Major labor federations and employer organizations
Weak unions
Plural unionism decreases the potential strength of organized labor; IR/HRM are not highly institutionalized; multiple unions competing for members in the same workplace creates difficulty in collective bargaining as agreements are often signed by unions that represent a small section of the work force. (See more)
Slow development of IR/HRM
7 June, 1936 - the Matignon agreement (Background):
1945 - Works council are mandatory in firms with more than 50 workers,
February 11, 1950 - Basic Law (made industry negotiations the backbone of the CB system). Where sector agreements existed, lower-level bargaining could only take place in special circumstances, that is to take account of particular company characteristics. Where no sector agreements existed, lower-level bargaining was limited to the fixing of pay rates.
1968 - The Grenelle Agreement. First official recognition of trade union branches within a firm. France's main unions got the right to appoint union delegates in all firms with at least 50 workers.
June 30, 1971 - The new law permitted employers and unions to negotiate agreements at the company level (previously limited to fixing pay rates).
1982 - The
Auroux Laws. An attempt to strengthen company-level collective
bargaining.
Managers
Main responsibility is supervisory role
Highly skilled
Direct tasks of workers
Patron -- Traditional name for the employer, as the person who wields authority or hierarchical power. By extension, a hierarchical superior to whom an employee is directly answerable. The most appropriate colloquial translation is "boss".
Patronat -- Term used in French for "employers" collectively
Cadre -- Term which has acquired official recognition in France only since 1945, with the introduction of special regulations for this category of employees, and in particular a retirement scheme. Its definition nonetheless remains uncertain, since it requires the combination of two elements which are themselves uncertain. The first is professional worth, which may be assessed either in terms of training and formal qualifications (in which case an individual is described as a "cadre par titre"), or on the basis of accumulated experience. This dual criterion explains, to a large extent, why the category is so widely established. The second element is the possession of authority over subordinates, exercised by delegation from the employer; the threshold that must be crossed in order to gain classification in the category may be set at numerous different levels.
A body of special rules for such professional and managerial staff has gradually been instituted. For instance, they are entitled to a period of at least three months' notice in the event of dismissal and to a higher level of severance pay. They are liable for any infringements committed in the department over which they exercise delegated powers of authority. Their contracts of employment often contain special clauses: long probationary period , covenant in restraint of competition. Collective agreements usually devote a special annex to professional and managerial staff. In workplace-level elections, they constitute a separate electoral body and elect their own delegates. They also elect members of Industrial Tribunals, who, together with the members elected by employers, form part of the staffing within the system of first-instance labour courts. They have their own unions, which are affiliated either to the general trade union confederations or to a special confederation (see CGC-CFE ).
Workers
Low level of autonomy
Training methods don't provide tools for change responsive laborers
Industries have tall organizational structure and narrow span of control