1	Industrial Relations in France‑ Environments and Ideology Lecture 1 of 4
2	Administrative Reading for Next Class
3	Review Canada‑ Modified version of the American system Britain‑ Decentralized bargaining by autonomous parties Sweden‑ Highly centralized, highly structured bargaining by centrally controlled parties
4	Today Themes Environments Ideology
5	I‑ Themes of French IRHRM Highly regulated and legalistic system Radical and Incompatible Ideologies Disunity of the Labor Movement and influence of anarcho‑syndicalist traditions Weakness of bargaining and strength of law in determining working conditions Symbolic Uses of Conflict
6	II‑ Industrial Relations Environments in France The Political context Fifth Republic‑ Constitution since 1958 Preceded by two other Republics dating from 1870s Government Broad Presidential Powers - esp. defense and foreign policy 2 chamber Parliament
7	II‑ IRHRM Environments Parties Union for a Popular Movement - UMP Union for French Democracy - UDF Socialist Party - PSF Communists - PCF National Front Huge number of splinter parties Political parties have incompatible goals
8	II- Party Representation – Chamber of Deputies 2002 UMP – 355 UDF – 29 PSF – 140 PCF – 21 Others – 32 Senate
9	II‑ IRHRM Environments: Technology Modern Industrial Economy Major deposits of iron ore, coal and bauxite Major producer of steel, machinery, textiles and clothing, motor vehicles Import most petroleum and food Per capita GDP Education
10	II‑ Economic Context Relies on planning more than other western governments Much state ownership 2003 highest tax burden in course after Sweden Social benefits include pregnancy allowances, child allowances, free health care including prescriptions, and free education through university level
11	II‑ Economic Context Unemployment 2004 about 10.1% Up from 8.1% 2001 Has been in this high range since about 1990
12	III‑ Ideology Not highly compatible Revolution of 1789 1871 Paris Commune Parties Unions strongly anti‑capitalist ideologies Employers extremely anti‑union and paternalistic Corruption
13	Next Time The Trade Union Movement
14	French IRHRM‑ The Trade Union Movement Lecture 2 of 4
15	Administrative Reading for Next Class Paper Reminder
16	Review Republic and Parliamentary Democracy Highly developed and highly regulated economy Extreme and incompatible ideologies of the parties
17	Today General Characteristics of Union Movement The Confederations – General The CGT The CGT-FO The CFDT Support Minor Confederations and Their Support Other Issues
18	I‑ General Characteristics of the Union Movement Hough‑"French trade unionism is weak, ineffective, chaotic, even tragic..." Unions developed as industrial wings of radical political movements Reflect ideological divisions of international labor movement Remain highly ideological and political All 3 major confederations espouse socialism Legacy of syndicalism Tendency to oppose bargaining
19	I‑ Unionization Rates No accurate data Perhaps 9% overall Perhaps under 6% in private sector Disproportionately public sector Union support much greater than membership Influence much greater than membership would indicate
20	I‑ Low Unionization Rates Low dues but still few members fully financial Rely on core of militant activists French worker more likely to offer his life to his union than to pay it dues Unions weak at enterprise level Major union confederations have de‑emphasized this level Prefer to act where they can claim to advance interests of the entire working class
21	I‑ Why Such Union Weakness Employer opposition Non‑members choose not to join because often get benefits anyway and joining tends to attach one to a political ideology Union traditionally didn’t need majority status to have bargaining rights
22	II‑ The Confederations‑ General Five sizable confederations, 3 Principal ones None as large as single largest German union Three largest together fewer members than two largest UK Unions Confederations typically claim many more than actual membership Confederations consist of affiliated industrial federations. Industry may have one federation from each confederation
23	II‑ The Confederations‑ General Many major unions independent With some exceptions, confederations often have strong control over the affiliated industrial federations Workers typically think of themselves as members of confederation rather than union (federation)
24	II‑ The Confederations‑ General Principal tasks of confederations (within the IR system) Formulating national policy Dealing with government International meetings Recently, some bargaining with employer umbrella organization
25	III‑ The CGT Founded 1895 Communists became dominant leadership group in 1947 Communists emerged from war with organization in tact and with solid resistance credentials General secretary always on PCF Political Bureau 1992 announced would no longer follow PCF in policy but would lead Generally view relations between employees and employers as relationships of exploitation
