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France - 2015

  • 1 Regulatory framework

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    • 1.1 Ratified ILO Conventions

      Ratified Conventions:
      Core ILO Conventions
      • Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87): Ratified in 1951
      • Right to Organise and Collective Bargaining Convention, 1949 (No. 98): Ratifies in 1951

      Other Relevant ILO Conventions
      • Workers' Representatives Convention, 1971 (No. 135): Ratified in 1972
      • Tripartite Consultation (International Labour Standards) Convention, 1976 (No. 144): Ratified in 1982

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    • 1.2 National legal framework

    • 1.3 National constitutional framework

      Constitutional provisions giving effect to freedom of association and collective bargaining rights:
      The Constitution of France enshrines the following rights:

      i. Freedom of Association
      The right of all men to defend their rights and interests through union and action and to belong to the union of their choice was first enshrined in the Preamble to the 1946 Constitution, These rights were incorporated into the 1958 Constitution in which the French people solemnly proclaim their attachment to the Rights of Man and the principles of national sovereignty as defined by the Declaration of 1789, confirmed and complemented by the Preamble to the Constitution of 1946.

      ii. Collective Bargaining
      The 1946 Code provides that all workers shall, through the intermediary of their representatives, participate in the collective determination of their conditions of work and in the management of the work place. This right is incorporated into the 1958 Constitution in the Preamble, in which the French people solemnly proclaim their attachment to the Rights of Man and the principles of national sovereignty as defined by the Declaration of 1789, confirmed and complemented by the Preamble to the Constitution of 1946.

      iii. Strike
      The Preamble to the 1946 Constitution provides that the right to strike is to be exercised within the framework of the laws that govern it. This right was incorporated into the Preamble of the 1958 Constitution in which the French people solemnly proclaim their attachment to the Rights of Man and the principles of national sovereignty as defined by the Declaration of 1789, confirmed and complemented by the Preamble to the Constitution of 1946.

      • Constitution française du 4 octobre 1958.

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    • 1.4 Legal definitions

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      • 1.4.1 Employee

        Legal provision:
        No definition found in legislation.

        The concept of an employee or the existence of an employment relationship has been widely developed through case law. Therefore, courts have developed criteria to establish whether someone provides his or her services to another, under the other's authority, in exhange for remuneration.

        Three criteria are required : the employee has to perform work; he must receive wages,and there must eb a relationship of subordination with the employer.

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      • 1.4.3 Employer

        Legal provision:

        No definition found in legislation.

        The concept of an employer or the existence of an employment relationship has been widely developed through case law. Therefore, courts have developed criteria to establish whether a person or organisation employs an individual, even if the employer does not regard themselves as such.

        Three criteria have been highlighted by the courts:
        - accepting the title of 'employer',even if it is renounced after some time;
        - the behaviour of the employer (e.g sets out work and remunerates an individual);
        - the framework of the work, i.e. the behaviour and actions expected of the individual carrying out the work, such as detrmining their daily tasks and requiring an individual to be present at the workplace.

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      • 1.4.4 Trade union (or workers’ organization)

        Legal provision:
        The Labour Code does not contain a provision giving a complete definition of a trade union. However the definition of a trade union can be derived from articles L2131-1 and L2031-2.

        L2131-3. Professional unions (syndicats professionnels) have as their exclusive purpose the study and defence of rights as well as material and moral interests, both collective and individual, of the persons mentioned in their statutes (object);
        L2131-2. Unions (syndicats) or professional associations (associations professionnels) of persons exercising the same occupation or similar or related occupations contributing to the establishment of specific products or the same liberal profession, are able to establish themselves freely.

        Notwithstanding these provisions, individuals who employ domestic workers can form into unions to defend their common interests as an employer of these workers.

        • Code du travail. ( Art. L2131-1 & L2131-2)

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      • 1.4.5 Employers’ organization

        Legal provision:
        The Labour Code does not contain a provision giving a complete definition of an employers' organisation. However the definition of an employers' organisation can be derived from articles L2131-1 and L2031-2.

        L2131-3. Professional unions (syndicats professionnels) have as their exclusive purpose the study and defence of rights as well as material and moral interests, both collective and individual, of the persons mentioned in their statutes (object);
        L2131-2. Unions (syndicats) or professional associations (associations professionnels) of persons exercising the same occupation or similar or related occupations contributing to the establishment of specific products or the same liberal profession, are able to establish themselves freely.

        Notwithstanding these provisions, individuals who employ domestic workers can form into unions to defend their common interests as an employer of these workers s

        • Code du travail. (Art. L2131-1 & L2131-2)

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      • 1.4.7 Collective bargaining

        Legal provision:
        No definition found in legislation.

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      • 1.4.8 Collective agreement

        Legal provision:
        No definition found in legislation.

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      • 1.4.9 Essential service

        Legal provision:
        No definition found in legislation.

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      • 1.4.10 Public service

        Legal provision:
        No definition found in legislation.

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      • 1.4.11 Dispute (collective dispute)

        Legal provision:
        No definition found in legislation.

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      • 1.4.12 Strike

        Legal provision:
        No definition found in legislation.

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      • 1.4.13 Lockout

        Legal provision:
        No definition found in legislation.

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  • 2 Organizations and their administration

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    • 2.1 Establishment of organizations

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      • 2.1.1 Right to establish or join organizations

        Legal provision:
        Trade Union
        L2141-4. Every employee is free to join the professional union of their choice and cannot be set aside on any of the grounds referred to in Article L. 1132-1


        Employers' Organization
        The Law of 24 July 1884 (the Waldeck-Rousseau Law) was the first law in France which recognized the right to organize for the defence of occupational interests as well as the freedom to adhere, or not, to one of these organizations. This Law applied to the formation and membership of both workers' and employers' organisations.

        The so called third "Waldeck Rousseau Law" (Law of 1 July 1901 on Associations) set out the procedures for the formation of associations. In some cases, employers' associations have been formed under this law and have been assimilated as employers' organizations/unions for certain purposes such as extension of collective agreements (see Law of 27 September 1967).
        The 1884 Law was then integrated into the Labour Code with the adoption of the Law of 25 February 1927.

        Article L2131-2 of the Labour Code stipulates that professional unions or associations of persons exercising the same profession or similar or related occupations contributing to the establishment of specific products or the same liberal profession, are able to establish themselves freely. Unlike the situation regarding employees, there is no particular article in the Labour Code, which explicitly prescribes a right to join an employers' organisation of their choice, however this is implied in the application of Part II, Book I of the Code concerning Professional Unions.

        • Code du travail. (Art. L2131-2 & L2141-1)

        • Loi no 40484 du 1er juillet 1901 relative au contrat d'association. (Art. 2)

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      • 2.1.2 Creation of single workers' or employers’ organization structures at certain levels of collective bargaining

        Legal provision:
        No provision found in legislation.

