In companies where one or more trade union sections of representative organisations have been set up, an employer who has not fulfilled the obligation to negotiate on effective wages mentioned in 1° of article L. 2242-1 is subject to a penalty. If no breach of this obligation has been found during a previous inspection over the previous six calendar years, the penalty is capped at an amount equivalent to 10%…
Companies with at least fifty employees are subject to a penalty payable by the employer in the absence of an agreement relating to professional equality between women and men at the end of the negotiations referred to in 2° of article L. 2242-1 or, in the absence of an agreement, by an action plan referred to in article L. 2242-3. The procedures for monitoring the achievement of the objectives and…
The administrative authority decides on any request made by an employer to assess the compliance of an agreement or action plan with the provisions of article L. 2242-8 . If the administrative authority remains silent at the end of a period set by decree in the Conseil d’Etat, this request is deemed to have been rejected. The request referred to in the first paragraph is not admissible if the departments…
In the companies referred to in Article L. 2242-1, negotiations may be initiated by the employer or at the request of a representative employee trade union organisation, specifying the timetable, frequency, topics and procedures for negotiations within the group, company or establishment.
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…
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is a Registered Trademark of
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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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