[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fconvention-collective\u002Fconvention-collective-du-corps-des-travailleurs-de-la-societe-de-manutention-des-marchandises-conventionnelles":3,"menu:\u002Ffr-mg:":158,"sites:htmlblocks":328,"footer:root":1527,"subsites":1624,"cite-subsites":5189,"cite-footer:root":5666,"suggested:root":5705},{"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":138,"content_type_view":139,"extra_breadcrumbs":140,"body":142,"body_blocks":153,"related_pages":157},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":136,"translations":137},{"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-du-corps-des-travailleurs-de-la-societe-de-manutention-des-marchandises-conventionnelles","c13363ba-90a0-11e2-8331-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fmdg\u002Fconvention-collective-du-corps-des-travailleurs-de-la-societe-de-manutention-des-marchandises-conventionnelles\u002Fconvention-collective-du-corps-des-travailleurs-de-la-societe-de-manutention-des-marchandises-conventionnelles\u002F","Convention Collective du Corps des Travailleurs de la Societe de Manutention des Marchandises Conventionnelles - 2010","Convention Collective du Corps des Travailleurs de la Societe de Manutention des Marchandises Conventionnelles - 2010 - 2010","Madagascar - Convention Collective du Corps des Travailleurs de la Societe de Manutention des Marchandises Conventionnelles - 2010 - 2010","Convention Collective du Corps des Travailleurs de la Societe de Manutention des Marchandises Conventionnelles - 2010 - 2010 - Transports, logistique, communications",{"name":39,"data":40},"2010 - Madagascar - Convention Collective SMMC (Port) Toamasina.html","\n              \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>Nuovo1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>SOCIETE DE MANUTENTION DES MARCHANDISES CONVENTIONNELLES (S.M.M.C)\u003C\u002Fp>\n\n\u003Cp>05, rue de Commerce Ampasimazava-Esi\u003C\u002Fp>\n\n\u003Cp>BP:529 Tél. 0205331263\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>CONVENTION COLLECTIVE DU CORPS DES TRAVAILLEURS DE LA SOCIETE DE\nMANUTENTION DES MARCHANDISES CONVENTIONNELLES\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mai 2010\u003C\u002Fp>\n\n\u003Cp>PREAMBULE\u003C\u002Fp>\n\n\u003Cp>La convention collective du Corps des Travailleurs de la Société de\nManutention des Marchandises Conventionnelles est inspirée de la Convention\nCollective de la SEPT, et le fruit d’une longue méditation poussée par un\ndésir profond de justice sociale.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pour ce faire, les représentants syndicaux se sont basés sur les\ndifférents textes ayant régis jusqu’ici le personnel de la SEPT, la\nConvention Collective en date du 31 mai 1996 révisée le 04 Août 2003.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>OBJET DE LA CONVENTION COLLECTIVE\u003C\u002Fp>\n\n\u003Cp>La présente convention collective a pour objet de régir les rapports de\ntravail entre la Société de Manutention des Marchandises Conventionnelles et\ntous ses employés constituant le corps des travailleurs de la SMMC. Sans\nexception ni discrimination.\u003C\u002Fp>\n\n\u003Cp>Les dispositions légales et réglementaires en vigueur s’appliquent à\ntous les cas non prévus par la présente convention. Elles s’appliquent\négalement dans les cas des dispositions plus favorables au personnel que\ncelles de la présente convention.\u003C\u002Fp>\n\n\u003Cp>Ses objectifs essentiels sont: - Avoir une meilleure transparence dans la\ngestion administrative par l’unicité d’un texte de référence,\u003C\u002Fp>\n\n\u003Cp>- Permettre une prévision, un suivi et une évaluation beaucoup plus\nefficace en matière de charges,\u003C\u002Fp>\n\n\u003Cp>- Parvenir à une plus grande justice et d’équité en matière\nd’obligation et de droits sociaux pour l’ensemble des travailleurs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CONVENTION COLLECTIVE\u003C\u002Fp>\n\n\u003Cp>La présente convention collective fixe les rapports de travail à la\nSociété de Manutention des Marchandises Conventionnelles\u003C\u002Fp>\n\n\u003Cp>IL est convenu ce qui suit entre:\u003C\u002Fp>\n\n\u003Cp>- La Société de Manutention des Marchandises Conventionnelles dénommée\n«SMMC », représentée par son Directeur Général, dont le siège est à\nToamasina, d’une part,\u003C\u002Fp>\n\n\u003Cp>- Et les représentants des syndicats des travailleurs de la Société de\nManutention des Marchandises Conventionnelles\u003C\u002Fp>\n\n\u003Cp>- dûment mandatés, d’autre part,\u003C\u002Fp>\n\n\u003Cp>- A la suite des négociations entre la Société de Manutention des\nMarchandises\u003C\u002Fp>\n\n\u003Cp>Conventionnelles et les représentants des douze organisations syndicales\nexistantes, le texte de la nouvelle convention collective est rédigé comme\nsuit:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Il est à préciser que l’appellation de la présente convention sera\ndésormais:\u003C\u002Fp>\n\n\u003Cp>« CONVENTION COLLECTIVE DU CORPS DES TRAVAILLEURS PERMANENTS DE LA SMMC\n».\u003C\u002Fp>\n\n\u003Cp>Tous les travailleurs, quelle que soit leur fonction, sont soumis à cette\nconvention et doivent se conformer à toutes les mesures prises sous réserve\ndes dispositions particulières en vue de préserver la bonne marche de la\nSociété.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>TITRE PREMIER: DISPOSITIONS GENERALES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE PREMIER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAMP D’APPLICATION - PRISE D’EFFET\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article premier: Champ d’application\u003C\u002Fh3>\n\n\u003Cp>La présente convention collective s’applique aux personnels permanents\nconstituant le corps des travailleurs de la Société de Manutention des\nMarchandises Conventionnelles.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art.2 : Prise d’effet\u003C\u002Fh3>\n\n\u003Cp>La présente convention prendra effet à partir du jour qui suivra le\ndépôt au Greffe de la Chambre Sociale du Tribunal de Première Instance de\nTamatave, aux soins de la partie la plus diligente. Toutes dispositions\nantérieures et contraires à la présente convention sont abrogées et de nul\neffet à partir de la date de sa mise en vigueur.\u003C\u002Fp>\n\n\u003Ch3>Art.3 Durée de la convention\u003C\u002Fh3>\n\n\u003Cp>La présente convention est conclue pour une durée indéterminée.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE II: DENONCIATION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 4: Dénonciation\u003C\u002Fh3>\n\n\u003Cp>Toute modification ultérieure de la législation du travail ne sera pas\nconsidérée comme cause de dénonciation de la présente convention, mais\nentraînera la modification dans le même sens des articles qu’elle\nvisera.\u003C\u002Fp>\n\n\u003Cp>Toutefois, elle pourra être dénoncée par l’une des parties\ncontractantes au plus tôt un an après sa signature sous réserve d’un\npréavis de trois (3) mois, signifié à l’autre partie contractante, par\nlettre recommandée avec accusé dc réception, dont copie sera adressée au\nGreffe de la Chambre Sociale du Tribunal de Première Instance de Tamatave et\nà l’Inspection de Travail de Tamatave.\u003C\u002Fp>\n\n\u003Cp>La partie qui prend l’initiative de la dénonciation doit exposer dans sa\nlettre de préavis, le motif précis de la dénonciation et joindre à sa\nlettre un projet de nouvelle convention.\u003C\u002Fp>\n\n\u003Cp>Les pourparlers devront s’ouvrir dans un délai de un (01) mois après\nréception du préavis.\u003C\u002Fp>\n\n\u003Cp>Si l’accord sur un nouveau texte ne peut se faire avant l’expiration\nd’un délai de trois (3) mois à compter de l’ouverture des pourparlers. la\nconvention restera en vigueur.\u003C\u002Fp>\n\n\u003Ch3>Art.5 Révision\u003C\u002Fh3>\n\n\u003Cp>Aucune partie ne pourra formuler une demande de révision avant\nl’expiration d’un délai de un an à compter de la date de signature de la\nprésente convention, sauf révision d’accord partie ou demande consécutive\nà une modification de la législation ou de la réglementation.\u003C\u002Fp>\n\n\u003Cp>La partie qui prend l’initiative de la demande de révision doit exposer\ndans sa lettre, le point précis sur lequel doit porter le révision proposée.\nLes pourparlers devront s’ouvrir dans un délai de quinze (15) jours.\u003C\u002Fp>\n\n\u003Cp>Toute modification à la convention qui serait ainsi décidée, sera\nnotifiée aux autorités visées à l’article 4 ci-dessus.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 6 : Adhésion\u003C\u002Fh3>\n\n\u003Cp>Tout syndicat qui n’est pas partie à la présente convention peut y\nadhérer en notifiant cette adhésion par lettre recommandée, aux parties\nsignataires, au Greffe du Tribunal de Première Instance et à l’Inspection\nde Travail de Tamatave.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cette adhésion prendra effet à compter du jour qui suivra celui de la\nnotification au Greffe du Tribunal de Travail.\u003C\u002Fp>\n\n\u003Cp>Toute organisation syndicale adhérant, après coup, à la présente\nconvention ne peut toutefois la dénoncer ou en demander une révision, même\npartielle, qu’avec l’accord des parties contractantes dans les formes\nprévues à l’art.4 ci- dessus.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toute organisation syndicale signataire de la présente convention, qui\nfusionnera avec une autre organisation syndicale ou qui changera\nd’appellation, conservera les droits attachés à la qualité de signataire\nde la convention, à condition qu’elle ait manifestée la fusion ou le\nchangement d’appellation à tous les signataires de la présente\nconvention.\u003C\u002Fp>\n\n\u003Ch3>Art.7 Commission d’interprétation\u003C\u002Fh3>\n\n\u003Cp>Toute difficulté d’interprétation du texte de la présente convention,\nsera examinée, par une commission d’interprétation composée des\u003C\u002Fp>\n\n\u003Cp>L représentants de la SMMC et d’un représentant de chaque organisation\nsyndicale signataire.\u003C\u002Fp>\n\n\u003Cp>Elle se réunira à l’initiative de l’une des parties sous la\nprésidence des représentants de la\u003C\u002Fp>\n\n\u003Cp>SMMC.\u003C\u002Fp>\n\n\u003Ch3>Art.8 : Avenant\u003C\u002Fh3>\n\n\u003Cp>Tout avenant à apporter à la présente\u003C\u002Fp>\n\n\u003Cp>convention doit être soumis à l’approbation des\u003C\u002Fp>\n\n\u003Cp>parties signataires.\u003C\u002Fp>\n\n\u003Cp>Toutes décisions prises par la commission auront force exécutoire et\nseront portées en annexe de la convention.\u003C\u002Fp>\n\n\u003Cp>Dans le cas où les travaux n’aboutiraient pas, le problème sera porté\ndevant l’Inspection de Travail de Tamatave.\u003C\u002Fp>\n\n\u003Ch3>Art. 9 Droits et avantages acquis\u003C\u002Fh3>\n\n\u003Cp>La présente convention collective ne pourra être la cause d’annulation\nou de réduction des droits et avantages acquis non stipulés.\u003C\u002Fp>\n\n\u003Ch2>TITRE II: CARRIERES\u003C\u002Fh2>\n\n\u003Cp>CHAPITRE PREMIER RECRUTEMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 10 : Conditions\u003C\u002Fh3>\n\n\u003Cp>Tout recrutement doit se faire en fonction des besoins et en conformité\navec les dispositions du statut de la Société prévues à cet effet.\u003C\u002Fp>\n\n\u003Cp>Tout candidat à recruter doit remplir les conditions suivantes:\u003C\u002Fp>\n\n\u003Cp>1. formuler une demande d’emploi\u003C\u002Fp>\n\n\u003Cp>accompagnée d’un curriculum vitae,\u003C\u002Fp>\n\n\u003Cp>2. être de nationalité malagasy\u003C\u002Fp>\n\n\u003Cp>3. être âgé de 18 ans au moins à la date du recrutement,\u003C\u002Fp>\n\n\u003Cp>4. être en position régulière vis-à-vis du\u003C\u002Fp>\n\n\u003Cp>Service national,\u003C\u002Fp>\n\n\u003Cp>5. être en mesure de produire:\u003C\u002Fp>\n\n\u003Cp>- une pièce officielle prouvant son identité,\u003C\u002Fp>\n\n\u003Cp>- un extrait du casier judiciaire (bulletin n°3)\u003C\u002Fp>\n\n\u003Cp>de moins de 3 mois,\u003C\u002Fp>\n\n\u003Cp>- le diplôme nécessaire dûment certifié conforme par le service\nacadémique.\u003C\u002Fp>\n\n\u003Cp>6. avoir subi avec succès un test d’aptitude à\u003C\u002Fp>\n\n\u003Cp>l’emploi sollicité,\u003C\u002Fp>\n\n\u003Cp>7. Être apte physiquement et moralement à l’emploi demandé.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 11: Organisation de test\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tout test de recrutement doit être précédé d’un avis publié un mois\nà l’avance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La préparation des sujets ainsi que la désignation des membres de jury\nsont laissés au soin de la Direction Générale.\u003C\u002Fp>\n\n\u003Cp>La surveillance des tests et le dépouillement des notes jusqu’à la\ndélibération finale doivent être assisté par des représentants du\npersonnel formellement désignés à cet effet:\u003C\u002Fp>\n\n\u003Cp>- 1 délégué du personnel\u003C\u002Fp>\n\n\u003Cp>- 1 membre du Comité d’entreprise\u003C\u002Fp>\n\n\u003Cp>Nonobstant les dispositions ci-dessus, la Direction Générale peut faire\ndes recrutements suivant les modalités qu’elle juge nécessaires.\u003C\u002Fp>\n\n\u003Ch3>Art. 12 : Essai\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cp>Tout candidat admissible à un nouvel emploi doit subir une période\nd’essai de:\u003C\u002Fp>\n\n\u003Cp>• 3 mois pour les agents d’exécution et agents de maîtrise,\u003C\u002Fp>\n\n\u003Cp>• 4 ou 6 mois pour les cadres.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La période d’essai peut être renouvelable une seule fois, à l’issue\nde laquelle l’agent doit être:\u003C\u002Fp>\n\n\u003Cp>- titularisé si l’essai est concluant. En aucun cas, le nouveau recruté\nne peut prétendre ou être prétendu à un changement de poste qu’après 3\nans d’occupation du poste de recrutement.\u003C\u002Fp>\n\n\u003Cp>- licencié sans préavis dans le cas contraire.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Art .13 : Contrat\u003C\u002Fh3>\n\n\u003Cp>Tout recrutement doit faire l’objet d’un contrat écrit et signé par\nles deux parties\u003C\u002Fp>\n\n\u003Cp>contractantes en précisant:\u003C\u002Fp>\n\n\u003Cp>- la durée du contrat,\u003C\u002Fp>\n\n\u003Cp>- la fonction.\u003C\u002Fp>\n\n\u003Cp>- la rémunération.\u003C\u002Fp>\n\n\u003Cp>CHAPITRE II\u003C\u002Fp>\n\n\u003Cp>\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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\">CATEGORIE\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>S - \u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword 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>\u003C\u002Fspan>S\u003C\u002Fp>\n\n\u003Ch3>Art. 14 : \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan>s\u003C\u002Fh3>\n\n\u003Cp>Le personnel de la SMMC est réparti en trois\u003C\u002Fp>\n\n\u003Cp>\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan>s du personnel\u003C\u002Fp>\n\n\u003Cp>- Exécutant\u003C\u002Fp>\n\n\u003Cp>- Maîtrise - Cadre\u003C\u002Fp>\n\n\u003Ch3>Art. 15: \u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles focus\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword 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>\u003C\u002Fspan>s professionnelles\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cp>Le personnel groupé dans les \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan>s du personnel énumérées à\nl’art. 14 se distingue par les différentes \u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword 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>\u003C\u002Fspan>s suivantes:\u003C\u002Fp>\n\n\u003Cp>- O S : Ouvrier Spécialisé\u003C\u002Fp>\n\n\u003Cp>- O P : Ouvrier Professionnel\u003C\u002Fp>\n\n\u003Cp>- A M : Agent de Maîtrise\u003C\u002Fp>\n\n\u003Cp>- C : Cadre\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 16 : Echelons\u003C\u002Fh3>\n\n\u003Cp>Ces différentes \u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword 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>\u003C\u002Fspan>s comportent à leur tour des échelons.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art.17 : Définition des \u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword 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>\u003C\u002Fspan>s\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cp>OS: Ouvrier Spécialisé: personnel capable de réaliser une partie\nd’ouvrage dans une totalité\u003C\u002Fp>\n\n\u003Cp>placée sous la responsabilité d’un ouvrier professionnel.\u003C\u002Fp>\n\n\u003Cp>OP: Ouvrier Professionnel: personnel très\u003C\u002Fp>\n\n\u003Cp>qualifié exécutant des travaux qui impliquent une connaissance approfondie\ndu métier, une grande\u003C\u002Fp>\n\n\u003Cp>habileté et une large initiative, capable\u003C\u002Fp>\n\n\u003Cp>d’exécuter les différentes indications définies par\u003C\u002Fp>\n\n\u003Cp>la hiérarchie pour les concrétiser au niveau de la\u003C\u002Fp>\n\n\u003Cp>réalisation totale d’un ouvrage avec la qualité de travail attendue.\u003C\u002Fp>\n\n\u003Cp>AM: Agent de Maîtrise : personnel capable\u003C\u002Fp>\n\n\u003Cp>de diriger tous les travaux du métier et de\u003C\u002Fp>\n\n\u003Cp>concrétiser un programme d’activité par la mise en place d’une\norganisation à court terme d’une ou plusieurs opérations.\u003C\u002Fp>\n\n\u003Cp>Pour ce faire, il supervise les activités techniques des agents\nd’exécution placés sous ses ordres et contrôle les respects de la\nréglementation du travail définie par les\u003C\u002Fp>\n\n\u003Cp>différents textes en vigueur.\u003C\u002Fp>\n\n\u003Cp>C : Cadre: personnel en position de cadre administratif, technique ou\ncommercial ayant acquis par des études scientifiques et professionnelles ou\npar une longue expérience personnelle, une \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> appuyée sur des\nconnaissances générales qu’il met en oeuvre dans l’accomplissement de ses\nfonctions.\u003C\u002Fp>\n\n\u003Cp>Il est chargé de traduire en termes opérationnels, l’orientation et\ndirective issue de la hiérarchie, pour définir\u003C\u002Fp>\n\n\u003Cp> l’organisation de la mise en oeuvre, du suivi et du contrôle et rendre\ncompte du résultat obtenu.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Art.18 : Grille des emplois\u003C\u002Fh3>\n\n\u003Cp>Les emplois se rapportant à ces \u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword 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>\u003C\u002Fspan>s professionnelles sont\ndéfinis par la\u003C\u002Fp>\n\n\u003Cp>grille des emplois annexée à la présente\u003C\u002Fp>\n\n\u003Cp>convention.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE III: REMUNERATION\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 19 : Salaire\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-PAYSCALES_period\" class=\"cbaClause highlight\">\u003Cp>Le salaire se décompte par mois et sur la base de 30 jours en cas de\nfractionnement. La rémunération du personnel de la SMMC comprend\u003C\u002Fp>\n\n\u003Cp>- des éléments fixes basés sur une grille indiciaire donnée et en\nfonction de la\u003C\u002Fp>\n\n\u003Cp>\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword 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>\u003C\u002Fspan> (salaire de base),\u003C\u002Fp>\n\n\u003Cp>- Des éléments variables (acces\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan>es de salaire).\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art.20: Grille indiciaire\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-PAYSCALES_type\" class=\"cbaClause highlight\">\u003Cp>Les agents soumis à la présente convention collective se voient attribuer\nles indices prévus par la grille indiciaire approuvée par le Conseil\nd’Administration et signée par le Directeur Général. La valeur du point\nd’indice est révisable.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art.21 : Evolution d’indice\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-COSTLIV_trigger\" class=\"cbaClause\">\u003Cp>Les indices seront extrapolés en classes et échelons. L’application du\nsystème d’avancement par échelon est prévue tous les deux ans.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>CHAPITRE IV: PRIMES ET INDEMNITES PROFESSIONNELLES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 22: Primes\u003C\u002Fh3>\n\n\u003Cp>L’exercice d’un métier présentant un risque exceptionnel entraîne une\nprime. La liste des risques ouvrant droits à une prime est dressée par la\nDirection Générale.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 23: Indemnités professionnelles\u003C\u002Fh3>\n\n\u003Cp>Les indemnités professionnelles sont\u003C\u002Fp>\n\n\u003Cp>rattachées aux fonctions. Leur jouissance se justifie par l’occupation\neffective des postes donnant droit à ces indemnités.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 24: Indemnités d’intérim\u003C\u002Fh3>\n\n\u003Cp>Le remplacement provi\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan>e effectué dans un poste de \u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword 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>\u003C\u002Fspan>\nsupérieure n’entraîne pas automatiquement promotion. Il ne peut\u003C\u002Fp>\n\n\u003Cp>excéder la durée de 6 mois. Pendant la durée de l’intérim, l’agent\npercevra les indemnités afférentes à cet emploi.\u003C\u002Fp>\n\n\u003Cp>Passé le délai de 6 mois prévu ci-dessus, la SMMC devra régler la\nsituation du travailleur en cause, soit en le titularisant soit en lui rendant\nses anciennes fonctions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 25: Prime d’ancienneté\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-longserviceallowancetype\" class=\"cbaClause highlight\">\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-SENIOR_trigger\" class=\"cbaClause highlight\">Il est alloué par mois, à tout agent relevant de la présente convention,\nune \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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\">prime d’ancienneté \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>égale à 5 % de son salaire de base pour chaque\npériode de trois années f ininterrompues et jusqu’à concurrence de 50\n%.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 26: Prime de fin de carrière\u003C\u002Fh3>\n\n\u003Cp>La prime de fin de carrière est allouée aux agents admis à la retraite\nnormale ou qui partent à la préretraite prévue par l’article 70 de la\nprésente convention. A cet effet, ils perçoivent au moment de la cessation de\nleur activité une prime de fin de carrière calculée d’après le dernier\nsalaire de base mensuel à raison de un mois et demi par tranche de 5 ans de\nservice effectif.\u003C\u002Fp>\n\n\u003Cp>Toutefois, dans le décompte final, la fraction de présence supérieure ou\négale à 2 ans ouvre droit également à 1 mois et demi de salaire de base.\u003C\u002Fp>\n\n\u003Cp>CHAPITRE V: EVOLUTION DE CARRIERE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art.27: Avancement\u003C\u002Fh3>\n\n\u003Cp>L’avancement est le passage d’un échelon à un autre ou d’une classe\nà une autre.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art.28: Promotion\u003C\u002Fh3>\n\n\u003Cp>Dans le cadre de la promotion interne, les agents soumis à la présente\nconvention pourront accéder par voie de test professionnel, aux différents\nemplois de niveau supérieur.\u003C\u002Fp>\n\n\u003Cp>En cas de désignation à un poste supérieur, de niveau moyen, priorité\nest donnée aux\u003C\u002Fp>\n\n\u003Cp>employés de la même filière suivant leur aptitude à occuper les postes\nde responsabilité vacants ou\u003C\u002Fp>\n\n\u003Cp>nouvellement créés. Si besoin est, une période probatoire n’excédent\npas trois mois est requise avant la titularisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art.29: \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> professionnelle\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Cp>La \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> permanente, dans le cadre du service, sous forme d’études\ncomplémentaires personnelles est, à la SMMC, au même titre que le droit à\nl’in\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan>, est un droit pour chacun, à quelque \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan> d’emploi\nqu’il appartienne.\u003C\u002Fp>\n\n\u003Cp>Tout agent doit se sentir responsable de\u003C\u002Fp>\n\n\u003Cp>l’évolution de sa carrière avec l’aide et les conseils de son Chef et\ndu Responsable de la \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>ILa \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> professionnelle a pour objet l’adaptation des travailleurs\naux évolutions technologiques et aux conditions de travail, de favoriser la\npromotion sociale et leur accès aux\u003C\u002Fp>\n\n\u003Cp>différents niveaux de qualification.\u003C\u002Fp>\n\n\u003Cp>Toute \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> professionnelle doit être sanctionnée par une\nattestation.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art.30 : \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> interne\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Cp>La \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> interne concerne toutes \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan>s dispensées par la SMMC en\nson sein, soit par ses propres techniciens, soit par des organismes agréés à\ncet effet.\u003C\u002Fp>\n\n\u003Cp>Tout responsable doit veiller à ce que les conditions et l’organisation\ndu travail dans son secteur soient telles que tout agent, puisse se\nperfectionner régulièrement dans la pratique même de ses tâches et\nfonctions.\u003C\u002Fp>\n\n\u003Cp>Les tâches de chacun doivent être progressivement élargies en tenant\ncompte de ses possibilités et des besoins de la Société.\u003C\u002Fp>\n\n\u003Cp>La \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> interne comprend, en premier\u003C\u002Fp>\n\n\u003Cp>lieu, la \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> pratique à l’occasion de l’exercice même de la\nfonction et également une \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> générale afin d’assurer la polyvalence\nnécessaire et suffisante de tous les agents d’autre\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art.31 : \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> externe\u003C\u002Fh3>\n\n\u003Cp>La \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> externe désigne toutes \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan>s se déroulant en dehors de\nl’Entreprise et à l’intérieur du territoire de Madagascar.