Working Conditions: France, Usa, And The Policies Of Work-life Balance

Like any developing country worldwide now, especially in Euro-western nations, France relies on a wage salary form of labor to make its economic wheels turn every day. France on an overview about living conditions, there’s widespread anxiety about job destruction driven by technological changes and globalization, a sharp decline in overall employment is unlikely. While certain jobs may disappear (14% are at a high risk of automation), others will emerge, and use has grown overall. However, transitions will not be easy. There are problems relating to the quality of some rising new jobs and, without immediate action, labor market disparities may grow, as certain groups of workers face greater risks than others. France may be a country in Western Europe with many overseas territories and islands on alternative continents and within the Indian Pacific, and Atlantic oceans. In this essay, the following concepts will be examined and compared. Workers compensation and that contributes to boss-employee relations. The amount of work time, along with work-life balance and if services related to use such as benefits are paid. Unemployment insurance, how that can protect vulnerable workers. Finally, worker power in all of this will be discussed and how strong that voice actually is. My proposal is the United States and France are on similar levels of working conditions, it’s just that some resource allocation and worker's voice comes into play. For many folks when moving work-life balance is a huge motivator in terms of how one is choosing to spend their time and living space.

In France, the average wage is about 43.8k while the US is at 60.6k, the gender pay gap is 9.9 percent compared to the US is 18.2 percent, the average wage in France (high pay) is 19.1 percent, while the US is at 24.5 Percent at low pay. Similarly, jobs at high risk of automation are slightly above the average: 16.4% of jobs have a risk higher than 70% of being redefined. In addition, 32.8% of jobs are at the risk of real changes in the content/method of execution. Among OECD countries, France has a high level of underemployment, as well as a strong equalization of the labor market. Compared to the US in those departments, France is in less of a pickle. Most, US states, workers’ compensation insurance can be obtained from a private insurance carrier, a self-insured group (SIG), or through a state fund. Some states still have a monopolistic model which requires businesses to buy workers’ compensation insurance solely from the state fund. Additionally, all states have totally different workers’ compensation necessities once it involves freelance contractors, out-of-state staff, and part-time employees. Regardless of compulsory requirements, businesses may buy insurance voluntarily, United States policies typically include Part One for compulsory coverage and Part Two for non-compulsory coverage. In France, this is covered under social security and not a separate billing. The accident insurance and activity diseases could be a branch of Social Security usually managed by constant agencies that the health branch. It is the oldest social security body. The legislation goes back to 1898 and was included on 31 December 1946 law creating Social Security. There are 3 social accidents that the danger is best lined than by accident assurance insurance. In these three cases, industrial accident, travel from home, and disease, medical aid, and rehabilitation are altogether taken to blame by Social Security.

Though the pay is not the only reason why someone would move to France, lots of countries like France offer forms of social safety nets. As far as work week goes, the length of the week is 35 hour, the working day may not exceed 10 hours, and employees may not work for more than 4.5 hours without a break. The largest working day may be extended to 12 hours under a collective agreement. In principle, no over forty-eight hours every week could also be worked. Breaks, lasting a least of 20 minutes, must be granted to the employees at least every six hours. All workers must be allowed a daily rest period of 9-11 consecutive hours. The minimum weekly break is thirty-five consecutive hours. In the US the work week can be 40+ hours depending on the job. That would mean working more hours, for less than fruitful labor. Maternity leave in all EU countries amounts to a minimum of 14 weeks, but time and pay offered in each country differs. France offers at or near the statutory 14 weeks at full pay. The US has no mandated paternity leave. Paternity leave is still unregulated by the EU, and entitlements vary. In the EU, general parental leave is different from maternity/paternity leave that new birth parents receive, parents have the right to take time to care for children up to eight years old for a minimum of four months. Most countries offer less time, but with all of it paid. The parental leave regulation in the US is second to last when compared with these European countries. There is no statutory annual leave entitlement in the US The several days offered is left as part of the compensation package negotiated between the employer and employee is 10 days, according to a report by the Center for Economic and Policy Research. Paid holiday entitlement in the EU is set at a minimum of four weeks (20 days) per year, exclusive of bank holidays; however, some countries are more generous. In the US, a report by the middle for Economic and Policy analysis found the common range of paid public holidays staff are entitled to, is six days.

