Description

The law relating to social dialogue and employment (known as the Rebsamen law) has profoundly modified the landscape of IRPs by allowing an à la carte configuration of IRPs (enlarged DUP, grouped body) but also by grouping together consultations and negotiations and by rationalizing the functioning of institutions. This reform also marks a new stage in the promotion of the careers of elected officials and union actors, aiming to strengthen the legitimacy of Staff Representative Bodies (IRP) and improve the quality of social dialogue in the company. This training provides fundamental knowledge of the rights and duties, roles and missions of each of the IRPs, in order to effectively lead body meetings and daily social relations. NB: This training program takes into account the latest legal developments.

Who is this training for ?

For whom ?

Human resources manager. Personnel director. Executive of the HR function. Site or unit manager in contact with staff representatives.

Prerequisites

Training objectives

Acquire a structured knowledge of the IRP.

Master the operation and missions of the IRP.

Evaluate the reciprocal rights and duties.

Limit the legal risks of the offense of obstruction.

Take a step back from its practices to better understand its margins maneuver in relations with the IRPs.

Training program

• Validate the composition of the different bodies
  • Integrate the rules of representativeness.
  • The composition of the different bodies.
  • When can we set up a single staff delegation (DUP)? What modifications following the reform of social dialogue (staff thresholds, scope of competence, etc.
• Master the role of the different authorities
  • What are their areas of intervention? What about the economic and social database (BDES)? The staff representatives (DP)? What questions can they ask...? The CE: when and on what must it be consulted? The new compulsory consultation themes and rules, the use of experts...
  • The CHSCT: information, compulsory consultations...
  • How to work with this body so that it is a 'force of proposal' How does a Single Staff Delegation work? Articulation of the missions of the 3 bodies within the DUP, expertise...
  • The union delegates: what? prerogatives? Identify the new themes in terms of compulsory annual negotiation introduced by the law on social dialogue and employment.
• Ensure the smooth running of the various body meetings
  • Setting the agenda and calling notices.
  • Reports and minutes.
  • The follow-up to be given to the meetings.
• Identify the rights and duties of staff representatives
  • Delegation hours.
  • Freedom of travel.
  • Premises, equipment and budgets.
  • The obligation of confidentiality reaffirmed by the Job Security Act.
  • Access to NICTs.
  • To find out more about remote activities To benefit from the contributions of an expert on a theoretical or practical point: a video 'The history of trade unionism in France'.
  • To appropriate the contributions of an expert on a theoretical or practical point: seven videos 'Current issues and positioning of large trade union centers'.
  • Evaluation of the transfer of acquired knowledge to validate implementation in a work situation