{"id":65,"date":"2019-10-23T18:14:41","date_gmt":"2019-10-23T18:14:41","guid":{"rendered":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/?page_id=65"},"modified":"2019-10-29T07:17:55","modified_gmt":"2019-10-29T07:17:55","slug":"france","status":"publish","type":"page","link":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/france\/","title":{"rendered":"France"},"content":{"rendered":"\n<ul class=\"wp-block-list\"><li><strong>Introduction and overview of the country<\/strong><\/li><\/ul>\n\n\n\n<p>Employment relations and human resources practices in France are highly regulated by French law. This work will consist some of the recruitment and selection practices and regulations in France, as well as employment statistics, description of elements of the French CV, and some basic information about unions in France.<\/p>\n\n\n\n<p>According to OECD (2019), 65.5 percent of the population that is of working age in France are employed. Also, out of the employed population, there is 11.7 percent of self-employed people. 40.4 percent of the unemployed population are in long-term unemployment. Moreover, there was a youth unemployment rate of 20.77 percent in France in 2018 (Statista, 2019).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Recruitment practices <\/strong><\/li><\/ul>\n\n\n\n<p>First of all, when there is a job\nopening, an employer must contact the Pole d\u2019Emploi (Governmental Employment\nAgency) to notify them about it. Then an employer has to post the vacancy on\nthe job site or in a newspaper. Postings in English language are prohibited and\nmust all be in French (EuroDev, 2018).<\/p>\n\n\n\n<p>Only free-of-charge job advertising\nnewspapers are permitted to be used for job postings. In general press, postings\nof jobs are only permitted if a publication is not aiming specifically at job\nadvertisements. The date is required on all published job advertisements. An\nanonymous job offer can be advertised as well. However, the name and address of\na company must be provided to a person who is in charge of the advertisement\npostings (Audouze and Albiol, 2018).<\/p>\n\n\n\n<p>There are various aspects that are prohibited by French law when it comes to job advertisements. Firstly, job advertisements cannot be written in any other language but French. Secondly, it is strictly prohibited to mention an upper limit for the age of candidates. Thirdly, it is not allowed to even mention any discriminatory criteria in a job posting. Finally, it is prohibited to lie, mislead and provide false characteristics or aspects of the job that is being advertised (Audouze and Albiol, 2018).<\/p>\n\n\n\n<p>There are many alternatives when it\ncomes to websites where employers can post their job openings. Some of those\nwebsites with the links and descriptions of specific types of jobs being posted\non each website can be found in Table 1.<\/p>\n\n\n\n<p>Table 1: French Job Posting\nWebsites<\/p>\n\n\n\n<table class=\"wp-block-table\"><tbody><tr><td>\n  <strong>Name:<\/strong>\n  <\/td><td>\n  <strong>Types of Jobs:<\/strong>\n  <\/td><td>\n  <strong>URL:<\/strong>\n  <\/td><\/tr><tr><td>\n  Craigslist\n  <\/td><td>\n  Jobs postings mainly from Paris\n  <\/td><td>\n  <a href=\"https:\/\/paris.craigslist.org\/\">https:\/\/paris.craigslist.org\/<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  ABG L\u2019intelli\u2019agence\n  <\/td><td>\n  Medical and scientific jobs\n  <\/td><td>\n  <a href=\"https:\/\/www.abg.asso.fr\/fr\/\">https:\/\/www.abg.asso.fr\/fr\/<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  Emplois Verts\n  <\/td><td>\n  \u201cGreen\u201d type of jobs\n  <\/td><td>\n  <a href=\"https:\/\/www.bonial.fr\/Emplois-Verts\/\">https:\/\/www.bonial.fr\/Emplois-Verts\/<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  Strat\u00e9gies Emploi\n  <\/td><td>\n  PR, communications and marketing\n  jobs\n  <\/td><td>\n  <a href=\"http:\/\/emploi.strategies.fr\/\">http:\/\/emploi.strategies.fr\/<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  Emploi Annonces\n  <\/td><td>\n  All types\n  <\/td><td>\n  <a href=\"http:\/\/emploiannonces.fr\/\">http:\/\/emploiannonces.fr\/<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  Monster\n  <\/td><td>\n  