For part-time contracts concluded on or after 1 July 2014, the working time must be either at least 24 hours per week, as provided for by law, or a shorter duration provided for in a collective agreement, except in special cases provided for by law or collective agreement (e.g. B express request from a worker for personal reasons or for several jobs, e.g. student status, etc.). In the private sector and with the exception of public transport, there is no obligation to inform the employer or to attempt to reach an amicable agreement. There is also no regulation of the minimum or maximum duration of a strike. The occupation of company premises and the prevention of non-strikers at work is also an illegal act. Observers make a series of statements, two of which are particularly important. First, French unions are weak in terms of membership, but they have a strong presence in the workplace and union membership is often closely linked to union involvement. Elsewhere, nearly one in five French trade unionists is an active representative of workers. Second, virtually all collective agreements are extended to the entire sector, resulting in a very high coverage rate of more than 90%, which invites workers to « free movement » and enjoys the benefits negotiated by the unions without having to commit to becoming unionized. Second, if elected officials do not wish to be mandated by a union, the employer can always negotiate with them.
However, the agreement is only valid if it is signed by workers` representatives who together have the support of more than 50% of the staff, as indicated in the last elections for workers` representatives. It is also limited to issues to be negotiated, such as the organisation of working time.B. The agreements thus negotiated do not require coordination of staff. (An earlier requirement that the agreement be approved by a joint union-employer committee at the sector level was repealed by legislation introduced in 2016.) The extension or extension may be requested by either party to the agreement in question and the decision is taken by the Minister, who is advised by a subcommittee composed of representatives of trade unions and employers. In addition to the fact that the agreement fulfils a number of formal conditions, such as.B. ensuring that the agreement has been signed by the competent authorities, there are no specific thresholds – such as the coverage of a certain proportion of workers – that must be respected, while employers` organisations now have a clear right to oppose the extension of an agreement due to the changes made in 2017. In accordance with Article L2522 of the French Labour Code, all labour-related collective disputes may be the subject of conciliation. There is therefore a network of regional conciliation commissions and a national conciliation commission. These tripartite bodies can be used in the event of a collective dispute. .