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

In his book “For more solidarity between capital and labor” (published by L'Harmattan 2004) Rémi Guillet emphasizes the importance of the challenge of the company in the equitable sharing of the added value produced by l (macro) economic activity of a nation. This book also shows why, formally, "hybrid" remuneration crossing 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 structural negotiation system which moves from traditionally conflictual relations, of mistrust, to relations of cooperation and trust .

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 work “Proposals for a fair economy” ”(published by L'Harmattan 2012) specifies why the future of the current economic paradigm must be amended in the sense of more 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, whether in terms of employment, equity in the sharing of profits and risks, "internal" flexicurity, face the prospect of bankruptcy… (See the author page of Rémi Guillet at the Harmattan editions).

The most recent of these texts by Rémi Guillet was presented in May 2015 in Canton at 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 to which direct access is obtained here: "To reinforce solidarity in and with enterprise".

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 k_m ). 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 k_m). FI is then defined as equal to β multiplied by k_m or alternatively, equal to α divided by k_m ... And we observe that if the value retained for β = 1 / k_m , or that of α is equal to k_m, then it follows that FI = 1 (or 100%) and the negotiated model is considered as ideally fair because the effective distribution (post) 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 partners must be considered ...

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