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      • 2.1.3 Determination of trade union representativity

        Legal Provision:
        L2121-1. The representativeness of professional organizations is determined according to the following cumulative criteria:
        1. Respect for republican values;
        2. Independence;
        3. Financial transparency;
        4. A minimum two-year tenure in the professional and geographical field covering the level of negotiation. This tenure shall be counted from the date the legal statutes were deposited. ;
        5. Established audience according to the bargaining levels in accordance with Articles L. 2122-1 , L. 2122-5, L. 2122-6 and L. 2122-9 [To be representative at national level, L2122-9 requires a balanced implementation in construction, industry and services and 8% in the elections at establishments.];
        6. Influence, primarily characterized by activity and experience;
        7. Membership and contributions. (L2121-1)

        L2121-2. If there is a need to determine the representativeness of a professional organization or union other than those affiliated with one of the representative organizations at the national level, the administrative authority will conduct an enquiry.
        The organization concerned will provide the elements for assessment it has at its disposition.

        • Code du travail. (Art. L2121-1 & L2121-2)

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      • 2.1.4 Rights granted to ‘most representative’ trade unions

        Legal provision:
        i. Exclusive bargaining rights
        Legislation does not expressly grant exclusive bargaining rights but when several ‘representative’ trade unions have each designated a shop steward (délégué syndical), which is a right in company with 50 or more employees, these ‘délégués syndicaux’ have the monopoly to take part to collective bargaining in the company.

        L 2232-16 of the Labour Code provides:
        The convention (convention) or enterprise agreements (accords d'entreprises) are negotiated between the employer and the representative trade union organisations in the company.
        A convention or agreements may be concluded at the enterprise level or by a group of enterprises under the same conditions.


        ii. Right of representation in tripartite bodies
        L2272-1. The National Collective Bargaining Commission (Commission nationale de la négociation collective) includes representatives of the State, the State Council, and representatives of representative employers' organizations at the national level and trade unions representing employees at the national level.

        L6123-2. Only representatives of 'representative' unions or employers' associations may be members of the National Council for Employment, Vocational Training and Guidance (Conseil national de l'emploi, de la formation et de l'orientation professionnelles).


        iii.Priority in proposing candidates for workers' representatives
        L2324-4 Where there are representative unions, the employer must invite them to determine the pre-election protocol agreement and draw up a list of candidates for representatives on the works council.

        • Code du travail. (Art. L2232-16; L2272-1; L2324-4 & L6123-2)

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      • 2.1.5 Minimum number of members or representativeness criteria required for the establishment of trade unions and employers' organizations

        Legal provision:
        No provision found in legislation.

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      • 2.1.6 Formalities and requirements for the registration of trade unions and employers' organizations

        Legal provision:
        While there are strictly no requirements for registration of professional organisations, under article L2131-3, they do have an obligation to register the legal statues of the organisation at the relevant town hall.

        L2131-3. The founders of all professional unions must deposit with the relevant administrative authority the statutes and the names of those who, in any capacity, are responsible for its administration or management.
        This deposit must be renewed if there is a change in management or of the statutes.

        • Code du travail. (Art. L2131-3)

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      • 2.1.7 Obligations of social partners to join certain types, or specific categories of organizations

        Legal provision:
        No provision found in legislation.

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      • 2.1.8 Ability of trade unions and employers’ organizations to form and join federations and confederations

        Legal provision:
        No limitation on the right to affiliate with international organizations found in legislation.

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    • 2.2 Administration of organisations

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      • 2.2.1 Contents of trade union and employers’ organization by-laws / constitution

        Legal provision:
        In order to conclude collective agreements, there is a requirement in Art. L2231-2 that the organisation's by-laws authorize their representative to conclude collective agreements.

        • Code du travail. (Art. 2231-2)

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      • 2.2.2 Requirements for individuals to affiliate with trade unions and employers’ organizations

        Legal provision:

        Under Art. L2131-2, trade unions and associations of persons exercising the same occupation, similar trades or related occupations contributing to the production of specific products or the same profession may be freely constituted. Persons must be engaged in the occupation which the trade union has been set up for.

        • Code du travail. (Art. L2131-2)

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      • 2.2.3 Formalities and requirements for the election of trade union and employers’ organization representatives

        Legal provision:
        The union delegate must be at least eighteen years of age, and must have worked at the company for at least one year and have not been subject to any prohibition, disqualification or incapacity of civil rights.

        This one-year period is reduced to four months for newly created businesses or new establishments.

        • Code du travail. (Art. L2143-1)

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      • 2.2.4 Formalities for the adoption of decisions by a trade union or employers’ organization 

        Legal provision:
        No provision found in legislation.

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      • 2.2.5 Procedures for the dissolution of trade unions and employers’ organizations

        Legal provision:
        No procedures found in legislation.

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    • 2.3 Exclusions

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      • 2.3.1 Exclusions

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        • 2.3.1.1 Police / security forces

          Legal provision:
          While members of the National Police force have the right to form and join a trade union, members of the Gendarmerie (the military police) do not. Article 4121-4 of the Defence Code provides that the existence of professional military groups of a union nature, as well as the joining to these groups by military personnel in active service, is incompatible with the rules of military discipline.

          • Defence Code (Code de la défense) (as amended to January 2020) (Art. L4121-4)

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        • 2.3.1.2 Defence forces

          Legal provision:
          L4121-4. The existence of professional military groups of a union nature, as well as the joining to these groups of military personnel in active service, is incompatible with the rules of military discipline.

          The military can freely create a national professional association of military governed by Chapter VI of this Title.

          NOTE: These provisions of the Defence Code have been declared by the European Court of Human Rights as bot being compatible with article 11 of the European Convention on Human Rights. See ADEFDROMIL v. France (Requête no. 32191/09) and Matelly v. France (Requête no 10609/10), 2 Oct. 2014.

          • Defence Code (Code de la défense) (as amended to January 2020) (Art. L4121-4)

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        • 2.3.1.3 Public / civil servants (Managerial and supervisory staff only)

          Legal provision:
          No exclusion found in legislation.

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        • 2.3.1.4 Other

          Legal provision:
          Not applicable.

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  • 4 Tripartite social dialogue

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    • 4.1 Legal and institutional framework

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      • 4.1.1 Main tripartite (or tripartite plus) social dialogue institution(s) that serve as the umbrella institution(s) of general nature at national level

        Description: Institution A:
        Economic Social and Environmental Council (ESEC)

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      • 4.1.2 Legal status of institution(s)

        Description: Institution A:
        The ESEC is an advisory body in the public powers and the third constitutional assembly of the French Fifth Republic, aside the two chambers of Parliament.

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      • 4.1.3 Description of the institution(s)

        Description: Institution A:
        Purpose
        The Economic, Social and Environmental Council (ESEC) is a constitutional consultative assembly representing key economic, social and environmental fields, promoting cooperation between different socio-professional interest groups and ensuring they are part of the process of shaping and reviewing public policy. It advises the Government and the Prime Minister, the National Assembly and the Senate on the elaboration of laws and public policies.


