Essential Display Obligations for Business Owners

As a business owner, it is imperative to adhere to various display obligations within your organization. These requirements ensure that employees are informed of their rights, the applicable rules within the workplace, and the health and safety guidelines that must be followed. This includes critical information such as contact details for labor inspectors, safety instructions, working hours, and regulations regarding harassment, making mandatory displays a vital informational tool for your team. 🤓

However, what specific information needs to be displayed? Where should it be placed? And what obligations are particularly relevant for businesses in the green space sector? 🌿

Mandatory Information to Display

Businesses are required to provide different types of information to their employees. Depending on the nature of the information and the size of the company, it must be displayed on-site, made available, or communicated to employees through various means. 🖥️📄

For companies in the green space industry, these obligations are especially crucial due to the potential risks associated with machinery use, outdoor work, chemical exposure, noise, flying debris, and vehicle traffic.

For Companies with 1 Employee:

1. Labor Inspector The address, phone number, and name of the competent labor inspector must be displayed. This information allows employees to know whom to contact for inquiries regarding their rights or working conditions.

2. Telephone Service for Discrimination Prevention Display the contact for the discrimination hotline (09 69 39 00 00) and the conditions for contacting the Defender of Rights.

3. Occupational Health Service Information regarding the occupational health service assigned to your business must be displayed, including the name, address, and contact details of the occupational physician.

4. Emergency Numbers:

   • 15: Emergency Medical Assistance (Samu) 🚑
   • 17: Police Emergency 🚓
   • 18: Fire Brigade 🚒
   • 114: Emergency service for the hearing impaired
   • 112: Universal emergency number valid across Europe.

   🩺 It is also advisable to have a suitable first aid kit available for employees!

5. Safety Instructions Safety instructions must include procedures to follow in case of fire, fire extinguishing methods, and evacuation protocols:

   • Fire instructions must comply with the NF EN ISO 7010 standard, utilizing standardized pictograms that are rectangular or square, with a red background and white symbols and text.
   • Names of individuals responsible for emergency equipment and those tasked with organizing evacuation in case of fire.
   • First aid instructions for electrical accidents.

   🌿 For green space companies, these instructions can be supplemented with specific rules regarding the use of machinery and equipment.

6. Collective Labor Agreement Employers must inform employees about the collective agreements and labor conventions applicable within the business. A notice should indicate their titles and where the texts can be consulted. 👍🏼

7. Professional Equality Between Men and Women Employers must inform employees about the provisions related to professional and salary equality between genders. This requirement aims to reinforce the principle of equal treatment and the prohibition of discrimination based on sex.

   🌱 In green space businesses, where positions are often predominantly held by men, employers must ensure that hiring, pay, training, and career advancement are based on objective criteria rather than employee gender.

8. Collective Working Hours If employees work under collective hours, employers must display the start and end times of work, as well as the hours and duration of breaks. 🕰️

9. Work Duration When the company implements a work schedule throughout the year, employers must inform employees about the distribution of work hours and any modifications to this organization. If work is organized in shifts, rotations, or successive teams, employers should also communicate the names of team members, including temporary workers.

10. Weekly Rest If weekly rest is not given on Sundays, employers must display the days and hours of rest granted to employees.

11. Paid Leave The order of taking paid leave is determined by the employer, which may depend on collective agreements or conventions applicable in the company. This period spans from May 1st to October 31st, with 10 working days + the 5th week taken outside this timeframe as stipulated by labor law. Leave must be posted at least 2 months in advance. 😊

12. Moral Harassment Employees must be informed about provisions related to moral harassment. 🤯

13. Sexual Harassment The company must also inform employees about provisions related to sexual harassment and the contacts available for reporting such issues. This includes the legal text concerning the fight against moral and sexual harassment in the workplace. ❌

14. Anti-Discrimination Measures Employees should have access to information regarding the prohibition of discrimination as outlined in the regulations: Text of articles 225-1 to 225-4 of the penal code (in workplaces, in premises, or at the entrance of locations where hiring occurs).

15. Smoking Prohibition 🚭 Smoking is prohibited within company premises, and this ban must be clearly displayed.

16. Vaping Prohibition Vaping is also banned in enclosed or shared workspaces, with exceptions (such as public-facing workplaces). Employers must implement appropriate signage indicating this prohibition and, where necessary, specify areas where e-cigarette use is allowed.

