[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fconvention-collective\u002Fconvention-collective-de-la-jiro-sy-rano-eto-madagasikara-jirama-":3,"menu:\u002Ffr-mg:":133,"sites:htmlblocks":303,"subsites":1502,"cite-subsites":5067,"footer:root":5544,"suggested:root":5641,"cite-footer:root":5645},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":113,"content_type_view":114,"extra_breadcrumbs":115,"body":117,"body_blocks":128,"related_pages":132},1660,"convention-collective","Convention collective",null,"","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fconvention-collective","collective_agreements.collectiveagreementoverview","fr_MG","\u002Fcms\u002Fpages\u002F1660\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Madagascar","fr-mg",{"title":18,"slug":19},"Travail à Madagascar","travail-a-madagascar",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fconvention-collective\u002F","index, follow","website","summary_large_image","2025-08-02T06:40:43.847437+02:00","2026-04-02T11:42:47.621768+02:00",{"cba":30,"clauses":41,"details":111,"translations":112},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"convention-collective-de-la-jiro-sy-rano-eto-madagasikara-jirama-","d5266854-7146-11e3-a2a3-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fmdg\u002Fconvention-collective-de-la-jiro-sy-rano-eto-madagasikara-jirama-\u002Fconvention-collective-de-la-jiro-sy-rano-eto-madagasikara-jirama-\u002F","Convention Collective de la Jiro Sy Rano Eto Madagasikara (JIRAMA) - 2011","Convention Collective de la Jiro Sy Rano Eto Madagasikara (JIRAMA) - 2011 - 2011","Madagascar - Convention Collective de la Jiro Sy Rano Eto Madagasikara (JIRAMA) - 2011 - 2011","Convention Collective de la Jiro Sy Rano Eto Madagasikara (JIRAMA) - 2011 - 2011 - Collecte et traitement des déchets et des eaux usées, production et distribution d'électricité,",{"name":39,"data":40},"CONVENTION COLLECTIVE DE LA JIRO SY RANO ETO MADAGASIKARA (JIRAMA).html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>CONVENTION COLLECTIVE DE LA JIRO SY RANO ETO MADAGASIKARA (JIRAMA)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Juillet 2011 \u003C\u002Fp>\n\n\u003Cp>CONVENTION COLLECTIVE DE L'ENTREPRISE JIRAMA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PREAMBULE\u003C\u002Fp>\n\n\u003Cp>Afin de créer un environnement juridique sain, incitatif et sécurisant,\u003C\u002Fp>\n\n\u003Cp>Afin d'instaurer au sein de l'Entreprise JI.RA.MA la liberté et la dignité\nde chacune des parties contractantes,\u003C\u002Fp>\n\n\u003Cp>Afin de préserver les droits inaliénables du Travailleur et de l'Employeur\net de maintenir la paix et l'équilibre sociaux dans l'Entreprise,\u003C\u002Fp>\n\n\u003Cp>Afin de favoriser le dialogue et la concertation, conditions sine qua non\nd'une meilleure compréhension dans les rapports de travail,\u003C\u002Fp>\n\n\u003Cp>Afin de garantir l'épanouissement mutuel dans le cadre d'un plan de\ndéveloppement social cohérent et intégré,\u003C\u002Fp>\n\n\u003Cp>Afin d'observer la rigueur de l'ordre dans l'Entreprise,\u003C\u002Fp>\n\n\u003Cp>En vue d'assurer l'harmonie nécessaire à la bonne marche des services, à\nla défense des intérêts communs de la profession et au rendement de ses\nactivités pour l'économie de la Nation,\u003C\u002Fp>\n\n\u003Cp>Afin de garantir une meilleure compétitivité de l'Entreprise face à\nl'environnement économique, Conformément aux dispositions de la Loi\nN°2003-044 promulguée le 28 juillet 2004 portant Code du Travail à\nMadagascar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Il a été convenu, entre les Organisations ci-après :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>D'une part, l'Entreprise JIRO SY RANO MALAGASY (JI.RA.MA) Au Capital de\nAriary 52 000 000 000,00\u003C\u002Fp>\n\n\u003Cp>Siège Social, 149, rue Rainandriamampandry,\u003C\u002Fp>\n\n\u003Cp>à Antananarivo 101,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d'autre part, les Syndicats :\u003C\u002Fp>\n\n\u003Cp>-F1SEMA\u003C\u002Fp>\n\n\u003Cp>-FISEMARE\u003C\u002Fp>\n\n\u003Cp>-MALAY MISARAKA\u003C\u002Fp>\n\n\u003Cp>-SATJ1\u003C\u002Fp>\n\n\u003Cp>-SEKRIMA\u003C\u002Fp>\n\n\u003Cp>-SEMM\u003C\u002Fp>\n\n\u003Cp>-SEREMA\u003C\u002Fp>\n\n\u003Cp>-SRMM\u003C\u002Fp>\n\n\u003Cp>-SYMP1MAMI\u003C\u002Fp>\n\n\u003Cp>-SYMPIMITO\u003C\u002Fp>\n\n\u003Cp>-TM\u003C\u002Fp>\n\n\u003Cp>-USAM\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TITRE PREMIER DISPOSITIONS GENERALES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 1 : Définitions, Objet et Champ d'application de la Convention\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La Convention Collective du Travail est un contrat écrit relatif aux\nconditions du travail conclu entre; d'une part, une ou plusieurs Organisations\ndes Travailleurs et les Représentants du Personnel ou dés Sections Syndicales\ndésignées en entente entre elles, et d'autre part, une ou plusieurs\nOrganisations Syndicales Employeurs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les représentants des Sections Syndicales visées à l'alinéa précédent\npeuvent se faire remplacer par toute personne de leur choix.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La Convention Collective peut concerner plusieurs entreprises d'une même\nbranche d'activité.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La Convention Collective peut mentionner des dispositions plus favorables\naux Travailleurs que celles des lois et règlements en vigueur. Elles ne\npeuvent déroger aux dispositions d'ordre public définies par ces lois et\nrèglements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La présente Convention régit les rapports de travail entre l'Employeur et\nles Travailleurs dans l'Entreprise JIRAMA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Au sens de la présente Convention, les termes « Travailleurs » et «\nEmployeurs » sont ceux définis respectivement à l'article 2 alinéa 1 et\narticle 3 de la loi 2003-044 promulguée le 28 Juillet 2004 portant Code du\nTravail à Madagascar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Il est toutefois précisé que les Travailleurs de la JIRAMA classés dans\nles \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s prévues par l'arrêté n°2802-IGT du 13 Décembre 1956 sont\ntous soumis aux dispositions de la présente Convention.\u003C\u002Fp>\n\n\u003Cp>Dans les dispositions qui suivent, l'expression « Code du Travail » se\nrapporte à ladite Loi promulguée le 28 Juillet 2004.\u003C\u002Fp>\n\n\u003Cp>Pour toute question non régie par la présente Convention, les parties s'en\nremettent aux dispositions légales et réglementaires sur le territoire\nnational et aux réglementations en vigueur au sein de la JIRAMA.\u003C\u002Fp>\n\n\u003Cp>Toute modification de la législation du travail s'appliquera\nimmédiatement.\u003C\u002Fp>\n\n\u003Ch2>Article 2 : Prise d'effet et durée\u003C\u002Fh2>\n\n\u003Cp>La présente Convention prendra effet à compter du jour qui suivra celui de\nson dépôt au greffe du Tribunal de Travail d'Antananarivo et remplacera\nd'emblée la précédente Convention. La présente Convention est conclue pour\nune durée indéterminée.\u003C\u002Fp>\n\n\u003Cp>Toutefois, l'une ou l'autre des parties contractantes a la faculté de\ndemander sa révision ou sa dénonciation suivant la procédure prévue à cet\neffet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 3 : Révision, Dénonciation de la Convention\u003C\u002Fh2>\n\n\u003Cp>La présente Convention ne peut être dénoncée ni révisée pendant une\npériode d'application de cinq ans sauf pour les \u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s\nprofessionnelles.\u003C\u002Fp>\n\n\u003Cp>Si durant la période pendant laquelle la Convention Collective ne peut\nêtre révisée et qu'une nouvelle loi apportant :\u003C\u002Fp>\n\n\u003Cp>-des meilleures conditions sur le contenu de la Convention Collective, ou\ndes dispositions concernant la procédure de la dénonciation ou de la\nrévision de la Convention Collective sera immédiatement appliquée.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Elle se poursuivra ensuite par tacite reconduction d'année en année.\u003C\u002Fp>\n\n\u003Cp>L'avis de dénonciation ou la demande de révision par l'une ou l'autre des\nparties contractantes, devra,-être présenté trois mois avant l'expiration de\nla période en cours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La partie qui sollicite la révision devra accompagner sa demande d'un\nnouveau projet d'accord sur les points sujets à révision, afin que les\npourparlers puissent commencer sans retard, dès réception de la demande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En cas de dénonciation et si l'accord sur un nouveau texte ne peut se faire\navant l'expiration du délai de trois mois de préavis, les parties pourront,\nd'un commun accord, décider le maintien en vigueur de la Convention pendant un\nnouveau délai de trois mois.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pendant le préavis de dénonciation ou de révision ainsi que pendant les\npourparlers qui y sont consécutifs, les deux parties s'engagent formellement\nà ne recourir ni à la grève, ni au lock-out en cas de divergence de vues sur\nles points mis en cause.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 4 : Régime des avantages\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Avantages individuels :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A l'exclusion de l'indice qui bénéficie de l'interdiction absolue d'une\nmodification en baisse, les autres avantages sont fonctionnels et peuvent faire\nl'objet d'une révision variable en hausse ou en baisse suivant le poste\noccupé.\u003C\u002Fp>\n\n\u003Cp>En cas de changement de la qualification professionnelle déterminée par le\nposte occupé, le réajustement en hausse ou en baisse des avantages inhérents\nà cette qualification s'applique systématiquement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Avantages collectifs :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La présente Convention prévoit les avantages collectifs dans les articles\n37 et 38.\u003C\u002Fp>\n\n\u003Cp>Les avantages collectifs ne doivent être ni diminués, ni supprimés mais\nau contraire améliorés.\u003C\u002Fp>\n\n\u003Cp>Les notes de service en vigueur déterminent I 'application de ces\navantages.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 5 : Défense des intérêts professionnels\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les parties contractantes reconnaissent le droit pour tous de s'associer et\nd'agir librement pour la défense collective de leurs intérêts\nprofessionnels. L'Entreprise étant un lieu de travail, L'Employeur s'engage à\n:\u003C\u002Fp>\n\n\u003Cp>-ne pas prendre en considération le fait d'appartenir ou non à un\nsyndicat, d'exercer ou non des fonctions syndicales,\u003C\u002Fp>\n\n\u003Cp>- ne pas tenir compte des opinions politiques, philosophiques, des croyances\nreligieuses ou de l'origine ethnique des Travailleurs pour arrêter sa\ndécision en matière de:\u003C\u002Fp>\n\n\u003Cp>-\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ;\u003C\u002Fp>\n\n\u003Cp>-débauchage ;\u003C\u002Fp>\n\n\u003Cp>-rémunération ;\u003C\u002Fp>\n\n\u003Cp>-répartition de travail ;\u003C\u002Fp>\n\n\u003Cp>-affectation et mutation ;\u003C\u002Fp>\n\n\u003Cp>-évaluation ;\u003C\u002Fp>\n\n\u003Cp>-avancement et promotion ;\u003C\u002Fp>\n\n\u003Cp>- \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle ;\u003C\u002Fp>\n\n\u003Cp>- octroi des avantages sociaux ;\u003C\u002Fp>\n\n\u003Cp>- discipline générale.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Il s'engage également à ne faire aucune pression sur les Travailleurs en\nfaveur de tel ou tel syndicat. Les Travailleurs s'engagent de leur côté à ne\npas prendre en considération dans le travail :\u003C\u002Fp>\n\n\u003Cp>-les tendances des autres Travailleurs ;\u003C\u002Fp>\n\n\u003Cp>-leur adhésion à tel ou tel syndicat ;\u003C\u002Fp>\n\n\u003Cp>-le fait de n'appartenir à aucun syndicat. L'utilisation des organisations\nexistantes dans l'Entreprise à des fins politiques ainsi que l'exercice des\nactivités politiques au sein de l'Entreprise sont strictement interdits.\u003C\u002Fp>\n\n\u003Cp>Les parties contractantes s'engagent à veiller à la stricte observation\ndes dispositions définies ci-dessus et à s'employer de leur mieux auprès de\nleurs ressortissants pour en assurer le respect intégral.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TITRE II: DROIT SYNDICAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 6 : Existence des Organisations Syndicales\u003C\u002Fh2>\n\n\u003Cp>La Constitution des Organisations Syndicales est admise conformément à la\nlégislation en vigueur. Pour avoir une existence légale et assurer des\nactivités au sein de l'Entreprise, les Organisations Syndicales doivent porter\nà la connaissance de l'Employeur :\u003C\u002Fp>\n\n\u003Cp>-les pièces justificatives de leur existence légale,\u003C\u002Fp>\n\n\u003Cp>-les dénominations qu'elles portent,\u003C\u002Fp>\n\n\u003Cp>-leurs structures,\u003C\u002Fp>\n\n\u003Cp>-les noms des membres de bureau,\u003C\u002Fp>\n\n\u003Cp>-les noms des Délégués syndicaux en exercice,\u003C\u002Fp>\n\n\u003Cp>-leurs lieux de travail.\u003C\u002Fp>\n\n\u003Cp>Tous les syndicats seront dotés d'une adresse mail afin de faciliter la\ncommunication.