Égalité professionnelle des femmes et des hommes : la négociation est obligatoire
Auteur | Hervé Duval |
Fonction | Avocat associé, IDAVOCATS Spécialiste de droit du travail |
Pages | 8-8 |
Les négociations devront porter sur tous les éléments de la rémunération des sanctions financières dont le montant serait proportionnel à la masse salariale
Au début de l'année 2008, les entreprises devront, dans le cadre de la négociation annuelle obligatoire, négocier sur les écarts de rémunération entre les femmes et les hommes.
Cette obligation résulte de la loi du 23 mars 2006 qui impose aux acteurs économiques de prendre des mesures positives pour faire disparaître d'ici la fin de l'année 2010, au plus tard, les écarts de rémunération entre les femmes et les hommes. Aux termes de l'article 3 de la loi du 23 mars 2006, les premières négociations devaient être lancées, à l'initiative de partie patronale, dans l'année suivant la promulgation de la loi soit avant le 25 mars 2007. A défaut d'initiative de la partie patronale, la négociation devait s'engager dans les 15 jours suivant la demande d'une organisation syndicale représentative.
Le législateur impose désormais aux partenaires sociaux, au niveau de la branche et des entreprises, de prendre des mesures positives pour faire disparaître les écarts de rémunération entre les femmes et les hommes, au plus tard, le 31 décembre 2010.
Les négociations devront porter sur tous les éléments de la rémunération entendue dans le sens le plus large (voiture de fonction, parking, téléphone mobile, régime de frais, stock- options, mesures d'intéressement et distributions d'actions etc.) mais également prendre en considération tous les évènements de la vie professionnelle qui peuvent être à l'origine d'une inégalité de traitement (le recrutement, la formation, les évaluations, la promotion, la mobilité, l'articulation du temps de la vie professionnelle et familiale etc.) Un effort important devra être accompli en matière de formation non seulement du personnel en charge du recrutement...
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