{"id":9665,"date":"2015-10-23T00:00:00","date_gmt":"2015-10-23T00:00:00","guid":{"rendered":"https:\/\/abeille-preprod.eliott-markus.cloud\/petit-dejeuner-juridique\/"},"modified":"2015-10-23T00:00:00","modified_gmt":"2015-10-23T00:00:00","slug":"petit-dejeuner-juridique","status":"publish","type":"post","link":"https:\/\/abeille.law\/en\/petit-dejeuner-juridique\/","title":{"rendered":"Petit d\u00e9jeuner juridique"},"content":{"rendered":"

\"Petit<\/p>\n

Les premi\u00e8res lois sur le dialogue social des 31 janvier 2007 et 20 ao\u00fbt 2008 ont permis une vraie r\u00e9forme structurelle de la n\u00e9gociation et de la repr\u00e9sentativit\u00e9 syndicale. La concertation et la n\u00e9gociation avec les partenaires sociaux ont \u00e9t\u00e9 privil\u00e9gi\u00e9es avant tout projet de r\u00e9forme dans les domaines du droit du travail. Sous certaines conditions, l’accord collectif prenait le pas sur la loi et la convention collective.\u00a0<\/p>\n

\n

Cette nouvelle r\u00e9forme quant \u00e0 elle est loin d’avoir la m\u00eame ambition. Elle ne change pas les attributions et le r\u00f4le de l’ensemble des institutions repr\u00e9sentatives du personnel. En revanche la somme des mesures int\u00e9gr\u00e9es dans cette loi pourra \u00e0 terme r\u00e9ellement transformer et simplifier la gestion des relations collectives dans l’entreprise. Elle permettra, si les DRH utilisent toutes les options propos\u00e9es par loi, d’all\u00e9ger consid\u00e9rablement la charge des d\u00e9partements de Ressources Humaines.<\/p>\n

Pour les entreprises de moins de 300 salari\u00e9s, la simplification sera significative avec la cr\u00e9ation de la d\u00e9l\u00e9gation unique du personnel qui comprend les DP, le CHSCT, et le CE. Cette d\u00e9l\u00e9gation pourra \u00eatre mise en place \u00e0 la seule initiative de l’employeur. Pour les entreprises de plus de 300 salari\u00e9s, un dialogue social positif permettra dans le cadre d’un accord collectif majoritaire de trouver le mode de gestion le plus adapt\u00e9 \u00e0 chaque soci\u00e9t\u00e9. Enfin sur la n\u00e9gociation syndicale, en sus de la simplification et du regroupement des th\u00e8mes de n\u00e9gociation, il convient de relever la fin de la limite du seuil de 200 salari\u00e9s, qui interdisait aux entreprises de n\u00e9gocier des accords collectifs avec leurs \u00e9lus du personnel en l’absence de d\u00e9l\u00e9gu\u00e9s syndicaux.<\/p>\n

Avec plus d’une vingtaine de mesures de ce type dans la loi du 17 ao\u00fbt 2015, il est permis d’esp\u00e9rer qu’elles permettront de simplifier et d’all\u00e9ger la gestion des relations collectives.<\/p>\n

Places limit\u00e9es inscription obligatoire \u00e0 :\u00a0<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

La loi Rebsamen sur le dialogue social : des petits aménagements peuvent cacher une grande réforme…<\/p>\n","protected":false},"author":10,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[189],"tags":[],"class_list":["post-9665","post","type-post","status-publish","format-standard","hentry","category-cabinet"],"acf":[],"yoast_head":"\nPetit d\u00e9jeuner juridique | Abeille Avocats<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/abeille.law\/petit-dejeuner-juridique\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Petit d\u00e9jeuner juridique | Abeille Avocats\" \/>\n<meta property=\"og:description\" content=\"La loi Rebsamen sur le dialogue 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