INFORMATION 04/09/2017:

Reform to the work code proposed by the Government:

STRENGTHENING SOCIAL DIALOGUE

Presentation of the orders under the proposed reforms to the labour code

Here is the file of presenting a listing these 36 measures:

http://www.gouvernement.fr/sites/default/files/contenu/piece-jointe/2017/08/170831-dp_travail.pdf

Ordinances to strengthen social dialogue

The five ordinances to strengthen social dialogue were presented by the Government on Thursday 31 August 2017.

1. Orders to strengthen social dialogue: télécharger l'ordonnance (PDF)
2. Order on the new organization of the social and economic dialogue in the company and promoting the exercise and valorization of trade union responsibilities: télécharger l'ordonnance (PDF)
3. Order respecting the predictability and the security of labor relations: télécharger l'ordonnance (PDF)
4. Order respecting various measures relating to the framework of collective bargaining: télécharger l'ordonnance (PDF)
5. Ordinance on the professional account for prevention: télécharger l'ordonnance (PDF)

INFORMATION 20/07/2017:

Annual Salary Negotiation/NAO 2017

Dear colleagues,

Please find below a summary of the annual salary negotiations that took place.

The annual salary negotiation took place between Tom McNamara (Union delegate), Asha Moore-Mangin (DP), Marie-Laure Guillard (DP secretary) and Karine Loncle (DRH), Laurence Malpot (General Secretary).

20^th June 2017

Management asked to deal with two subjects – Salaries and gender equality

• For salaries – they offered 1% (80 877€) for individual salary increases and 0.5% (40 438€) for a general increase
• For the individual increases 20-30 people should will be impacted by the new reclassification, the faculty evaluation committee has also taken place in June, so 20-30 people should receive an individual increase. Other individuals might also be concerned
• Management also asked us to remember the “middle salaries” that do not get a rise each year and cannot increase their salaries with bonuses
• They also wanted to reach an agreement with the union delegate

The Union delegate and DPs asked:

• for a higher percentage for the general increase because the cost of living in France has increased by 0.9% (Eurostat) this year
• that we no longer want to reason in % because a % for a low salary is not the same as for a high salary
• that an employee has to have one year seniority on the 31/12/2016 (145 potential employees) to get a general increase as we assume that management has hired new employees in line with the new salary grid
• that management consider the employees who have not had a pay increase in the last 3 years

27^th June 2017

The Union delegate and DPs asked for:

• 50€/month*13 = 650€ Brut/year for the 95 lowest salaries in the school. This would demand an increase of the general increase envelope to 0.78%. If management could not increase the general increase envelope then we asked for the money to be taken from the individual envelope. In this case 0.73% for individual increases and 0.77% for a general increase.

Management, the union delegate and the DPs agreed on the following criteria:

• One year seniority on the 31/12/16
• Worked at least one month during 2016

27 employees have not received an individual pay rise in the last 3 years.

30^th June 2017

Management informed the Union delegate and the DPs that they did not want to decrease the individual increase envelope below 1% as they feel that it is important to recognize individual merit especially in this year of reaccreditation. However, they understand that there is also a need for a general increase and so have agreed to increase the general increase envelope to 0.78% so that the 95 lowest salaries (based on full-time salaries) can get a general increase of 50€/month*13 = 650€/year (no pro rata for part time employees).

Criteria:

• 1 year seniority on the 31/12/16
• Worked at least one month in 2016
• Earns less than 47 000€ Brut/Year

Management explained that someone who has not had a pay rise in the last 3 years does not automatically qualify for one.

The union delegate and DPs agree as long as it can be objectively documented the reasons why they have not obtained one.

The Union delegate and DPs are satisfied with this agreement. The Union delegate will sign the agreement.

Gender Equality

The DRH sent the Union delegate an agreement about gender equality in the workplace between the first and second meeting. The Union Delegate and DPs took external professional advice separately and were told that the agreement lacked a diagnosis of the present situation, no deadlines and no indicators to show an evolution of the agreement. Therefore we did not feel able to sign this agreement in its present form.

The Union Delegate will not sign this agreement.

The DRH said that management would sign this agreement even if we did not agree due to deadlines that have to be met. However, she wished to work on an agreement with the union delegate and the DPs between September and December to include indicators that could show the evolution of this agreement. Everyone is willing to work on this agreement.

Sincerely,

Tom McNAMARA

Union Delegate - CFDT

https://sites.google.com/view/cfdt-rsb