\u003C\u002Fp>\n\n\u003Cp>Une telle disposition est prise afin de faciliter les relations entre les\nparties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 7 : Critère de représentativité\u003C\u002Fh2>\n\n\u003Cp>La représentativité des Organisations Syndicales est déterminée par les\ncritères suivants :\u003C\u002Fp>\n\n\u003Cp>-La structure de l'Organisation Syndicale,\u003C\u002Fp>\n\n\u003Cp>-L'existence d'une assise régionale, nationale et internationale.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 8 : Exercice du Droit Syndical\u003C\u002Fh2>\n\n\u003Cp>L'exercice de la liberté syndicale doit toujours respecter les lois en\nvigueur.\u003C\u002Fp>\n\n\u003Cp>La liberté de réunion des Travailleurs, à l'initiative d'une ou plusieurs\nOrganisations Syndicales représentatives dans l'Entreprise, est reconnue au\nsyndicat dans l'\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">enceinte\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de l'Etablissement. L'accord préalable du Directeur\nGénéral ou de son représentant est requis en la matière. Après épuisement\ndes procédures obligatoires prévues dans le Code du Travail, les Syndicats\npeuvent également recourir à la grève pour manifester leurs\nrevendications.\u003C\u002Fp>\n\n\u003Cp>Conformément aux lois en vigueur et afin de faciliter l'exercice du droit\nsyndical, tout en veillant à la bonne marche de l'Entreprise, l'Employeur seul\npeut accorder des autorisations d'absence. Le Travailleur dûment mandaté pour\nassister aux réunions statutaires des Organisations Syndicales a droit, dans\nune année, à douze jours d'absence dont six payés.\u003C\u002Fp>\n\n\u003Cp>Celui dûment mandaté pour assister aux réunions intersyndicales JIRAMA, a\ndroit, dans une année, à douze jours d'absence payés et bénéficie des\navantages d'un agent en mission.\u003C\u002Fp>\n\n\u003Cp>Pour ce faire, les Organisations Syndicales présentent une demande écrite\nune semaine au moins avant la réunion prévue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les salariés ainsi mandatés produiront, en retour, un document\njustificatif.\u003C\u002Fp>\n\n\u003Cp>Les absences visées ci-dessus ne viendront pas en déduction de la durée\ndu \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> annuel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les Délégués Syndicaux jouissent du même droit et bénéficient de la\nmême protection que les Délégués du Personnel.\u003C\u002Fp>\n\n\u003Cp>Les Délégués Syndicaux peuvent demander la contribution de l'Employeur en\nmatière de fournitures nécessaires à l'exercice de leurs fonctions.\nToutefois, ces fonctions doivent avoir un motif strictement professionnel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pendant le congrès des Syndicats légalement constitués au sein de la\nSociété, les participants bénéficient d'une indemnité de session et d'une\nindemnité de mission pendant le délai de route aller et retour.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La mutation des Dirigeants Syndicaux nationaux ou régionaux peut faire\nl'objet d'un accord conjoint entre les deux parties, si besoin est.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 9 : Communications syndicales au Personnel\u003C\u002Fh2>\n\n\u003Cp>La liberté d'affichage des communications syndicales est reconnue aux\nOrganisations Syndicales représentatives existant dans l'Etablissement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Des panneaux d'affichage en nombre suffisant sont mis dans chaque\nétablissement de travail, à la disposition des syndicats pour leur\ncommunication au Personnel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ils sont apposés à l'intérieur de l'établissement dans un endroit jugé\nidoine d'accord entre les parties.\u003C\u002Fp>\n\n\u003Cp>Les communications doivent avoir un objet exclusivement professionnel et\nsyndical et ne revêtir aucun caractère politique ou de polémique.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Elles sont affichées par les soins d'un représentant d'une Organisation\nSyndicale travaillant dans l'Entreprise, après accord préalable de\nl'Employeur donné dans les 48 heures ouvrables, après la réception de la\ndemande formulée par ce représentant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les affiches syndicales doivent comporter le cachet du Syndicat, ainsi que\nla signature du premier responsable avec nom, code service et matricule.\nL'accord préalable de l'Employeur est requis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En cas d'une demande d'affichage qui n'a pas reçu de réponse après un\ndélai de 48 heures ouvrables, l'Employeur doit notifier le motif de son refus\nà cette demande.\u003C\u002Fp>\n\n\u003Cp>Aucun document ne peut être affiché en dehors du panneau d'affichage, ni\ndistribué à l'intérieur de l'Entreprise, sauf autorisation préalable et\nexpresse de l'Employeur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TITRE III: DU \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">CONTRAT DE TRAVAIL\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 10 : Constitution du dossier individuel\u003C\u002Fh2>\n\n\u003Cp>Il est constitué pour chaque agent un dossier individuel contenant tous les\ndocuments qui le concernent, particulièrement son cursus professionnel.\u003C\u002Fp>\n\n\u003Cp>Ne peut figurer au dossier aucune mention faisant état des opinions\npolitiques, philosophiques, religieuses, ou syndicales de l'intéressé.\u003C\u002Fp>\n\n\u003Cp>L'agent nouvellement \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauché\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> doit fournir, avant l'expiration de sa\n\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">période d'essai\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, les pièces constitutives de son dossier, le listing de ces\npièces lui étant communiqués dès son \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 11 : Consultation du dossier individuel ou registre 2ème\npartie\u003C\u002Fh2>\n\n\u003Cp>Le Travailleur a le droit de consulter sur place devant un représentant de\nl'Employeur son dossier sur demande écrite de sa part au \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> une fois par\nsemestre.\u003C\u002Fp>\n\n\u003Cp>La consultation sera accordée par l'Employeur dans les 48 heures de la\nréception de la demande écrite. Lors de la consultation, le Travailleur peut\nse faire assister par un collègue de son choix.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 12 : \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> des Travailleurs\u003C\u002Fh2>\n\n\u003Cp>En cas de vacance ou création de poste qui doit faire l'objet d'une large\ndiffusion, l'Employeur optera pour l'une des procédures d'\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nénumérées ci-dessous en raison des caractéristiques du poste à pourvoir,\nde la compétence requise du candidat et de ses aptitudes spéciales d'une part\nainsi que des exigences du bon fonctionnement de l'Entreprise d'autre part.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les droits et prérogatives des Travailleurs seront sauvegardés dans la\nmesure du possible. L'Employeur fera appel, en priorité, aux Travailleurs\ndéjà en service dans l'Entreprise et aptes à occuper le poste en question.\nLe principe d'égalité des candidats est de règle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La tenue d'un concours ou test d'admission est impérative dans les deux\n(02) premiers cas ci-après :\u003C\u002Fp>\n\n\u003Cp>1.Promotion interne :\u003C\u002Fp>\n\n\u003Cp>Seront étudiées les candidatures :\u003C\u002Fp>\n\n\u003Cp>-de l'agent de la \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> immédiatement inférieure au poste vacant,\nayant effectué plus de trois ans de service,\u003C\u002Fp>\n\n\u003Cp>-de l'agent, quelque soit sa \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle, titulaire du\ndiplôme, certificat ou attestation de \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> équivalents, requis au poste\nvacant,\u003C\u002Fp>\n\n\u003Cp>-des agents titulaires de certificat ou attestation de \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nprofessionnelle dans la \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle concernée et délivré par\nle Centre de \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">Formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> Professionnelle JIRAMA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le candidat reçu sera alors soumis à la \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">période d'essai\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> prévue pour\nl'emploi qu'il est appelé à occuper.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Au cas où l'essai s'avérerait non satisfaisant, le Travailleur sera\nréintégré dans son ancien poste. Cette réintégration ne saurait être\nconsidérée comme une rétrogradation par rapport au poste qu'il occupait\navant l'essai.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> externe :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Des profils physiques et académiques sont requis pour la participation au\nconcours suivant l'exigence du poste à pourvoir.\u003C\u002Fp>\n\n\u003Cp>A l'issue du concours d'admission, à résultats égaux, priorité est\ndonnée aux candidats \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">enfants\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> des agents de la JIRAMA. Toutefois, cette\ndisposition ne pourra, en aucun cas, vicier la compétence requise des\ncandidats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Ré\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> des Travailleurs :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les Travailleurs \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>diés par suite de suppression d'emploi ou de\ncompression de Personnel pour motifs économiques conservent la possibilité de\nré\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> dans la même \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> d'emploi, ainsi que tous leurs droits, en\nparticulier leur ancienneté.\u003C\u002Fp>\n\n\u003Cp>L'Employeur n'est pas tenu de ré\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>r un Travailleur qui a été déjà\nlicencié pour faute professionnelle, quel que soit le poste précédemment\noccupé par ce dernier dans l'Entreprise.\u003C\u002Fp>\n\n\u003Cp>L'application des dispositions indiquées ci-dessus est obligatoire.\u003C\u002Fp>\n\n\u003Ch2>Article 13 : Réintégration après suspension\u003C\u002Fh2>\n\n\u003Cp>1.Le Travailleur, dont le \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Contrat de Travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> a été suspendu, qui a\nbénéficié :\u003C\u002Fp>\n\n\u003Cp>- d'un non-lieu,\u003C\u002Fp>\n\n\u003Cp>- de relaxe ou d'un acquittement pur et simple\u003C\u002Fp>\n\n\u003Cp>- ou d'un acquittement au bénéfice du doute, et reconnus par les parties,\ndevant la juridiction compétente est réintégré dans sa \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nprofessionnelle suivant l'article 13 alinéa 11 du Code du Travail.\u003C\u002Fp>\n\n\u003Cp>Il conservera son ancienneté.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le salaire étant la contrepartie du travail fourni, ses périodes d'absence\nne seront pas payées. Le refus de réintégration de la part du Travailleur\naprès notification de l'Employeur déclenche la résiliation du contrat de\ntravail avec toutes les conséquences de droit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Le Travailleur mis en position de longue \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> prévue par l'article\n13, alinéa 3 de la loi 2003 - 044 portant Code du Travail, après constatation\nmédicale autorisant la reprise de travail, doit être immédiatement\nréintégré.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 14 : \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Période d'essai\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>L'\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> définitive du Travailleur, conditionnée par sa confirmation au\nposte, doit obligatoirement être précédée d'une \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">période d'essai\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> notifiée\npar écrit dont la durée varie selon la \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle à laquelle\nappartient le Travailleur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Cette durée est fixée comme suit :\u003C\u002Fp>\n\n\u003Cp>-trois mois pour les agents des \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s 1A à 5B ;\u003C\u002Fp>\n\n\u003Cp>-quatre mois pour les agents de \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> A5 et A4 ;\u003C\u002Fp>\n\n\u003Cp>-six mois pour les agents des \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s A3, A2, Al et HC.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">période d'essai\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> est renouvelable une seule fois.\u003C\u002Fp>\n\n\u003Cp>L'Employeur est tenu de donner son avis, par écrit, avant expiration de la\n\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">période d'essai\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, soit :\u003C\u002Fp>\n\n\u003Cp>-essai non concluant\u003C\u002Fp>\n\n\u003Cp>-prolongation essai\u003C\u002Fp>\n\n\u003Cp>-confirmation au poste.\u003C\u002Fp>\n\n\u003Cp>La non- production à temps des pièces constitutives de dossier individuel\nentraînera de fait la prolongation de l'essai.