[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fconvention-collective\u002Fconvention-collective-floreal-madagascar":3,"menu:\u002Ffr-mg:":176,"sites:htmlblocks":346,"subsites":1545,"cite-subsites":5110,"footer:root":5587,"suggested:root":5684,"cite-footer:root":5688},{"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":156,"content_type_view":157,"extra_breadcrumbs":158,"body":160,"body_blocks":171,"related_pages":175},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":154,"translations":155},{"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-floreal-madagascar","05c39694-9ec4-11e3-a13c-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fmdg\u002Fconvention-collective-floreal-madagascar\u002Fconvention-collective-floreal-madagascar\u002F","Convention Collective FLOREAL Madagascar","Convention Collective FLOREAL Madagascar -","Madagascar - Convention Collective FLOREAL Madagascar -","Convention Collective FLOREAL Madagascar - - Industrie manufacturière",{"name":39,"data":40},"Madagascar - Convention Collective Floreal Madagscar Sa.html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>Nuovo1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>CONVENTION COLLECTIVE FLOREAL MADAGASCAR\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>I – OBJET ET DUREE\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 1:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause focus highlight\" id=\"clause-discrimination\">\u003Cp>La présente convention règle les rapports entre la Société FLOREAL\nMADAGASCAR S.A et son personnel, quel que soit le lieu de service à\nMadagascar, sans distinction de sexe, d’origine, d’appartenance politique,\nsyndicale ou religieuse.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Au terme de la présente convention est considéré membre du personnel de\nla société FLOREAL MADAGASCAR S.A, tout agent, ou ouvrier qui y loue ses\nservices moyennant une rémunération mensuelle, journalière, ou \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\">horaire\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> à la\ncharge effective de la société FLOREAL MADAGASCAR S.A.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 2: \u003C\u002Fh3>\n\n\u003Cp>La présente convention est conclue pour une durée de cinq ans et prendra\neffet à compter de son dépôt au greffe du tribunal du travail\nd’Antananarivo. Elle se poursuivra ensuite par tacite reconduction et par\npériode quinquennale, à moins d’une dénonciation moyennant un préavis\nd’au moins trois mois avant l’échéance et conformément aux dispositions\nde l’article 3 qui suit. Un avis indiquant l’existence de la présente\nconvention sera affichée dans tous les services et agences de la société\ndès sa mise en vigueur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>II – REVISION – MODIFICATION – DENONCIATION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 3:\u003C\u002Fh3>\n\n\u003Cp>Toute demande de révision, de modification, ou de dénonciation par l’une\nou l’autre des parties contractantes devra être faite au cours d’une\nréunion conjointe et mixte décrite à l’article 19 ci-après ou les parties\nconviennent de la date du début des pourparlers. La partie qui prendra\nl’initiative de la révision, modification ou dénonciation fournit un projet\nde texte sur les points à réviser ou sur les nouvelles propositions, au moins\n15 jours avant le début des discussions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 4:\u003C\u002Fh3>\n\n\u003Cp>Il reste entendu que toute modification de la législation du travail\nentraine la convocation immédiate des parties contractantes pour la mise en\nharmonie avec les nouvelles dispositions légales.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 5:\u003C\u002Fh3>\n\n\u003Cp>Pendant le préavis de dénonciation ou de révision et durant les périodes\nde remise en question de tout ou partie de la présente, chacune des parties\ncontractantes s’engage formellement à ne recourir ni à la cessation de\ntravail, ni à la fermeture de l’établissement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 6:\u003C\u002Fh3>\n\n\u003Cp>En cas de non accord sur les nouvelles propositions de révision, les\nparties pourront décider :\u003C\u002Fp>\n\n\u003Cp>-Soit de maintenir les dispositions antérieures\u003C\u002Fp>\n\n\u003Cp>-Soit de supprimer les articles litigieux\u003C\u002Fp>\n\n\u003Cp>-Soit de s’entendre sur la médiation d’une tierce personne acceptée\npar les 2 parties\u003C\u002Fp>\n\n\u003Cp>-Soit de recourir à l’arbitrage des autorités compétentes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 7:\u003C\u002Fh3>\n\n\u003Cp>la présente convention restera en vigueur jusqu’à l’application de\ncelle qui lui sera substituée à la suite d’une demande de révision, de\nmodification ou de dénonciation.\u003C\u002Fp>\n\n\u003Cp>Les conditions de dépôt et de publication seront les mêmes que celles de\nla présente.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>III – AVANTAGES ACQUIS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 8:\u003C\u002Fh3>\n\n\u003Cp>Conformément à la législation en vigueur, la présente convention ne peut\nêtre l’occasion d’une réduction des avantages acquis. Les clauses du\nprésent accord ne peuvent être interprétées comme réduisant les situations\nacquises.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>IV – LIBERTES SYNDICALES ET D’OPINION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 9:\u003C\u002Fh3>\n\n\u003Cp>Conformément à la constitution de la république de Madagascar,\nl’employeur et les travailleurs sont libres de défendre leurs droits et\nleurs intérêts, soit directement, soit par l’intermédiaire de leur\nOrganisation Syndicale respective.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 10:\u003C\u002Fh3>\n\n\u003Cp>L’employeur s’engage à respecter la liberté syndicale et la liberté\nd’opinion au sein de l’entreprise. Il s’engage à ne pas prendre en\nconsidération le fait d’appartenir ou non à un syndicat, les opinions\npolitiques, les croyances religieuses ou l’origine sociale ou professionnelle\ndu travailleur, pour arrêter sa décision en ce qui concerne l’\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>, la\nconduite, la répartition du travail, la rémunération, les mesures\ndisciplinaires de licenciement ou de promotion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 11:\u003C\u002Fh3>\n\n\u003Cp>de même, le personnel s’engage dans le travail, à ne pas prendre en\nconsidération les opinions des autres salariés ou leur adhésion à tel ou\ntel syndicat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 12:\u003C\u002Fh3>\n\n\u003Cp>Si l’une des parties contractantes conteste les motifs de \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>diement du\ntravailleur comme ayant été effectué en violation des \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>s définis\nci-dessus, elle pourra saisir dans les huit jours, l’autre partie signataire.\nElles s’emploieront à reconnaitre les faits et à apporter au cas litigieux\nune solution permettant au travailleur concerné d’obtenir réparation du\npréjudice subi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>V – ACTIVITES SYNDICALES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 13:\u003C\u002Fh3>\n\n\u003Cp>Pour faciliter l’exercice du droit syndical, et à condition que ces\nfacilités ne portent pas préjudice au fonctionnement des services, des\nautorisations d’absence rémunérées, non déductibles des \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\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>s payés\u003C\u002Fspan>,\nsont accordées dans la limite de 12 jours ouvrables par année civile en une\nou deux fois, délais de route non compris, à deux délégués ou deux\nmandataires par usine afin d’assister aux congrès statutaires et aux\nséminaires des organisations syndicales des travailleurs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 14:\u003C\u002Fh3>\n\n\u003Cp>La demande d’autorisation d’absence doit être déposée à la direction\ndix jours au moins avant la date prévue pour l’absence.