        Composition
        The Council is a bipartite plus institution and its members are appointed for a term of five years. Members cannot serve more than two consecutive terms.

        The ESEC has 233 members comprising 18 groups of representatives each appointed for a term of five years. Methods of appointing members are based on different rules amended by the organic law of 28 June 2010, which introduced changes to allow representatives for environmental and nature conservation to join the Council, along with representatives for youth and student interests.


        Function
        The ESEC meets year-round and has working methods similar to those of parliamentary assemblies.

        The Council may take up an issue at its own initiative or at the request of the government and the final opinions; reports; studies; are sent to the Prime Minister, two assemblies of Parliament and are published in the Council's journal.
        The Council is structured in Sections, Delegations and Commissions, each is tasked with preparing studies and draft opinions within their respective field as established by decree.
        Sections are the standard working groups of the ESEC. Each section comprises 27-30 members appointed by the Bureau based on proposals by the Groups and affiliated to the latter where possible. Sections are tasked with preparing studies and draft opinions, each within their relevant field as determined by decree. In particular the Council has:
        • The section for Sustainable Management of Territories
        • The section for Economy and Finance
        • The section for Education, Culture and Communication .
        • The section for Environment
        • The section for Agriculture, Fisheries and Food
        • The section for Economic Activities
        • The section for European and International Affairs
        • The section for Social Affairs and Health
        • The section for Labour and Employment

        Delegations are working groups set up within the ESEC to study specific problems and issues beyond the scope of individual sections. In particular ESEC has three delegations:
        • The Delegation for the Overseas established in November 2010, reflecting a strong commitment to take into account the concerns, contributions and specific characteristics of French overseas territories.
        • The Delegation for Long-range Planning and Evaluation of Public Policies set up in November 2010 to give the ESEC a long-range planning body similar to that of the French Senate capable of foreseeing the key economic, social and environmental challenges ahead
        • The Delegation for Women's Rights and Equal Opportunity established in February 2000. It monitors and promotes awareness of such matters in initiatives handled by the ESEC.

        Commissions are temporary working groups set up to study specific problems or issues outside the scope of an individual section. The Bureau appoints commission members based on recommendations from the Groups.

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      • 4.1.4 Founding instrument of the institution(s)

        Description: Institution A:
        A first Council of this kind named National Economic Council was founded in 1925 by the Decree of January 25th. A lot of modification of the structure and competences of the Council occurred during the years and the Council arrive at it’s a current structure through two legislative tools:
        - Constitutional Law of July 2008
        - Organic Law June, 28th 2010

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      • 4.1.5 Number of members in the main decision-making body of the institution(s)

        Number: Institution A:
        Normally 233 (at the moment 225)

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      • 4.1.6 Representatives other than workers, employers and government included in the institution(s)

        Description: Institution A:
        The 233 members of the ESEC are divided as follows:
        -140 members for economic matters and social dialogue, including:
        • 69 employee representatives;
        • 27 representatives for private industry, trade and services;
        • 20 representatives for farmers and agricultural activities;
        • 10 representatives for craft industry;
        • 4 representatives for liberal professions;
        • 10 qualified individuals chosen for their experience in economics, including two from public corporations and one representative of French economic interests abroad.

        - 60 members for social and territorial cohesion and community life, including:
        • 8 representatives for the non-agricultural areas of the economy based on mutuality, cooperation and solidarity;
        • 4 representatives for mutual organisations and agricultural production and processing cooperatives;
        • 10 representatives for family associations;
        • 8 representatives for other associations and foundations;
        • 11 representatives for economic and social activities in French overseas departments and territories, including overseas communities and New Caledonia;
        • 4 representatives for youth and students;
        • 15 qualified individuals chosen for their experience in social, cultural, sports and scientific fields, in social housing, or in promoting the interests of disabled citizens and retirees.

        - 33 members for environmental and nature conservation:
        • 18 representatives of associations and foundations active in the field of environmental and nature conservation;
        • 15 qualified individuals chosen for their expertise in sustainable development and the environment, including at least three business leaders from companies highly active in these fields.

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      • 4.1.7 Mandate of the institution(s)

        Description: Institution A:
        The ESEC focuses on economic policy, labour policy, environmental issues, gender equality, European and international affairs

        Its mandate covers the following tasks:
        • Advising the government and parliament, and participating in the development of economic, social and environmental policies;
        • Using its structure to promote dialogue between socio-professional groups with initially different concerns that combine to shape proposals in the public interest;
        • Contributing to the review of public policy on economic, social and environmental issues;
        • Promoting constructive dialogue and cooperation with consultative bodies created within local governments and with its counterparts in the EU and other countries;
        • Helping inform citizens.

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      • 4.1.8 Legal effect of the decisions made by the institution(s)

        Description: Institution A:
        The ESEC is a consultative and advisory body.

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      • 4.1.9 Source of budget and funds for the functioning of the institution(s)

        Description: Institution A:
        The budget of the ESEc comes from the Office of the Prime Minister.

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    • 4.2 Practical information

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      • 4.2.1 Major tripartite agreements, social pacts, or contributions to legislation that have been made within the institution(s)

        Description: Institution A:
        Given its active functioning listed below the most recent Reports and Resolutions:
        - 28th October 2015: Report on International Migrations
        - 24th June 2015 Resolution on indicators complementary to GDP
        - 26th May 2015 Report on the dimension of labour towards an ecologic transition
        -14th October 2014: Resolution on climate change
        - 13th May 2014: Resolution for an Overseas Europe
        - 11th February 2014: Social Investment Strategy

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      • 4.2.2 Proportion of members who are women in the main decision-making body of the institution(s)

        Proportion: Institution A:
        96 members in the ESEC are women.

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  • 5 Information and consultation at the workplace

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    • 5.1 Information and consultation at the workplace

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      • 5.1.1 Procedures and bodies that promote information sharing and consultation between workers and employers at the workplace

        Legal provision:
        According to L2322-1 a works council shall be constituted in all enterprises employing at least fifty employees. L2322-2 stipulates that the establishment of a works council is required only if the number of at least fifty employees is reached during twelve months, consecutive or not, during the three previous years.

        The employer has a period of one year from the date of crossing the threshold to comply fully with the obligations of providing information for and consultation with the works council under this Code, in a manner determined by Order in Council of State.

        • Code du travail. (Art. L2322-1 & L2322-2)

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      • 5.1.2 Legal status of workers' representatives and information sharing and consultation procedures

        Legal provision:
        Works councils are created by statute and must be established in all enterprises employing at least 50 workers in terms of Article L2322-1. of the Labour Code.

        L2322-3. In enterprises employing less than fifty employees, works councils can be created by agreement or collective labour agreement.

