2024-02-17 08:11:07
They met last Thursday and Friday to finish covering the many subjects contained in the negotiation on the “pact for life at work” that the government asked them to open. All that remains is the Universal Time Savings Account (CETU), which will be discussed on February 23.
For the moment, everyone has outlined their proposals. We listened to each other, above all, without seeking confrontation, but this time, the employers did not speak with one voice.
A “new look” negotiation
Usually, it is on the number of union initials that an agreement is decided. But in this “new look” negotiation, as one participant describes it, the construction of balances promises to be delicate also on the side of company representatives.
The Medef can sign on its own because it weighs almost 70%, in terms of representativeness, compared to 25.5% for the CPME and a little over 5% for the U2P. “But we still need to find at least two who agree on the employer side,” said a unionist.
Future points of tension
The session of 1is March promises to be crucial. It will make it possible to define the chapter headings of the draft agreement before a first martyr text is submitted for negotiation. But if they started gently, the discussions have already gotten more serious and have made it possible to identify future points of tension.
Employment of older workers is at the top of the list. After the CPME, which pleads for a reduction in charges, Medef unveiled its version of a future senior permanent contract which would replace the current senior fixed-term contract which does not work at all. This contract would only concern job seekers.
CDI senior
It would allow the employer to dismiss his employee as soon as he can retire at full rate, the departure date being fixed upon signature of the contract whereas the Labor Code does not authorize automatic retirement. of an employee only from the age of 70.
Medef also proposes that senior job seekers accepting a job that is less well paid than the previous one are entitled to an allowance paid by Unédic to limit the financial shock.
Towards a compromise on progressive retirement
The abolition of the senior unemployment compensation channel, however, is not on the agenda. Only the CPME requests it. But its adaptation to the pension reform with an increase in the age of application will be, which the unions refuse.
A compromise seems to be able to emerge on another subject: gradual retirement. For the moment, this possibility of reducing working hours is 20% to 50%, the loss of salary being partially compensated by the receipt of a part of the pension.
It is currently only possible two years before full retirement age. Hubert Mongon, the Medef negotiator, raised the possibility of extending this period to four years, which would make it possible to trigger progressive retirement from the age of 60 for departure at 64. But he specified that he was waiting for the cost of such a measure to be quantified, which the employers exclude from being imposed on employers who must retain the possibility of refusing.
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