\u003C\u002Fp>\n\n\u003Cp>Les demandes sont retenues dans l’ordre de leur dépôt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 15\u003C\u002Fh3>\n\n\u003Cp>Des panneaux d’affichage seront mis à la disposition des délégués du\npersonnel. Les communications ne pourront être affichées qu’après avoir\nété soumises au visa préalable de l’employeur, lequel aura la faculté de\ns’opposer à l’affichage si les dites communications ne revêt pas un\ncaractère strictement professionnel ou syndical.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VI - DELEGUES DU PERSONNEL, DELEGUE INTER-SYNDICAL\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 16:\u003C\u002Fh3>\n\n\u003Cp>Les conditions de désignation des délégués du personnel, et du\ndélégué intersyndicale, leurs attributions, ainsi que leur licenciement sont\ndéterminés par la législation en vigueur. Plus particulièrement, chaque\nusine élit ses propres délégués du personnel. L’élection de délégués\ndu personnel dans chaque usine se tient chaque année comme suit :\u003C\u002Fp>\n\n\u003Cp>-Usine d’Andraharo : courant Août ;\u003C\u002Fp>\n\n\u003Cp>-Usine d’Ankorondrano : courant Octobre.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 17:\u003C\u002Fh3>\n\n\u003Cp>Les délégués titulaires ont droit à 15 heures de permissions pour\naffaires syndicales par mois. Ils doivent remettre la demande 48 heures à\nl’avance et fournit une pièce justificative.\u003C\u002Fp>\n\n\u003Cp>Un cahier de fonction sera mis en place à cet effet.\u003C\u002Fp>\n\n\u003Cp>Toutefois, dans le cas d’empêchement du délégué titulaire, il pourrait\nêtre remplacé par le délégué suppléant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VII – RELATION DES DELEGUES AVEC LA DIRECTION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 18:\u003C\u002Fh3>\n\n\u003Cp>Les délégués de chaque usine tiennent, dans la mesure du possible, des\nréunions mensuelles avec la direction selon un calendrier établi comme suit\n:\u003C\u002Fp>\n\n\u003Cp>- Usine d’Andraharo: le premier vendredi\u003C\u002Fp>\n\n\u003Cp>- Usine d’Ankorondrano: Le deuxième vendredi\u003C\u002Fp>\n\n\u003Cp>Ces réunions mensuelles permettent d’aborder des sujets propres à chaque\nusine. Elles se tiennent suivant un ordre du jour préalablement arrêté entre\nles parties, sur convocation de la direction.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 19:\u003C\u002Fh3>\n\n\u003Cp>Une réunion conjointe des délégués des deux usines avec la direction est\négalement prévue chaque trimestre. Elle se substitue ainsi à la réunion\nmensuelle de chaque usine pour le mois concerné. Selon les nécessités et\nindépendamment des séances trimestrielles, les réunions mensuelles visées\nà l’article 18 peuvent être remplacées par des réunions conjointes. Dans\nle même ordre d’idées, des réunions spéciales et conjointes peuvent se\ntenir à la demande d’une des parties.\u003C\u002Fp>\n\n\u003Cp>Toutes réunion conjointe fait l’objet d’une convocation lancée par la\ndirection suivant un ordre du jour arrêté entre les parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 20:\u003C\u002Fh3>\n\n\u003Cp>Hormis les réunions prévues aux articles 18 et 19 qui précèdent, un\ncahier de communication est mis à la disposition des délégués du personnel\ndans chaque usine. Ce cahier leur permet de correspondre aves la direction pour\ntraiter des problèmes ponctuels et d’ordre général. Chaque correspondance\ny est établie en trois exemplaires et doit laisser une marge pour permettre à\nla direction de donner sa réponse. Après le nécessaire fait, chaque partie\nreçoit un exemplaire de cet échange de communication tandis que la souche\nreste dans le cahier.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VIII – DISCIPLINE GENERALE – FAUTE ET SANCTION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 21:\u003C\u002Fh3>\n\n\u003Cp>les employés doivent respect et obéissance à leurs Chefs. De leur coté,\nces derniers sont tenus de respecter, dans leur rapport avec leurs\nsubordonnés, les règles d’équité et de politesse. Une tenue correcte est\nexigée et le port de talons aiguilles est interdit à toute employée\ntravaillant directement dans les usines.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 22:\u003C\u002Fh3>\n\n\u003Cp>Le personnel est tenu de se conformer strictement aux ordres de service, aux\nprescriptions et consignes qui sont portées à sa connaissance par voie\nd’affichage exposée sur un panneau se trouvant dans l’usine.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 23:\u003C\u002Fh3>\n\n\u003Cp>Un conseil de discipline est créé en vue d’éclairer la direction sur\ntoutes décisions qu’elle doit prendre en matière de sanctions\ndisciplinaires. Son rôle est purement consultatif. Il siège à la demande\nd’une des parties (Direction ou délégués du personnel)\u003C\u002Fp>\n\n\u003Cp>Le conseil de discipline permet :\u003C\u002Fp>\n\n\u003Cp>-La protection du travailleur contre l’arbitraire (injustice social) quand\nsa situation est en jeu ;\u003C\u002Fp>\n\n\u003Cp>-La résolution des conflits dans le dialogue et la concertation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 24:\u003C\u002Fh3>\n\n\u003Cp>Sont justiciables du conseil de discipline, tous les travailleurs quel que\nsoit leur âge et leur \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> professionnelle, à l’exception de ceux\nsous \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> à l’essai.\u003C\u002Fp>\n\n\u003Cp>Le conseil de discipline comprend :\u003C\u002Fp>\n\n\u003Cp>-Un représentant de l’employeur désigné à cet effet par le Directeur\nGénéral ;\u003C\u002Fp>\n\n\u003Cp>-Un chef de service autre que le responsable direct du travailleur concerné\n;\u003C\u002Fp>\n\n\u003Cp>-Un représentant du personnel désigné par les délégués.\u003C\u002Fp>\n\n\u003Cp>La présidence du conseil de discipline est assurée par le représentant de\nl’employeur. Au cours de l’instruction de son cas, l’employé défaillant\npeut, pour le défendre, demander le service d’un délégué de son choix\nmais non membres du conseil de discipline. Ce défenseur ne participe pas aux\ndélibérations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 25:\u003C\u002Fh3>\n\n\u003Cp>Le conseil de discipline se réunit sur convocation de la direction dans les\nhuit jours qui suivent la faute commise pour examiner et étudier tous les\nrapports qui peuvent entrainer une sanction de second degré, à l’encontre\nd’un ou plusieurs travailleurs, à l’exception de toute récidive de faute\nqualifiée de premier degré et définie à l’article 26 suivant. Il est\ninformé des sanctions de premier degré.\u003C\u002Fp>\n\n\u003Cp>En cas de faute passible de sanction du second degré et en attendant la\ndécision finale de la direction qui tient compte de l’avis du conseil de\ndiscipline, l’employé concerné est immédiatement suspendu de ses\nfonctions. Si la décision finale de la Direction libère l’employé de cette\nsanction, il réintègre l’entreprise et la société lui paie les journées\nnon travaillées, à titre de dédommagement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 26:\u003C\u002Fh3>\n\n\u003Cp>les sanctions applicables sont de deux degrés :\u003C\u002Fp>\n\n\u003Cp>- Les sanctions du premier degré :\u003C\u002Fp>\n\n\u003Cp>* Le rappel à l’ordre par écrit\u003C\u002Fp>\n\n\u003Cp>* L’avertissement par écrit\u003C\u002Fp>\n\n\u003Cp>* Le blâme par écrit\u003C\u002Fp>\n\n\u003Cp>Sont notamment passibles de l’une des sanctions ci-dessus, sans que cette\nénumération soit limitative :\u003C\u002Fp>\n\n\u003Cp>-Le refus de se conformer aux prescriptions intéressant l’hygiène\ngénérale,\u003C\u002Fp>\n\n\u003Cp>-Le retard à l’arrivée\u003C\u002Fp>\n\n\u003Cp>-L’absence momentanée et injustifiée au poste de travail\u003C\u002Fp>\n\n\u003Cp>-Les atteintes aux bonnes mœurs\u003C\u002Fp>\n\n\u003Cp>-L’organisation de quêtes sans autorisation\u003C\u002Fp>\n\n\u003Cp>-Le fait de lire pendant les heures de travail\u003C\u002Fp>\n\n\u003Cp>-La distribution de convocations ou de tracts sans autorisation\u003C\u002Fp>\n\n\u003Cp>-Toute manœuvre tendant à perturber le bon fonctionnement du travail\u003C\u002Fp>\n\n\u003Cp>La direction se réserve cependant le droit d’appliquer ponctuellement la\nsanction de second degré si la gravité de ces fautes s’avère plus\naccentuée.