Setting up the CSE
Determination of the scope (company, establishment), calculation of headcount, negotiation of the pre-electoral protocol, and practical organisation of the elections.
→ Employment · Sub-expertise
The social and economic committee (CSE) has been the single body of employee representation since 2017. Its establishment and operation are governed by technical rules whose disregard can have serious consequences. We assist companies in organising elections, operating the CSE, and managing labour relations.
→ What we cover
Determination of the scope (company, establishment), calculation of headcount, negotiation of the pre-electoral protocol, and practical organisation of the elections.
Conduct of the electoral process: protocol, timeline, candidate lists, voting (ballot box or electronic), declaration of results, handling of disputes.
Periodic meetings, agenda, handling of questions, articulation with the specialised committees (health, safety, working conditions).
Information-consultation procedure on the mandatory topics (strategic direction, economic situation, social policy) and on ad hoc topics (reorganisation, PSE).
Operating budget, budget for social and cultural activities, delegation hours, right of alert, recourse to a chartered accountant.
Defence in the event of a challenge to the elections, the consultations, or the CSE's decisions. Representation before the civil court (tribunal judiciaire).
→ Our approach
01
Calculation of headcount, determination of the scope, drafting of the timeline, preparation of the pre-electoral protocol.
02
Negotiation of the protocol, filing of candidacies, practical organisation of the vote, declaration of results.
03
First meeting of the CSE, appointment of the secretary and treasurer, setting up of the committees, signature of the internal rules.
04
Day-to-day advice (information-consultation, conflict management, negotiation), assistance in the event of litigation.
→ Who we help
Assistance for an SME crossing the thresholds: calculation of headcount, organisation of the first elections, training of representatives, setting up of operations.
Organisation of the renewal at the end of a term (generally 4 years): protocol, lists, voting, handling of any challenges.
Conduct of an information-consultation procedure on a major project (sale, merger, reorganisation), with management of the expert review and negotiation of a reasoned opinion.
Defence against a challenge to the elections (irregularity of the protocol, the vote, or the declaration of results), with rigorous analysis of the grievances.
→ Q&A
A CSE is mandatory from 11 employees. Its composition and powers evolve with the thresholds (notably 50 employees, where it acquires extended powers: information-consultation on strategic matters, budgets, expert reviews).
4 years in principle, but a company agreement may set it between 2 and 4 years. The term of the elected representatives is renewable (subject to conditions relating to the number of successive terms for companies with at least 300 employees).
Three mandatory annual consultations (strategic direction, economic and financial situation, social policy and working conditions), and ad hoc consultations on projects with a significant impact (reorganisation, restructuring, site closure, PSE).
Civil sanctions (the validity of certain decisions being called into question, compensation for employees) and criminal sanctions (the offence of obstruction). Organising elections is therefore an unavoidable obligation, even in the absence of candidates (a deficiency report, procès-verbal de carence).
→ Go further
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