        • Code du travail. (Art. 2322-1 & 2322-3)

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      • 5.1.3 Minimum number of workers required for the establishment of information sharing and consultation procedures, or bodies

        Legal provision:
        Under L2322-1, a works council must be constituted in all enterprises employing at least fifty employees. However, a works council may also be established in enterprises with less than fifty employees on a voluntary basis under L2322-3.

        • Code du travail. (Art. 2322-1 & 2322-3)

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      • 5.1.4 Formalities for the election of workers’ representatives

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        • 5.1.4.1 Unionized workplaces

          Legal provision:
          2324-3. The election of employee representatives on the works council and workers' delegates are to take place on the same date.
          The employer shall inform the staff every four years of the date of the organization of elections. The employer must distribute the information with the date proposed for the first round. It must be held no later than the forty-fifth day after the release, unless a different time period has been fixed by an agreement pursuant to Article L. 2314-27.
          When the organization of the election is the result of crossing the threshold mentioned in Article L. 2322-2, the first round should be held within ninety days from the day of the broadcast.

          Under L2324-4, in establishments where there are representative unions, the employer must invite them to determine the pre-election protocol agreement and draw up a list of candidates eligible to be representatives on the works council.

          • Code du travail. (Art. L2324-3 & L2324-4)

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        • 5.1.4.2 Non-unionized workplaces

          Legal provision:
          2324-3. The election of employee representatives on the works council and workers' delegates are to take place on the same date.
          The employer shall inform the staff every four years of the date of the organization of elections. The employer must distribute the information with the date proposed for the first round. It must be held no later than the forty-fifth day after the release, unless a different time period has been fixed by an agreement pursuant to Article L. 2314-27.
          When the organization of the election is the result of crossing the threshold mentioned in Article L. 2322-2, the first round should be held within ninety days from the day of the broadcast.

          • Code du travail. (Art. 2324-3)

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      • 5.1.6 Registration of information sharing and consultation bodies, the outcomes of such procedures, or joint decisions

        Legal provision:
        No provision found in legislation.

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      • 5.1.7 Legal definitions of the issues covered in information sharing, consultation, or joint decision-making

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        • 5.1.7.1 Information sharing

          Legal provision:
          L2323-6. The works council has a right to be informed and consulted on broad aspects of pay and conditions, personnel policy, working time, work organisation, health and safety, and levels of employment.

          L2323-7. A month after each election of the works council, the employer must give the works council financial and economic information specifying:
          1. The legal form of the company and its organization;
          2. The company's outlook as may be considered;
          3. If necessary, the position of the company within the group;
          4. If the information is available to the employer, the distribution of capital to shareholders holding more than 10% of capital and the company's position in the industry to which it belongs.

          There are numerous other matters on which the works council is to be informed which are stipulated in article L2323-8 to L2323-60. These provisions contain the details for precisely what information (economic, social or financial) must be provided by the employer to the council, when it must be provided, and contains detailed information on the functioning of the works council.

          Another important right conferred is L2323-78 which permits the works council to ask for explanations when it is aware of facts which are likely to negatively affect the company's situation.

          • Code du travail. (Art. L2323)

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        • 5.1.7.2 Consultation

          Legal provision:
          L2323-6. The works council has a right to be informed and consulted on matters concerning work organisation, management and general state of the company, and in particular on measures that will affect the number or structure of the workforce, working time, conditions of employment and work and vocational training.

          L2323-7-1 provides that the council also has the right to be consulted on the strategy of the enterprise, and on the consequences of their activity, employment, evolution of their profession, work organisation, use of sub-contractors, temporary workers and work contracts as well as interns.

          There are numerous other matters on which the works council is to be consulted which are stipulated in article L2323-8 to L2323-46. These provisions contain details on precisely what matters are to be taken to the work council for consultation.

          • Code du travail. (Art. L2323-6 et seq.)

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        • 5.1.7.3 Joint decision-making

          Legal provision:
          Not applicable.

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      • 5.1.8 Frequency of information sharing and consultation procedures

        Legal provision:
        L2325-14. In companies with at least one hundred and fifty employees, the works council is to meet at least once a month at the instigation of the employer or his representative.
        In companies with less than one hundred fifty employees, the committee is to meet at least once every two months, unless the employer has opted for the introduction of the sole employee representative body, under Chapter VI.
        The committee may hold a second meeting at the request of a majority of its members.
        When the employer is failing, and at the request of at least half of the committee members, the council may be convened by the labour inspector and will under their chairmanship. (L2325-14)

        L2323 specifies at what intervals (annually or quarterly) the particular information must be provided or when consultation is to take place.

        • Code du travail. (Art. L2325-14 & L2323)

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      • 5.1.9 Dispute resolution mechanisms for disputes arising from the interpretation or implementation of the outcomes of information sharing, consultation, or joint decision-making

        Legal provision:
        Labour legislation does not provide a dispute resolution mechanism for works councils. However, there are Articles that set out the punishments for non compliance with the provisions on works councils.

        L2328-1: Any interference in the establishment of a works council or a central works council or the free appointment of their members or their regular operation, including disregard of the provisions of Articles L. 2324-3 to L. 2324-5 and L. 2324-8, is punishable with imprisonment of one year and a fine of € 3750.

        L2328-2: In a company of at least three hundred employees or in a separate institution with at least three hundred employees, the failure of an employer to prepare and submit annually to the works council the financial and auditing information under Article L. 2323-68 is punishable with imprisonment of one year and a fine of €3750.

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  • 6 Collective bargaining

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    • 6.1 Scope of collective bargaining 

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      • 6.1.1 Scope of collective bargaining 

        Legal provision:
        No provision found in legislation.

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    • 6.2 Recognition of organizations for the purposes of collective bargaining

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      • 6.2.1 Representativity requirements for trade unions to negotiate a collective agreement 

        Legal provision:
        i. General representativity requirements
        L2121-1. The representativeness of professional organizations is determined according to the following cumulative criteria:
        1. Respect for republican values;
        2. Independence;
        3. Financial transparency;
        4. A minimum two-year tenure in the professional and geographical field covering the level of negotiation. This tenure shall be counted from the date the legal statutes were deposited. ;
        5. Established audience according to the bargaining levels in accordance with Articles L. 2122-1 , L. 2122-5, L. 2122-6 and L. 2122-9 [To be representative at national level, L2122-9 requires a balanced implementation in construction, industry and services and 8% in the elections at establishments.];
        6. Influence, primarily characterized by activity and experience;
        7. Membership and contributions. (L2121-1)

        L2121-2. If there is a need to determine the representativeness of a professional organization or union other than those affiliated with one of the representative organizations at the national level, the administrative authority will conduct an enquiry.


        ii. Representativity at enterprise level
        L2122-1. A trade union that is representative in terms of Article L2121-1 must also have the support of 10% of the workforce, as indicated by the votes in the first round of the elections for the works council or employee delegates. Union delegates must also receive at least 10% of the votes as individuals in the first round of the works council or employee delegate elections.


        iii. Representativity at sectoral level
        L2122-5. At sectoral level, representative trade unions must:
        1. Meet the criteria of Article L2121-1
        2. Have a stable territorial presence within the industry
        3. Have at least 8% of the votes cast in works council and similar elections in the specific industry.
        NOTE: Currently, industry federations of the nationally reprsentative union confederations have automatic representative rights at industry level. However, this privilege will only last until 2017. Thereafter, they will need 8% of the votes cast in the industry to be representative.