\u003C\u002Fp>\n\n\u003Cp>- Les sanctions du second degré :\u003C\u002Fp>\n\n\u003Cp>* La mise à pied qui peut aller de 3 à 8 jours selon la gravité de la\nfaute\u003C\u002Fp>\n\n\u003Cp>* Le licenciement\u003C\u002Fp>\n\n\u003Cp>Sont notamment passibles de l’une des sanctions susvisées sans que cette\nénumération soit limitative :\u003C\u002Fp>\n\n\u003Cp>-Toute récidive de faute qualifiée de premier degré commise dans un\ndélai d’une année : aux termes du présent, la récidive est définie comme\nle fait de commettre de nouveau une faute passible de sanction de premier\ndegré après avoir encouru la série consécutive de sanctions suivantes\ndurant la même année :\u003C\u002Fp>\n\n\u003Cp>•2 rappels à l’ordre par écrit\u003C\u002Fp>\n\n\u003Cp>•2 avertissements par écrit\u003C\u002Fp>\n\n\u003Cp>•2 blâmes par écrit\u003C\u002Fp>\n\n\u003Cp>-Les atteintes au droit ou à la liberté syndicale\u003C\u002Fp>\n\n\u003Cp>-Les absences irrégulières\u003C\u002Fp>\n\n\u003Cp>-L’insubordination ou manque de respect caractérisé envers le personnel\ndirigeant\u003C\u002Fp>\n\n\u003Cp>-Les insultes et menaces\u003C\u002Fp>\n\n\u003Cp>-L’incitation des autres membres du personnel à la désobéissance\u003C\u002Fp>\n\n\u003Cp>-La rixe dans l’entreprise\u003C\u002Fp>\n\n\u003Cp>-La fraude dans les services de contrôle\u003C\u002Fp>\n\n\u003Cp>-Le vol ou l’abus de confiance au préjudice des autres travailleurs\u003C\u002Fp>\n\n\u003Cp>-L’introduction dans l’établissement de toutes marchandises pour y\nêtre vendues\u003C\u002Fp>\n\n\u003Cp>-La communication à des tiers des renseignements sur les installations ou\nprocédés de fabrication\u003C\u002Fp>\n\n\u003Cp>-Le refus de se conformer aux prescriptions de sécurité du personnel\u003C\u002Fp>\n\n\u003Cp>-L’état d’ivresse\u003C\u002Fp>\n\n\u003Cp>-Le fait de manger sur le lieu du travail\u003C\u002Fp>\n\n\u003Cp>-Le détournement d’objets, outils ou instruments de l’entreprise\u003C\u002Fp>\n\n\u003Cp>-Les voies de faits\u003C\u002Fp>\n\n\u003Cp>-Le refus d’assumer les responsabilités relatives aux attributions\nnormales du poste de travail\u003C\u002Fp>\n\n\u003Cp>-La détérioration manifeste des appareils et le gaspillage de matières\nlorsque cela resulte d’un acte volontaire ou d’une négligence grave.\u003C\u002Fp>\n\n\u003Cp>-Le fait de lacérer notes, affiches ou autres documents apposés par la\ndirection ou ses préposés\u003C\u002Fp>\n\n\u003Cp>-L’introduction de liqueurs et spiritueux dans l’entreprise\u003C\u002Fp>\n\n\u003Cp>-Le fait de dormir pendant les heures de travail\u003C\u002Fp>\n\n\u003Cp>-La réduction volontaire de la production\u003C\u002Fp>\n\n\u003Cp>-L’introduction sans autorisation des personnes étrangères dans les\nusines\u003C\u002Fp>\n\n\u003Cp>-Le fait de pénétrer dans les locaux de la société, en dehors des heures\nde travail (à l’exception du jour de paie), sans être autorisé par un chef\nde service.\u003C\u002Fp>\n\n\u003Cp>Pour toutes les fautes reliées au temps de travail (absence, retard), les\nsanctions appliquées, que ce soit du premier ou du second degré peuvent être\nassorties du non paiement des salaires correspondant au temps perdu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 27:\u003C\u002Fh3>\n\n\u003Cp>Les sanctions du premier degré sont prononcées par la direction, après\nque l’intéressé ait fourni des explications. Il n’empêche que les\ndélégués peuvent approcher la direction pour apporter de plus amples\nin\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>s s’ils jugent que cela peut améliorer le sort de l’employé\nsanctionné.\u003C\u002Fp>\n\n\u003Cp>Les sanctions du second degré, autres que les cas de récidive définie à\nl’article 26, sont prononcées par la direction après avis du conseil de\ndiscipline au cas ou ce dernier est appelé à intervenir. Tout comme dans le\ncas des sanctions du premier degré, les délégués peuvent également\nintervenir auprès de la direction s’il y a lieu d’apporter des éléments\nnouveaux pouvant plaider en faveur de l’employé sanctionné.\u003C\u002Fp>\n\n\u003Cp>Toutes les sanctions du premier ou de second degré n’ayant pas eu de\nrécidive dans un délai de UN AN sont considérées comme nulles et ne peuvent\nen aucun cas influer sur les mesures disciplinaires que le travailleur peut\nencourir ultérieurement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>IX – LES CONDITIONS GENERALES DU TRAVAIL\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 28:\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">La durée légale de travail est de 40 \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 semaine\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s. Les heures\neffectuées au-delà de la durée légale de travail donneront lieu à une\nmajoration de salaire définie à l’article 29.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 29:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetypeperiod\" class=\"cbaClause\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause\">\u003Cp>Majoration des \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\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 wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">heures supplémentaires\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> :\u003C\u002Fp>\n\n\u003Cp>- 30% pour les 8 premières \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\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 wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">heures supplémentaires\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>- 50% pour chacune des heures suivantes\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">- 100% pour les heures de \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\">dimanche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et \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\">jours fériés\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">Les heures de nuit seront majorées conformément à la législation en\nvigueur. Est réputé \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\">travail de nuit\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> le travail effectué entre vingt deux\nheures et cinq heures.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 30:\u003C\u002Fh3>\n\n\u003Cp>Le personnel bénéficie généralement d’une cantine entièrement à la\ncharge de la société à raison d’un \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\">repas\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> par jour servi à l’heure du\nmidi, sur présentation de jeton préalablement distribué.\u003C\u002Fp>\n\n\u003Cp>Le jeton pour \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\">repas\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> est octroyé à tout employé effectuant des heures\nnormales pendant la durée légale du travail et justifiant de plus de 4 heures\nde présence par journée.\u003C\u002Fp>\n\n\u003Cp>Indépendamment des deux alinéas qui précèdent, une indemnité de \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\">repas\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nest attribuée à chaque employé appelé à travailler :\u003C\u002Fp>\n\n\u003Cp>-D’une manière continue pendant une journée allant jusqu’à 20 heures\n;\u003C\u002Fp>\n\n\u003Cp>-La nuit : les heures de nuits équivalent à celles définies à\nl’article 29.