Épisode 2 : PETIT RÉFÉRENDUM ENTRE AMIS

Les Brigades du SCID, Saison 1 : la première série sociale uniquement sur Internet et les réseaux sociaux.

La semaine dernière, nous avons décortiqué le 1er alinéa de l’article L2232-12 du Code du travail, (modifié par la loi El Khomri du 8 août 2016) et nous avons démasqué la grande magouille des chiffres.

Voilà maintenant le 2nd alinéa qui, lui aussi, cache une belle imposture (c’est le paragraphe marqué d’une flèche) :

« La validité d’un accord d’entreprise ou d’établissement est subordonnée à sa signature par, d’une part, l’employeur ou son représentant et, d’autre part, une ou plusieurs organisations syndicales de salariés représentatives ayant recueilli plus de 50 % des suffrages exprimés en faveur d’organisations représentatives au premier tour des dernières élections des titulaires au comité d’entreprise ou de la délégation unique du personnel ou, à défaut, des délégués du personnel, quel que soit le nombre de votants. »

► « Si cette condition n’est pas remplie et si malgré cela l’accord a été signé à la fois par l’employeur et par des organisations syndicales représentatives , une ou plusieurs de ces organisations ayant recueilli plus de 30 % des suffrages disposent d’un délai d’un mois à compter de la signature de l’accord pour indiquer qu’elles souhaitent une consultation des salariés visant à valider l’accord. »

Donc un accord d’entreprise ou d’établissement n’est valide que si le patron le signe avec 50% des organisations syndicales en présence. Jusque là, on peut se dire que c’est sympa et que cela renforce le dialogue social. Sauf que nous avons vu la semaine dernière qu’on bidouillait les chiffres pour atteindre plus facilement ces 50%…

Mais pauvre patron ! Imaginez que, malgré le bidouillage, il n’ait pas convaincu 50% des organisations syndicales, sera-t-il bloqué ? Eh non, car il a un plan B, la loi El Khomri a pensé à tout et a rajouté une disposition in extremis : si le patron n’a que 30% des syndicats qui sont d’accord avec lui, il a un autre moyen de faire passer son accord : le RÉFÉRENDUM !

Sur le papier, cela paraît démocratique de consulter les salariés, oui bien sûr. Mais en réalité, c’est un bel effet d’annonce (comme le coup de l’accord majoritaire de l’épisode précédent).

Pourquoi ? On analyse ensemble. 3 raisons majeures :

♣ La 1ère, qui nous met la puce à l’oreille, est que le référendum de la loi Travail a été créé à la demande des patrons. C’est une revendication patronale pour contourner les organisations syndicales qui bloquent les accords jugés toxiques pour les salariés. Croyez-nous, les patrons sont sûrs que le référendum leur sera favorable. Sinon ils ne l’auraient pas demandé, ils ne sont pas fous, les patrons ! Nous verrons plus bas pourquoi et comment.

♥ La 2nde est qu’il est évident que le référendum ne servira qu’à faire passer des régressions sociales. En effet, les salariés ne seront jamais consultés pour des trucs chouettes, comme par exemple l’obtention d’une 6ème semaine de congés payés !

♠ La 3ème, plus technique, c’est que ce sont les organisations syndicales minoritaires qui pourront déclencher un référendum pour aller dans le sens du patron. Et c’est le patron et ces syndicats minoritaires qui auront, ensemble, la main sur l’organisation du référendum : calendrier, modalités de vote, question posée…

entrez_dans_la_pratiqueSi vous nous avez suivis jusque-là, vous allez comprendre que l’employeur fera tranquillement son marché. Prenons un exemple concret :

Imaginons qu’un employeur veuille négocier un accord pour pouvoir payer les heures supplémentaires de ses salariés dans 3 ans. Eh oui, c’est possible grâce à la loi El Khomri.

Il demande donc aux syndicats présents de négocier et de signer son accord.

Les brigades du SCID, présentes dans l’entreprise et totalisant plus de 50% des voix aux dernières élections, refusent tout net et demandent à l’employeur – au vu de ses confortables bénéfices – de négocier des avancées sociales et non des régressions.

