Les dispositifs d'entreprise en direction des familles
This research provides an overview of the facilities proposed by French companies to help their employees, not only to reconcile work and family life, but more widely in the fulfillment of their parental responsibilities. The commitment of companies is strongly framed by the legislation and by the conventional regulations, and the companies' support comes from various sources: Human resources departments, collective bargaining and works councils. The research also captures how work-life balance facilities are bargained. The first part of the report is devoted to the findings of quantitative analysis while the second part describes the diverse provisions enabling employees to improve their parental duties based on a qualitative study. The third part examines the content of some innovative collective agreements on work-life balance and parenthood. In the last part of the report, different commitment regimes are identified with respect to the combination of practices from the social partners within the company, taking account of the contrasted commitment of the trade unions in this issue, as also of the constraints due to the size of the company, the characteristics of the workforce, the profile of the employer and the cultural and historical background of the company.
Bargained Equality: The Strengths and Weaknesses of Workplace Gender Equality Agreements and Plans in France
‘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.
Les aides publiques à la garde des jeunes enfants [Une analyse à partir du modèle de microsimulation MYRIADE]
Les parents d'enfants nes a partir du 1er janvier 2004 peuvent beneficier d''une nouvelle prestation, la prestation d'accueil du jeune enfant (PAJE), dont la vocation est a la fois de mieux les solvabiliser s''ils optent pour une garde payante et de les soutenir financierement s''ils reduisent leur activite professionnelle afin de s''occuper eux-memes de leurs enfants. Pour mieux rendre compte des effets budgetaires et redistributifs de cette nouvelle prestation, le modele de microsimulation de la Caisse nationale des allocations familiales – MYRIADE – a ete amende. Il s''agissait de mieux decrire la situation anterieure a la reforme – en matiere de modes de garde – afin de simuler plus precisement les effets potentiels de modifications de la reglementation dans ce domaine. En plus de la PAJE, deux reformes alternatives des prestations en vigueur en 2003 sont etudiees dans cet article. En fournissant des elements comparatifs, leur analyse permet d''apprecier les options retenues dans le cadre de la nouvelle prestation.