\u003C\u002Fp>\n\n\u003Cp>Le montant de l’indemnité de \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\">repas\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> est égal au cout d’un \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\">repas\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> servi\nà la cantine.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 31:\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">L’\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> d’un travailleur est précédée d’une période d’essai\nqui ne peut dépasser 6 mois. Cette période d’essai peut être\néventuellement renouvelée d’une durée égale à la première période,\nsous réserve que la lettre signifiant le renouvellement soit transmise à\nl’intéressé le dernier jour au plus tard de l’expiration de cette\npremière période.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 32:\u003C\u002Fh3>\n\n\u003Cp>Le \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> n’est considéré comme définitivement conclu\nqu’à la fin de la période d’essai, à l’issue de laquelle la direction\nnotifiera à l’intéressé s’il est confirmé ou non dans son emploi, la\n\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> professionnelle et le salaire y afférent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 33:\u003C\u002Fh3>\n\n\u003Cp>Tout salarié en vue de son \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>, fera obligatoirement l’objet, avant\nle début de la période d’essai, d’un examen médical dans les conditions\nprévues par les dispositions légales en vigueur. En outre, il doit produire,\nau plus tard 15 jours après l’\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>, un casier judiciaire, bulletin N°\n3, de moins de 3 mois. Ce document conditionne la poursuite de son contrat à\nl’essai.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 34:\u003C\u002Fh3>\n\n\u003Cp>Pendant la période d’essai, chacune des deux parties signataires a la\nfaculté sans être tenue d’en fournir les raisons, de résilier le contrat\nsans indemnité ni préavis, à l’exception toutefois du versement par\nl’employeur de l’indemnité compensatrice de \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>, calculée au prorata\ndu temps de travail effectif.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 35:\u003C\u002Fh3>\n\n\u003Cp>En cas de vacance de poste et dans la mesure du possible, la direction fera\nappel en priorité aux travailleurs en service au sein de la société. Le\npostulant sera soumis à l’essai tout en restant à la \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>\nprofessionnelle ou il se trouve. Une indemnité de démarquage lui est\ncependant attribuée durant la période d’essai. Cette indemnité correspond\nà la différence entre le salaire du poste d’essai été celui de son ancien\nposte.\u003C\u002Fp>\n\n\u003Cp>Si l’essai ne s’avère pas satisfaisant, l’employé réintègrera son\nancien poste d’essai et perdra le bénéfice de l’indemnité de\ndémarquage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>X – MODIFICATION DU \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\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 36:\u003C\u002Fh3>\n\n\u003Cp>La direction pourra, en cas de nécessité, affecter momentanément un\nsalarié à un travail correspondant à une \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> inférieure à celle de\nson emploi habituel. Dans ce cas, ce salarié conservera le salaire de son\nprécédent emploi pendant la période de mutation qui n’excédera pas 6\nmois.\u003C\u002Fp>\n\n\u003Ch3>Article 37:\u003C\u002Fh3>\n\n\u003Cp>La mutation ou changement temporaire ne sera prononcée qu’en cas de\nnécessité de service. Si l’affectation provi\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>e ouvre droit à un salaire\nsupérieur à celui de l’emploi normal de l’employé, celui-ci percevra,\nsous forme d’indemnité, la différence entre son salaire et celui\ncorrespondant à sa nouvelle affectation provi\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>e.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XI – \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> PROFESSIONNELLE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 38:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-trainingfund\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-apprenticeships\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Cp>\u003C\u002Fp>\u003Cp>La \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> professionnelle est assurée, soit par l’\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>\neffectué dans les conditions prévues par le code de travail, soit par le\nperfectionnement en usine des salariés de l’entreprise.\u003C\u002Fp>\n\n\u003Cp>Dans la mesure du possible, toutes les facilités seront accordées aux\nintéressés pour leur permettre de compléter leur \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>\nprofessionnelle.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>XII – \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> PROFESSIONNELLE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 39:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">Chaque poste existant au sein de l’entreprise est classé et doté de\n\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> professionnelle avec indice \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> et \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> correspondant au\ntravail effectué, conformément à la réglementation en vigueur.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 40:\u003C\u002Fh3>\n\n\u003Cp>Le salaire de chaque travailleur est déterminé en fonction de l’emploi\nqui lui est attribué dans l’entreprise. Le passage d’indice s’effectue\njusqu’à la limite de l’indice de plafond de la \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> correspondant au\nposte de travail concerné, conformément aux dispositions légales en\nvigueur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 41:\u003C\u002Fh3>\n\n\u003Cp>Les \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>s professionnelles, indices et salaires ainsi que leur\nrépartition dans les différentes sections sont définis sur la base des\néléments figurant en annexe de la présente Convention.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XIII – PRIMES\u003C\u002Fh2>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 42: Prime d’assiduité\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-hardshipallowanceamount1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hardshipallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-HARDSHIP_trigger\" class=\"cbaClause highlight\">\u003Cp>Tout membre du personnel ayant travaillé sans interruption dans le mois\nbénéficie d’une prime d’assiduité. Cette prime est payée le mois\nsuivant celui ou aucune interruption n’a été constatée.\u003C\u002Fp>\n\n\u003Cp>Au terme du présent article, sont considérée comme mois sans\ninterruption, la présence effective pendant la durée légale de travail et\ndurant les \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\">horaire\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s fixés pour effectuer des \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\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 wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">heures supplémentaires\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>Le montant de la prime d’assiduité est actuellement fixé à 5 000 FMG\npar mois. Il peut être augmenté par une simple note se service émanant de la\nDirection Générale.