Manual Labour Unionism in the Financial Services Sector

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Chapter 21 - Labour Resources and Human Resources Management

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Trade Unions - Labour Market Impact

Close Figure Viewer. Browse All Figures Return to Figure. Previous Figure Next Figure. Since , representativeness criteria also apply to employer organisations, with results confirming the three existing employer confederations. The most important one, MEDEF Mouvement des entreprises de France , intends and claims to represent companies of all sizes in all sectors.

Labor Union

The U2P, sometimes in great opposition to the other two employer organisations, has itself signed cross-industry agreements with the union confederations, probably because small-sized employers have much closer links to their employees. Over the past few years, several new laws have led to major changes in industrial relations and the labour market: the law, the result of a national cross-industry agreement between the social partners; the law, adopted after the breakdown of negotiations; and the law, adopted despite the opposition of part of the union organisations and massive demonstrations over a period of 4 months.

In the wake of the law, the reform adopted in September following the election of President Macron in the form of five decrees Ordonnances profoundly changed the previous system. These decrees weaken the individual and collective protections provided by the Labour Code through the decentralisation of collective bargaining and recast workplace representation rules; an easing of the procedures for making workers redundant for business reasons; and the introduction of a compensation limit in the event of legal proceedings.

In return, better employment security for employees was planned via reforms targeting unemployment insurance and vocational training. Meeting many of their demands, the employer organisations have clearly backed these decrees, while the unions are firmly opposed to them.

The role of the State is one of the most outstanding features of the French collective bargaining system, the strength and spread of which have never rested on the existence of strong bargaining parties but on the support of the State, in particular via the extension of collective agreements and the existence of a statutory minimum wage.

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  6. Collective bargaining takes place at three levels: cross-industry, sectoral and company. Sectoral bargaining dominates, though over the last few decades, there has been a trend towards company agreements. These increasingly derogate from the rules set in the sectoral collective agreements.

    In practice, recourse to derogations has till now remained limited. However, the company level is the priority level for the majority of topics. Furthermore, collective bargaining in companies without unions has been facilitated. To compensate for the fact that many companies, for the most part SMEs, are unable to negotiate due to the absence of union representatives, successive legislative acts adopted since the s have extended possibilities for non-union representatives to negotiate in non-unionised workplaces.

    The decrees have considerably extended the scope of these provisions.

    What do unions do? Recent economic evidence.

    Three different schemes have been introduced. Dependent on the size of the workplace, they allow, in the absence of unions, the conclusion of agreements with CSE see below representatives; with an employee mandated by a union; or even, in companies with less than 20 employees, the approval of an agreement drawn up unilaterally by the employer by at least two-thirds of the staff. In companies, employee representation has been drastically simplified.

    The CSE replaces all former staff representation bodies , taking over all their functions: dealing with employee complaints, consultation on business issues, working conditions and health and safety, and the management of social and cultural activities.