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Collective Agreement Translated To French

Collective Agreement Translated To French

Health insurance (national health insurance), unless a sectoral collective agreement obliges the employer to pay French labour relations have always been strained and dominated by the strong participation of the State and the law. In 1884, the law recognized freedom of association and the first collective bargaining laws were passed in 1919. A first step towards their generalization and extension of the scope of application was reached in 1950 by a law that defined the sectoral level as the most important for negotiations. In 1971, collective bargaining was also introduced at intersectoral (inter-professional) level. Finally, the ”Auroux laws” of 1982 developed collective bargaining at company or company level, which also set an annual obligation to negotiate wages and working time. The French legal working time is 35 hours per week. The ”Aubry laws” of 1998 and 2000 reduced the legal weekly working time from 39 to 35 hours from 2000 for all companies with more than 20 employees and, from 2002, for small enterprises. All French companies negotiated RTTs between 2000 and 2004. The law allows for a large number of flexible rules allowing companies to derogate (within limits) from certain provisions of working time legislation, provided that these agreements are negotiated and organised through collective bargaining. This is the case, for example, with the annual calculation of overtime where the agreement provides for an annual adjustment of working time, or the calculation of the working time of managers per day of work over the year (Boulin & Ce, 2008). Under certain conditions, where there is no union representation or where a majority collective agreement transfers bargaining power from union representatives to the SEC. In the private sector and with the exception of public transport, there is no obligation to inform the employer or to attempt to reach an amicable agreement.

There is also no regulation of the minimum or maximum duration of a strike. The occupation of company premises and the prevention of non-strikers at work is also an illegal act. The decentralization of collective bargaining leads to very little coordination of wage negotiations. The social partners at company level have significant autonomy in negotiations on wage developments, as only minimum rates are negotiated at sectoral level. In many sectors, negotiated minimum wages remain below the statutory minimum wage that must be respected. There is little horizontal coordination. When drafting a bill under the consultation procedure, the government is not required to reproduce the content of a collective agreement as it is. .

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