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 43 : Prime de fin d’année\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-ONCERISE_trigger\" class=\"cbaClause highlight\">\u003Cp>Une prime de fin d’année est allouée à tout membre du personnel\nconfirmé à la date du 15 décembre de chaque année. Cette prime est\ndéterminée de la façon suivante :\u003C\u002Fp>\n\n\u003Cp>-Elle est assise sur le onzième des salaires bruts de janvier à novembre\nde l’année en cours : le salaire brut s’entend dans ce cadre, le salaire\nde base avec tous les compléments et acces\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>es de salaire (heures\nsupplémentaires, bonus, primes) à l’exclusion des allocations de \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\u002Fp>\n\n\u003Cp>-A cette assiette est appliqué un pourcentage de quantum fixé annuellement\npar la direction générale et notifié au personnel par voie d’affichage\navant chaque 10 décembre.\u003C\u002Fp>\n\n\u003Cp>-Une fois le quantum déterminé :\u003C\u002Fp>\n\n\u003Cp>* Des minorations sont opérées sur les primes dont les titulaires ont pu\nencourir des sanctions durant les 12 derniers mois précédant leur paiement.\nLes montants de ces minorations sont établis comme suit par rapport au montant\ndu quantum :\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>SANCTIONS\u003C\u002Ftd>\n      \u003Ctd>MINORATION\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Rappel à l’ordre\u003C\u002Ftd>\n      \u003Ctd>néant\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Avertissement\u003C\u002Ftd>\n      \u003Ctd>10% par avertissement\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Blâme\u003C\u002Ftd>\n      \u003Ctd>25% par blâme\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Mise à pied\u003C\u002Ftd>\n      \u003Ctd>100%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>*Le montant restant à l’issue de l’application des minorations est\nreparti proportionnellement entre les employés n’ayant subi aucune sanction\nau cours des 11 mois précédant le paiement des primes, en guise de majoration\npour récompenser leur bonne conduite.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XIV – \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>S, SOINS MEDICAUX\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 44:\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>Les mesures médicales prescrites par la législation en vigueur sont\nassurées par l’AMIT à la quelle la société est affiliée.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 45:\u003C\u002Fh3>\n\n\u003Cp>Les absences justifiées par l’\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\">incapacité\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> résultant de \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>s dûment\nreconnues, ne constituent pas une rupture de contrat.\u003C\u002Fp>\n\n\u003Cp>Pour jouir du privilège de cette allocation, l’employé est tenu de\nprésenter des pièces justificatives délivrées par l’hôpital et dument\nvisées par l’AMIT.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 47:\u003C\u002Fh3>\n\n\u003Cp>Dans la limite de 6 mois à compter du premier jour d’absence, le\ntravailleur déclaré « APTE » par l’AMIT, reprend de plein droit son poste\nde travail et garde ses avantages acquis avant sa \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\u002Fp>\n\n\u003Cp>Au cas ou l’employé ne pourrait reprendre son poste, l’employeur doit\nrechercher, s’il ne peut être reclassé dans un autre emploi. Il percevra\nalors la rémunération correspondant à son nouvel emploi, sans pouvoir se\nprévaloir des avantages acquis dans son précédent emploi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XV – DECES DU TRAVAILLEUR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 48:\u003C\u002Fh3>\n\n\u003Cp>En cas de décès d’un travailleur en activité, les salaires de présence\nainsi que les indemnités de toute nature acquis à la date du décès\nreviennent de plein droit à ses ayants-droits sur présentation d’une pièce\njustificative.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 49:\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>Outre les droits énumérés à l’article 48 qui précède, la société\nverse aux ayants-droits à titre de participation aux funérailles, la somme\nforfaitaire de :\u003C\u002Fp>\n\n\u003Cp>100 000 FMG si l’employé décédé avait mois de cinq ans d’ancienneté\ndans l’entreprise\u003C\u002Fp>\n\n\u003Cp>300 000 FMG si l’employé décédé avait cinq ans et plus d’ancienneté\ndans l’entreprise\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XVI – HYGIENE ET SECURITE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 50:\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>L’employeur est tenu d’appliquer les dispositions légales et\nréglementaires en vigueur relatives à l’hygiène et à la sécurité dans\nle travail.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 51:\u003C\u002Fh3>\n\n\u003Cp>Une dotation annuelle de tenue de travail est faite par la société à tous\nles travailleurs qui en bénéficient.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XVII – \u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\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\">CONGE\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>S PAYES\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 52:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">Les \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>s annuels sont réglés par la législation en vigueur.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 53:\u003C\u002Fh3>\n\n\u003Cp>La société peut procéder à une fermeture périodique qui permet au\ntravailleurs de jouir d’un \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> collectif à déduire sur leur droit de\n\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> payé.\u003C\u002Fp>\n\n\u003Cp>La date effective de \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>s collectifs est fixée annuellement par la\ndirection. Elle est notifiée à l’avance par voie d’affichage.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 54:\u003C\u002Fh3>\n\n\u003Cp>Le reliquat du droit de \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> annuel, après déduction du \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>\ncollectif, peut être pris au gré de chaque travailleur. Pour ce faire et sauf\ncas de force majeure, une demande doit être déposée suffisamment à\nl’avance afin de permettre aux responsables de prendre les dispositions\nnécessaires pour éviter toute perturbation dans le fonctionnement du travail.\nL’approbation ou le rejet est notifié au demandeur.\u003C\u002Fp>\n\n\u003Cp>Il est possible de prendre une fraction de \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> de moins de 7 jours. Dans\nce cas, chaque journée ouvrable est décomptée pour 1.4 jour, sauf s’il\ns’agit de \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> demandé pour une raison d’hospitalisation d’un membre\nde la \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> du travailleur (conjoint ou enfant légitime) ou chaque journée\nest décomptée comme telle. Une demi-journée de \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> est également\ndécomptée comme telle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XVIII – PERMISSIONS EXCEPTIONNELLES POUR \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\">EVENEMENTS FAMILIAUX\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 55:\u003C\u002Fh3>\n\n\u003Cp>Des permissions exceptionnelles pour \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\">évènements familiaux\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> sont accordés\naux travailleurs, sans retenue de salaire, sur présentation de pièces\njustificatives à remettre au service responsable du personnel, au plus tard à\nla reprise du travail et dans la limite de 10 jours par an dans les conditions\nsuivantes :\u003C\u002Fp>\n\n\u003Cp>A – MARIAGE\u003C\u002Fp>\n\n\u003Cp>Du travailleur : 3 jours\u003C\u002Fp>\n\n\u003Cp>Pièces justificative : bulletin de mariage.