\u003C\u002Fp>\n\n\u003Cp>Pendant la \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">période d'essai\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, les parties ont le droit de rompre\nunilatéralement le contrat sans aucune indemnisation.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 15 : \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">Apprentissage\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>Une \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> conforme aux besoins du poste doit être dispensée par\nl'Employeur; elle doit être sanctionnée par une note d'habilitation au\nposte.\u003C\u002Fp>\n\n\u003Cp>1.Travailleur en activité :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L'Employeur élabore un programme de \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>Un calendrier de cours et stages par branches d'activités sera établi et\ndiffusé.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sur approbation de l'Employeur, chaque Travailleur peut suivre une \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\ndans les conditions ci-après :\u003C\u002Fp>\n\n\u003Cp>-le stage de \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> envisagé doit répondre aux exigences de\nl'emploi,\u003C\u002Fp>\n\n\u003Cp>-le Travailleur doit avoir un niveau d'instruction lui permettant de suivre\nefficacement le stage\u003C\u002Fp>\n\n\u003Cp>de \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> dans l'intérêt des deux parties,\u003C\u002Fp>\n\n\u003Cp>-la \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle n'entraîne pas systématiquement et\nimmédiatement une augmentation de salaire dans la \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de l'emploi ou\nune promotion,\u003C\u002Fp>\n\n\u003Cp>-les conditions administratives des agents en \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> seront\nréglementées par note de service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Travailleur nouvellement \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauché\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pour les postes exigeant une aptitude spéciale, un stage de \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nprécédera la \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">période d'essai\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>. La durée et les rémunérations seront\nconsignées dans le contrat y afférent.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 16 : Remboursement des frais de \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>Conformément au contrat de \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> signé entre les deux parties, le\nremboursement des frais et acces\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>es y afférents engagés par l'Entreprise\nsera à la charge du travailleur en cas de violation de sa part des clauses\ndudit contrat.\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 17 : Passage de l'indice\u003C\u002Fh2>\n\n\u003Cp>Le passage de l'indice \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> à l'indice \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> d'\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> s'effectue\naprès confirmation à l'issue d'un essai concluant, et ce, suivant les\ndispositions en vigueur à la JIRAMA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 18 : Occupation provi\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>e d'un poste de \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> inférieure\u003C\u002Fh2>\n\n\u003Cp>En cas de nécessité de service, l'Employeur pourra affecter momentanément\nun Travailleur à un poste de \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> inférieure à son classement\nhabituel.\u003C\u002Fp>\n\n\u003Cp>Pendant cette période qui ne devra pas excéder six mois, le Travailleur\nconservera le bénéfice de ses précédentes conditions administratives.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 19 : Intérim d'un emploi supérieur\u003C\u002Fh2>\n\n\u003Cp>Le fait, par le Travailleur, d'assurer provi\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>ement ou par intérim un\nemploi comportant un classement supérieur dans la hiérarchie professionnelle\nne lui confère, en aucune manière, le droit aux avantages pécuniaires ou\nautres attachés au dit emploi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toutefois, la durée de cet intérim ne peut excéder :\u003C\u002Fp>\n\n\u003Cp>-trois mois pour les agents des \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s 1A à 4A,\u003C\u002Fp>\n\n\u003Cp>-six mois pour les agents des \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s 4B à 5B et Cadres.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L'intérimaire perçoit une prime d'intérim conformément à la\nRéglementation en vigueur dans l'Entreprise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L'intérim d'un emploi supérieur d'une durée de 15 jours calendaires,\ncontinue ou non dans un mois ouvre droit à une prime d'intérim.\u003C\u002Fp>\n\n\u003Cp>L'intérim doit être notifié.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 20 : Reconversion\u003C\u002Fh2>\n\n\u003Cp>Le changement d'emploi dans une même \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle motivé par\nune nécessité de service et entraînant une modification de titre,\nn'équivaut pas à une promotion ou une rétrogradation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le Travailleur physiquement diminué avec un taux d'\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">incapacité\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> inférieur\nà 60%, dûment constaté médicalement peut être affecté définitivement à\nun emploi d'une \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> inférieure à celle de son classement habituel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dès constatation de l'\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">incapacité\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, l'Employeur qui entend appliquer la\nreconversion doit la notifier au Travailleur intéressé et convenir avec lui\ndu nouvel emploi qui pourra lui être confié. Le Travailleur conservera, dans\nce cas, le bénéfice de son ancien indice.\u003C\u002Fp>\n\n\u003Cp>Les autres avantages individuels seront régis par l'article 4 alinéa 1 de\nla présente Convention.\u003C\u002Fp>\n\n\u003Ch2>Article 21 : Régime de disponibilité\u003C\u002Fh2>\n\n\u003Cp>Le Travailleur sollicitant une disponibilité doit, au préalable de sa\ncessation de service, adresser à l'Employeur une demande écrite et motivée\nindiquant la durée de la disponibilité souhaitée qui ne devra excéder une\nannée, et ce, dans un délai de :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-un mois pour les agents des \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s 1A à 4A,\u003C\u002Fp>\n\n\u003Cp>-un mois et demi pour les agents des \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s 4B à 5B,\u003C\u002Fp>\n\n\u003Cp>-deux mois pour les agents d'encadrement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La demande de disponibilité doit recevoir l'accord exprès du Directeur\nGénéral ou de son représentant au Siège Central.\u003C\u002Fp>\n\n\u003Cp>Si la disponibilité est accordée, et après règlement du solde de tous\ncomptes du Travailleur, le \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> est suspendu avec toutes les\nconséquences de droit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L'Employeur se réserve le droit de refuser le départ en disponibilité.\u003C\u002Fp>\n\n\u003Cp>Une notification avec motif sera adressée au demandeur.\u003C\u002Fp>\n\n\u003Cp>Dès expiration de la durée de disponibilité, la réintégration du\nTravailleur sera subordonnée à une vacance de poste dans sa précédente\n\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle.\u003C\u002Fp>\n\n\u003Cp>A défaut de vacance de poste, l'Employeur n'est pas tenu de réintégrer le\nTravailleur et procédera immédiatement à la résiliation du contrat de\ntravail.\u003C\u002Fp>\n\n\u003Cp>La résiliation du \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> s'applique aussi à défaut de\nmanifestation du Travailleur dès expiration de sa disponibilité.\u003C\u002Fp>\n\n\u003Cp>La durée de disponibilité a des implications sur l'avancement ainsi que\nsur le calcul des droits à \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, gratifications, prime de rendement et prime\nde treizième mois du Travailleur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 22 : Régime de détachement\u003C\u002Fh2>\n\n\u003Cp>Le détachement peut être appliqué au Travailleur appelé à des fonctions\nlégislatives, électives et\u002Fou publiques incompatibles avec l'exercice de son\nemploi dans l'Entreprise.\u003C\u002Fp>\n\n\u003Cp>L'Employeur lui notifiera expressément la décision.\u003C\u002Fp>\n\n\u003Cp>Pendant la durée du détachement, le \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> se trouve suspendu\navec toutes les conséquences\u003C\u002Fp>\n\n\u003Cp>de droit.\u003C\u002Fp>\n\n\u003Cp>Dès expiration de la durée de détachement, le Travailleur sera\nréintégré dans sa dernière \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 23 : Départ à la retraite\u003C\u002Fh2>\n\n\u003Cp>Le départ à la retraite se fera conformément à la législation en\nvigueur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 24 : Retraite anticipée\u003C\u002Fh2>\n\n\u003Cp>Le départ à la retraite anticipée peut être accordé d'un commun accord\nentre les parties sous réserve des conditions ci-après :\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause focus highlight\" id=\"clause-equalityotherclause\">\u003Cp>1.Agent de sexe féminin ou masculin pouvant être admis à la retraite\nanticipée cinq ans avant la date de retraite réglementée par la loi en\nvigueur et ayant accompli 15 ans de service effectifs au sein de l'Entreprise,\net ayant pris connaissance des dispositions en vigueur de la CNaPS,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.Agent physiquement frappé d'\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">incapacité\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> dûment attesté\nmédicalement,\u003C\u002Fp>\n\n\u003Cp>3.Agent ayant effectué un certain nombre d'années de service à\ndéterminer par une note de service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dans tous les cas, une demande écrite doit être adressée au préalable à\nl'Employeur sauf pour le cas des agents frappés d'\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">incapacité\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> à plus de\n60%.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 25 : Prolongation du \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> au-delà de la retraite\u003C\u002Fh2>\n\n\u003Cp>La prolongation du \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> au-delà des âges requis à la\nretraite n'est pas acceptée.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TITRE IV: OBLIGATIONS DES PARTIES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le caractère synallagmatique du \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> impose des obligations\nréciproques aux parties en contrepartie de leurs droits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 26 : Obligations du Travailleur\u003C\u002Fh2>\n\n\u003Cp>D'une manière générale, tout agent est tenu de s'acquitter des fonctions\nqui lui sont confiées et de suivre les instructions de service qui lui sont\ndonnées en tous lieux et moments dans le cadre de l'exercice de son travail.\nSa présence effective est de règle.\u003C\u002Fp>\n\n\u003Cp>11 doit se soumettre à la discipline en vigueur au sein de l'Entreprise et\nobserver respect et politesse dans ses rapports interpersonnels.\u003C\u002Fp>\n\n\u003Cp>Tout agent doit faire preuve de discipline, diligence, bonne moralité,\ndiscrétion et courtoisie à l'égard du public.\u003C\u002Fp>\n\n\u003Cp>Tout manquement à ses obligations de Travailleur est constitutif de faute\nprofessionnelle. Par conséquent, il doit être sanctionné conformément à la\nréglementation de l'Entreprise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 27 : Obligations de l'Employeur\u003C\u002Fh2>\n\n\u003Cp>D'une manière générale, l'Employeur doit :\u003C\u002Fp>\n\n\u003Cp>-rémunérer le Travailleur en contrepartie du travail fourni conformément\nà la législation en vigueur,\u003C\u002Fp>\n\n\u003Cp>-à défaut de fourniture de prestations de la part du Travailleur,\nl'Employeur est libéré de son obligation de rémunération,\u003C\u002Fp>\n\n\u003Cp>-respecter les lois, règlements et note de service régissant le domaine du\ntravail dans lé Pays et au sein de l'Entreprise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L’employeur doit promouvoir la culture d’entreprise au sein de son\nétablissement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TITRE V: DISCIPLINE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 28 : Champ d'application\u003C\u002Fh2>\n\n\u003Cp>La discipline est constituée par l'ensemble des règles obligatoires que le\nTravailleur doit observer et respecter dans ses rapports de travail et lors de\nl'exécution de ses obligations.