[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fconvention-collective\u002Fconvention-collective-regissant-les-rapports-entre-l-ader-et-ses-employes":3,"menu:\u002Ffr-mg:":205,"sites:htmlblocks":375,"footer:root":1574,"subsites":1671,"cite-subsites":5236,"suggested:root":5713,"cite-footer:root":5717},{"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":185,"content_type_view":186,"extra_breadcrumbs":187,"body":189,"body_blocks":200,"related_pages":204},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":183,"translations":184},{"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-regissant-les-rapports-entre-l-ader-et-ses-employes","b316d79a-9ee0-11e3-b289-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fmdg\u002Fconvention-collective-regissant-les-rapports-entre-l-ader-et-ses-employes\u002Fconvention-collective-regissant-les-rapports-entre-l-ader-et-ses-employes\u002F","Convention Collective Regissant les Rapports entre l’ADER et ses Employes - 2012","Convention Collective Regissant les Rapports entre l’ADER et ses Employes - 2012 - 2012","Madagascar - Convention Collective Regissant les Rapports entre l’ADER et ses Employes - 2012 - 2012","Convention Collective Regissant les Rapports entre l’ADER et ses Employes - 2012 - 2012 - Collecte et traitement des déchets et des eaux usées, production et distribution d'électricité,",{"name":39,"data":40},"2012 - Madagascar - Convention Collective Ader.html","\n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>Nuovo1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>REPOBIJKAN’I MADAGASIKARA\u003C\u002Fp>\n\n\u003Cp>Fitiavana-Tanindrazana-Fandrosoana\u003C\u002Fp>\n\n\u003Cp>MINISTERE DE L’ENERGIE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AGENCE DE DEVELOPPEMENT DE L’ELECTRIFICATION RURALE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>CONVENTION COLLECTIVE REGISSANT LES RAPPORTS ENTRE L’ADER ET SES\nEMPLOYES\u003C\u002Fh1>\n\n\u003Cp>(Mars 2012)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La présente Convention Collective édicte les rapports entre « “ADER »\net « ses employés » ainsi que les rapports entre les personnels à l’ADER\nAyant valeur impérative, elle définit des directives sur la Gestion du\nPersonnel elle statue sur les droits et obligations en matière de gestion des\nressources humaines, de noms d’éthiques et de discipline, d’in\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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>,\nde gestion des ressources matérielles et de sécurité\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CONVENTION COLLECTIVE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Il est établit entre Agence de Développement de Electrification Rurale,\ndit « ADER », représente par le SECRETAIRE EXECUTIF, d’une part,\u003C\u002Fp>\n\n\u003Cp>Le PERSONNEL de l’Agence de Développement de Electrification Rurale, dit\n« EMPLOYES », représenté par le DELEGUE du PERSONNEL, d’autre part,\u003C\u002Fp>\n\n\u003Cp>la présente Convention Collective,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>INTRODUCTION\u003C\u002Fp>\n\n\u003Cp>- Etant entendu que les termes employeurs et travailleurs (ou employés)\nsont définis par les articles 2 et 3 de la Loi n°2003-044 portant Code de\nTravail,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>- La présente Convention Collective est conclue conformément aux\ndispositions de la dite loi et ses textes d’applications. Il régit sur\nl’ensemble du territoire de la République de Madagascar les rapports entre\nl’ADER et ses employés sans distinction quel que soient le sexe, la\nnationalité et, la fonction.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- Le Secrétaire Exécutif en tant que représentant de l’ADER coordonne\ntous les projets et activités réalisés et\u002Fou à réaliser.