        To be valid, an agreement must have been signed by unions with at least 30% support in the industry, based on votes cast in works council and similar elections, and not be opposed by unions with more than 50% support.


        iv. Representativity at national level
        Art L2122-9. To be representative at national and industry level, trade unions:
        1. Must meet the criteria of Art. L2121-1
        2. Must be representative in the construction, trade and service industries
        3. Must have at least 8% of the votes cast in the first round of elections of workers in the works councils and at similar elections at the national and inter-professional level.

        National agreements are only valid if they have been signed by a confederation or confederations with at least 30% support nationally, and if they are not opposed by other confederations that together have majority support.

        • Code du travail. (Part Two, Book I, Title II)

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      • 6.2.2 Representativity requirements for an employer or employers’ organization to negotiate a collective agreement

        Legal provision:
        While there are no specific provisions concerning the representation criterion for an employers' organization, L2231-1 provides a wide range of possibilities for different employers' organisations or associations to conclude collective agreements.

        Art. L2231-1 stipulates that a convention or agreement is to be concluded, on one side by one or more trade unions representative in the field of the convention or agreement, and on the other side, one or more employers organizations, or other employers associations or one or more individual employers. Employers associations formed under the provisions of the Law of 1 July 1901 concerning associations, which have the authority to negotiate conventions and agreements, are considered to be organisations for the purpose of the current Title.


        NOTE: LOI n°2014-288 du 5 mars 2014 introduced representativity criteria for employers organizations to be implemented under Title V of Part Two of the Labour Code. The provisions are to be implemented in 2017.

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      • 6.2.3 Procedures for the recognition of bargaining agents

        Legal provision:
        If there are more than one union in a single bargaining unit, a number of unions may submit delegates to negotiate a collective agreement. The unions’ delegates together will form an ‘exclusive bargaining agent’.

        However, one or more non-signatory union(s) may have a right of opposition to the conclusion of a collective agreement if they represent more than 50% of the electors. (LC, Arts. L2232-2, L2232-6 and L2232-12). This situation can arise because a collective agreement can be concluded by unions representing 30% of electors to professional elections.

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      • 6.2.4 Negotiation with workers’ representatives in the absence of a trade union

        Legal Provision:
        L2232-21. When there are less than two hundred employees businesses, in the absence of union representatives in the undertaking or establishment or staff representative designated as a steward in companies with less than fifty employees, elected staff representatives the works council or the single staff delegation or, failing those, staff delegates can negotiate and conclude collective labour agreements on measures whose implementation is subjected to a collective agreement by law, with the exception of collective agreements referred to in Article L. 1233-1221 . The representative trade unions in the sector the company comes under must be informed by the employer of his decision to start negotiations. The Joint Committee branch will decide on the validity of the agreement within four months following its transmission; failing that, the agreement is deemed to have been approved.

        • Code du travail. (Art. 2232-21)

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    • 6.3 Legal effects of collective agreements

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      • 6.3.1 The relationship between collective agreements and statutory provisions

        Legal provision:
        L2251-1. A Convention or agreement may contain provisions more favourable to employees that the legal provisions in force. They may not contravene from provisions which are by nature concern public order.

        The exception to this rule is article L2263-1, which provides that when applying a particular legal provision in a determined subject, a convention or an extended collective agreement derogates from the legal provisions, violations of the contravened clauses are punishable by sanctions which would be applied in cases of the violation of the legal provisions themselves.

        • Code du travail. (Art. 2251-1)

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      • 6.3.3 The relationship between collective agreements and individual employment contracts

        Legal provision:
        L2254-1. When an employer is bound by the terms of a convention or agreement, these provisions apply to all employment contracts which he concludes, except where individual contracts have more favourable provisions.

        • Code du travail. (Art. L2254-1)

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    • 6.4 Trade union security

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      • 6.4.1 Types of union security clauses or agreements permitted

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        • 6.4.1.1 Closed shop agreements

          Legal provision:
          These types of agreements are prohibited by the Act of 27 April 1956.

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        • 6.4.1.2 Agency shop agreements

          Legal provision:
          These types of agreements are prohibited by the Act of 27 April 1956.

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        • 6.4.1.3 Other

          Legal provision:
          Not applicable.

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    • 6.5 Endorsement / ratification of draft collective agreements

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      • 6.5.1 Rules for the endorsement or ratification of draft collective agreements by members of the signatory organizations

        Legal provision:
        No provision found in legislation.

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    • 6.6 Observance / compliance

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      • 6.6.1 Binding effect of collective agreements on signatory parties

        Legal provision:
        L2262-1. Without prejudice to the effects of extension or expansion, the application of agreements is mandatory for all signatories and members of signatory organizations or groups.

        • Code du travail. (Art. L2262-1)

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    • 6.7 Duration

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      • 6.7.1 Duration of a collective agreement

        Legal provision:
        L2222-4. A convention or agreement may be concluded for a definite or indefinite duration.
        Unless otherwise stipulated, a fixed-term convention or agreement, which is about to expire continues to remain in force as if it were an indefinite term convention or agreement.
        When the convention or the agreement is for a fixed term, it may not exceed five years.

        NOTE: The latter provision applies only to fixed-term conventions or agreements; if the agreement is for an indefinite term, there is no maximum duration but the agreement must include provisions on how the agreement may be terminated as well as the length of the notice period (see L2222-6).

        • Code du travail. (Art. 2222-4)

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      • 6.7.2 Validity / ultra-activity of collective agreements after expiration

        Legal provision:
        L2261-10. If the agreement is terminated by all of the employer signatories or all of the worker signatories, the convention or agreement will continue to remain in force until the entry into force of a new convention or agreement or, failing that, for a period of one year counting from the end of the notice period, unless a provision of the agreement provides for a longer delay.

        L2261-3. When the convention or agreement that was terminated was not replaced by a new convention or a new agreement within one year of the expiry of the notice period, the employees of the companies concerned retain the individual benefits they acquired, pursuant to the convention or agreement, on expiry of that period.
        When the provision stipulates that the terminated convention or agreement continues to remain in effect for a period of more than one year, the provisions in the above section apply as of the end of the expiry of the stipulated period.

        • Code du travail. (Art. 2261-10 & 2261-13)

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    • 6.8 Coverage

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      • 6.8.1 Applicability of collective agreements to non-signatory parties in organized workplaces

        Legal provision:
        L2254-1. When an employer is bound by the terms of a convention or agreement, these provisions apply to all employment contracts which he concludes, except where individual contracts have more favourable provisions.