\u003C\u002Fp>\n\n\u003Cp>La \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> externe à la ville de Toamasina ouvre droit au paiement\nd’une indemnité forfaitaire de stage ou de \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> et au maintien à la\n\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword 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\u002Fspan> à titre d’indemnité de séparation, de la rémunération\nd’activité.\u003C\u002Fp>\n\n\u003Ch3>Art .32 : Plan de \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>Un plan annuel de \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> externe est\u003C\u002Fp>\n\n\u003Cp>établi par le Responsable des \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan>s pour l’ensemble du personnel,\navec le concours du Comité d’Entreprise, en liaison avec les organismes\ndispensateurs de cours et en tenant compte des desiderata des agents et des\nbesoins de la SMMC.\u003C\u002Fp>\n\n\u003Ch3>Art. 33: \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> à l’étranger\u003C\u002Fh3>\n\n\u003Cp>Les agents régis par la présente convention,\u003C\u002Fp>\n\n\u003Cp>quelque soit leur \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan> professionnelle, envoyés pour effectuer un\nstage de spécialisation ou de perfectionnement en dehors du territoire\nnational, sont classés en trois \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan>s:\u003C\u002Fp>\n\n\u003Cp>- agents bénéficiaires d’une bourse octroyée par la SMMC,\u003C\u002Fp>\n\n\u003Cp>- agents bénéficiaires d’une bourse octroyée par l’Etat,\u003C\u002Fp>\n\n\u003Cp>- agents bénéficiaires d’une bourse octroyée par un pays étranger ou\norganisme international.\u003C\u002Fp>\n\n\u003Cp>Ils sont soumis à leur réminération aux règles indiquées ci-après :\u003C\u002Fp>\n\n\u003Cp>-au moment de départ, une indemnité représentative de première mise\nd’équipement,\u003C\u002Fp>\n\n\u003Cp>-de la date leur départ en stage à l’extérieur à celle de leur retour\nà Madagascar, les rémunérations suivantes.\u003C\u002Fp>\n\n\u003Cp>-Une indemnité mensuelle de stage au moins égale au \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan> vital reconnu\nau pays où se déroule le stage, sauf si les moyens de subsistance sont\nassurés aux stagiaires par le pays ou l’organisme qui octroi la bourse,\u003C\u002Fp>\n\n\u003Cp>-Une indemnité de séparation, destinée à compenser les charges\nsupplémentaires résultant de la séparation du ménage, égale à la\nrémunération d’activité de l’agent au moment de son départ.\u003C\u002Fp>\n\n\u003Cp>A son retour, l’agent bénéficiaire de stage ou de \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan>\nprofessionnelle est tenu de produire, dans un délai d’un mois, un rapport de\nstage, écrit en français ou en en malagasy, adressée à ses Chefs\nhiérarchiques et à la Direction Générale.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE VI: MOUVEMENT DU PERSONNEL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 34 : Mutation\u003C\u002Fh3>\n\n\u003Cp>Tout personnel régi par la présente convention, peut être muté dans\nl’une quelconque des postes de travail de la Société suivant sa demande et\nsa qualification, selon les besoins organisationnels, après deux ans\u003C\u002Fp>\n\n\u003Cp>d’occupation du poste d’origine.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 35 : Affectation\u003C\u002Fh3>\n\n\u003Cp>Tout agent soumis à la présente convention, peut être appelé à servir\ndans l’une quelconque des unités de production de la SMMC suivant sa\u003C\u002Fp>\n\n\u003Cp>qualification et selon les besoins de la Société.\u003C\u002Fp>\n\n\u003Cp>Toute affectation doit faire l’objet d’une décision préalable et\nsoumise à une période de préparation d’au moins un mois à compter de la\ndate de réception de la dite décision.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 36 : Déplacement\u003C\u002Fh3>\n\n\u003Cp>Il existe deux \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan>s de déplacement par ordre de service\u003C\u002Fp>\n\n\u003Cp>1. Temporaire: mission (dans le territoire ou en dehors du territoire),\u003C\u002Fp>\n\n\u003Cp>2. Définitif: affectation.\u003C\u002Fp>\n\n\u003Cp>Chaque déplacement doit faire l’objet d’un conformément à la\nréglementation en vigueur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 37: Déplacement temporaire\u003C\u002Fh3>\n\n\u003Cp>Les déplacements temporaires pour mission de service sont ceux, aux termes\ndesquels, l’agent doit retourner à la résidence qu’il occupait avant son\ndépart.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Une indemnité journalière sera allouée aux intéressés suivant un\n\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages focus\">\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\">barème\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> fixe et en fonction de leur \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan> professionnelle, toute journée\ncommencée étant due.\u003C\u002Fp>\n\n\u003Cp>Les déplacements qui sont les conséquences des convenances personnelles\nn’ouvrent droit ni au transport ni à l’indemnité de déplacement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 38: Mission à l’extérieur\u003C\u002Fh3>\n\n\u003Cp>Les missions à l’extérieur sont motivées par le déplacement d’un\nagent en dehors du territoire national dans l’intérêt ou pour les services\nde la SMMC. Pour les déplacements à l’extérieur, les indemnités sont\nfixées en tenant compte des taux de chancellerie appliqués dans chaque pays\nde destination.\u003C\u002Fp>\n\n\u003Cp>A son retour, il est tenu de présenter sous quinzaine, un rapport en\nfrançais ou en malagasy de sa mission à ses chefs hiérarchiques et à la\nDirection Générale.\u003C\u002Fp>\n\n\u003Ch3>Art.39 : Prise en charge\u003C\u002Fh3>\n\n\u003Cp>Tout agent de la SMMC, en déplacement pour une mission de service, est pris\nen charge par la SMMC.\u003C\u002Fp>\n\n\u003Cp>En outre, le frais de déplacement est payé par la SMMC avec une indemnité\nde\u003C\u002Fp>\n\n\u003Cp>déplacement journalière.\u003C\u002Fp>\n\n\u003Ch3>Art. 40 : Déplacement définitif\u003C\u002Fh3>\n\n\u003Cp>En cas de déplacement définitif ou affectation, les agents perçoivent, au\nmême taux que le déplacement temporaire, les diverses indemnités prévues à\ncet effet.\u003C\u002Fp>\n\n\u003Cp>Lorsque l’agent se déplace avec sa \u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword 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\u002Fspan>, il lui est alloué en outre\net par journée de déplacement:\u003C\u002Fp>\n\n\u003Cp>- 2\u002F3 de l’indemnité de déplacement de l’agent pour le conjoint,\u003C\u002Fp>\n\n\u003Cp>- 1\u002F3 de l’indemnité de déplacement de l’agent pour chaque enfant à\ncharge.\u003C\u002Fp>\n\n\u003Cp>D’autre part, ils perçoivent une indemnité de déménagement et\naménagement aux taux ci-\u003C\u002Fp>\n\n\u003Cp>après indiqués:\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  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan>\u003C\u002Ftd>\n      \u003Ctd>Célibataire\u003C\u002Ftd>\n      \u003Ctd>Ménage sans enfant\u003C\u002Ftd>\n      \u003Ctd>Ménage avec enfant\u003C\u002Ftd>\n      \u003Ctd>Majoration par enfant \n\n        \u003Cp>à charge\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cadre\u003C\u002Ftd>\n      \u003Ctd>40.000 Ar\u003C\u002Ftd>\n      \u003Ctd>50.000 Ar\u003C\u002Ftd>\n      \u003Ctd>80.000 Ar\u003C\u002Ftd>\n      \u003Ctd>2.500 Ar\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A M.\u003C\u002Ftd>\n      \u003Ctd>30.000 Ar\u003C\u002Ftd>\n      \u003Ctd>40.000 Ar\u003C\u002Ftd>\n      \u003Ctd>60.000 Ar\u003C\u002Ftd>\n      \u003Ctd>2.000 Ar\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A. E.\u003C\u002Ftd>\n      \u003Ctd>20.000 Ar\u003C\u002Ftd>\n      \u003Ctd>30.000 Ar\u003C\u002Ftd>\n      \u003Ctd>40.000 Ar\u003C\u002Ftd>\n      \u003Ctd>1.500 Ar\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3>Art. 41: Transport de bagages\u003C\u002Fh3>\n\n\u003Cp>En cas de déplacement définitif, l’agent a droit au transport de ses\nbagages et mobiliers dans les limites ci-après\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  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan>\u003C\u002Ftd>\n      \u003Ctd>Agent\u003C\u002Ftd>\n      \u003Ctd>Conjoint\u003C\u002Ftd>\n      \u003Ctd>Par enfant à charge\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cadre\u003C\u002Ftd>\n      \u003Ctd>1.000 Kg\u003C\u002Ftd>\n      \u003Ctd>750 Kg\u003C\u002Ftd>\n      \u003Ctd>150 Kg\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A.M.\u003C\u002Ftd>\n      \u003Ctd>900 Kg\u003C\u002Ftd>\n      \u003Ctd>650 Kg\u003C\u002Ftd>\n      \u003Ctd>150 Kg\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A. E.\u003C\u002Ftd>\n      \u003Ctd>800 Kg\u003C\u002Ftd>\n      \u003Ctd>550 Kg\u003C\u002Ftd>\n      \u003Ctd>150 Kg\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>TITRE III: GESTION ADMINISTRATIVE\u003C\u002Fh2>\n\n\u003Cp>CHAPITRE I: ABSENCES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 42 : \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> annuel\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">Conformément à la législation en vigueur, le personnel de la SMMC a droit\nà un \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> annuel de 30 jours calendaires par année de service accompli, et\nsa jouissance peut être fractionnée d’accords partis.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sont assimilés à des périodes de service effectif pour le calcul de la\ndurée de \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan>:\u003C\u002Fp>\n\n\u003Cp>- les périodes de \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> payé\u003C\u002Fp>\n\n\u003Cp>- les périodes de \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> de maternité,\u003C\u002Fp>\n\n\u003Cp>- les absences régulières pour \u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword 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>\u003C\u002Fspan>,\u003C\u002Fp>\n\n\u003Cp>- les absences régulières pour accident de travail et \u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword 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>\u003C\u002Fspan>s\nprofessionnelles, - les permissions exceptionnelles accordées aux agents, -\nles périodes de \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> éducation, les stages de \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> professionnelle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 43 : \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> supplémentaire\u003C\u002Fh3>\n\n\u003Cp>Le \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> légal sera augmenté de un jour par période entière de cinq ans\nde service pour la constatation de l’ancienneté.\u003C\u002Fp>\n\n\u003Cp>Les titulaires de distinction honorifique, bénéficient de leur côté de\ndeux jours de \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> supplémentaire par an, à ce litre.\u003C\u002Fp>\n\n\u003Cp>Le \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> légal et le \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> supplémentaire prévus ci-dessus totalisés\nne peuvent en aucun cas dépasser 36 jours par an.\u003C\u002Fp>\n\n\u003Cp>L’agent qui part en \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> de 15 jours consécutifs et plus obtient trois\njours de délai de route.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 44 : Rémunération de \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-annleaveallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight focus\">\u003Cp>L’employeur doit verser au travailleur\u003C\u002Fp>\n\n\u003Cp>I. pendant toute la durée de son \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> une rémunération qui sera au\nmoins égale au dernier\u003C\u002Fp>\n\n\u003Cp>salaire perçu par l’intéressé avant son départ.\u003C\u002Fp>\n\n\u003Cp>En sus, l’agent en \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> bénéficie d’une allocation dite indemnité\nde transport et dont la\u003C\u002Fp>\n\n\u003Cp>jouissance n’est pas cumulable.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 45 : Octroi de \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>Les dates de départ en \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan>, doivent tenir compte des nécessités de\nservice et du planning de \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> établi au début de l’année, sauf cas de\nforce majeure.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 46: \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> de maternité\u003C\u002Fh3>\u003C\u002Fdiv>\u003Ch3>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-paidmaternityleaveall\" class=\"cbaClause highlight\">\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">La durée du \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> de maternité est fixée à un \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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\u002Fspan> de 14 semaines\nconsécutives dont 8 semaines postérieures à la délivrance.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Art.47: Droit d’\u003Cspan data-original-title=\"Work & Family Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword work-family-arrangements\">\u003Cspan data-original-title=\"Work & Family Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword 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>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>La femme agent allaitant son enfant a droit, pendant 15 mois à compter\nde\u003C\u002Fp>\n\n\u003Cp>l’accouchement, de disposer d’une heure de repos par journée de travail\nnon cumulable.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 48 : \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> \u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword 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>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cp>\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">En cas de \u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword 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>\u003C\u002Fspan> prolongée ou reconnue médecin agréé par la SMMC,\nl’employé a au \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> \u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword 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>\u003C\u002Fspan>. Il peut alors bénéficier plein traitement\npendant les 6 premiers et d’un demi traitement pendant les 6 derniers\nmois.\u003C\u002Fdiv>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>A l’expiration de cette période, l’agent qui ne peut reprendre son\nservice est soumis à l’avis de la commission de reforme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 49 : Accident de travail et \u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword 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>\u003C\u002Fspan>s professionnelles\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>Les accidents de travail et \u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword 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>\u003C\u002Fspan>s\u003C\u002Fp>\n\n\u003Cp>professionnelles survenant aux agents conventionnés sont déclarés et\nréparés conformément à la réglementation en vigueur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 50: Permissions exceptionnelles\u003C\u002Fh3>\n\n\u003Cp>Les permissions d’absence\u003C\u002Fp>\n\n\u003Cp>exceptionnelle peuvent être accordées aux agents dans les circonstances\nci-après:\u003C\u002Fp>\n\n\u003Cp>- Candidat à des élections politiques dans la limite \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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\u002Fspan> de 20 jours\npendant la\u003C\u002Fp>\n\n\u003Cp>campagne électorale,\u003C\u002Fp>\n\n\u003Cp>- Agent occupant des fonctions publiques\u003C\u002Fp>\n\n\u003Cp>ou électives, sans être placé dans la position de détachement, dans la\nlimite de la durée totale des sessions des assemblées dont il fait partie\ndélai de route non compris,\u003C\u002Fp>\n\n\u003Cp>- Agent mandaté comme représentant d’organisation syndicale dans la\nlimite totale de ses réunions, délai de route non compris.\u003C\u002Fp>\n\n\u003Cp>- agent appelé à suivre une éducation ouvrière dans la limite de 2 jours\nouvrables par an, délai de route non compris,\u003C\u002Fp>\n\n\u003Cp>- Agent appelé â se présenter au conseil de révision dans la limite de\nla durée du conseil,\u003C\u002Fp>\n\n\u003Cp>- agent appelé à se présenter à un examen officiel,\u003C\u002Fp>\n\n\u003Cp>- Agent participant à des manifestations culturelles ou sportives\nnationales ou internationales.\u003C\u002Fp>\n\n\u003Cp>Pour l’obtention de ces permissions exceptionnelles, une demande écrite\névoquant le motif doit être adressée à la Direction Générale accompagnée\nde pièces justificatives.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 51: Position sous le drapeau\u003C\u002Fh3>\n\n\u003Cp>L’agent appelle sous le drapeau est placé en position sans solde.\nToutefois, avant son départ, a droit au paiement de ses droits de \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> non\npris et perçoit une indemnité de préavis normal.\u003C\u002Fp>\n\n\u003Cp>A l’issue de la durée légale des obligations d’activité du service\nnational et sur demande de l’intéressé, il doit être réintégré à\nl’Entreprise.\u003C\u002Fp>\n\n\u003Cp>Le temps passé sous le drapesu est alors assimilé à un service accompli\net compte pour la détermination de l’ancienneté de service à la SMMC.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 52 : \u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword 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\">Evènements familiaux\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>Les \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan>s spéciaux maxima ci-après sont accordés aux agents dans les\ncas suivants sur présentation de pièces justificatives\u003C\u002Fp>\n\n\u003Cp>- mariage de l’agent: 3 jours.\u003C\u002Fp>\n\n\u003Cp>- mariage d’un enfant: 3 jours,\u003C\u002Fp>\n\n\u003Cp>- par naissance : 3 jours,\u003C\u002Fp>\n\n\u003Cp>- hospitalisation d’un membre de la \u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword 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\u002Fspan>, parents de premier degré y\ncompris les beaux parents: 3 jours,\u003C\u002Fp>\n\n\u003Cp>- décès d’un membre de la \u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword 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\u002Fspan>,\u003C\u002Fp>\n\n\u003Cp>parents de premier degré y compris les beaux parents : 3 jours,\u003C\u002Fp>\n\n\u003Cp>- circoncision d’un enfant: 3 jours,\u003C\u002Fp>\n\n\u003Cp>- exhumation d’un membre de la \u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword 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\u002Fspan>, parents de premier degré y\ncompris les beaux parents : 3 jours,\u003C\u002Fp>\n\n\u003Cp>- intervention chirurgicale : 3 jours.\u003C\u002Fp>\n\n\u003Cp>Toutefois, le total des autorisations d’absence pour événements\nfamiliaux ne doit\u003C\u002Fp>\n\n\u003Cp>dépasser 12 jours dans l’année.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 53: \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan>-éducation\u003C\u002Fh3>\n\n\u003Cp>Les agents régis par la présente convention ont droit à un \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan>\néducation rémunéré à raison de 12 jours ouvrables par année civile délai\nde route non compris\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 54: \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> sans solde\u003C\u002Fh3>\n\n\u003Cp>A titre exceptionnel, il peut être accordé aux agents conventionnés, un\n\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> sans solde de un à 3 mois sur demande de l’intéressé.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Durant cette période, l’agent n’acquiert aucun droit au \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> annuel\nni à l’ancienneté.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 55 : Disponibilité\u003C\u002Fh3>\n\n\u003Cp>Sur demande de l’intéressé, la SMMC peut accorder ses agents une mise en\ndisponibilité, pour étude uniquement et sur présentation de pièces\njustificatives.\u003C\u002Fp>\n\n\u003Cp>Durant cette période, l’agent n’acquiert aucun droit au \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> annuel\nni à l’ancienneté.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 56 : Absences non autorisées\u003C\u002Fh3>\n\n\u003Cp>Tout agent qui ne peut rejoindre son\u003C\u002Fp>\n\n\u003Cp>travail doit informer la Direction, dès que possible, par tout moyen, en\nindiquant le motif\u003C\u002Fp>\n\n\u003Cp>et la durée probable de son absence.\u003C\u002Fp>\n\n\u003Cp>Passé le délai de 5 jours, l’agent est placé automatiquement en\nposition d’absence irrégulière.\u003C\u002Fp>\n\n\u003Cp>Dans ce cas, l’agent considéré perd le bénéfice de son salaire, sauf\ncas de force majeur justifié.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 57: Suspension de contrat\u003C\u002Fh3>\n\n\u003Cp>Le contrat est suspendu dans le cas de:\u003C\u002Fp>\n\n\u003Cp>- fonctions électives nécessitant une I présence permanente, dans la\nlimite de la durée\u003C\u002Fp>\n\n\u003Cp>du mandat,\u003C\u002Fp>\n\n\u003Cp>- la durée de la détention préventive du travailleur\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE II: DISCIPLINE - RUPTURE DE CONTRAT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 58 : Conseil de discipline\u003C\u002Fh3>\n\n\u003Cp>Le conseil de discipline est un organe consultatif appelé à siéger en\nmatière de détermination de sanctions, toutes les fois que c’est\nnécessaire.\u003C\u002Fp>\n\n\u003Cp>Le conseil de discipline comprend:\u003C\u002Fp>\n\n\u003Cp>- le Directeur Général ou son représentant formellement désigné à cet\neffet (président),\u003C\u002Fp>\n\n\u003Cp>- le représentant de F administration,\u003C\u002Fp>\n\n\u003Cp>- le représentant du service auquel appartient l’agent, autre que son\nchef direct\u003C\u002Fp>\n\n\u003Cp>- deux représentants du personnel.\u003C\u002Fp>\n\n\u003Cp>Il a pour rôle d’émettre son avis sur\u003C\u002Fp>\n\n\u003Cp>l’application, aux travailleurs, des sanctions I supérieures à la mise\nà pied.\u003C\u002Fp>\n\n\u003Cp>Le conseil est convoqué par son président huit jours à l’avance.\u003C\u002Fp>\n\n\u003Cp>Le travailleur est avisé, en même temps\u003C\u002Fp>\n\n\u003Cp>que le conseil, de la date de sa comparution devant le conseil et reçoit\ncommunication des griefs, formulés contre lui qui sont également\u003C\u002Fp>\n\n\u003Cp>portés par écrit à la connaissance des membres du conseil dûment\ndésignés.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 59 : Fonctionnement du CODIS\u003C\u002Fh3>\n\n\u003Cp>Le conseil de discipline se réunit sur convocation de son président.\nL’agent incriminé est avisé des jours et heures de l’audience et s’il\nne se présente pas, à moins d’empêchement justifié, il sera passé outre\nà son absence.\u003C\u002Fp>\n\n\u003Cp>En cas d’absence, mention en sera faite au procès-verbal de séance.\u003C\u002Fp>\n\n\u003Cp>Lorsque l’un ou les représentants du personnel dûment convoqués pour\nsiéger au conseil de discipline, ne se présentent pas à la convocation ou\nrefusent de prendre part aux délibérations du conseil, l’audience sera\nreportée une seule fois\u003C\u002Fp>\n\n\u003Cp>Le président peut convoquer toute personne qu’il estime être en mesure\nde fournir les renseignements utiles au conseil.\u003C\u002Fp>\n\n\u003Cp>L’agent incriminé peut demander au conseil d’entendre des personnes\nautres que celles ayant été interrogées lors de l’enquête.\u003C\u002Fp>\n\n\u003Cp>A l’ouverture de la séance, l’agent en cause et son défenseur\néventuel sont introduits dans la salle de réunion et lecture sera donnée des\nfaits\u003C\u002Fp>\n\n\u003Cp>Après l’interrogatoire de l’agent, le conseil entend séparément les\ndépositions des personnes convoquées.\u003C\u002Fp>\n\n\u003Cp>L’agent incriminé et les membres du conseil peuvent poser des questions\naux personnes convoquées par le président.\u003C\u002Fp>\n\n\u003Cp>Lorsque sur sa déclaration expresse, l’intéressé n’a plus\nd’observation à formuler, le président demande aux membres du conseil\ns’ils estiment être suffisamment éclairés sur les faits reprochés à\nl’accusé ou les circonstances dans lesquelles ils ont été commis.\u003C\u002Fp>\n\n\u003Cp>Dans la négative, la discussion est reprise\u003C\u002Fp>\n\n\u003Cp>et le conseil doit être ajourné en ordonnant une enquête\ncomplémentaire.\u003C\u002Fp>\n\n\u003Cp>Dans l’affirmative, le président invite l’agent en cause et son\ndéfenseur à se retirer.\u003C\u002Fp>\n\n\u003Cp>Le président pose au conseil les questions relatives à la culpabilité ou\nà la non culpabilité de l’agent.\u003C\u002Fp>\n\n\u003Cp>Il met aux voix les sanctions prévues sur lesquelles il est consulté en\ncommençant par la sanction la plus élevée.\u003C\u002Fp>\n\n\u003Cp>Chaque membre exprime son avis par vote secret. En cas de partage de voix,\nle président a voix prépondérante.\u003C\u002Fp>\n\n\u003Cp>Après le vote, le président demande au conseil s’il estime qu’il y a\nlieu de rendre public les motifs de la sanction pour laquelle il a émis son\navis.\u003C\u002Fp>\n\n\u003Cp>L’avis émis par le CODIS sur la sanction qui lui paraît devoir\nentraîner les faits reprochés à l’agent en cause est envoyé par le\nprésident à la Direction Générale aux fins de la décision à prendre.\u003C\u002Fp>\n\n\u003Cp>Les séances du CODIS ont lieu à huis clos, il est interdit d’en rendre\ncompte et les membres sont tenus au secret des délibérations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 60 : Délai à intervenir\u003C\u002Fh3>\n\n\u003Cp>Le CODIS doit, en principe, intervenir\u003C\u002Fp>\n\n\u003Cp>dans le délai de « un mois» à compter du jour où le conseil a été\nsaisi. Ce délai est prorogé, le cas échéant, du délai nécessaire pour\neffectuer l’enquête complémentaire prévue à l’article précédent. Ce\ndélai supplémentaire ne peut en principe excéder 15 jours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 61 : Rupture de contrat\u003C\u002Fh3>\n\n\u003Cp>La rupture de contrat résulte:\u003C\u002Fp>\n\n\u003Cp>d’une démission, réforme, décès, admission à la retraite,\nlicenciement ou retraite anticipée.