Negotiations around social dialogue in companies are slipping. Despite the organization of numerous meetings to develop the project, the participants did not move anything concrete forward. Indeed, this stagnation results mainly from a lack of organization in the supervision of the negotiations. Last week, for more than six hours, the unions presented their proposals and comments. However, the project is still struggling to take a tangible form. Here are the explanations.
An agreement to be reached by the end of the year
For several days, social partners and managers have continued negotiations on social dialogue in companies, but they have still not achieved their objective. Until recently, employers and unions came together to unblock trade. As a reminder, this discussion aims to strengthen the effectiveness of social dialogue in the company and improve employee representation, an initiative supported by the executive.
However, no official decision has emerged to date. Currently, five representative union confederations and the main employers’ organizations (including Medef and CPME) are seeking common ground to move the issue forward. For its part, the government has set a strict ultimatum – by the end of the year – to finalize the discussions. Thus, the executive demands joint efforts from all parties in order to materialize the agreement once and for all.
A difficult negotiation
Consequently, the actors must complete this negotiation by the end of the year. But what position do the unions take? On the one hand, Marylise Léon (general secretary of the CFDT) procrastinates: “The ball is in the employers’ court. If we move forward together on the main principles, but we struggle to achieve success before the end of the year, we will have to set a date in January. »
On the other hand, certain union representatives, notably at Force Ouvrière, show clear disagreement. Indeed, the obligation to reach a conclusion within two weeks arouses strong anger among these delegates, pushing some of them to boycott the next meetings.
Issues and obligations for businesses
Furthermore, to carry out these steps successfully, managers and human resources departments must apply the key rules of social dialogue:
- Establish the CSE (Social and Economic Committee): The employer must organize elections as soon as the workforce reaches 11 employees for 12 consecutive months.
- Conduct strategic and CSR consultations: Management must regularly inform and consult the CSE on the company’s strategic orientations, environmental impacts and social policy.
- Financing compulsory complementary health insurance: The company must guarantee collective health coverage to all employees and cover at least 50% of contributions.
- Engage in Mandatory Business Negotiations (NOE / NAO): The employer and union delegates must periodically negotiate on remuneration, working time, value sharing and quality of life at work.