        • Code du travail. (Art. L2254-1)

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    • 6.9 Extension of collective agreements

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      • 6.9.1 Procedures for the extension of collective agreements to non-signatory parties

        Legal provision:
        L2261-15. The provisions of a sector convention or an occupational or inter-occupational agreement, which fulfils the specific requirements set by subsection 2, may be made compulsory for all employees and employers within the scope of this convention or agreement, by order of the Minister of Labour, after a reasoned opinion of the National Commission for collective bargaining.
        The extension of the effects of sanctions for the agreement is for the period and the conditions set by the agreement in question.
        ...

        2261-17. In the case of absence or default of employee or employer organizations, resulting in the persistent impossibility of concluding a convention or agreement in a particular industry sector or territory, the Minister of Labour may, at the request of one of the representative organizations concerned or on their own initiative, unless there is a written objection by the majority of members of the National Commission for Collective Bargaining:
        1. Make compulsory in the territorial area under consideration, a sector convention or agreement, which has already been extended in a different territorial area. The territorial area that is the object of the extension order must have similar economic conditions as the territory in which the extension occurred;
        2. Make compulsory in the professional sector under consideration, a occupational convention or agreement, which has already extended in to a different professional sector. The professional sector that is the object of the extension order must have similar conditions as the professional sector in which the extension has already occurred, with respect to the jobs ;
        3. Request enlargement to one or more branches of activity not included in the scope of an extended industry agreement;
        4. Mandate subsequent amendments or additions to enlargement when the expansion of an agreement was enacted pursuant to the preceding paragraphs.

        • Code du travail. ( Art. L2261-15 & L2261-17)

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      • 6.9.2 Initiating party for the extension of collective agreements

        Legal provision:
        i. Initiated by social partners
        With respect to the extension of a collective convention or agreement, under article L2261-20. At the request of one of the representative organisations of employers or workers, or on its own initiative, the competent authority may convene a joint committee.
        When two of these organisations so request, the competent authority is to convene the joint committee.

        Following the drafting of an agreement by the joint committee, sectin L2261-15 provides: The provisions of a sector convention or an occupational or inter-occupational agreement, which fulfils the specific requirements set by subsection 2, may be made compulsory for all employees and employers within the scope of this convention or agreement, by order of the Minister of Labour, after a reasoned opinion of the National Commission for collective bargaining.
        The extension of the effects of sanctions for the agreement is for the period and the conditions set by the agreement in question.

        2261-17. In the case of absence or default of employee or employer organizations, resulting in the persistent impossibility of concluding a convention or agreement in a particular industry sector or territory, the Minister of Labour may, at the request of one of the representative organizations concerned or on their own initiative, unless there is a written objection by the majority of members of the National Commission for Collective Bargaining:
        1. Make compulsory in the territorial area under consideration, a sector convention or agreement, which has already been extended in a different territorial area. The territorial area that is the object of the extension order must have similar economic conditions as the territory in which the extension occurred;
        2. Make compulsory in the professional sector under consideration, a occupational convention or agreement, which has already extended in to a different professional sector. The professional sector that is the object of the extension order must have similar conditions as the professional sector in which the extension has already occurred, with respect to the jobs ;
        3. Request enlargement to one or more branches of activity not included in the scope of an extended industry agreement;
        4. Mandate subsequent amendments or additions to enlargement when the expansion of an agreement was enacted pursuant to the preceding paragraphs.


        ii. Initiated by the Minister of Labour
        With respect to the extension of a collective convention or agreement, under article L2261-20. At the request of one of the representative organisations of employers or workers, or on its own initiative, the competent authority may convene a joint committee.
        When two of these organisations so request, the competent authority is to convene the joint committee.

        According to article 2261-17, in the case of absence or default of employee or employer organizations, resulting in the persistent impossibility of concluding a convention or agreement in a particular industry sector or territory, the Minister of Labour may, at the request of one of the representative organizations concerned or on their own initiative, unless there is a written objection by the majority of members of the National Commission for Collective Bargaining:
        1. Make compulsory in the territorial area under consideration, a sector convention or agreement, which has already been extended in a different territorial area. The territorial area that is the object of the extension order must have similar economic conditions as the territory in which the extension occurred;
        2. Make compulsory in the professional sector under consideration, a occupational convention or agreement, which has already extended in to a different professional sector. The professional sector that is the object of the extension order must have similar conditions as the professional sector in which the extension has already occurred, with respect to the jobs ;
        3. Request enlargement to one or more branches of activity not included in the scope of an extended industry agreement;
        4. Mandate subsequent amendments or additions to enlargement when the expansion of an agreement was enacted pursuant to the preceding paragraphs.

        • Code du travail. (Art. 2261-15; 2261-17; 2261-20; 2261)

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      • 6.9.3 Conditions for the extension of collective agreements

        Legal provision:
        i. Representativity of signatory parties
        Under article L2261-19, to be extended, a sector convention or occupational or inter-occupational agreement, as well as their annexes or amendments, must have been negotiated and concluded in a joint committee. This committee is to be composed of an equal number of representatives of the organisations of employers and workers in the sector under consideration.

        L2261-17 provides only for the enlargement of agreements that have already been 'extended'. As 'extended' agreements have this requirement, it will also be necessary for enlargements mechanisms to take effect.


        ii. The agreement must not be opposed
        L2261-19...(3)To be extended, the trade or inter-trade agreement, amendments thereto or annexes, must not have been opposed, in accordance with Article L. 2231-8, by one or more representative professional organizations representing employers whose member companies employ more than 50% of all company employees at that level.


        iii. Difficulty of bargaining in an industry due to absence of representative organizations
        L2261-17. In the case of absence or default of employee or employer organizations, resulting in the persistent impossibility of concluding a convention or agreement in a particular industry sector or territory, the Minister of Labour may, at the request of one of the representative organizations concerned or on their own initiative, unless there is a written objection by the majority of members of the National Commission for Collective Bargaining...

        • Code du travail. (Art. L2261-17 & 2261-19)

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      • 6.9.4 Subject matters that are outside the scope of extension

        Legal provision:
        L2261-25. The Minister of Labour may exclude from the extension, after a reasoned opinion of the National Commission for Collective Bargaining, the clauses that are in conflict with the law.

        They can also exclude clauses that can be taken out of the convention or agreement without changing the meaning of them, provided those clauses are not essential.

        They can, under the same conditions, extend, subject to the application of legal provisions, clauses incomplete under these provisions.

        • Code du travail. (Art. L2261-25)

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      • 6.9.5 Mechanisms for exemption from the binding effects of an extended collective agreement

        Legal provision:
        Exemption is possible under Art. 5125-1 of the Labour Code, which allows companies under serious economic difficulties to be exempted from the binding effects of sectoral/ territorial collective agreements by asking their workers to agree to a reduction of working time, work organization and /or salary in exchange for employment stability through the prohibition of dismissal/ retrenchment on economic grounds.

