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                <term xml:lang="es">call centres</term>
                <term xml:lang="es">automotive sector</term>
                <term xml:lang="es">compensation policies</term>
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              <p>The concomitant transformations of compensation policies and the wage collective bargaining system over the course of recent decades invite comparison between the two: how far are changes in pay practices and patterns of wage collective bargaining connected? How do actors bargain given complex and diverse compensation policies? These issues are examined on the basis of the French REPONSE 2004-2005 survey and two case studies carried out in the automotive sector and four call centres. Six compensation policy profiles are firstly identified, from the simplest to the most complex. Our results then emphasise that the diversity of compensation policies is echoing the variety of collective bargaining. Besides, they underline the impact of collective bargaining depends on compensation policies. Finally, we stress that several factors limit collective bargaining margins, or at least are used as such: individualisation of pay practices, directives from parent companies or contractors, as well as the statutory minimum wage. </p>
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              <p>Las transformaciones de las políticas retributivas y del sistema de negociación colectiva a lo largo de las últimas décadas invita a una comparación entre estas: ¿hasta qué punto los cambios en las prácticas salariales están vinculados con las tendencias en la negociación colectiva? A partir del estudio francés REPONSE 2004-5, dos estudios de caso llevados a cabo en el sector de automoción y cuatro centros de llamada, se examinan estos aspectos. Se identifican, en primer lugar, seis perfiles de políticas retributivas, del más simple al más complejo. Nuestros resultados ponen de manifiesto que la diversidad de políticas retributivas refleja la variedad en la negociación colectiva. Por otro lado, muestran que el impacto de negociación colectiva depende de las políticas retributivas. Finalmente, se destaca que varios factores limitan los márgenes de negociación colectiva, o al menos son usados como tal: individualización de las prácticas salariales, directivas de empresa matriz o contratista y el salario mínimo interprofesional.</p>
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