\u003C\u002Fp>\n\n\u003Cp>Pour le Travailleur, tout manquement à la discipline équivaut à un\nagissement constitutif de faute professionnelle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 29 : Fautes professionnelles\u003C\u002Fh2>\n\n\u003Cp>Le Règlement Intérieur de l'Entreprise détermine d'une manière non\nlimitative les agissements fautifs. Les fautes professionnelles sont réparties\nen trois \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s suivant le degré de l'agissement fautif :\u003C\u002Fp>\n\n\u003Cp>1.faute légère,\u003C\u002Fp>\n\n\u003Cp>2.faute grave,\u003C\u002Fp>\n\n\u003Cp>3.faute lourde.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cette qualification tient compte :\u003C\u002Fp>\n\n\u003Cp>-des circonstances de la commission de la faute,\u003C\u002Fp>\n\n\u003Cp>-de l'antécédent disciplinaire inscrit dans le dossier individuel et de la\nresponsabilité professionnelle de son auteur,\u003C\u002Fp>\n\n\u003Cp>-de la valeur du préjudice subi par l'Entreprise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 30 : Sanctions\u003C\u002Fh2>\n\n\u003Cp>Compte tenu du degré de la faute commise, les sanctions disciplinaires\napplicables au Personnel sont les suivantes :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-avertissement verbal sans inscription au dossier,\u003C\u002Fp>\n\n\u003Cp>-avertissement écrit avec inscription au dossier,\u003C\u002Fp>\n\n\u003Cp>-mise à pied de un à cinq jours,\u003C\u002Fp>\n\n\u003Cp>-mise à pied de six à vingt jours,\u003C\u002Fp>\n\n\u003Cp>-mise à pied de vingt et un à trente jours,\u003C\u002Fp>\n\n\u003Cp>-licenciement avec préavis,\u003C\u002Fp>\n\n\u003Cp>-licenciement sans préavis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ces sanctions sont décidées et prononcées par le Responsable local et \u002F\nou son représentant désigné par le Directeur Général au niveau du Siège\nCentral, et désigné par le Directeur Régional en dehors du Siège.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les sanctions sont appliquées au plus vite, compte tenu des délais de\nprescription.\u003C\u002Fp>\n\n\u003Cp>L'Employeur a la faculté de recourir à une action pénale.\u003C\u002Fp>\n\n\u003Cp>L'Employeur peut révoquer, même en dehors de faute professionnelle, le\nTravailleur frappé d'une condamnation judiciaire en raison des faits passibles\nde peine afflictive et infamante.\u003C\u002Fp>\n\n\u003Cp>Toutefois, la procédure disciplinaire en matière de licenciement doit\nêtre observée.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 31 : Sanction et Réparation\u003C\u002Fh2>\n\n\u003Cp>Indépendamment de la sanction disciplinaire, la Réparation du préjudice\nsubi par l'Entreprise, du fait de l'agissement fautif, incombe à l'auteur de\nla faute.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 32 : Sollicitation explication devant le Conseil de Discipline\u003C\u002Fh2>\n\n\u003Cp>Dès clôture de l'instruction et avant la prise de décision disciplinaire\nfinale, tout Travailleur :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-susceptible d'être sanctionné au \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> six (06) jours de mise à pied\ndoit être convoqué par l'Employeur pour être entendu et présenter sa\ndéfense devant le Conseil de Discipline,\u003C\u002Fp>\n\n\u003Cp>-passible d'une sanction inférieure à six (06) jours de mise à pied, peut\nsolliciter la tenue d'un Conseil de Discipline pour être entendu et présenter\nsa défense.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L'Employeur est tenu d'informer au préalable le Travailleur du degré de la\nsanction envisagée. Dans tous les cas, la décision finale incombe à\nl'Employeur. La décision doit être motivée.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 33 : Licenciements collectifs\u003C\u002Fh2>\n\n\u003Cp>Une compression de Personnel ou une cessation d'activité, partielle ou\ntotale, de l'Entreprise pour motif économique peut amener l'Employeur à\nprocéder à des licenciements collectifs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A cet effet, l'Employeur doit consulter au préalable, pour avis sur la\nmesure projetée, le Comité d'Entreprise et les Délégués du Personnel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Après autorisation préalable des autorités compétentes, conformément à\nl'article 26 du Code du Travail, l'Employeur doit établir l'ordre de\nlicenciement en tenant compte des qualités professionnelles.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A qualité professionnelle égale, il sera tenu compte :\u003C\u002Fp>\n\n\u003Cp>1.de l'ancienneté de service dans l'Entreprise ;\u003C\u002Fp>\n\n\u003Cp>2.des valeurs professionnelles, \u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">compétences\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> techniques et conscience\nprofessionnelle ;\u003C\u002Fp>\n\n\u003Cp>3.des charges de \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toutes autres dispositions seront prises d'accord partie.\u003C\u002Fp>\n\n\u003Cp>Ce plan de licenciement est communiqué pour avis au Comité d'Entreprise et\naux Délégués du Personnel qui font connaître leurs observations\néventuelles au Directeur Général.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En cas de désaccord des deux parties sur la liste du Personnel touché par\nla mesure, l'Inspecteur du Travail tranche.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les droits des Travailleurs concernés par le licenciement collectif sont\nles suivants :\u003C\u002Fp>\n\n\u003Cp>1 - Indemnité de départ à la retraite régie par la note de service y\nafférente,\u003C\u002Fp>\n\n\u003Cp>2-Solde de tous comptes,\u003C\u002Fp>\n\n\u003Cp>3-\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Indemnité de licenciement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> collectif dont le taux est plus favorable que\ncelui stipulé par l'Article 28 du Code du Travail.\u003C\u002Fp>\n\n\u003Cp>Le mode de calcul de ces droits est défini par note de service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TITRE VI: REMUNERATIONS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 34 : Détermination du salaire\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SKILLEVEL_trigger\">Le salaire du travailleur est déterminé par la qualification\nprofessionnelle et l’emploi qui lui sont attribués dans l’entreprise. Le\nsalaire étant la contrepartie du travail fourni, aucun salaire n’est dû en\ncas d’absence en dehors des cas prévus par la réglementation.\nL’entreprise octroie au \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> le salaire par \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle\nprévue à la grille salariale officielle déterminée par les lois et\nrèglements en vigueur à Madagascar.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 35 : Paiement du salaire\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageperiod\">\u003Cp>Les salaires sont payés conformément aux dispositions légales et\nréglementaires.\u003C\u002Fp>\n\n\u003Cp>Le paiement des salaires a lieu pendant les heures de travail.\u003C\u002Fp>\n\n\u003Cp>Le règlement du salaire se fait à chaque fin de mois :\u003C\u002Fp>\n\n\u003Cp>-si la fin du mois tombe à un jour non ouvrable, le paiement aura lieu le\ndernier jour ouvrable précédent,\u003C\u002Fp>\n\n\u003Cp>-le salaire du mois de juin est payé avant le 26 juin,\u003C\u002Fp>\n\n\u003Cp>-le salaire du mois de décembre est payé avant le 25 décembre,\u003C\u002Fp>\n\n\u003Cp>-le treizième mois est payé avant le 31 décembre.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En cas de contestation sur le contenu du bulletin de paie, le Travailleur\npeut demander la justification des éléments ayant servi à l'établissement\nde son bulletin de paie. Il peut se faire assister du Délégué du\nPersonnel.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 36 : Majoration de salaire\u003C\u002Fh2>\n\n\u003Cp>Les heures accomplies au-delà de la durée légale de travail donnent lieu\nà une majoration de salaire réel, dans les conditions fixées par :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype1\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">-l'arrêté n°68 172 du 18 avril 1968 relatif à la réglementation et la\nrémunération en contrepartie du travail normal et du travail pendant les\nheures de nuit, le \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">dimanche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et les \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">jours fériés\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>,\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>-l'arrêté n°72 226 modifiant et complétant plusieurs articles de\nl'arrêté n°68 172 fixant les modalités d'application des heures\nsupplémentaires de nuit, du \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">dimanche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et des \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">jours fériés\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>,\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-l'arrêté n° l128-IGT du 1er juin 1954 fixant les modalités\nd'application de la semaine de 40 heures dans l'Entreprise de production, de\ntransport et de distribution de l'énergie électrique,\u003C\u002Fp>\n\n\u003Cp>-l'arrêté n°1129-IGT du 1er juin 1954 fixant les modalités d'application\nde la semaine de 40 heures dans les industries d'épuration, élévation et\ndistribution des eaux.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 37 : Primes et indemnités diverses\u003C\u002Fh2>\n\n\u003Cp>Les primes et indemnités diverses sont octroyées conformément aux\nréglementations en vigueur dans la Société, à savoir :\u003C\u002Fp>\n\n\u003Cp>1-Frais de première installation,\u003C\u002Fp>\n\n\u003Cp>2-\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Indemnité de licenciement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>,\u003C\u002Fp>\n\n\u003Cp>3-Indemnité de départ à la retraite,\u003C\u002Fp>\n\n\u003Cp>4-Indemnité de fonction,\u003C\u002Fp>\n\n\u003Cp>5-Indemnité de Commission d'Appels d'Offres,\u003C\u002Fp>\n\n\u003Cp>6-Indemnité de préavis,\u003C\u002Fp>\n\n\u003Cp>7-Prime de bilan,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">8-\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Indemnité de transport\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fdiv>,\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9-Indemnité d'isolement,\u003C\u002Fp>\n\n\u003Cp>10-Indemnité de déplacement,\u003C\u002Fp>\n\n\u003Cp>11-Indemnité de logement,\u003C\u002Fp>\n\n\u003Cp>12-Indemnité de décès,\u003C\u002Fp>\n\n\u003Cp>13-Prime de salissure,\u003C\u002Fp>\n\n\u003Cp>14-Prime de treizième mois,\u003C\u002Fp>\n\n\u003Cp>15-Prime sur découverte de fraudes,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>16-Prime d'ancienneté,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>17-Prime de relevé d'index sur compteur,\u003C\u002Fp>\n\n\u003Cp>18-Indemnité de représentation,\u003C\u002Fp>\n\n\u003Cp>19-Gratification,\u003C\u002Fp>\n\n\u003Cp>20-Prime d'astreinte,\u003C\u002Fp>\n\n\u003Cp>21-Prime d'intérim,\u003C\u002Fp>\n\n\u003Cp>22-Prime de caisse,\u003C\u002Fp>\n\n\u003Cp>23-Prime de médaille,\u003C\u002Fp>\n\n\u003Cp>24-Prime de rendement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le paiement des Indemnités de Départ à la Retraite se fera dans les\nmeilleurs délais.\u003C\u002Fp>\n\n\u003Cp>Les modalités de calcul de cette dernière se présente comme suit :\u003C\u002Fp>\n\n\u003Cp>IDR net = le produit du dernier salaire brut et du nombre d'années\nd'ancienneté\u003C\u002Fp>\n\n\u003Cp>Des notes de service détermineront les conditions d'octroi et le taux de\nces primes et indemnités.\u003C\u002Fp>\n\n\u003Cp>Article 38 : Avantages sociaux\u003C\u002Fp>\n\n\u003Cp>1-Tarif préférentiel à la consommation électricité et eau,\u003C\u002Fp>\n\n\u003Cp>2-Tarif préférentiel pour la pose d'un compteur supplémentaire,\u003C\u002Fp>\n\n\u003Cp>3-Tarif préférentiel sur branchement neuf électricité et eau,\u003C\u002Fp>\n\n\u003Cp>4-Participation électricité et eau,\u003C\u002Fp>\n\n\u003Cp>5-Participation vie chère,\u003C\u002Fp>\n\n\u003Cp>6-Casse croûte,\u003C\u002Fp>\n\n\u003Cp>7-Participation frais médicaux,\u003C\u002Fp>\n\n\u003Cp>8-Participation frais d'hospitalisation,\u003C\u002Fp>\n\n\u003Cp>9-Participation évacuation sanitaire d'urgence,\u003C\u002Fp>\n\n\u003Cp>10-Participation frais de consultation spécialisée,\u003C\u002Fp>\n\n\u003Cp>11-Participation frais soins dentaires,\u003C\u002Fp>\n\n\u003Cp>12-Participation achat lunettes,\u003C\u002Fp>\n\n\u003Cp>13-Allocation familiale JIRAMA,\u003C\u002Fp>\n\n\u003Cp>14-Aide scolaire,\u003C\u002Fp>\n\n\u003Cp>15-Aide au logement,\u003C\u002Fp>\n\n\u003Cp>16- Participation en cas de décès :\u003C\u002Fp>\n\n\u003Cp>16.1.Décès du Travailleur\u003C\u002Fp>\n\n\u003Cp>L'Entreprise accorde pour les Travailleurs ayant au moins un an\nd'ancienneté, à titre d'aide, les avantages ci-après :\u003C\u002Fp>\n\n\u003Cp>-Véhicule pour le rapatriement du corps et\u002Fou l'inhumation ; si aucune\nvoiture n'est disponible ou si la piste qui mène au lieu est impraticable, les\nfrais de transport terrestre de la \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> (conjoint et \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">enfants\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> à charge) du\ndéfunt sont payés par l'Employeur.\u003C\u002Fp>\n\n\u003Cp>-cercueil tapissé de zinc ou un montant équivalent;\u003C\u002Fp>\n\n\u003Cp>-le « Rambon-damba » traditionnel, ou une couronne.