Continuous training: reinforced sessions for managers
The report* points out that the managers, still between a rock and a hard place, are now invested with new missions. In particular that of bringing together work groups working on site and/or remotely. All tinged with strong expectations in terms of CSR. Not easy.
So the authors recommend reinforce continuous training for managers. ” A starting point could be the new “CLEA management” certification, resulting from the joint approach led by Certif’pro, which identifies the key skills of a management responding to a functional logic, and is based on shared fundamentals ( give meaning to work, conduct cooperative work and participatory working methods, for example”explain the authors of the report.
You might be interested:
Social dialogue: more exchange outside traditional representative bodies
The authors recommend to ” renew democracy at work by generalizing the professional dialogue on the quality and organization of work, in the public sector as well as in the private sector”.
They also suggest “to lower the threshold for the obligation to set up a Health, Safety and Working Conditions Commission (CSSCT) on the basis of extended branch agreements, particularly in the sectors of activity most exposed to occupational risks” .
CSR: an assessment of companies with a mission
Objective ? Giving new impetus to companies with a mission. How ? By evaluating the impact, in terms of work quality, of the choice of mission-driven company status and the expansion of the Employee participation to corporate governance.
You might be interested:
Personal pro-life life: towards generalization of the 4-day week?
To meet the expectations of employees on a better balance between work and personal life, the report recommends carrying out a full-scale assessment of companies that have switched to a 4-day week. This would allow employees whose position is not telecommutable to take advantage of additional days off.
You might be interested:
Personal pro-life life: making the right to disconnect efficient
Yet enshrined in the labor code, this right to disconnect the evening, the weekend, during the holidays… is, for the moment, very little respected by the employers and the employees themselves. The rapporteurs of the text therefore encourage “the signing of co-constructed time charters, including parenthood charters; make them live over time, by animating them and updating them regularly with the workers”.
They also recommend training managers on this subject, and in particular to be made aware of good practices for identifying weak signals of burnout. Nothing really new under the sun, in short.
You might be interested:
Leave: creation of a portable universal time savings account
Already in the electoral program of Emmanuel Macron, the universal time savings account allowing to capitalize days of leave not taken to have them later, and this, even in the event of change of company, resurfaces in this report. In short, a portable time bank!
Seniors: arranging the end of their careers
In addition to the device phased retirement which has just been endorsed by the new law reforming pensions, the authors of this report recommend “designing a system for adjusting the end of career allowing a gradual reduction in activity partially compensated for companies/organizations and workers “. Unfortunately without saying more. So a new avenue to dig for the (semi)-maintenance in the employment of seniors.
Conversion: more readable devices
Because artificial intelligence is forcing and because the issues related to global warming, energy and new technologies are real, professions are evolving and will continue to change. Some employees will be able to jump on the bandwagon by training, others may have to retrain… Whatever the option, systems (CPF, C2P, CEP, etc.) already exist for each of these courses. Except that their readability (and understanding) is almost zero for ordinary mortals.
The report points to the usefulness of create a single portal for accessing different social accounts (CPF, C2P, CEP) in order to ensure knowledge and above all mobilization by everyone. Enough to navigate through this administrative imbroglio?
Social: more secure career paths thanks to portable social rights
The Assises du Travail noted the difficulties that the different categories of precarious workers had, on the one hand, in establishing social rights and, on the other hand, in being able to use them. In particular the absence or low level of daily allowances, coverage for accidents at work and occupational diseases, access to unemployment, retirement pensions, etc. In addition to an IGA-IGAS-IGF mission aimed at assessing the nature effectiveness of the social rights acquired by workers whose employment contracts are the most precarious, in the private sector and in public services, this report insists on the fact that a negotiation can lead to a decent cover for the risk of accidents at work and occupational diseases for all platform workers, for example.
Occupational health: focus on primary prevention
The report insists on the notion of “primary prevention” to limit accidents at work, occupational diseases and other psychosocial disorders among employees. And recommends “adding a 10th general principle of prevention to article L.4121-2 of the labor code: listen to workers on technique, the organization of work, working conditions and social relations”.
The authors also recommend strengthening the training of employees and employers on the subject. But also to insist on these subjects in initial training.
REPLAY video: Press conference on the occasion of the submission of the report to the Minister of Labor on April 24
Live🔴| Follow the delivery and presentation of the Assizes of Labor report to @olivierdussopt by Sophie Thiéry and @jdsenard ⬇️#CNR #Travail https://t.co/eC1LYmHH3w
– Ministry of Labor (@Travail_Gouv) April 24, 2023
Full text of the Labor Conference report of April 24, 2023
Click on the picture