Entering into force at the end of 2017 on the occasion of the reform of the Labor Code, the collective contractual termination (also referred to by the acronym RCC) is an alternative to voluntary redundancy plans or the job preservation plan. Thus, and following the example of the individual contractual termination, the collective version is based on negotiations between the employer and the employees. As a result, human resources departments are faced with the problems of approving, monitoring and deploying the collective agreement termination process.
Prerequisites for monitoring collective bargaining agreements
The implementation of a collective bargaining agreement requires the respect of a certain number of regulatory milestones, without which the CCR plan becomes null and void and inapplicable. The platform used must therefore allow you to follow the negotiations prior to the collective agreement that sets the terms of the CCR, to accompany its approval by the Regional Directorates of Business, Competition, Consumption, Labor and Employment, and finally your digital HR platform must provide the possibility of tracking the applications for the departure of voluntary employees. The ability to process these processes in an automated and traceable manner while ensuring compliance with the legal framework are therefore issues that must be addressed in your company's HRIS.
Which platform to follow collective bargaining agreements?
As this procedure has only recently been put in place, the editors of digital tools dedicated to human resources have not yet integrated functionalities specifically dedicated to CCR. However, we suggest that you discover a few HR platforms that include functionalities capable of supporting you in the complex process of implementing a collective bargaining agreement.
Specialized in the automation of HR administrative processes, PeopleDoc boasts a portfolio of more than 1,000 customers. This French editor, recently under American flag after its recent acquisition, allows to automate the HR processes through a series of steps that you will have defined beforehand. The HR document management system centralizes the issuance and consultation of HR documents. The strength of PeopleDoc lies in its simplified integration with many HRIS, thus facilitating the treatment of grouped procedures.
Payroll and HR management software, the French company PayFit has developed a proprietary technology that allows it to technically integrate the rules of the French Labor Code and the Collective Agreements into its tools in order to render them in a simple and user-friendly manner to the end users. Thus, PayFit offers HR an intuitive path to enable them to initiate and follow step by step a conventional termination process.
Also published by a French company, the Eurecia HR solution is, since the beginning of the 2000s, one of the spearheads of the HRIS market. Known for its modules Strategic Workforce Planning and recruitment, this platform also includes through its HR Portal module that Eurécia allows to dematerialize administrative elements. We also find the possibility to process grouped actions as well as the Nominative Social Declaration and the availability of an electronic safe.
Information systems giant Oracle is offering its HRIS brick to its Cloud ecosystem. Built around the Big Data expertise of the American giant, this HR module is not left out when it comes to managing departure processes. For example, the publisher offers a complete interface between its tool and your financial tools, which makes it possible to process the entire life cycle of employees, right up to the stage of paying severance pay.
NeoBrain's credo is to put artificial intelligence at the service of HR. The possibility of connecting NeoBrain's AI tools to the company's ERP system makes it possible to imagine a fluid process for the management of grouped procedures such as the Collective Bargaining Agreement: this constitutes a real opportunity for HR. As we have seen, the Collective Bargaining Agreement is still a new feature in the toolbox of Human Resources departments. Thus, at the end of 2018 there were less than half a dozen CCRs initiated by companies. It will therefore be interesting to follow the evolution of the Human Resources Information Systems(HRIS) market in the coming months to see how publishers intend to adapt their platforms to regulatory changes. French software vendors have their cards to play here thanks to their in-depth knowledge of the frameworks and their evolution.