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 62 : Démission\u003C\u002Fh3>\n\n\u003Cp>La démission résulte d’une demande écrite de l’intéressé marquant\nsa volonté non équivoque de quitter la SMMC.\u003C\u002Fp>\n\n\u003Cp>Cette démission est subordonnée à I l’acceptation du Directeur\nGénéral et à un I préavis réglementaire.\u003C\u002Fp>\n\n\u003Cp>Est également considéré comme démissionnaire d’office et licencié par\ndécision du Directeur Général de la SMMC, sans qu’il soit nécessaire de\nconsulter le CODIS, l’agent qui abandonne son poste et ne le rejoint pas sans\nmotif valable dans un délai de un mois.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 63 : Préavis\u003C\u002Fh3>\n\n\u003Cp>Le préavis est l’obligation pour le travailleur ou pour l’employeur\nd’aviser à l’avance l’autre partie de sa décision de mettre fin au\n\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword 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\u002Fspan> à durée indéterminée. Sur accord des parties,\nl’exécution de ce préavis peut être remplacée par une indemnité\ncorrespondante à la rémunération et aux avantages dont l’agent aurait\nbénéficié durant le délai de préavis si celui-ci ait été respecté.\u003C\u002Fp>\n\n\u003Cp>La durée du préavis est fonction de l’ancienneté du travailleur et de\nla \u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword 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>\u003C\u002Fspan> professionnelle suivant la réglementation en vigueur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 64 Licenciement collectif\u003C\u002Fh3>\n\n\u003Cp>Dans le cas où les circonstances\u003C\u002Fp>\n\n\u003Cp>obligeraient la SMMC à envisager un licenciement collectif du personnel de\nla Société, ceci pour cause de compression du personnel ou\u003C\u002Fp>\n\n\u003Cp>cessation d’activité, elle doit préalablement aviser l’inspecteur de\ntravail qui émettra son avis en cas de litige.\u003C\u002Fp>\n\n\u003Cp>La liste du personnel touché par cette\u003C\u002Fp>\n\n\u003Cp>compression est établie en accord avec le Comité d’Entreprise, en\nrespectant, par \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan> professionnelle, un ordre de licenciement tenant\ncompte des trois facteurs ci-après:\u003C\u002Fp>\n\n\u003Cp>- ancienneté de service,\u003C\u002Fp>\n\n\u003Cp>- valeur professionnelle: compétence technique, conscience\nprofessionnelle,\u003C\u002Fp>\n\n\u003Cp>- charge de \u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword 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\u002Fspan>,\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>Les agents ainsi licenciés bénéficient\u003C\u002Fp>\n\n\u003Cp>- d’une \u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword 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\u002Fspan> calculée à raison de un mois de\nsalaire par année complète\u003C\u002Fp>\n\n\u003Cp>de service avec majoration de 10% par enfant à chargé\u003C\u002Fp>\n\n\u003Cp>- d’une indemnité de préretraite,\u003C\u002Fp>\n\n\u003Cp>- d’une indemnité de fin de carrière.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 65 : Réintégration\u003C\u002Fh3>\n\n\u003Cp>Dans le cadre de rétablissement de la Société, les agents concernés par\nl’article 64 ont priorité de réintégration. La SMMC doit aviser, les\nconcernés, de la date de rétablissement par lettre recommandée avec accusé\nde réception suivie d’une large diffusion au moins 3 mois à l’avance.\u003C\u002Fp>\n\n\u003Cp>Les intéressés disposent, d’un délai de un mois, à compter de la\nréception de l’offre de leur \u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword 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\">engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> pour faire connaître leur refus\u003C\u002Fp>\n\n\u003Cp>ou leur acceptation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 66 : Réforme\u003C\u002Fh3>\n\n\u003Cp>En cas d’inaptitude physique ou morale constatée et ou reconnue par le\nmédecin agréé par le CEMEDI, l’agent est soumis à la commission de\nréforme pour décider de son cas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 67: Commission de réforme\u003C\u002Fh3>\n\n\u003Cp>La commission de réforme est consultée, sur toutes les questions\nmédicales se rapportant à la situation des agents et notamment en ce qui\nconcerne la constatation de l’inaptitude temporaire ou définitive des\nagents, à la reprise du travail à l’issue de leur \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> \u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword 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>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>La composition de la commission est fixée comme suit:\u003C\u002Fp>\n\n\u003Cp>• président: le médecin chef du Centre\u003C\u002Fp>\n\n\u003Cp>Médico-social,\u003C\u002Fp>\n\n\u003Cp>• membres:\u003C\u002Fp>\n\n\u003Cp>• le médecin des travailleurs (rapporteur),\u003C\u002Fp>\n\n\u003Cp>• un représentant désigné par la SMMC\u003C\u002Fp>\n\n\u003Cp>• deux représentants du personnel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 68: Fonctionnement de la commission de Réforme\u003C\u002Fh3>\n\n\u003Cp>La commission se réunit sur convocation de son président. L’agent en\ncause peut, s’il le désire, demander à se faire entendre par un médecin\nspécialiste.\u003C\u002Fp>\n\n\u003Cp>Le dossier médical accompagné du procès-verbal de réunion de la\ncommission sera constitué et transmis sous secret médical au Directeur\nGénéral de la SMMC.\u003C\u002Fp>\n\n\u003Cp>Le secrétariat de la commission est assuré par un agent en service au\nCEMEDI\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 69 : Admission à la retraite\u003C\u002Fh3>\n\n\u003Cp>Conformément à la législation en vigueur, le personnel de la SMMC est\naffilié à\u003C\u002Fp>\n\n\u003Cp>la CNaPS.\u003C\u002Fp>\n\n\u003Cp>Toutefois, les agents bénéficiant des autres régimes de retraite\nmaintiennent leur droit jusqu’à leur départ en retraite.\u003C\u002Fp>\n\n\u003Cp>A cet effet, ils continueront à cotiser sur\u003C\u002Fp>\n\n\u003Cp>la base de leur indice de grade, définie par les dispositions de leur\nstatut.\u003C\u002Fp>\n\n\u003Cp>L’âge de départ à la retraite normale est fixé suivant la\nréglementation en vigueur. Pour nécessité de service, le départ à la\nretraite peut être prolongé jusqu’au \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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\u002Fspan> de trois mois.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 70 : Retraite anticipée\u003C\u002Fh3>\n\n\u003Cp>Sur demande des intéressés, un départ à la préretraite pourrait être\naccordé aux agents\u003C\u002Fp>\n\n\u003Cp>réunissant au moins 10 ans d’ancienneté à la SEPT et à la SMMC.\u003C\u002Fp>\n\n\u003Cp>Toutefois, les demandes des cadres sont soumises à l’accord préalable du\nDirecteur\u003C\u002Fp>\n\n\u003Cp>Général.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pour les autres \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan>s, elles doivent être transmises pour avis aux\nchefs hiérarchiques avant de parvenir à la Direction des Ressources Humaines\nqui règle les départs effectifs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Au moment du départ, ils perçoivent une prime de fin de carrière prévue\nà l’article 26 de la présente convention et une indemnité de préretraite\ncalculée en fonction de l’ancienneté de service ou de l’âge.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L’indemnité de préretraite est égale au produit du dernier salaire\nperçu par le nombre de mois d’indemnisation figurant dans le tableau\nci-dessous.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TABLEAU DE \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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\">BAREME\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> DE LA PRERETRAITE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1- AGENT D’EXECUTION\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  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\">ANCIENNETE\u003C\u002Ftd>\n      \u003Ctd colspan=\"4\">NOMBRE DE MOIS D’INDEMNISATION\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">AGE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>OP3-5B\u003C\u002Ftd>\n      \u003Ctd>OP2-4B-5A\u003C\u002Ftd>\n      \u003Ctd>OP1-3B-4A\u003C\u002Ftd>\n      \u003Ctd>M2-1B à OS3-3A\u003C\u002Ftd>\n      \u003Ctd>HOMME\u003C\u002Ftd>\n      \u003Ctd>FEMME\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 à 15 ans\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>23\u003C\u002Ftd>\n      \u003Ctd>26\u003C\u002Ftd>\n      \u003Ctd>32\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16 à 20 ans\u003C\u002Ftd>\n      \u003Ctd>27\u003C\u002Ftd>\n      \u003Ctd>28\u003C\u002Ftd>\n      \u003Ctd>29\u003C\u002Ftd>\n      \u003Ctd>36\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>21 à 25 ans\u003C\u002Ftd>\n      \u003Ctd>31\u003C\u002Ftd>\n      \u003Ctd>32\u003C\u002Ftd>\n      \u003Ctd>33\u003C\u002Ftd>\n      \u003Ctd>40\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>26 ans et plus\u003C\u002Ftd>\n      \u003Ctd>35\u003C\u002Ftd>\n      \u003Ctd>36\u003C\u002Ftd>\n      \u003Ctd>38\u003C\u002Ftd>\n      \u003Ctd>46\u003C\u002Ftd>\n      \u003Ctd>55 ans\u003C\u002Ftd>\n      \u003Ctd>50 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 à 15 ans\u003C\u002Ftd>\n      \u003Ctd>24\u003C\u002Ftd>\n      \u003Ctd>29\u003C\u002Ftd>\n      \u003Ctd>36\u003C\u002Ftd>\n      \u003Ctd>43\u003C\u002Ftd>\n      \u003Ctd>56 ans\u003C\u002Ftd>\n      \u003Ctd>51 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>25\u003C\u002Ftd>\n      \u003Ctd>30\u003C\u002Ftd>\n      \u003Ctd>57 ans\u003C\u002Ftd>\n      \u003Ctd>52 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>23\u003C\u002Ftd>\n      \u003Ctd>58 ans\u003C\u002Ftd>\n      \u003Ctd>53 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>59 ans\u003C\u002Ftd>\n      \u003Ctd>54 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2-AGENT D’EXECUTION\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 rowspan=\"2\">ANCIENNETE\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">NOMBRE DE MOIS D’INDEMNISATION\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">AGE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>AM3\u003C\u002Ftd>\n      \u003Ctd>AM2\u003C\u002Ftd>\n      \u003Ctd>AM1\u003C\u002Ftd>\n      \u003Ctd>HOMME\u003C\u002Ftd>\n      \u003Ctd>FEMME\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 à 15 ans\u003C\u002Ftd>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>21\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16 à 20 ans\u003C\u002Ftd>\n      \u003Ctd>23\u003C\u002Ftd>\n      \u003Ctd>24\u003C\u002Ftd>\n      \u003Ctd>26\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>21 à 25 ans\u003C\u002Ftd>\n      \u003Ctd>27\u003C\u002Ftd>\n      \u003Ctd>28\u003C\u002Ftd>\n      \u003Ctd>30\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>26 ans et plus\u003C\u002Ftd>\n      \u003Ctd>31\u003C\u002Ftd>\n      \u003Ctd>33\u003C\u002Ftd>\n      \u003Ctd>34\u003C\u002Ftd>\n      \u003Ctd>55 ans\u003C\u002Ftd>\n      \u003Ctd>50 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 à 15 ans\u003C\u002Ftd>\n      \u003Ctd>21\u003C\u002Ftd>\n      \u003Ctd>24\u003C\u002Ftd>\n      \u003Ctd>26\u003C\u002Ftd>\n      \u003Ctd>56 ans\u003C\u002Ftd>\n      \u003Ctd>51 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>57 ans\u003C\u002Ftd>\n      \u003Ctd>52 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>58 ans\u003C\u002Ftd>\n      \u003Ctd>53 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>59 ans\u003C\u002Ftd>\n      \u003Ctd>54 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3-AGENT D’EXECUTION\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  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\">ANCIENNETE\u003C\u002Ftd>\n      \u003Ctd colspan=\"4\">NOMBRE DE MOIS D’INDEMNISATION\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">AGE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>C4\u003C\u002Ftd>\n      \u003Ctd>C3\u003C\u002Ftd>\n      \u003Ctd>C2\u003C\u002Ftd>\n      \u003Ctd>C1\u003C\u002Ftd>\n      \u003Ctd>HOMME\u003C\u002Ftd>\n      \u003Ctd>FEMME\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 à 15 ans\u003C\u002Ftd>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16 à 20 ans\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>21 à 25 ans\u003C\u002Ftd>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>21\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>23\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>26 ans et plus\u003C\u002Ftd>\n      \u003Ctd>23\u003C\u002Ftd>\n      \u003Ctd>24\u003C\u002Ftd>\n      \u003Ctd>25\u003C\u002Ftd>\n      \u003Ctd>26\u003C\u002Ftd>\n      \u003Ctd>55 ans\u003C\u002Ftd>\n      \u003Ctd>50 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>16\u003C\u002Ftd>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>56 ans\u003C\u002Ftd>\n      \u003Ctd>51 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>57 ans\u003C\u002Ftd>\n      \u003Ctd>52 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>58 ans\u003C\u002Ftd>\n      \u003Ctd>53 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>59 ans\u003C\u002Ftd>\n      \u003Ctd>54 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE III: RECOMPENSE\u003C\u002Fp>\n\n\u003Ch3>Art. 71: Différentes sortes de récompenses\u003C\u002Fh3>\n\n\u003Cp>Des récompenses peuvent être décernées aux agents, soumis à la\nprésente convention, qui se sont particulièrement distingués au profit de la\nSociété suivant un rapport visé par les chefs hiérarchiques et soumis à\nl’approbation\u003C\u002Fp>\n\n\u003Cp>du Comité d’Entreprise.\u003C\u002Fp>\n\n\u003Cp>Ces récompenses sont les suivantes:\u003C\u002Fp>\n\n\u003Cp>> lettre de félicitation\u003C\u002Fp>\n\n\u003Cp>> témoignage de satisfaction\u003C\u002Fp>\n\n\u003Cp>> citation à l’ordre de la SMMC\u003C\u002Fp>\n\n\u003Cp>> distinction honorifique\u003C\u002Fp>\n\n\u003Cp>> gratification exceptionnelle\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 72 : Lettre de félicitation\u003C\u002Fh3>\n\n\u003Cp>La lettre de félicitation est décernée par la Direction Générale aux\nagents qui, dans les circonstances normales, se sont fait remarquer par leur\nzèle, leur probité ou leur initiative.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 73 : Témoignage de satisfaction\u003C\u002Fh3>\n\n\u003Cp>Le témoignage de satisfaction est décerné, par le Directeur Général,\ndans les mêmes conditions mais pour des faits d’une nature plus élevée ou\npour des actes de courage, de dévouement et d’humanité.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 74: Citation à l’ordre de la SMMC\u003C\u002Fh3>\n\n\u003Cp>La citation à l’ordre de la SMMC est décernée à l’agent qui, dans\nles circonstances difficiles ou dangereuses, a obtenu un résultat de service\nimportant ou à celui qui a exposé sa vie, soit pour accomplir ses\nobligations, soit pour sauver une ou plusieurs personnes en danger.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 75 : Distinction honorifique\u003C\u002Fh3>\n\n\u003Cp>Des distinctions honorifiques peuvent être accordées, sur proposition de\nla SMMC, aux agents dans le cadre des dispositions prévues par les lois\nnationales.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 76: Gratification exceptionnelle\u003C\u002Fh3>\n\n\u003Cp>Des gratifications exceptionnelles\u003C\u002Fp>\n\n\u003Cp>peuvent,en outre être allouées, tant pour service rendu que pour tout acte\naccompli de dévouement ou de vigilance accomplie au cours de l’exécution du\nservice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>TITRE IV: AVANTAGES SOCIAUX\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE I: COUVERTURE MEDICALE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-healthcareaccessrelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch3>Art. 77 : Consultation et Médicaments\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-hivpolicy\" class=\"cbaClause highlight\">\u003Cp>Le personnel soumis à la présente convention collective ainsi que son\nconjoint légitime et les \u003Cspan data-original-title=\"Work & Family Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword work-family-arrangements\">\u003Cspan data-original-title=\"Work & Family Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword 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>\u003C\u002Fspan> reconnus ou adoptés juridiquement ayant\nmoins de 21 ans bénéficient à titre gratuit des consultations et\nmédicaments prescrits par les médecins du CEMEDI.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sur présentation d’un certificat de scolarité, les \u003Cspan data-original-title=\"Work & Family Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword work-family-arrangements\">\u003Cspan data-original-title=\"Work & Family Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword 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>\u003C\u002Fspan> atteignant 21\nans au cours d’une année scolaire continuent à en bénéficier jusqu’à\nla fin de cette année scolaire.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 78 : Remboursement\u003C\u002Fh3>\n\n\u003Cp>Les avantages cités à l’article précédent s’appliquent aux agents\nainsi que les membres de leur \u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword 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\u002Fspan> tombés malades en dehors de leur I\nrésidence habituelle. Dans ces cas, les frais de consultation et les\nmédicaments seront\u003C\u002Fp>\n\n\u003Cp>remboursés intégralement par le CEMEDI.\u003C\u002Fp>\n\n\u003Cp>En cas d’urgence, en dehors des heures de services normales, les\nconsultations et médicaments certifiés par les médecins du CEMEDI seront\néventuellement remboursés.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 79 : Soins spécialisés\u003C\u002Fh3>\n\n\u003Cp>Le personnel de la SMMC, ainsi que les membres de sa \u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword 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\u002Fspan> reçoivent, en\ncas de nécessité constatée par les médecins du C.EMEDI, des soins\nspécialisés dispensés par des \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan>s sanitaires agréées par celui-ci\nà l’intérieur du territoire de Madagascar.\u003C\u002Fp>\n\n\u003Cp>Les frais occasionnés par ces soins sont pris en charges intégralement par\nle CEMEDI.\u003C\u002Fp>\n\n\u003Cp>L’acquisition des verres correcteurs prescrits par les spécialistes est\nremboursée par le\u003C\u002Fp>\n\n\u003Cp>CEMEDI à 80 %.\u003C\u002Fp>\n\n\u003Cp>Les prothèses dentaires des agents et les fournitures nécessaires seront\nremboursées par le CEMEDI à 80 % suivant le tarif syndical.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 80: Hospitalisation\u003C\u002Fh3>\n\n\u003Cp>En cas d’hospitalisation, le personnel soumis à la présente convention\nainsi que les membres de sa \u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword 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\u002Fspan>, ont droit à une prise en charge par le\nCEMEDI jusqu’à concurrence de 90 % à condition que cette hospitalisation se\nproduise dans un Etablissement public à l’intérieur du territoire de\nMadagascar.\u003C\u002Fp>\n\n\u003Cp>Les médecins du CEMEDI sont tenus de faire le suivi du malade\nhospitalisé.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 81: Intervation chirurgicale\u003C\u002Fh3>\n\n\u003Cp>Compte tenu du contexte hospitalier, les frais des analyses et des\ninterventions chirurgicales seront avancés, en totalité et dans\nl’immédiat, par\u003C\u002Fp>\n\n\u003Cp>le CEMEDI sur présentation de pièces justificatives.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 82 : Evacuation sanitaire\u003C\u002Fh3>\n\n\u003Cp>En cas d’évacuation sanitaire, à l’intérieur du territoire national,\nrecommandée par le médecin du CEMEDI, le CEMEDI prendra en charge la\ntotalité des frais de transport du malade et éventuellement de son\naccompagnateur.\u003C\u002Fp>\n\n\u003Cp>En cas de décès du malade évacué qui doit être acheminé sur Tamatave,\nle CEMEDI prendra en charge la totalité du frais de transport au retour à\nTamatave de la dépouille mortelle ainsi que celui d’un accompagnateur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 83 : \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan> d’hospitalisation\u003C\u002Fh3>\n\n\u003Cp>En cas d’hospitalisation, les agents soumis à la présente convention et\nles membres de leur \u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword 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\u002Fspan> sont admis dans les \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan>s ci-après:\u003C\u002Fp>\n\n\u003Cp>- Cadre : 1ère \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>- Maîtrise : 2ème \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>- Exécutant: 3ème \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 84: Prestation familiale\u003C\u002Fh3>\n\n\u003Cp>Les agents régis par la présente convention bénéficient des prestations\nfamiliales servies par la Caisse Nationale de Prévoyance Sociale\u003C\u002Fp>\n\n\u003Cp>(CNaPS).\u003C\u002Fp>\n\n\u003Cp>Toutefois, ceux qui sont affiliés à la Caisse de Retraite Civile et\nMilitaire (CRCM) et la Caisse de Prévoyance et de Retraite (CPR) continuent à\nbénéficier de leur régime de prestation familiale\u003C\u002Fp>\n\n\u003Cp>DECES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Ch3>Art. 85: Décès\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cp>En cas de décès d’un agent relevant de la présente convention, la SMMC\nest dans l’obligation d’assurer la confection d’un cercueil zingué ou\nnon, suivant le cas, selon la note de service en vigueur, et de verser à la\n\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword 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\u002Fspan> une indemnité fixe de sept cent mille Ariary (Ar 700.000) à titre de\nfrais de rapatriement du corps.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 86 : Décès de membre de \u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword 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\u002Fspan>\u003C\u002Fh3>\u003Ch3>\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>En cas de décès d’un membre de sa \u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword 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\u002Fspan> I (conjoint légitime, enfant\nlégitime reconnu ou adopté), la SMMC se doit de verser à l’agent une\nindemnité fixe égale à 50 % de celle prévue à l’article précédent à\ntitre de participation aux frais funéraires.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 87: Secours après décès\u003C\u002Fh3>\n\n\u003Cp>Après le décès d’un agent, la SMMC\u003C\u002Fp>\n\n\u003Cp>allouera aux ayants droits un secours équivalent à quatre (4) mois de\nsalaire du défunt.\u003C\u002Fp>\n\n\u003Cp>Le salaire et l’indemnité représentative de \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> non pris, acquis à\nla date du décès de l’agent, seront versés, aux ayants droits sur\nprésentation de pièces administratives réglementaires. Dans ce cas, tout\nmois commencé est dû en entier.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE III: LOGEMENTS SOCIAUX\u003C\u002Fp>\n\n\u003Ch3>Art. 88: Logement\u003C\u002Fh3>\n\n\u003Cp>Dans la limite de ses possibilités, la SMMC met à la disposition des\nemployés des logements.\u003C\u002Fp>\n\n\u003Cp>Une commission d’attribution est mise en place pour l’affectation de ces\nlogements.\u003C\u002Fp>\n\n\u003Cp>Cette commission est composée de:\u003C\u002Fp>\n\n\u003Cp>- Responsable du personnel\u003C\u002Fp>\n\n\u003Cp>- Représentant des travailleurs (Comité d’Entreprise).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 89 : Rôle de la commission des logements\u003C\u002Fh3>\n\n\u003Cp>La commission d’attribution de logements a pour mission de suivre la bonne\napplication des conditions d’attribution des logements\u003C\u002Fp>\n\n\u003Cp>disponibles.\u003C\u002Fp>\n\n\u003Cp>La commission de logement se réunit sur convocation de son Président ou\nsur la demande des deux tiers (2\u002F3) de ses membres ; elle tient séance au\nmoins une fois par trimestre.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 90 : Etat de logement\u003C\u002Fh3>\n\n\u003Cp>Toute occupation de logement, quelle que soit la durée, donne lieu à\nl’établissement d’un état de lieux signé par l’occupant et le\nreprésentant de la SMMC.\u003C\u002Fp>\n\n\u003Cp>Toute libération de logement donne lieu à une visite effectuée\ncontradictoirement par le\u003C\u002Fp>\n\n\u003Cp>représentant de la SMMC et l’occupant sortant; le procès-verbal de cette\nvisite consigne les détériorations constatées et les objets manquants dont\nla réparation ou le remplacement sera facturé à l’occupant si ce dernier\nen est responsable\u003C\u002Fp>\n\n\u003Cp>Un exemplaire du procès-verbal sus-visé, indiquant le montant des\ndétériorations, doit être adressé dans les moindres délais au\nresponsable\u003C\u002Fp>\n\n\u003Cp>financier par le représentant de la SMMC. Deux exemplaires seront adressés\ndans les meilleurs délais à la Direction Technique qui se chargera de tous\nles travaux d’entretien et de réparation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 91 : Paiement des consommations d’eau et d’électricité\u003C\u002Fh3>\n\n\u003Cp>Dans les logements attribués, les frais de consommation d’eau et\nd’électricité sont à la charge des occupants\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE IV: REGIME DE LA RETRAITE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 92 : Retraite complémentaire\u003C\u002Fh3>\n\n\u003Cp>Les agents relevant de la présente I convention, bénéficient d’un\nrégime de retraite complémentaire à la CNaPS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 93: Déplacement définitif\u003C\u002Fh3>\n\n\u003Cp>En cas de retraite normale, l’agent retraité perçoit, au moment de son\ndépart, une indemnité fixe de six cent mille Ariarv (Ar 600.000) à titre de\nrapatriement (bagages et \u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword 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\u002Fspan>).