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"The Employers' groups, a model of flexicurity for SMEs "

GE-Transfer Project 2010 that coordinates the European Confederation of Associations of Small and Medium Enterprises (CEA-PME), funded by the European PROGRESS Programme aims to distribute in Europe the model of employer groups and opportunities it provides businesses and employees. The project aims to develop tools to establish the model of employer groups in different European countries. The challenge is to overcome differences in culture and national regulation, then this tool to develop long-term benefit of the labor markets of the Member States. A conference on the final draft will be held March 3, 2011 in Brussels with the participation of the Poitou-Charentes CRGE and European Resource Center for Employer Groups (CERGE).

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additional hours of part-time employees.

A ruling by the Supreme Court sets the limits

Articles 4-14 L3123, L3123 and L3123-17-18 of the Labour Code are intended to limit the number of hours that can make a part-time employee beyond the period stipulated in his contract. It follows that all hours worked beyond that period, whether imposed by the employer or are under contract amendment for part-time work under a collective agreement, are hours Complementary and all those that are worked beyond the limit of one tenth of the expected duration of the contract, must bear the mark of 25% provided for in Article L. 3123-19 Labour Code.
Court of Cassation, social, 7 December 2010, No. 09-42315

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Restructuring in Resource Centres of Employers and development of union structures

Proget 13 which was the entity département of Bouches du Rhône Provence Alpes CRGE Riviera has lost almost all of its financing and, accordingly, terminated the employment contracts of its employees. The mission is taken up by the Departmental Union of Employers of the Bouches du Rhone.

Less than two months after the 10th anniversary of CRGE Poitou Charentes, the Regional Delegate, Thierry Chevallereau leaves his employment "in consultation with the President France Joubert and its Board of Directors." No alternate in this position is announced to date.

In general, the CRGE have more and more difficult to obtain financing from local governments. The latter are facing big financial problems related to divestiture.

Meanwhile union structures of employer groups develop.

the same model that Aquitaine, the Regional Federation of Employers of the Languedoc-Roussillon was created December 10, 2010.

Sitting on his Departmental Federations of GE, including the powerful Fdge Pyrenees Orientales which includes nearly 50 groups for 800 full-time equivalent employees, the FRGE AQUITAINE Defence Association aims of existing groups, independently financed exclusively by membership. It is located 16 Boulevard Frédéric Mistral in Narbonne (Aude).
Its action will not be competing with the current CRGE Languedoc Roussillon whose action is almost entirely oriented towards the promotion of employer groups and studies prior to installation of new groups.

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GEIQ BTP 83: THERE IS NOT ON BEHALF

15-02-2011

La Marseillaise "The agreement [between and the GEIQ DIRECCTE, ed] assumes an obligation of result. If no positive outcome in terms of return to employment, GEIQ not entitled to such aid, "said Jean-Louis Horon (CGT). Two former employees

and CGT denounce "irregularities" in the use of public funds for the employment of disadvantaged.
"professional integration, training, employment, public assistance, attacks against employees who wanted to exercise their rights within the company ... This is a file that is sweeping all these issues. "As stated Jean-Louis Horon, the Departmental Union CGT, the file in question is somewhat thicker.

It concerns a group of employers in the construction industry (building and public works, ie) - as are many in France - in this case the construction GEIQ 83, whose mission is to connect youth 16 to 25 years in integration with companies in order to lead to permanent jobs. An action that enjoys a significant financial windfall through grants from the DIRECCTE (Labour Department) and the Regional Council. The principle is simple: each year the GEIQ committed to deliver a number of young people in the professional circuit and button for each of them a sum of money. The whole subject of an agreement in which all parties agree.
On the basis of statements, that many young people have found jobs, the construction GEIQ 83 must therefore deliver tens of thousands of euros each year.
Until the day when two employees, brought to assume responsibilities that are not theirs during a vacancy management, realize that the famous statements of the services provided to DIRECCTE and Region does not conform with reality. They express their disagreement with this practice and the ax to fall soon. They are fired a few weeks later. They then take contact with the CGT, in addition to defending employees, began to dig the case.


Removing the national label because of "significant deficiencies".