L’employeur est bien embêté… Il se tourne vers les autres syndicats réformistes (que nous qualifions nous de régressites) pour signer son accord. Après avoir rechigné pour la forme, ces syndicats, qui totalisent plus de 30%, signent.

indexMais pour que l’accord soit valide, il faut organiser un référendum des salariés. Comme dit plus haut, ce sont les syndicats réformistes et le patron qui, main dans la main, organise le tout.

Et hop c’est parti ! Campagne de communication massive dans l’entreprise et à l’extérieur : médias, télé, radios… pour les plus grosses entreprises, tout y passe.

Imaginez un titre au 20H de France 2 : « Pour sauver les emplois, l’employeur X décide de payer les heures supplémentaires dans 3 ans, un petit sacrifice pour les salariés… » Polémique ! Et naturellement, personne ne vérifie les comptes de l’entreprise et la pertinence de cette mesure.

On l’a vécu pour les ouvertures du dimanche, on ne dit pas n’importe quoi. Lire

SCID RÉFÉRENDUMEt que faire si votre employeur vous dit : votez POUR cet accord signé avec les syndicats réformistes (régressites), sinon je vais mettre la clé sous la porte, sinon je devrais licencier ?

Les salariés devront voter avec une pression considérable sur les épaules.

Les salariés devront voter, sans avoir le même niveau d’information et de formation que les délégués syndicaux dont c’est la mission. Car les syndicats ont accès à des documents qui leur permettent de connaître l’entreprise, sa situation économique et financière, ses effectifs, sa stratégie, ses éventuelles difficultés. Ils peuvent se faire assister d’experts pour bien analyser les situations et sont donc en capacité de contredire le discours de l’employeur, arguments à l’appui.

Les salariés en revanche, n’ont pas ces informations et devront croire leur employeur sur parole.

Évidemment, les organisations syndicales qui ne sont pas d’accord pourront aussi communiquer. Mais elles n’ont ni les moyens, ni la crédibilité de l’employeur. Et elles sont la plupart du temps honteusement caricaturées. Souvenez-vous de Pierre GATTAZ (Medef) qui traitait des manifestants de terroristes !

La campagne est déséquilibrée. L’avantage de l’employeur est considérable.

ob_c281e2_referendum-contre-avis-des-syndicatsNous ne sommes pas les seuls à le dénoncer, Jérôme Pélisse, professeur de sociologie à Sciences Po et spécialiste des relations professionnelles a récemment dit dans la presse : « Dans une période de chômage de masse, on est structurellement dans une forte situation de déséquilibre des rapports de force. Le chantage à l’emploi, individuel et collectif, d’un employeur envers ses salariés, ça existe, il y a eu des exemples ».

Pastèque sur le gâteau, la loi El Khomri supprime le droit d’opposition qui existait avant pour les organisations syndicales majoritaires (qui totalisaient plus de 50% des voix), et qui permettait de bloquer un accord jugé toxique pour les salariés.

Une majorité syndicale ne peut donc plus s’opposer à une minorité. C’est le début de la fin des délégués syndicaux dont la spécialité est de négocier les accords d’entreprise. Si tout se fait par référendum, plus besoin d’eux.RÉFÉRENDUM

Un ENORME cadeau aux patrons qui pourront faire ce qu’ils veulent dans leur boîte. Les contre pouvoirs – déjà largement caricaturés et dévalorisés – sont considérablement affaiblis.

Les contre-pouvoirs sont pourtant plus que jamais nécessaires dans les entreprises pour rassembler les salariés, les informer de leurs droits et les protéger contre les injustices.

Pour lutter contre les petits référendums entre amis et les régressions sociales, les Brigades du SCID utiliseront la plume pour informer et informer sans relâche les salariés qui pourront, alors, voter en toute connaissance de cause et ne pas se laisser embobiner par le baratin patronal.
A SUIVRE...JEUDI 16 FÉVRIER
Épisode 3 : ACCORDS A LA CARTE (nous verrons quelles régressions les patrons pourront faire passer grâce à la loi El Khomri)
Tous les jeudis à 20h55 sur le SCID.
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