By Daniel Lees

Just over 18 months into this union world I’m realising several things which I’ve not seen written anywhere, and which I’d love to have realised earlier on.

One of the main things of note is the word Collectif which we use and write a lot in the CGT. It’s a sometimes frustrating principle that centres around our being strong because we are together. Your CSE and section syndicale are stronger when you talk together, share experiences and your Delegue Syndical ensures an efficient two-way stream of communication throughout your organisation and upwards to the Nirvana of CGT-land in Montreuil. It’s frustrating because relying on each other for strength means we’re sometimes working with camarades who might not understand OUR part of the business (or school), or who might have different priorities. There’s a lot of potential for misunderstandings when relying on a melting pot of a collectif.

This collectif is even more difficult to understand at times because some issue, some “cases”, seem to elicit a muscular, “head office” (think Buckingham Palace or the White House) kind of response, maybe an actual paid-for-by-the-union lawyer, and some don’t. I’ve seen both and it’s useful to understand why (even briefly, as this is a big subject): basically, the union can and will intervene directly (and even financially) when the collectif (ah oui, encore!) perceives that there is a central interest for all, or many, of our members. On other occasions, its more efficient and manageable to lean on the local collectif of your DS who, in coordination with Montreuil, can create an alloy of their local knowledge and expertise with the wider collectif nationally. And that local alliance isn’t always with someone we know very well, despite your and their best efforts to make the time, to understand and to act.

And when the conclusion is that it’s an “individual” action that’s needed in legal terms (as this seems to be the area where I see most confusion, or even dissatisfaction)? Yes, it’s still as part of the collectif! We work together to understand the best pathway (YOUR prudhommes might NOT mean a 24 month wait, a tribunal d’instance might be more appropriate) and to advise on militant lawyers who we know to be smart, ethical and often who’ll offer a militant discount. So, a solo legal action is and should still be part of the collectif approach.

Which brings me to another bug-bear I see for Anglophones: French law. Slow, much slower than I hoped (and if you are thinking “penal” action, get comfortable for, even if it’s definitely appropriate in your case, you’re looking at years not months). And it’s so much less clear cut, less black and white, than anglophone law in my humble opinion: let’s be honest, our wonderful French hosts DO like a debate, the more philosophical, the better.

It’s even harder to believe you’re part of a national collectif when your anglo school/organisation tells you “but we dont do things like that HERE; these international parents expect more than this; you’re too well paid to moan” etc). None of these arguments hold any legal value; if in doubt you’ll contact? Yes! The collectif (DS first, collectif EPI or OF next)

To finish on a positive note, what can YOU do about ensuring you are a strong part of the collectif? Well, one of the great gifts they bestow on each of us as we arrive is a huge host of workers rights (slowly eroding, true). And to learn these? Yes, the collectif who offers the TRAINING courses you are ALL entitled to, salary fully paid by your employer (12 days a year for all employees, 18 for personnel representatives). Have a look today at your best pathway to understanding these (more info: https://efp-cgt.syndicatcgt.fr/se-former/) and remember that YOU are an important link in the collectif: reach out to your DS today with your question, or even your offer of help.

Photo : Mark Hayward