Hello, As I am preparing a survey of labour 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 compulsory negotiations between the employer and the unions?
3) On which are there negotiations? on remuneration? on working conditions?and so on...
I have more questions I hope you will answer.
My questions must appear very naive but I lack information on this matter and that's why I ask... Without informations one cannot learn.
Thank you.
David rodrigues
From France, Paris
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 compulsory negotiations between the employer and the unions?
3) On which are there negotiations? on remuneration? on working conditions?and so on...
I have more questions I hope you will answer.
My questions must appear very naive but I lack information on this matter and that's why I ask... Without informations one cannot learn.
Thank you.
David rodrigues
From France, Paris
David,
Hi! Your questions were good. Please allow me to share how things are in our country and the others that I know:
1. Unions are legal and legitimate organizations inside a company. Their existence is guaranteed by law, esp. 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.
2. The Collective Bargaining Agreement (CBA) is a compulsory, legal, valid, and generally accepted mode of union and management negotiation. The CBA has a life 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.
3. The scope of negotiations cover a vast area, including those you mentioned. There are some areas that cannot be covered by CBA. These things are considered to be management prerogatives, e.g.: hiring, firing, discipline, & demotion.
Hope this can help you start your research. Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
89Hi! Your questions were good. Please allow me to share how things are in our country and the others that I know:
1. Unions are legal and legitimate organizations inside a company. Their existence is guaranteed by law, esp. 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.
2. The Collective Bargaining Agreement (CBA) is a compulsory, legal, valid, and generally accepted mode of union and management negotiation. The CBA has a life 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.
3. The scope of negotiations cover a vast area, including those you mentioned. There are some areas that cannot be covered by CBA. These things are considered to be management prerogatives, e.g.: hiring, firing, discipline, & demotion.
Hope this can help you start your research. Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Thank you very much for your answers.
It will be helpful for my study.
What you told me concerns Philippines or other 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
It will be helpful for my study.
What you told me concerns Philippines or other 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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