Hello, As I am preparing a survey of labor relationships in a French company, I would like to compare French practices and legal obligations with others. For that, I have to ask you some questions:
1) Do you elect representatives? Are the unions present inside the company (the plants)?
2) Are there legal obligations that make negotiations between the employer and the unions compulsory?
3) On what subjects are there negotiations? On remuneration? On working conditions? And so on...
I have more questions I hope you will answer. My questions may appear very naive, but I lack information on this matter, and that's why I ask. Without information, one cannot learn.
Thank you.
David Rodrigues
From France, Paris
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1) Do you elect representatives? Are the unions present inside the company (the plants)?
2) Are there legal obligations that make negotiations between the employer and the unions compulsory?
3) On what subjects are there negotiations? On remuneration? On working conditions? And so on...
I have more questions I hope you will answer. My questions may appear very naive, but I lack information on this matter, and that's why I ask. Without information, one cannot learn.
Thank you.
David Rodrigues
From France, Paris
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David, Hi! Your questions were good. Please allow me to share how things are in our country and in others that I know:
Unions and Legal Framework
1. Unions are legal and legitimate organizations inside a company. Their existence is guaranteed by law, especially the Labor Law or Code. Their legal existence must conform to certain ground rules like registration with the Department of Labor and certification on elections.
Collective Bargaining Agreement (CBA)
2. The Collective Bargaining Agreement (CBA) is a compulsory, legal, valid, and generally accepted mode of union and management negotiation. The CBA has a lifespan of 3-5 years, signed by both management and union representatives, printed formally in booklet form, and issued to all members of the union and management.
Scope of Negotiations
3. The scope of negotiations covers a vast area, including those you mentioned. There are some areas that cannot be covered by the CBA. These things are considered management prerogatives, for example: hiring, firing, discipline, and demotion.
Hope this can help you start your research. Best wishes.
Regards, Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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95Unions and Legal Framework
1. Unions are legal and legitimate organizations inside a company. Their existence is guaranteed by law, especially the Labor Law or Code. Their legal existence must conform to certain ground rules like registration with the Department of Labor and certification on elections.
Collective Bargaining Agreement (CBA)
2. The Collective Bargaining Agreement (CBA) is a compulsory, legal, valid, and generally accepted mode of union and management negotiation. The CBA has a lifespan of 3-5 years, signed by both management and union representatives, printed formally in booklet form, and issued to all members of the union and management.
Scope of Negotiations
3. The scope of negotiations covers a vast area, including those you mentioned. There are some areas that cannot be covered by the CBA. These things are considered management prerogatives, for example: hiring, firing, discipline, and demotion.
Hope this can help you start your research. Best wishes.
Regards, Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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Thank you very much for your answers. They will be helpful for my study. What you told me, does it concern the Philippines or another country? If I have other questions on this subject, may I ask you? Once again, thank you. And of course, if you have questions about French HR management, do not hesitate to ask me.
Best regards,
David Rodrigues
From France, Paris
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Best regards,
David Rodrigues
From France, Paris
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LABOUR CONTRACT AGREEMENT.doc
Collective Bargaining.ppt
Trade unions and collective bargaining.pdf