Social Dialogue Transfer of Undertaking Food Service Europe European Federation of Food, Agriculture & Tourism Brussels 14 th of September 2016 Bertrand DELAMOTTE
PREAMBLE In many countries, not mandatory to transfer employees and you can dismiss employees ( for instance, Russia, Morocco,etc ) Fortunately Europe Union decided to protect workers in case of transfer European Directive 77/187/CEE directive (14/02/1977) set up 2001/23
EU DIRECTIVE 1 Core legislation on transfers of undertakings applies in all member states. From an EU Directive agreed originally in 1977, set up in Directive 2001/23/EC It was anticipated that the single market within Europe would lead to restructuring at national & transnational level, intensification of mergers and acquisitions Directive aims to protect the position of employees When there is a transfer of undertaking or business ( or part of one) from one employer ( transferor) to another ( transferee). If there is a transfer of an organized grouping of resources which has the objective of pursuing an economic activity
EU DIRECTIVE 2 Employees assigned to the undertaking transfer from the transferor to the transferees Rights and obligations arising under a contract of employment or an employment relationship transfer to the transferee Transferee must continue to observe collective agreement Transferor and transferee are required to inform representatives of employees on the dates of the transfer, reasons for the transfer, legal economic and social implication of the transfer, any measures envisaged in relation to employees
EU DIRECTIVE 3 In Europe, it s a common approach but member states have flexibility in how to implement the Directive And we have significant differences between member states due to different local labor laws, different employee representation and because courts in individuals states have interpreted the law in different ways ( for instance UK has a more liberal interpretation with TUPES) Directive applies within a member state but also in principle between member states In case of transfer from EU to a third country outside the EU it s difficult to apply, its depends of country agreement, in practice few people would like to go
Austria COUNTRIES Inform work council or employees Intended date of transfer, reasons for transfer, legal economic & social consequences,measures intended to be taken with employees Employees can object transfer if no respect of pension fund if employer does not accept the dismissal protection negotiated in previous collective agreement section 3 to 6 of the Employment law Harmonization Act Belgium prior to decision inform & consult employee representative bodies Intended date of transfer, reasons for transfer, legal economic & social consequences,not day to day, measures intended to be taken with employees Automatic transfer or resign or stay Pension rights remain unaffected ( protected by social security legislation), collective agreement or compensation Employees are not entitled to object to transfer CBA 32 bis, CBA 9, CBA 5 Act of 20 /09/48, Act of
Czech Republic Denmark COUNTRIES Inform work council or employees Intended date of transfer, reasons for transfer, legal economic & social consequences,measures envisaged which would affect employees Inform work council or employees Intended date of transfer, reasons for transfer, legal economic & social consequences,measures envisaged which would affect employees If employee refuses transferred until 1 day before we have to give notice of termination at least 2 month or make an agreement Pension scheme and benefits transferred by law but with employment contract or agreement Czech labor code act 262/2006 & act 251/2005 Danish law Act 111 amended by act 441 and consolidation act 710 Automatic transfer Protection of pension with secure Danish pension funds
Finland COUNTRIES Inform work council or employees Intended date of transfer, reasons for transfer, legal economic & social consequences,measures envisaged which would affect employees Automatic transfer and consented of employee is not required Mandatory pension right ( employee pension act ), pay, seniority etc. Finland employment contracts act ( 55/2001 ) and act of cooperation within enterprises (334/2007 ) France Obtain expression of work council of client or employees Intended date of transfer, reasons for transfer, legal economic & social consequences,measures envisaged which would affect employees Transfer of the employment contract mandatory 2 pension systems ( social security & complementary ) no impact on social security but for complementary it has to be harmonized (15 month) French Labour code L 1224
Germany COUNTRIES Inform work council or employees Intended date of transfer, reasons for transfer, legal economic & social consequences,measures envisaged which would affect employees Employees entitled to object to transfer ( employment will continue with transferor ) ) HUNGARY Both employers (transferor and transferee) shall inform in writing the WC or employees directly at least 15 days before ( not necessary to reach) Acquiring employer is required to maintain conditions of collective agreement in existence at the time of transfer for one year Transfer of the employment is mandatory Hungary labor code
Ireland COUNTRIES Employer has to inform and consult representatives or group of persons 30 days before transfer, in a view to seeking an agreement Employees could object to transfer ( employment will continue with transferor or transferor could terminate contract with redundancy payment ) Obligations of contract is transferred and if collective agreement must be preserve until expired/replac ITALY At least 25 days before consultation ( not negotiation ) with trade unions Transfer of the employment is not mandatory but the risk is to be dismissed.new employer must apply the same conditions of collective agreement of the transferor ; if the transferee has its own collective agreement, this can replace the transferor s collective agreement
Luxembourg COUNTRIES transferor and transferee are obliged to provide, in reasonable time to the employee representatives information Employees could not object to transfer if employee not willing to accept or he has to resigned collective agreement must be preserve until it expired or be replaced Etc..
FRANCE Labor Code L 1224 & Catering Collective agreement with Amendment n 3 ORIGINE DE LA REPRISE A la gestion directe ou à un concurrent restauration. Nature précise de (des) PRESTATION(S) reprise(s) Existence de SALARIES PROTEGES Si oui, pièce à obtenir : autorisation de transfert de l'inspection du Travail
FRANCE ELEMENTS DU CONTRAT DE TRAVAIL - Pour les reprises à la concurrence (Avenant 3) : Fiches signalétiques et 3 derniers bulletins de salaire - Pour autres reprises :12 derniers bulletins de salaire mentionnant horaire, ancienneté en date, qualification, cotisations,
FRANCE Au delà, contrat de travail : impératif pour les CDD repris à La gestion directe et les contrats spéciaux (apprentissage), nécessaire pour les temps partiels (répartition de leurs horaires), utile en tout état de cause DISPOSITIONS COLLECTIVES - Convention collective, si oui laquelle - Accord d entreprise et/ou de site, lequel
France - Accord sur la Réduction du temps de travail? Si oui, accord à obtenir et informations à réunir sur les modalités de la RTT, notamment sur nombres de jours de RTT, horaire effectif, annualisation temps de travail, régime habillage/déshabillage,... - Usages particuliers Si oui, informations précises sur nature et modes d'attribution
France REGIME DE PREVOYANCE Informations à réunir sur la prise en charge de la Maladie, Invalidité,Décès Existence d'une mutuelle d'entreprise, informations à réunir sur caractère obligatoire ou non et part patronale éventuelle (montant) INFORMATIONS DIVERSES - Nature de tous avantages particuliers existants sans équivalent Sodexo (ex. congés supplémentaires)
FRANCE Modifications prévisibles, individuelles et/ou collectives(ex. éléments rémunération) Contraintes de travail particulières (ex. week-end, nuits, ) Mobilité éventuelle - Repas (temps de repas et prise en charge), pauses Départs prévisibles (retraite, longues maladies, )
Q & A France is not necessary the best benchmark Labour law is local and adaption of EU Directive by each country Main concern : to protect workers, we must define what information to share between employers ( transferor & transferee) before to the transfer