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 94 : Soins\u003C\u002Fh3>\n\n\u003Cp>Après le départ à la retraite normale, les\u003C\u002Fp>\n\n\u003Cp>rintéressés ainsi que leur \u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword 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\u002Fspan> reconnue officiellement au moment du\ndépart, continuent à\u003C\u002Fp>\n\n\u003Cp>bénéficier des avantages ci-après:\u003C\u002Fp>\n\n\u003Cp>- soins médicaux et médicaments à la charge du SMMC,\u003C\u002Fp>\n\n\u003Cp>- hospitalisation jusqu’à concurrence de 60 %\u003C\u002Fp>\n\n\u003Cp>pour l’agent, le conjoint et les \u003Cspan data-original-title=\"Work & Family Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword work-family-arrangements\">\u003Cspan data-original-title=\"Work & Family Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword 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>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>mineurs légitimes reconnus ou adoptés\u003C\u002Fp>\n\n\u003Cp>juridiquement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE V: AUTRES\u003C\u002Fp>\n\n\u003Ch3>Art. 95 : Permis de circulation en chemin de fer\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les agents relevant de la présente convention ainsi que leur \u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword 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\u002Fspan>,\nbénéficient des permis de circulation en chemin de fer dans la limite de\ntrois voyages aller et retour par an.\u003C\u002Fp>\n\n\u003Ch2>TITRE V: INSTITUTIONS REPRESENTATIVES DU PERSONNEL\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 96\u003C\u002Fh3>\n\n\u003Cp>Les corps des travailleurs de la SMMC sont représentés dans l’Entreprise\npar les institutions suivantes:\u003C\u002Fp>\n\n\u003Cp>• le syndicat et les délégués syndicaux • les délégués du\npersonnel\u003C\u002Fp>\n\n\u003Cp>• le comité d’entreprise\u003C\u002Fp>\n\n\u003Cp>• le conseil d’administration.\u003C\u002Fp>\n\n\u003Cp>La législation en vigueur a prévu en faveur des représentants du\npersonnel des dispositions\u003C\u002Fp>\n\n\u003Cp>destinées à leur faciliter l’exercice de leur fonction (tableau\nd’affichage, local de travail, etc ...) et de les protéger contre les\nmesures disciplinaires que la Direction pourrait prendre à leur encontre.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE I: SYNDICAT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 97:\u003C\u002Fh3>\n\n\u003Cp>Le syndicat a pour objet l’étude et la défense des intérêts\nprofessionnels, sociaux et économiques.\u003C\u002Fp>\n\n\u003Cp>En tant que personne morale, le syndicat peut ester en justice.\u003C\u002Fp>\n\n\u003Cp>Le syndicat détient le monopole de\u003C\u002Fp>\n\n\u003Cp>présentation des listes aux élections des représentants du personnel de\nl’entreprise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 98: Exercice du droit syndical\u003C\u002Fh3>\n\n\u003Cp>L’exercice du droit syndical est reconnu au personnel soumis à la\nprésente convention, chacun peut adhérer librement et appartenir ou non à\nune organisation professionnelle de son choix.\u003C\u002Fp>\n\n\u003Cp>L’exercice de droit syndical ne doit pas avoir pour conséquence des actes\ncontraires aux lois.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 99: \u003C\u002Fh3>\n\n\u003Cp>Aucun inconvénient d’aucune sorte ne saurait résulter pour un syndicat\nou un agent, de ses croyances confessionnelles, de ses opinions politiques et\nphilosophiques de son ethnie ou du fait qu’il est ou non affilié à une\norganisation syndicale de son choix non plus que des fonctions qu’il peut y\nexercer.\u003C\u002Fp>\n\n\u003Cp>En aucun cas, les décisions prises,\u003C\u002Fp>\n\n\u003Cp>notamment celles concernant l’\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword 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\u002Fspan>, la discipline générale, 1’\navancement, tout avantage\u003C\u002Fp>\n\n\u003Cp>accordé au personnel, l’application des sanctions, ne peuvent se fonder\nsur le fait que l’intéressé appartient ou non à un syndicat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 100:\u003C\u002Fh3>\n\n\u003Cp>La Société de Manutention des Marchandises Conventionnelles ou ses\nreprésentants ne doivent employer aucun moyen de pression en faveur ou a\nl’encontre d’une organisation syndicale quelconque.\u003C\u002Fp>\n\n\u003Cp>Les travailleurs s’engage de leur côté à respecter la liberté\nd’opinion et à n’exercer aucune pression tendant gêner, Soit\nl’expression du droit syndical, soit l’exercice du droit de propriété,\nsoit la libre gestion de\u003C\u002Fp>\n\n\u003Cp>l’Entreprise.\u003C\u002Fp>\n\n\u003Cp>Les parties ci-dessus énoncés veilleront à la stricte observation des\n\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword 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\">engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s sus définis et prendront toutes mesures utiles pour en assurer le\nrespect intégral.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 101:\u003C\u002Fh3>\n\n\u003Cp>Chaque syndicat légalement reconnu désigne officiellement ses délégués\nde choix auprès du chef d’entreprise. En aucun cas, ils ne j peuvent\ndéléguer leur pouvoir même partiellement dans l’exercice de leur\nfonction.\u003C\u002Fp>\n\n\u003Cp>En cas de désaccord, le syndicat mère se réserve le droit de les\nremplacer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 102 : Fonction\u003C\u002Fh3>\n\n\u003Cp>La mission des délégués syndicaux consiste, d’une manière générale,\nà représenter leur organisation syndicale et l’ensemble du personnel\nauprès du chef d’entreprise.\u003C\u002Fp>\n\n\u003Cp>Les délégués syndicaux disposent de 20 \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> de\n«délégation» pour l’exercice de leur fonction et ces heures sont payées\ncomme temps de travail normal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 103: Protection contre le licenciement\u003C\u002Fh3>\n\n\u003Cp>Les délégués syndicaux bénéficient, d’une mesure de protection\nspéciale contre le licenciement, qui s’étend jusqu’à 6 mois après\nl’exercice de leur fonction,\u003C\u002Fp>\n\n\u003Cp>L’autorisation de licenciement est demandée directement â l’Inspection\nProvinciale de Travail et des Lois Sociales de Toamasina.\u003C\u002Fp>\n\n\u003Cp>En cas de faute considérée comme lourde, la mise à pied provi\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan>e est\nprononcée, mais cette disposition sera comme nulle et non avenue, si le\nlicenciement est refusé par l’Inspection de Travail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE II: DELEGUE DU PERSONNEL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 104 : Délégués du personnel\u003C\u002Fh3>\n\n\u003Cp>Les délégués du personnel sont élus pour deux ans et leur mandat est\nrenouvelable. Les délégués du personnel continuent à exercer leur fonction\njusqu’à la désignation des nouveaux délégués.\u003C\u002Fp>\n\n\u003Cp>Les délégués du personnel sont en relation avec :\u003C\u002Fp>\n\n\u003Cp>- l’employeur qui est tenu de les recevoir en cas d’urgence et\nnormalement à intervalle régulier, au moins une fois par mois (cahier de\nrevendication à l’appui),\u003C\u002Fp>\n\n\u003Cp>- le personnel par contact direct ou voie d’affichage,\u003C\u002Fp>\n\n\u003Cp>- le Comité d’Entreprise à qui ils doivent communiquer toutes\npropositions ou observations intéressant les conditions de travail du\npersonnel,\u003C\u002Fp>\n\n\u003Cp>- l’Inspection de Travail dont ils sont les auxiliaires en lui signalant\ntout ce qui peut l’aider aux contrôles et en l’accompagnant dans ses\nvisites d’entreprise.\u003C\u002Fp>\n\n\u003Cp>- les syndicats qui les ont présentés.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 105:\u003C\u002Fh3>\n\n\u003Cp>Chaque délégué a un suppléant élu dans les mêmes conditions que le\ntitulaire. Il le remplace en cas d’absence motivée, de démission, de\nrévocation, de résiliation de contrat et de perte de conditions requises pour\nl’éligibilité. En cas d’empêchement du suppléant, de nouvelles\nélections seront organisées pour la durée du mandat qui reste à courir.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 106 : Fonctions\u003C\u002Fh3>\n\n\u003Cp>Les délégués du personnel ont pour\u003C\u002Fp>\n\n\u003Cp>mission:\u003C\u002Fp>\n\n\u003Cp>- de présenter à l’employeur toutes réclamations individuelles ou\ncollectives concernant notamment les conditions de travail, la protection des\ntravailleurs, l’application de la convention collective et les\n\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword 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>\u003C\u002Fspan>s du personnel,\u003C\u002Fp>\n\n\u003Cp>- de saisir l’Inspection de Travail de toutes plaintes ou réclamations\nconcernant l’application des prescriptions légales et réglementaires qui\nn’aurait pas été satisfaite au niveau de l’entreprise.\u003C\u002Fp>\n\n\u003Cp>- Dans l’accomplissement de leur fonction, les délégués du personnel\npeuvent, sur leur demande, se faire assister par les délégués syndicaux.\u003C\u002Fp>\n\n\u003Cp>Nonobstant les dispositions ci-dessus, les travailleurs ont la faculté de\nprésenter eux-mêmes leurs réclamations à l’employeur.\u003C\u002Fp>\n\n\u003Cp>Les délégués du personnel disposent de 15 heures au \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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\u002Fspan> par mois pour\nleur permettre d’exercer leurs fonctions et ces heures sont payées comme\nheures de travail normales.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 107: Protection\u003C\u002Fh3>\n\n\u003Cp>Tout licenciement d’un délégué du personnel, envisagé par\nl’employeur, doit être soumis à la décision de l’Inspection de Travail\nqui doit intervenir dans un délai de 3 mois.\u003C\u002Fp>\n\n\u003Cp>La même procédure est applicable au\u003C\u002Fp>\n\n\u003Cp>licenciement des anciens délégués du personnel pendant la durée de 6\nmois à partir de l’expiration de leur mandat. Les candidats aux fonctions de\ndélégué du personnel bénéficient aussi de cette mesure dès le dépôt de\ncandidature\u003C\u002Fp>\n\n\u003Cp>et jusqu’à 3 mois après le scrutin.\u003C\u002Fp>\n\n\u003Cp>Toutefois, en cas de faute lourde, l’employeur peut prononcer\nimmédiatement la mise à pied provi\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan>e en attendant la décision de\u003C\u002Fp>\n\n\u003Cp>l’Inspection de Travail. Lorsque le licenciement est refusé, la mise à\npied est annulée et ses effets supprimés de plein droit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE III: COMITE D’ENTREPRISE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 108: Comité d’Entreprise\u003C\u002Fh3>\n\n\u003Cp>Le comité d’Entreprise est un organisme tripartite puisqu’ y sont\nreprésentés:\u003C\u002Fp>\n\n\u003Cp>- le chef d’entreprise ou son représentant, président de droit,\u003C\u002Fp>\n\n\u003Cp>- le personnel par ses membres élus,\u003C\u002Fp>\n\n\u003Cp>- les syndicats.\u003C\u002Fp>\n\n\u003Cp>Par le comité d’entreprise, le personnel est associé dans une certaine\nmesure au contrôle de la gestion de la Société.\u003C\u002Fp>\n\n\u003Cp>Il est doté de la personnalité civile et juridique sans limitation dans le\ndomaine de ses actions.\u003C\u002Fp>\n\n\u003Cp>Ses membres, titulaires et suppléants sont élus pour deux ans et leur\nmandat est renouvelable.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 109 : Fonctions\u003C\u002Fh3>\n\n\u003Cp>Les membres du comité d’entreprise participent à la gestion de\nl’entreprise au point de vue professionnel, économique, financier et social.\nIls ont pour rôle principal de:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• mobiliser les travailleurs en vue de\u003C\u002Fp>\n\n\u003Cp>l’exécution du programme d’activité de la Société, \u003C\u002Fp>\n\n\u003Cp>• coopérer à l’amélioration constante des conditions d’emploi et de\ntravail,\u003C\u002Fp>\n\n\u003Cp>• veiller au respect des droits des travailleurs,\u003C\u002Fp>\n\n\u003Cp>• veiller à l’accomplissement des devoirs de l’employeur.\u003C\u002Fp>\n\n\u003Cp>Les membres du comité d’entreprise\u003C\u002Fp>\n\n\u003Cp>disposent de 20 \u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword 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>\u003C\u002Fspan> pour exercer leurs fonctions et d’un local\nde travail approprié.\u003C\u002Fp>\n\n\u003Cp>Le Comité d’entreprise se réunit au moins une fois par trimestre. Le\ntemps passé aux réunions est rémunéré comme temps de travail normal. Une\nréunion extraordinaire peut être provoquée à la demande des membres.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 110 : Attributions d’ordre professionnel\u003C\u002Fh3>\n\n\u003Cp>Le comité d’entreprise participe avec la Direction à l’amélioration\ndes conditions collectives d’emploi et de vie du personnel.\u003C\u002Fp>\n\n\u003Cp>Il est consulté sur les problèmes de \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> et de perfectionnement\nprofessionnel.\u003C\u002Fp>\n\n\u003Cp>Il intervient dans la conclusion d’accord de participation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 111 : Attributions d’ordre économique et financier\u003C\u002Fh3>\n\n\u003Cp>Le comité d’entreprise étudie les mesures envisagées par la Direction,\npour améliorer la production et la productivité dans l’entreprise.\u003C\u002Fp>\n\n\u003Cp>Il doit être tenu au courant des projets d’\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword 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\u002Fspan>, de compression\nd’effectif, d’augmentation des prix, des bénéfices réalisés et des\ninvestissements divers.\u003C\u002Fp>\n\n\u003Cp>La Direction doit lui communiquer le compte de résultat, le bilan et le\nrapport des commissaires aux comptes.\u003C\u002Fp>\n\n\u003Cp>Il est à noter que le comité d’entreprise est soumis à une obligation\nde discrétion en ce qui concerne les in\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan>s présentant un caractère\nconfidentiel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 112 : Attributions d’ordre social\u003C\u002Fh3>\n\n\u003Cp>Le comité d’entreprise assure et contrôle la gestion de toutes les\noeuvres sociales instituées en faveur des employés et leur \u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword 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\u002Fspan>, en dehors\nde toute orientation politique ou régionale:\u003C\u002Fp>\n\n\u003Cp>- institution de prévoyance de retraite et de secours mutuels,\u003C\u002Fp>\n\n\u003Cp>- œuvres tendant à améliorer le bien être du personnel (logement,\ncantine, B.O.S, colonies de vacances. etc...),\u003C\u002Fp>\n\n\u003Cp>- oeuvres ayant pour but l’utilisation des loisirs et l’organisation\nsportive,\u003C\u002Fp>\n\n\u003Cp>- centre d’\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> et de \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> professionnelle, bibliothèque,\ncercle d’étude, etc … :\u003C\u002Fp>\n\n\u003Cp>- \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> syndicale.\u003C\u002Fp>\n\n\u003Cp>- services sociaux,\u003C\u002Fp>\n\n\u003Cp>- services médicaux.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 113 : Protections\u003C\u002Fh3>\n\n\u003Cp>Les membres du comité d’entreprise bénéficient dune mesure de\nprotection légale identique à celle des délégués du personnel, en matière\nde licenciement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 114 : Comité d’hygiène et de sécurité\u003C\u002Fh3>\n\n\u003Cp>Il est institué une section spéciale dénommée comité d’hygiène et de\nsécurité, chargé d’adopter la réglementation générale aux prévoyances\nd’hygiène et de sécurité de l’entreprise et d’en surveiller\nl’application.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 115: Rôles\u003C\u002Fh3>\n\n\u003Cp>Les rôles du comité d’hygiène et de\u003C\u002Fp>\n\n\u003Cp>sécurité consistent à:\u003C\u002Fp>\n\n\u003Cp>• Veiller à l’application des lois concernant l’hygiène et la\nsécurité de travail,\u003C\u002Fp>\n\n\u003Cp>• Etudier les risques professionnels et enquêter à la suite des\naccidents de travail et des \u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword 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>\u003C\u002Fspan>s professionnelles,\u003C\u002Fp>\n\n\u003Cp>• Procéder à l’inspection de l’établissement (entretiens et\ndispositifs de sécurité),\u003C\u002Fp>\n\n\u003Cp>• instruire des équipes d’incendie et\u003C\u002Fp>\n\n\u003Cp>sauvetage,\u003C\u002Fp>\n\n\u003Cp>• participer à la \u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan> des travailleurs à la sécurité,\u003C\u002Fp>\n\n\u003Cp>• développer par tous les moyens efficaces les sens du risque\nprofessionnel et l’esprit de sécurité (conférence, affiches, ainsi que\ntous les éléments d’in\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword 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\u002Fspan>s utiles).\u003C\u002Fp>\n\n\u003Ch3>Art. 116 : Exercice de fonctions\u003C\u002Fh3>\n\n\u003Cp>Le comité d’hygiène et de sécurité se réunit au moins une fois par\ntrimestre, le temps passé aux réunions est illimité, mais rémunéré comme\ntemps de travail normal.\u003C\u002Fp>\n\n\u003Cp>Il est tenu de produire un procès-verbal enregistré dans un registre\nspécial.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Cp>Un rapport d’activité annuel avec des statistiques sur les suites\nd’accident rapprochées de leurs causes avec l’âge comme le sexe des\nvictimes, le taux de fréquence et leur gravité doivent également être\ndressés et diffusés.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>TITRE IV: DIFFERENDS DE TRAVAIL\u003C\u002Fh2>\n\n\u003Cp>CHAPITRE I: DIFFERENBS INDIVIDUELS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 117:\u003C\u002Fh3>\n\n\u003Cp>Les différends individuels sont soumis à la procédure de loi portant\nlégislation de travail en vigueur.\u003C\u002Fp>\n\n\u003Cp>Les différends individuels entre le travailleur et l’employeur sont\nnés:\u003C\u002Fp>\n\n\u003Cp>• de l’interprétation de la loi en vigueur ou de la\u003C\u002Fp>\n\n\u003Cp>convention collective,\u003C\u002Fp>\n\n\u003Cp>• de la non application des clauses du \u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword 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\u002Fspan>,\u003C\u002Fp>\n\n\u003Cp>• du non respect de la réglementation en vigueur ou de la convention\ncollective.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 118:\u003C\u002Fh3>\n\n\u003Cp>La juridiction de travail a pour mission de concilier d’abord et de juger\nensuite en cas d’échec de conciliation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 119:\u003C\u002Fh3>\n\n\u003Cp>Toute réclamation ou requête émanant d’un agent conventionné peut\nêtre formulée par celui- ci, oralement à son chef hiérarchique d’abord,\nen cas d’insatisfaction, par écrit au Directeur Général en respectant la\nvoie hiérarchique. Les personnes chargées hiérarchiquement de la\ntransmission sont tenues de s’en acquitter sans\u003C\u002Fp>\n\n\u003Cp>délai.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE II: DIFFEREND COLLECTIF\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 120:\u003C\u002Fh3>\n\n\u003Cp>Le différend collectif se traduit toujours\u003C\u002Fp>\n\n\u003Cp>par la grève organisée contre l’employeur afin de faire aboutir les\nrevendications d’ordre\u003C\u002Fp>\n\n\u003Cp>professionnel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 121: Grève\u003C\u002Fh3>\n\n\u003Cp>Le droit de grève est reconnu et garanti par la constitution.\u003C\u002Fp>\n\n\u003Cp>En tant qu’acte concerté et action collective, le but de la grève,\nquelles que soient\u003C\u002Fp>\n\n\u003Cp>les formes qu’elle revêt, doit être strictement professionnel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 122:\u003C\u002Fh3>\n\n\u003Cp>La grève peut être déclenchée de droit après le non aboutissement de\ntoutes les\u003C\u002Fp>\n\n\u003Cp>négociations possibles.\u003C\u002Fp>\n\n\u003Cp>Le déclenchement de la grève est soumis à l’observation d’un préavis\nde quarante huit heures qui est le temps d’attente entre le dépôt des\nrevendications et le déclenchement de la grève.\u003C\u002Fp>\n\n\u003Cp>Seront jugées irrégulières, les grèves qui une respectent pas le délai\nde préavis réglementaire.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 123 : Lock-out\u003C\u002Fh3>\n\n\u003Cp>Le lock-out est la fermeture d’établissement par l’employeur, une\nmesure de rétorsion intentionnellement dirigée contre une manœuvre de\ncoalition ouvrière. Toutefois, l’employeur est tenu de rémunérer les\ntravailleurs lock-outés.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE III: INSPECTION DE TRAVAIL CONCILIATION MEDIATION - ARBITRAGE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 124 : Inspection de travail\u003C\u002Fh3>\n\n\u003Cp>Tout travailleur ou tout employeur peut demander à l’Inspection de\ntravail de régler tout différend à l’amiable.\u003C\u002Fp>\n\n\u003Cp>Toutefois, la saisine de l’Inspection de travail est obligatoire avant\ncelle de la juridiction compétente, s’il s’agit d’une disposition\nlégale\u003C\u002Fp>\n\n\u003Cp>précise dont le plaignant invoque la non application (infraction).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 125:\u003C\u002Fh3>\n\n\u003Cp>Encas de saisine par une partie plaignante, l’inspection de Travail\nconvoque l’autre partie\u003C\u002Fp>\n\n\u003Cp>pour entendre son point de vue ou tenter de\u003C\u002Fp>\n\n\u003Cp>régler le différend.\u003C\u002Fp>\n\n\u003Cp>En cas d’échec, l’Inspection de Travail devra constater la non\nconciliation par un procès-verbal et autoriser le demandeur à se plaindre\u003C\u002Fp>\n\n\u003Cp>devant la juridiction compétente.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 126 : Conciliation\u003C\u002Fh3>\n\n\u003Cp>En cas de conflit collectif, la conciliation est obligatoire et le recours\ndoit être immédiat.\u003C\u002Fp>\n\n\u003Cp>Toute décision prise au cours de la conciliation aura force exécutoire et\napplicable dans l’immédiat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 127:\u003C\u002Fh3>\n\n\u003Cp>En cas d’échec de conciliation, un procès- verbal est dressé afin de\nfaciliter l’intervention éventuelle du médiateur. L’Inspection de Travail\nest désignée d’office pour assurer la médiation.\u003C\u002Fp>\n\n\u003Cp>En cas d’échec de la médiation, le différend collectif est soumis à la\nprocédure d’arbitrage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 128:\u003C\u002Fh3>\n\n\u003Cp>L’arbitrage des conflits collectifs non réglés par la médiation est\nassuré par un conseil d’arbitrage.\u003C\u002Fp>\n\n\u003Cp>Le conseil d’arbitrage statue en droit et en équité suivant le cas, mais\nne peut statuer que sur\u003C\u002Fp>\n\n\u003Cp>les points déterminés par le procès-verbal de non-conciliation.\u003C\u002Fp>\n\n\u003Cp>Les sentences arbitrales doivent être motivées et notifiées\nimmédiatement aux parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 129:\u003C\u002Fh3>\n\n\u003Cp>Les sentences arbitrales qui ont acquis r force exécutoire peuvent faire\nl’objet d’un recours pour excès de pouvoir ou violation de la loi.\u003C\u002Fp>\n\n\u003Cp>Ce recours est introduit et jugé dans les délais, formes et conditions des\nrecours en cassation en la matière\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE IV: DISPOSITIONS DIVERSES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 130 : Immobilisations\u003C\u002Fh3>\n\n\u003Cp>La liste des immobilisations attribuées aux ayants droits est assujettie\naux clauses du \u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword 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\u002Fspan> ou aux avenants au contrat.\u003C\u002Fp>\n\n\u003Cp>Toutefois, le bénéfice de ces avantages cesse des lors que les\nintéressés n’occupent plus le poste ayant droit.\u003C\u002Fp>\n\n\u003Cp>Dans ces cas, ces immobilisations doivent être réintégrées en totalité\nà la SMMC dans les trois mois qui suivent, et mises en vente au plus offrant,\naprès large diffusion au personnel.\u003C\u002Fp>\n\n\u003Cp>Une commission de suivi est chargée de l’application de cet article.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 131\u003C\u002Fh3>\n\n\u003Cp>Les véhicules de service se doivent, en priorité, d’assurer les besoins\nde la SMMC suivant l’organisation du responsable direct.\u003C\u002Fp>\n\n\u003Cp>En aucun cas, ces véhicules ne peuvent être conduits par un tiers autre\nque le personnel de la SMMC.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 132:\u003C\u002Fh3>\n\n\u003Cp>Quels que soient les avantages cités dans cette convention, les montants et\nchiffres avancés sont passibles d’une réactualisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 133:\u003C\u002Fh3>\n\n\u003Cp>La SMMC est astreinte à la préparation de tous les dossiers administratifs\nrelevant de la carrière comme de la retraite du personnel soumis à la\nprésente convention collective.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 134:\u003C\u002Fh3>\n\n\u003Cp>Le personnel relevant de la présente convention sera intéressé aux\nrésultats financiers de la SMMC.\u003C\u002Fp>\n\n\u003Cp>Une part de bénéfice sera attribuée aux travailleurs en fin d’exercice,\nsi le bilan s’avère positif.