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>16.2. Les ayants droits du Travailleur décédé bénéficient :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-De l'Indemnité de décès,\u003C\u002Fp>\n\n\u003Cp>-Des Tarifs Préférentiels,\u003C\u002Fp>\n\n\u003Cp>-Des soins médicaux,\u003C\u002Fp>\n\n\u003Cp>-Du véhicule destiné au transport du Travailleur décédé ou du montant\néquivalent, conformément aux dispositions de l'article 38 de la présente\nConvention.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>16.3. Les ayants droits du Travailleur décédé par suite d'un accident de\ntravail dûment constaté\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A part les avantages prévus par l'alinéa 16-1 de cet article, l'Employeur\noctroie à\u002Fau -la \u002F le conjoint(e) légitime et \u002F ou aux \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">enfants\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> âgés de 25\nans et moins les Tarifs Préférentiels Electricité et Eau, même si le\nTravailleur décédé n'a pas accompli les 15 ans d'ancienneté requis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>16.4. Décès d'un membre de la \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> du Travailleur (conjoint(e) et \u002Fou\nenfant en charge):\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- Agent muté pour nécessité de service : il bénéficie des mêmes\navantages que pour le cas prévu dans 1 'alinéa « 16-1 ».\u003C\u002Fp>\n\n\u003Cp>- Pour tout autre cas: l'octroi des avantages est laissé à l'appréciation\nsouveraine de l'Employeur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 38 bis : Autres dispositions\u003C\u002Fh2>\n\n\u003Cp>Tous les deux ans, une révision suivant l'augmentation de l'Indice de Prix\nà la Consommation (IPC) publié par l'Institut National des Statistiques\n(Valeurs globales du pays) et les possibilités financières de la Société\nsera opéré d'accord parties sur les indemnités suivantes :\u003C\u002Fp>\n\n\u003Cp>-Participation à la vie chère\u003C\u002Fp>\n\n\u003Cp>-Indemnité de logement\u003C\u002Fp>\n\n\u003Cp>- \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Indemnité de Transport\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Des notes de service détermineront les conditions d'octroi et le taux de\nces primes et indemnités.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 39 : Avantages des retraités\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Les agents retraités ayant accompli au moins 15 ans de service dans\nl'Entreprise continuent de bénéficier du tarif préférentiel de consommation\net des avantages sur la réduction de coûts de branchement électricité et\neau. Les agents retraités continuent de bénéficier des soins dispensés dans\nles centres médico-sociaux JIRAMA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Tout agent retraité anticipé et sa \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> bénéficient des soins\ndispensés dans les centres médico-sociaux JIRAMA, sous réserve du paiement\npréalable de sa participation exigée jusqu'à l'âge légal de la\nretraite.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TITRE VII: CONDITIONS DE TRAVAIL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 40 : \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">Horaire\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de travail\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspmonth_select\">Les jours et \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">horaire\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s de travail et les \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">heures supplémentaires\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> sont fixés\ndans le cadre des dispositions légales et réglementaires en vigueur.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 41 : Récupération des heures de travail perdues\u003C\u002Fh2>\n\n\u003Cp>Les récupérations des heures de travail perdues sont effectuées\nconformément à la réglementation en vigueur, en cas d'interruption\ncollective du travail résultant des cas de force majeure ou des causes\naccidentelles.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 42 : Travail des femmes\u003C\u002Fh2>\n\n\u003Cp>Les hommes et les femmes jouissent des mêmes droits dans l'accomplissement\nde leur travail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le travail des femmes \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">enceinte\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s est organisé suivant la législation en\nvigueur. La femme qui vient d’accoucher dispose de deux \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">heures par jour\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> pour\nl’\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">allaitement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de son enfant jusqu’à son quinzième mois.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 43 : \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">Jours fériés\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">Les \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">jours fériés\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et payés sont ceux prévus par la législation en\nvigueur.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 44 : \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">Congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s annuels\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>\u003C\u002Fp>Les Travailleurs bénéficient de \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s payés\u003C\u002Fspan> dans les conditions\nprévues par les dispositions légales et réglementaires en vigueur.\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le droit à \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de l'année en cours n'entre en jouissance que l'année\nsuivante.\u003C\u002Fp>\n\n\u003Cp>Le \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> annuel doit être pris en principe en une seule fois, avec,\nnéanmoins, possibilité de fractionnement, conformément à la législation en\nvigueur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tout Travailleur partant en \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> pourra demander une avance sur allocation\nde \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> dont le montant ne devra pas dépasser le salaire net, après\ndéduction des indemnités pour les \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">heures supplémentaires\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et des précomptes\ndivers.\u003C\u002Fp>\n\n\u003Cp>Les \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s ne peuvent être remplacés par l'octroi d'une indemnité\ncorrespondante tant que le Travailleur est encore en activité de service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tout Travailleur doit obligatoirement prendre un \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> annuel porté sur\nl'imprimé destiné à cet effet. L'impossibilité pour le Travailleur de jouir\nde son droit en la matière, pour raison impérieuse de service, devra être\njustifiée par écrit par l'Employeur, sur l'imprimé destiné à cet effet. Le\ncumul de \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ne peut s'effectuer que dans la limite de trois années.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les Travailleurs titulaires d'insigne de distinctions honorifiques\nbénéficient d'un \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> supplémentaire annuel dans les conditions suivantes\n:\u003C\u002Fp>\n\n\u003Cp>-un jour pour la « Médaille de travail »,\u003C\u002Fp>\n\n\u003Cp>-un jour pour « l'Ordre National » ou « Mérite de Madagascar ».\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 45 : \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">Congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> sans solde moins de trente jours\u003C\u002Fh2>\n\n\u003Cp>A titre exceptionnel, le Travailleur peut solliciter par écrit l'octroi\nd'un \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> sans solde d'une durée de trente jours au \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> en sus du \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nannuel dans les conditions ci-après :\u003C\u002Fp>\n\n\u003Cp>-Son \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> annuel est déjà épuisé et\u002Fou insuffisant pour la durée\nd'absence sollicitée,\u003C\u002Fp>\n\n\u003Cp>-La demande y afférente doit être adressée au Chef de service et\u002Fou au\npremier responsable concerné(s) et recevoir leur accord.\u003C\u002Fp>\n\n\u003Cp>Le \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> sans solde ne porte pas préjudice au droit à l'avancement du\nTravailleur.\u003C\u002Fp>\n\n\u003Ch2>Article 46 : Sollicitation absences plus de trente jours\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le régime de disponibilité prévu à l'article 21 de la présente\nConvention est applicable en la matière.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 47 : Repos médical\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">Le Travailleur titulaire d'un certificat médical portant mention d'un repos\npour \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et émanant des médecins traitants autres que ceux du Centre\nMédico-Social JIRAMA, centres médicaux ou Médecins conventionnés de\nl'Entreprise doit obligatoirement présenter ledit certificat au Centre\nSanitaire ou Médecins conventionnés JIRAMA aux fins de validation.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 48 : Absences pour \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> non professionnelle\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\u003Cp>Les absences justifiées pour \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">incapacité\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> résultant de \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ou accident\nnon imputable au service, entraînent la suspension du \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> dans\nles conditions visées à l'article 13 alinéa 3 du Code du Travail.\u003C\u002Fp>\n\n\u003Cp>L'intéressé est tenu d'exposer à l'Employeur le motif et la durée de son\nabsence dans les 48 heures, sauf en cas de force majeure due à l'éloignement\ndu centre où il travaille ou à l'absence de communication régulière entre\nl'endroit où il s'est trouvé malade et le lieu de son travail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le Centre Médico-social ou le Médecin conventionné de l'Entreprise dans\nle délai fixé ci-dessus et, au plus tard, dans les cinq jours en cas de force\nmajeure, certifie l'absence du Travailleur du fait de son état de santé.\u003C\u002Fp>\n\n\u003Cp>Dans tous les cas, l'Employeur a la faculté de faire effectuer une contre\nvisite.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 49 : Absences dues aux \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s professionnelles et accidents de\ntravail\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>Les dispositions des articles 240 et 241 du décret n° 63 124 du 23\nFévrier 1963 portant Code de Prévoyance Sociale sont applicables en la\nmatière.\u003C\u002Fp>\n\n\u003Cp>Si l'agent victime d'un accident de travail n'est plus en mesure de\ntravailler avec un taux d'\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">incapacité\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> physique égal ou supérieur à 60% selon\nl'avis du Responsable Sanitaire, l'Employeur lui octroie tous les avantages\nauxquels ont droit les Travailleurs admis à la retraite conformément à la\nréglementation en vigueur dans l'Entreprise, et ce, après autorisation\némanant du Ministère du Travail sur l'opportunité de son débauchage.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 50 : Permissions exceptionnelles\u003C\u002Fh2>\n\n\u003Cp>Pour les \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">événements familiaux\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, les Travailleurs peuvent demander des\npermissions exceptionnelles d'absence dans la limite de douze jours par an au\n\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>Avant de partir, ils doivent obligatoirement avoir l'autorisation de\nl'Employeur et présenter dans les dix jours qui suivent une pièce\njustificative.\u003C\u002Fp>\n\n\u003Cp>Ces permissions ne sont pas déductibles du \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> annuel et n'entraînent\naucune retenue sur salaire.\u003C\u002Fp>\n\n\u003Cp>Sont énumérés ci-après les \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">événements familiaux\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> donnant droit aux\npermissions exceptionnelles :\u003C\u002Fp>\n\n\u003Cp>1 – Mariage du travailleur\n……………………………………………… 3 jours\u003C\u002Fp>\n\n\u003Cp>2 – Mariage d’un de ses \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">enfants\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\n………………………………………. 2 jours\u003C\u002Fp>\n\n\u003Cp>3 – Décès d’un conjoint ou d’un descendant en ligne direct ………\n4 jours\u003C\u002Fp>\n\n\u003Cp>4 – Décès d’un gendre ou d’une bru\n…………………………………. 4 jours\u003C\u002Fp>\n\n\u003Cp>5 – Décès d’un ascendant en ligne directe\n………………………….. 3 jours\u003C\u002Fp>\n\n\u003Cp>6 – Décès d’un beau-père ou d’une belle mère\n…………………….. 3 jours\u003C\u002Fp>\n\n\u003Cp>7 – Décès d’un grand père ou d’une grand-mère et ceux du conjoint\n2 jours\u003C\u002Fp>\n\n\u003Cp>8 – Décès des collatéraux directs de l’agent ou de son conjoint … 2\njours\u003C\u002Fp>\n\n\u003Cp>9 – Exhumation d’un parent dont le décès ouvre droit à une permission\nexceptionnelle\n………………………………………………………… 2 jours\u003C\u002Fp>\n\n\u003Cp>10 – Naissance d’un enfant\n………………………………………….. 