{"id":3251,"date":"2011-10-11T17:50:09","date_gmt":"2011-10-11T17:50:09","guid":{"rendered":"http:\/\/localhost:8080\/?p=3251"},"modified":"2011-10-11T17:50:09","modified_gmt":"2011-10-11T17:50:09","slug":"nos-combats-nos-resultats-une-egalite-en-panne","status":"publish","type":"post","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/2011\/10\/11\/nos-combats-nos-resultats-une-egalite-en-panne\/","title":{"rendered":"Nos combats, nos resultats: Une \u00e9galit\u00e9 en panne…"},"content":{"rendered":"

La loi sur l’\u00e9galit\u00e9 salariale hommes\/femmes du 24\/03\/2006 pr\u00e9voyait de supprimer les \u00e9carts de salaires entre les femmes et les hommes par le biais de n\u00e9gociations avant le 31\/12\/2010.<\/p>\n

La CFE-CGC\/UNSA est la seule organisation \u00e0 avoir refus\u00e9 de signer un accord-alibi qui n’offre aucune garantie<\/a>.
Les \u00e9carts restent d\u00e9mesur\u00e9s et les budgets sp\u00e9cifiques de rattrapage insuffisants : la Direction utilise donc le budget des augmentations salariales pour respecter la Loi. M\u00eame s’ils n’ont pas d\u00e9m\u00e9rit\u00e9, des milliers d’hommes voient ainsi leur augmentation annuelle bloqu\u00e9e au minimum, les enveloppes disponibles contraignant les managers \u00e0 ces arbitrages inacceptables.<\/p>\n

Alors que toutes les instances de directions doivent refl\u00e9ter la r\u00e9partition des effectifs de l’entreprise, la f\u00e9minisation des Comit\u00e9s de Direction (CODIR) est en panne,<\/p>\n

En faisant \u00e9lire 3 femmes sur 5 \u00e9lus au CCUES, la CFE-CGC\/UNSA applique la parit\u00e9.<\/strong><\/p>\n

 <\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

La loi sur l’\u00e9galit\u00e9 salariale hommes\/femmes du 24\/03\/2006 pr\u00e9voyait de supprimer les \u00e9carts de salaires entre les femmes et les hommes par le biais de n\u00e9gociations avant le 31\/12\/2010. La […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[68],"tags":[],"class_list":["post-3251","post","type-post","status-publish","format-standard","hentry","category-egalite-professionnelle"],"blog_post_layout_featured_media_urls":{"thumbnail":"","full":""},"categories_names":{"68":{"name":"Egalit\u00e9 Professionnelle - Diversit\u00e9 - Discrimination","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/category\/cit\/diversite\/egalite-professionnelle\/"}},"tags_names":[],"comments_number":"0","wpmagazine_modules_featured_media_urls":{"thumbnail":"","cvmm-medium":"","cvmm-medium-plus":"","cvmm-portrait":"","cvmm-medium-square":"","cvmm-large":"","cvmm-small":"","full":""},"_links":{"self":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/3251","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/comments?post=3251"}],"version-history":[{"count":0,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/3251\/revisions"}],"wp:attachment":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/media?parent=3251"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/categories?post=3251"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/tags?post=3251"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}