Entered into force at the end of 2017 on the occasion of the reform of the Labor Code, collective contractual termination (also referred to by the acronym RCC) is an alternative to voluntary departure plans or to the employment protection plan. Thus, and like the individual contractual break, the collective version is based on negotiation between the employer and the employees. Therefore, human resources departments are confronted with problems of approving, monitoring and deploying collective contractual termination processes.
Prerequisites for monitoring collective contractual breaches
The implementation of a collective contractual break project requires compliance with a certain number of regulatory milestones in the absence of which the RCC plan becomes obsolete and inapplicable. The platform used must therefore allow you to follow the negotiations prior to the collective agreement that sets out the terms and conditions of the RCC, to support its approval by the Regional Directorates for Business, Competition, Consumer Affairs, Labor and Employment, and finally your digital HR platform must give the possibility of tracking the applications at the departure of voluntary employees. The possibility of processing these processes in an automated and traceable manner while ensuring compliance with the legal framework are therefore all challenges that will have to materialize within your company's HRIS.
What platform to monitor collective contractual breaches?
As this procedure was very recently implemented, publishers of digital tools dedicated to human resources have not yet integrated functionalities specifically dedicated to RCC. However, we suggest that you discover some HR platforms that include functionalities that can support you in the complex process that represents the implementation of a collective contractual break.
People Doc
A specialist in the automation of HR administrative processes, PeopleDoc claims a portfolio of more than 1000 customers. This French publisher, recently passed under the American flag after its recent takeover, makes it possible to automate HR processes through a series of steps that you will have defined beforehand. The HR document management system centralizes the issuance and consultation of HR documents. The strength of PeopleDoc lies in its simplified integration with numerous HRIS, thus facilitating the processing of grouped procedures.
PayFit
Management software in payroll and HR, the French company PayFit has developed a proprietary technology allowing it to technically integrate the rules of the Labor Code and Collective Agreements into its tools in order to return them in a simple and user-friendly way to end users. Thus, PayFit offers HR an intuitive path to allow them to trigger and follow a conventional breakup process step by step.
Eurécia
Also published by a French company, the Eurécia RH solution has been, since the beginning of the 2000s, one of the spearheads of the HRIS market. Recognized for its GPEC and recruitment modules, this platform also includes, through its HR Portal module, that Eurécia allows administrative elements to be dematerialized. It also offers the possibility of processing group actions as well as the Nominative Social Declaration and the provision of an electronic safe.
Oracle HR
The information systems giant Oracle offers its HRIS brick to its Cloud ecosystem. Built around the American giant's Big Data expertise, this HR module is no exception when it comes to managing departure processes. For example, the publisher offers a complete interface of its tool with your financial tools, which makes it possible to deal with the entire life cycles of employees, up to the stage of payment of severance benefits.
NeoBrain
NeoBrain's credo is to put artificial intelligence at the service of HR. The possibility of plugging in AI tools from NeoBrain to company ERPs makes it possible to imagine a fluid process for the management of grouped procedures such as RCC: this is a real opportunity for HR. As we have seen, collective conventional rupture is still a novelty in the toolbox of Human Resources Departments. Thus, at the end of 2018, there were less than half a dozen RCCs initiated by companies. It will therefore be interesting to follow the evolution of the Human Resources Information Systems market in the coming months (SIRH) to see how publishers plan to adapt their platforms to regulatory changes. French publishers have their card to play here thanks to their profound knowledge of frameworks and their evolutions.
