined to accept this great upheaval of the single instance. Friday, they considered the text too “ fuzzy ” and “ ambiguous ” on maintaining the privileges of the current authorities and pointed a “ lower average “.
The isolated CGPME
To formalize the representation of employees in small businesses, even externally, is a subject of discontent this time for the CGPME employers’ organization n ‘is not ready for this concession in return for the single instance. The signing of the third employer partner is not essential. In December 2013, the MEDEF had happened to the agreement on the reform of vocational training.
Union side, for an agreement to be valid, it must receive the approval of organizations totaling at least 30% of the vote professional. But this stage of the signature is not yet in sight, and the government will have to wait. Agreement or not, it will legislate in the second quarter.
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