\u003C\u002Fp>\n\n\u003Cp>B – DECES\u003C\u002Fp>\n\n\u003Cp>Conjoint légitime\u002Fenfant légitime : 3 jours\u003C\u002Fp>\n\n\u003Cp>Père ou mère du travailleur ou de son conjoint légitime : 1 jour\u003C\u002Fp>\n\n\u003Cp>Pièces justificatives : bulletin de décès\u003C\u002Fp>\n\n\u003Cp>C – NAISSANCE\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">Enfant légitime : (\u003Cspan data-original-title=\"Work & Family Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword work-family-arrangements\">\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> de paternité\u003C\u002Fspan>) 3 jours\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Pièce justificative : certificat d’accouchement ou bulletin de\nnaissance\u003C\u002Fp>\n\n\u003Cp>D – EXHUMATION\u003C\u002Fp>\n\n\u003Cp>Conjoint légitime\u002F enfant légitime\u002F père\u002F mère\u002F frère\u002F sœur du\ntravailleur : 1 jour\u003C\u002Fp>\n\n\u003Cp>Pièce justificatives : autorisation administrative (permis d’exhumer) et\ntout acte pouvant justifier les liens de parenté pour le père, la mère, le\nfrère ou la sœur.\u003C\u002Fp>\n\n\u003Cp>A l’exception des cas de décès ou de naissance, toute demande de\npermission doit être déposée au moins 8 jours à l’avance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 56:\u003C\u002Fh3>\n\n\u003Cp>Tout membre du personnel qui aura dépassé, sauf cas de force majeure, la\ndurée de son \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> ou de sa permission, sera considéré comme ayant rompu,\nde son fait, le \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\u002Fp>\n\n\u003Cp>Toutefois, si dans un délai de 8 jours après la date théorique de reprise\nde travail, le permissionnaire régularise sa situation, son contrat ne sera\npas rompu, mais il ne pourra prétendre à aucune rémunération pendant\nl’absence irrégulière, sous réserve des sanctions prévues à l’article\n26.\u003C\u002Fp>\n\n\u003Ch2>XIX – LICENCIEMENT\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 57:\u003C\u002Fh3>\n\n\u003Cp>La procédure de licenciement individuel respectera les prescriptions de la\nlégislation en vigueur\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 58:\u003C\u002Fh3>\n\n\u003Cp>Dans l’éventualité de licenciement pour compression du personnel,\nl’avis de l’Inspecteur du travail sera demandée au préalable.\u003C\u002Fp>\n\n\u003Cp>La liste du personnel licencié sera établie en accord avec les délégués\ndu personnel, en tenant compte, par \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>, de l’ancienneté, de la\nvaleur professionnelle et des charges de \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\u002Fp>\n\n\u003Cp>La réintégration éventuelle du personnel ainsi licencié sera établie\nsuivant l’ordre inverse du licenciement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 59:\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">Tout travailleur licencié pour compression de personnel bénéficie d’une\n\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> calculée à raison de dix jours de salaires par\nannée complète de service, dans la limite de six mois de salaire. Cette\nindemnité est calculée sur la base de salaire perçu lors du licenciement,\ncomte tenu de touts les avantages n’ayant pas le caractère de remboursement\nde frais. Elle ne se confond pas ni avec l’indemnité de préavis, ni avec\nles dommages-intérêts pour licenciement abusif, ni avec l’indemnité\ncompensatrice de \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> payé.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 60:\u003C\u002Fh3>\n\n\u003Cp>Les conditions et la durée de préavis demeurent soumises à la\nréglementation en vigueur\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 61:\u003C\u002Fh3>\n\n\u003Cp>Pendant la durée du préavis, l’employeur et le travailleur sont tenus\naux respects de toutes les obligations réciproques qui leur incombent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 62:\u003C\u002Fh3>\n\n\u003Cp>En vue de la recherche d’un autre emploi, le travailleur bénéficiera,\npendant la durée du préavis d’un jour de liberté par semaine, pris à son\nchoix, globalement ou heure par heure, payé à plein salaire.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 63:\u003C\u002Fh3>\n\n\u003Cp>Le travailleur licencié qui trouve un emploi durant la période de\npréavis, peut quitter immédiatement son employeur. Dans ce cas, l’employeur\net l’employé sont dégagés des obligations de préavis restant à courir\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 64:\u003C\u002Fh3>\n\n\u003Cp>En cas de faute grave de l’une des parties, le contrat peut être\nimmédiatement rompu, sans que la victime de la faute soit tenue d’observer\nle préavis (licenciement sans préavis). Dans tous les cas, l’auteur de la\nfaute conserve le droit de faire apprécier la faute par juridiction\ncompétente.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XX – TRAVAIL DES FEMMES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 65:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Il est interdis de licencier la femme en état de \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\">grossesse\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, sauf en cas de\nfaute grave. La femme en état de \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\">grossesse\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> médicalement constatée pourrait\ndémissionner sans préavis et sans avoir de ce fait, à payer une indemnité\nde rupture.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 66:\u003C\u002Fh3>\n\n\u003Cp>Si à la suite d’une \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> attesté par un certificat médical\nrésultant de la \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\">grossesse\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ou des accouchements, la femme était dans\nl’\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\">incapacité\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de reprendre son travail, c'est-à-dire son absence se\nprolongeait au-delà de la durée fixé par l’article 70 de la présente\nconvention, elle bénéficie des dispositions du code de travail relatif à la\nsuspension du \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> pour \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\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 67:\u003C\u002Fh3>\n\n\u003Cp>Les femmes \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\">enceinte\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s sont payées au taux de leur salaire effectif pendant\nle temps passé aux consultations préalables obligatoires.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 68:\u003C\u002Fh3>\n\n\u003Cp>En cas de changement d’emploi, du fait de son état de \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\">grossesse\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>,\nl’intéressée conserve au moins, dans son nouveau poste, le salaire de base\nafférent à la \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> qu’elle occupait avant sa mutation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 69:\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-jobsecuritymothers\" class=\"cbaClause highlight\">\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">A l’ occasion de son accouchement, toute employée a le droit de suspendre\nson travail pendant quatre vingt dix huit jours (98). Cette suspension peut\nêtre prolongée de 3 semaines en cas de \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> dûment constatée et\nrésultant de la \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\">grossesse\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ou des couches. Elle ne peut être considérée\ncomme une cause de rupture du \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\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Pendant cette période, l’employeur ne peut lui donner \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\u002Fp>\n\n\u003Cp>En aucun cas, la suspension pour raison d’accouchement ne peut être\nconfondue ou diluée au \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> payé. L’employeur ne pourra pas prétendre à\nla permission prévue à l’article 56 concernant la naissance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 70:\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Cp>Les droits de la femme durant la période de suspension de travail pour\naccouchement sont conformes aux dispositions légales en vigueur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 71:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-nursingmothers\" class=\"cbaClause highlight\">La mère a droit a des repos pour \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> pendant une période de quinze\nmois à compter de la naissance de l’enfant. La durée de ces repos qui sont\npayés comme temps de travail, ne peut dépasser une heure par journée de\ntravail. La direction se réserve le droit d’exiger en tout temps un\ncertificat de vie et \u002F ou un certificat médical pour le bébé.