Employment of seniors in the construction industry
An agreement in favor of « mixité of âges » in the bâtiment et les travaux publics a été conclu, le 23 décembre 2009, par la délégation patronale du BTP et les fédérations CFE-CGC, CFTC et FO
Lamy social brings you the détail:
It sets a target for the sector to increase the number of employeeséaged 55 and over.
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À Note that another agreement, signedé on September 10, 2009 by the employers' délégation and the fédérations CFDT CFE-CGC and FO, enshrined à la diversité et à l'égalité professionnelle salariale entre les hommes et les femmes (non développé ci-après), sets another « objectif de mixité » de 12% fin 2012, grâce aux recrutements, alors que les femmes représentaient 10% des effectifs du BTP en 2007 (1,6% des ouvriers).
255,000 employeeséaged 50 and over
The construction and public works sector accounts for over one and a half million employees, employedés in 310,000 companies. 17.2% of them, or 255000 people, including those on work stoppage of more than 90 days, are at least 50 years old(of which 6.1% are aged 55 à 59).
The agreement on the employment of employeesés âgés, signedé for three years, provides:
- an overall objective of maintainingthe current rate of employment (17.2%) for employeeséaged 50 and over;
- a target of increasing by 1% the number of employeesés âgés aged 55 and over over three years.
To encourage the recruitment of senior employees, the agreement provides for the information of companies, employeesés and jobseekers on existing schemes such as the senior CDD and the professionalization contract. The signatories' target is to recruit 100 professionalization contracts each year for employees aged 45 and over. An indicator to monitor the number of recruitments of employeesés over 50 years old will éalso be put in place.
Dévelopment of skills
The agreement stipulates, under the heading of skills development and access to training, that the number of bilans of compétences and the number of périodes dede professionnalisation réalisés by BTP employees âgés over 45 years of age progress of 10% per year . These employees are also « invitedés » à to use their DIF, to contribute à to the sécurization and à evolution of their career path. When a training course has ébeen éterminatedéin agreement with the employer, during the second part of the employeeés career, it is one of those defined as a priority. It is followed up during working hours, if the employee so requests.
According to the employer, this is one of the training courses identified as a priority.
As regards thetransmission ofskills, the agreement recommends ensuring à the constitution of émixed âges teams and developing tutoring actions. It recalls the déjà agreements signedés by the BTP in the matterère.
Conditions of employment
The agreement invites companies with 50 à 299 employees és à a « réflexion » on their âges pyramid. A négociation sur la GPEC (gestion prévisionnelle des emplois et des compétences) is prévue in 2010 . The Observatoire prospectif des métiers et des qualifications du BTP élaborera un guide méthodologique d'aide à la GPEC, à destination notamment des entreprises de moins de 300 salariés, non soumises à l'obligation de négocier sur ce thème.
The agreement is also intended to help companies with less than 300 salaried employees to develop their GPEC strategies.
The agreement also aims to à promote the implementation of interviews ofsecond part of carrière . 50 training courses à l'entretien de deuxième partie de carrière will be réalisées each year by Opca-Bâtiment and Opca-Travaux publics.
Under the heading of prévention of pénibilité, the agreement deals with load handling methods, the reduction of physical constraints and the éstate of worksite facilities. It provides for a campaign to raise awareness of musculoskeletal disorders (MSDs). Companies in the sector will also have to make greater use of Adapt-BTP's consultancy (assistance à démarche délioration des situations et des postes de travail). 60 Adapt programs will êhave to be réalized every yearée. Lastly, 1200 prevention contracts are to être signedéover three years, as part of the objectives agreement with Cnam, to improve hygiène on worksites.
End of careerère
Secondècareerèinterviews, which become triennial beyond the age of 55, must êbe an opportunity to consider an amendmenténagement oftime. When an employeeédecides to go àpart-time within two years of acquiring àpension àrights àat full rate, the company must «examine the possibilityéof maintaining the base of contributions » for basic and supplementary pensionsémentaire. Employees aged 58 and over recognized as définitively unfit à for their bénéworkstation will benefit, if they so wish, from a bilan de réorientation decareerère . The aim of the agreement is to complete 50 such assessments by the end of 2012.
Agreements of September 10 and December 23, 2009 on the professional égalité and employment of seniors in the BTP
Liaisons Sociales Quotidien, 24/02/2010