        This is subject to the following conditions:
        (a) The agreement:
        i. may not alter certain terms and conditions of employment set by labour laws;
        ii. may not fall below 20% of the French statutory minimum wage; and
        iii. managers and executive staff must also make proportional sacrifices in their terms and conditions of employment.
        (b)The agreement may only have a maximum duration of 2 years.
        (c) The agreement must be signed by one or more of the representative trade unions that obtained at least 50% of the votes in the company during previous 'social elections' in the workplace."

        • Code du travail. (5125-1)

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    • 6.10 Procedural provisions / formalities

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      • 6.10.1 Requirements for bargaining in good faith

        Legal provision:
        Under art. 2241-1 et seq. there is no duty to bargain in good faith (nor reach an agreement), however both parties to a sector convention or occupational agreement have a duty to meet and negotiate on an annual basis with respect to wages (L2241-1), once every three year s with respect to gender equality in the workplace, conditions of work, career and skills planning, workers with disabilities, vocational training and apprenticeships (L2241-3 to L2241-6), and once every five years with respect to job classifications and workers savings programmes (L2241-7 to L2241-8). Articles L2242-1 to L2242-4 set out the modalities for negotiating including in the case where no conclusion can be met.

        • Code du travail. (Art. 2241-1 to L2242-4)

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      • 6.10.2 Registration of collective agreements

        Legal provision:
        L2231-6 Conventions and agreements must be deposited under conditions determined by regulation.

        D2231-2. Conventions and agreements and their amendments and annexes must be filed by the first party to act with the services of the Minister of Labour.
        The deposit must be in duplicate with a paper version signed by the parties and an electronic version.
        The first party to act shall provide a copy of each convention or agreement with the Registry of the Labour Relations Tribunal (Conseil de Prud'hommes) at the place it is concluded.

        • Code du travail. (Art. L2231-6 & D2231-2 )

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      • 6.10.3 Amendment of collective agreements

        Legal provision:
        The Convention or agreement is to provide the format of and point in time at which it may be amended.

        • Code du travail. (Art. L222-7)

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      • 6.10.4 Other formalities for concluding collective agreements

        Legal provision:
        L2231-3. The convention or agreement must be in writing, failing which it shall be invalid.

        L2231-4. Conventions and agreements as well as company or establishment conventions must be written in French.
        Any clause written in a foreign language is unenforceable to a worker affected by it.

        L2231-5The first party of the signatories of a convention or agreement to act shall bring the text to the notice of all representative organizations after the signing of the agreement.

        • Code du travail. (Art. L2231-3 to L2231-5)

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    • 6.11 Categories of workers excluded from collective bargaining

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      • 6.11.1 Exclusions

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        • 6.11.1.1 Police / security forces

          Legal provision: While members of the National Police force have the right to form and join a trade union, members of the Gendarmerie (the military police) do not. Article 4121-4 of the Defence Code provides that the existence of professional military groups of a union nature, as well as the joining to these groups by military personnel in active service, is incompatible with the rules of military discipline.

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        • 6.11.1.2 Military (defence) forces

          Legal provision:
          L4121-4. The existence of professional military groups of a union nature, as well as the joining to these groups of military personnel in active service, is incompatible with the rules of military discipline.

          Collective bargaining would therefor also be incompatible with the rules of military discipline.

          • Defence Code (Code de la défense) (as amended to January 2020) (Art. L4121-4)

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        • 6.11.1.3 Public / civil servants (Managerial and supervisory staff only)

          Legal provision:
          Under the Labour Code, public and civil servants not in establishments with an industrial or commercial character, or not employed in terms of private law fall outside the scope of the Title relating to collective bargaining. Article 2211-1 provides that the provisions of this book are applicable to employers of private law and their employees.
          They also apply to:
          1 Public establishments with an industrial and commercial character;
          2. Public administrative institutions when employing staff in terms of private law.

          • Code du travail. (Art. L2211-1)

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        • 6.11.1.4 Others

          Legal provision:
          Not applicable.

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  • 7 Labour disputes and their resolution

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    • 7.1 Conciliation / mediation of labour disputes

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      • 7.1.1 Conciliation and mediation mechanisms for disputes arising out of industrial relations 

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        • 7.1.1.1 Voluntary mediation / conciliation

          Legal provision:
          L2521-2. Labour disputes occurring between workers and employers mentioned in Article L2521-1 may be subject to negotiations either when the applicable collective convention or agreement includes provisions to this effect, or when the concerned parties take the initiative.

          L2522-1. All collective labour disputes may be submitted to conciliation procedures.
          Conflicts which for some reason, have not been subjected to a conventional conciliation procedure established either by the collective agreement or by a special agreement may be brought before a national or regional conciliation commission.
          When a conflict occurs during the course of the establishment, revision or renewal of a sector convention, or occupational or inter-occupational agreement, the Minister of Labour may, at the written reasoned request of one of the parties or on their own initiative, directly engage the mediation process as provided for in Chapter III.

          L2522-6. In case of failure of the conciliation procedure, the dispute shall be submitted to mediation procedure in accordance with Chapter III, or to the arbitration procedure provided for in Chapter IV if both parties agree.

          L2523-1. The mediation process can be initiated by the President of the Conciliation Commission who, in this case, will invite the parties to appoint a mediator within a specified period in order to promote the amicable settlement of the labor dispute.
          This procedure can also be initiated by the administrative authority after the written reasoned request of a party or on its own initiative.

          • Code du travail. (Art. L2521-2, L2522-1, L2522-6, L2523-1)

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        • 7.1.1.2 Compulsory mediation / conciliation

          Legal provision:
          No provision found in legislation.

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      • 7.1.2 Institutions and bodies with authority to provide mediation / conciliation services 

        Legal provision:
        i. Minister of Labour
        L2522-1. When a conflict occurs during the course of the establishment, revision or renewal of a sector convention, or occupational or inter-occupational agreement, the Minister of Labour may, at the written reasoned request of one of the parties or on their own initiative, directly engage the mediation process as provided for in Chapter III.


        ii. Conciliation commissions
        L2522-7. National or regional conciliation commissions shall include representatives of the representative organizations of employers and workers in equal numbers as well as government officials whose number may not exceed one third of the members of the commission.
        Relevant sections for departmental divisions are organized within the regional commissions. Their composition corresponds to that of the regional commissions.

        L2523-2. Where the parties cannot agree on the appointment of a mediator, the latter is chosen by the administrative authority from a list of persons nominated on the basis of their moral authority and their economic and social competence.

        2523-3. Mediator lists are drawn up after consultation with and review of suggestions by organizations of employers and workers representative at the national level, serving on the National Commission for Collective Bargaining.


        iii. Private conciliation
        L2521-2. Labour disputes occurring between workers and employers mentioned in Article L2521-1 may be subject to negotiations either when the applicable collective convention or agreement includes provisions to this effect, or when the concerned parties take the initiative.