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Décision n°057 SMMC\u002FDAF\u002FDRH-08 Portant application de la grille des\nemplois de la SMMC\u003C\u002Fh2>\n\n\u003Cp>Conformément à sa nouvelle mission, la SMMC adopte à compter du 1ère\nnovembre 2008, la Grille des Emplois ci-dessous\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  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>CAT. PROF\u003C\u002Ftd>\n      \u003Ctd>CLASSIF\u003C\u002Ftd>\n      \u003Ctd>Administration\u003C\u002Ftd>\n      \u003Ctd>Exploitation\u003C\u002Ftd>\n      \u003Ctd>Technique\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"7\">EXECUTANT\u003C\u002Ftd>\n      \u003Ctd>2B\u002F0S2\u003C\u002Ftd>\n      \u003Ctd>Agent d’hygiène \n\n        \u003Cp>Gens de maison\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3A\u002F0S3\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Agent de panneau\u003C\u002Ftd>\n      \u003Ctd>Aide ouvrier\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3B\u002FOP1A\u003C\u002Ftd>\n      \u003Ctd>Agent bureau \n\n        \u003Cp>Agent de vigilance\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4A\u002FOP1B\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Chef d’équipe de Main d’œuvre\u003C\u002Ftd>\n      \u003Ctd>Vulcanisateur, \n\n        \u003Cp>Aide mécanicien \u003C\u002Fp>\n\n        \u003Cp>Aide électricien\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4B\u002FOP2A\u003C\u002Ftd>\n      \u003Ctd>Commis \n\n        \u003Cp>Aide comptable \u003C\u002Fp>\n\n        \u003Cp>Agent services généraux\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Agent de pointage (M.O) \n\n        \u003Cp>Agent de quai \u003C\u002Fp>\n\n        \u003Cp>Agent de répartition (M.O)\u003C\u002Fp>\n\n        \u003Cp>Aide magasinier\u003C\u002Fp>\n\n        \u003Cp>Conducteur\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Agent de stock \n\n        \u003Cp>Agent technique \u003C\u002Fp>\n\n        \u003Cp>Agent de lubrifiant\u003C\u002Fp>\n\n        \u003Cp>Mécanicien \u003C\u002Fp>\n\n        \u003Cp>Electricien\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5A\u002FOP2B\u003C\u002Ftd>\n      \u003Ctd>Agent administratif \n\n        \u003Cp>Acheteur\u003C\u002Fp>\n\n        \u003Cp>Agent de prévoyance sociale \u003C\u002Fp>\n\n        \u003Cp>Agent d’entrepôt\u003C\u002Fp>\n\n        \u003Cp>Agent de sécurité\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Opérateur d’exploitation \n\n        \u003Cp>Grutier navire \u003C\u002Fp>\n\n        \u003Cp>Pointeur\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Epissurier\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5B\u002FOP3\u003C\u002Ftd>\n      \u003Ctd>Secrétaire de département \n\n        \u003Cp>Comptable\u003C\u002Fp>\n\n        \u003Cp>Agent de facturation\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Magasinier \n\n        \u003Cp>Agent d’expertise \u003C\u002Fp>\n\n        \u003Cp>Conducteur qualifié\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Chef mécanicien \n\n        \u003Cp>Chef électricien \u003C\u002Fp>\n\n        \u003Cp>Agent technique qualifié\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">AGENT DE MAITRISE\u003C\u002Ftd>\n      \u003Ctd>AM1\u003C\u002Ftd>\n      \u003Ctd>Agent de solde, caissier \n\n        \u003Cp>Agent de contrôle; \u003C\u002Fp>\n\n        \u003Cp>Agent contentieux\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Chef de bord \n\n        \u003Cp>Chef magasinier \u003C\u002Fp>\n\n        \u003Cp>Conducteur polyvalent\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>AM2\u003C\u002Ftd>\n      \u003Ctd>Chef de bureau\u003C\u002Ftd>\n      \u003Ctd>Chef de chantier\u003C\u002Ftd>\n      \u003Ctd>Chef d’atelier\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>AM3\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">\u003Cp>CHEF DE BUREAU \u002F CHANTIER \u002F ATELIER – CHEF DE\n        SERVICE – ASSIMILES\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toamasina, le, 17 octobre 2008 Le Directeur Général\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SASIN-TENY\u003C\u002Fp>\n\n\u003Cp>Ny fifanarahana iombonan’ny sarababen’ny Mpiasan’ny Société de\nManutention des Marchandises Conventionnelles dia nalaina tao amin’ny\nfifanarahana iombonan’ny Mpiasan’ny SEPT sy vokatry ny fandinidinihana\nlalina namporisihan’ ny fitadiavana fahamarinana aratsosialy.\u003C\u002Fp>\n\n\u003Cp>Ho fanatanterahana izany dia nifantoka tamin’ireo didy aman-dalàna maro\nmifehy ny Mpiasan’ny SEPT hatramin’ izao ireo solontenan’ ny «Syndicats\n» ny Fifanarahana Iombonana izay natao tamin’ny faha- 31 May 1996 ka\nnavaozina tamin’ny faha- 04 Aogositra 2003.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ZAVA-KENDREN’NY FIFANARAHANA\u003C\u002Fp>\n\n\u003Cp>IOMBONANA\u003C\u002Fp>\n\n\u003Cp>Ny fifanarahana iombonana dia natao hifehy ny fifandraisan’asa misy eo\nanivon’ny Société de Manutention des Marchandises Conventionnelles sy ny\nmpiasa rehetra ao aminy, tsy hanavakavahana na hijeren-tavan’olona.\u003C\u002Fp>\n\n\u003Cp>Ireo didy aman-dalàna manankery dia ho ampiharina amin’izay rehetra\nilàna azy ka tsy voalaza anatin’ity fifanarahana ity.Ampiharina koa izany\namin’izay hita fa tsaratsara kokoa ho anny mpiasa raha ampitahaina\namin’izay voalaza ato.\u003C\u002Fp>\n\n\u003Cp>Ireto avy ny zavatra tena imasoana:\u003C\u002Fp>\n\n\u003Cp>- Ny isian’ny mangarahara eo amin’nv fitondrana avy amin’ny\nalalan’ny lalàm-pitantanana tokana,\u003C\u002Fp>\n\n\u003Cp>- Mamela faminaniana, fanaraha-maso arv faminavinana mahomhy kokoa eo\namin’ny fandaniana.\u003C\u002Fp>\n\n\u003Cp>- Ahatongavana amin’ny tena fahamarinana sy fitovian-jo tanteraka eo\namin’ny adidv aman’andraikitra sy zo ara-tsosialy ho an’ny\nfianakaviam-ben’ny mpiasa.\u003C\u002Fp>\n\n\u003Cp>FIFANARAHANA IOMBONANA\u003C\u002Fp>\n\n\u003Cp>Ny fifanarahana iombonana no mametra ny fifandraisana ara-asa ato amin’ny\nSociété de Manutention des Marchandises Conventionnelles.\u003C\u002Fp>\n\n\u003Cp>Izao manaraka izao no tapaka teo amin’ny:\u003C\u002Fp>\n\n\u003Cp>- Ny “Société de Manutention des Marchandises Conventionnelles”\nantsoina amin’ny anarana hoe: «SMMC », izay soloin’ny Tale Jeneraliny\ntena ary manana ny foibeny eto Toamasina, andaniny,\u003C\u002Fp>\n\n\u003Cp>- Sy ireo solontenan’ireo sendikan’ny\u003C\u002Fp>\n\n\u003Cp>mpiasan’ny Société de Manutention des Marchandises Conventionnelles\u003C\u002Fp>\n\n\u003Cp>- nahazo alalana tamin’izany, ankilany,\u003C\u002Fp>\n\n\u003Cp>- Taorian’ny fifampiraharahana nifanaovan ‘ny «Société de Manutention\ndes Marchandises Conventionnelles» sy ireo solon-tenanireo sendika roa\nambin’ny folo tonta mijoro aradalàna, ny lahatenin’ny fifanarahana\niombonana vaovao dia narindra ho toy izao manaraka izao:\u003C\u002Fp>\n\n\u003Cp>Marihina fa ho toy izao indray ny fiantsoana ity fifanarahana ity:\n«CONVENTION COLLECTIVE DU CORPS DES TRAVAILLEURS PERMANENTS DE LA SMMC »\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa rehetra, na inona ny asa sahaniny. dia fehezin’ity fifanarahana\niombonana ity avokoa ary tsy maintsy manaraka an-tsakany sy andavany izay\nfepetra rehetra raisina amin’izany, ankoatr’ireo didy manokana, mba ho\nfitandrovana ny fandrosoan’ny Orinasa.\u003C\u002Fp>\n\n\u003Cp>FIZARANA VOALOHANY\u003C\u002Fp>\n\n\u003Cp>FOTO-KEVI-DEHIBE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TOKO VOALOHANY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FARITRA FAMPIHARANA -\u003C\u002Fp>\n\n\u003Cp>VANINANDRO MAMPANANKERY -\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Andininy 1: Faritra fampiharana\u003C\u002Fp>\n\n\u003Cp>Ity fifanarahana iombonana ity dia hampiharina amin’ny mpiasa raikitra ao\nanatin’ny mpiasan’ny Société de Manutention des Marchandises\nConventionnelles.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Andininv 2 : Vaninandro mampanan-kerv\u003C\u002Fp>\n\n\u003Cp>Ity fifanarahana iombonana ity dia hanan-kery manomboka ny vaninandro\nmanaraka ny fametrahan’ny ankilany havanana kokoa amin’izany azy io any\namin’ny trano fitehirizana momba ny sosialy ao amin’ny Fitsarana\nambaratonga voalohany ato Toamasina. Ireo fepetra teo aloha sy mifanohitra\namin’ity fifanarahana ity dia foana sy tsy manan-kery avy koa manomboka\namin’ny vaninandro hampiharana azy.\u003C\u002Fp>\n\n\u003Cp>Andininy 3 Faharetany\u003C\u002Fp>\n\n\u003Cp>Tsy voafetra ny faharetan’ity fifanarahana ity.\u003C\u002Fp>\n\n\u003Cp>TOKO-lI\u003C\u002Fp>\n\n\u003Cp>FITSIPAHANA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Andininy 4 : Fitsipahana\u003C\u002Fp>\n\n\u003Cp>Izay fanovana rehetra mety ho atao amin’ny lalàna mifehy ny asa dia tsy\nazo heverina ho antony hanipahana an’ ity fifanarahana ity, fa mitondra kosa\nfanovana avy hatrany an’izay andininy voakasik’izany.\u003C\u002Fp>\n\n\u003Cp>Na izany aza, dia azon’izay iray amin’ireo rnpifanaiky ny miampanga azy\nio herintaona aorian’ny nanaovan-tsonia azy raha haingana indrindra fa tsy\nmaintsy ialohavan’ny fampandrenesana telo volana an-taratasy tsy very mandeha\nizany ary handefasana dika mitovy any amin’ny Trano Fitehirizana momba ny\nSosialy ao amin’ny Fitsarana Ambaratonga Voalohany eto Toamasina sy any\namin’ny Sampan-draharaha misahana ny Asa eto Toamasina.\u003C\u002Fp>\n\n\u003Cp>Ny andaniny izay mampiditra fitsipahana dia tsy maintsy mametraka mazava ao\namin’ny taratasy fampandrenesana ny anton’ny fitsipahana ary mampiray\namin’izany ny vinavinam-pifanarahana vaovao tiany ho aroso.\u003C\u002Fp>\n\n\u003Cp>Ny fifampiraharahana dia tsy maintsy misokatra ao anatin’ny iray volana\naorian’ny fampandrenesana.\u003C\u002Fp>\n\n\u003Cp>Raha tsy vita ao anatin’ny telo volana aorian’ny fisokafan’ny\nfifampiraharahana ny fifanarahana vaovao dia mijanona ho manankery hatrany ilay\nfifanarahana teo aloha.\u003C\u002Fp>\n\n\u003Cp>And. 5: Fanavaozana\u003C\u002Fp>\n\n\u003Cp>Ny mpifanaiky tsirairay dia tsy mahazo mangataka fanavaozana ao anatin’ny\nherin-taon aorian’ny nanaovan-tsonia an’ ity fifanarahana ity raha tsy hoe\nfanavaozana niarahan’ny roa tonta nanao na koa fanavaozana mifanaraka\namin’ny fanovàna ny lalàna velona.\u003C\u002Fp>\n\n\u003Cp>Ny andaniny izay mangataka fanavaozana dia tsy maintsy mametraka ao\namin’ny fangatahany, ny rijan-teny ao anatin’ny andininy iantefan’ny\nfanavaozana tiany haroso. Ny fifampiraharahana amin’izany dia tsy maintsy\nmisokatra ao anatin’ny dimy ambin’ny folo andro.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Izay fanamboarana rehetra aterak’izany dia hapahafantarina ireo\nmanampahefana voalaza ao amin’ny andininy faha-4 etsy ambony.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 6: Firotsahana\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Izay sendika tsy mifanaiky tamin’ity fifanarahana ity dia afaka mirotsaka\nho isan’izany rehefa avy nampahafantatra izany, an-taratasy tsy very mandeha,\nany amin’ireo izay nanao sonia ny fifanarahana, any amin’ny Trano\nFitehirizana momba ny Sosialy ao amin’ny Fitsarana Ambaratonga Voalohany eto\nToamasina ary any amin’ny Sampan-draharaha misahana ny Asa eto Toamasina.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Izany firotsahana ho mpifanaiky izany dia hanankery manomboka ny vaninandro\nmanaraka ny fampahafantarana natao tany amin’ny Fitsarana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Izay sendika rehetra nirotsaka avy aty aoriana dia tsy mahazo miampanga na\nmangataka fanavaozana ny fifanarahana. na ampahany fotsiny aza. raha tsy\nmifanaraka amin’ireo mpifanaiky tany amboalohany ka manaja ny fepetra\nvoalazan’ny andininy faha-4 etsy ambony.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Izay sendika nanao sonia an’ity fifanarahana ity, ka mitambatra amin’ ny\nsendika hafa na manova anarana indray andro any. dia mizaka hatrany ny zony\namin’ny maha-mpiara-nisonia azy an’ity fifanarahana ity, saingy tsy maintsy\nambarany mazava izany fitambarany na fanovany anarana izany amin’ireo izay\nrehetra nanao sofia ity fifanarahana ity.\u003C\u002Fp>\n\n\u003Cp>And. 7 : Vaomieran’ny Fandikan-teny\u003C\u002Fp>\n\n\u003Cp>Izay rehetra mety hifanoherana amin’ny fandraisana ny rijan-kevitra\nvoalaza amin’ ity fifanarahana ity dia ho dinihin’ny vaomieran’ny\nmpandikateny izay ahitana ireo solontenan’ny SMMC sy solontena iray avy\namin’ny sendika tsirairay nanao sofia ny fifanarahana.\u003C\u002Fp>\n\n\u003Cp>Mivory eo ambany fitarihan’ny solontenan’ny SMMC izy ireo araka ny\nfangatahan’ny andaniny na ny ankilany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 8 Tovana\u003C\u002Fp>\n\n\u003Cp>Ny tovana rehetra tiana ahiditra amin’ity fifanarahana ity dia tsy maintsy\nankatoavin’ireo mpifanaiky nanao sonia.\u003C\u002Fp>\n\n\u003Cp>Ny fanapahana rehetra noraisin’ny vaomiera dia manan-kery avy hatrany ary\nho lasa tovana amin’ity fifarahana ity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Raha tsy ahitam-bokany ny dinika amin’izany dia hentina eo anatrehan’ny\nSampan-draharaha Misahana ny Asa ny olana misy.\u003C\u002Fp>\n\n\u003Cp>And. 9 Zo sy tonihon-tsoa efa azo\u003C\u002Fp>\n\n\u003Cp>Ity fifanarahana iombonona ity dia tsy natao hanalana na hampihenana ireo zo\nsy tombontsoa efa azo teo aloha ka tsy voalaza ato.\u003C\u002Fp>\n\n\u003Cp>FIZARANA FAHA - II\u003C\u002Fp>\n\n\u003Cp>FOTOAM-PIASANA\u003C\u002Fp>\n\n\u003Cp>TOKO VOALOHANY\u003C\u002Fp>\n\n\u003Cp>FANDRAISANA MPIASA\u003C\u002Fp>\n\n\u003Cp>Andininy 10 : Fepetra\u003C\u002Fp>\n\n\u003Cp>Ny fandraisana mpiasa dia tokony mifanaraka amin’ny filan’izany ary\nmanaraka ny fepetra voalazan’ny lalàna fototra iorenan’ny Orinasa\nvoatokana amin’izany.\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa rehetra ho raisina dia tsy maintsy mahafeno ireto fepetra\nireto:\u003C\u002Fp>\n\n\u003Cp>1. Manao fangatahan’asa miaraka amin’ny\u003C\u002Fp>\n\n\u003Cp>filazana ny mombamomba ny tenany,\u003C\u002Fp>\n\n\u003Cp>2. Mizaka ny zom-pirenena Malagasy.\u003C\u002Fp>\n\n\u003Cp>3. Feno 18 taona raha kely indrindra amin’ny vaninandro handraisana\nasa,\u003C\u002Fp>\n\n\u003Cp>4. Ara-dalàna eo amin’ny fanaovana raharaha miaramila,\u003C\u002Fp>\n\n\u003Cp>5. Afaka mampiseho:\u003C\u002Fp>\n\n\u003Cp>- Taratasim-panjakana manamarina ny filazana ny momban’ny tena,\u003C\u002Fp>\n\n\u003Cp>- Casier judiciaire (bulletin n°3) nomena tao anatin’ny telo volana raha\nela indrindra,\u003C\u002Fp>\n\n\u003Cp>- Diplôme voamarina tamin’ny Service Académique.\u003C\u002Fp>\n\n\u003Cp>6. Nahomby teo amin’ny fitsapam-pahaizana natao mifandraika amin’ny asa\nnangatahina,\u003C\u002Fp>\n\n\u003Cp>7. Manana toe-batana tomady sy saina salama mifanaraka amin’ny asa\nnangatahina,\u003C\u002Fp>\n\n\u003Cp>Andininy 11: Fandaminana fitsapam-pahaizana\u003C\u002Fp>\n\n\u003Cp>Ny fitsapam-pahaizana andraisana mpiasa rehetra dia tsy maintsy\nialohavan’ny filazana iray (1) volana mialoha.\u003C\u002Fp>\n\n\u003Cp>Ny fanomanana ny laza adina hatramin’ny fanendrena ireo mpitsara dia\napetraka eo amhany fahendren’ny Direction Générale.\u003C\u002Fp>\n\n\u003Cp>Ny fiambenana ny fitsapam-pahaizana antsoratra sy ny fizahana ny vokatra\nazon’ny mpiadina hatramin’ny fanafahana farany dia tsy maintsy atrehin’ny\nsolon-tenan’ny mpiasa roa notendrena manokana ho amin’izany:\u003C\u002Fp>\n\n\u003Cp>- 1 solontenan’ny mpiasa - 1 solontenan’ny komitin’ny\nfanajarian’asa\u003C\u002Fp>\n\n\u003Cp>Na dia eo aza ireo fepetra voalaza etsy ambony ireo ny «Direction\nGénérale» dia afaka manao fandraisana mpiasa araka ny fombafomba heveriny fa\nmety.\u003C\u002Fp>\n\n\u003Cp>And. 12 : Andrana\u003C\u002Fp>\n\n\u003Cp>Ny mpifaninana voafantina ka handray asa vaovao dia tsy maintsy mandalo\nfanandraman’asa mandritry ny:\u003C\u002Fp>\n\n\u003Cp>• 3 volana ho an’ireo “agents d’Exécution” sy «agents de\nMaîtrise»,\u003C\u002Fp>\n\n\u003Cp>• 4 na 6 volana ho an’ireo «cadres».\u003C\u002Fp>\n\n\u003Cp>Ny fotoam-panandraman’asa dia azo avaozina indray mandeha ihany,\naorian’izany ny mpiasa dia:\u003C\u002Fp>\n\n\u003Cp>- raisina ho mpiasa raikitra raha nahafa-po ny andrana nampanaovina azy. Na\nizany na tsy izany dia tsy azo afindra toerana na mangataka hifindra asa raha\ntsy efa nahavita telo taona teo amin’ny asa nadraisana azy.\u003C\u002Fp>\n\n\u003Cp>- roahina tsy rnisy fampandrenesana mialoha raha tsy nahafa-po.\u003C\u002Fp>\n\n\u003Cp>And. 13: Fifanekena\u003C\u002Fp>\n\n\u003Cp>Ny fandraisana mpiasa dia tsy maintsy fehezin’nv fifanekena an-tsoratra\nary soniavin’ny andaniny sy ankilany, izay ahitana mazava tsara:\u003C\u002Fp>\n\n\u003Cp>- nv faharetan’ny fifanekena,\u003C\u002Fp>\n\n\u003Cp>- nv asa atao. - ny karama\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA-lI\u003C\u002Fp>\n\n\u003Cp>SOKAJY — FANDAHARANA\u003C\u002Fp>\n\n\u003Cp>And. 14: SOKAJY\u003C\u002Fp>\n\n\u003Cp>Mizara ho sokajy telo ny mpandraharahan’ny\u003C\u002Fp>\n\n\u003Cp>Seranana:\u003C\u002Fp>\n\n\u003Cp>- Exécutant\u003C\u002Fp>\n\n\u003Cp>- Maîtrise\u003C\u002Fp>\n\n\u003Cp>- Cadre\u003C\u002Fp>\n\n\u003Cp>And. 15 : Fandaharan’asa\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa mivondrona ao anatin’ny sokajy voalaza eo amin’ny And.14 dia\nmiavaka amin’nv alalan’ny fandaharan’asa manaraka ireto:\u003C\u002Fp>\n\n\u003Cp>- O S : Ouvrier Spécialisé\u003C\u002Fp>\n\n\u003Cp>- O P : Ouvrier Professionnel\u003C\u002Fp>\n\n\u003Cp>- A M : Agent de Maîtrise\u003C\u002Fp>\n\n\u003Cp>- C : Cadre\u003C\u002Fp>\n\n\u003Cp>And. 16: Dingana\u003C\u002Fp>\n\n\u003Cp>Ao anatin’ ireo fandaharan’ asa isan-karazanv ireo dia mbola ahitana\ndingana:\u003C\u002Fp>\n\n\u003Cp>And.17: Famaritana ny fandaharana\u003C\u002Fp>\n\n\u003Cp>OS: Ouvrier Spécialisé: mpiasa, afaka manatanteraka ampahan’asa ao\nanatin’ny fitambarambeny napetraka eo ambany fiahian’ny Ouvrier\nProfessionnel iray.\u003C\u002Fp>\n\n\u003Cp>OP: Ouvrier Professionnel: mpiasa zadraharaha manatanteraka asa mitaky\nfahaiza-manao voalalina, afaka manatanteraka ny karazana toromarika\nvoavolavolan’ny lehibeny ho tanterahina amin’ny asa ampanaoviny, miaraka\namin’ny fahatsaran’ny asa ilaina amin’ izany.\u003C\u002Fp>\n\n\u003Cp>AM: Agent de Maîtrise: mpiasa afaka mitondra ny asa rehetra takiana aminv\nary manatanteraka ny fandehan’asa arnin’ny\u003C\u002Fp>\n\n\u003Cp>fametrahana lamina maty paika ho tanterahina ao anatin’ny fotoana fohy na\nasa maro samy hafa.\u003C\u002Fp>\n\n\u003Cp>Amin’izany dia misahana ny asa ara-teknika ataon’ireo Agents\nd’Exécution eo ambany fifehezany izy ary manara-maso ny fanajana ny lalàna\nmifehy ny asa voafaritr’ireo didy amandalàna manan-kery.\u003C\u002Fp>\n\n\u003Cp>C: Cadre: mpiasa mpitantana ara-pandraharahana, ara-teknika na ara-barotra\nmanana fahaizana ankapobeny notovoiziny tamin’ny fianarana nataony na azony\ntamin’ny fahazarany asa ka ampiasainy amin’ny fanatanterahany ny asany.\u003C\u002Fp>\n\n\u003Cp>Miandraikitra ny fandikana ny tanjona sy ny baikon’ny lehibe ho azo\ntanterahina izy, mba afahana mamaritra ny fandaminana ny fampandehanan’asa,\nmanara-maso sy mitatitra ny vokatra azo.\u003C\u002Fp>\n\n\u003Cp>And. 18: Famaritana ny Fandaharan’asa\u003C\u002Fp>\n\n\u003Cp>Ny asa izay mifanaraka amin’ny fandaharana eo amin’ny asa dia voafaritra\nao amin’ny fanampiny amin’ity fifanarahana ity.\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA - III\u003C\u002Fp>\n\n\u003Cp>KARAMA\u003C\u002Fp>\n\n\u003Cp>And.19: Karama\u003C\u002Fp>\n\n\u003Cp>Isam-bolana no fikajiana ny karama ary telopolo andro no andraisan’azy\nraha tsinjaraina izany. Ireto avy ny zava-misy ao amin’n kararnanny\nmpiasan’ny SMMC:\u003C\u002Fp>\n\n\u003Cp>- ny vatan-karama raikitra izay mifanarak amin’nv mari-kararna misy ary\narakaraka ny laharana,\u003C\u002Fp>\n\n\u003Cp>- ny kojakojan-karama.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And.20: Tabilaon’ny Mari-karama\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa fehezin’ity fifanarahana ity dia samy manana mari-karama\nvoatondro ao amin’ny tabilaon’ny mari-karama izay nankatoavin’ny\nFilankevi-pitantanana ary nosoniavin’ny Tale Jeneraly. Ny lanjan’ny\nmarikarama dia azo\u003C\u002Fp>\n\n\u003Cp>And. 21: Fizotry ny mari-karama\u003C\u002Fp>\n\n\u003Cp>Ny mari-karama dia mitsinjara ho laharana sy dingana. Ny fampiharana ny\nfisondrotana eo amin’ny isan-dingana dia atao isaky ny roa taona.\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA-IV\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TAMBY SY FANAMPIN-KARAMA\u003C\u002Fp>\n\n\u003Cp>And.22: Tambin-karama\u003C\u002Fp>\n\n\u003Cp>Ny fanaovana ny asa mety hisedrana loza manokana dia ahazoana tambin-karama.\nNy fitanisana ireo asa hisedrana loza ka ahazoana tambin-karama ireo dia\napetraka eo ambany fahendren’ny toniam-pitantanana.\u003C\u002Fp>\n\n\u003Cp>And.23: Fanampin-karania\u003C\u002Fp>\n\n\u003Cp>Ireo fanampin-karama dia manaraka ny sokajin’asa atao. Nv fahazoana izany\ndia miankina tanteraka amin’ny fisahanana marina ny asa manome zo\namin’izany.\u003C\u002Fp>\n\n\u003Cp>And.24: Fanam-pikarama amin’nv fisoloan-toe rana\u003C\u002Fp>\n\n\u003Cp>Ny fisoloan-toerana vonjy maika atao arnin’ny sokajin’asa ambonimbony\nkokoa dia tsy mitarika avy hatrany fisondrotana. Izany dia tsy azo atao\nmihoatry ny 6 volana raha ela indrindra. Nandritra\u003C\u002Fp>\n\n\u003Cp>ny fotoana hisoloan-toerana dia mandray ny fanarnpikarama mifanandrify\namin’izany ilay mpisolo toerana.\u003C\u002Fp>\n\n\u003Cp>Raha dify izany fe-potoana 6 volana izany, dia tsy maintsy manapa-kevitra ny\nSMMC arnin’ilay mpisolo toerana, na mametraka azy ho raikitra amin’ny\ntoerana na mamerina azy amin’ny asany. teo aloha.\u003C\u002Fp>\n\n\u003Cp>And. 25: Tambin’ny fahelana amin’nv asa\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa rehetra miombona amin’ity fifanarahana ity dia mahazo\ntambim-pahelana\u003C\u002Fp>\n\n\u003Cp>5 % ny vatan-karama isaky ny mahavita telo taona tsy mihato ary tsy mahazo\nmihoatry ny\u003C\u002Fp>\n\n\u003Cp>50 % ny fitambaran’izany.\u003C\u002Fp>\n\n\u003Cp>And. 26 Tambim- pahataperan’ny fotoampiasana\u003C\u002Fp>\n\n\u003Cp>Ny tambim-pahataperan’ny fotoam-piasana, dia ornena ny mpiasa handeha\nhisotro ronono aradalana na mialoha ny fotoana arak’izay voalazan’ny\nandininy faha-70 ato anatin’ity fifanarahana ity. Amin’izany izy ireo dia\nmahazo tambim-pahataperan’ ny fotoam-piasana, vatankarama farany iray volana\nsy sasany isaky nv 5 taona niasàna.\u003C\u002Fp>\n\n\u003Cp>Na izany aza anefa amin’ny fanisana farany, ny elanelan’ampahany\namin’ny taona niasana 2 taona na mihoatra dia ahazoana io iray volana sy\nsasany io koa.\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA-V\u003C\u002Fp>\n\n\u003Cp>FIOV ANA MIANDALANA EO AMIN’ASA\u003C\u002Fp>\n\n\u003Cp>And.27: Fandrosoana\u003C\u002Fp>\n\n\u003Cp>Ny fandrosoana dia ny fiakarana ho amin’ny dingana na laharana ambonimbony\nkokoa.\u003C\u002Fp>\n\n\u003Cp>And. 28: Fisondrotana\u003C\u002Fp>\n\n\u003Cp>Amin’ny alalan’ny fisondrotana anatiny dia manan-jo hiakatra eo\namin’ny sokajin’asa ambonimbony kokoa ny mpiasa rehetra fehezen’ity\nfifanarahana ity rehefa nahomby tamin’ny fitsapana arak’ asa nampanaovina\nazy.\u003C\u002Fp>\n\n\u003Cp>Raha misy fanendrena ho amin’ny sokajin’asa ambonimbony kokoa mitana\nandraikitra salantsalany, dia omena laharam-pahamehana amin’izany ireo mpiasa\nizay nanao asa mifandray amin’izany arakaraky ny fahakingany sy fahafahany\nmandray andraikitra amin’izany. Raha ilaina dia mandalo fotoam-pitsapana tsy\nmihoatra ny telo volana izy alohan’ny hanosorana azy ho tompon-toerana.\u003C\u002Fp>\n\n\u003Cp>Art.29 : Fampiofanana ara-draharaba\u003C\u002Fp>\n\n\u003Cp>Ny fampiofanana maharitra ao amin’ny sehatry ny asa, izay raisina ho toy\nny fanampimpahaizana ho an’ny tsirairay, mitovy lenta amin’ny zo afahana\nmamotopototra ato amin’ny SMMC, dia zo ho an’ny tsirairay na sokajy inona\nna sokajy inona misy azy.\u003C\u002Fp>\n\n\u003Cp>Tokony samy mahatsapa ho tompon’andraikitra amin’ny fivoarany amin’ny\nasa ny tsirairay, ka ny torohevitry ny Lehibeny miaraka amin’ny\ntomponandraikitry ny fampiofanana.\u003C\u002Fp>\n\n\u003Cp>Ny fampiofanana ara-draharaha dia mikendry. ny hamolavola ny mpiasa mba\nhifanaraka amin’ny fandrosoana ara-teknologika sy ny endrik’asa, ny hanasoa\nny fisondrotana ara-tsosialy sy ny afahany miakatra ho amin’ny toerana\nambonimbony kokoa.\u003C\u002Fp>\n\n\u003Cp>Ny fampiofanana ara-draharaha dia tokony hamarinina arnin’ny soratra\nvavolombelona.\u003C\u002Fp>\n\n\u003Cp>And.30 : Fampiofanana anatiny\u003C\u002Fp>\n\n\u003Cp>Ny fampiofanana anatiny dia misahana ny fampiofanana karakarain’ny SMMC\namin’ny alalan’ireo manam-pahaizana ao aminy na hiantsoany manam-pahaizana\nnhazo fankatoavana avy any ivelany ho an’ireo mpiasa ao aminy.\u003C\u002Fp>\n\n\u003Cp>Ny tompon’andraikitra tsirairay dia tokony hahay handrindra tsara ny\nlamin’asa any amin’ny faritra misy azy mba afahan’ny tsirairay miofana\nara-dalàna eo am-panatanterahany hatrany ny asany.\u003C\u002Fp>\n\n\u003Cp>Ny andraikitry ny tsirairay dia tokony hitarina miandalana arakaraky ny\nfahefany sy ny filàn’ny Orinasa.\u003C\u002Fp>\n\n\u003Cp>Ny fampiofanana anatiny dia mikasika indrindra ny fanofanana eo amin’ny\nasa atao ary koa fanofanana ankapobeny mba ahaizan’ny rehetra karazan’asa\nilainy, andaniny.\u003C\u002Fp>\n\n\u003Cp>And .31 : Fampiofanana ivelany\u003C\u002Fp>\n\n\u003Cp>Ny fampiofanana ivelany dia manondro ireo fampiofanana rehetra atao\nivelan’ny Orinasa nefa eto Madagascar ihany.\u003C\u002Fp>\n\n\u003Cp>Ny fampiofanana ivelan’ny tananan’i Toamasina dia handraisana\ntambim-piofanana raikitra, ny fianakavian’ny mpiofana kosa dia mandray ny\nkaraman’ny mpiofana mahazatra ho tambim-pisarahan-toerana.\u003C\u002Fp>\n\n\u003Cp>And. 32 : Drafi-pampiofanana\u003C\u002Fp>\n\n\u003Cp>Ho an’ny sarababen’ny mpiasa dia misy drafitra isan-taona ataon’ ny\nTompon’ andraikitry ny Fampiofanana handraisan’ ny Comité d’ Entreprise\nanjara izany ary hifandraisan’izy ireo amin’ireo mpanatanteraka\nfampiofanana araka ny etaetan’ny mpiasa sy ny filàn’ny SMMC, mikasika ny\nfampiofanana ivelany.\u003C\u002Fp>\n\n\u003Cp>And 33: Fampiofanana anv ampitan-dran omasina\u003C\u002Fp>\n\n\u003Cp>Mitsinjara ho telo ireo mpiasa fehezin’ity fifanarahana ity, na inona na\ninona ny sokajy misy azy ireo manaraka fampiofanana any ampitandranomasina:\u003C\u002Fp>\n\n\u003Cp>- ireo nahazo vatsim-piofanana tamin’ny SMMC,\u003C\u002Fp>\n\n\u003Cp>- ireo nahazo vatsim-piofanana tamin’ny Firenena\u003C\u002Fp>\n\n\u003Cp>- ireo nahazo vatsim-piofanana tamin’ny Firenena sakaiza na Fikambanana\niraisam-pirenena.\u003C\u002Fp>\n\n\u003Cp>Voafetra araka izao manaraka izao ny zo azon’izy ireo\u003C\u002Fp>\n\n\u003Cp>-Vatsy ilaina amin’ny fividianana ny kojakoja tsy maintsy ilaina, eo\nampiaingana,\u003C\u002Fp>\n\n\u003Cp>-Ireto manaraka ireto kosa mandritra ny fotoana tsy maha eto an-toerana azy\n:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Vatsim-piofanana isam-bolana mitovy amin’izay tsy maintsy ilaina afahana\nmiaina any amin’ny tsny anaovana fiofanana raha kely indrindra, raha tsy hoe\nvoahantoka ny mpanome vatsim-piofanana tanteraka ny mpiofana any\u003C\u002Fp>\n\n\u003Cp>-Tambim-pisarahana izay karaman’ny mpiofana mahazatra, omen any\nfianankaviany mandritry ny tsy maha eto an-toerna azy\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Eo am-piverenana dia tsy maintsy manao rapaoro an-tsoratra, amin’ny teny\nfrantsay na Malagasy, amin’ireo lehibeny sy amin’ny Tale Jeneraly ny\nmpiofana ao anatin’ny iray volana izany raha ela indrindra\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA-VI\u003C\u002Fp>\n\n\u003Cp>FIVEZIVEZEN’NY MPIASA\u003C\u002Fp>\n\n\u003Cp>And. 34: Famindran-toerana amin’nv asa\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa rehetra fehezin’ity fifanarahana ity dia azo afindra\ntoeram-piasana, araka ny fangatahany sy ny fahaizany asa, araka ny filàn’ny\nlamin’asa, rehefa nahavita roa taona tamin’ny toerana nisy azy.