Grandstand. Human resources professionals, we consider that the five-year period that is coming to an end has been fully at the service of labor and employment. We hope that this dynamic, led by the presidential majority, will continue over the next five years.
On a daily basis, as players in employment, recruitment, training and social dialogue, we are confronted with the economic and social realities of our country. We have taken up the “work orders” of 2017. They have simplified and secured both labor relations, by changing the rules on dismissal and compensation scales, and social relations, with the creation of the social and economic committee. They have allowed the primacy of company negotiation over that of the branch, with a view to adapting to the different realities of companies. Finally, they have enabled new ways of concluding collective agreements, particularly within SMEs.
As a result, collective bargaining in companies has been very active during the last five years. Nearly 9,000 agreements in 2020, mainly centered on working time, were concluded with elected or mandated employees, and more than 5,000 through ratification by referendum. In addition, more than 800 agreements have been signed to meet the operational needs of the company or to preserve and develop employment.
Rehabilitation of work value
The new employee representative bodies have been deployed to simplify and strengthen social dialogue within the company. It is within this renewed collective framework that we were able to put in place, from the start of the health crisis, measures to protect employees, while the State was implementing the “whatever it takes” in support of our companies and their employees.
The job market was clearly supported and made more fluid: introduction of the personal training account, in-depth reform of apprenticeships with the record figure of 500,000 contracts signed in 2020, “1 young person 1 solution” plan to leave no young people on the way to growth, creation of France competences, simplification of the system of financing vocational training, possibility of paying employees a tax-free bonus, reduction in charges for employees up to 1.6 minimum wage, opening unemployment insurance for resigning employees, collective transition system to anticipate economic changes in the company by supporting employees in their retraining, creation of the index for professional equality, etc. These measures, useful in 2017 , are just as necessary in 2022 to, in a completely different context, maintain activity, save businesses and their jobs.
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