How French Labor Law Leads to Alienation
Complicated law and procedure leads to monopoly and injustice
Awareness Leads to Action, Action Leads to Accomplishment
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Child Labor
Mugabe's Indigenisation Law - Doomed To Failure
The product of French racism and obtuse labor law.
Racism is present in every society, and French racism against Arabs is ubiquitous; but the setting in which it exists may either ameliorate the consequences of racism or amplify it. France has unintentionally settled for the latter in a scheme devised by the nation’s Left. French labor law is a two-tier contract system designed for the purpose of ensuring job security, but in an example of the law of unintended consequences has actually established the very insecurity sought to be avoided for millions of employees.
France has two main contracts: CDI and CDD; the former an indefinite contract and the latter a definite one. CDI workers are very expensive to shed even under reasonable pretexts. Thus employers are naturally reluctant to hire workers under a CDI and prefer to rotate employees under the CDD. In their infinite crusader for workers, French Socialists decided to end the “exploitation” of CDDs and thus limit their renewal under the thin reasoning that faced with such a law the employer will have no choice but to move the worker onto the security-ensuring CDI. Alas, it doesn’t work like that. While all French would-be workers suffer under such a system, North Africans males (North African women fair better) are disproportionately affected. For many workers who start on the CDD, especially French-Arabs, the chances for long-term employment are aversely affected by the CDD rules of employment. Many employers would probably keep many CDD laborers if they were not impelled by the law to either terminate them or employ them under the permanent employment contract. Even if satisfied by the performance of their employees, many employers are hesitant to take them on a permanent basis. Arab men, even highly qualified ones, have unfair stereotypes attached to them; that they are unreliable and thus employers are reluctant to take chances on them. Employers fear that once a worker achieves a CDI contract he will become less dependable and very costly to shed, such fears are more prominent when the employee is Arab. As such, many employers do not take risks on those, fairly or unfairly, seen even in the slightest bit as risky hires. Instead of allowing employers to structure employment as they see fit, labor law is based on incredibly fallacious reasoning that by making it harder to keep someone on a definite contract, an employer must then move him to a permanent basis.
In a flexible labor market, Arabs could prove their worthiness and unemployment among them would likely decline. French labor law has unintentional implemented a mechanism by where instead of racist stereotypes slowly rescinding, they are made to be determinant factors in employment (thus holding futures hostage) and further the divide between the communities. Unemployment in many of the poor suburbs touches as high as 40%. The consequences of racism mixed with unemployment, and the resulting alienation and frustration are obvious.
