Metallurgy opened the record for the last week

In three months, the companies which have provided no employment of senior citizens will be made the fine. Effective January 1, will apply in unilateral effect of the penalties in the absence of agreement or plan of action on the subject. The financial issue is far from negligible since it would represent 1 of payroll for each whole month during which the company is not covered (see opposite). This would be for example almost EUR 9 million per month in Vinci.

"Be flexible".

For businesses with fewer than 300 employees, is on the branches is playing since an agreement at this level will be sufficient to exonerate them. But most of them took their time to open negotiations, on the grounds that the decrees of application were published late: discussions between employers and unions resulted in services of automobile, agricultural equipment, wines and spirits as well as the housing companies.

The Secretary of State for employment Laurent Wauquiez, is however optimistic, noting that 33 branches representing half of the employees of the private sector are negotiating (read the interview here). Metallurgy opened the record for the last week. The axe of January offers unions an argument of weight in the report of power with employers. Voices thus in employers federations to ask the State to be conciliatory. "If on specific cases, where the company has clearly played the game, it is a matter of fifteen additional days, will be evidence of flexibility", tells them Laurent Wauquiez.

A device of tutoring

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The question of the undertakings with more than 300 employees, are not simply a domestic agreement. Need them to implement direct measures before January 1, but they are not required to go through fork admit defeat of bargaining with unions: the Decree provides for the possibility of developing a unilateral action plan. And the fact that payment, if any, penalties should take place in the monthly statement of payroll to the Urssaf can they save a few weeks.

Some companies are already being in compliance. The image of the white brothers (restoration), in which a senior Branch was signed earlier this summer in a predictive management of employment and skills (GPEC) agreement. "We are working on two axes: promote senior citizens entry into the Group and facilitate their evolution in the company", specifies the HRD, Sophie Chabot.

September 23, the weekly day of recruitment that the Group organizes since nearly a year in one of the Parisian brasseries was dedicated to the seniors. And a tutoring system must be put in place this month. It will enable seniors wishing to accompany new hires.

Another initiative, the establishment of a "second part of career(Ã lademandedeledesenior) maintenance and a series of actions" for seniors affected by a health problem to be priority in internal mobility ", says Sophie Chabot.

A mid-career maintenance

Same example of voluntarism to the cheap. In the spring, a GPEC agreement was signed, providing for older workers a mid-career renewable maintenance organization every five years.

The company is also committed to "grant, equal skills, a priority of access to available positions" to seniors and to ensure the maintenance of a level of training actions "comparable" to that enjoyed by the rest of the staff, "in them with special attention, in the development of training".