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International audience; Les lois de 2008 sur la réforme de la représentativité syndicale et de 2015 sur le dialogue social ont instauré de nouvelles obligations de négociation en entreprise portant sur la « conciliation » de l’activité syndicale et professionnelle. Comment expliquer cette soudaine attention des pouvoirs publics à la « discrimination syndicale » ?Assiste-t-on à une rupture historique dans les relations professionnelles à la française ?Fondée sur six monographies de grandes entreprises aux pratiques sociales contrastées, cet ouvrage montre comment la négociation d’accords de droit syndical et de « gestion des parcours syndicaux » est aussi une réponse à la croissance des contentieux, menés notamment par la CGT depuis les années 1990, qui ont contribué à une prise de conscience de leurs droits par les syndicalistes.Si ces accords d'entreprise protègent désormais mieux les mandatés les plus investis dans le jeu du dialogue social, qui signent des accords, ils ne modifient pas radicalement les pratiques managériales de terrain qui continuent à stigmatiser les syndicalistes de proximité, surtout quand ils s'opposent aux restructurations ou dénoncent la dégradation des conditions de travail par des pratiques protestataires.

Despite their traditional mistrust of the use of the law and their uneasy relationship with the concept of equality, British trade unions have used the law in various ways in order to advance both gender and pay equality. Since 1970, some trade unionists have been making use of European legislation to improve legal norms and build a strong body of case law. They have developed legal expertise and detailed knowledge of the practicalities of the law and have supported numerous claims. However this use of litigation has not developed consistently over time and across unions. Litigation has been quite controversial within the trade union movement. This article seeks to investigate what are the conditions under which some trade unionists have decided to rely upon litigation to further their female members’ interests, depending on the time period. The article emphasises the crucial role these local trade unionists have played in the development of equal pay litigation. The paper builds on a ‘developmental approach’ that differentiates several ‘stages’ or phases in which union’s litigation strategies for equal pay figure differently.

International audience; Based on a novel approach suggesting a role of adipose tissue in osteoarthritis (OA), we aimed to determine whether the infrapatellar fat pad (IFP) may affect joint cell functions through adipokines.; The conditioned media of IFP and subcutaneous adipose tissue from OA patients were used to determine the production of leptin and adiponectin, and to stimulate chondrocytes and fibroblast-like synoviocytes (FLS). Blocking experiments were carried out to evaluate the contribution of adipokines to IFP effects. The gene expression of inflammatory and degradative proteins, growth factors and components of the extracellular matrix, and the production of inflammatory mediators and metalloproteases were determined to evaluate cell response to fat-conditioned media.; IFP releases elevated amounts of leptin and adiponectin independently of the body mass index and the gender. The conditioned media from IFP strongly induce the expression of inflammatory genes in both articular cells and the expression of degradative genes in chondrocytes, but remain ineffective in regulating the expression of aggrecan, type 2 collagen or growth factors. Blocking leptin or adiponectin does not change the cell response to IFP. A great variability between patients is found when compared the inflammatory activity of paired samples of IFP and subcutaneous adipose tissue.; IFP may trigger both cartilage destruction and inflammation of the synovium, but not through leptin or adiponectin. The data suggest also that IFP may have specific inflammatory phenotypic features independent from the general phenotype found in obesity.

Dans les années 2000, en Grande-Bretagne, la bataille pour l’égalité salariale s’est accompagnée d’un recours massif au contentieux individuel et surtout collectif, dans le secteur public. Ces plaintes “groupées” représentant un nombre conséquent de femmes et en partie soutenues par les syndicats ont permis la négociation d’accords collectifs remettant à plat les grilles de classification et l’obtention de compensations importantes. Mais ces plaintes se sont également heurtées à de nombreux obstacles, notamment juridiques, et ont révélé la difficulté des syndicats à faire face à la dimension systémique des inégalités sexuées dans leurs pratiques de négociation. Aujourd’hui peu enclins à re-négocier sur la question de l’égalité salariale, les syndicats semblent aussi faire un usage très sélectif du recours au contentieux. During the 2000s, the battle for equal pay in the UK public sector materialised in large numbers of individual legal actions but also, for many women, in class action suits. Unions were partially reponsible for the rise of this latter approach, which allowed collective agreements to be re-negotiated in a way that made grading systems fairer and helped many women get significant compensation for past inequalities they had suffered. These cases regularly encountered legal and other obstacles, however, showing how hard it is for union negotiators to counter the systemic gender-based inequality that they face. The end effect is that unions are no longer very interested in re-negotiating equal pay and generally tend to drag their feet before taking adversaries to court. En la Gran Bretaña de los años 2000, la batalla por la igualdad salarial se acompañó de un recurso masivo al contencioso individual y sobre todo colectivo, en el sector público. Esas quejas “agrupadas”, que representaban un número considerable de mujeres y en parte apoyadas por los sindicatos, permitieron la negociación de convenios colectivos que retomaron los escalafones, así como la obtención de elevadas compensaciones. Sin embargo, esas quejas también han enfrentado muchos obstáculos, especialmente jurídicos, y han revelado la dificultad de los sindicatos para enfrentar la dimensión sistémica de las desigualdades sexuadas en sus prácticas de negociación. Actualmente poco dispuestos a renegociar sobre el tema de la igualdad salarial, los sindicatos también parecen hacer un uso muy selectivo del recurso al contencioso.