There’s also how France treats its poor, underserved, and oppressed, that’s another reason for why I’d go live in France. In France, unemployment insurance was first established in 1958. Benefits and contributions area unit set by the freelance body called UNEDIC that's controlled equally by Trade Unions and leader Associations. Unemployment benefits are paid only to people who fulfill certain requirements. Like most areas of social policy, unemployment benefit systems across countries vary, making it challenging comparing countries. The amount paid, and the time period covered can depend on factors such as how long someone has worked, whether they have dependents, and even age. The US offers between 40-50% of earnings for up to 26 weeks, depending on the state. Unemployment advantages (taking each advantage and also the eligibility amount into account) are greatest in Scandinavian country (90% of previous earnings, for up to 104 weeks) and Belgium (65% of their earlier earnings for the first 13 weeks) They are least generous in the UK, Ireland, and the US The partners (unions and employee organizations) meet every three years and agree on a new accord which primarily sets out the contributions assigned to the unemployment insurance scheme and the benefits to be paid to claimants for the next three years. It is generally agreed that the government must pass an act of parliament to give it the weight of the law. Revenues and costs are considered as a part of public revenue and expenditure, and hence any borrowing required to finance the system is guaranteed by the state. In the United States, there are 50 state unemployment insurance programs, one each in the District of Columbia, Puerto Rico and the United States; Virgin Islands. Benefits square measure typically paid by governments, funded in large part by taxes levied against employers, to their workers who have become unemployed, through no fault of their own. Eligibility requirements for unemployment insurance may vary.

When it comes to rights, power, and autonomy of worker to their labor, it’s not looking so good these days. Collective bargaining can help workers define new rights for themselves, regulate new technologies, foster labor market security, and adaptability. Yet it's challenged by will increase in non-standard styles of work, on top of decades-long weakening of union representation leaving employers without a clear counterpart. Unions and firms signed an agreement to bargain the hourly wage increase to make up for the loss of income by decreasing work time. Unions wanted to make sure that the reduced hours would not result in reduced income. Their slogan was ‘35 hours pay 39,’ To motivate companies to compromise, the government offered Social Security rebates to all firms that signed contracts with unions agreeing to a 35-hour work week and wage increases. Legislation that stated that monthly income must stay at the same level was only applied to hourly workers. To help small companies make the transition, the government increased the limit on overtime hours for small firms and set their premiums at a lower rate. Better including non-standard workers call for adaptation of regulations and stronger efforts by social partners. France has one of the lowest union density rates: at 7.9% compared to about 17% on average. Despite this, almost all employees are covered by agreements. Thanks to the extension of branch-level agreements. Taking into consideration the interests of non-standard staff and also the diversity of firms at intervals sectors is a very important issue, but also an opportunity for social partners. In this sense, recent reforms of social dialogue in France could help make the labor market more inclusive. Higher salaries, higher operating conditions, maternity leave, remuneration associated a finish to discrimination against temporary or foreign staff. Though given how tainted with scapegoating the other both countries seem to have taken up, it’ll be a long time before that ever happens.

Concluding this essay and the examination, comparison of working conditions in Euro-American areas of the world (specifically the US and France) I will recap my points and then put out my conclusion. The main points in this essay that I wanted to address had to do with, workers compensation overall and how that contributes to boss-employee relations. The amount of work time during the week, along with work-life balance and if services related to employment, such as benefits are paid. Unemployment insurance, how that can protect vulnerable classes of workers. Finally, worker power in all of this, how it grew and affected the overall laws and policies in place to worker compensation, unemployment, and how strong that voice actually is.

As stated before these points have been examined in numerous details. I believe given the evidence provided and the comparisons made, that France and the US are on similar levels in terms of overall working conditions within each country, though it should be noted that France has a lot more leverage, given that they pay for services associated with being an employee as opposed to the US. Who really only pays the salary an employee gets and the bare minimum requirements for worker safety and health, even then it’s not strictly enforced.

Citations

1. “French Labour Laws: operating Time and Leave - Expat Guide to France.” Expatica, www.expatica.com/fr/employment/employment-law/french-labour-laws-working-time-and-leave-104533/.
2. Penketh, Anne, et al. “Which area unit the most effective Countries within the World to measure in If you're discharged or Disabled?” The Guardian, Guardian News and Media, 15 Apr. 2015, www.theguardian.com/politics/2015/apr/15/which-best-countries-live-unemployed-disabled-benefits.
3. Jordans, Frank. “May Day 2019: Workers Demand Higher Wages, Rights, Respect.” AP NEWS, Associated Press, 2 May 2019, www.apnews.com/f3ad07830d0549d4b94a955d0d44c6f2.
4. “Unemployment advantages in France: a security internet for powerful Times.” InterNations, www.internations.org/france-expats/guide/29458-social-security-taxation/unemployment-benefits-in-france-a-safety-net-for-tough-times-19278.
5. “Healthcare leader and worker prices in 2019.” Business.com, www.business.com/articles/health-insurance-costs-this-year/.