Le CSE et ses commissions: reconfigurer les instances représentatives pour rationaliser le dialogue social ?

Arnaud Mias (), Paul Tainturier (), Pauline de Becdelièvre, Elodie Béthoux (), Rémi Bourguignon () and Heather Connolly
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Arnaud Mias: IRISSO - Institut de Recherche Interdisciplinaire en Sciences Sociales - Université Paris Dauphine-PSL - PSL - Université Paris Sciences et Lettres - CNRS - Centre National de la Recherche Scientifique - INRAE - Institut National de Recherche pour l’Agriculture, l’Alimentation et l’Environnement
Paul Tainturier: LAB IAE Paris - Sorbonne - IAE Paris - Sorbonne Business School
Pauline de Becdelièvre: IDHES - Institutions et Dynamiques Historiques de l'Économie et de la Société - UP1 - Université Paris 1 Panthéon-Sorbonne - UP8 - Université Paris 8 Vincennes-Saint-Denis - UPN - Université Paris Nanterre - UEVE - Université d'Évry-Val-d'Essonne - CNRS - Centre National de la Recherche Scientifique - ENS Paris Saclay - Ecole Normale Supérieure Paris-Saclay
Elodie Béthoux: IDHES - Institutions et Dynamiques Historiques de l'Économie et de la Société - UP1 - Université Paris 1 Panthéon-Sorbonne - UP8 - Université Paris 8 Vincennes-Saint-Denis - UPN - Université Paris Nanterre - UEVE - Université d'Évry-Val-d'Essonne - CNRS - Centre National de la Recherche Scientifique - ENS Paris Saclay - Ecole Normale Supérieure Paris-Saclay
Rémi Bourguignon: IRG - Institut de Recherche en Gestion - UPEC UP12 - Université Paris-Est Créteil Val-de-Marne - Paris 12 - Université Gustave Eiffel
Heather Connolly: GEM Recherche - EESC-GEM Grenoble Ecole de Management

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Abstract: In companies with more than 300 employees, the operation of commissions within social and economic committees (CSEs) was significantly disrupted by the labour reforms of September 22, 2017. The reforms led to a change in the organization of discussions between employee representatives and management. This article explores the extent of this change in the operation of employee representation bodies, and shows how, in large companies, union representatives and employee relations managers have appropriated the new legal framework to configure and define the operation of CSE committees. We observe that negotiators seized the opportunity to configure CSE committees, either to maintain existing arrangements and routines despite the change in the legal framework, or to innovate and invent new ways of operating. However, beyond the differences observed between companies, there is a common turn in managerial initiatives: the streamlining of procedures and discussions within the CSE. This raises a series of issues and tensions that are particularly apparent in the case of the health, safety and working conditions committee (CSSCT). Yet, we argue that despite managerial expectations of making social dialogue more fluid, the introduction of CSEs has led to the paradox of a more time-consuming simplification.

Keywords: employee representation; labour reforms; social dialogue; workplace committees; Dialogue social; instances représentatives du personnel; commissions; réformes (search for similar items in EconPapers)
Date: 2023
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Published in Chroniques du Travail, 2023, Bilan des réformes de la représentation du personnel et du « dialogue social », 13, ⟨10.4000/12xiz⟩

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Persistent link: https://EconPapers.repec.org/RePEc:hal:gemptp:hal-04391803

DOI: 10.4000/12xiz

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