\u003C\u002Fp>\n\n\u003Cp>And. 35: Famindrana ivelan’ny Seranana\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa rehetra fehezin’itv fifanarahana ity dia azo alefa hiasa any\namin’ny toeram-pamokaran’ny SMMC hafa any, araka ny fahaizany asa sy araka\nny filàn’ny Orinasa.\u003C\u002Fp>\n\n\u003Cp>Izany famindran-toerana izany dia tsy\u003C\u002Fp>\n\n\u003Cp>maintsy ialohavan’ ny fotoam-piomanana iray volana aorian’ny nandraisana\nny fanapahan-kevitra.\u003C\u002Fp>\n\n\u003Cp>And. 36: Fandehanana\u003C\u002Fp>\n\n\u003Cp>Roa karazany ny fandehanan araka ny\u003C\u002Fp>\n\n\u003Cp>baikon’asa:\u003C\u002Fp>\n\n\u003Cp>1. Tsy maharitra: iraka (eto M\u002Fcar na any ivelany),\u003C\u002Fp>\n\n\u003Cp>2. Marina: fifindran-toerana.\u003C\u002Fp>\n\n\u003Cp>Ny fandehanana rehetra dia ny\u003C\u002Fp>\n\n\u003Cp>ahazoana baiko izay atao mifanaraa\u003C\u002Fp>\n\n\u003Cp>lalàna manan-kery.\u003C\u002Fp>\n\n\u003Cp>And. 37 : Fandehanana tsy mahaitra\u003C\u002Fp>\n\n\u003Cp>lreo fandehanana tsy mahatra. iraka mikasika ny asa dia voafaritry ny\nfiverenan’ny mpiasa amin’ny toeram-ponenany talohan’ny niaingany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mahazo tambiny isan’andro izy ireo arakaraky ny sokajin’asa , araka izay\nvoafetra ho an’izany, ny andro natomboka dia raisina ho feno avy hatrany.\u003C\u002Fp>\n\n\u003Cp>Ny fandehanana vokatry ny eritreritry ny tsirairay dia tsy ahazoana na\nsaran-dàlana na tambim-pandehanana.\u003C\u002Fp>\n\n\u003Cp>And.38: Iraka any ivelany\u003C\u002Fp>\n\n\u003Cp>Ireo iraka any ivelany dia mahakasika ireo mpiasa alefan’ny SMMC\nmanatanteraka asa any ivelan’i Madagasikara. Ho an’ny fandehanana any\nivelany, ny tambim-pandehanana dia ferana arakaraky ny fari-piainana any\namin’ny tany aleha.\u003C\u002Fp>\n\n\u003Cp>Amin’ny fiverenany dia tsy maintsy manolotra rapaoro amin’ny teny\nmalagasy na frantsay amin’ireo lehibeny sy amin’ny Tale Jeneraly izy\nmikasika ny iraka nampanaovina azy.\u003C\u002Fp>\n\n\u003Cp>And.39: Fiantohana\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa mandeha mamita iraka dia hiantohan’nv SMMC.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ankoatr’izany dia hiantohan’ny SMMC ny saran-dalany miaraka amin’ ny\ntambim-pandehanana isan’ andro.\u003C\u002Fp>\n\n\u003Cp>And. 40 : Fandehanana marina\u003C\u002Fp>\n\n\u003Cp>Raha mandeha marina na mifindra toerana dia mahazo zo mitovy amin’ny azo\namin’ny fandehanana tsy maharitra ilay mpiasa.\u003C\u002Fp>\n\n\u003Cp>Raha mandeha miaraka amin’ny ankohonany izy, dia mbola mahazo\nisan’andro:\u003C\u002Fp>\n\n\u003Cp>- 2\u002F3 ny tambim-pandehanany ho an’ny vadiny,\u003C\u002Fp>\n\n\u003Cp>- 1\u002F3 ny tambim-pandehanany ho an’ny zanany tsirairay avy.\u003C\u002Fp>\n\n\u003Cp>Ankoatr’izany dia mbola mahazo tambim-pifindra-monina koa izy araka izao\nvoafaritra manaraka izao:\u003C\u002Fp>\n\n\u003Cp>\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan>CélibataireMénage sans enfant\u003C\u002Fp>\n\n\u003Cp>Cadre40.000 Ar50.000 Ar\u003C\u002Fp>\n\n\u003Cp>A M.30.000 Ar40.000 Ar\u003C\u002Fp>\n\n\u003Cp>A. E.20.000 Ar30.000 Ar\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ménage avec enfantMajoration par enfant\u003C\u002Fp>\n\n\u003Cp>à charge\u003C\u002Fp>\n\n\u003Cp>80.000 Ar2.500 Ar\u003C\u002Fp>\n\n\u003Cp>60.000 Ar2.000 Ar\u003C\u002Fp>\n\n\u003Cp>40.000 Ar1.500 Ar\u003C\u002Fp>\n\n\u003Cp>And. 41 : Fitondran’entana\u003C\u002Fp>\n\n\u003Cp>Amin’ny fifindran-toerana dia manan-jo hitondra entana sy fanaka izay\nvoafetra manaraka eto ny mpiasa iray:\u003C\u002Fp>\n\n\u003Cp>\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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>\u003C\u002Fspan>Agent\u003C\u002Fp>\n\n\u003Cp>Cadre1.000 Kg\u003C\u002Fp>\n\n\u003Cp>A.M.900 Kg\u003C\u002Fp>\n\n\u003Cp>A. E.800 Kg\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Conjoint Par enfant à charge\u003C\u002Fp>\n\n\u003Cp>750 Kg150 Kg\u003C\u002Fp>\n\n\u003Cp>650 Kg150 Kg\u003C\u002Fp>\n\n\u003Cp>550 Kg150 Kg\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FIZARANA FAHA- III\u003C\u002Fp>\n\n\u003Cp>FITANTANANA ANKAPOBENY\u003C\u002Fp>\n\n\u003Cp>TOKO VOALOHANY\u003C\u002Fp>\n\n\u003Cp>FAHATAPAHANA\u003C\u002Fp>\n\n\u003Cp>And. 42: Fiajantsasatra isan-taona\u003C\u002Fp>\n\n\u003Cp>Araka ny lalàna manankery, dia mahazo fotoam-pialan-tsasatra telopolo andro\nisaky ny taona niasana ny mpiasan’ny SMMC, ary ny fangalana azy dia azo\ntsinjaraina rehefa ifanarahan’ny roa tonta.\u003C\u002Fp>\n\n\u003Cp>Azo raisina ho toy ny fotoana niasana ka azo hikajiana ny faharetan’ny\nfialan-tsasatra:\u003C\u002Fp>\n\n\u003Cp>- ireo fialan-tsasatra andraisan-karama,\u003C\u002Fp>\n\n\u003Cp>- ireo fialan-tsasatry ny mpiteraka,\u003C\u002Fp>\n\n\u003Cp>- ireo fahatapahana ara-dalâna noho ny aretina,\u003C\u002Fp>\n\n\u003Cp>- ireo fahatapahana ara-dalàna noho ny loza\u003C\u002Fp>\n\n\u003Cp>vokatry ny asa sy ny aretina vokatry ny asa,\u003C\u002Fp>\n\n\u003Cp>- ireo fahazoan-dalàna manokana omena ny\u003C\u002Fp>\n\n\u003Cp>mpiasa,\u003C\u002Fp>\n\n\u003Cp>- ireo fotoana fanabeazana ny mpiasa.\u003C\u002Fp>\n\n\u003Cp>- ireo fiofanana ara-asa.\u003C\u002Fp>\n\n\u003Cp>And. 43 Fanampini-paalan-tsasatra\u003C\u002Fp>\n\n\u003Cp>Ny fialan-tsasatra ara-dalàna dia ampitomboina iray andro isaky ny mahafeno\ndimy taona niasana nohon’ny fahatsapana ny faharetana.\u003C\u002Fp>\n\n\u003Cp>Ireo izay manana mari-boninahitra kosa dia ornena roa andro isan-taona\namboniny, noho izany.\u003C\u002Fp>\n\n\u003Cp>Ny fialan-tsasatra ara-dalàna sy fanampiny voalaza etsy ambony dia tsy\nafaka mihoatra na ahoana na ahoana ny 36 andro ny fitambarany.\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa mandeha miala sasatra 15 andro misesy na mihoatra dia mahazo (3)\nandro fepotoana lany an-dalàna.\u003C\u002Fp>\n\n\u003Cp>Andininy 44: Karama niandritry ny Fialantsasatra\u003C\u002Fp>\n\n\u003Cp>Mandritrin’ny fotoana fiai an-tsasatra, ny mpampiasa dia tsy maintsy\nmandoa ny karama amin’ny fialan-tsasatra izay mitovy amin’ny kararna\nnoraisina farany talohan’ny handehanany raha kely indrindra.\u003C\u002Fp>\n\n\u003Cp>Mahazo fanomezana lazaina hoe: tambim-pitaterana ny mpiasa miala sasatra, io\nanefa tsy azo hotovonana ny fandraisana azy.\u003C\u002Fp>\n\n\u003Cp>And. 45 : Fanomezana fialan-tsasatra\u003C\u002Fp>\n\n\u003Cp>Ny vaninandro handehanana hiala sasatra dia tsy maintsy miankina amin’ny\nfilàn’ny asa ary mirindra amin’ny fandaharana natao tany ampiandohan’ny\ntaona, raha tsy misy ny tsy azo anoharana.\u003C\u002Fp>\n\n\u003Cp>And. 46 : Fialan-tsasatry ny mpiteraka\u003C\u002Fp>\n\n\u003Cp>Ny faharetan’ny fialan-tsasatry ny mpiteraka dia voafetra ho 14 herinandro\nmisesy raha ela indrindra, ka ny 8 herinandro dia aorian’ny fiterahana.\u003C\u002Fp>\n\n\u003Cp>And. 47: Zo mampinono\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa vavy mampinono ny zanany dia mahazo adin’iray amin’ny ora\nfiasany isan’andro mandritry ny 15 volana aorian’ny niterahany, izanv zo\nizany dia tsy hatovona.\u003C\u002Fp>\n\n\u003Cp>And. 48: Fialantsasatra nohon’ny aretina\u003C\u002Fp>\n\n\u003Cp>Raha tratrin’ny aretina maharitra voamarin’ny rnpitsabo eken’ny SMMC\nny mpiasa, dia mahazo fialan-tsasatra noho ny aretina izy amin’izany. Mahazo\nkarama feno izy mandritra ny enina (6) volana voalohany ary mahazo (1\u002F2)\nantsasa-karama mandritra ny enina (6) volana farany.\u003C\u002Fp>\n\n\u003Cp>Aorian’ireo fe-potoana ireo dia entina eo anatrehan’ny Vaomieran’ny\n«Réforme» ny fanapahana mikasika ilay mpiasa tsy afaka mandray ny asany.\u003C\u002Fp>\n\n\u003Cp>And. 49: Loza sy aretina vokatry ny asa\u003C\u002Fp>\n\n\u003Cp>Ny loza na aretina vokatry ny asa mahazo ny mpiasa dia tsy maintsy anaovana\nfilazana ary omena onitra araky ny lalàna manan-kery.\u003C\u002Fp>\n\n\u003Cp>And. 50 : Fahazoan-dàlana manokana\u003C\u002Fp>\n\n\u003Cp>Ny fahazoan-dalana manokana tsy hiasa, dia azo ekena ho an’ny mpiasa\namin’ireto manaraka ireto\u003C\u002Fp>\n\n\u003Cp>- mpilatsaka ho fidina ara-politika, 20 andro raha be indrindra mandritry ny\nfampielezankevitra.\u003C\u002Fp>\n\n\u003Cp>- mpiasa misahana andraikitra ara-panj akana na ara-pifidianana nefa tsy\n«détaché », mandritry ny fotoam-pivorian’ny Antenimiera misy azy, ny\nfotoana lany an-dalana tsy kajiana.\u003C\u002Fp>\n\n\u003Cp>- mpiasa voatendry hisolo tena ny sendika misy azy, mandritry ny\nfotoam-pivoriana ny fotoana eny an-dalana tsy kajiana,\u003C\u002Fp>\n\n\u003Cp>- mpiasa nantsoina hanaraka fanabeazana 12 andro fiasana isan-taona, fotoana\nlany eny an-dalana tsy kajiana.\u003C\u002Fp>\n\n\u003Cp>- mpiasa mandalo fitsarana mandritry ny fotoam-pitsarana.\u003C\u002Fp>\n\n\u003Cp>- mpiasa hanao fanadinana ofisialy, miaramila.\u003C\u002Fp>\n\n\u003Cp>- mpiasa mandray anjara amin’ny fihetsiketsehana ara-kolotsaina na\nfanatanjahantenam-pirenena na iraisarn-pirenena.\u003C\u002Fp>\n\n\u003Cp>Mba ahazoana ireo fahazoan-dalana manokana ireo dia tsy maintsv manao\nfangatahana an-tsoratra any amin’ny Tale Jeneraly manazava ny antony ka\nampiarahina amin’izany ny taratasy fanamarinana.\u003C\u002Fp>\n\n\u003Cp>And. 51: Fanompoam-pirenena\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa voahantso ho eo ambany faneva dia tsy mandray karama. Na izany\naza, alohan’ny handehanany dia omena azy ny vola mifanandrify amin’ny\nfialan-tsasatra tsy azony ary aloa aminy koa ny tambin’ny fampandrenesana\nmialoha.\u003C\u002Fp>\n\n\u003Cp>Rehefa tapitra ny fotoana nanaovany raharaha miaramila ary raha manao\nfangatahana izy dia tsy maintsy averina miasa ato amin’ny Orinasa.\u003C\u002Fp>\n\n\u003Cp>Ny fotoana lany eo ambany faneva dia raisina ho toy ny fotoana niasàny ary\nampidirina amin’ny fikajiana ny fahelany niasa tato amin’ny SMMC.\u003C\u002Fp>\n\n\u003Cp>And. 52: Raharaham-pianakaviana\u003C\u002Fp>\n\n\u003Cp>Ireto fanapahana ahazoan-dalana manokana ary voafetra isan-tsokajiny\nmanaraka ireto, dia azo omena ny mpiasa raha mampiseho taratasy fanamarinana ny\namin’izany izy:\u003C\u002Fp>\n\n\u003Cp>- fanambadiana ara-dalàna ataon’ny mpiasa: 3 andro,\u003C\u002Fp>\n\n\u003Cp>- fanambadiana ara-dalàna ny zanaky ny mpiasa: 3 andro,\u003C\u002Fp>\n\n\u003Cp>- fahaterahan’ny zanakin’ny mpiasa: - andro.\u003C\u002Fp>\n\n\u003Cp>- fidiran’ny ankohonana any amin’ny hopitaly, ray aman-dreny niteraka sy\nrafozana anisany: 3 andro, - fahafatesan’ny ankohonana, ray aman dreny sy\nrafozana anisany : 3 andro,\u003C\u002Fp>\n\n\u003Cp>- famoran-jaza: 3 andro.\u003C\u002Fp>\n\n\u003Cp>- famadihana ny ankohonana, ray amandrenv niteraka sy rafozana : 3 andro,\u003C\u002Fp>\n\n\u003Cp>- fandidiana marary : 3 andro\u003C\u002Fp>\n\n\u003Cp>aNa izany aza dia tsy mahazo mihoatry ny 12 andro ny fitambaran’ ny\nfahazoan-dalana manapaka noho ny raharaham-pianakaviana anatin’ny taona.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 53 : Fanapahana noho ny fanabeazana\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa rehetra fehezin’ity fifanarahana ity dia manan-jo 12 andro\nfiasàna isan-taona hanarahany fanabeazana nefa andraisan-karama ka ny fotoana\nlany an-dalana tsy kajiana.\u003C\u002Fp>\n\n\u003Cp>And. 54: Fialan-tsasatra tsy handraisanKarama\u003C\u002Fp>\n\n\u003Cp>Noho ny antony manokana, dia azo omena fialan-tsasatra tsy andraisan-karama\niray ka hatramin’ny telo volana isan-taona ny mpiasa, araka ny\nfangatahany.\u003C\u002Fp>\n\n\u003Cp>Mandritry ny fotoana tsy hiasany amin’izany dia tsy azo kajiana ny\nfialan-tsasatra ara-dalàna sy fahelana amin’ny asa.\u003C\u002Fp>\n\n\u003Cp>And. 55: Fahalalahana homen-draharaha\u003C\u002Fp>\n\n\u003Cp>Arakaraky ny fangatahan’ny mpiasa, dia azon’ny SMMC atao ny manome azy\nfahalalahana homendraharaha ho amin’ny fianarana ihany, raha mampiseho\ntaratasy fanamarinana izany izy.\u003C\u002Fp>\n\n\u003Cp>Mandritry izany fotoana izany dia tsy azo kajiana ny fialan-tsasatra\nara-dalàna sy ny fahelana amin’ny asa.\u003C\u002Fp>\n\n\u003Cp>And. 56 : Fanapahana tsv nahazoan-dalana\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa tsy afaka mamonjy ny asany, dia tsy maintsy mampahafantatra izany\nany amin’ny toniam-pitondrana ao anatin’ny fotoana fohy ary manazava ny\nantonantony sy ny fahelany.\u003C\u002Fp>\n\n\u003Cp>Raha dila ny 5 andro dia voatondro ho nanao fanapahana tsy ara-dalàna avy\nhatrany ilay mpiasa.\u003C\u002Fp>\n\n\u003Cp>Arnin’izany fotoana izany dia tapaka ny karama, raha tsy hoe tratry ny tsy\nazo anoharana voaporofo.\u003C\u002Fp>\n\n\u003Cp>And. 57: Fampiatoana ny fifanekena\u003C\u002Fp>\n\n\u003Cp>Miato ny fifanekena amin’ireto antony\u003C\u002Fp>\n\n\u003Cp>- mandritry ny fotoana hanatanterahana ny raharaha nifidianam-bahoaka ny\ntena ka tsy maintsy sahanina isan’andro,\u003C\u002Fp>\n\n\u003Cp>- mandritry ny fotoana hitazoman’ny fitsarana ilay mpiasa alohan’ny\nhitsarana azy.\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA - II\u003C\u002Fp>\n\n\u003Cp>FIFEHEZANA - FAHARAVAN’NY\u003C\u002Fp>\n\n\u003Cp>FIFANEKENA\u003C\u002Fp>\n\n\u003Cp>And. 58 : Filan-kevim-pifehezana\u003C\u002Fp>\n\n\u003Cp>Ny filan-kevim-pifehezana dia. sampana filan-kevitra iray antsoina hamaritra\nny sazy ho ampiharina, isaky ny misy ilana izany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ny filan-kevim-pifehezana dia ahitana:\u003C\u002Fp>\n\n\u003Cp>- Tale Jeneraly na ny solontenany voatendrv manokana ho amin’izany\n(filoha).\u003C\u002Fp>\n\n\u003Cp>- ny solontenan’ny fandraharahana,\u003C\u002Fp>\n\n\u003Cp>- ny solontenan’ny sampan’asa misy ilay voatory, ankoatry ny lehibeny\nmivantana,\u003C\u002Fp>\n\n\u003Cp>- solontenan’ny mpiasa roa.\u003C\u002Fp>\n\n\u003Cp>Ny anjara asany dia manome ny heviny amin’ny fampiharana ny sazy, mihoatry\nny fandroahana voafetra. amin’ireo mpiasa.\u003C\u002Fp>\n\n\u003Cp>Ny filan-kevitra dia antsoin’ny filohany valo andro mialoha.\u003C\u002Fp>\n\n\u003Cp>Ilay mpiasa voatory dia ampahafantarina ny vaninandro hisehoany amin’ ny\nfilan-kevitra, miaraka amin’ny filan-kevitra, ny itarainana dia am-pahalalana\nazy sy ireo filan-kevitra voatendry ho amin’izany.\u003C\u002Fp>\n\n\u003Cp>And. 59 : Fomba fiasan’ny CODIS\u003C\u002Fp>\n\n\u003Cp>Ny filan-kevim-pifehezana dia mivory araky ny fiantsoan’ny filohany. Ny\nmpiasa voampanga dia ampahalalana ny andro sy ny ora hitsarana azy, raha tsy\nmiseho izy, raha tsy misy sampona voaporofo, dia mandeha foana ny fitsarana.\u003C\u002Fp>\n\n\u003Cp>Raha misy tsy fahatongavana dia lazaina amin’ny fitanana an-tsoratra\nizany.\u003C\u002Fp>\n\n\u003Cp>Raha tsy tonga amin’ny fiantsoana na tsy manaiky handray anjara amin’ny\nady hevitrin’ny filan-kevitra ny iray na ireo solontenan’ny mpiasa dia azo\nahemotra indray mandeha ny fitsarana.\u003C\u002Fp>\n\n\u003Cp>Azon’ny filoha atao ny miantso izay rehetra heveriny fa mety ahazoan’ny\nfilan-kevitra izay famotopotorana ilaina amin’izany.\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa voampanga dia afaka mangataka amin’ny filan-kevitra ny ihainoana\nolon-kafa ankoatr’ireo izay efa nofotopotorana.\u003C\u002Fp>\n\n\u003Cp>Eo ampanokafana ny famotorana dia ahiditra eo ny voampanga sy ny mpiaro azy\nary vakiana amin’izany ny fiampangana.\u003C\u002Fp>\n\n\u003Cp>Aorian’ny fanadihadiana ny voampanga dia mihaino ny fanambaran’ny\ntsirairay amin’ireo izay voaantso ny filan-kevitra.\u003C\u002Fp>\n\n\u003Cp>Ny voampanga sy ny filan-kevitra dia afaka mametra-panontaniana amin’ ireo\nolona nantsoin’ ny Filoha\u003C\u002Fp>\n\n\u003Cp>Rehefa milaza ho tsy manan-kambara intsony ny voampanga. dia manontany ny\nfilankevitra ny filoha raha mazava tsara aminy ny zavatra niampangana ilay\nmpiasa na ny nahatonga ny fiampangana.\u003C\u002Fp>\n\n\u003Cp>Raha tsia ny valiny, dia mitohy ny adihevitra ary azo ahemotra ny fitsaràna\nmba ahazoana mamotopototra bebe kokoa.\u003C\u002Fp>\n\n\u003Cp>Raha eny kosa ny valiny, dia hiangavian’ny filoha ilay voampanga sy ny\nmpiaro azy mba hivoaka ny trano.\u003C\u002Fp>\n\n\u003Cp>Anontanian’ny filoha amin’ny filan-kevitra ny maha-meloka na tsia ny\nvoampanga.\u003C\u002Fp>\n\n\u003Cp>Ampisafidiny ny sazy naroso taminy ka manomboka amin’ny sazy avo indrindra\nizy amin’izany.\u003C\u002Fp>\n\n\u003Cp>Ny mpikambana ao amin’ny filan-kevitra dia maneho ny heviny amin’ny\nalalan’ny latsa-bato miafina. Raha sendra mitovy ny vato dia ny vaton’ny\nfiloha no mavesa-danja.\u003C\u002Fp>\n\n\u003Cp>Aorian’ny vokatry ny fanehoan-kevitra, dia manontany ny filan-kevitra ny\nfiloha raha ilaina ny hamoahana ho fantatry ny rehetra ny anton’ny sazy\nnanomezany hevitra.\u003C\u002Fp>\n\n\u003Cp>Ny hevitra notapahan’ ny filan-kevitra mikasika ny sazy dia alefan’ny\nfiloha any amin’ny Tale Jeneraly mba handraisany fanapahan-kevitra.\u003C\u002Fp>\n\n\u003Cp>Ny fotoam-pivorian’ny CODIS dia tsy azy atrehina, tsy azo atao ny manely\nny vokatry ny famoahan-kevitra ary ny mpikambana dia tsy maintsy mitana ny\ntsiambaratelon’izany.\u003C\u002Fp>\n\n\u003Cp>And. 60: Fe-potoana hanelanelanana\u003C\u002Fp>\n\n\u003Cp>Raha ny marina dia tsy maintsy miditra antsehatra iray volana aorian’ny\nnampahafantaran azy ny CODIS. Azo alavaina noho ny fotoam anaovana famotorana\nfanampiny izany araka ny voalazan’ny andininy etsy ambony. Io fe-potoam\nfanarnpiny io anefa dia tsy mahazo mihoatry ny 15 andro.\u003C\u002Fp>\n\n\u003Cp>And. 61: Faharavan’nv fïfanekena\u003C\u002Fp>\n\n\u003Cp>Ny faharavan’ny fifanekena dia vokatry ny fialana. fampijanonana amin’ny\nasa noho ny ara pahasalamana, fahafatesana, fandehanana misotro ronono,\nfandroahana na fandehanana misotro ronono alohan’ny fotoana.\u003C\u002Fp>\n\n\u003Cp>And. 62 : Fametraham-pialàna\u003C\u002Fp>\n\n\u003Cp>Ny farnetraham-pialàna dia vokatry ny fangatahana an-tsoratra maneho ny\nfialana antsitra-po amin’ny SMMC.\u003C\u002Fp>\n\n\u003Cp>Izany fialàna izany dia tsy maintsy ahazoana fanekena avy amin’ny Tale\nJeneraly ary anaovana filazana mialoha.\u003C\u002Fp>\n\n\u003Cp>Azo raisina ho toy ny nametra-pialàna avy hatrany ary roahana araka ny\nfanapahan-kevitry ny Tale Jeneralin’ny SMMC, tsy ilàna ny hevitry ny CODIS,\nny mpiasa mandao ny toeram-piasany ary tsy mamonjy izany ao anatin’iray\nvolana, nefa tsy misy antony mazava.\u003C\u002Fp>\n\n\u003Cp>And. 63 : Fampilazana mialoha\u003C\u002Fp>\n\n\u003Cp>Ny fampilazana mialoha dia adidin’ny mpiasa na ny mpampiasa izay\nmampahalala ny andaniny amin’ny fanapahan-keviny hanapaka ny fifaneken’asa\ntsy voafetra. Araka ny fifanarahan’ny mpifanaiky dia azo soloina tambiny\nmifanentana amin’izay tokony ho azon’ilay mpiasa mandritry ny\nfotoam-pilazana mialoha izany.\u003C\u002Fp>\n\n\u003Cp>Ny faharetan’ny filazana mialoha omena dia miankina amin’ny\nfahelan’ilay mpiasa sy ny fandaharan’asa nisy azy araka ny lalàna\nmanankery.\u003C\u002Fp>\n\n\u003Cp>And. 64 Fandroahana faobe\u003C\u002Fp>\n\n\u003Cp>Raha teren’nv zava-misy hanao fandroahana faobe mahakasika ny mpiasa\nrehetra ny SMMC noho ny fampihenana ny isan’ny mpiasa na fifaranan’ny\nasan’ny Orinasa, dia tsy maintsy milaza mialoha any amin’ny\ntornpon’andraikitry ny sampan-draharahara ny asa izay manapaka farany raha\nmisv fifanolanana.\u003C\u002Fp>\n\n\u003Cp>Ny lisitry ny mpiasa voakasik’izany fanenana mpiasa izany dia atao miaraka\narnin’ny komitin’ny Orinasa, ary hanajana isaky ny\u003C\u002Fp>\n\n\u003Cp>sokaj in’ asa ny laharam-pandroahana manaraka ireto\u003C\u002Fp>\n\n\u003Cp>- fahelana amin’ny asa,\u003C\u002Fp>\n\n\u003Cp>- fahaiza-miasa: fahaizana ara-teknika\u003C\u002Fp>\n\n\u003Cp>fahatsapan-tena eo amin’ny ara-asa,\u003C\u002Fp>\n\n\u003Cp>- ny hamaroan’ny ankohonana.\u003C\u002Fp>\n\n\u003Cp>Ireo mpiasa izay voaroaka amin’izany dia mahazo:\u003C\u002Fp>\n\n\u003Cp>- tambim-pandroahana karama iray volana isaky ny taona feno niasana, ary\ntovonana 10 isanjato isaky ny zaza velomina,\u003C\u002Fp>\n\n\u003Cp>- tambim-pisotroan-dronono antsitra-po,\u003C\u002Fp>\n\n\u003Cp>- tambim-pahataperan’ny fotoam-piasana.\u003C\u002Fp>\n\n\u003Cp>And. 65 : Famerenana mpiasa\u003C\u002Fp>\n\n\u003Cp>Raha tafaverina amin’ny toetriny taloha ny Orinasa, dia tsy maintsy ataony\nlaharampahamehana ny famerenana ireo mpiasa voakasiky ny andininy 64. Tsy\nmaintsy ilazan’ny SMMC 3 volana mialohan’ny vaninandro hamerenana ireo\nvoakasika izany ka atao antaratasy tsy very mandeha sy peta-drindrina izany.\u003C\u002Fp>\n\n\u003Cp>Manana iray volana aorian’ny naha raisan ny antso ireo voakasika izany mba\nampahafantarany ny heviny na handà na hanaiky.\u003C\u002Fp>\n\n\u003Cp>And. 66 : Fampiatoana ara-pahasalamana\u003C\u002Fp>\n\n\u003Cp>Raha tsapa sy hitan’ny mpitsabo neken’nv CEMEDI fa tsy tomady ara-batana\nna tsy salama ara-tsaina ny mpiasa, dia apetraka eo ambany fahendren’ny\nvaomiera ny manapaka ny momba azv.\u003C\u002Fp>\n\n\u003Cp>And. 67: Vaomieran’nv fampiatoana ara-pahasalamana\u003C\u002Fp>\n\n\u003Cp>Ny vaomieran ‘ny fampiatoana ara-pahasalamana dia anontaniana arnin’ny\ntoepahasalaman’ny rnpiasa rehetra, fa indrindra mikasika ny tsy\nfahafahan’ny mpiasa mandray ny\u003C\u002Fp>\n\n\u003Cp>asany aorian’ny fialan-tsasatra noho ny aretina.\u003C\u002Fp>\n\n\u003Cp>Ireto avy ny olona hita ao amin’ny\u003C\u002Fp>\n\n\u003Cp>Vaomiera:\u003C\u002Fp>\n\n\u003Cp>• filoha: ny lehiben’ny dokotera ao amin’ny\u003C\u002Fp>\n\n\u003Cp>Centre Socio Médical,\u003C\u002Fp>\n\n\u003Cp>• mpikambana:\u003C\u002Fp>\n\n\u003Cp>• ny dokoteran’ny mpiasa ( mpanao tatitra),\u003C\u002Fp>\n\n\u003Cp>• solontena iray avy amin’ny SMMC,\u003C\u002Fp>\n\n\u003Cp>• solontenan’ny mpiasa roa.\u003C\u002Fp>\n\n\u003Cp>And. 68 : Fiasan’ny vaomiera fampiatoana\u003C\u002Fp>\n\n\u003Cp>ara-Pahasalamana\u003C\u002Fp>\n\n\u003Cp>Ny vaomiera dia mivory araka ny fiantsoan’ny filohany. Ny mpiasa ho\ntsaraina dia mahazo mangataka ny hevitry ny mpitsabo manokana, raha ilainy\nizany.\u003C\u002Fp>\n\n\u003Cp>Ny antontan-taratasy ara-pahasalamana miaraka amin’ny fitanana an-tsoratra\nny fivorian’ny vaomiera dia atao ary ampitaina araky ny tsiam-baratelon’ny\nfitsaboana any amin’ny Tale Jeneralin’ny SMMC.\u003C\u002Fp>\n\n\u003Cp>Ny fandraharahana dia hiandraiketan’ny\u003C\u002Fp>\n\n\u003Cp>mpiasa ao amin’ny CEMEDI.\u003C\u002Fp>\n\n\u003Cp>And. 69 : Fandehanana misotro ronono\u003C\u002Fp>\n\n\u003Cp>Araka ny lalàna manan-kery dia mikambana amin’ny CNaPS ny mpiasan’ny\nSMMC.\u003C\u002Fp>\n\n\u003Cp>Na dia izany aza dia mitazona ny zony mandra-pisotroany ronono ireo izay\nmanana fikambanana hafa amin’izany.\u003C\u002Fp>\n\n\u003Cp>Noho izany dia rnanohy ny fandrotsahany latsakemboka mifanaraka amin’ny\nmari-karamanv araka ny voalazan’ny fitsipi-pitondrany izy.\u003C\u002Fp>\n\n\u003Cp>Ny taona fandehanana misotro ronono aradalàna dia izay voalazan’ny\nlalàna manan-kery. Noho ny filan’ny asa dia azo alavaina hatramin’ny telo\nvolana raha ela indrindra ny vaninandro handehanana misotro ronono.\u003C\u002Fp>\n\n\u003Cp>And. 70 : Fisotroan-dronono mialohan’ny Fotoana\u003C\u002Fp>\n\n\u003Cp>Araka ny fangatahany dia azo alefa misotro ronono mialohan’ny fotoana ny\nmpiasa manana fahelana folo taona raha kely indrindra tao amin’ny SEPT sy\nteto amin’ny SMMC.\u003C\u002Fp>\n\n\u003Cp>Na dia izany aza anefa, ny fangatahan’ny\u003C\u002Fp>\n\n\u003Cp>«cadre» dia tsy maintsy ampandalovina amin’ny fankatoavan’ny Tale\nJeneraly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hoan’ireo sokajy hafa ny fangatahana dia alefa amin’ny\nambaratongam-pahefana mba ahazoana ny heviny, alohan’ny ahatongavany any\namin’ny «Direction des Ressources Humaines » izay mametra ny tena\nfandehanana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Amin’ny fotoana handehanany dia mahazo tambim-pahataperan’ny\nfotoam-piasàna voalaza amin’ny andininy faha-26 ato amin’ity fifanarahana\nity sy tambim-pisotroan-dronono mialohan’ny fotoana izay kajiana arakaraky ny\nfahelana amin’ny asa na ny taonan’ny mpiasa.\u003C\u002Fp>\n\n\u003Cp>Ny tambim-pisotroan-dronono mialohan’ny fotoana dia mifanaraka amin’ny\nkarama noraisina farany ka hampitomboina amin’ny isan’ny volana ho\nazon’ny tsirairay arak’izay voasoratra amin’ny tabilao etsy ambany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TABLEAU DE \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword 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\">BAREME\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> DE LA PRERETRAITE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1- AGENT D’EXECUTION\u003C\u002Fp>\n\n\u003Cp>ANCIENNETE NOMBRE DE MOIS D’INDEMNISATIONAGE\u003C\u002Fp>\n\n\u003Cp>OP3-5B OP2-4B-5A OP1-3B-4AM2-1B à OS3-3AHOMME FEMME\u003C\u002Fp>\n\n\u003Cp>10 à 15 ans22232632\u003C\u002Fp>\n\n\u003Cp>16 à 20 ans27282936\u003C\u002Fp>\n\n\u003Cp>21 à 25 ans31323340\u003C\u002Fp>\n\n\u003Cp>26 ans et plus3536384655 ans 50 ans\u003C\u002Fp>\n\n\u003Cp>10 à 15 ans2429364356 ans 51 ans\u003C\u002Fp>\n\n\u003Cp>1922253057 ans 52 ans\u003C\u002Fp>\n\n\u003Cp>1417192358 ans 53 ans\u003C\u002Fp>\n\n\u003Cp>1112131459 ans 54ns\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2 - AGENT DE MAITRISE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NOMBRE DE MOIS D’INDEMNISATIONAGE\u003C\u002Fp>\n\n\u003Cp>AM3AM2AM1HOMME FEMME\u003C\u002Fp>\n\n\u003Cp>10 à 15 ans182021\u003C\u002Fp>\n\n\u003Cp>16 à 20 ans232426\u003C\u002Fp>\n\n\u003Cp>21 à 25 ans272830\u003C\u002Fp>\n\n\u003Cp>26 ans et plus31333455 ans 50 ans\u003C\u002Fp>\n\n\u003Cp>10 à 15 ans21242656 ans 51 ans\u003C\u002Fp>\n\n\u003Cp>14171957 ans 52 ans\u003C\u002Fp>\n\n\u003Cp>11121358 ans 53 ans\u003C\u002Fp>\n\n\u003Cp>78959 ans 55ns\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3- CADRE\u003C\u002Fp>\n\n\u003Cp>ANCIENNETENOMBRE DE MOIS D’INDEMNISATIONAGE\u003C\u002Fp>\n\n\u003Cp>C4C3C2C1HOMMEFEMME\u003C\u002Fp>\n\n\u003Cp>10 à 15 ans12131415\u003C\u002Fp>\n\n\u003Cp>16 à 20 ans15171819\u003C\u002Fp>\n\n\u003Cp>21 à 25 ans19212223\u003C\u002Fp>\n\n\u003Cp>26 ans et plus2324252655 ans 50 ans\u003C\u002Fp>\n\n\u003Cp>1316182056 ans 51 ans\u003C\u002Fp>\n\n\u003Cp>911131457 ans 52 ans\u003C\u002Fp>\n\n\u003Cp>7891058 ans 53 ans\u003C\u002Fp>\n\n\u003Cp>345659 ans 54 ans\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA-III\u003C\u002Fp>\n\n\u003Cp>VALISOA\u003C\u002Fp>\n\n\u003Cp>And. 71 : Ireo karazam-balisoa\u003C\u002Fp>\n\n\u003Cp>Ireo mpiasa fehezin’ity fifanarahana ity ka nisongadina amin’ny\ntombontsoan’ny Orinasa, araka ny tatitra nosoniavin’ny lehibe mivantana ary\nneken’ny Komitin’ny toeram-piasana, dia azo omena valisoa.