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One is to some extent the outcome of one’s history at any point in time. Therefore, unavoidably this paper will consider new directions for scholarship and international collaboration from the standpoint of both industrial relations and the French point of view. From this aspect, it is to be noted that the situation for French industrial relations is much worse than the one brilliantly described for Canadian labor law by Professor Arthurs. France trails all developed countries with a rate of union organization standing at around 8% and has a record and growing number of conflicting union centers sharing a smaller and smaller part of the eligible labor force. First, within the scope of the other papers and from this perspective, three important lessons can be learned from the experience of the Labor Law Group. Foremost among them is the importance of preparatory work, prior to international comparison. We cannot take things, and specially institutions, at face value. A long preliminary analysis among specialists is necessary to agree about what exactly is going to be the object of common work, before the comparative process can even begin. Since the work of the labor law group, we know that collective bargaining is not exactly either “negociation collective” nor “negociacion colectiva” in all countries and that works councils are very different from “betriebsrat.” There is plenty of room to apply the same analytical treatment to concepts as encompassing and as fuzzy as “globalization,” “flexibility,” and the like. To give a practical example, with typical old world creativity, French labor law has been recently enriched, for small enterprises, with what could be called a “two years long contract of employment for an indefinite duration with no job tenure.” It is in fact a contract for an indefinite duration, which, during the first two years can be broken at will without cause, exempt from the rules applying to
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