Vote CSE election Professional for your company

Who organizes CSE elections?

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.

Are CSE votes with Imagina secure?

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.

How many members should be elected in the CSE elections?

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.

When should CSE elections be held?

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:

1. Change in workforce: If the workforce exceeds or falls below the threshold of 11 employees, the CSE must be created or dissolved.
2. End of mandate: Elections must be scheduled before the expiry of the current representatives' term of office to avoid any interruption in representation.
3. Deficiency: If no representative has been elected at the end of the previous elections, a "procès-verbal de carence" is drawn up. In this case, new elections must be held as soon as the conditions are met.

The employer must inform the personnel at least 90 days before the planned date of the first ballot in order to allow everyone to prepare, to become familiar with the procedures and to ensure active participation. This advance information is an integral part of the organization of the CSE.

What are the stages involved in setting up the CSE elections?

The implementation of CSE elections follows a well-defined process, respecting the rules of the Labor Code and ensuring transparency:

1. Verification of workforce: The employer must ensure that the workforce has reached the threshold of 11 employees for 12 consecutive months. This threshold triggers the obligation to set up a CSE.
2. Informing employees: The employer informs employees of the elections at least one month before the date of the elections.
3. Negotiation of the pre-electoral protocol agreement (PAP): The PAP sets out the terms and conditions of the elections, including the distribution of seats and voting rules. Negotiations are conducted between the employer and the representative trade unions, ensuring a balanced process that respects the rights of all parties.
4. Drawing up electoral lists: Electoral lists are drawn up to include employees eligible to vote and stand as candidates. The employer ensures that the confidentiality of employees' personal data is respected at this stage.
5. Communication of candidacies: Trade unions or employees submit their candidacies, which are then communicated to all employees.
6. Voting logistics: The employer puts in place the necessary logistical resources to ensure that the elections run smoothly, whether by paper ballot or electronic voting.
7. Election procedures: Elections are held in two rounds, if necessary, to ensure that all employees are properly represented. The first round is reserved for union candidates. If a quorum is not reached, a second round is held.
8. Proclamation of results: The results are officially announced and an election report is drawn up. This document formalizes who has been elected and ensures the transparency of the process.

This well-structured process ensures fair and transparent elections for all employees.

How are CSE elections organized?

The CSE elections are a multi-phase process, organized to ensure employee representativeness:

1. First round: This first round is reserved for candidates proposed by representative trade unions. To be validated, the quorum must be reached (half of the validly cast votes). If the quorum is reached, the results are announced at the end of the first round.
2. Second round: If the quorum is not reached in the first round, a second round is organized. This round is open to all employees, whether union members or not. In this way, the second round ensures that all employees can participate.
3. Vote: Employees vote in accordance with established procedures. The election of the staff delegation to the CSE can take place by paper ballot, electronic voting or by post (this form of voting must be specified in the collective agreement and updated as necessary). Electronic voting is becoming increasingly common, particularly in multi-site companies, to facilitate the accessibility and security of votes.
4. Results: Votes are counted and results announced. The proclamation of results is an essential moment, followed by the drafting of minutes. This document provides official proof of the results and formalizes the election of representatives.
5. Installation of elected representatives: Elected representatives take office and begin their term of office. They represent employees and play an active role in the company's decisions, ensuring constructive social dialogue.

These steps, governed by legislation, ensure that CSE elections take place within a legal framework that is fair and respects employees' rights.