After eight rounds of negotiations, the social partners reached Friday to a draft agreement – which must be initialed by the unions – the harassment and workplace violence.
Long opposed to acknowledge that "some forms of work organizations and personnel management cause themselves from violence and harassment, as required by labor, management has finally made a gesture which made available the situation. The employers have admitted that "certain elements of the work environment, including the" management methods "or" mode of operation of the business, could lead to harassment or violence. "The final text is balanced," acknowledged Bernard Salengro, the CFE-CGC, at the exit. "It has evolved in the right direction", agreed Christine Guinand, the CGT, without commenting on the decision of its Central."It is rather positive," said Jean-Louis Malys, the CFDT.
If it took the wave of suicides in France Telecom for the setting, this negotiation was inevitable anyway, since it aims at transposing a European framework agreement adopted in late 2006. It pursues two objectives. Primo, "improve awareness and understanding of employers and employees against harassment and violence at work to better prevent this behavior, reduce and if possible eliminate them." And deuzio their "provide a concrete framework for the identification, prevention and management problems fast cash advance .ยป
A charter Reference
The draft agreement stipulates that certain employees are more affected than others' because of their gender, sexual orientation, disability or frequency of their relationship with the public. "But all can be victims "of abuse, threats and humiliation, repeated and deliberate" from "lack of respect for the will to harm, destroy". To prevent these abuses, companies should "take a clear position, stating that harassment and violence are not allowed" and the decline "as a charter of Reference describing the procedure in cases of proven facts – the Authors will be punished or even dismissed. They must also "identify the phenomena of harassment or violence at work in order to measure the magnitude (…) and search for preventive measures.
Branches professional requirements are to "develop tools adapted to the situation in their area." Committees of hygiene, safety and working conditions (CHSCT) and occupational physicians are also involved. Managers will be trained.The practical implementation of these provisions in the lives of businesses and their employees may therefore take more time.
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