3 jours\u003C\u002Fp>\n\n\u003Cp>11 – \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">Maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s d’un enfant de moins de 7 ans (pour la mère et\néventuellement pour le père)\n…………………………………………………………… 2\njours\u003C\u002Fp>\n\n\u003Cp>12 – Hospitalisation du conjoint ou d’un enfant à charge ……….. 2\njours\u003C\u002Fp>\n\n\u003Cp>13 – Circoncision d’un descendant en ligne directe ………………. 2\njours\u003C\u002Fp>\n\n\u003Cp>14 – Déménagement\n…………………………………………………… 1 jour\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pour des raisons pratiques, il incombe au Responsable Local déjuger de\nl'opportunité d'accorder les dites permissions et d'apprécier le bien fondé\nde la demande du Travailleur, compte tenu de la pièce justificative qu'il\nprésente.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En cas de prolongation, il sera procédé :\u003C\u002Fp>\n\n\u003Cp>-une déduction sur la durée du \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> annuel,\u003C\u002Fp>\n\n\u003Cp>-ou une retenue de salaire correspondante.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 51 : Régime des déplacements provi\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>es moins de six mois\u003C\u002Fh2>\n\n\u003Cp>Le Travailleur appelé provi\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>ement à exercer sa profession hors des\nlimites habituelles de la région de son domicile bénéficie d'une indemnité\nde déplacement prévue à l'article 37 alinéa 10 de la présente\nConvention.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 52 : Affectation des Travailleurs\u003C\u002Fh2>\n\n\u003Cp>1 - Affectation à la demande du Travailleur\u003C\u002Fp>\n\n\u003Cp>Le Travailleur affecté suivant sa demande ne bénéficie pas :\u003C\u002Fp>\n\n\u003Cp>-de frais de transport Personnel et mobilier\u003C\u002Fp>\n\n\u003Cp>-d'indemnité de déplacement\u003C\u002Fp>\n\n\u003Cp>-de frais d'installation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2- Affectation prononcée par l'Employeur\u003C\u002Fp>\n\n\u003Cp>Le Travailleur affecté pour nécessité de service bénéficie des\navantages ci-après :\u003C\u002Fp>\n\n\u003Cp>2.1.indemnité de déplacement pendant les délais de route ;\u003C\u002Fp>\n\n\u003Cp>2.2.paiement frais de transport de l'agent et sa \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> pour rejoindre son\nlieu d'affectation. Le déplacement s'effectue dans les conditions suivantes\n:\u003C\u002Fp>\n\n\u003Cp>-bateau ou train en 2ème classe\u003C\u002Fp>\n\n\u003Cp>-avion en cas de nécessité\u003C\u002Fp>\n\n\u003Cp>-autres moyens de transport.\u003C\u002Fp>\n\n\u003Cp>Les moyens de transport sont laissés à l'appréciation de l'Employeur ;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.3.à défaut, seront pris en charge par 1' Entreprise les frais de\ntransport des mobiliers\u003C\u002Fp>\n\n\u003Cp>suivant les conditions ci-après :\u003C\u002Fp>\n\n\u003Cp>o les moyens de transport de la Société assurent autant que faire se peut\nl'acheminement des mobiliers ;\u003C\u002Fp>\n\n\u003Cp>o seule la franchise concédée par le transporteur pour chaque titre de\npassage est à\u003C\u002Fp>\n\n\u003Cp>la charge de l'Employeur.\u003C\u002Fp>\n\n\u003Cp>En sus de la franchise concédée par le transporteur, les frais de\ntransport des bagages du Travailleur sont pris en charge par l'Employeur\njusqu'à concurrence de :\u003C\u002Fp>\n\n\u003Cp>o 200 kilos pour lui même et autant pour son conjoint ;\u003C\u002Fp>\n\n\u003Cp>o 100 kilos pour chacun de ses \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">enfants\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> à charge ;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.4.frais d'installation prévu à l'article 37 alinéa premier de la\nprésente Convention ;\u003C\u002Fp>\n\n\u003Cp>2.5.frais de transport du Travailleur et de sa \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> pour se rendre au\nlieu de jouissance de \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> annuel déterminé par son lieu d'\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauché\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, une\nfois tous les deux ans, première jouissance deux ans après la date de la\nmutation ;\u003C\u002Fp>\n\n\u003Cp>2.6.en cas de débauchage du Travailleur muté pour nécessité de service,\nles frais de transport de l'intéressé et sa \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ainsi que ceux de ses\nmobiliers pour son retour à son lieu d'\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauché\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> sont pris en charge par\nl'Employeur suivant les dispositions précédemment citées .\u003C\u002Fp>\n\n\u003Cp>2.7.la politique de mobilité du Personnel sera favorisée.\u003C\u002Fp>\n\n\u003Cp>Les problèmes y afférents seront étudiés cas par cas par l'Employeur et\nle Travailleur en fonction du contexte.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 53 : Logement\u003C\u002Fh2>\n\n\u003Cp>En raison des responsabilités particulières qu'ils assument, certains\nTravailleurs sont dotés par l'Entreprise d'un logement à proximité des\nCentres d'Exploitation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les logements ainsi mis à leur disposition sont équipés de meubles\nconformément à la réglementation en vigueur.\u003C\u002Fp>\n\n\u003Cp>Le Travailleur non doté de logement de l'Entreprise perçoit une indemnité\nde logement prévue à l'Article 37 de la présente Convention.\u003C\u002Fp>\n\n\u003Cp>Le Travailleur installé dans un logement mis à sa disposition est tenu de\nl'évacuer dans les-conditions ci-après :\u003C\u002Fp>\n\n\u003Cp>1-en cas de changement de fonction : l'évacuation devra être effectuée\ndans un délai de trois mois au \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>,\u003C\u002Fp>\n\n\u003Cp>2-en cas de rupture du \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> :\u003C\u002Fp>\n\n\u003Cp>2.1.rupture du contrat par le Travailleur : il devra évacuer immédiatement\nle logement,\u003C\u002Fp>\n\n\u003Cp>2.2.licenciement prononcé par l'Employeur en raison de faute\nprofessionnelle grave ou lourde commise par le Travailleur : l'évacuation sera\nimmédiate,\u003C\u002Fp>\n\n\u003Cp>2.3.débauchage du Travailleur suite à une \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">incapacité\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> physique\nmédicalement constatée : le délai d'évacuation ne dépassera pas trois\nmois,\u003C\u002Fp>\n\n\u003Cp>2.4.mise à la retraite : le délai d'évacuation ne dépassera pas trois\nmois,\u003C\u002Fp>\n\n\u003Cp>2.5.décès du Travailleur en activité : sa \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> devra évacuer le\nlogement dans un délai de trois mois au \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>3-En cas de résistance de la part de l'occupant après mise en demeure,\nl'Employeur pourra user\u003C\u002Fp>\n\n\u003Cp>de toutes les voies de droit conformément à la législation en vigueur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TITRE VIII: HYGIENE ET SECURITE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 54 : Disposition générale\u003C\u002Fh2>\n\n\u003Cp>Les parties signataires de la présente Convention s'en rapportent à la\nlégislation et réglementation en vigueur en la matière.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 55 : Organisation sanitaire et médicale\u003C\u002Fh2>\n\n\u003Cp>Les centres médico-sociaux au sein de l'Entreprise JIRAMA ne peuvent être\nsupprimés.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pour tout lieu de travail ou Centre d'Exploitation groupant plus de\ncinquante (50) Travailleurs, l'Entreprise s'engage à le pourvoir d'un poste\nd'infirmerie avec un personnel médical permanent et des médicaments de base\npour les \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s courantes et les soins urgents, ou à établir une Convention\nde Soins avec des Tiers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TITRE IX: DELEGUES DU PERSONNEL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 56 : Election et fonction des Délégués du Personnel\u003C\u002Fh2>\n\n\u003Cp>Les conditions d'élection des Délégués du Personnel et des fonctions qui\nleur sont dévolues sont réglementées par l'arrêté n°421-IGT du 26 janvier\n1968 et les Articles 153 à 158 du Code du Travail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 57 : Exercice de la fonction du Délégué du Personnel\u003C\u002Fh2>\n\n\u003Cp>Le Chef d'Etablissement est tenu de mettre à la disposition des Délégués\nTitulaires des locaux appropriés et le temps nécessaire à l'exercice de\nleurs fonctions dans la limite d'une durée qui, sauf circonstances\nexceptionnelles et urgentes, ne peut excéder quinze (15) \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">heures par mois\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nutilisées exclusivement aux tâches incombant aux Délégués du Personnel.\u003C\u002Fp>\n\n\u003Cp>Ce temps leur est payé comme temps de travail et rémunéré au taux normal\nmême s'il est pris d'accord parties en dehors de la durée légale de\ntravail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 58 : Cahier de registre\u003C\u002Fh2>\n\n\u003Cp>Les revendications émanant des Travailleurs rapportées par les Délégués\ndu Personnel, avec les dispositions correspondantes prises par l'Employeur\nainsi que toute in\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> relative à la relation entre Délégués du\nPersonnel et l'Employeur doivent être consignées à temps dans le Cahier de\nRegistre.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TITRE X: DU DIFFEREND DE TRAVAIL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 59 : Disposition générale\u003C\u002Fh2>\n\n\u003Cp>Les parties signataires de la présente Convention s'en rapportent à la\nlégislation et réglementation en vigueur dans le cadre du règlement des\ndifférends individuels.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TITRE XI: AUTRES ORGANISMES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 60 : Mutuelle des Travailleurs (FIM)\u003C\u002Fh2>\n\n\u003Cp>Les Travailleurs membres de la FIM bénéficient des avantages prévus par\n:\u003C\u002Fp>\n\n\u003Cp>•le Statut et le Règlement de la Mutuelle,\u003C\u002Fp>\n\n\u003Cp>•la présente Convention Collective,\u003C\u002Fp>\n\n\u003Cp>•les réglementations en vigueur dans l'Entreprise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 61 : Contrat entre JIRAMA et FIM\u003C\u002Fh2>\n\n\u003Cp>L'Employeur est tenu d'exécuter les termes du contrat liant la JIRAMA à la\nmutuelle FIM.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TITRE XII: DISPOSITIONS DIVERSES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 62 : Certificat de travail\u003C\u002Fh2>\n\n\u003Cp>1. L'Employeur est tenu de délivrer un Certificat de Travail au Travailleur\nà son départ définitif de l'Entreprise. Ce certificat indique exclusivement\n:\u003C\u002Fp>\n\n\u003Cp>-Nom et adresse de l'Employeur,\u003C\u002Fp>\n\n\u003Cp>-Date d'entrée et de sortie du Travailleur,\u003C\u002Fp>\n\n\u003Cp>-Nature de l'emploi ou des emplois successivement occupés,\u003C\u002Fp>\n\n\u003Cp>-Périodes et \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s Professionnelles correspondantes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Pendant la durée du préavis, une Attestation Provi\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>e d'emploi\ncomportant les énonciations prévues à l’alinéa ci-dessus doit être\ndélivré au travailleur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 63 : Le Comité d'Entreprise\u003C\u002Fh2>\n\n\u003Cp>Le Comité d'Entreprise JIRAMA est institué au sein de l'Entreprise\nconformément :\u003C\u002Fp>\n\n\u003Cp>-Aux dispositions des Articles 159 à 167 du Code du Travail,\u003C\u002Fp>\n\n\u003Cp>-Et au Décret d'Application n°2005-728 du 08 novembre 2005.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Outre les responsabilités définies par les textes suscités, les\nattributions suivantes lui sont aussi dévolues :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1- Interprétation et conciliation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Au cas où les deux parties ont des points divergents sur l'interprétation\net l'application de la présente Convention, le Comité d'Entreprise est\nconsulté en vue d'examiner et analyser la situation.\u003C\u002Fp>\n\n\u003Cp>Le Comité d'Entreprise n'est pas censé connaître des litiges\nindividuels.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La partie signataire qui désire soumettre un différend doit le porter par\nécrit à la connaissance de toutes les autres parties signataires de la\nConvention.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2- Plateforme d'études et de propositions sur tous les domaines concernant\nla vie de l'Entreprise\u003C\u002Fp>\n\n\u003Cp>et des Travailleurs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 64 : Réglementation des avantages\u003C\u002Fh2>\n\n\u003Cp>La réglementation des avantages et des aides octroyés dans cette\nConvention Collective fera l'objet de notes de service dont le Comité\nd'Entreprise et les Délégués du Personnel seront destinataires.