26	IV‑ The CGT 2003 About 800,000 active members Extreme rhetoric of CGT justifies employer refusals to recognize and negotiate while these employer refusals justify the CGT's extreme public rhetoric CGT Confederation least likely to sign bargaining agreements Prefers national agreements setting minimum conditions which local struggles can improve Opposes agreements with no-strike or arbitration clauses
27	V‑ The CGT‑FO Formed from 1947 split in CGT 2003 280,000 members Membership largely among white collar workers and in public sector
28	VI‑ The CFDT Only one with reasonable membership data Perhaps has finally overtaken CGT as largest About 840,000 in 2003 Founded as French Confederation of Catholic Workers‑ 1919 Became progressive socialist favoring self-management Has evolved into pragmatic bread and butter union
29	VII- Support CGT 32%, CFDT 25%, FO 18% Note that their overall support is clearly much greater than their actual membership
30	VIII‑ Minor Confederations & support CFTC 1964 split with CFDT ‑ Retains confessional ties About 100,000 members CGC Founded after WWII Organizes unions of executives, foremen, salesmen, technicians, draftsmen and senior clerical workers About 80,000 members
31	IX‑ Other Issues Representative union status Some federations have great autonomy within the confederations while others are pure dependencies Unions survive and remain important perhaps less due to bargaining than due their other roles
32	IX- Workplace Level Organization Personnel Delegates Comites d' enterprise‑ works council Required in plants with over 50 employees Chosen by all employees Small employers can choose one Union delegates‑ shop representatives In law, technical distinctions among roles but in practice any and all may be a vehicle for worker discontent and union activism
33	Next Time Employer Organization Government Organization Rule-making
34	IRHRM in France ‑ Employers, Government and Rulemaking Lecture 3 of 4
35	Administrative Reading for Next Time Collect Papers
36	Review Somewhat unstable political system with inconsistent ideologies Highly productive economy Weak, chaotic, highly politicized and radicalized union movement‑ multi‑unionism
37	Today Employer Organization Government Organization Rulemaking – Public Policy Rulemaking – Collective Bargaining
38	I‑ Employer Organization Three levels of employer associations Nationwide‑ umbrella Industry‑wide Regional Employers, unlike unions, almost completely unified on IRHRM policy No explicit political support but frequent financial support to parties of the right
39	I‑ CNPF Formed in 1945 Initially largely to represent industry in dealing with government Largely association of associations Broad membership Little formal authority over affiliates but growing in some ways 1999 renamed as MEDEF
40	II‑ Government Organization – Government as an Employer Some industrial enterprises treated just like the private sector Renault Air France Others treated as Civil Service and covered by special statutes Railroads Electric and gas
41	II‑ Government Organization- Government as Regulator Labor Ministry's Inspection Service Oversees application of labor laws and regulations at work place Inspectors help resolve disputes & informally chair some negotiating sessions Laws requiring compulsory mediation and arbitration rarely enforced Workplace worker representatives
42	III‑ Rulemaking‑ Public Policy Government involvement and legislation More prominent in the French system than most other western systems Much more important than collective bargaining Government engages in extensive consultation with employers and unions Unemployment Insurance
43	III‑ Rulemaking‑ Public Policy 35 hour week since 2000 Includes subsidies to employers who create more jobs Limits on hours apply to managers as well Limit on annual overtime of 180 hours 5 weeks vacation 11 paid holidays Retirement at age 60
44	III‑ Rulemaking‑ Public Policy Very tight controls on ability of employer to layoff employees 2002 law bans psychological harassment and addresses issues of stress at work Others include sickness, maternity, severance, family allowances, unfair dismissal, and minimum wage
45	III‑ Rulemaking‑ Public Policy Regulation of Bargaining 1950 law established principle of collective bargaining but not mandatory Collective bargaining agreements cover nonunionists and can be extended by Labor Minister to other areas or employers Also encouraged plural unionism Since 1978 only one representative union needs to sign agreement for validity Requires all companies with more than 50 employees to establish works councils No “good faith” obligation at any level Compulsory unionism and check‑off illegal
46	IV‑ Rulemaking‑ Collective Bargaining FO believes in upholding agreements but to CGT and previously CFDT they are just temporary truce in continuing struggle Bargaining Structure‑ Seems designed so enterprise management won't have to deal face‑to‑face with union Local or enterprise Only minority of employees covered Rarely produced any kind of agreement in past but increasingly does so, especially in large enterprises In general union plays little role in day‑to‑day plant activities Most employers bargain only through employer associations