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- Au terme de la présente Convention Collective, sont considérés «\nemployés » de l’ADER, toutes personnes qui y louent leurs services\nmoyennant une rémunération à la charge effective de l’ADER et liées par\nun \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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Contrat de Travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toute personne recrutée, ayant signé un \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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Contrat de Travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> avec l’ADER\ndoit s’engager formellement à se soumettre à toutes les dispositions de la\nConvention Collective. Le personnel de l’ADER étant régit par le Code du\nTravail, il sera fait référence du Code du Travail, en tant que de besoin,\npour toutes dispositions non prévues dans la Convention Collective de\nl’ADER\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>TITRE I: DISPOSITIONS GENERALES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 1: Règles d’éthique au travail\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vu la vocation toute particulière de l’ADER, il est important que les\nemployés du secrétariat exécutif se souscrivent à des normes d’éthiques,\nen sus de l’observation des règles de disciplines que leur imposent les\nprescriptions de la présente Convention Collective en accord avec le Code de\nTravail et le code de conduite du secteur de l’énergie (Arrêté\nn°7036-2009 du 20 août 2009, portant Code de Conduite des agents du\nMinistère de l’Energie et des Mines).\u003C\u002Fp>\n\n\u003Cp>D’une manière générale, chaque employé est appelé à faire preuve de\nconscience professionnelle dans son comportement et dans sa fonction.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 2: Conflits d’intérêt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L’employé du Secrétariat Exécutif ne peut être membre, personnel ou\nsalarié des entreprises du secteur de l’électricité, ni bénéficier\nd’une Autorisation ou d’une Concession, ni exercer de fonction ou détenir\nd’intérêt dans une société Permissionnaire ou Concessionnaire, ni enfin,\nêtre membre de l’Administration malagasy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L’employé de l’ADER doit éviter de se trouver en situation de conflits\nd’intérêts réels, potentiels ou apparents avec l’employeur. Il doit\norganiser ses affaires personnelles de façon à conserver son indépendance\nvis-à-vis des tiers et à pouvoir agir de façon équitable. Les relations\namicales et les relations d’affaires avec les personnes hors de l’Agence ou\navec d’autres entreprises doivent être gérées d’une façon pratique et\nmorale. L’employé doit conséquemment se dessaisir de tous biens qui\nrisquent de susciter un conflit d’intérêt avec sa fonction officielle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hormis la marque d’hospitalités et autres avantages d’une valeur\nmineure, il lui est interdit de solliciter ou d’accepter des rétributions\nmonétaires ou matérielles ou faveurs indues pouvant influencer son\njugement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L’employé doit discuter avec le Secrétaire Exécutif ou le Directeur\nAdministratif et Financier pour approbation, toutes les actions qui pourraient\nêtre considérées comme entrant en conflit avec les intérêts de\nl’ADER.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Une liste indicative à laquelle l’employé doit faire attention est\ndonnée ci-dessous:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• Avoir des opérations financières avec des personnes ou des organismes\nqui fournissent des biens, et\u002Fou des services à l’ADER,\u003C\u002Fp>\n\n\u003Cp>• Accepter et\u002Fou réclamer un salaire, frais de consultation, honoraire ou\nremboursement pour les services rendus dans le cadre normal de ses fonctions au\nsein de l’ADER;\u003C\u002Fp>\n\n\u003Cp>• Recourir ou impliquer les services d’un organisme privé ou d’une\npersonne morale extérieure à l’ADER quelconque sans l’autorisation du\nSecrétaire Exécutif;\u003C\u002Fp>\n\n\u003Cp>• Prendre des positions publiques sur le secteur de l’électricité, sur\nles problèmes ou sur le personnel de l’ADER sans l’approbation préalable\ndu Secrétaire Exécutif.\u003C\u002Fp>\n\n\u003Cp>L’employé ne peut non plus solliciter des postes auprès d’entreprises\ndu Secteur de l’Electricité ou de sociétés Permissionnaires ou\nConcessionnaires pendant qu’il est encore sous contrat avec ‘Agence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Il n’aura non plus un accès privilégié à son ancien milieu de travail\nune fois qu’il aura quitté l’Agence.