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 65 : Amnistie\u003C\u002Fh2>\n\n\u003Cp>A l'occasion de la signature de la présente Convention Collective, la\nDirection Générale peut décider une amnistie.\u003C\u002Fp>\n\n\u003Cp>L'octroi de l'amnistie fera l'objet d'une note de service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 66 : Suivi et contrôle\u003C\u002Fh2>\n\n\u003Cp>Conformément aux dispositions de la loi 2003-044 promulguée le 28 juillet\n2004, la Direction Générale et le Comité d'Entreprise ainsi que les\nReprésentants du Personnel (Délégués du Personnel et Délégués Syndicaux)\ngarantissent ensemble le suivi et le contrôle de l'application des clauses de\nla présente Convention Collective.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 67 : Travailleur à domicile\u003C\u002Fh2>\n\n\u003Cp>Les agents qui émettront le souhait de devenir des « Travailleur à\ndomicile» selon la définition stipulée par les articles 47 à 49 du Code du\nTravail seront encouragés.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Article 68 : Ouverture du capital\u003C\u002Fh2>\n\n\u003Cp>En cas de libéralisation ou d'ouverture du capital, le droit de préemption\nsera donné aux travailleurs sur l'acquisition des actions correspondantes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ANNEXE: TABLEAU DE PREAVIS\u003C\u002Fp>\n\n\u003Cp>Extrait du décret n° 2007- 009 du 09 janvier 2007\u003C\u002Fp>\n\n\u003Cp>des conditions et de la durée de préavis\u003C\u002Fp>\n\n\u003Cp>des Contrats de Travail à durée indéterminée.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"6\">\n\n        \u003Cp>GROUPE PROFESSIONNEL\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\">ANCIENNETE\n\n        \u003Cp>DANS L'ENTREPRISE\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>lA à 1B\u003C\u002Ftd>\n      \u003Ctd>2A à 3B\u003C\u002Ftd>\n      \u003Ctd>4A à 5B\u003C\u002Ftd>\n      \u003Ctd>HC\u003C\u002Ftd>\n      \u003Ctd>Directeur\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>moins de 8 j\u003C\u002Ftd>\n      \u003Ctd>01 jour\u003C\u002Ftd>\n      \u003Ctd>02 jours\u003C\u002Ftd>\n      \u003Ctd>03 jours\u003C\u002Ftd>\n      \u003Ctd>04 jours\u003C\u002Ftd>\n      \u003Ctd>05 jours\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>moins de 3 mois\u003C\u002Ftd>\n      \u003Ctd>03 jours\u003C\u002Ftd>\n      \u003Ctd>02 jours\u003C\u002Ftd>\n      \u003Ctd>15 jours\u003C\u002Ftd>\n      \u003Ctd>01 mois\u003C\u002Ftd>\n      \u003Ctd>01 mois\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>moins de 1 an\u003C\u002Ftd>\n      \u003Ctd>8 jours\u003C\u002Ftd>\n      \u003Ctd>02 jours\u003C\u002Ftd>\n      \u003Ctd>01 mois\u003C\u002Ftd>\n      \u003Ctd>01 mois et demi\u003C\u002Ftd>\n      \u003Ctd>03 mois\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Plus de 1 an\u003C\u002Ftd>\n      \u003Ctd>10 jours\u003C\u002Ftd>\n      \u003Ctd>01 mois\u003C\u002Ftd>\n      \u003Ctd>01 mois et demi\u003C\u002Ftd>\n      \u003Ctd>02 mois\u003C\u002Ftd>\n      \u003Ctd>04 mois\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Plus de 3 ans\u003C\u002Ftd>\n      \u003Ctd colspan=\"5\">Plus 02 jours par année de service dans la limite de\n      :\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Plus de 5 ans\u003C\u002Ftd>\n      \u003Ctd>01 mois\u003C\u002Ftd>\n      \u003Ctd>01 mois et demi\u003C\u002Ftd>\n      \u003Ctd>02 mois\u003C\u002Ftd>\n      \u003Ctd>03 mois\u003C\u002Ftd>\n      \u003Ctd>06 mois\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SIGNATAIRES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>REPRESENTANTS DE L'EMPLOYEUR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>RASOAMIARAMANANA Noëlle Hasinarivo\u003C\u002Fp>\n\n\u003Cp>ANDRIANAVALONIRINA Haingo\u003C\u002Fp>\n\n\u003Cp>BOTO Marie Sylvette\u003C\u002Fp>\n\n\u003Cp>BOTOZAFY Paul Dauphin\u003C\u002Fp>\n\n\u003Cp>HAMIDAH Said\u003C\u002Fp>\n\n\u003Cp>HARIMBOLA Rakotomiaranjato Rakotoson\u003C\u002Fp>\n\n\u003Cp>KOTO Roger\u003C\u002Fp>\n\n\u003Cp>MAMOD ALI Dalilah\u003C\u002Fp>\n\n\u003Cp>NDALANA Nestor Joseph\u003C\u002Fp>\n\n\u003Cp>RABARY Patrick\u003C\u002Fp>\n\n\u003Cp>RABE Alphonse Henri James\u003C\u002Fp>\n\n\u003Cp>RABEMANANTSOA Bruno\u003C\u002Fp>\n\n\u003Cp>RADAVIDRASON Ihary Marcel\u003C\u002Fp>\n\n\u003Cp>RAHARISON Rémi\u003C\u002Fp>\n\n\u003Cp>RAJAOBELINA Julien Marie Gabriel\u003C\u002Fp>\n\n\u003Cp>RAJAONARY Pierre\u003C\u002Fp>\n\n\u003Cp>RAJAONINJATOVO Gérard\u003C\u002Fp>\n\n\u003Cp>RAMAHEFARISOA Yves Marcel\u003C\u002Fp>\n\n\u003Cp>RAMAROSON Solofonirina\u003C\u002Fp>\n\n\u003Cp>RAMBELOSON Francis Raphaël\u003C\u002Fp>\n\n\u003Cp>RANDRIANANTENAINA Télesphore\u003C\u002Fp>\n\n\u003Cp>RANDR1ANAR1SON Tiana Fenosoa\u003C\u002Fp>\n\n\u003Cp>RANDR1ANTSOA Arnauld Razafy\u003C\u002Fp>\n\n\u003Cp>RASAMOEL1SON Germain\u003C\u002Fp>\n\n\u003Cp>RASOLOFOJAONA Manda Andriantsisompatra\u003C\u002Fp>\n\n\u003Cp>RATSIFEHERA Randriamaharo Tafika\u003C\u002Fp>\n\n\u003Cp>RAVOHITRA Gérard Michel\u003C\u002Fp>\n\n\u003Cp>RAZAFINDRAN1VO Andrianariseheno\u003C\u002Fp>\n\n\u003Cp>RAZAFINJATO Cyrille\u003C\u002Fp>\n\n\u003Cp>RAZAIARISOA Solange\u003C\u002Fp>\n\n\u003Cp>SOLOFO Andriamanjato Mamisoa\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>REPRESENTANTS DES SYNDICATS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FISEMA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>RABENANDR1AN1NA Joseph\u003C\u002Fp>\n\n\u003Cp>RAJOHANESA Andrianatolonjanahary\u003C\u002Fp>\n\n\u003Cp>ANDRIANJAKAMANANA Roger\u003C\u002Fp>\n\n\u003Cp>FISEMARE\u003C\u002Fp>\n\n\u003Cp>LABORDE Joachim Frédéric\u003C\u002Fp>\n\n\u003Cp>RAJERISON Dieudonné\u003C\u002Fp>\n\n\u003Cp>ANDRIANEKENA Nest Flavien\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MALAY MISARAKA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>RAKOTOMALALA Jean Joe\u003C\u002Fp>\n\n\u003Cp>RAKOTOMALALA Hery Haja\u003C\u002Fp>\n\n\u003Cp>RALAITAFIKA Fidèle Flavien\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SAT-JJ\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>HAJA Maminirina\u003C\u002Fp>\n\n\u003Cp>IAJAMANANA Paulin\u003C\u002Fp>\n\n\u003Cp>RANDR1ANARIMALALA Alain Fidèle\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SEKRIMA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>RAJAONAH Willy Claretti\u003C\u002Fp>\n\n\u003Cp>RAZAFINJOHANY Pascal\u003C\u002Fp>\n\n\u003Cp>REVININTSY Jean Jacques\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SE M M\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>RAKOTOTAF1KA Constant\u003C\u002Fp>\n\n\u003Cp>RAHEL1ARISOA Constance\u003C\u002Fp>\n\n\u003Cp>OUARD ASSAN\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SEREMA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>RAHARIMALALA Hanitriniony\u003C\u002Fp>\n\n\u003Cp>ANDR1AMPARANY Jean Lala\u003C\u002Fp>\n\n\u003Cp>TOTO Théodore\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SRMM\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CLEMENT Georges\u003C\u002Fp>\n\n\u003Cp>M'KIZY Mariamo\u003C\u002Fp>\n\n\u003Cp>CHRISTODOULOU Antonio Athanas\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SYMPIMAMI\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TOVOKELY Anselme\u003C\u002Fp>\n\n\u003Cp>RAZAFY Jacques Bruno\u003C\u002Fp>\n\n\u003Cp>ANDRIAMANAMPY Jean Joselito\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SYMPIMITO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WILSON Jean\u003C\u002Fp>\n\n\u003Cp>RANDRIAMAHEN1NA Pierre\u003C\u002Fp>\n\n\u003Cp>MARA Dédé\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TM\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>RAKOTOKELY Jean Brunot\u003C\u002Fp>\n\n\u003Cp>RANGITASON Julien\u003C\u002Fp>\n\n\u003Cp>HAMIDOUNI Said\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>USA M\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ANDRIANALIMANANA Oliva\u003C\u002Fp>\n\n\u003Cp>RANDRIANAR1VELO Mario Nirina\u003C\u002Fp>\n\n\u003Cp>FANOMEZAMANANA Marcellin\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"disabilitypay":42,"hourspday_select":46,"PAIDLEAV_trigger":50,"NOCTPREM_trigger":54,"contracttrialperiod":58,"lowwageperiod":62,"SKILLEVEL_trigger":66,"equalityotherclause":70,"WAGES_determined":74,"contracttrial":76,"hourspyear_select":80,"hourspweek_select":82,"dayspweek_select":84,"healthcareaccess":86,"hourspmonth_select":90,"apprenticeships":92,"SENIOR_trigger":96,"SUNDAY_trigger":99,"shiftallowancetype1":102,"COMMUTE_trigger":104,"bankholidays1":107},{"bindId":43,"name":44,"text":45},"disabilitypay","Les dispositions des articles 240 et 241","Les dispositions des articles 240 et 241 du décret n° 63 124 du 23\nFévrier 1963 portant Code de Prévoyance Sociale sont applicables en la\nmatière.\n\nSi l'agent victime d'un accident de travail n'est plus en mesure de\ntravailler avec un taux d'incapacité physique égal ou supérieur à 60% selon\nl'avis du Responsable Sanitaire, l'Employeur lui octroie tous les avantages\nauxquels ont droit les Travailleurs admis à la retraite conformément à la\nréglementation en vigueur dans l'Entreprise, et ce, après autorisation\némanant du Ministère du Travail sur l'opportunité de son débauchage.",{"bindId":47,"name":48,"text":49},"hourspday_select","Les jours et horaires de travail et les ","Les jours et horaires de travail et les heures supplémentaires sont fixés\ndans le cadre des dispositions légales et réglementaires en vigueur.",{"bindId":51,"name":52,"text":53},"PAIDLEAV_trigger","Les Travailleurs bénéficient de congés p","Les Travailleurs bénéficient de congés payés dans les conditions\nprévues par les dispositions légales et réglementaires en vigueur.\n\nLe droit à congé de l'année en cours n'entre en jouissance que l'année\nsuivante.\n\nLe congé annuel doit être pris en principe en une seule fois, avec,\nnéanmoins, possibilité de fractionnement, conformément à la législation en\nvigueur.\n\n\n\nTout Travailleur partant en congé pourra demander une avance sur allocation\nde congé dont le montant ne devra pas dépasser le salaire net, après\ndéduction des indemnités pour les heures supplémentaires et des précomptes\ndivers.\n\nLes congés ne peuvent être remplacés par l'octroi d'une indemnité\ncorrespondante tant que le Travailleur est encore en activité de service.\n\n\n\nTout Travailleur doit obligatoirement prendre un congé annuel porté sur\nl'imprimé destiné à cet effet. L'impossibilité pour le Travailleur de jouir\nde son droit en la matière, pour raison impérieuse de service, devra être\njustifiée par écrit par l'Employeur, sur l'imprimé destiné à cet effet. Le\ncumul de congé ne peut s'effectuer que dans la limite de trois années.\n\n\n\nLes Travailleurs titulaires d'insigne de distinctions honorifiques\nbénéficient d'un congé supplémentaire annuel dans les conditions suivantes\n:\n\n-un jour pour la « Médaille de travail »,\n\n-un jour pour « l'Ordre National » ou « Mérite de Madagascar ».",{"bindId":55,"name":56,"text":57},"NOCTPREM_trigger","-l'arrêté n°68 172 du 18 avril 1968 rela","-l'arrêté n°68 172 du 18 avril 1968 relatif à la réglementation et la\nrémunération en contrepartie du travail normal et du travail pendant les\nheures de nuit, le dimanche et les jours fériés,\n\n-l'arrêté n°72 226 modifiant et complétant plusieurs articles de\nl'arrêté n°68 172 fixant les modalités d'application des heures\nsupplémentaires de nuit, du dimanche et des jours fériés,",{"bindId":59,"name":60,"text":61},"contracttrialperiod","Cette durée est fixée comme suit : -troi","Cette durée est fixée comme suit :\n\n-trois mois pour les agents des catégories 1A à 5B ;\n\n-quatre mois pour les agents de catégorie A5 et A4 ;\n\n-six mois pour les agents des catégories A3, A2, Al et HC.",{"bindId":63,"name":64,"text":65},"lowwageperiod","Les salaires sont payés conformément aux","Les salaires sont payés conformément aux dispositions légales et\nréglementaires.\n\nLe paiement des salaires a lieu pendant les heures de travail.\n\nLe règlement du salaire se fait à chaque fin de mois :\n\n-si la fin du mois tombe à un jour non ouvrable, le paiement aura lieu le\ndernier jour ouvrable précédent,\n\n-le salaire du mois de juin est payé avant le 26 juin,\n\n-le salaire du mois de décembre est payé avant le 25 décembre,\n\n-le treizième mois est payé avant le 31 décembre.\n\n\n\nEn cas de contestation sur le contenu du bulletin de paie, le Travailleur\npeut demander la justification des éléments ayant servi à l'établissement\nde son bulletin de paie. Il peut se faire assister du Délégué du\nPersonnel.",{"bindId":67,"name":68,"text":69},"SKILLEVEL_trigger","Le salaire du travailleur est déterminé ","Le salaire du travailleur est déterminé par la qualification\nprofessionnelle et l’emploi qui lui sont attribués dans l’entreprise. Le\nsalaire étant la contrepartie du travail fourni, aucun salaire n’est dû en\ncas d’absence en dehors des cas prévus par la réglementation.\nL’entreprise octroie au minimum le salaire par catégorie professionnelle\nprévue à la grille salariale officielle déterminée par les lois et\nrèglements en vigueur à Madagascar.",{"bindId":71,"name":72,"text":73},"equalityotherclause","1.Agent de sexe féminin ou masculin pouv","1.Agent de sexe féminin ou masculin pouvant être admis à la retraite\nanticipée cinq ans avant la date de retraite réglementée par la loi en\nvigueur et ayant accompli 15 ans de service effectifs au sein de l'Entreprise,\net ayant pris connaissance des dispositions en vigueur de la CNaPS,",{"bindId":75,"name":68,"text":69},"WAGES_determined",{"bindId":77,"name":78,"text":79},"contracttrial","L'embauche définitive du Travailleur, co","L'embauche définitive du Travailleur, conditionnée par sa confirmation au\nposte, doit obligatoirement être précédée d'une période d'essai notifiée\npar écrit dont la durée varie selon la catégorie professionnelle à laquelle\nappartient le Travailleur.