It is normal to also apply this approach to social dialogue

Former Deputy Director of Office of Martine Aubry at the time of the preparation of the 35-hour, Yves Barou is the current Director of the human resources of the Thales Group (31,000 employees in France, 60 of executives). He comes to conclude Thursday, with the CFDT, CFTC, the CGT and FO only the GSC has refused to sign agreement on the social dialogue in the group. With the key a major innovation, first of its kind in France: in order "to see to group or company agreements recognize a high legitimacy", the direction of the Thales Group "is committed to not conclude that majority agreements" that is signed by unions representing at least 50 of the employees outside the declination of the groups agreements signed to date and with the exception of the mandatory annual negotiations.

Why have you decided to do more than sign majority agreements

It is a rule of conduct that we already have and that we have written black on white to give more weight to social dialogue, to take note that a minority agreement would be the translation of unfinished negotiations. The rule of the majority agreement empowers unions such as the Directorate by pushing to discuss until consensus, which is a mature, constructive approach and especially the purpose of social dialogue. Our brand, for the conduct of the projects, it is the sharing of knowledge, a dialogue of quality and the search for consensus. It is normal to also apply this approach to social dialogue.

Should such a rule prevail at the interprofessional level and in all the companies

The relationship between social partners are at a turning point. Either one does nothing and they will continue to unravel and to switch into increased litigiousness, or believed in the virtues of social dialogue and we decided to give him his place in the company. But to revitalize it, cannot avoid the central issue of the legitimacy of the agreements. The rule of the majority agreement is therefore indispensable. This development is going in the direction of the modernization of social relationships. It approaches the France of the other countries of Europe, it leads to better legitimise the social dialogue in a country where bargaining is not the first reflex and the search for compromise is less valued than the unilateral expression of differences.

It cannot but to give a chance for renewal unions granting a premium liability, forcing them to explain their position before employees, while giving more weight to the vote employees. At a time when the representativeness of trade unions debate, this would be the best way to push employees to focus on the life of the Union. And finally, it is a measure of common sense: in all areas, the rule of the majority prevails.

You also have to sign an agreement on the "active management of employment" to divide significantly the number of social plans in the group. What steps you will support you

The social plans are anxiety, stun, long, complex and expensive! But, so far, the mechanics of social law and the need for securing forced employers to address the job losses that the perspective of crisis management, by step, "wood" more later as possible and by using early retirement as a variable of adjustment to buy social peace. Must move to a continuous and coordinated employment management as economic mutations accelerate and the social body is tired of all these injuries. The key, it is the anticipation.

To do this, we build on transparency, with a regular diagnosis with the unions on the developments of our professions and our needs. If it is able to anticipate all developing internal and external mobility, training, and conversion tools, are allowed to react effectively. Here also, unions, employees and employers must take their responsibilities by relying on increased dialogue, in the interest of all.