A glazed case, according to Jean-Louis Horon, of "irregularities". "When we started looking at things a little closer, we found that the GEIQ had said 45 contracts in 2009 and 45 in 2010. However, by checking what the trainees have actually found a job, we realized there were 2 in 2009 and one in 2010, "said union official . A slight differential effect. The money, it has instead been collected. 700 euros from the DIRECCTE for each contract, which must be added the 1500 euros in the Region on the same principle. That, insists the CGT, is still a modest sum of about ... 150 000. "The agreement involves an obligation of result. If no positive outcome in terms of return to employment, the GEIQ not entitled to such aid, "says Jean-Louis Horon. The CGT does not naturally failed to inform funders. The Region has taken several steps. The response of DIRECCTE wants to be more terse. In a letter dated 10 December, she informed the union that its "territorial unit is aware of the current difficulties faced by this structure and manage the situation, being very vigilant about the use of public funds." The warden was also warned.
The decision of the National Coordinating Committee of GEIQ seems to say a little more about the situation. This body has indeed removed from his record label last December as a result of "the visit of its secretary general in the premises of Toulon on November 23 [previous ed]" and under "significant irregularities" that have been observed.
One can imagine that neither the two employees nor the CGT have to stop there. The first, deprived of any contact since November, had grasped the Labour Court. As for the CGT, it is going to inform the prosecutor and file a complaint. This should be done this week.

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About the seasonal unemployment of employees of employer groups.

Lu in the letter of the PERILP 02-2011


One of the "ten steps", after focus groups set up by the tourism administration last year, is "to develop a replacement income during training." It is precisely that social partners are currently renegotiating the agreement of Unemployment Insurance, which provides in compensation for job-seekers entering job center at the end of their season. A track
practical implementation of the replacement income would be to establish that the reduction factor will not apply to seasonal workers who enroll in a course of training or qualifications. Certainly imperfect, this measure would nevertheless merit further consideration of the realities seasonal encourage seasonal increase their skill level and thus to better secure their careers.

But how does unemployment insurance for seasonal workers?

recall, first, that unemployment insurance is an insurance against the involuntary loss of employment, hence the "seasonal unemployment," was not compensated until 1998.

remember, then, that are currently considered seasonal employees who worked during the three years preceding the end of work, except in specific cases studying with job center:
• at least two years, in areas defined as seasonal (forestry, recreation center and vacation professional sports activities related to tourism or seasonal agricultural ...) •
or for other sectors who have had periods of inactivity each year at the same time.

In this case, the amount of compensation is calculated in the usual, but it will apply a reduction factor, specifically a reduction in the amount of the allowance, the rate coefficient which will be even greater than season was short, which penalizes the most performing seasonal seasons shorter.

recall, finally, this may seem unfair, because the contributions of businesses and seasonal employees are not reduced, therefore reducing the unemployment benefit? But, also, that in view of the foundations of unemployment insurance, there is no involuntary loss of employment at the end of the season, since it depends on the "season" and not the whim of the employer.

Note from the author of the blog: The use of seasonal contract is very common in employer groups and consistent with the legislation (see previous article "Specifically, what are the labor contracts available to an employer group). This reform would be very attractive to groups that would increase the motivation to implement training path between two seasonal contracts as do some other tool with GE ITC-CSD.

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In Argentina, people grow out of the crisis

In Argentina, people grow out of the crisis from Alter-Echos is Vimeo.

In Argentina, the economic crisis of 2001 has generated unemployment and social despair without precedent. To cope, the city of Rosario has laid the foundations of a genuine policy of urban agriculture. Community gardens located on the periphery, biodynamic farming practices or delivery of baskets of vegetables: it's a food revolution in the heart of the city, which is now live hundreds of families.
To learn more, click here.

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Award and Trophy for the initiative in Economics Social Credit Cooperative

Every year for 28 years, the Foundation awards its Cooperative Credit Award and Trophy for the initiative in social economy ", with the key more than 150 000 € price.

The competition, decentralized agencies in the region via the Credit Cooperative, is the main Action by the Foundation.

Y are rewarded creative initiatives and copies at high gain economic, social, cultural, technological, already implemented by the regional social economy (associations, cooperatives, mutual societies. ..). A group of employers for workers with disabilities has already been awarded in the region.

Regional winners can compete in a second time for national awards, including the first of them is the "trophy".

If the vocation of "Awards and Trophy is to provide financial support and awareness actions with strong entrepreneurial spirit, the contest is also a clear indicator of the changing concerns of French society and the creative dynamism of the social economy.

Recall that the Credit Cooperative Bank is the many employer groups and shares with us the same values ... that many mutual cooperative banks or mutual lost sight

Participate in the 2011 edition Click here http://www.credit-cooperatif.coop/fondation/actualites/detail-des-actualites/?uidactu=401

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Specifically, what are the labor contracts available to employer groups? The Poitou Charentes

What employment contracts groups Employers can they sign for the staff they make available to their members?