\n\n\n\nCette durée est fixée comme suit :\n\n-trois mois pour les agents des catégories 1A à 5B ;\n\n-quatre mois pour les agents de catégorie A5 et A4 ;\n\n-six mois pour les agents des catégories A3, A2, Al et HC.\n\n\n\nLa période d'essai est renouvelable une seule fois.\n\nL'Employeur est tenu de donner son avis, par écrit, avant expiration de la\npériode d'essai, soit :\n\n-essai non concluant\n\n-prolongation essai\n\n-confirmation au poste.\n\nLa non- production à temps des pièces constitutives de dossier individuel\nentraînera de fait la prolongation de l'essai.\n\nPendant la période d'essai, les parties ont le droit de rompre\nunilatéralement le contrat sans aucune indemnisation.",{"bindId":81,"name":48,"text":49},"hourspyear_select",{"bindId":83,"name":48,"text":49},"hourspweek_select",{"bindId":85,"name":48,"text":49},"dayspweek_select",{"bindId":87,"name":88,"text":89},"healthcareaccess","Le Travailleur titulaire d'un certificat","Le Travailleur titulaire d'un certificat médical portant mention d'un repos\npour maladie et émanant des médecins traitants autres que ceux du Centre\nMédico-Social JIRAMA, centres médicaux ou Médecins conventionnés de\nl'Entreprise doit obligatoirement présenter ledit certificat au Centre\nSanitaire ou Médecins conventionnés JIRAMA aux fins de validation.",{"bindId":91,"name":48,"text":49},"hourspmonth_select",{"bindId":93,"name":94,"text":95},"apprenticeships","Une formation conforme aux besoins du po","Une formation conforme aux besoins du poste doit être dispensée par\nl'Employeur; elle doit être sanctionnée par une note d'habilitation au\nposte.\n\n1.Travailleur en activité :\n\n\n\nL'Employeur élabore un programme de formation.\n\nUn calendrier de cours et stages par branches d'activités sera établi et\ndiffusé.\n\n\n\nSur approbation de l'Employeur, chaque Travailleur peut suivre une formation\ndans les conditions ci-après :\n\n-le stage de formation envisagé doit répondre aux exigences de\nl'emploi,\n\n-le Travailleur doit avoir un niveau d'instruction lui permettant de suivre\nefficacement le stage\n\nde formation dans l'intérêt des deux parties,\n\n-la formation professionnelle n'entraîne pas systématiquement et\nimmédiatement une augmentation de salaire dans la catégorie de l'emploi ou\nune promotion,\n\n-les conditions administratives des agents en formation seront\nréglementées par note de service.\n\n\n\n2. Travailleur nouvellement embauché :\n\n\n\nPour les postes exigeant une aptitude spéciale, un stage de formation\nprécédera la période d'essai. La durée et les rémunérations seront\nconsignées dans le contrat y afférent.",{"bindId":97,"name":98,"text":98},"SENIOR_trigger","16-Prime d'ancienneté,",{"bindId":100,"name":56,"text":101},"SUNDAY_trigger","-l'arrêté n°68 172 du 18 avril 1968 relatif à la réglementation et la\nrémunération en contrepartie du travail normal et du travail pendant les\nheures de nuit, le dimanche et les jours fériés,",{"bindId":103,"name":56,"text":57},"shiftallowancetype1",{"bindId":105,"name":106,"text":106},"COMMUTE_trigger","8-Indemnité de transport",{"bindId":108,"name":109,"text":110},"bankholidays1","Les jours fériés et payés sont ceux prév","Les jours fériés et payés sont ceux prévus par la législation en\nvigueur.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Convention Collective de la Jiro Sy Rano Eto Madagasikara (JIRAMA) - 2011 - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Date de prise d'effet: → 2011-07-01\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">Date de fin: → Pas spécifiée\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratifiée par: → Court\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratifiée le: → 2011-07-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nom de l'industrie: → Collecte et traitement des déchets et des eaux usées, production et distribution d'électricité,\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Secteur privé \u002F publique: → Dans le secteur privé\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Signée par:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Nom de l'entreprise: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Noms des syndicats: → \n\n                \n                    \n                    \u003Cspan>\n                        SEKRIMA - Sendika Krisitianina Malgasy - Conf. Chrétienne des Syndicats Malgaches, TM\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">AIDE SOCIALE ET RETRAITE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">L'employeur contribue à la caisse de retraite des travailleurs: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">L'employeur contribue à la caisse d'invalidité des travailleurs: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">L'employeur contribue à la caisse d'allocation chômage des travailleurs: → Non\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">FORMATION\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programmes de formation: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprentissage: → Oui\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">L'employeur contribue à la caisse de formation des travailleurs: → Non\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">MALADIE ET INVALIDITE'\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Dispositions concernant le retour au travail après une longue maladie, par exemple traitement du cancer: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Congés payé pour menstruation: → Non\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Paie en cas d'incapacité résultant d'accident professionnel: → Oui\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SANTE' ET SECURITE' AU TRAVAIL ET AIDE MEDICALE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Aide médicale convenue: → Oui\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Aide medicale pour la famille du travailleur: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution à l'assurance santé convenue: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Assurance santé convenue pour la famille du travailleur: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Politique de santé et sécurité convenue: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Formation sur santé et sécurité convenue: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Vêtements de protection fournis: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Checkup ou visites médicales régulières ou annuelles offertes par l'employeur: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Contrôle de sollicitation musculo-squelettique des postes de travail, risques professionnels et\u002Fou relation entre travail et santé : → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Aide pour les obsèques: → Non\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">Questions liées à l’égalité des genres\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Salaire égal pour un travail de valeur égale : → Non\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Clauses sur la discrimination au travail: → Non\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Egalité des chances de promotion aux femmes : → Non\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Egalité des chances pour la formation et le recyclage des femmes: → Non\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Responsable syndical de l’égalité des genres sur le lieu de travail : → Non\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses sur le harcèlement sexuel au travail : → Non\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses sur la violence au travail : → Non\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Congé spécial pour les travailleurs victimes de violence domestique ou conjugale : → Non\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Appui fourni aux travailleuses handicapées : → Non\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Suivi de l’égalité de genre : → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATS DE TRAVAIL\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Durée de la période d'essai: → 180 jours\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Les travailleurs à temps partiel exclus de toute disposition : → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Dispositions concernant les travailleurs temporaires : → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentis exclus de toute disposition : → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Petits jobs\u002Femplois étudiants exclus de toute disposition : → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAIRE, DUREE DU TRAVAIL ET CONGES\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Congé annuel payé: →  jours\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Congé annuel payé: →  semaines\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Nombre Maximum de dimanches \u002Fjours fériés qui peuvent être travaillés en une année : → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Dispositions relatives aux modalités de travail flexibles : → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">SALAIRE\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Salaires déterminés au moyen d’échelle salariale : → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Rajustement en fonction de la croissance du coût de la vie: → 0\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Prime pour le travail de nuit ou de soir\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Prime seulement pour le travail de nuit: → Oui\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Prime de dimanche\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Indemnité de transport\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Prime d'ancienneté\u003C\u002Fh4>\n\n                \n\n                \n\n                \n            \u003C\u002Fdiv>\n\n            \u003Ch4>Ticket-repas fourni\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Indemnité de repas fourni: → Non\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[116],{"title":35,"slug":31},[118],{"type":119,"data":120},"call_to_action_body_block",{"title":121,"description":122,"variant":123,"link":124},"Comparer les conventions collectives","Comparer les articles des conventions collectives de Madagascar entre secteurs, sujets et Pays","dark",{"title":121,"url":125,"description":121,"rel":126,"type":127},"\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fconvention-collective\u002Fcomparer-les-conventions-collectives","follow","internal",[129],{"type":119,"data":130},{"title":121,"description":122,"variant":123,"link":131},{"title":121,"url":125,"description":121,"rel":126,"type":127},[],{"title":15,"seo_title":134,"description":7,"path":135,"redirect_url":7,"locale":16,"children":136},"WageIndicator Madagascar: salaires et droit du travail","\u002Ffr-mg",[137,223,252],{"title":18,"seo_title":138,"description":7,"path":139,"redirect_url":7,"locale":16,"children":140},"Travailler à Madagascar: salaires et droits","\u002Ffr-mg\u002Ftravail-a-madagascar",[141,146,151,170,219],{"title":142,"seo_title":143,"description":7,"path":144,"redirect_url":7,"locale":16,"children":145},"Salaire minimum","WageIndicator : salaire minimum à Madagascar","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaire-minimum",[],{"title":147,"seo_title":148,"description":7,"path":149,"redirect_url":7,"locale":16,"children":150},"Salaires Vitaux","WageIndicator: salaire minimum vital à Madagascar","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaires-minimums-vitaux",[],{"title":152,"seo_title":8,"description":7,"path":153,"redirect_url":7,"locale":16,"children":154},"Salaire","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaire",[155,160,165],{"title":156,"seo_title":157,"description":7,"path":158,"redirect_url":7,"locale":16,"children":159},"Contrôle des salaires","WageIndicator : contrôle des salaires à Madagascar","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaire\u002Fcontrole",[],{"title":161,"seo_title":162,"description":7,"path":163,"redirect_url":7,"locale":16,"children":164},"Enquête Salariale","WageIndicator: Enquête Salariale Madagascar","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaire\u002Fenquete",[],{"title":166,"seo_title":167,"description":7,"path":168,"redirect_url":7,"locale":16,"children":169},"Salaire VIP","Salaires des stars à Madagascar et dans le monde","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaire\u002Fvip",[],{"title":171,"seo_title":172,"description":7,"path":173,"redirect_url":7,"locale":16,"children":174},"Droit du Travail","Droit du travail à Madagascar","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail",[175,179,183,187,191,195,199,203,207,211,215],{"title":176,"seo_title":8,"description":7,"path":177,"redirect_url":7,"locale":16,"children":178},"Congé Annuel et Vacances","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Fconge-annuel-et-vacances",[],{"title":180,"seo_title":8,"description":7,"path":181,"redirect_url":7,"locale":16,"children":182},"Congé de Maladie","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Fconge-de-maladie",[],{"title":184,"seo_title":8,"description":7,"path":185,"redirect_url":7,"locale":16,"children":186},"Droits 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