47	IV‑ Industry-wide Bargaining Usually between employers’ association and each federation Set minimum wages and job classifications. Deal with unemployment comp and retirement systems, as well as apprenticeship and training Valid if any representative union signs and covers all workers Cover overwhelming majority of firms and employees - perhaps 80% of employees
48	IV‑ Summit Bargaining MEDEF only got formal authority in 1969 to negotiate agreements binding members Increasingly important Wages not discussed, MEDEF lacks authority to do so Discuss unemployment compensation, retirement, apprenticeship and training 2004 agreement designed to reduce gender disparities
49	IV‑ Rulemaking‑ Collective Bargaining Agreements of no fixed duration Wages Traditionally employers have bargained only enough over wages to avoid legislative determination Negotiated wages matter little since actual wages above negotiated level Wages actually determined at enterprise level Highest employment costs in the course
50	IV‑ Rulemaking‑ Collective Bargaining Bargaining Issues & Agreements At industry level a major issue had been menualisation ‑ demand to raise the status of wage earners to that of salaried workers 1970 blue collar workers became salaried Industry agreements do little to restrict individual plant management. Little about hiring, layoffs, promotion, etc.
51	Next Time Conflict Grievance Administration Comparisons
52	French I.R. ‑ Conflict, Grievance Administration and Comparisons Lecture 4 of 4
53	Administration Reading for Next Class – BLW chapter on Italy
54	Review Employer and Government Organization for IRHRM Large Role of Public Policy Procedural Substantive Bargaining largely at industry level
55	Today Industrial Conflict Administering the Rules Themes and Comparisons
56	I‑ Industrial Conflict Basic Patterns Total work days lost 1990-99 just above Sweden, Germany and Britain but below Italy and Canada Lots of strikes but most very short, hit and run tactics Union strike calls often honored by non‑members, but typically only about 50% response to strike call Strikes less designed to create economic pressure than to display militance for internal consumption and to win public support
57	I‑ Industrial Conflict Basic Patterns Constitution protects right to strike but lockouts and political strikes illegal ‑ grievance strikes legal Frequently employers offer an anti‑strike bonus which is forfeit if a strike occurs or even pays a bonus to strike breakers Basic characteristic of French strikes is spontaneity. Strikes over industrial issues but content largely symbolic and ideological
58	I‑ Industrial Conflict The Revolt of 1968 Began as student revolt but soon spread to workers At its peak, 10 million on strike and engaged in sit‑downs bringing economy to complete halt Recent Conflict General downward trend since about 1980 Work time lost increasingly concentrated in public sector Growth of strikes led by "coordinates" temporary groups unaffiliated to any of the union centers
59	I‑ Recent Conflict Major strike of 1995 - largest since 1968 Began November 24 on railroads Gradually other transport and then other public sector workers joined At peak country near standstill and over 1/3 of civil servants on strike Led by FO and CGT. CFDT leadership opposed Polls showed most Frenchmen sympathetic to strikers, not government Ended after three weeks with government delaying action on rail cuts and retirement but going ahead with health changes and welfare reforms 5 million work days lost
60	I‑ Recent Conflict December 2001 Euro strike December 2001 Air Traffic Controllers February-March 2004 pension strikes March 2004 strike by researchers January 2005 public service strike October 4, 2005 nationwide protest strike
61	II‑ Administering the Rules Personnel Delegates - Their job to present individual and collective complaints Can be grievance or alleged legal violation Can also be new demand Employer must meet with personnel delegates monthly Shop representatives ‑ represent union but have only observer status Labor Court is the legally required last step for all grievances Bi‑partite Elected members by labor and management Available to union and non‑union employees to deal with legal violations, violations of collective agreements, or violations of individual contracts of employment
62	III‑ Themes and Comparisons Highly regulated and legalistic system Radical and Incompatible Ideologies Disunity of the Labor Movement and influence of syndicalist traditions Weakness of bargaining and strength of law in determining working conditions Symbolic Uses of Conflict State has effectively weakened unions Comparisons with Canada, Britain, and Sweden
63	Next Time Begin Italy See Labourstart and Atlapedia