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 3: Prestation de travail\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L’employé de l’ADER doit exercer sa fonction avec compétence,\nassiduité, efficacité, intégrité, objectivité et impartialité. A cet\neffet, il doit:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• Savoir faire preuve d’autonomie et d’initiative dans\nl’accomplissement des tâches qui lui est dévolue;\u003C\u002Fp>\n\n\u003Cp>• Etre digne de confiance;\u003C\u002Fp>\n\n\u003Cp>• Cultiver et entretenir son sentiment d’appartenance à l’ADER. De ce\nfait, il a le devoir de refléter une image positive de l’ADER dans tous ses\nactes et dires en toute circonstance et en tout lieu.\u003C\u002Fp>\n\n\u003Cp>• Agir en toutes circonstances avec courtoisie et diligence dans ses\ncommunications avec les autres membres du personnel, les tiers et avec, le\npublic en général.\u003C\u002Fp>\n\n\u003Cp>• User de rigueur et de cohérence dans l’analyse des dossiers qui lui\nsont confiées et en assurer le traitement diligent, dans les délais prescrits\nou dans des délais raisonnables.\u003C\u002Fp>\n\n\u003Cp>• Être capable d,e communiquer et de rendre des services au public dans\nune ou des langues officielles de Madagascar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 4: Confidentialité - Secret professionnel\u003C\u002Fh3>\n\n\u003Cp>L’ADER s’engage à respecter la confidentialité des renseignements\npersonnels concernant ses employés.\u003C\u002Fp>\n\n\u003Cp>Les renseignements personnels recueillis sur un employé par l’ADER doit\navoir un hen direét avec son activité et ils ne sauraient être utilisés à\nd’autres fins que celles auxquelles on les destine, Ces renseignements ne\npeuvent être communiqués à des tiers sans le consentement de l’employé,\nsauf si la loi l’exige.\u003C\u002Fp>\n\n\u003Cp>L’employé de l’ADER est lié par le secret professionnel a l’égard\ndes tiers. Il lui est de même défendu d’utiliser à ses propres avantages\ndes renseignements confidentiels ou protégés dont il a pu avoir connaissance\ndans l’exercice de ses fonctions et qui ne sont pas accessibles au publics,\net ce, tant pendant la durée de son emploi qu’après son départ de\nl’ADER.\u003C\u002Fp>\n\n\u003Cp>D’autre part, l’employé s’engage à remettre à l’ADER, lors de son\ndépart définitif, tout document et matériels qui ont été mis à sa\ndisposition\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 5: Droits syndicaux et liberté d’opinion\u003C\u002Fh3>\n\n\u003Cp>Les parties contractantes reconnaissent la liberté d’opinion ainsi que la\nliberté de s’associer pour la défense des intérêts collectifs afférents\nà leur condition de Travailleur et d’Employeur Toutefois, l’ADER étant un\norganisme apolitique, toute discussion ayant caractère politique est interdite\nau sein de l’établissement et pendant I exécution du travail, quels que\nsoient les heures et lieux.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 6: Représentants du personnel — exercice de leur fonction\u003C\u002Fh3>\n\n\u003Cp>La mission des délégués du personnel est définie par les dispositions\ndes articles 153 à 158, de la Loi n°2003- 044 du 28 août 2004 portant Code\nde Travail.\u003C\u002Fp>\n\n\u003Cp>Les délégués du personnel et les suppléants sont élus au niveau de\nchaque site, ils seront les représentants légaux du personnel vis-à-vis de\nl’ADER ils sont les interlocuteurs pour les dialogues Employeur\nl’Employés.\u003C\u002Fp>\n\n\u003Cp>Nonobstant cette disposition, les travailleurs ont la facilité de\nprésenter eux-mêmes leurs réclamations et leurs suggestions.\u003C\u002Fp>\n\n\u003Cp>En cas de besoin et pour toutes négociations à caractère d’intérêt\ngénéral auprès du Secrétaire Exécutif, les Délégués du Personnel se\ntrouvant temporairement indisponible (mission, \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 class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de longue durée...)\npourront désigner leurs représentants parmi les autres délègues du\npersonnel. Pour ce faire, il doit adresser des procurations à leurs\nmandataires éventuels avec une copie au Secrétaire Exécutif, accompagnée\ndes suggestions concernant le problème à discuter.\u003C\u002Fp>\n\n\u003Cp>La durée du mandat des délégués du personnel est de deux (02) ans, de\njanvier à décembre. De nouvelles élections doivent être organisées un mois\navant l’échéance. (Arrêté n° 28.968\u002F2011 du 06\u002F10\u002F11 fixant le mode\nd’élection et le statut des délégués du personnel)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 7: Relations externes\u003C\u002Fh3>\n\n\u003Cp>La communication avec les médias ne peut se faire que par le Secrétaire\nExécutif.