For more solidarity between capital and labor, more equity in earnings

For more solidarity between capital and work or how to move the lines in the company for more equity in remuneration?

In his book "For more solidarity between capital and work" (L'Harmattan 2004 edition) Rémi Guillet stresses the importance of the challenge of the company in the equitable sharing of the added value produced by the (macro) economic activity of a nation. This book also shows why, formally, "hybrid" remuneration crosses the interests of internal and external partners to the company (including employees and shareholders or similar) through the two masses that are the payroll (S) and those of dividends (D), constitute a particularly relevant way to "move the lines" within the company, to set up a system of structural negotiation which makes pass from traditionally conflictual relations, of defiance, to relations of cooperation and confidence .

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If we call β the coefficient of indexing on D of the (share of) the remuneration of the employees, then Rs, total remuneration of the employees, is written Rs = S + β.D, whereas, if α is the coefficient of indexing on S of (the share of) the total remuneration of the shareholders, then Ra, total remuneration of the shareholders, is written Ra = α.S + D.

For its part, the book "Proposals for a fair economy" (L'Harmattan 2012 edition) explains why the future of the current economic paradigm must be amended in the sense of greater equity between the two types of internal partners. and external ...

Apart from these two books, many other articles on the advantages offered by the proposed remuneration protocol, be it employment, equity in the sharing of profits and risks, "internal" flexicurity, deal with the prospect of bankruptcy ... (See the author page of Rémi Guillet at Harmattan editions).

The most recent of these texts by Rémi Guillet was presented in May 2015 in Canton to the "Global Conference on Applied Social Science" (GCASS 2015) under the title "To reinforce solidarity in and with enterprise" or "Towards a structural solidarity in and with the enterprise "and whose direct access is obtained here: "To reinforce solidarity in and with enterprise".

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Thus according to the announced protocol, before the (accounting) year begins, the partners (or their representatives) negotiate first the value of the ratio of the remuneration of the shareholders (or other holders of the capital) to those of the employees (value called km ). Then it is the turn of the level of flexicurity internal to the company to be negotiated (FI, whose value is chosen between 0 and km). FI is then defined as equal to β multiplied by km or alternatively, equal to α divided by km ... And we observe that if the value retained for β = 1 / km , or that of α is equal to km, then it follows that FI = 1 (or 100%) and the negotiated model is considered ideally equitable because the effective (post) distribution of the added value will always be that negotiated (ante), whatever the results of Exercise, so forever!

And this lasting equity can extend to cases where more than two types of partner must be considered…

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To go further, a debate about this method has been initiated on forums: more equitable corporate pay

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