The Labour Code does not provide any detailed response since Article L. 1253-1 merely following definition:

"Groups of people within the scope of a single collective agreement may be made in order to make available to their members of staff associated with these groups by an employment contract. "

The administration has nonetheless clarified things in his circular of DRT No. 94 / 6 20 May 1994 relating to employers by quoting an exhaustive five separate cases:

"By defining the purpose of the activity groups, the legislature intended it to cover several situations in which the device can respond:

1 - to share qualified part-time employee (accounting framework with specific expertise);
2 - used successively, following periods of the year, one or more employees for seasonal work being at different times (eg size of fruit trees, harvesting vegetables, summer jobs, fruit harvest in the fall) ;
3 - occasionally receive extra labor to enhance the strength of existing employees, and thus allow to address the needs installments with a worker who has the status of permanent employee of the group;
4 - maintain the continuity of employment of an employee of several companies while the latter was threatened with dismissal or was likely to see its status become precarious
5 - transform precarious in permanent employment through the provision of membership services an experienced employee. "

The first case is distributed among several members an employee who implements his skills, part time, from each participant. The administration is thus the case of hiring a permanent contract (full-time, partial or intermittent) of an employee that each participant would have been able to recruit only full-time and will thus share their skills. Similarly, the third case (reinforcement of manpower installments) and the fifth case (precarious), also refer to this notion of a permanent contract by turning in precarious jobs to permanent employment.

The contract term indeterminate is very often put forward to define the purpose of the group. Yet the reality is quite different. The investigation of the MSA, posted on this blog, over the period 2000 to 2009 reveals that 80% of employment contracts signed in the 4000 agricultural employer groups are fixed-term contracts. The GEIQ, for their part, aim to organize pathways to integration and qualification for the benefit of job seekers facing difficulties employability. The CDI is not the goal, and most employment contracts are contracts for professional duration. Finally, many employers multisectoral groups routinely use the term contracts for extra work or to replace an absent employee of one of their members and regularly publish ads to that effect.

The use of seasonal contract is directly targeted by the administration and has so far never caused trouble. The group's objective is to offer employees more seasonal jobs to enable the employee to be busy all year. This relationship work can be done either by signing a series of seasonal contracts (which opens rights to unemployment insurance in some cases, between season) or as an employment contract intermittent alternating periods of seasonal work and time not worked (which no entitlement to unemployment benefit collection for time not worked) and finally to permanent contract full-time, often accompanied by a modulation of working time.
The seasonal employment contract may include a renewal clause for the following year. Similarly, the employment relationship, facing a series of seasonal jobs may be considered "globally indefinite" with the obligation for employer group to conduct a termination for terminating, as if the employee held a indefinite contract (Cass. soc., June 6, 1991, No. 87-45308: Bull. Civ. V, No. 288).

Unlike seasonal employment, the administration does not cover the case of jobs where it is customary to use the constant term contract, so-called "use" . This contract may be used by companies under one of the 20 sectors listed in Article D.1241-1 of the Labour Code in which activities are found groups of employers such as hotels, catering operations forest. Being an employer group Forest, the Labour Inspectorate has already made known its position without recourse to use contracts of short duration and by encouraging the group to focus on the employment contract of indefinite duration intermittent.

The case of fixed-term contracts for professional cons are possible and the administration has repeatedly emphasized in particular the statement DGEFP No. 2008-14 dated August 20, 2008. Nevertheless, on the ground, we see that access is not the same as it is entered by a GEIQ or by some form of employer group. Regarding the GEIQ, the above statement specifies that the contract may include a provision to a single participant during the term of that contract. By cons, Languedoc Roussillon, dirrect refused two groups of employers to contract professionalization "single-stick "On the grounds that it violates the principle of sharing between several members of the worker enrolled in the hollow in the Labour Code. The signing of

term contracts for extra work by employer groups undoubtedly poses a real legal problem and a fairly general hostility of labor inspectors. In legal terms, it does actually exists no legal basis to justify allowing the use of such contracts whose nature is contrary to the objective of fighting against poverty as the legislature has set itself by creating groups of employers. The use this contract is also excluded by the DRT circular No. 94 / 6 20 May 1994 relating to employers who provide the inverse precarious or casual is possible ... that in the context of a permanent contract. Then there is the problem of the contract. The addition will be specified in the contract of employment is one of the participant and not that of the group. This is the main criticism that was made in portage that was settled by joint agreement of June 24, 2010 Inter. The reason, moreover, by ricochet is also provided in the interim by national interprofessional agreement. This is not the case of employer groups who are undoubtedly significant risks by signing such contracts. Labour inspectors have spoken in this way many times on the subject and even, in extreme cases, notify their right to object to the operation of the employer group to stop this type of scam.

The same criticism regarding the contract of employment can be made for employment contracts to fixed-term "replacement of an absent employee" . This is not an employee of an employer group that is replaced but that of the participant.
It should be noted that in the matter, form specific groups of agricultural employers "alternative service" is an exception in providing not only the replacement (including fixed term contract) from the farmer or spouse but also his employees.

In conclusion, it must remain strictly within the standard and to ensure that each employer group will accomplish its purpose, that is to say, the fight against insecurity and / or participate in the insertion and qualification of people in difficulties.