It is feared that such a scheme has little chance to acclimatize in France

The tragicomedy of the SCE will at least had the virtue to bring all the political, economic and social actors of our country to be determined in the debate on the flexibility of the employment. Of course, a significant part of the French population continues to believe that employment is a due and that the companies have a duty to recruit; during the events of March, we have all seen this young "bac 5" who claimed, with passion and conviction: "patterns have that we hire and we spin the thune!" But, roughly, most officials, in particular trade union, already could measure in recent years the gap is widening between a labour law built at the time of manufacture, the heritage company, slow communications and hexagonal market economy and the new rules of the game which we will need that prevail the economy of brain-invoicethe company exploded, Internet and the world market.

Today, few players in the world of work dream again for the return of the good old days when the world was simple, stable and predictable and where each company had master's its tools of production and its staff. All the companies are now likely to be affected regardless of their nature or their size by mergers, relocations, outsourcing or restructuring and will be forced to be always more flexible and more efficient with increasingly unpredictable and changing environments. They may become more and more, variable geometry entities with shifting personnel themselves evolutionary projects temporarily bringing people to the variegated articles: employees of the company, employees of subcontractors, workers in timeshare, acting, independent, télétravailleurs, researchers of passage...

Rightly, this growing flexibility scares. Where the interest aroused by the famous Danish model of flexi-security which, on the one hand, throws any constraint to redundancies so that the enterprises can live without hindrance their necessary flexibility but, on the other hand, greatly increases the means implemented to accompany each licensee in its search for a new job so that, without loss of pay, he quickly closes the parenthesis of unemployment and thus know true economic security.

It is feared that such a scheme has little chance to acclimatize in France. First for political reasons: it is hardly what majority, left, or right successfully today to accept without civil war a deep questioning of the legendary CDI and removal of redundancies brakes; then, for economic reasons: the State already dedicated to the fight against unemployment the sums; not imagine that it could still spend more when public finances are bleeding and that the grab already reached the summits.

But there is a flexi-security French the only failure is to be insufficiently known: it is one of the groups of employers. Instead of assuming the trivialization, facilitation and support enhanced "unemployment-transition", the flexi-security design is based on the pooling of competencies shared by several companies. This approach through which employers of a same activity basin organize themselves to pooling their needs of seasonal or part-time skills, allowing their transformation into CDI full-time, promotes both flexibility of their workforce and securing of the employees concerned, including the GE association Act of 1901 becomes the employer in its own right. Already, in the worlds of industry, service and agriculture, 3,000 employers groups unite 60,000 businesses and manage 30,000 employees.

This flexi-security, well received by the social partners and the labour administration, has many other advantages: not only it is a good tool for insertion in employment for young people, that they are very, moderately or not qualified, but it is also an effective means for the rehabilitation of senior citizens and also allows SMEs to access advanced expertise at controlled costs, for young graduates to find jobs "in the country" and contributes to the accompanying development of jobs to help the person.

This flexible, simple and consensus of the GE approach deserves to be better known. Unfortunately, as it is contested by the left or right, this common sense approach likely to be forgotten by politicians that evoke it little, overlooked by entrepreneurs who are too low use, ignored by employees integrate rarely in their career plan.

Since, as shown by the woes of the CPE, we do are not willing to profoundly question the legal framework governing our labor market even though the new conditions of competition imposed on businesses a flexibility in the management of their workforce, wish that groups of employers know more favour; not only meet the needs of the time, but they are a rare commodity in France: a socio-economic innovation that is consensus.