\u003C\u002Fp>\n\n\u003Cp>Ireto avy ny valisoa mety ho azo amin’izany: > taratasy fiarahabana,\u003C\u002Fp>\n\n\u003Cp>> vavolombelon’ny fahafaham-po,\u003C\u002Fp>\n\n\u003Cp>> fanosorana ho manam-boninahitry ny SMMC,\u003C\u002Fp>\n\n\u003Cp>> mari-boninahitra,\u003C\u002Fp>\n\n\u003Cp>> fanomezana manokana.\u003C\u002Fp>\n\n\u003Cp>And. 72 : Taratasy fiarahabana\u003C\u002Fp>\n\n\u003Cp>Ny taratasy fiarahabana dia omen’ny Tale Jeneraly ny mpiasa izay mampiseho\nhatrany. zotom-po, fahamarinana ary fampisehoan-kevitra.\u003C\u002Fp>\n\n\u003Cp>And. 73 : Vavolombelon’ny fahafaham-po\u003C\u002Fp>\n\n\u003Cp>Ny vavolombelon’ny fahafaham-po dia omen’ny Tale Jeneraly ny mpiasa\namin’ny endrinjavatra toy ny teo aloha fa saingy manan-danja kokoa, na\namin’ny fampisehoana fahasahiana, fikelezan’aina ary fiantrana.\u003C\u002Fp>\n\n\u003Cp>And. 74 : Fanosorana ho manamboninahitrv ny SMMC\u003C\u002Fp>\n\n\u003Cp>Ny fanosorana ho manamboninahitry ny SMMC dia atolotra ny mpiasa, mahazo\nvokatra tsara tao anatin’ny toe-draharaha sarotra na mampidi-doza, na koa\nizay manao vy very ny ainy mba hanatanterahany ny adidiny na hanavotany olona\ntra-doza.\u003C\u002Fp>\n\n\u003Cp>And. 75 : Mari-boninahitra\u003C\u002Fp>\n\n\u003Cp>Araka ny fanolorana izay ataon’ny SMMC, dia mety hahazo mari-boninahitra\nny mpiasa araka ny fepetra voalazan’ny lalàna.\u003C\u002Fp>\n\n\u003Cp>And. 76 : Fanomezana manokana\u003C\u002Fp>\n\n\u003Cp>Azo omena fanomezana ny mpiasa noho ny asa vitany, ny risi-po izay nananany\nna ny fitandremany tsara teo amin’ny fanatanterahany ny asany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FIZARANA FAHA –IV\u003C\u002Fp>\n\n\u003Cp>TOMBONTSOA ARA TSOSIALY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TOKO VOALOHANY\u003C\u002Fp>\n\n\u003Cp>FITSIMBINANANA ARA PAHASALAMANA\u003C\u002Fp>\n\n\u003Cp>And. 77: Fizaham-pahasalamana s’ Fanafody\u003C\u002Fp>\n\n\u003Cp>Ny rnpiasa voafehin’ity fifanarahana iombonana ity sy ny ankohonany (vady\nvita soratra sy zanaka ara-dalàna na zanaka natsangana ara-panjakana) latsaky\nny 21 taona dia mahazo fizahana sy fanafody maimaim-poana avy amin’ny\nmpitsabon’ ny CEMEDI..\u003C\u002Fp>\n\n\u003Cp>Ny zanakin’ny mpiasa mahafeno (21)\u003C\u002Fp>\n\n\u003Cp>iraika amby roapolo taona mamarana taom-pianarana dia manan-jo amin’ny\nfitsaboana raha mampiseho taratasy ara-dalàna manambara azy fa mpianatra.\u003C\u002Fp>\n\n\u003Cp>And. 78: Fanonerana\u003C\u002Fp>\n\n\u003Cp>Ny tombon-tsoa voalaza amin’ny andininy etsy ambony dia ampiharina\namin’ny mpiasa sy ny ankohonany sendra marary lavitry ny toeram-ponenany\nandavan’andro. Amin’izay fotoana izay dia honeran’ny CEMEDI tanteraka ny\nlany rehetra na tamin’ny fizahana izany na tamin’ny fanafody.\u003C\u002Fp>\n\n\u003Cp>Raha misy fahamehana ankoatry ny ora fiasana ara-dalàna, ny\ntaratasim-pizahana sy ny fanafody dia mety honeran’ny CEMEDI.\u003C\u002Fp>\n\n\u003Cp>And.79 : Fitsaboana Manokana\u003C\u002Fp>\n\n\u003Cp>Ny mpiasan’ny SMMC sy ny ankohonany aradalana, dia mahazo fitsaboana\nmanokana avy amin’ireo toeram-pitsaboana neken’ny CEMEDI eto Madagasikara,\nraha toa ka tsapanny dokoteran’ny CEMEDI fa ilaina izany.\u003C\u002Fp>\n\n\u003Cp>Ny lany amin’ny fitsaboana manokana ireny dia zakain’ny CEMEDI\nmanontolo.\u003C\u002Fp>\n\n\u003Cp>Ny vidin’ny Solomaso (tsy miaraka aminny tahony) nampividin’ny\nmanampahaizana manokana dia zakain’ny CEMEDI hatramin’nv 80 %.\u003C\u002Fp>\n\n\u003Cp>Ny solonifin’ny mpiasa sy ireo kojakoja miaraka aminy dia honeran’ny\nCEMEDI hatramin’ny 80 % araky ny tarify sendikaly.\u003C\u002Fp>\n\n\u003Cp>And. 80: Fidirana hopitaly\u003C\u002Fp>\n\n\u003Cp>Raha misy fidirana any amin’ny hopitaly, ny mpiasa sy ny ankohonany dia\niantohanny CEMEDI hatramin’ny 90 % raha hopitalimpanjakana eto Madagasikara\nno hidirana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ny dokoteran’ny CEMEDI dia tokony hanaramaso ireo marary tafiditra\nhopitaly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 81: Fandidiana\u003C\u002Fp>\n\n\u003Cp>Araka ny zava-misy amin’ny hopitaly amin’izao, dia aloan’ny CEMEDI\ntanteraka eo no eo ny saran’ny «analyse» izay atao sy ny fandidiana raha\nmampiseho taratasy fanamarinana izany.\u003C\u002Fp>\n\n\u003Cp>And. 82 : Fandefasana hitsabo-tena\u003C\u002Fp>\n\n\u003Cp>Raha misy fandefasana hitsabo-tena antoeran-kafa eto Madagascar ihany araka\nny filazan’ny mpitsabon’ny CEMEDI, dia raisin’ ny CEMEDI andraikitra\ntanteraka ny saran-dalan’ny marary sy ny mpanaraka azy raha sendra ka\nmisy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Raha sendra ka maty ilay marary, dia andraikitry ny CEMEDI manontolo ny\nsarandalana fampodiana ny Razana aty Toamasina sy ny mpanaraka azy iray.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 83: Sokajin’hopitaly\u003C\u002Fp>\n\n\u003Cp>Raha miditra hopitaly ny mpiasa na ny ankohonanv dia ireto ny sokajy misy\nazy avy:\u003C\u002Fp>\n\n\u003Cp>- Cadre : Sokajy voalohany\u003C\u002Fp>\n\n\u003Cp>- Maîtrise : Sokajy faharoa\u003C\u002Fp>\n\n\u003Cp>- Exécutant: sokajy faha-telo.\u003C\u002Fp>\n\n\u003Cp>And. 84 : Volan-jaza\u003C\u002Fp>\n\n\u003Cp>Ny rnpiasa fehezin’ity fifanarahana ity dia mandray volan-jaza avy\namin’ny CNaPS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ireo izay mpikambana any amin’ny CRCM s CPR kosa dia mitana ny zony\namin’izany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA – II\u003C\u002Fp>\n\n\u003Cp>FAHAFATESANA\u003C\u002Fp>\n\n\u003Cp>And 85: Fahafatesana\u003C\u002Fp>\n\n\u003Cp>Raha maty ny mpiasa fehezin’ity fifanarahana ity dia raisin’ny SMMC ho\nandraikitra ny fanaovana ny vatam-paty miaraka na tsia amin’ny vy fotsy,\naraka ny filana izany sy ny fampiharana ny Naoty manan-kery, ary koa\nmandrotsaka tambiny raikitra fito hetsy Ariary (Ar 700.000) amin’ny\nfianakaviana mba hitondrana ny razana any ampasan-drazany.\u003C\u002Fp>\n\n\u003Cp>And. 86: Fahafatesan’ny ao amin’ny an koho n an ana\u003C\u002Fp>\n\n\u003Cp>Raha maty ny iray amin’ny ankohonan’ny mpiasa (vady ara-dalàna sy zaza\nara-dalàna, nozanahana na natsangana), ny SMMC dia manome lelavola 50 %\nn’izay voalaza ao amin’ny andininy eo ambony mba ho fandraisana anjara\namin’ny lany.\u003C\u002Fp>\n\n\u003Cp>And. 87: Vonjy voina aorian’ny fahafatesana\u003C\u002Fp>\n\n\u003Cp>Aorian’ny fahafatesan’ny mpiasa, ny SMMC dia manome vonjy voina vola\nmitovy amin’ny karaman’ny maty efa-bolana ho an’ny ankohonana.\u003C\u002Fp>\n\n\u003Cp>Ny karama sy ny fanampin-karama misolo ny fialan-tsasatra tavela amin’ ny\nandro nahafatesan’ilay mpiasa dia omena an’ireo mananjo amin’izany raha\nmampiseho taratasy ara-dalàna izy. Amin’izay fotoana izay dia raisina ho\nfeno izay volana natomboka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA – III\u003C\u002Fp>\n\n\u003Cp>TRANO FONENANA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ny SMMC dia manome trano ho an’ny mpiasa araka izay azony atao sy izay\nmisy aminy.\u003C\u002Fp>\n\n\u003Cp>Misy vaomieran’ny fanomezana, mitantana ny fitsinjarana ireo trano\nireo.\u003C\u002Fp>\n\n\u003Cp>Io vaomiera io dia ahitana:\u003C\u002Fp>\n\n\u003Cp>- Tompon’andraikitry ny mpiasa\u003C\u002Fp>\n\n\u003Cp>- Solontenan’ny mpiasa d’Entreprise).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 88: Trano fonenana\u003C\u002Fp>\n\n\u003Cp>Ny vaomieran’ny fanomezan-trano dia manara-maso ny fampiharana ny fepetra\nitsinjarana ny trano azo omena.\u003C\u002Fp>\n\n\u003Cp>Ny vaomieran’ny trano dia mivory araka ny fiantsoan’ny filohany na araka\nny fangatahan’ny 2\u002F3 ireo mpikambana ao aminy; tsy maintsv mivory indray\nmandeha isan-telo volana izy io raha kely indrindra.\u003C\u002Fp>\n\n\u003Cp>And. 90 : Toetry ny trano\u003C\u002Fp>\n\n\u003Cp>Ny fipetrahana amin’ny trano na firy na firy ny faharetany dia anaovana\nfizahana ny toe-trano izay raiketina an-tsoratra ary soniavin’ny\nsolontenan’ny Orinasa sy izay mipetraka amin’ny trano.\u003C\u002Fp>\n\n\u003Cp>Ny fialàna amin’ny trano dia mitarika fitsidihana hiarahan’ny\nsolon-tenan’ny SMMC sy ilay olona niala ny fitanana an-tsoratra izany\nfitsidihana izany dia mirakitra ny fahasimbana hita sy ny zavatra banga izay ho\ntakiana amin’izay nipetraka tao raha voatana ho tompon’andraikitra\namin’izany izy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dika mitovy iray amin’izany fitanana antsoratra izany dia alefan’ny\nsolontenan’ny SMMC haingana any amin’ny mpitantam-bola miaraka amin’ ny\nteti-bidin ‘ ny fahasimbana. Dika mitovy roa kosa alefa haingana any\namin’ny Tale Teknika izay hiandraikitra ny asa fikojakoj ana sy\nfanamboarana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 91: Fandoavana ny lany amin’ny Jiro sy ny Rano\u003C\u002Fp>\n\n\u003Cp>Amin’ireo trano nozaraina, dia zakain’izay mipetraka ao tanteraka izay\nlany amin’ny jiro sy ny rano.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TOKO FAIIA- IV\u003C\u002Fp>\n\n\u003Cp>FISOTROAN-DRONONO\u003C\u002Fp>\n\n\u003Cp>And. 92 : Fisotroan-dronono fanampiny\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa miombona amin’ity fifanarahana ity dia ahazo fisotroan-dronono\nfanampiny amin’n’ CNaPS.\u003C\u002Fp>\n\n\u003Cp>And .93 : Fandehanana niisotro ronono\u003C\u002Fp>\n\n\u003Cp>Amin’ny fandehanana misotro ronono aradalàna, ny mpisotro ronono,\namin’ny vanin’andrc handehanany dia omena tambiny raikitra enina hetsy\nAriary (Ar 600.000) mba ho fampodiana azy miaraka aminny entany sy ny\nankohonany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 94 : Fitsaboana\u003C\u002Fp>\n\n\u003Cp>Aorian’ny fandehanana misotro ronono aradalàna, ny mpisotro ronono sy ny\nankohonany fantatra ara-dalàna tarnin’ny vaninandro nadehanany dia mbola\nmahazo ireto tombontsoa manaraka ireto:\u003C\u002Fp>\n\n\u003Cp>- Fitsaboana sy fanafody hiantohan’ny\u003C\u002Fp>\n\n\u003Cp>SMMC,\u003C\u002Fp>\n\n\u003Cp>- Saran’ny hopitaly hatramin’ny 60 % hoan’ny mpisotro ronono, ny\nvadiny sy zanany mbola tsy ampy taona ara-dalàna, na nozanahina na natsangana\nara-tribonaly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA - V\u003C\u002Fp>\n\n\u003Cp>SAMIHAFA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 95: Fahazoan-dàlana mandeha amin’nv fiaran-dalamby\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa rehetra miombona amin’ity fifanarahana ity, sy ny ankohonany dia\nmahazo fahazoan-dalana mandeha fiara-dalamby in-telo mandroso sy miverina\nisan-taona.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FIZARANA FAHA-V\u003C\u002Fp>\n\n\u003Cp>ANDRY IORENAN’NY SOLONTENAN’NY MPIASA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 96:\u003C\u002Fp>\n\n\u003Cp>Ny fitambaram-ben’ny mpiasan’ny SMMC dia voasolotena ao amin’ny\ntoeram-piasâna amin’ny alalan’ireto fikambanana manaraka ireto\u003C\u002Fp>\n\n\u003Cp>• ny sendika sy ireo solon-tenan’ny sendika,\u003C\u002Fp>\n\n\u003Cp>• ireo solon-tenan’ny mpiasa,\u003C\u002Fp>\n\n\u003Cp>• ny komitin’ny fanjarianasa,\u003C\u002Fp>\n\n\u003Cp>• ny filan-kevi-pitantanana.\u003C\u002Fp>\n\n\u003Cp>Ny lalàna manan-kery dia mamaritra ny fomba rehetra hanamorana ny\nfanatontosàna ireo solontenan’ny mpiasa ny andraikiny (fanaovana\npetadrindrina, trano hiasana sns...) ary ny fiarovana azy ireo amin’ny\nsazim-pifehezana mety ho raisin’ny toniam-pitantanana aminy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TOKO VOALOHANY\u003C\u002Fp>\n\n\u003Cp>SENDIKA\u003C\u002Fp>\n\n\u003Cp>And. 97:\u003C\u002Fp>\n\n\u003Cp>Ny sendika dia mandalina ny fiarovana izay rnahasoa ara-asa, ara-sosialy ary\nara-toekarena.\u003C\u002Fp>\n\n\u003Cp>Amin’ny maha-solon-tena ara-dalàna azy dia afaka mampiakatra fitoriana\nany amin’ny fitsarana ny sendika.\u003C\u002Fp>\n\n\u003Cp>Ny sendika irery ihany no manana zo hanolotra lisitra amin’ny fifidianana\nizay ho solon-tenan’ny mpiasa ato amin’ny Orinasa.\u003C\u002Fp>\n\n\u003Cp>And. 98: Fampiasàna ny zo sendikaly\u003C\u002Fp>\n\n\u003Cp>Ny fampiasàna ny zo sendikaly dia ekena amin’ny mpiasa fehezin’ity\nfifanarahana ity, ny tsirairay dia tsy terena na hikambana na tsia amin’ny\nfikambanana ara-asa izay tiany.\u003C\u002Fp>\n\n\u003Cp>Ny fampiasàna ny zo sendikaly dia tsy tokony afahana manao zavatra\nmifanohitra amin’ny lalàna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 99:\u003C\u002Fp>\n\n\u003Cp>Na ny finoany ara-pivavahana na firehankeviny politika na filozofika na ny\nfokony, na ny fikambanany na tsia amin’ny sendika izay tiany, na ny asa mety\nsahaniny amin’izany, dia tsy hanana fiantraikany na kely aza amin’ny\nsendika na amin’ny mpiasa.\u003C\u002Fp>\n\n\u003Cp>Ny fanapahan-kevitra raisina fa indrindra ny mikasika ny fandraisana mpiasa,\nny fifehezana ankapobeny, ny fanondrotana, izay tombon-tsoa fanome ny mpiasa,\nny fampiharana ny sazy dia tokony tsy hiankina velively amin’ny maha\nmpikambana na tsia an’ilay mpiasa amin’ny sendika iray.\u003C\u002Fp>\n\n\u003Cp>And. 100:\u003C\u002Fp>\n\n\u003Cp>Ny Orin’asa na ny solon-tenany dia tsy mahazo manao faneriterena\nhanatsaràna na hamelezana sendika iray.\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa kosa ankilany dia manome toky fa hanaja ny fahalalahan-kevitra ary\ntsy hampiasa faneriterena mety hisakana ny fampisehoana ny zo sendikaly na nv\nfampiasàna ny zo momba ny fananana, na nv fahalalahana eo amin’ny\nfiandreketana ny raharaha.\u003C\u002Fp>\n\n\u003Cp>Ny andaniny sy ny ankilany voatonona\u003C\u002Fp>\n\n\u003Cp>etsy ambony dia hitandro ny fanatanterahana antsakany sy andavany ireo\nfanekena voalaza ireo ary handray fepetra ilaina amin’ny fanatanterahana\nizany.\u003C\u002Fp>\n\n\u003Cp>And. 101:\u003C\u002Fp>\n\n\u003Cp>Ny sendika mijoro ara-dalàna dia manendry ara-dalàna ireo solon-tenany\nhiarahiasa amin’ny lehiben’ny Orinasa. Eo ampanatanterahany ny andraikiny\ndia tsy azon’izy ireo atao ny mamindra fahefana, eny na dia ampahany aza.\u003C\u002Fp>\n\n\u003Cp>Raha misy ny tsy fifanarahana. dia anjaran’izay sendika manendry azy ireo\nny manolo azy\u003C\u002Fp>\n\n\u003Cp>And. 102 : Anjara asa\u003C\u002Fp>\n\n\u003Cp>Amin’ny ankapobeny, hampanaovina ny iraka hampanaovina ireo solon-tenan’\nny sendika hisolo tena ny Sendika niaviany avy ary ny mpiasa iray manontolo eo\nanatrehan’ny lehiben’ny Orinasa\u003C\u002Fp>\n\n\u003Cp>avy ary ny mpiasa iray manontolo eo anatrehan’ny lehiben’ny Orinasa.\u003C\u002Fp>\n\n\u003Cp>Ireo solon-tenan’ny Sendika dia manana ora fiasàna 20 ora isam-bolana\nhanatanterahana ny asany ary izany ora izany dia raisina ho ty ny ora niasàna\nara-dalàna.\u003C\u002Fp>\n\n\u003Cp>And. 103: Fiarovana eo amin’ny fandroahana\u003C\u002Fp>\n\n\u003Cp>Ireo solon-tenan’ny sendika dia manana lalàna manokana miaro azy\namin’ny fandroaana, mbola manan-kery enim-bolana aoran’ny fahataperan’ny\nfotoam-piasàny izany.\u003C\u002Fp>\n\n\u003Cp>Ny fahazoan-dalàna mandroaka azy ireo dia angatahina any amin’ny\nsampan-draharaha misahana ny Asa sy Làlana Sosial eto Toamasina.\u003C\u002Fp>\n\n\u003Cp>Raha misy fahadisoana heverina ho be vava dia omena fampiatoana vonjy maika\nizy ireo, raha tsy eken’ny Sampan-draharaha misahana ny Asa kosa ny\nfandroahana azy ireo dia foana ary tsy manan-kery avokoa izany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA-lI\u003C\u002Fp>\n\n\u003Cp>SOLON-TENAN’NY MPIASA\u003C\u002Fp>\n\n\u003Cp>And. 104 : Solon-tenan’ny mpiasa\u003C\u002Fp>\n\n\u003Cp>Ireo solon-tenan’ny mpiasa dia fidina mandritry ny roa taona ary ny\nfotoam-piasàny dia azo havaozina. Ireo solon-tenan’ny mpiasa voafidy dia\nmanohy ny asany mandrapahavoatendry ny solon-tenan’ny mpiasa vaovao.\u003C\u002Fp>\n\n\u003Cp>Ireo solon-tenan’ny mpiasa dia mifandray amin’ny:\u003C\u002Fp>\n\n\u003Cp>- ny mpampiasa izay tsy maintsy mandray azy ireo raha misy mahamaika, ary\nindray mandeha isam-bolana raha kely indrindra (miaraka amin’ny\nbokim-pitakiana),\u003C\u002Fp>\n\n\u003Cp>- ireo mpiasa amin’ny fomba mivantana na amin’ny alalan’ny\npeta-drindrina,\u003C\u002Fp>\n\n\u003Cp>- ny komitin’ny fanjarianasa izay hampitany soson-kevitra na ny\nfanamarihana mikasika ny fomba fiasàn’ny mpiasa,\u003C\u002Fp>\n\n\u003Cp>- ny Sampan-draharaha Misahana ny asa. izay lehibeny amin”ny fanoroana azy\nizay rehetra mety hanampy azy amin’ny fisafoana ary fiarahana aminy amin’ny\nfitsidihana ny Orinasa izay ataony.\u003C\u002Fp>\n\n\u003Cp>- Ireo sendika nanolotra azy ireo.\u003C\u002Fp>\n\n\u003Cp>And. 105:\u003C\u002Fp>\n\n\u003Cp>Ny solon-tenan’ny mpiasa rehetra dia manana mpisolo toerana izay voafidy\nniaraka tamin’ny tompon-toerana. Misolo toerana azy izy. amin’ny fotoana\ntsy maha eo ny tompon-toerana, raha mametra-pialâna, na voafafa, na tapaka\nfifanekena na very zo amin’ny nifidianana azy ny tompon-toerana. Raha misy\nkoa ny tsy fahafahan’ny mpisolo toerana mandray andraikitra dia manao\nfifidianana vaovao ho an’ny fotoam-piasàna sisa tavela\u003C\u002Fp>\n\n\u003Cp>And. 106: Anjara asa\u003C\u002Fp>\n\n\u003Cp>Ireto avy ny anjara asan’ny solon-tenan’ny mpiasa:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- mitondra amin’ny mpampiasa ny fitarainan’ny mpiasa tsirairay na\nmitambabe mikasika indrindra ny fomba fiasa, ny fiarovana ny mpiasa, ny\nfampiharana ny fifanarahana iombonana sy ny fandaharana ny mpiasa,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- mitondra amin’ny Sampan-draharaha misahana ny Asa izay mety ho\nfitarainana na fitoriana mikasika ny fampiharana ny lalàna manan-kery tsy\nnahazoana fahafaham-po tany amin’ny Orinasa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Eo am-panatanterahana ny asany dia azon’ny solon-tenan’ny mpiasa atao ny\nmiantso ny solon-tenan’ny sendika hanampy azy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Na eo aza izany voalaza izany, dia manana zo hitondra ny fitarainany any\namin’ny mpampiasa ny mpiasa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ireo solon-tenan’ny mpiasa dia manana ora fiasàna 15 ora isam-bolana\nhanatanterahany ny asany ary izany dia raisina ho toy ny ora hiasàny\nara-dalàna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 107: Fiarovana\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Izay fandroahana rehetra heverin’ny mpampiasa ho ampiharina amin’ny\nsolontenan’ny mpiasa dia tsy maintsy ahazoana alalana avy amin’ny\nsampan-draharaha misahana ny Asa izay tsy maintsy miditra an-tsehatra ao\nanatin’ny telo volana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Torak’izany koa ny fepetra raisina raha handroaka solon-tenan’ny mpiasa\nteo aloha, mandritry ny enim-bolana aorian’ ny nahataperan’ny\nfotoam-piasàny. Ny mpilatsaka ho fidiana solon-tenan’ny mpiasa dia mizaka\nizany zo izany manomboka amin’ny fametrahany filatsahana ka hatramin’ny\ntelo volana ao aorian’ny fifidianana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Raha rnisy fahadisoana be vava anefa, dia azon’ny mpampiasa atao avy\nhatrany ny mandroaka vonjy maika eo am-piandrasana ny fanapahan-kevitry ny\nsampan-draharaha misahana ny asa. Raha voatsipaka ny fandroahana dia foana ary\ntsy manan-kery ny fandroahana vonjy maika izay misy fiantraikany.\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA - III\u003C\u002Fp>\n\n\u003Cp>KOMITIN’NY FANJARIANASA\u003C\u002Fp>\n\n\u003Cp>And. 108: Komitin’ny fanjarianasa\u003C\u002Fp>\n\n\u003Cp>Ny Komitin’ny fanjarianasa dia hiasàn’ny telo tonta satria hita ao:\u003C\u002Fp>\n\n\u003Cp>• ny lehiben’ny toeram-piasàna na ny solontenany , izay filoha avy\nhatrany,\u003C\u002Fp>\n\n\u003Cp>• ny mpiasa amin’ny alalan’ireo olomboafidiny,\u003C\u002Fp>\n\n\u003Cp>• ireo sendika.\u003C\u002Fp>\n\n\u003Cp>Amin’ ny alalan’ ny komitin’ny fanjarianasa dia afaka mandray anj ara\namin’ny fanaraha-maso ny fitantanana ny Orinasa ny mpiasa.\u003C\u002Fp>\n\n\u003Cp>Mizaka ny zo maha-olon-tsotra sy mahaolon-dalàna azy ny komitin’ny\nfanjarianasa ary tsy voafetra izany eo amin’ny zavatra ataony.\u003C\u002Fp>\n\n\u003Cp>Ny mpikambana ao, tompon-toerana sy mpisolo toerana dia fidiana ho mandritry\nny 2 taona ary ny fotoarn-piasàny dia azo avaozina.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 109 : Anjara asa\u003C\u002Fp>\n\n\u003Cp>Ireo mpikambana ao amin’ny komitin’ny fanjarianasa dia mandray anjara\namin’ny fitantanana ny Orinasa eo amin’ny fijery arak’asa.\nara-toe-karena, ara-bola ary ara-sosialy. Ireto avy ny adidy mavesatra rniandry\nazy:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• manao izay hanatanterahan’ny mpiasa ny vinavinan’asan’ny\nOrinasa,\u003C\u002Fp>\n\n\u003Cp>• mifarimbona amin’ny fanatsarana hatrany ny fomba fiasàna sy ny fomba\nfiasa,\u003C\u002Fp>\n\n\u003Cp>• manara-maso ny fanajana ny zon’ny mpiasa,\u003C\u002Fp>\n\n\u003Cp>• manara-maso ny fanatanterahan’ny mpampiasa ny adidy sy ny\nandraikiny.\u003C\u002Fp>\n\n\u003Cp>Ireo mpikambana ao amin’ny komitin’ny fanjarianasa dia manana ora\nfiasàna 20 ora isambolana hanatanterahany ny asany ary manana efitrano\nfiasàna natokana ho amin’izany.\u003C\u002Fp>\n\n\u003Cp>Ireo Komitin’ny fanjarianasa dia mivory farafahakeliny indray mandeha\nisaky ny telo volana. Ny fotoana lany amin’ny fivoriana dia andraisan-karama.\nAzon’ny mpikambana atao ny mangataka fivoriana tsy ara-potoana.\u003C\u002Fp>\n\n\u003Cp>And. 110 : Andraikitra ara-asa\u003C\u002Fp>\n\n\u003Cp>Ny komitin’ny fanjarianasa dia mandray anjara miaraka amin’ny\ntoniam-pitondrana eo amin’ny fanatsarana ny fomba fampiasàna sy ny\nfari-piainan’ny mpiasa.\u003C\u002Fp>\n\n\u003Cp>Angalana hevitra izy eo amin’ny olana misy mikasika ny fampiofanana sy\nfampandrosoana amin’ny asa.\u003C\u002Fp>\n\n\u003Cp>Miditra an-tsehatra izy eo amin’ny fanapahana fifanekena fandraisana\nanjara.\u003C\u002Fp>\n\n\u003Cp>And. 111 : Andraikitra ara-toe-karena sy arabola\u003C\u002Fp>\n\n\u003Cp>Mandinika ny sori-dàlana aroson’ny toniam-pitondrana mikasika ny\nfanatsarana ny vokatra sy ny farnokarana ato amin’ny Orinasa ny komitin’ny\nfanjarianasa.\u003C\u002Fp>\n\n\u003Cp>Tsy maintsy ampahafantarina azy ny vinavinam-pandraisana mpiasa, ny\nfampihenana ny isan’ny mpiasa, ny fampisondrotam-bidy, ny tombom-barotra azo\nary ny fampiasam-bola isan-karazany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tsy maintsy mampita aminy ny «compte de resultat », ny «bilan» ary ny\ntatitry ny «commissaires aux comptes» ny toniam-pitondrana.\u003C\u002Fp>\n\n\u003Cp>Marihina fa didina tsy maintsy mitandrina tsara ny komitin’ny fanjarianasa\nmikasika izay miendrika ho tsiambaratelo.\u003C\u002Fp>\n\n\u003Cp>And. 112 : Andraikitra ara-sosialy\u003C\u002Fp>\n\n\u003Cp>Ny komitin’ny fanjarianasa no miantoka ny asa sosialy rehetra atao ho\nan’ny mpiasa sy ny fianakaviany, tsy anarahana firehana ara-politika na\nara-poko izany:\u003C\u002Fp>\n\n\u003Cp>- fananganana fikambanana mitsinjo fisotroan-dronono sy fifanampiana,\u003C\u002Fp>\n\n\u003Cp>- fihetsika mitaky ny fanatsarana ny faripiainan’ ny mpiasa (trano\nfonenana, cantine, B.O.S, colonies de vacances, sns...),\u003C\u002Fp>\n\n\u003Cp>- fihetsika mikatsaka ny fampiasâna ny fialamboly sy ny\nfanatanjahan-tena,\u003C\u002Fp>\n\n\u003Cp>- foibe fampianarana asa sy fampiofanana ara- asa, famakiam-boky,\nfikambanana, fanadihadiana, sns...\u003C\u002Fp>\n\n\u003Cp>• fanabeazana sendikaly,\u003C\u002Fp>\n\n\u003Cp>• asa sosialy,\u003C\u002Fp>\n\n\u003Cp>• asa fitsaboana.\u003C\u002Fp>\n\n\u003Cp>And. 113 : Fiarovana\u003C\u002Fp>\n\n\u003Cp>Ireo mpikambana ao amin’ny komitin’ny fanjarianasa dia manana fiarovana\nara-dalàna mitovy arnin’ny an’ny solon-tenan’ny mpiasa raha eo amin’ny\nfandroahana.\u003C\u002Fp>\n\n\u003Cp>And. 114 : Komitin’nv fitandremampahasalamana sy fiarovana\u003C\u002Fp>\n\n\u003Cp>Atsangana ny sampana manokana iray antsoina hoe komitin’ny\nfitandremam-pahasalarnana sy ny fiarovana hisahana ny fametrahana fepetra\u003C\u002Fp>\n\n\u003Cp>ankapobeny amin’ny fitsinjovana ny fitandremam-pahasalamana sy ny\nfiarovana ny Orinasa ary hanara-maso ny fampiharana izany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 115 : Andraikitra\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ny komitin’ny fitandremam-pahasalamana sy ny fiarovana dia miandraikitra\nny:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• fanaraha-maso ny fampiharana ny lalàna mikasika ny\nfitandremam-pahasalamana sy ny fiarovana ny asa,\u003C\u002Fp>\n\n\u003Cp>• mandinika ny loza ara-asa, ary manadihady ny loza vokatry ny asa niseho\nsy ireo aretina vokatry ny asa,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• misafo ny toeram-piasàna (fikojakojana sy ireo aro-loza),\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• manoro hevitra ireo mpamono afo sy mpamonjy aina,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• mandray anjara amin’ny fanabeazana ny mpiasa amin’ny Orinasa,\u003C\u002Fp>\n\n\u003Cp>• manaboraka amin’ny fomba mahomby rehetra ny mety hitera-doza amin’ny\nasa ary mitaiza ny saina ho amin’ny fiarovana (fivoriana, peta-drindrina, ary\nkoa ny fomba rehetra mety hampitana ny tsara ho fantatra).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 116 : Fomba fiasa\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ny komitin’ny fitandremam-pahasalamana sy ny fiarovana dia mivory indray\nmandeha isan-telo-volana raha kely indrindra, ny fotoana lany amin’ny\nfivoriana dia tsy voafetra ary aloa vola toy ny fotoana niasana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tsy maintsy mamoaka fitanana an-tsoratra izay raiketina ao amin’ny boky\nfiraiketana manokana izy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tatitra iray isan-taona, mirakitra ny asa nataony miaraka amin’ny\nfampahafantarana ny loza nitranga nampifandraisina amin’ny antony, nv taona\nsy ny maha-lahy na maha-vavy ny niharan-doza, ny hatetika sy ny havesaran’ny\nloza dia avoaka amin’izany ary ahely.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FIZARANA FAHA-IV\u003C\u002Fp>\n\n\u003Cp>TOKO VOALOHANY\u003C\u002Fp>\n\n\u003Cp>FIFANDIRANA OLON-TOKANA\u003C\u002Fp>\n\n\u003Cp>FIFANDIRANA EO AMIN’NY ASA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 117:\u003C\u002Fp>\n\n\u003Cp>Ireo fifandiran’olon-tokana dia tsaraina araka ny lalàna manan-kery\nmifehy ny asa.\u003C\u002Fp>\n\n\u003Cp>Ireo fifandirana miseho eo anivon’ny mpiasa sy ny mpampiasa dia avy\namin’ireto avy:\u003C\u002Fp>\n\n\u003Cp>• fandikan-teny ao amin’ny lalàna manan-kery na ao amin’ny\nfifanarahana iombonana,\u003C\u002Fp>\n\n\u003Cp>• ny tsy fampiharana ny voalaza ao amin’ny fifanekena,\u003C\u002Fp>\n\n\u003Cp>• ny tsy fanaj ana ny lalàna manan-kery na ny fifanarahana iombonana.