David Saforcada
Work and employment
33 documented positions: from their programme first, then their campaign, their party and earlier texts.
2027 programme or campaign document : 33
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Recognise qualifications, difficult working conditions and knowledge transfer in careers; let experienced workers become mentors without pay loss, facilitate short certifications and experience recognition, and provide retraining before site closures.
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Make French versions of duties, pay, evaluations, safety and procedures authoritative for employees in France except contracts intended for abroad; require French job titles, allow foreign-language requirements only where needed and prohibit disadvantage for asserting French-language rights.
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Create a voluntary Entreprise en français label for training, terminology and tools beyond legal duties; allow it as a procurement factor where the contract has a language-related purpose.
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Associate capital and labour in a productive community while retaining managerial initiative and accountability.
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Create a Participation Pact with three levels: results, equity and strategic decisions; reserve maximum public incentives for all three together rather than treating a simple bonus as full participation.
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Offer the pact voluntarily beyond existing duties, through a majority representative agreement or majority employee ratification, with known duration, goals, formula, equity trajectory and governance.
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Retain daily management with executives and capital rights with shareholders; give employees information, share-based voting and a strategic voice without using secrecy to conceal irreversible restructuring.
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Prohibit substitution for wages, contractual bonuses and pensions; separately report pay and participation and recover incentives for substitution found within 36 months before or after agreement, except a collective safeguard deal for serious verifiable difficulties.
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Set a stable profit or value-added formula before the financial year, including thresholds, employee share and exceptional results; make intragroup flows and transfers transparent to prevent artificially suppressing sharing.
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Combine equal shares, attendance and optionally capped salary weighting without penalising legally protected absences or directing most benefits to executives.
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Allow choices among immediate payment, savings, equity or long-term investment with tax and risk information; keep measurable collective incentive pay separate without sacrificing safety, quality, jobs or investment.
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Allow voluntary conversion of participation into shares or employee funds, discounts, free shares and employer matching; link incentives to holding duration, employee coverage and actual equity ownership.
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Guarantee direct votes or funds whose boards are majority-elected by holders on a one-person-one-vote basis, reporting major votes without automatically transferring rights to management.
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In the full pact, directly elect representatives with deliberative voting rights in a size-appropriate structure, trained during work and protected, without replacing unions or the employee works council.
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Report at least annually on investment, jobs, skills, automation, AI, energy, dividends, debt, ownership and risks; consult early before closures, relocation, asset sales, control changes or restructuring.
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Allow independent expertise and employee alternative proposals with reasoned replies within pact deadlines; no permanent veto, and procedures may be accelerated but not abolished during survival emergencies.
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Facilitate employee bids for viable firms through information, assessment and negotiated time, targeted public guarantees, succession loans and seller tax benefits; no forced sale, fair pricing and demonstrated management with lasting French activity.
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Give SMEs adaptable model agreements, multi-company plans, one contact and digital reporting through existing bodies; propose full pacts in state-influenced companies and publish results.
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Annually publish coverage, amounts, comparative wages, equity, votes, employee takeovers, investment and net costs; review every new benefit after five years for retention, correction or removal.
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Coordinate taxes and benefits so taking work or receiving a pay rise genuinely increases income after housing, transport and childcare, without cliffs absorbing the entire gain.
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Convene a wages and classifications conference and require sectors whose pay scales are caught by the minimum wage to renegotiate them; evaluate business aid and relief by employment, training and wage progression.
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Expand employee participation and incentive pay without replacing wages, justifying wage stagnation or weakening collective bargaining.
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Improve pay and sharing of leave around the first child; organise cover, training and return interviews without career penalties, and recognise parental time in social and pension entitlements.
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Improve pay for leave around the first child and make it shareable, protecting mothers and second-parent involvement; duration and replacement rates remain unspecified and leave stays optional.
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Protect the job or an equivalent role, pay progression, training and pensions after birth, adoption or sustained child care; ensure practical return interviews, faster action against discrimination and replacement support for small employers.
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Encourage agreements on predictable hours, chosen flexibility, feasible remote work, disconnection, sick-child leave and emergency care; assess incentives against real outcomes rather than publicity.
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Improve healthcare careers and pay, including nights, Sundays, on-call duties and responsibilities; ensure predictable schedules, staffing and training, with housing, childcare and career-return support, including support workers.
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Improve teacher pay and careers for experience, responsibility and difficult duties; provide stable teams, housing/mobility, coordination time and career priority in demanding postings, beginner support and access for trained practitioners to vocational teaching.
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Incentivise employers to provide shared voluntary sporting facilities, time and partnerships; prohibit coercion, performance-based assessment or body-data disclosure to employers, without replacing occupational prevention.
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Guarantee each elite athlete compatible study, training or work, demanding qualifications, social protection and parenthood support, plus skills assessment/career transition on delisting or serious injury.
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Strengthen instructor/coach training and careers, employer pools for precarious and seasonal workers; protect officials, simplify pathways without reducing safety, allowing transparent challengeable video/AI assistance under human responsibility.
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Offer supported training and redeployment respecting employment status to staff affected by removal of procedures or bodies, towards understaffed services.
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Encourage employee participation in profits, capital and decisions without making it universal.
Cite this page
Source Civique, « David Saforcada — Work and employment », https://sourcecivique.fr/en/candidates/david-saforcada/travail-emploi/, accessed [date] (version of 1 November 2026).
Every piece of information on the page links to its primary source: cite that too.