The relationship between collective bargaining at branch and firm level in wage determination

Castel, Nicolas; Delahaie, Noélie; Petit, Héloïse

doi:10.4000/travailemploi.5977

Cited by 8 publications

(7 citation statements)

References 12 publications

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“…This difference most likely reflects the more general tendency to negotiate less in female‐dominated companies where union representatives are less likely to be present (Castel et al . ; Daniel ).…”

Section: Methodsmentioning

confidence: 99%

“…Note that 41.6 per cent of employees in the companies in our sample are women, compared to 48.3 per cent for the same sectors as measured in the 2014 Labour Force Survey. 7 This difference most likely reflects the more general tendency to negotiate less in female-dominated companies where union representatives are less likely to be present (Castel et al 2013;Daniel 2017).…”

Section: Methodsmentioning

confidence: 99%

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Bargained Equality: The Strengths and Weaknesses of Workplace Gender Equality Agreements and Plans in France

Milner

Demilly

Pochic

2018

Brit J Industrial Rel

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‘Bargained equality’ reflects wider characteristics of French employment relations whereby state‐driven collective bargaining is a major mode of regulation but is based on weak workplace bargaining cultures outside the largest firms. This article focuses on duties on French employers to bargain on gender equality. It presents findings of a project evaluating workplace agreements and plans on gender equality, based on a sample of 186 agreements submitted in 2014–2015, in 10 sectors, and in‐depth interviews in 20 companies. Despite a rise in formal compliance due to stronger enforcement since 2012, our analysis shows that most companies submitting plans or agreements do not systematically address quantitative measurement of pay or other gender gaps. As well as sectoral differences, the analysis also identifies ‘generational effects’: processes of change which occur as collective agreements expire and are replaced are dependent on local dynamics of bargaining. Based on this analysis, we argue that attention should be paid to the resources available to local bargaining actors, in order to promote an equality agenda.

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Section: Methodsmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

Bargained Equality: The Strengths and Weaknesses of Workplace Gender Equality Agreements and Plans in France

Milner

Demilly

Pochic

2018

Brit J Industrial Rel

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“…Il reste qu'historiquement, le système de régulation salariale français a favorisé une articulation entre salaire minimum, géré par l'État, et négociations de branche, à partir des classifications déterminant les hiérarchies salariales et les niveaux de rémunérations (saglio, 1986). La décentralisation de la négociation collective vers le niveau de l'entreprise, depuis le début des années 1980, qui a concerné d'abord les questions de temps de travail, a aussi touché les salaires, participant à un système complexe articulant accords salariaux d'entreprise et conventions collectives de branche (avouyi-Dovi et al, 2009 ;Castel et al, 2013). Les gouvernements ont en outre contribué, au milieu des années 2000, à revivifier la négociation salariale de branche en faisant pression sur les branches pour qu'elles réévaluent leurs minima, souvent passés sous le niveau du salaire minimum interprofessionnel de croissance (Smic).…”

Section: Négocier Collectivement Les Salaires En Entrepriseunclassified

Négocier collectivement les salaires en entreprise

Blavier¹,

Pélisse²

2021

travailemploi

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Cet article porte sur les négociations salariales en entreprise dans la France contemporaine, à partir d’exploitations statistiques de l’enquête REPONSE (Relations professionnelles et négociations d’entreprise). S’inscrivant au sein d’une vaste littérature française et internationale, qu’il ne s’agit pas de recenser mais de compléter de manière originale, il interroge les prises que se donnent (ou non) les salarié·es pour négocier à ce sujet avec leurs employeur·ses, et si le fait de se mobiliser influe sur l’issue des négociations. En premier lieu, il montre que la négociation formalisée et collective des rémunérations est complètement absente de nombreux établissements. À partir d’un recodage de réponses à une question ouverte posée aux représentant·es des directions et des salarié·es, l’article éclaire les raisons énoncées par les un·es et les autres pour expliquer l’absence de tenue de ces négociations et souligne l’importance de la non-mobilisation des salarié·es, mais aussi du refus d’une partie des directions de négocier. S’intéressant dans un second temps aux situations où il y a, au contraire, négociation, la contribution montre que lorsque les salarié·es se mobilisent par des pétitions, débrayages, grèves ou manifestations au moment de ces négociations, la direction déclare beaucoup plus souvent dans ce cas plutôt que dans celui où il n’y a pas eu de mobilisation que, sans ces négociations, sa décision sur les salaires aurait été différente.

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“…As a result, over the years, wage bargaining in France has become more decentralized and the role of firm-level bargaining has increased. According to Castel et al (2013), in 31% of firms representing 25% of wage earners in France in 2004-05, there was little impact of sectoral wage agreements. Overall, the changing nature of the globalized economy, demanding larger flexibility in local markets, has put a growing pressure on the bargaining processes both in Germany and in France.…”

Section: Introductionmentioning

confidence: 99%

Structural Changes in the Labor Market and the Rise of Early Retirement in France and Germany

Batyra

Croix

Pierrard

et al. 2019

German Economic Review

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The rise of early retirement in Europe is typically attributed to the European system of taxes and transfers. Contrary to a purely neoclassical framework, a model with imperfectly competitive labor market also allows to consider the effect of the bargaining power of labor and matching efficiency on preretirement. We find that lower bargaining power of workers and less efficient labor markets characterized by the declining matching efficiency have been an important determinant of early retirement in France and Germany. These structural changes, combined with early-retirement transfers and population ageing, are also consistent with the joint evolution of employment and unemployment rates, the labor share and the seniority premium.

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The relationship between collective bargaining at branch and firm level in wage determination

Cited by 8 publications

References 12 publications

Bargained Equality: The Strengths and Weaknesses of Workplace Gender Equality Agreements and Plans in France

Bargained Equality: The Strengths and Weaknesses of Workplace Gender Equality Agreements and Plans in France

Négocier collectivement les salaires en entreprise

Structural Changes in the Labor Market and the Rise of Early Retirement in France and Germany

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