FRANCE - TRANSPORT / CENTRAL GOVERNMENT / LOCAL GOVERNMENT / GENDER-BASED VIOLENCE AND HARASSMENT (GBVH) / DOMESTIC VIOLENCE / SUPPORT FOR VICTIMS-SURVIVORS / OCCUPATIONAL SAFETY AND HEALTH (OSH) / SECURITY / TELECOMS
Sector - TRANSPORT
Theme - GBVH / SECURITY
An agreement signed by Groupe SNCF and unions (CGT, UNSA-Ferroviare, SUD-Rail and CFDT) in 2021, builds on agreements dating back to 2006. Chapter 4 of the agreement includes new provisions on gender-based and sexual violence, including TPVH, as well as support for victims of domestic violence, prevention with a focus on groups most at risk such as trainees, and to extend the current “barometer” on perceptions of sexism within SNCF to cover sexual violence. Within three months of the agreement coming into force Group HRD will propose a process for handling cases and a guide on handling sexual harassment and sexist behaviour. Emphasis is given to training managers and workplace sexual harassment representatives appointed in each company. In terms of security, SNCF, has made the fight against GBVH a priority in the Transportation Code (2016 - article L2251-1), which has resulted in SNCF having trained security guards and collaboration with the police department in order to prevent sexual harassment and assault against transport workers and users.
Sector - CENTRAL GOVERNMENT
Theme - GBVH / SECURITY
The French public sector adopted the first CBA on gender equality in the workplace on 8 March 2013. In Chapter 4 there is obligation on the employer to prevent all kinds of gender-based violence at the workplace, as well as domestic violence detected at the workplace. It sets out definitions, legal obligations and sanctions, and foresees training sessions on health and security at work related to gender-based violence for all new civil servants and management hired in the public sector. It underlines the importance role of prevention, including of TPVH, in the workplace OSH committees (Comité d'hygiène, de sécurité et des conditions de travail, CHSCT) which are mandated in the law to detect and prevent violence.
Sector - TELECOMS
Theme - DOMESTIC VIOLENCE / SUPPORT FOR VICTIMS-SURVIVORS
On 22 December 2021, Orange and unions (CGT-KAPT, CFDT F3C, CFE-CGC ORANGE, CGT FAPT, FO-COM, SUD-PTT) signed the "Agreement on professional equality between women and men and the balance between private and professional life within Orange SA 2022-2024”. On domestic and family violence, confidential support is provided by the company social worker, who can guide and support the employee through external procedures or towards the specialized psychological, legal, medical or emergency assistance, financial assistance, including support from associations for victims of domestic violence. Paid leave of five days, which can be divided into half days, may be granted, and emergency housing can be provided through the framework of Action Lodgement. An information brochure sets out measures taken by Orange to support employees who are victims of domestic and violence. Since 2009, employees can receive confidential telephone and face-to-face support from external clinical psychologists. In addition, the agreement implements the framework of the Grenelle against domestic violence, decree n°2020-683 of June 4 2020 which created a new fund for victims of domestic violence.
Sector - TRANSPORT
Theme - DOMESTIC VIOLENCE
The agreement on professional equality signed by Groupe SNCF and unions (CGT, UNSA-Ferroviare, SUD-Rail and CFDT) in 2021, addresses support for victims of domestic violence, Victims of gender-based or sexist violence can be granted three days exceptional leave of absence to attend a court summons, meetings with a lawyer or support from a specialist association, as well as support from company social and health services.
Sector - LOCAL GOVERNMENT
Theme - OSH / SUPPORT FOR VICTIMS-SURVIVORS
Statutory OSH committees play a role in prevention and workplace culture, and a consultative role on TPVH. Unions in France are looking at ways of strengthening the role of the committees to ensure that their opinions carry more weight and to ensure that employers implement their responsibilities regarding functional protection. Good practice examples presented to an EPSU & CEMR seminar “Local Solutions Briefing for the Seminar on Third-Party Violence in France” in tackling rising levels of TPVH in local and regional government were collected as part of a sectoral social dialogue project in local and regional government. They include a pilot including 40 French departments on Compulsory Prior Mediation, and the implementation of prevention initiatives in several small municipalities establishing clear protocols for what to do if a worker is threatened in person or over the phone. In the Occitanie regional administration a policy on TPVH sets out clear processes for protecting workers, reporting TPVH and ensuring effective responses and support for workers. Information about the process been disseminated to employees, which includes a dedicated reporting mechanism and a specially trained ‘cellule de signalement’ (reporting unit) which is responsible for addressing complaints and supporting victims. The seminar recommended that there is a need for better understanding of the role and impact of European agreements, including the Multi-Sectoral Guidelines, and of programmes in local and regional government to prevent TPVH.