For a balance to occur, communication is key. Within a company with more than 50 employees, the CSE plays a crucial role in establishing a constructive dialogue between the employer and employees. To encourage exchanges, let's see how to facilitate discussion between employees and employers through the CSE. What are the obligations, means, tools and possible remedies to establish trust and transparency.
CSE and employer communication: what are the one-off and recurring obligations?
Since we are talking about exchanges, let us first address those between the CSE and the employer. We are talking about recurring obligations (on the economic situation of the company, social policy, working conditions, employment and strategic orientation), but also one-off obligations. If necessary, the CSE can call on expertise. It is then accounting (and 100% covered by the employer) and concerns the economic and financial situation of the company, following an economic dismissal involving more than 10 people, or operations to find a buyer. Finally, so-called “authorized” expertise can also be initiated in the event of a serious risk, the use of new technology that could impact the safety or health conditions of employees. Note that the latter is subsidized at 20% by the operating budget of the CSE and the rest borne by the employer.
Using what means and tools can information be disseminated within a company?
We are not going to hide it, the position of elected officials requires a lot of investment and time. The administrative part is only the tip of the iceberg. To reduce this burden and facilitate communication with employees, IT solutions exist. The point is to use these to streamline communication and share important elements seen in meetings. Leeto's CSE software allows you to centralize all important documents for employees and inform them of internal developments (meeting minutes, organization chart, surveys, news feed, collection of participation for events, etc.). The objective is to offload time-consuming tasks to make room for the most important thing: social dialogue.
What are the possible remedies in the event of broken social dialogue?
In the event of broken dialogue between the different stakeholders (CSE, employees, employer, HR, etc.), it may be beneficial to call on an external stakeholder. Its role is not to take a position or even a decision: it is a mediator. It can help renew dialogue and ensure that each party can intervene and defend their opinions. Its mission is to facilitate discussions, but above all to lead to new avenues of reflection. During workshops, team meetings, working groups (or projects), individual interviews or even steering/management committees, the mediator acts in the interest of the company and employees. The aim is to refocus debates, find solutions, actions and restore trust within society.