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                <term xml:lang="fr"> unions </term>
                <term xml:lang="fr"> victimization</term>
                <term xml:lang="fr"> law </term>
                <term xml:lang="fr">collective bargaining </term>
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              <p>Negotiating on Trade Unionists’ Careers to Fight against Discrimination. A Restrictive and Minimalist Use of the Law ‪For the last 25 years, antidiscrimination law has expanded and it is now mandatory for companies with more than 300 employees to negotiate on trade unionists’ rights and protection. How did organizations comply with these new legal rules? Four in-depth case studies in two former public companies and in two private ones allow to describe and analyse the diversity of right practices and their relations with litigation. This article argues that these collective agreements that secure minimal career progression for trade unionists have been negotiated by and on behalf of union officials who are trying to be recognised as “social partners”, leaving aside the situation of lay union activists who are sometimes still suffering from daily victimization. Even if some agreements try to recognize some skills and abilities acquired through union experiences, they mainly include a new rhetoric on social partnership.‪</p>
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              <p>Depuis la fin des années 1990, le droit de la non-discrimination syndicale a été largement renforcé, que ce soit dans les textes de loi ou à travers la mobilisation judiciaire. En 2008, la loi portant réforme de la représentativité syndicale crée ainsi une obligation pour les grandes entreprises de négocier sur l’articulation de l’activité syndicale et professionnelle pour les entreprises de plus de 300 salariés. Cet article porte sur la façon dont ces évolutions juridiques ont effectivement modifié la situation des représentants syndicaux en entreprises. Quatre monographies de grandes entreprises permettent d’éclairer des dynamiques contrastées d’appropriation du droit, en fonction des accords de droit syndical et d’éventuels contentieux. Ces monographies révèlent un écart entre les accords de droit syndical négociés pour les mandatés les plus investis, et visant à garantir une évolution salariale équivalente à celle de leur groupe professionnel, et les pratiques managériales de terrain, marquées par une stigmatisation des syndicalistes de proximité et des pratiques protestataires. Les rares dispositifs de valorisation des compétences acquises par l’expérience syndicale (VAES) visent à ce jour moins à reconnaître des compétences syndicales, et à répondre aux aspirations à une progression de carrière, qu’à faciliter pour les permanents l’exercice d’un dialogue social d’accompagnement.</p>
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