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XXI – RETRAITE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 72:\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">\u003Cp>L’âge de mise à la retraite est fixé à :\u003C\u002Fp>\n\n\u003Cp>- 55 ans pou les femmes\u003C\u002Fp>\n\n\u003Cp>- 60 ans pour les hommes\u003C\u002Fp>\n\n\u003Cp>Sauf demande de départ prématuré présenté par l’intéressé par\nécrit, 3 mois avant sa mise à la retraite.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\n\n            \n            \n            \n            ",{"hardshipallowancetype":42,"contracttrialperiod":46,"pensionfund":50,"ONCERISE_trigger":54,"hourspweek_select":58,"equalityotherclause":62,"HARDSHIP_trigger":66,"funeralpay":68,"trainingfund":72,"paidmaternityleaveduration":76,"nursingmothers":80,"jobclassifaction1":84,"healthcareaccess":88,"apprenticeships":92,"SUNDAY_trigger":94,"sundayallowancetype":98,"healthandsafetypolicy":100,"overtimeallowanceperc1":104,"hourspweek":108,"contracttrial":110,"schedulesrestpw":112,"hardshipallowanceamount1":114,"SCHEDULE_trigger":116,"paidpaternityleave":118,"jobsecuritymothers":122,"NOCTPREM_trigger":124,"sundayallowanceperc1":128,"contractseverancepay1":130,"overtimeallowancetype":134,"overtimeallowancetypeperiod":136,"trainingprogrammes":138,"paidmaternityleave":140,"discrimination":142,"contractseverancepay":146,"PAIDLEAV_trigger":148,"paidpaternityleaveduration":152},{"bindId":43,"name":44,"text":45},"hardshipallowancetype","Tout membre du personnel ayant travaillé","Tout membre du personnel ayant travaillé sans interruption dans le mois\nbénéficie d’une prime d’assiduité. Cette prime est payée le mois\nsuivant celui ou aucune interruption n’a été constatée.\n\nAu terme du présent article, sont considérée comme mois sans\ninterruption, la présence effective pendant la durée légale de travail et\ndurant les horaires fixés pour effectuer des heures supplémentaires.\n\nLe montant de la prime d’assiduité est actuellement fixé à 5 000 FMG\npar mois. Il peut être augmenté par une simple note se service émanant de la\nDirection Générale.",{"bindId":47,"name":48,"text":49},"contracttrialperiod","L’embauche d’un travailleur est précédée","L’embauche d’un travailleur est précédée d’une période d’essai\nqui ne peut dépasser 6 mois. Cette période d’essai peut être\néventuellement renouvelée d’une durée égale à la première période,\nsous réserve que la lettre signifiant le renouvellement soit transmise à\nl’intéressé le dernier jour au plus tard de l’expiration de cette\npremière période.",{"bindId":51,"name":52,"text":53},"pensionfund","L’âge de mise à la retraite est fixé à :","L’âge de mise à la retraite est fixé à :\n\n- 55 ans pou les femmes\n\n- 60 ans pour les hommes\n\nSauf demande de départ prématuré présenté par l’intéressé par\nécrit, 3 mois avant sa mise à la retraite.",{"bindId":55,"name":56,"text":57},"ONCERISE_trigger","Une prime de fin d’année est allouée à t","Une prime de fin d’année est allouée à tout membre du personnel\nconfirmé à la date du 15 décembre de chaque année. Cette prime est\ndéterminée de la façon suivante :\n\n-Elle est assise sur le onzième des salaires bruts de janvier à novembre\nde l’année en cours : le salaire brut s’entend dans ce cadre, le salaire\nde base avec tous les compléments et accessoires de salaire (heures\nsupplémentaires, bonus, primes) à l’exclusion des allocations de congé.\n\n-A cette assiette est appliqué un pourcentage de quantum fixé annuellement\npar la direction générale et notifié au personnel par voie d’affichage\navant chaque 10 décembre.\n\n-Une fois le quantum déterminé :\n\n* Des minorations sont opérées sur les primes dont les titulaires ont pu\nencourir des sanctions durant les 12 derniers mois précédant leur paiement.\nLes montants de ces minorations sont établis comme suit par rapport au montant\ndu quantum :\n\n\n  \n  \n  \n  \n    \n      SANCTIONS\n      MINORATION\n    \n    \n      Rappel à l’ordre\n      néant\n    \n    \n      Avertissement\n      10% par avertissement\n    \n    \n      Blâme\n      25% par blâme\n    \n    \n      Mise à pied\n      100%\n    \n  \n\n\n\n\n*Le montant restant à l’issue de l’application des minorations est\nreparti proportionnellement entre les employés n’ayant subi aucune sanction\nau cours des 11 mois précédant le paiement des primes, en guise de majoration\npour récompenser leur bonne conduite.",{"bindId":59,"name":60,"text":61},"hourspweek_select","La durée légale de travail est de 40 heu","La durée légale de travail est de 40 heures par semaines. Les heures\neffectuées au-delà de la durée légale de travail donneront lieu à une\nmajoration de salaire définie à l’article 29.",{"bindId":63,"name":64,"text":65},"equalityotherclause","Les droits de la femme durant la période","Les droits de la femme durant la période de suspension de travail pour\naccouchement sont conformes aux dispositions légales en vigueur.",{"bindId":67,"name":44,"text":45},"HARDSHIP_trigger",{"bindId":69,"name":70,"text":71},"funeralpay","Outre les droits énumérés à l’article 48","Outre les droits énumérés à l’article 48 qui précède, la société\nverse aux ayants-droits à titre de participation aux funérailles, la somme\nforfaitaire de :\n\n100 000 FMG si l’employé décédé avait mois de cinq ans d’ancienneté\ndans l’entreprise\n\n300 000 FMG si l’employé décédé avait cinq ans et plus d’ancienneté\ndans l’entreprise",{"bindId":73,"name":74,"text":75},"trainingfund","La formation professionnelle est assurée","La formation professionnelle est assurée, soit par l’apprentissage\neffectué dans les conditions prévues par le code de travail, soit par le\nperfectionnement en usine des salariés de l’entreprise.\n\nDans la mesure du possible, toutes les facilités seront accordées aux\nintéressés pour leur permettre de compléter leur formation\nprofessionnelle.",{"bindId":77,"name":78,"text":79},"paidmaternityleaveduration","A l’ occasion de son accouchement, toute","A l’ occasion de son accouchement, toute employée a le droit de suspendre\nson travail pendant quatre vingt dix huit jours (98). Cette suspension peut\nêtre prolongée de 3 semaines en cas de maladie dûment constatée et\nrésultant de la grossesse ou des couches. Elle ne peut être considérée\ncomme une cause de rupture du contrat de travail.",{"bindId":81,"name":82,"text":83},"nursingmothers","La mère a droit a des repos pour allaite","La mère a droit a des repos pour allaitement pendant une période de quinze\nmois à compter de la naissance de l’enfant. La durée de ces repos qui sont\npayés comme temps de travail, ne peut dépasser une heure par journée de\ntravail. La direction se réserve le droit d’exiger en tout temps un\ncertificat de vie et \u002F ou un certificat médical pour le bébé.",{"bindId":85,"name":86,"text":87},"jobclassifaction1","Chaque poste existant au sein de l’entre","Chaque poste existant au sein de l’entreprise est classé et doté de\ncatégorie