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>TITRE II: REGLES DE GESTION DU PERSONNEL\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>EXPOSE DES MOTIFS\u003C\u002Fp>\n\n\u003Cp>L’ADER doit exercer une planification ordonnée de ses ressources\nhumaines, afin de disposer d’un effectif suffisant, possédant les\nconnaissances et les expériences requises, pour s’acquitter avec compétence\net efficacité les tâches qui lui est dévolue, dans la poursuite des\nobjectifs fixés et, pour la mise en oeuvre du plan annuel de l’activité de\nl’Agence.\u003C\u002Fp>\n\n\u003Cp>L’ADER doit en conséquence tenir compte des buts essentiels et exigences\ndes postes, de l’organisation, des charges de travail et des budgets, d’une\npart, et des ressources disponibles (moyens matériels et financiers),\nd’autre part, afin de déterminer ses besoins en effectifs, pour maintenir un\nhaut niveau de compétence au sein de son organisation.\u003C\u002Fp>\n\n\u003Cp>L’ADER doit user de la plus grande transparence dans le processus de\nrecrutement des postes à pourvoir afin d’assurer de recruter les candidats\nles plus compétents tout en octroyant l’égalité des chances aux\ncandidats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 8: Procédure de recrutement\u003C\u002Fh3>\n\n\u003Cp>Les connaissances, les expériences, les capacités et les qualités\npersonnelles des candidats doivent être évaluées par rapport aux exigences\ndu poste à pourvoir.\u003C\u002Fp>\n\n\u003Cp>Le recrutement de nouveau personnel que ce soit pour cause de vacances de\npostes ou de créations d’emploi, pour l’exécution des activités ou\nprojets de l’ADER se fait sur le marché du travail par offre d’emploi\nouverte.\u003C\u002Fp>\n\n\u003Cp>Tout appel à candidature est affiché en interne indépendamment de sa\npublication.\u003C\u002Fp>\n\n\u003Cp>L’ADER applique une procédure de recrutement pour tous les postes à\npourvoir dans son organisation à savoir les étapes suivantes, sans que ce\nsoit restrictif:\u003C\u002Fp>\n\n\u003Cp>1. Détermination des besoins de recrutement.\u003C\u002Fp>\n\n\u003Cp>2. Définition des objectifs de recrutement, description et exigence du\nposte.\u003C\u002Fp>\n\n\u003Cp>3. Appel à candidature:\u003C\u002Fp>\n\n\u003Cp>L’avis de recrutement doit comporter: le profil général, expériences\nrequises et 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle du poste;\u003C\u002Fp>\n\n\u003Cp>• Présélection des candidatures les plus intéressantes sur dossier\n(short listing);\u003C\u002Fp>\n\n\u003Cp>• Pour qu’un dossier de candidature soit recevable, il faut qu’il\ncomprenne: un curriculum vitae détaillé, une lettre de motivation, la ou les\ncopies certifiées conformes des diplômes et certificats, les références\nprofessionnelles;\u003C\u002Fp>\n\n\u003Cp>Passage à un examen écrit et technique non limitatif);\u003C\u002Fp>\n\n\u003Cp>• Entrevue des candidats (short listing);\u003C\u002Fp>\n\n\u003Cp>• Réévaluation des candidats retenus et sélection du meilleur\ncandidat;\u003C\u002Fp>\n\n\u003Cp>• Tous les postulants sont notifiés par écrit du résultat du\nrecrutement quel qu’il soit;\u003C\u002Fp>\n\n\u003Cp>• Négociation et signature du contrat,\u003C\u002Fp>\n\n\u003Cp>Le Secrétaire Exécutif appuyé par les cadres de Direction et le\nsupérieur hiérarchique détermineront ensemble la qualification du\ncandidat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 9: Critère d’\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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>L’accès aux différents emplois de l’ADER ne peut avoir lieu que dans\nles conditions prévues par cette Convention Collective. Peuvent être\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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauché\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s comme personnel de l’ADER:\u003C\u002Fp>\n\n\u003Cp>• Toute personne de nationalité malagasy, jouissant de ses droits\nciviques;\u003C\u002Fp>\n\n\u003Cp>• Tout étranger disposant d’une autorisation d’emploi à\nMadagascar;\u003C\u002Fp>\n\n\u003Cp>• Toute personne remplissant les conditions physiques, intellectuelles\nrequises pour le poste;\u003C\u002Fp>\n\n\u003Cp>• Toute personne satisfaisant aux visites médicales d’aptitudes à\nl’emploi;\u003C\u002Fp>\n\n\u003Cp>• Toute personne n’ayant pas d’antécédent judiciaire;\u003C\u002Fp>\n\n\u003Cp>Toute fausse déclaration entraîne l’annulation ou la résiliation du\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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Contrat de Travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> dument signé par les deux (02) parties sans préavis.