All types\n  <\/td><td>\n  <a href=\"https:\/\/www.monster.fr\/\">https:\/\/www.monster.fr<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  Indeed France\n  <\/td><td>\n  All types\n  <\/td><td>\n  <a href=\"https:\/\/www.indeed.fr\/\">https:\/\/www.indeed.fr<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  L\u2019H\u00f4tellerie Restauration\n  <\/td><td>\n  Hospitality jobs\n  <\/td><td>\n  <a href=\"https:\/\/www.lhotellerie-restauration.fr\/\">https:\/\/www.lhotellerie-restauration.fr\/<\/a>\n  <\/td><\/tr><tr><td>\n  ANEFA\n  <\/td><td>\n  Viticultural and agricultural\n  jobs\n  <\/td><td>\n  <a href=\"http:\/\/www.anefa-emploi.org\/ANEFA_FRONT\/\">http:\/\/www.anefa-emploi.org\/ANEFA_FRONT\/<\/a>\n  <\/td><\/tr><tr><td>\n  The Local\n  <\/td><td>\n  All types\n  <\/td><td>\n  <a href=\"https:\/\/www.thelocal.fr\/jobs\/\">https:\/\/www.thelocal.fr\/jobs\/<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  Keljob\n  <\/td><td>\n  All types\n  <\/td><td>\n  <a href=\"https:\/\/www.keljob.com\/\">https:\/\/www.keljob.com<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  Recrut\n  <\/td><td>\n  All types\n  <\/td><td>\n  <a href=\"http:\/\/www.recrut.com\/\">http:\/\/www.recrut.com<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  Les Jeudis\n  <\/td><td>\n  All types\n  <\/td><td>\n  <a href=\"https:\/\/www.lesjeudis.com\/emploi\">https:\/\/www.lesjeudis.com\/emploi<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  IAPA\n  <\/td><td>\n  French agencies for au pair jobs\n  <\/td><td>\n  <a href=\"https:\/\/www.iapa.org\/\">https:\/\/www.iapa.org\/<\/a>\n  &nbsp;\n  <\/td><\/tr><tr><td>\n  L\u2019Etudiant\n  <\/td><td>\n  Graduates and students jobs\n  <\/td><td>\n  <a href=\"https:\/\/www.letudiant.fr\/jobsstages.html\">https:\/\/www.letudiant.fr\/jobsstages.html<\/a>\n  &nbsp;\n  <\/td><\/tr><\/tbody><\/table>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Selection practices<\/strong><\/li><li><strong> Background checks<\/strong><\/li><\/ul>\n\n\n\n<p>Background checks are an extremely\nimportant part of the selection process. There are multiple parts of the\nprocess that employers can and cannot do in France. This section will look at\nlaws and regulations of different parts and processes of background checks.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Criminal records<\/strong><\/li><\/ul>\n\n\n\n<p>In France, generally, employers can not request any information or copy of a candidate&#8217;s criminal records. The only party who can make this request in France is a person whose record it is, and any third party is prohibited from requesting this type of information. However, some types of companies can request a copy of a criminal record. Those are organizations like bankers, attorneys (regulated professions), and those of securities companies (Grange, 2019).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Drug screening<\/strong><\/li><\/ul>\n\n\n\n<p>The drug screening can be done only\nif a job position justifies it and if a company inform a candidate about the\ntest. Those may be positions in transportation or security services. Otherwise,\ncompanies are not allowed to perform routine drug tests in the workplace (Audouze\nand Albiol, 2018).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Medical history<\/strong><\/li><\/ul>\n\n\n\n<p>Candidates are not required to\ninform an employer about any disabilities or health issues they have, as well\nas the information about weight or size. An occupational doctor is the only\nperson who should be informed about this kind of information when performing a\nmedical check-up (Fantoni-Quinton and Laflamme, 2017).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Credit checks<\/strong><\/li><\/ul>\n\n\n\n<p>The information about a job\napplicant\u2019s loans or bank accounts is not allowed to be gathered by employers (L&amp;E\nGlobal Knowledge Centre, 2016).