The Necessity of Setting a Framework for Social Dialogue in the Workplace

Extract

[...] The modifications made to the legislative framework have shaken up social dialogue, especially in terms of working conditions and training. Thus, it seems essential that trust relationships between the company and social representatives develop and that the company displays a clear and understandable company strategy and demonstrates transparency in the transmission of its information. For social dialogue not to be synonymous with conflict and to be a generator of successful and favourable agreements for both employees and the structure, it is imperative to have a framework in which the rules are clear, formalised and accepted within the company between management and employee representatives, but also management and all employees. [...]

[...] Thus, the ordinance of October will give birth to: - Social Security - the Family Allowances Fund Question 4 The law on vocational training throughout life and social dialogue is based on three principles: - The possibility of forming oneself throughout life: The law of 4 May 2004 reforms the training plan which is broken down into three types of actions: - Adaptation to the workplace - Evolution of jobs and/or maintaining employment - Development of skills - The development of collective bargaining - The changes related to the ANPE, the AGS . Question 5 What are the objectives of the law of 4 May 2004 displayed by the government? Explain what are the reservations of the different social partners? [...]

[...] The government wants training to be done throughout professional life. In second place, and this is where the social partners are more reluctant, the law clarifies the responsibilities attributed to the State and the social partners in collective bargaining. Thus, the law establishes new rules: - « Affirmation of the principle of the majority agreement. - Engagement of the State to prioritize collective bargaining before resorting to any reform affecting work. - Agreements will be signed with employee representatives in companies where no union delegate is present. [...]

[...] You will give your opinion on the necessity of setting a framework for social dialogue. (16 points) Complete a structured assignment of 2 pages minimum. The law introduced on 4 May 2004 sets up a deep reform of the rules related to collective bargaining, and this, with the aim of developing social dialogue. In fact, the government displays clear objectives in the law of 4 May 2004. Firstly, the law aims to modernize vocational training and enable all employees to access an Individual Right to Training (IRT) to the tune of 20 hours of training per year, accumulable over a period of 6 years. [...]