\u003C\u002Fp>\n\n\u003Cp>Toute forme de pression, quelle que soit sa nature, en vue de soutenir la\ncandidature d’une personne sera considérée comme une ingérence dans la\nprocédure d’\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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et, de ce fait, peut constituer une raison de\ndisqualification du candidat concerné.\u003C\u002Fp>\n\n\u003Cp>Le Secrétaire Exécutif, appuyé par les cadres de directions\ndétermineront ensemble cette disqualification.\u003C\u002Fp>\n\n\u003Cp>Les personnes ayant des liens de parentés directs ne peuvent pas avoir de\nliens directs de type « superviseur supervisé ». Est entendu par « lien de\nparenté direct », les relations parents \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 class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">enfants\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, frère et soeur, neveux et\nnièce au premier degré, cousin(e)s - germain(e)s, beaux frères — belles\nsoeurs, frères et soeurs par alliance,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 10: Constitution de dossiers\u003C\u002Fh3>\n\n\u003Cp>Tout travailleur \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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauché\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> doit fournir, sous sa responsabilité, toutes\njustifications utiles sur son identité, Notamment, il produira:\u003C\u002Fp>\n\n\u003Cp>• Une (01) photo d’identité de moins de trois (03) mois;\u003C\u002Fp>\n\n\u003Cp>• Une (01) copie de sa carte d’identité nationale légalisée;\u003C\u002Fp>\n\n\u003Cp>• Un (01) certificat de résidence;\u003C\u002Fp>\n\n\u003Cp>• Un (01) extrait du casier judiciaire bulletin numéro trois (moins de\ntrois (03) mois);\u003C\u002Fp>\n\n\u003Cp>• Une (01) copie de la carte CNaPS si disponible\u003C\u002Fp>\n\n\u003Cp>• Une (01) ou des copie(s) des certificats et ou diplômes mentionnés\ndans le CV;\u003C\u002Fp>\n\n\u003Cp>• Un (01) certificat de travail délivré par son dernier employeur;\u003C\u002Fp>\n\n\u003Cp>• Un (01) acte de naissance des \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 class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">enfants\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> à charge ou copie du livret de\n\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 class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>;\u003C\u002Fp>\n\n\u003Cp>• Une (01) fiche d’adresse en cas d’urgence;\u003C\u002Fp>\n\n\u003Cp>• Pour tous les agents devant se servir des véhicules de l’ADER, une\n(01) copie du permis de conduire en vigueur et en cours de validité.\u003C\u002Fp>\n\n\u003Cp>Dans le cas où, le candidat retenu ne peut pas remettre à l’ADER les\npièces citées plus haut dans un délai d’un (01) mois après la\nnotification, l’ADER est dans le droit de ne pas retenir sa candidature et il\nen sera notifié, L’ADER se réfère alors au candidat qui suit l’ordre de\nclassement lors de sa sélection et le soumet aux prescriptions stipulées\nci-dessus.\u003C\u002Fp>\n\n\u003Cp>L’employé est tenu d’avertir l’ADER de tout changement des\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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s données ci-dessus\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 11: Evaluation et \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 class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> des emplois\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight\">\u003Cp>L’évaluation des postes a pour objet d’établir la valeur relative des\npostes, d’une façon équitable, uniforme et efficace et, d’en déterminer\nla juste rémunération.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et le niveau professionnel de chaque poste sont établis à\npartir de l’évaluation des fonctions, tâches et responsabilités du poste,\nen fonction de la norme de \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 class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> pertinente.