17. Document for Professional Risk Assessment (DUERP) From the first employee, the employer must conduct a professional risk assessment and document the results in the DUERP. This document must identify the risks employees face and determine the preventive measures needed. Employees should know how to consult the DUERP.

For green space businesses, the DUERP should address real situations encountered on job sites: use of mowers, brush cutters, hedge trimmers, chainsaws, blowers or machinery, exposure to noise and vibrations, flying debris, manual handling, working at heights, chemical exposure, vehicle traffic, and working in high temperatures. ☀️

18. Union Boards (according to conditions set by agreement with the employer) In companies where unions have a section, boards for displaying union communications must be provided.

19. Union Organizations Employees must be informed of the presence and contact details of union organizations within the company when applicable.

20. Collective Mutual Termination The collective mutual termination allows a company to plan voluntary employee departures within a validated or approved collective agreement. When this procedure is initiated, employees must be informed about the conditions and modalities of the process, including eligibility criteria for departure, the number of anticipated departures, application procedures, and support measures outlined in the agreement. This is not a permanent display requirement but is necessary only when the collective mutual termination process is active.

21. Temporary Work Employers must ensure that temporary workers receive necessary information regarding risks related to their positions, safety instructions, and personal protective equipment to use.

For Companies with 11 Employees:

22. Elections for Staff Delegation Members Once the company reaches 11 employees, and provided this threshold is maintained for the duration mandated by regulations, the employer must organize CSE elections. Employees should be informed about the election process, including the date of the first round, and invite relevant unions to negotiate the pre-election protocol. 👍🏼

23. Social and Economic Committee After establishing the CSE, employers must ensure employees are aware of the elected members' identities and how to contact them. The CSE plays a crucial role in addressing employee complaints and issues related to health, safety, and working conditions.

For Companies with 50 Employees or More:

24. Internal Regulations These regulations set forth the general and permanent rules regarding discipline, health, and safety within the company. They must also reiterate the provisions related to the prevention of moral harassment, sexual harassment, and sexist behavior.

25. Participation Agreement Participation allows employees to share in the profits generated by their company. This is mandatory for companies that have employed at least 50 employees for five consecutive calendar years, subject to applicable rules. When a participation agreement is established, employees must be informed of its existence and details. The information must cover conditions for calculating the special participation reserve, the distribution methods among employees, and the conditions for payment and availability of allocated funds.

Summary of Obligations

| Information | Content | 1 to 10 Employees | 11 to 49 Employees | 50 Employees and More | Mode of Communication | |--------------|---------|-------------------|---------------------|-----------------------|----------------------| | Labor Inspector | Address, phone, and name of the control agent | x | x | x | Display | | Discrimination Prevention Hotline | Contact details for the discrimination service | x | x | x | Display | | Occupational Health Service | Contact details for the health service | x | x | x | Display | | Emergency Numbers | Various emergency contacts | x | x | x | Display | | Safety Instructions | Guidelines for safety procedures | x | x | x | Display | | Collective Labor Agreement | Information about applicable agreements | x | x | x | Display | | Professional Equality | Information on gender equality | x | x | x | Display | | Working Hours | Collective working hours display | x | x | x | Display | | Work Duration | Information on work duration | x | x | x | Display | | Weekly Rest | Display of rest days | x | x | x | Display | | Paid Leave | Order of paid leave | x | x | x | Display | | Moral Harassment | Information on moral harassment | x | x | x | Display | | Sexual Harassment | Information on sexual harassment | x | x | x | Display | | Anti-Discrimination | Information on discrimination laws | x | x | x | Display | | Smoking Prohibition | No smoking policy | x | x | x | Display | | Vaping Prohibition | No vaping policy | x | x | x | Display | | Risk Assessment Document | Document for risk assessment | x | x | x | Display | | Union Boards | Availability of union boards | | x | x | Display | | Union Organizations | Information on union presence | | x | x | Display | | Collective Mutual Termination | Information on mutual termination process | | x | x | Display | | Temporary Work | Safety information for temporary workers | | x | x | Display | | Staff Delegation Elections | Information on CSE elections | | | x | Display | | Social and Economic Committee | Information on CSE members | | | x | Display | | Internal Regulations | Display of internal regulations | | | x | Display | | Participation Agreement | Information on participation agreements | | | x | Display |