professionnelle avec indice minimum et maximum correspondant au\ntravail effectué, conformément à la réglementation en vigueur.",{"bindId":89,"name":90,"text":91},"healthcareaccess","Les mesures médicales prescrites par la ","Les mesures médicales prescrites par la législation en vigueur sont\nassurées par l’AMIT à la quelle la société est affiliée.",{"bindId":93,"name":74,"text":75},"apprenticeships",{"bindId":95,"name":96,"text":97},"SUNDAY_trigger","- 100% pour les heures de dimanche et jo","- 100% pour les heures de dimanche et jours fériés.",{"bindId":99,"name":96,"text":97},"sundayallowancetype",{"bindId":101,"name":102,"text":103},"healthandsafetypolicy","L’employeur est tenu d’appliquer les dis","L’employeur est tenu d’appliquer les dispositions légales et\nréglementaires en vigueur relatives à l’hygiène et à la sécurité dans\nle travail.",{"bindId":105,"name":106,"text":107},"overtimeallowanceperc1","Majoration des heures supplémentaires : ","Majoration des heures supplémentaires :\n\n- 30% pour les 8 premières heures supplémentaires\n\n- 50% pour chacune des heures suivantes",{"bindId":109,"name":60,"text":61},"hourspweek",{"bindId":111,"name":48,"text":49},"contracttrial",{"bindId":113,"name":96,"text":97},"schedulesrestpw",{"bindId":115,"name":44,"text":45},"hardshipallowanceamount1",{"bindId":117,"name":96,"text":97},"SCHEDULE_trigger",{"bindId":119,"name":120,"text":121},"paidpaternityleave","Enfant légitime : (congé de paternité) 3","Enfant légitime : (congé de paternité) 3 jours",{"bindId":123,"name":78,"text":79},"jobsecuritymothers",{"bindId":125,"name":126,"text":127},"NOCTPREM_trigger","Les heures de nuit seront majorées confo","Les heures de nuit seront majorées conformément à la législation en\nvigueur. Est réputé travail de nuit le travail effectué entre vingt deux\nheures et cinq heures.",{"bindId":129,"name":96,"text":97},"sundayallowanceperc1",{"bindId":131,"name":132,"text":133},"contractseverancepay1","Tout travailleur licencié pour compressi","Tout travailleur licencié pour compression de personnel bénéficie d’une\nindemnité de licenciement calculée à raison de dix jours de salaires par\nannée complète de service, dans la limite de six mois de salaire. Cette\nindemnité est calculée sur la base de salaire perçu lors du licenciement,\ncomte tenu de touts les avantages n’ayant pas le caractère de remboursement\nde frais. Elle ne se confond pas ni avec l’indemnité de préavis, ni avec\nles dommages-intérêts pour licenciement abusif, ni avec l’indemnité\ncompensatrice de congé payé.",{"bindId":135,"name":106,"text":107},"overtimeallowancetype",{"bindId":137,"name":106,"text":107},"overtimeallowancetypeperiod",{"bindId":139,"name":74,"text":75},"trainingprogrammes",{"bindId":141,"name":78,"text":79},"paidmaternityleave",{"bindId":143,"name":144,"text":145},"discrimination","La présente convention règle les rapport","La présente convention règle les rapports entre la Société FLOREAL\nMADAGASCAR S.A et son personnel, quel que soit le lieu de service à\nMadagascar, sans distinction de sexe, d’origine, d’appartenance politique,\nsyndicale ou religieuse.",{"bindId":147,"name":132,"text":133},"contractseverancepay",{"bindId":149,"name":150,"text":151},"PAIDLEAV_trigger","Les congés annuels sont réglés par la lé","Les congés annuels sont réglés par la législation en vigueur.",{"bindId":153,"name":120,"text":121},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Convention Collective FLOREAL Madagascar -\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n            \n                \u003Cdiv id=\"display-start_date\">Date de prise d'effet: → Pas spécifiée\u003C\u002Fdiv>\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\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nom de l'industrie: → Industrie manufacturière\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nom de l'industrie: → Industrie de l'habillement  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Secteur privé \u002F publique: → Dans le secteur privé\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Signée par:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Nom de l'entreprise: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Noms des syndicats: → \n\n                \n                    \n                    \u003Cspan>\n                        \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: → Oui\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: → Oui\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">L'employeur contribue à la caisse de formation des travailleurs: → Oui\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: → Not specified %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Dispositions concernant le retour au travail après une longue maladie, par exemple traitement du cancer: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Congés payé pour menstruation: → Non\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Paie en cas d'incapacité résultant d'accident professionnel: → Oui\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SANTE' ET SECURITE' AU TRAVAIL ET AIDE MEDICALE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Aide médicale convenue: → Oui\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Aide medicale pour la famille du travailleur: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution à l'assurance santé convenue: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Assurance santé convenue pour la famille du travailleur: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Politique de santé et sécurité convenue: → Oui\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Formation sur santé et sécurité convenue: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Vêtements de protection fournis: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Checkup ou visites médicales régulières ou annuelles offertes par l'employeur: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Contrôle de sollicitation musculo-squelettique des postes de travail, risques professionnels et\u002Fou relation entre travail et santé : → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Aide pour les obsèques: → 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: → Oui\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            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Congé de paternité payé: → 3 jours\n         \u003C\u002Fdiv>\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: → Oui\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            \u003Cdiv id=\"display-hourspweek\">\n                Heures de travail par semaine: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Congé annuel payé: → 15.0 jours\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Congé annuel payé: → 2.0 semaines\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Périodes de repos par semaine convenues: → Oui\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Nombre Maximum de dimanches \u002Fjours fériés qui peuvent être travaillés en une année : → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Dispositions relatives aux modalités de travail flexibles : → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">SALAIRE\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n        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→ Oui\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Prime pour les heures supplèmentaires\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Prime pour les heures supplèmentaires: → 130 % du salaire de base\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Prime de sujétion\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-hardshipallowanceamount1\">\n                    Prime de sujétion: → MGA 5000.0 par mois\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Prime de dimanche\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Prime de 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