Secure and intuitive voting or CSE elections for your employees.
You can choose whether responses remain anonymous or not, depending on your needs.
With an easy-to-use interface, make it easy for all your participants to vote.
Enable your employees to vote electronically from your computer or smartphone, on-site and/or remotely, for CSE elections.
Use this secure electronic voting system for your CSE elections.
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Create a secure online voting system via the dashboard. Participants can vote from the online platform or on the Imagina mobile application, engaging them throughout the entire week of your virtual meeting. The real-time voting feature allows for immediate responses, keeping attendees involved and adding a dynamic element to your event.
Create a secure online voting system via the dashboard. Participants can vote from the online platform or on the Imagina mobile application, engaging them throughout the entire week of your virtual meeting. The real-time voting feature allows for immediate responses, keeping attendees involved and adding a dynamic element to your event.
Collect the number of votes, number of voters, vote responses and measure the results.
The Social and Economic Committee (CSE) elections enable employees to appoint their representatives within the company. The CSE is an essential body for social dialogue in companies with more than 11 employees (paragraph 2 of article L. 2311-2). Established by the French Labor Code, the CSE is responsible for defending the rights and interests of employees, while promoting their well-being and working conditions. The CSE brings together missions formerly assigned to employee delegates, the Works Council and the Health, Safety and Working Conditions Committee (CHSCT).
Representatives elected to the CSE play a central role in the company's economic and social decisions. They regularly consult the employer on a wide range of issues, including safety, work organization and economic development. These consultations help to foster a healthy working environment, while ensuring that employees' rights are respected.
Participation in CSE elections is subject to certain conditions, both for voters and for candidates:
Conditions for voting:
All employees aged at least 16, with at least three months' seniority in the company on the date of the first round of elections, may exercise their right to vote. These conditions ensure that voters are sufficiently integrated into the company structure to understand the issues at stake in the elections and choose their representatives in an informed manner.
Conditions for being a candidate:
To be eligible for election, an employee must be at least 18 years old and have been with the company for at least one year (with the exception of employees who have a specific written delegation of authority enabling them to be assimilated to the head of the company, or who represent the head of the company). The employee's civic rights must also be in order. This seniority requirement is designed to ensure that elected representatives have a good knowledge of the company's environment and internal dynamics.
Employees seconded by external companies, as well as temporary workers, may also vote if they meet the conditions of seniority in the company. Compliance with these criteria contributes to the representativeness and fairness of the electoral process.
Every private-sector employer is responsible for setting up CSE elections. As soon as the company's workforce reaches or exceeds 11 employees over a continuous 12-month period, the employer is required to organize elections to elect the members of the CSE. This obligation derives from the French Labor Code, and failure to comply with this rule may expose the employer to legal sanctions.
The employer must also initiate the stages of negotiation of the pre-electoral protocol agreement (PAP), an essential document for defining the rules of the election, notably the number of seats to be filled, the electoral colleges, and the distribution of seats between holders and substitutes. This protocol is negotiated with the company's representative trade unions.
If the trade unions and the employer fail to reach agreement, certain provisions of the PAP may be imposed by a judge. Once the terms and conditions have been set, the employer must inform the workforce of the dates and conditions of the election, making sure to respect the obligations of transparency and equality in the process.
Yes, CSE votes with Imagina are secure. Imagina offers a Electronic voting system
specially designed to guarantee the confidentiality, integrity and security of votes cast. This type of voting complies with the standards established by the Ministry of Labor
and the rules governing electronic voting in companies.
Electronic voting with Imagina is also protected by strict IT security measures to prevent manipulation or fraud. Advanced security protocols, such as data encryption and double authentication, are in place to ensure that only validly cast votes are counted.
Imagina's electronic voting system also enables results to be announced quickly and transparently, with the automatic creation of an election report, essential for archiving results. The system thus meets legal requirements while simplifying the voting process for companies, particularly those with a workforce spread over several sites.
The number of members to be elected to the Social and Economic Committee (CSE) varies according to the size of the company's workforce. This representation is designed to guarantee a balanced and proportional dialogue between employees and the employer. Here is the general breakdown:
Companies with 11 to 24 employees:
1 incumbent and 1 deputy.
Companies with 25 to 49 employees:
2 members and 2 substitutes.
Companies with 50 to 99 employees:
3 members and 3 substitutes.
Companies with 100 to 199 employees:
4 members and 4 substitutes.
Companies with 200 to 249 employees:
5 members and 5 substitutes.
Companies with 250 or more employees:
6 full members and 6 alternate members, with one additional full member and one alternate member for every 100 employees over 250.
It is essential to consult the Pre-electoral agreement protocol (PAP)
to confirm the exact number of representatives. This protocol, negotiated between the employer and the trade unions, sets the number of seats and ensures balanced employee representation, particularly in terms of parity between men and women. In this way, the composition of the CSE enables it to respond effectively to the specific challenges and needs of each company.
CSE elections must be organized at regular intervals to ensure ongoing employee representation:
Periodicity:
Elections are scheduled every four years in companies with 11 or more employees, subject to an internal protocol establishing a different frequency, which may range from two to four years depending on the case.
Early elections:
In certain situations, early elections may be held:
The implementation of CSE elections follows a well-defined process, respecting the rules of the Labor Code and ensuring transparency:
The CSE elections are a multi-phase process, organized to ensure employee representativeness:
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