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Donne toutes les clés pratiques pour comprendre et mettre en place la négociation collective. En effet, ce type de négociation est de plus en plus utilisé dans les entreprises car toutes les parties y trouvent leur compte, les salariés en groupe ayant plus de poids, les directions de ressources humaines trouvant plus simple la négociation collective que les nombreuses négociations individuelles.
SANS NUL DOUTE, LA NEGOCIATION COLLECTIVE EN FRANCE A CONSIDERABLEMENT EVOLUE DEPUIS LES ANNEES 1980. CELLE-CI SEMBLE S'ETRE PARTICULIEREMENT RECENTREE SUR L'ENTREPRISE ELLE-MEME, LIEU DE DISTRIBUTION DU TRAVAIL ET DE CREATION DE RICHESSE. NOUS AVONS SOUHAITE, DANS LE CADRE D'UNE BRANCHE D'ACTIVITE QUE NOUS CONNAISSONS BIEN, LE "BATIMENT", ETUDIER CE PHENOMENE. DANS CES CONDITIONS, NOUS AVONS SOUHAITE OPPOSER DEUX NIVEAUX DE NEGOCIATION: - LE PREMIER, CELUI MENE PAR LA BRANCHE DU BATIMENT DEPUIS SEPTEM- BRE 1987, AYANT PRINCIPALEMENT TRAIT AUX CLASSIFICATIONS OUVRIERES ET A L'AMENAGEMENT DU TEMPS DE TRAVAIL; - LE DEUXIEME, CELUI DE L'ENTREPRISE OU THEMES DE NEGOCIATION FOISONNENT. AINSI, NOUS AVONS DONC PU METTRE EN EXERGUE LE PARTICULARISME PROFESSIONNEL DE LA NEGOCIATION COLLECTIVE ET SON DEVELOPPEMENT QUI EST CONSIDERABLE DANS LES ENTREPRISES ET NOTAMMENT LES PETITES. NOUS AVONS ESSAYE DE RECHERCHER LES LIMITES DE L'EQUATION DU SYSTEME JURIDIQUE FRANCAIS QUI CONSISTE A CE QUE TOUTE NEGOCIATION NE PUISSE AVOIR LIEU QU'AVEC DES DELEGUES, MEMBRES DESIGNES PAR DES ORGANISATIONS SYNDICALES REPRESENTATIVES. IL NOUS SEMBLE EN EFFET QU'UNE MODIFICATION DES REGLES DE REPRESENTATIVITE DES SALA- RIES DANS L'ENTREPRISE DEVRAIT INTERVENIR. ELLE PERMETTRAIT L'EMERGENCE D'AGENTS ALTERNATIFS A LA NEGO- CIATION, COMPTE TENU DE LA NECESSITE OBLIGATION DE RECHERCHER LA MEILLEURE ADEQUATION ENTRE "L'ECONOMI QUE" ET "LE SOCIAL" ET DU RELATIF DECLIN DU SYNDICALISME OUVRIER. DANS CES CONDITIONS, SANS MINIMISER LE ROLE DE LA BRANCHE QUI, A L'EVIDENCE, DOIT CONTINUER D'ETRE LE NIVEAU DE CREATION DES "LOIS PROFESSION- NELLES", IL NOUS PARAIT IMPORTANT ET URGENT QUE LES ENTREPRISES, ET NOTAMENT LES PETITES, PUISENT ENFIN NEGOCIER ET CONCLURE DES ACCORDS. DANS LE CAS CONTRAIRE, NOUS ASSITERIONS A UN DEVELOPPEMENT ANARCHIQUE DE QUASI-ACCORDS ET AUTRES ACCORDS ATYPIQUES QUI REMETTRAIENT GRAVEMENT EN QUESTION LES RELA- TIONS COLLECTIVES DE TRAVAIL.
Examines changes which have occured in the system of industrial relations of industrial countries from 1944 to 1992. Focuses on patterns of collective bargaining in the service and public sectors in Quebec.
No one denies that the institution of collective bargaining between workers and employers has been a powerful tool for social dialogue. Without our history of effective collective bargaining there would be no mutual understanding, no industrial peace, no constructive cooperation between social partners. Yet there is a feeling today that this history has drawn to a close; that our post-industrial world demands something different, something our tradition of collective bargaining and collective agreements cannot give us. What information and insight can we gather to verify or challenge this feeling? This was the first major question addressed by the distinguished delegates to the twenty-seventh World Congress of Labour and Social Security Law held at Montevideo, 2'5 September 2003. The aim of the conference was to discover current problems regarding the existing structures and functions of collective bargaining in industrialized countries today'problems readily identifiable in the context of economic globalization, falling union density, the increase in atypical and knowledge-based workers, and the 'tertiarization' or declining economic importance of manufacturing-based industry. This bulletin contains some of the most important papers devoted to this major theme of the conference. It presents twenty national reports, each written by a scholar well-versed in the law and practice of collective bargaining in the country covered. Two introductory reports deal with such general issues as the varying competences of representatives under different legal systems, labor union representation within the public sector, the development of collective bargaining in EC law, the levels and structures of collective bargaining practice, and the widening gap between the relevant legal norms and real situations. The national reports were drafted on the basis of a questionnaire, which appears as an annex. This allows the reader to easily compare the solutions set forth for consideration in the various countries under review. The Actors of Collective Bargaining will be of great value for all practitioners and academics in the field of industrial relations.