Chapitre 1 - Mise en place du CSE

Chapitre 1 - Mise en place du CSE

• Section 1 - Cadre de la mise en place: This section details the framework for establishing a CSE (Comité Social et Economique).

• Section 2 - Composition, élection, et mandat: Focuses on the structure, election process, and terms of office for CSE members.

• §2. Élections: Details the electoral process, including voting methods (scrutiny) and scenarios where the election proceeds to a second round due to insufficient voter turnout.

• §2. Les contestations: Covers the procedure for contesting election results, setting deadlines and appealing to a judicial tribunal if needed.

• §3. Durée + fin de mandat: Describes the duration of CSE mandates, which typically are 4 years, and explains nuances, such as possible exceptions for companies with more than 50 employees.

Chapitre 2 - Attribution du CSE

• Section 1 - Les entreprises entre 11 et 49 salariés: Defines that companies in this size range don't possess a separate legal entity, so delegation to individuals or entities to represent them is allowed.

• Pas de perso juridique: Clarifies the lack of a distinct legal identity of the CSE for this employee size category.

• Missions: outliines tasks including handling employee relations, which may involve individual or collective claims, such as salary disputes, or applying conventions. Promotion of safety and health, and better working conditions must also be considered through discussions and meetings between the employer and CSE

• Promotion sécu/ santé/ meilleurs conditions travaille: Highlights the importance of discussing working conditions, safety, and health within relevant sections.

• Comment ? Réunion employeur: Emphasized regular meetings with the employer of 1-2 times per year are necessary.

• Section 2 - Les entreprises de plus de 50 salariés: Addresses the roles of the CSE in companies exceeding 50 employees.

• §1. Attributions générales: Outlines the general responsibilities of the CSE in larger companies, encompassing updates to work conditions and economic/climate modifications.

• §2. Consultation et info récurrente: Includes the specific areas requiring consultation by the CSE, in terms of obligations.

Chapitre 3 - Fonctionnement du CSE

• Section 1 - Dispositions communes: Provides common rules for all CSE sizes.

• §1. Les heures de délégation: Deals with the allocation of working hours for CSE duties, covering allowance of time for essential tasks performed, respecting the employees' hours and mandates.

Detailed Aspects (Pages 3 and 4)

• §2. Déplacement + circulation: The CSE can travel within company grounds for meetings and interactions with staff and superiors, but must justify the reason for traveling outside the company if needed.

• §3. Affichage: The importance of clearly displaying information for proper CSE member communication is highlighted.

• §4. Les droits d'alerte: Outlines the specific circumstances under which a CSE can trigger alerts.

• §5. Attributions matières activités soc + culturelle: The responsibilities for social and cultural activities are outlined.

• Subvention (cf en fonction masse salariale): Addresses the specifics of funding linked to company scale.

• §6. Les expertises: Covers the types of expertise required for particular situations (e.g., economic or health).

• Admission employeur ds certains nombre de cas: Details scenarios when a business must involve the CSE in decision-making regarding staff, economics, or labour situations.