11 Another point of the investigation questioned the company`s management representatives about the applicable collective of agreements.8 Responses can be grouped according to collectives of conventions, but some combinations were necessary given the small number of jobs in the sample for some collectives of conventions. We used the analytical table of the Consolidated Conventions for Statistical Information (CRIS) developed by DARES. The first level of the combination synthesizes information and organizes our analysis of collective agreements, divided into 25 professional branches. The general application of the collective agreement may be lost. The alternative is a normally binding collective agreement that binds only the contracting parties. Jobert, A., and Rozenblatt, P. (1984). The collective bargaining of industry and enterprise in the crisis. Changes in issues, strategies and practices.
The case of chemistry-pharmacy. “Work and Employment, 20, 17-33. 55These results support the hypothesis put forward by Dominique Meurs (1996) that individualization strengthens the autonomy of collective bargaining at the enterprise level in relation to the industrial level. However, while collective bargaining at the enterprise level directly includes the rules of individualization – including the criteria or the share of individual increases in the total budget, as for the car manufacturer – the actual amount of the increase received by a worker depends mainly on its negotiations with its supervisor and, indirectly, on management`s room for manoeuvre with respect to the total bonus budget. The annual evaluation interview, in which the employee and his supervisor meet outside of collective enterprise bargaining, is crucial. Indeed, regular evaluation interviews are very common in institutions that develop individualization: according to the REPONSE survey, about 73% and 69% of jobs reported conducting such interviews with non-executives and executives, the proportions being even higher in the mixed regulation of wages or in the profiles of unspoord wage regulation. They play a crucial role in setting salaries for both executives and non-executives: for each of the two categories of employees, 73% of managers say that they associate salary changes with the conduct of such an interview, which is considered direct in almost 45% of cases. 20Our cluster analysis shows the diversity of possible forms of interaction between collective bargaining at the sectoral and enterprise levels. The use of a representative survey has the advantage of painting an overview of the ways in which french companies regulate wages.