The agreement concluded at the end of the negotiations referred to in Article L. 2242-10 specifies : 1° The topics for negotiation and their frequency, so that at least every four years the topics mentioned in 1° and 2° of article L. 2242-1 and in article L. 2242-2 are negotiated; 2° The content of each topic; 3° The timetable and locations of the meetings; 4° The information that the employer…
An agreement concluded in one of the areas listed in 1° and 2° of article L. 2242-1 and in article L. 2242-2 may set the frequency of its renegotiation, up to a limit of four years.
In the absence of an agreement as provided for in Article L. 2242-11 or in the event of non-compliance with its stipulations, the employer shall initiate, in the undertakings referred to in that same article : 1° Each year, negotiations on remuneration, working hours and the sharing of added value within the company, under the conditions set out in sub-section 2 of this section ; 2° Every year, negotiations on…
The first meeting will specify 1° The place and timetable of the meeting(s) ; 2° The information that the employer will provide to the trade union delegates and to the employees making up the delegation on the subjects covered by the negotiations that are about to begin, and the date on which this information will be provided.
The annual negotiations on pay, working time and the sharing of added value within the company cover : 1° Actual salaries ; 2° The actual duration and organisation of working time, in particular the introduction of part-time working. In this context, negotiations may also cover the reduction of working hours; 3° Incentives, profit-sharing and employee savings schemes, in the absence of an incentive agreement, a profit-sharing agreement, a company savings…
The negotiations provided for in Article L. 2242-15 give rise to information by the employer on the provision of employees to the trade union organisations or employers’ associations mentioned in Article L. 2231-1. In undertakings which are not subject to this annual obligation to negotiate, the employer provides employees who so request with information on the provision of employees to the trade union organisations or employers’ associations mentioned in article…
The annual negotiations on professional equality between women and men and the quality of life and working conditions cover : 1° The balance between personal and professional life for employees ; 2° The objectives and measures for achieving professional equality between women and men, particularly in terms of eliminating pay differentials, access to employment, vocational training, career development and professional promotion, working conditions and employment, particularly for part-time employees, and…
Negotiations on the professional integration and continued employment of disabled workers take place on the basis of a report drawn up by the employer setting out the situation with regard to the obligation to employ disabled workers provided for in articles L. 5212-1 et seq.
The negotiations provided for in article L. 2242-17 may also cover the prevention of the effects of exposure to the occupational risk factors provided for in article L. 4161-1. An agreement reached on this subject under this article is deemed to be the conclusion of the agreement mentioned in article L. 4163-3, subject to compliance with the other provisions set out in Chapter III of Title VI of Book I…
The negotiations provided for in article L. 2242-17 may also cover the quality of working conditions, in particular health and safety at work and the prevention of occupational risks. It may rely on regional and local players in occupational risk prevention.
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is a Registered Trademark of
PETROFF LAW FIRM (SELARL LEGASTRAT)
182, rue de Rivoli
75001, Paris France
RCS Paris n°814433470
Paris Bar Registration n° (Toque) C2396
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is a Registered Trademark of
PETROFF LAW FIRM (SELARL LEGASTRAT)
182, rue de Rivoli
75001, Paris France
RCS Paris n°814433470
Paris Bar Registration n° (Toque) C2396
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