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Social media<\/strong><\/li><\/ul>\n\n\n\n<p>The use of social media by an\nemployer to collect information about a candidate is technically not\nprohibited. However, an applicant must be informed about it, otherwise, a\ncompany is not allowed to collect any personal information about a candidate\nfrom social media, so to investigate the social media, an employer must first\nnotify an applicant about it. Also, the Labour Code of France has a\nproportionality obligation, which means that the amount of information\nrequested, gathered and processed about a candidate must be proportional to the\nposition this candidate applies for. This obligation applies to both potential\ncandidates and current employees of a company. This presupposes that only\nnecessary for the assessment of employees\u2019 professional abilities information\nis being collected by employers (Audouze and Albiol, 2018).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Immigration status<\/strong><\/li><\/ul>\n\n\n\n<p>A non-discrimination principle\nforbids employers in France to a dismissal of employees or refusal to hire\ncandidates based on a person\u2019s nationality. However, all employers are allowed\nto directly ask a candidate about their nationality and civil status (Frenchlaw,\n2019).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Other<\/strong><\/li><\/ul>\n\n\n\n<p>The information regarding an applicant&#8217;s past work and professional experience, professional training, diplomas, and references can be collected by employers to ensure a candidate\u2019s professional competence. These rules are strictly applied and controlled by courts in France and ensure that employers are prohibited from requesting any information about an applicant&#8217;s personal private life. For instance, employers in France are allowed to ask a candidate to provide their diploma but are prohibited from asking anything about their university life (Audouze and Albiol, 2018).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>\nProtected Categories<\/strong><\/li><\/ul>\n\n\n\n<p>There are multiple categories that\nare protected by French law and are prohibited from becoming a base of\ndiscrimination. Those categories will be discussed below.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Age<\/strong><\/li><\/ul>\n\n\n\n<p>According to French law, job\napplicants and employees cannot be discriminated against by an employer on the\nbasis of their age. However, a treatment based on age may be different if it is\njustified by different prohibitions of a person to work under some specific\nconditions or perform some specific duties. Also, if there is some certain\ntraining necessary for a position that justifies a setting of maximum\nappropriate age for a position (Mercat-Bruns, 2015).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Disability<\/strong><\/li><\/ul>\n\n\n\n<p>French law strictly prohibits any\ndiscrimination behavior that is based on a person\u2019s disability. At least six\npercent of an organization\u2019s total workforce must be represented by people with\ndisabilities, as it is required by the Labour Code of France (Mercat-Bruns,\n2015).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Race<\/strong><\/li><\/ul>\n\n\n\n<p>Ethnic group or race cannot become\na reason for employee discrimination, as the French law strictly prohibits it (Hargreaves,\n2015).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Gender<\/strong><\/li><\/ul>\n\n\n\n<p>French law forbids any kind of\ndiscrimination that is based on gender. French labor law ensures that gender\nequality is established in the professional world. However, gender distinctions\ncan be made if there is an essential professional requirement, and the\nobjectives of an employer are legit (Gallot, 2016).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Sexual orientation<\/strong><\/li><\/ul>\n\n\n\n<p>French law protects employees by\nstrictly prohibiting any discrimination that is based on sexual orientation (Laurent\nand Mihoubi, 2012).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Medical<\/strong><\/li><\/ul>\n\n\n\n<p>French law does not allow any medical condition based discrimination. Nevertheless, if there is an appropriate and necessary reason\nbased on a labor physician\u2019s comment on the incapacity of an employee, some\ndifferences in terms of treatment can be justified. Employee\u2019s illness cannot serve\nas a reason for their dismissal by the employer unless there are repetitive\nleaves happening that cause a disruption of activities and operations of a\ncompany, which makes it inevitable for this employee to be permanently replaced (Fantoni-Quinton\nand Laflamme, 2017).