        L2523-1. The mediation process can be initiated by the President of the Conciliation Commission who, in this case, will invite the parties to appoint a mediator within a specified period in order to promote the amicable settlement of the labor dispute.

        • Code du travail. (Art. L2521-2, L2522-1, L2522-7, L2523-2, L2523-3)

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    • 7.2 Arbitration of labour disputes

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      • 7.2.1 Arbitration mechanisms for collective disputes

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        • 7.2.1.1 Voluntary arbitration

          Legal provision:
          L2522-6. In case of failure of the conciliation procedure, the dispute shall be submitted to mediation procedure in accordance with Chapter III, or to the arbitration procedure provided for in Chapter IV if both parties agree.

          L2524-1. The collective labour convention or agreement may provide for a contractual arbitration procedure and the establishment of a list of arbitrators drafted by agreement between the parties.

          L2524-2. When the collective labour convention does not provide for a contractual arbitration procedure, the interested parties may decide by mutual agreement to submit any labour dispute that remains following conciliation or mediation to arbitration.

          • Code du travail. (Art. L2522-6; L2524-1; L2524-2 )

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        • 7.2.1.2 Other

          Legal provision:
          Not applicable.

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      • 7.2.2 Institutions and bodies with authority to provide arbitration services

        Legal provision:
        Private arbitration
        L2524-1. The collective labour convention or agreement may provide for a contractual arbitration procedure and the establishment of a list of arbitrators drafted by agreement between the parties.

        L2524-2. When the collective labour convention does not provide for a contractual arbitration procedure, the interested parties may decide by mutual agreement to submit any labour dispute that remains following conciliation or mediation to arbitration.

        • Code du travail. (Art. L2524-1 & L2524-2)

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      • 7.2.3 Binding effect of arbitration awards

        Legal provision:
        L2524-5. Agreements or arbitration awards made pursuant to this Title have the same effect as a collective labour conventions and agreements.
        They are applicable, unless stated otherwise, from the date of filing with the competent administrative authority in the manner provided for in Article L2231-6.

        • Code du travail. (LC, Art. L2524-5)

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      • 7.2.4 Appeals to the labour court for arbitration awards

        Legal provision:
        L2524-7. The Superior Court of Arbitration may be appealed to where there is an alleged abuse of power or violation of law in force by the parties against the arbitral awards.

        • Code du travail. (Art. L2524-7)

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    • 7.3 Modalities of strike action

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      • 7.3.1 Advance notice and cooling-off period

        Legal provision:
        These provisions only apply to public sector workers.

        L2512-2 When employees mentioned in Article L. 2512-1 [employees of the State, regions, departments and municipalities with more than 10 000 inhabitants, personal businesses, organizations and public or private establishments where such enterprises, organizations and institutions are responsible for the management of a public service] exercise the right to strike, the concerted work stoppage must be preceded by notice.
        The notice must come from a representative trade union at the national level in the professional sector, or in the company, body or service concerned.
        Reasons for the strike action must be given.
        The notice must be received five full days before the commencement of the strike to the relevant hierarchical authority or manager of the establishment or company or body concerned. It must specify the geographical scope, the start time and the intended duration of the proposed strike.
        During the notice period, the interested parties must negotiate.

        • Code du travail. (L2512-2 )

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      • 7.3.2 Exhaustion of dispute resolution procedures prior to strikes

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        • 7.3.2.1 Mediation / conciliation

          Legal provision:
          No provision found in legislation.

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        • 7.3.2.2 Voluntary arbitration

          Legal provision:
          No provision found in legislation.

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      • 7.3.3 Strike ballots

        Legal provision:
        No provision found in legislation.

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    • 7.4 Scope of strike action

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      • 7.4.1 Purposes of the strike

        Legal provision:
        No provision found in legislation.

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      • 7.4.2 Exclusions

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      • 7.4.3 Restrictions relating to public services, essential services or acute national crises

        Legal provision:
        No provision found in legislation.

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      • 7.4.4 Compensatory guarantees

        Legal provision:
        No provision found in legislation.

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      • 7.4.5 Minimum services

        Legal provision:
        2. In the case of a concerted work stoppage in the air navigation services, the following must be ensured in all circumstances:
        - Continuity of government action and implementation of national defence missions;
        - The preservation of vital interests or needs of France in respect of its international commitments, including the right to fly over the territory;
        - The tasks necessary to safeguard people and property;
        - Maintaining connections to avoid the isolation of Corsica, the departments and territories overseas and Mayotte;
        - To safeguard the facilities and equipment of these services.
        A decree of the State Council shall determine the rules for the application of these provisions.

        • Loi no 84-1286 abrogeant certaines dispositions des lois no 64-650 du 2 juillet 1964 relative à certains personnels de la navigation aérienne et no 71-458 du 17 juin 1971 relative à certains personnels de l'aviation civile, et relative à l'exercice du droit de grève dans les services de la navigation aérienne. (Art. 2)

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      • 7.4.6 Restrictions on strikes during the term of a collective agreement

        Legal provision:
        No provision found in legislation.

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      • 7.4.7 Picketing, occupation of the workplace and prohibition of violence

        Legal provision:
        Staggered/rolling strikes in the public sector
        L2512-3. In case of a work stoppage under Article L2512-1 [public services], the time of termination and the return to work may be different for different categories or individual member of staff concerned.
        Staggered or rolling strikes in various professional sectors or categories in the same establishment or service, or different establishments or services of the same company or the same body are prohibited forms of work stoppages.

        • Code du travail. (Art. L2512-3)

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      • 7.4.8 Requisitioning of strikers and hiring of replacement workers

        Legal provision:
        No provision found in legislation.

        However, the Supreme Court has held that if, during a strike, the employer decides to continue to operate and brings in replacements during the strike, he will nevertheless at the end of the strike have to restore the jobs of those who have taken part in the strike.

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      • 7.4.9 Sanctions for unlawful strikes

        Legal provision:
        Criminal sanctions
        431-1. The obstruction, in a concerted manner and using threats, of the exercise of freedom of expression, labour, association, assembly or demonstration, or impeding the progress of the debates of a parliamentary assembly or a legislative body or a local authority is punishable by one year imprisonment and a 15,000 Euros fine.
        The obstruction, in a concerted manner and with blows, violence, assault, destruction or damage within the meaning of this Code, of the exercise of the freedoms referred to in the preceding paragraph is punished three years imprisonment and a 45,000 Euro fine.

        • Penal code (Code pénal) (official Government English translation) (as amended to January 2020) (Art. 431-1)

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    • 7.5 Lockout

      Legal provision:
      Labour legislation in France does not provide for lock-outs.

      However, the Supreme Court has held that a lock-out is justified because of the interest of the enterprise, for safety reasons (Cass. soc. 2 December 1964).
      In cases where the security of employees is seriously threatened by a bad evolution of a collective conflict, and the temporary closure of a firm is absolutely necessary; in such a situation, the lock-out is a duty for the employer.

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References

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