Whenever companies above a certain threshold staffing, new obligations are imposed on them: 11 employees must establish stewards (DP), 50 employees a works council (EC), an HSC, participation … Unions and management have launched this Thursday trading on the employee dialogue, addressing in particular the sociaux1 thresholds. They have on the subject of opposing positions. Unionists point out that, according to economists, it is not proven that the thresholds kill jobs. A study by the INSEE dated 2010 shows that without thresholds, the number of firms between 10 and 19 employees and between 20 and 250 employees would increase by just 0.2 points. For employers however, the cause is stretched Gattaz2 Pierre, president of Medef3, and Jean-François Roubaud4 his counterpart CGPME 5soulignent there was 2.5 times more companies than 49 employees that 50 . According to the MEDEF, Cutoffs would create between 50,000 and 100,000 jobs over three years. For corporate Le Figaro interviewed leaders, no doubt, the thresholds hinder hiring. Crossing the threshold
50 employees involves multiple constraints, and therefore hidden costs that may arise between 5% and 8% of turnover my company. Vincent
Fischer, CEO of Multi Services
69 ● Vincent Fischer, CEO of Multi Services 69 industrial cleaning company in Lyon "for five years, the strength of my business is between 46 and 49 full-time equivalent employees. I do not want, or rather I can not, spend 50 employees. Cross this threshold involves multiple constraints, and therefore hidden costs that may arise between 5% and 8% of the turnover of my company. It would take at least hire a HR! These additional costs would not be bearable because profitability is on average only 3%, and at best 6%. In addition, the risks are too great. Beyond 50 employees, if you have stewards, you must conduct an annual wage negotiations. If you do not, you're punished and you lose 10% relief Fillon charges on low wages. For us, this loss would be 15,000 euros. This would be huge compared to our annual income, which is 40,000 euros.
When my company had eight employees, I saw with apprehension the transition thresholds 11 (presence of representatives) and 20 employees (internal rules, liability for various contributions). Finally, everything went well. Having DP is actually a help. I do not fear the unions nor the fact of having a CE! What is very annoying with the threshold of 50, it is the bureaucracy, the bargaining obligations to consult. These constraints are too heavy for a small business of fifty people. The solution for me would be to buy another company to jump to 80 or 90 employees. My business would be more important, and it would be possible to support the obligations to the threshold. "
CE, supposed to protect the employee, artificially creates a feeling of enmity between the boss and employees, changes attitudes, destroyed the spirit of team. Nathalie Tribouillard
DG Leonardo
● Nathalie Tribouillard, DG Leonard, last house of French family sewing still independent, "we never will exceed the threshold of 50 employees because it involves putting in place a CE "says DG Leonard, who now has 45 employees. "Relaxing the threshold is a simple action to take, which costs nothing and would remove disincentives to hiring. In Leonard6 we could create 5-6 jobs if there was not this level. While today we are afraid to hire, "she says. Why such fears? Nathalie Tribouillard7 recalls his father Daniel, creator of the brand in 1958, which had factories in Rueil Malmaison in Hauts de Seine, and there encountered "difficulties with the EC, that captured a lot of money at the expense of development of the company. It was in the 70-80 years, I remember a lot of aberrant stories. CE is expensive, especially for a small business because you have to hire someone to care for them, you must feed in grants … And it's complicated, it generates a cumbersome decision red tape. We have a rather quiet affair, people are paid correctly, problems are solved much more directly, between us, through CE. Especially since the EC has sometimes requirements that go well beyond what is demanded by employees, if only to justify its existence.
I travel a lot in Asia, everything is simple; in France, everything is complicated. Finally, the EC is supposed to protect the employee, but it artificially creates a feeling of enmity between the employer and its employees, it changes the mentality destroys teamwork, and needlessly puts in opposition, even that there is not hostile. If there is a claim about a topic, we can solve it by consensus between us. On companies that are not very large, there is no need to have more red tape.