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Religion<\/strong><\/li><\/ul>\n\n\n\n<p>The law of France forbids any discrimination that is based\non people\u2019s beliefs or religion. On the other hand, religious practices\u2019\naccommodation is not mandatory to be done by employers in France. Also,\nit is possible that sometimes, employers in a public sector may not allow certain\nreligious practices at the workplace (Audouze and Albiol, 2018).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Other<\/strong><\/li><\/ul>\n\n\n\n<p>Staff representative and union representative statuses\ncannot provide employees with an advantage or different treatment by an\nemployer, as it is forbidden by French law. This status already grants them\nwith a labor code\u2019s additional protection, meaning that their termination and\nresignation will be done under a specific control and regulations, which aim at\nensuring that the reasons are not of a discriminatory nature (Bamber et al.,\n2016).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Miscellaneous information<\/strong><\/li><li><strong> CV<\/strong><\/li><\/ul>\n\n\n\n<p>A curriculum vitae (CV) in France is usually done in two\nways. The first way is a CV in a reversed chronological order. The second way\nis to make a CV function clustered. Also, aspects like extra-curricular\nactivities and hobbies should not be getting a lot of attention in a CV. The CV\nin France generally has a maximum of two pages of content, which includes the\nfollowing:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>A\nphoto<\/li><li>Full\nname<\/li><li>Nationality\nand place of birth<\/li><li>Age<\/li><li>Civil\nstatus<\/li><li>Address\nand telephone number<\/li><li>Education\n(the highest one)<\/li><li>Past\nwork experience and responsibilities (in details)<\/li><li>Language\nskills<\/li><li>References\nshould not be included<\/li><\/ul>\n\n\n\n<p>Also, a five lines section called \u201cprojet professionel&#8221;\nis usually included and consists of a description of a candidate\u2019s educational\nbackground, skills usage, and a vision of oneself in five to ten years (Ripmeester,\n2018).<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong> Unions<\/strong><\/li><\/ul>\n\n\n\n<p>Unions are not popular among employees in France. Only\nless than ten percent of employed people in France are members of unions. Those\nare mostly people working in the public sector. Nevertheless, in France, both\nmembers and non-members of unions are benefiting from collective bargaining\nagreements, as terms of those agreements apply to all employees of a company or\nan industry. All employees are able to become members of any union they choose\nwithout employers\u2019 interventions. Also, all companies that have more than 50\npeople employed has to have work councils. Ten percent representation of a\nworkforce of a company is what needed for a union to be able to choose its\nrepresentative that will be able to sign and negotiate collective bargaining\nagreements. Also, there can be signed collective bargaining agreements that\ninfluence a whole industry and must be considered by all companies operating in\nthis industry (Bamber et al., 2016).<br><\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Bibliography<\/strong><\/li><\/ul>\n\n\n\n<p>Audouze, K., and Albiol, J.\n(2018).&nbsp;<em>Employment &amp; labour law in France | Lexology<\/em>. [online]\nLexology.com. Available at: https:\/\/www.lexology.com\/library\/detail.aspx?g=ba22c6b9-082d-4b8c-9b23-977c7f33abfa\n[Accessed 16 Oct. 2019].<\/p>\n\n\n\n<p>Bamber, G. J., Lansbury, R. D.,\nWailes, N. and Wright, C. F. (2016).&nbsp;<em>International and comparative\nemployment relations<\/em>. 6th ed. Los Angeles: SAGE.<\/p>\n\n\n\n<p>EuroDev. (2018).&nbsp;<em>Hiring in\nFrance &#8211; What you need to know &#8211; EuroDev<\/em>. [online] Available at:\nhttps:\/\/www.eurodev.com\/hiring-in-france\/ [Accessed 18 Oct. 2019].