\u003C\u002Fp>\n\n\u003Cp>And. 118:\u003C\u002Fp>\n\n\u003Cp>Ny fahefam-pitsarana amin’ny asa miandraikitra ny fampihavanana aloha\u003C\u002Fp>\n\n\u003Cp>mitsara raha tsy nahomby ny fampihavanana.\u003C\u002Fp>\n\n\u003Cp>And. 119:\u003C\u002Fp>\n\n\u003Cp>Ny fitakiana rehetra avy amin’ny mpiasa dia azony atao am-bava amin’n\nlehibeny mivantana aloha, raha tsy afa-po amin’izany izy dia ataony\nan-tsoratra any amin’ny Tale Jeneraly izany ary ampandalovina amin’ny\nambaratonga. Ireo izay misahana ny fainpitana izany isan’ambaratonga dia tsy\nmaintsy manao izanv anatin’ny fotoana fohy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA-Il\u003C\u002Fp>\n\n\u003Cp>FIFANDIRANA ITAMBARAM-BE\u003C\u002Fp>\n\n\u003Cp>And. 120:\u003C\u002Fp>\n\n\u003Cp>Ny fifandirana itambaram-be dia tsy maintsy miseho amin’ny alalan’ny\nfitokonana entimanohitra ny mpampiasa mba ahafahana manatanteraka ny fitakiana\nara-asa.\u003C\u002Fp>\n\n\u003Cp>And. 121: Fitokonana\u003C\u002Fp>\n\n\u003Cp>Ny zo hitokona dia voaaron’ny lalampanorenana.\u003C\u002Fp>\n\n\u003Cp>Amin ny maha-fihetsika iarahamanao sy hitambaram-be azy, na inona na inona\nny fomba fisehoany, ny zavatra kendren’ny fitokonana dia tsy maintsy mikasika\nny asa ihany.\u003C\u002Fp>\n\n\u003Cp>And. 122:\u003C\u002Fp>\n\n\u003Cp>Azo aroso ny fitokonana rehefa tsy ahitambokany ny fifanatonana.\u003C\u002Fp>\n\n\u003Cp>Ny fitokonana anefa dia tsy maintsy anaovana filazana roa andro mialoha,\nfotoana fiandrasaria aorian’ny fametrahana ny fitakiana sy hirosoana\namin’ny fitokonana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ny fitokonana tsy nanaja io fe-potoana filazana mialoha io dia tsy azo\nraisina ho aradalana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 123: Lock out\u003C\u002Fp>\n\n\u003Cp>Ny « Lock out» dia ny fanakatonan’ny mpampiasa ny toerampiasana, fepetra\niray atao indrindra hamaliana ny fanoherana ataon’ny mpiasa. Raha misy anefa\nizany dia voatery ny mpampiasa tsy maintsy mandoa ny karaman’ny mpiasa\nvoan’izany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA-IlI\u003C\u002Fp>\n\n\u003Cp>SAMPANDRAHARAHAN’ ASA\u003C\u002Fp>\n\n\u003Cp>FAMPIHAVANANA\u003C\u002Fp>\n\n\u003Cp>FANE LANELANANA FITSARA H\u003C\u002Fp>\n\n\u003Cp>And. 124: Sampandraharahan’asa\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa na ny mpampiasa dia samy mahazo mangataka ny sampan-draharaha\nmisahana ny asa mba amaha ny fifandirana amin’ ny raharaham-pihavanana.\u003C\u002Fp>\n\n\u003Cp>Na izany koa aza dia tsy maintsy mandalo amin’ny sampan-draharaha misahana\nny asa ny raharaha alohan’ny hitondrana azy any aminny fitsarana mahefa, raha\ntoa ka mikasika ny tsy fampiharan-dalàna ny fitarainana (fandikandalàna)\u003C\u002Fp>\n\n\u003Cp>And. 125:\u003C\u002Fp>\n\n\u003Cp>Raha manatona ny sampan-draharaha misahana ny asa ny andaniny mpitory , dia\nantsoina ny ankilany ahenoana ny fahitany izanv mba amahana ny fifandirana.\u003C\u002Fp>\n\n\u003Cp>Raha tsy mahomby izany dia ataon’ny sampan-draharaha misahana ny Asa ny\nfitanana an-tsoratra mikasika ny tsy fahombiazan’n fampihavanana ary homeny\nalalana hitory any amin’ny fitsarana mahefa ny mpitaraina.\u003C\u002Fp>\n\n\u003Cp>And. 126 : Fampihavanana\u003C\u002Fp>\n\n\u003Cp>Amin’ny fifandirana itambarambe, dia tsy maintsy atao tsy misy\natak’andro ny fampihavanana.\u003C\u002Fp>\n\n\u003Cp>Izay fanapahan-kevitra noraisina teo amin’ny fampihavanana dia manan-kery\nary ampiharina avy hatrany. -\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 127:\u003C\u002Fp>\n\n\u003Cp>Raha tsy mahomby ny fampihavanana, dia atao ny fitanana an-tsoratra mba\nhanamaivanana ny fidiran’ny mpanelanelanà an-tsehatra. Ny lehiben’ny\nsampan-draharaha misahana ny Asa no mpanelanelana avy hatrany.\u003C\u002Fp>\n\n\u003Cp>Raha tsy mahomby ny fanelanelanana dia ampidirina amin’ny fitsarana ny\nfifandirana itambarambe.\u003C\u002Fp>\n\n\u003Cp>And. 128:\u003C\u002Fp>\n\n\u003Cp>Ny fitsarana ny fifandirana itambarambe tsy voavaha tamin’ny\nfanelanelanana dia andraikitry ny filan-kevi-pitsaràna.\u003C\u002Fp>\n\n\u003Cp>Ny filan-kevi-pitsaràna no manapaka araka ny lalàna sy tsy ampitongilana\nny raharaha, nefa tsy mahazo manapaka afa-tsy amin’izay voalazan’ ny\nfitanana an-tsoratra tamin’ ny fampihavanana tsy nahomby.\u003C\u002Fp>\n\n\u003Cp>Ny didy avoakan’ny fitsaràna dia tsy maintsy milaza ny antony ary\nampahafantarina ny andaniny sy n’.’ ankilany eo no ho eo ihany.\u003C\u002Fp>\n\n\u003Cp>And. 129:\u003C\u002Fp>\n\n\u003Cp>Ny didirn-pitsaràna izay mihatra dia azo ampakarina ambony noho ny\nfihoaram-pahefana na fandikan-dalàna.\u003C\u002Fp>\n\n\u003Cp>Io fampiakarana io dia ampidirina ary tsaraina araka ny fotoana, endrika ary\nfombafomban’ny fitsarana ambony amin’izany.\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA-IV\u003C\u002Fp>\n\n\u003Cp>FEPETRA SAMY HAFA\u003C\u002Fp>\n\n\u003Cp>And. 130 : Fanànana\u003C\u002Fp>\n\n\u003Cp>Ny lisitry ny fanànana ampiasain’ny manan-jo amin’izany dia miankina\namin’izay voalaza ao amin’ny fifaneken’asa na ao amin’ny tovan’ny\nfifanekena.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Na izany aza ny fahazoana ireo tombontsoa ireo dia mitsahatra avy hatrany\nraha vao tsy mitazona ny andraikitra ahazoany ny zo amin’izany ilay\nmpiasa.\u003C\u002Fp>\n\n\u003Cp>Amin’izay fotoana izay dia tsy maintsy averina tanteraka amin’ny SMMC,\nao anatin’ny telo volana manaraka, ireo fananana ireo ary amidy amin’izay\nsahy azy lafo indrindra rehefa nanaovana fampilazana tamin’ny mpiasa\nmanontolo.\u003C\u002Fp>\n\n\u003Cp>Misy vaomieran’ny fanaraha-maso miandraikitra ny fampiharana ity andininy\nity.\u003C\u002Fp>\n\n\u003Cp>And. 131:\u003C\u002Fp>\n\n\u003Cp>Ny fiara ampiasaina amin’ny asa dia tokony hanao laharam-pahamehana ny\nasan’ny SMMC araka ny fandaminan’ny tompon’ andraikitra mivantana.\u003C\u002Fp>\n\n\u003Cp>Na amin’inona na amin’inona dia tsy tokony ho entin’olon-kafa tsy\nmpiasan’ny SMMC ireo fiara ireo.\u003C\u002Fp>\n\n\u003Cp>And. 132:\u003C\u002Fp>\n\n\u003Cp>Na inona na inona ny tombon-tsoa voalaza ato anatin’ity fifanarahana ity,\ndia ny totalim-bola sy ny isa marika ao dia azo ampanarahina ny\ntoetr’andro.\u003C\u002Fp>\n\n\u003Cp>And. 133:\u003C\u002Fp>\n\n\u003Cp>Tsy rnaintsy mikarakara ny anton-tantaratasy ara-pandraharahana mikasika ny\nfotoampiasan’ny mpiasa tato aminy ohatry ny fikarakarana ny\nfisotroan-dronon’izay voafehin’ity fifanarahana iombonana ity ny SMMC.\u003C\u002Fp>\n\n\u003Cp>And. 134:\u003C\u002Fp>\n\n\u003Cp>Manan-jo amin’ny vokatra azonny SMMC ny mpiasa fehezin’ity fifanarahana\nity.\u003C\u002Fp>\n\n\u003Cp>Misy ampahany amin’ny tombom-barotra homena ny mpiasa raha mamoaka tombony\nny « bilan ».\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Décision n°057 SMMC\u002FDAF\u002FDRH-08\u003C\u002Fp>\n\n\u003Cp>Portant application de la grille des emplois de la SMMC\u003C\u002Fp>\n\n\u003Cp>Conformément à sa nouvelle mission, la SMMC adopte à compter du 1ère\nnovembre 2008, la Grille des Emplois ci-dessous\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CAT. PROFCLASSIF Administration Exploitation Technique\u003C\u002Fp>\n\n\u003Cp>EXECUTANT2B\u002F0S2 Agent d’hygiène Gens de maison\u003C\u002Fp>\n\n\u003Cp>3A\u002F0S3 Agent de panneauAide ouvrier\u003C\u002Fp>\n\n\u003Cp>3B\u002FOP1AAgent bureau Agent de vigilance\u003C\u002Fp>\n\n\u003Cp>4A\u002FOP1BChef d’équipe de Main d’œuvre Vulcanisateur, Aide mécanicien\nAide électricien\u003C\u002Fp>\n\n\u003Cp>4B\u002FOP2ACommis Aide comptable Agent services générauxAgent de pointage\n(M.O) Agent de quai Agent de répartition (M.O), Aide magasinier,\nConducteurAgent de stock, Agent technique Agent de lubrifiant, Mécanicien\nElectricien\u003C\u002Fp>\n\n\u003Cp>5A\u002FOP2BAgent administratif, Acheteur, Agent de prévoyance sociale Agent\nd’entrepôt, Agent de sécuritéOpérateur d’exploitation Grutier navire\nPointeur Epissurier\u003C\u002Fp>\n\n\u003Cp>5B\u002FOP3Secrétaire de département ; Comptable ; Agent de\nfacturationMagasinier, Agent d’expertise Conducteur qualifié\u003C\u002Fp>\n\n\u003Cp>Chef mécanicien, Chef électricien Agent technique qualifié\u003C\u002Fp>\n\n\u003Cp>AGENT DE MAITRISE AM1Agent de solde, caissier Agent de contrôle; Agent\ncontentieux Chef de bord Chef magasinier Conducteur polyvalent\u003C\u002Fp>\n\n\u003Cp>AM2Chef de bureau Chef de chantier Chef d’atelier\u003C\u002Fp>\n\n\u003Cp>AM3CHEF DE BUREAU \u002F CHANTIER \u002F ATELIER – CHEF DE SERVICE – ASSIMILES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toamasina, le, 17 octobre 2008 Le Directeur Général\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            ",{"disabilitypay":42,"contracttrialperiod":46,"sicknessmaxdays":50,"equalityotherclause":54,"nursingmothers":58,"funeralpay":62,"PAYSCALES_period":66,"maternityotherclause":70,"longserviceallowancetype":74,"maxsicknesspayperc":78,"jobclassifaction1":80,"holidaysdays":84,"COSTLIV_trigger":88,"healthcareaccess":92,"annleaveallowancetype":96,"ANNLEAVE_trigger":100,"contracttrial":102,"sicknesspay":105,"paidmaternityleaveall":107,"sicknessmaxdaysnr":109,"healthcareaccessrelatives":111,"hivpolicy":113,"SENIOR_trigger":117,"trainingprogrammes":119,"paidmaternityleave":123,"contractseverancepay":125,"PAIDLEAV_trigger":129,"PAYSCALES_type":132},{"bindId":43,"name":44,"text":45},"disabilitypay","Les accidents de travail et maladies pro","Les accidents de travail et maladies\n\nprofessionnelles survenant aux agents conventionnés sont déclarés et\nréparés conformément à la réglementation en vigueur.",{"bindId":47,"name":48,"text":49},"contracttrialperiod","Tout candidat admissible à un nouvel emp","Tout candidat admissible à un nouvel emploi doit subir une période\nd’essai de:\n\n• 3 mois pour les agents d’exécution et agents de maîtrise,\n\n• 4 ou 6 mois pour les cadres.",{"bindId":51,"name":52,"text":53},"sicknessmaxdays","En cas de maladie prolongée ou reconnue ","En cas de maladie prolongée ou reconnue médecin agréé par la SMMC,\nl’employé a au congé maladie. Il peut alors bénéficier plein traitement\npendant les 6 premiers et d’un demi traitement pendant les 6 derniers\nmois.",{"bindId":55,"name":56,"text":57},"equalityotherclause","Un rapport d’activité annuel avec des st","Un rapport d’activité annuel avec des statistiques sur les suites\nd’accident rapprochées de leurs causes avec l’âge comme le sexe des\nvictimes, le taux de fréquence et leur gravité doivent également être\ndressés et diffusés.",{"bindId":59,"name":60,"text":61},"nursingmothers","La femme agent allaitant son enfant a dr","La femme agent allaitant son enfant a droit, pendant 15 mois à compter\nde\n\nl’accouchement, de disposer d’une heure de repos par journée de travail\nnon cumulable.",{"bindId":63,"name":64,"text":65},"funeralpay","Art. 85: Décès En cas de décès d’un agen","Art. 85: Décès\n\nEn cas de décès d’un agent relevant de la présente convention, la SMMC\nest dans l’obligation d’assurer la confection d’un cercueil zingué ou\nnon, suivant le cas, selon la note de service en vigueur, et de verser à la\nfamille une indemnité fixe de sept cent mille Ariary (Ar 700.000) à titre de\nfrais de rapatriement du corps.\n\n\n\nArt. 86 : Décès de membre de famille\n\nEn cas de décès d’un membre de sa famille I (conjoint légitime, enfant\nlégitime reconnu ou adopté), la SMMC se doit de verser à l’agent une\nindemnité fixe égale à 50 % de celle prévue à l’article précédent à\ntitre de participation aux frais funéraires.\n\n\n\nArt. 87: Secours après décès\n\nAprès le décès d’un agent, la SMMC\n\nallouera aux ayants droits un secours équivalent à quatre (4) mois de\nsalaire du défunt.\n\nLe salaire et l’indemnité représentative de congé non pris, acquis à\nla date du décès de l’agent, seront versés, aux ayants droits sur\nprésentation de pièces administratives réglementaires. Dans ce cas, tout\nmois commencé est dû en entier.",{"bindId":67,"name":68,"text":69},"PAYSCALES_period","Le salaire se décompte par mois et sur l","Le salaire se décompte par mois et sur la base de 30 jours en cas de\nfractionnement. La rémunération du personnel de la SMMC comprend\n\n- des éléments fixes basés sur une grille indiciaire donnée et en\nfonction de la\n\nclassification (salaire de base),\n\n- Des éléments variables (accessoires de salaire).",{"bindId":71,"name":72,"text":73},"maternityotherclause","La durée du congé de maternité est fixée","La durée du congé de maternité est fixée à un maximum de 14 semaines\nconsécutives dont 8 semaines postérieures à la délivrance.",{"bindId":75,"name":76,"text":77},"longserviceallowancetype","Il est alloué par mois, à tout agent rel","Il est alloué par mois, à tout agent relevant de la présente convention,\nune prime d’ancienneté égale à 5 % de son salaire de base pour chaque\npériode de trois années f ininterrompues et jusqu’à concurrence de 50\n%.",{"bindId":79,"name":52,"text":53},"maxsicknesspayperc",{"bindId":81,"name":82,"text":83},"jobclassifaction1","OS: Ouvrier Spécialisé: personnel capabl","OS: Ouvrier Spécialisé: personnel capable de réaliser une partie\nd’ouvrage dans une totalité\n\nplacée sous la responsabilité d’un ouvrier professionnel.\n\nOP: Ouvrier Professionnel: personnel très\n\nqualifié exécutant des travaux qui impliquent une connaissance approfondie\ndu métier, une grande\n\nhabileté et une large initiative, capable\n\nd’exécuter les différentes indications définies par\n\nla hiérarchie pour les concrétiser au niveau de la\n\nréalisation totale d’un ouvrage avec la qualité de travail attendue.\n\nAM: Agent de Maîtrise : personnel capable\n\nde diriger tous les travaux du métier et de\n\nconcrétiser un programme d’activité par la mise en place d’une\norganisation à court terme d’une ou plusieurs opérations.\n\nPour ce faire, il supervise les activités techniques des agents\nd’exécution placés sous ses ordres et contrôle les respects de la\nréglementation du travail définie par les\n\ndifférents textes en vigueur.\n\nC : Cadre: personnel en position de cadre administratif, technique ou\ncommercial ayant acquis par des études scientifiques et professionnelles ou\npar une longue expérience personnelle, une formation appuyée sur des\nconnaissances générales qu’il met en oeuvre dans l’accomplissement de ses\nfonctions.\n\nIl est chargé de traduire en termes opérationnels, l’orientation et\ndirective issue de la hiérarchie, pour définir\n\n l’organisation de la mise en oeuvre, du suivi et du contrôle et rendre\ncompte du résultat obtenu.",{"bindId":85,"name":86,"text":87},"holidaysdays","Conformément à la législation en vigueur","Conformément à la législation en vigueur, le personnel de la SMMC a droit\nà un congé annuel de 30 jours calendaires par année de service accompli, et\nsa jouissance peut être fractionnée d’accords partis.",{"bindId":89,"name":90,"text":91},"COSTLIV_trigger","Les indices seront extrapolés en classes","Les indices seront extrapolés en classes et échelons. L’application du\nsystème d’avancement par échelon est prévue tous les deux ans.",{"bindId":93,"name":94,"text":95},"healthcareaccess","Art. 77 : Consultation et Médicaments Le","Art. 77 : Consultation et Médicaments\n\nLe personnel soumis à la présente convention collective ainsi que son\nconjoint légitime et les enfants reconnus ou adoptés juridiquement ayant\nmoins de 21 ans bénéficient à titre gratuit des consultations et\nmédicaments prescrits par les médecins du CEMEDI.\n\n\n\nSur présentation d’un certificat de scolarité, les enfants atteignant 21\nans au cours d’une année scolaire continuent à en bénéficier jusqu’à\nla fin de cette année scolaire.",{"bindId":97,"name":98,"text":99},"annleaveallowancetype","L’employeur doit verser au travailleur I","L’employeur doit verser au travailleur\n\nI. pendant toute la durée de son congé une rémunération qui sera au\nmoins égale au dernier\n\nsalaire perçu par l’intéressé avant son départ.\n\nEn sus, l’agent en congé bénéficie d’une allocation dite indemnité\nde transport et dont la\n\njouissance n’est pas cumulable.",{"bindId":101,"name":98,"text":99},"ANNLEAVE_trigger",{"bindId":103,"name":48,"text":104},"contracttrial","Tout candidat admissible à un nouvel emploi doit subir une période\nd’essai de:\n\n• 3 mois pour les agents d’exécution et agents de maîtrise,\n\n• 4 ou 6 mois pour les cadres.\n\n\n\nLa période d’essai peut être renouvelable une seule fois, à l’issue\nde laquelle l’agent doit être:\n\n- titularisé si l’essai est concluant. En aucun cas, le nouveau recruté\nne peut prétendre ou être prétendu à un changement de poste qu’après 3\nans d’occupation du poste de recrutement.\n\n- licencié sans préavis dans le cas contraire.",{"bindId":106,"name":52,"text":53},"sicknesspay",{"bindId":108,"name":72,"text":73},"paidmaternityleaveall",{"bindId":110,"name":52,"text":53},"sicknessmaxdaysnr",{"bindId":112,"name":94,"text":95},"healthcareaccessrelatives",{"bindId":114,"name":115,"text":116},"hivpolicy","Le personnel soumis à la présente conven","Le personnel soumis à la présente convention collective ainsi que son\nconjoint légitime et les enfants reconnus ou adoptés juridiquement ayant\nmoins de 21 ans bénéficient à titre gratuit des consultations et\nmédicaments prescrits par les médecins du CEMEDI.\n\n\n\nSur présentation d’un certificat de scolarité, les enfants atteignant 21\nans au cours d’une année scolaire continuent à en bénéficier jusqu’à\nla fin de cette année scolaire.",{"bindId":118,"name":76,"text":77},"SENIOR_trigger",{"bindId":120,"name":121,"text":122},"trainingprogrammes","La formation interne concerne toutes for","La formation interne concerne toutes formations dispensées par la SMMC en\nson sein, soit par ses propres techniciens, soit par des organismes agréés à\ncet effet.\n\nTout responsable doit veiller à ce que les conditions et l’organisation\ndu travail dans son secteur soient telles que tout agent, puisse se\nperfectionner régulièrement dans la pratique même de ses tâches et\nfonctions.\n\nLes tâches de chacun doivent être progressivement élargies en tenant\ncompte de ses possibilités et des besoins de la Société.\n\nLa formation interne comprend, en premier\n\nlieu, la formation pratique à l’occasion de l’exercice même de la\nfonction et également une formation générale afin d’assurer la polyvalence\nnécessaire et suffisante de tous les agents d’autre",{"bindId":124,"name":72,"text":73},"paidmaternityleave",{"bindId":126,"name":127,"text":128},"contractseverancepay","Les agents ainsi licenciés bénéficient -","Les agents ainsi licenciés bénéficient\n\n- d’une indemnité de licenciement calculée à raison de un mois de\nsalaire par année complète\n\nde service avec majoration de 10% par enfant à chargé\n\n- d’une indemnité de préretraite,\n\n- d’une indemnité de fin de carrière.",{"bindId":130,"name":86,"text":131},"PAIDLEAV_trigger","Conformément à la législation en vigueur, le personnel de la SMMC a droit\nà un congé annuel de 30 jours calendaires par année de service accompli, et\nsa jouissance peut être fractionnée d’accords partis.\n\nSont assimilés à des périodes de service effectif pour le calcul de la\ndurée de congé:\n\n- les périodes de congé payé\n\n- les périodes de congé de maternité,\n\n- les absences régulières pour maladie,\n\n- les absences régulières pour accident de travail et maladies\nprofessionnelles, - les permissions exceptionnelles accordées aux agents, -\nles périodes de congé éducation, les stages de formation professionnelle.\n\n\n\nArt. 43 : Congé supplémentaire\n\nLe congé légal sera augmenté de un jour par période entière de cinq ans\nde service pour la constatation de l’ancienneté.\n\nLes titulaires de distinction honorifique, bénéficient de leur côté de\ndeux jours de congé supplémentaire par an, à ce litre.\n\nLe congé légal et le congé supplémentaire prévus ci-dessus totalisés\nne peuvent en aucun cas dépasser 36 jours par an.\n\nL’agent qui part en congé de 15 jours consécutifs et plus obtient trois\njours de délai de route.\n\n\n\nArt. 44 : Rémunération de congé\n\nL’employeur doit verser au travailleur\n\nI. pendant toute la durée de son congé une rémunération qui sera au\nmoins égale au dernier\n\nsalaire perçu par l’intéressé avant son départ.\n\nEn sus, l’agent en congé bénéficie d’une allocation dite indemnité\nde transport et dont la\n\njouissance n’est pas cumulable.\n\n\n\nArt. 45 : Octroi de congé\n\nLes dates de départ en congé, doivent tenir compte des nécessités de\nservice et du planning de congé établi au début de l’année, sauf cas de\nforce majeure.\n\n\n\nArt. 46: Congé de maternité",{"bindId":133,"name":134,"text":135},"PAYSCALES_type","Les agents soumis à la présente conventi","Les agents soumis à la présente convention collective se voient attribuer\nles indices prévus par la grille indiciaire approuvée par le Conseil\nd’Administration et signée par le Directeur Général. La valeur du point\nd’indice est révisable.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Convention Collective du Corps des Travailleurs de la Societe de Manutention des Marchandises Conventionnelles - 2010 - 2010\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Date de prise d'effet: → 2010-10-17\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: → Ministry\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratifiée le: → Pas encore ratifiée\n                \u003C\u002Fdiv>\n                \n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nom de l'industrie: → Transports, logistique, communications\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nom de l'industrie: → Services auxiliaires des transports par eau  , Entreposage et stockage  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Secteur privé \u002F publique: → Dans le secteur public\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Signée par:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Noms des associations: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Noms des syndicats: → \n\n                \n                    \n                    \u003Cspan>\n                        \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: → Oui\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprentissage: → Non\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            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Montant maximum de l'indemnité maladie: → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Nombre maximal de jours de congé de maladie payé: → 365 jours\n            \u003C\u002Fdiv>\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: → Oui\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: → Oui\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: → Oui\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">CONCILIATION TRAVAIL-FAMILLE\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Congé de maternité payé: → 14 semaines\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Congé de maternité payé limité au: 100 % du salaire de base\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Sécurité de l'emploi après le congé de maternité: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Interdiction de discrimination liée à la maternité: → Non\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Interdiction d'obliger les femmes enceintes ou allaitantes d'effectuer des travaux dangereux ou insalubles: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Evaluation des risques en milieu de travail sur la sécurité et la santé des femmes enceintes ou qui allaitent : → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Disponibilité des solutions de remplacement pour des travaux dangereux ou insalubres pour les femmes enceintes ou allaitantes : → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Congé pour examens médicaux prénatals : → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Interdiction du dépistage de grossesse avant la régularisation des travailleurs non conventionnels: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Interdiction du dépistage de grossesse avant la promotion : → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Services pour les femmes qui allaitent: → Oui\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Services en faveur des enfants fournis par l'employeur: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Services en faveur des enfants payés par l'employeur: → Non\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Allocation\u002Ffrais de scolarité pour l’éducation des enfants : → Non\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\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: → 30.0 jours\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Congé annuel payé: → 4.0 semaines\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \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            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Paiement supplémentaire pour le congé annuel\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Paiement supplémentaire pour le congé annuel: → MGA \n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Prime d'ancienneté\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Prime d'ancienneté: du salaire de base → 5.0 % du salaire de base\n                \u003C\u002Fdiv>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Prime d'ancienneté après: → 3 années de présence\n                \u003C\u002Fdiv>\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",[141],{"title":35,"slug":31},[143],{"type":144,"data":145},"call_to_action_body_block",{"title":146,"description":147,"variant":148,"link":149},"Comparer les conventions collectives","Comparer les articles des conventions collectives de Madagascar entre secteurs, sujets et 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Equitable","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Ftraitement-equitable",[],{"title":241,"seo_title":8,"description":7,"path":242,"redirect_url":7,"locale":16,"children":243},"Travail et Salaires","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Ftravail-et-salaires",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":245},[246],{"title":146,"seo_title":8,"description":7,"path":150,"redirect_url":7,"locale":16,"children":247},[],{"title":249,"seo_title":8,"description":7,"path":250,"redirect_url":7,"locale":16,"children":251},"Ce que nous faisons","\u002Ffr-mg\u002Fce-que-nous-faisons",[252,256,262,267,272],{"title":253,"seo_title":8,"description":7,"path":254,"redirect_url":7,"locale":16,"children":255},"Données et 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