<\/p>\n\n\n\n<p>Fantoni-Quinton, S. and Laflamme,\nA. M. (2017) \u2018Medical selection upon hiring and the applicant\u2019s right to lie\nabout his health status: A comparative study of French and Quebec Law\u2019,&nbsp;<em>Alter\n&#8211; European Journal of Disability research, Revue europ\u00e9en de recherche sur le\nhandicap<\/em>, 11(2), pp. 85\u201398. doi: 10.1016\/j.alter.2017.03.001.<\/p>\n\n\n\n<p>Frenchlaw. (2019).&nbsp;<em>Immigration\n&amp; Visa Information in France<\/em>. [online] Available at:\nhttp:\/\/www.frenchlaw.com\/Immigration_Visas.htm [Accessed 15 Oct. 2019].<\/p>\n\n\n\n<p>Gallot, F. (2016) \u2018La Protection du\nSexe Fort: Quand la France est Condamnee pour Discrimination (1988-91)\u2019,&nbsp;<em>Canadian\nJournal of Women and the Law<\/em>, (Issue 3), p. 602.<\/p>\n\n\n\n<p>Grange, J. (2019). [online]\nUk.practicallaw.thomsonreuters.com. Available at:\nhttps:\/\/uk.practicallaw.thomsonreuters.com\/0-503-0054?transitionType=Default&#038;contextData=(sc.Default)&#038;firstPage=true&#038;bhcp=1\n[Accessed 12 Oct. 2019].<\/p>\n\n\n\n<p>Hargreaves, A. G. (2015) \u2018Empty\npromises? Public policy against racial and ethnic discrimination in\nFrance\u2019,&nbsp;<em>French Politics, Culture and Society<\/em>, (3), p. 95.<\/p>\n\n\n\n<p>L&amp;E Global Knowledge Centre. (2016).\u00a0<em>Hiring Practices in France &#8211; L&amp;E Global Knowledge Centre<\/em>. [online] Available at: https:\/\/knowledge.leglobal.org\/hiring-practices-in-france\/ [Accessed 13 Oct. 2019]. <\/p>\n\n\n\n<p>Laurent, T. and Mihoubi, F. (2012)\n\u2018Sexual Orientation and Wage Discrimination in France: The Hidden Side of the\nRainbow\u2019,&nbsp;<em>Journal of Labor Research<\/em>, 33(4), pp. 487\u2013527.<\/p>\n\n\n\n<p>Mercat-Bruns, M. (2015) \u2018Age and\nDisability Differential Treatment in France &#8211; Contrasting EU and National\nCourt\u2019s Approaches to the Inner Limits of Anti-Discrimination Law\u2019,&nbsp;<em>International\nJournal of Discrimination and the Law<\/em>, (Issue 1-2), p. 62.<\/p>\n\n\n\n<p>OECD. (2019).\u00a0<em>OECD Employment Outlook 2019: The Future of Work<\/em>. OECD Employment Outlook 2019. [online] OECD. Available at: https:\/\/www.oecd-ilibrary.org\/sites\/9ee00155-en\/index.html?itemId=\/content\/publication\/9ee00155-en [Accessed 17 Oct. 2019]. <\/p>\n\n\n\n<p>Ripmeester, N. (2018).&nbsp;<em>Recruiting\nin France &#8211; Expat Guide to France<\/em>. [online] Expat Guide to France |\nExpatica. Available at:\nhttps:\/\/www.expatica.com\/fr\/employment\/employment-basics\/faqs-on-recruiting-in-france-101292\/\n[Accessed 17 Oct. 2019].<\/p>\n\n\n\n<p>Statista. (2019).&nbsp;<em>France:\nyouth unemployment rate 2006-2018 | Statista<\/em>. [online] Available at:\nhttps:\/\/www.statista.com\/statistics\/460548\/youth-unemployment-rate-france\/\n[Accessed 15 Oct. 2019].<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Introduction and overview of the country Employment relations and human resources practices in France are highly regulated by French law. This work will consist some of the recruitment and selection practices and regulations in France, as well as employment statistics, description of elements of the French CV, and some basic information about unions in France. &hellip; <\/p>\n<p class=\"link-more\"><a href=\"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/france\/\" class=\"more-link\">Continue reading<span class=\"screen-reader-text\"> &#8220;France&#8221;<\/span><\/a><\/p>\n","protected":false},"author":377,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-65","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/wp-json\/wp\/v2\/pages\/65","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/wp-json\/wp\/v2\/users\/377"}],"replies":[{"embeddable":true,"href":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/wp-json\/wp\/v2\/comments?post=65"}],"version-history":[{"count":3,"href":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/wp-json\/wp\/v2\/pages\/65\/revisions"}],"predecessor-version":[{"id":210,"href":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/wp-json\/wp\/v2\/pages\/65\/revisions\/210"}],"wp:attachment":[{"href":"https:\/\/eportfolios.capilanou.ca\/laurieprangemartin\/wp-json\/wp\/v2\/media?parent=65"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}