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 12: Essai\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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> définitive est précédée d’une période d’essai allant\njusqu’à trois (03) mois, pour les employés, quatre (04) mois pour les\ncadres (non directeur) six (06) mois pour les cadres de direction, renouvelable\nune seule fois (Décret n0 2007-08 du 09\u002F01\u002F07). Pendant ou à l’issue de\ncette période, 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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Contrat de Travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> peut être rompu sans préavis par\nl’une ou l’autre partie.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>L’employé est titularisé à son poste si l’essai est concluant, Si\nl’ADER ne se prononce pas à F issue de la période d’essai, son silence\néquivaut à une confirmation de l’employé à son poste. Par conséquent,\nl’employé bénéficie de tous les avantages y afférents, -\u003C\u002Fp>\n\n\u003Cp>Un \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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Contrat de Travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> est établi entre la personne recrutée et l’ADER,\nreprésentée par son Secrétaire Exécutif et, est signé entre les deux (02)\nparties en quatre (04) exemplaires originaux.\u003C\u002Fp>\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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Contrat de Travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> contient toutes les clauses et alinéa comme exigé\npar le Code du Travail en vigueur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 13: \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 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>\u003C\u002Fspan> de travail\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-hourspday\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cp>La durée journalière du travail respecte la réglementation en vigueur a\nMadagascar sans toutefois dépasser les dix (10) \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">heures par jour\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>Les heures d’ouvertures des bureaux de l’ADER sont de : 08h00 à 16h00\nen journée continue.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-schedulesrestpw\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-dayspweek\" class=\"cbaClause highlight\">\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-dayspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SCHEDULE_trigger\" class=\"cbaClause highlight\">Les bureaux de l’ADER sont fermés les \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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">samedi\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s, \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 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>\u003C\u002Fspan>s, les jours\nfériés et les jours déclarés chômés par l’autorité compétente à\nMadagascar.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Quelque soit le moyen de déplacement lors d’une mission, la reprise de\ntravail se fera le lendemain du jour de retour.\u003C\u002Fp>\n\n\u003Cp>Toutefois, si ce jour de retour empiète \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 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>\u003C\u002Fspan> ou un jour férié, il\nsera récupéré d’une journée non cumulable et non compensable\u003C\u002Fp>\n\n\u003Cp>L’employé est tenu aux obligations de ponctualité, d’assiduité, de\nplein emploi et d’honnêteté.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 14: \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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">Formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-trainingfund\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Cp>\u003C\u002Fp>L’ADER accorde une importance à 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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et au perfectionnement de\nson personnel, afin de disposer d’un effectif qualifié, expérimenté et\napte à relever avec succès les défis à venir. Ce qui va permettre\négalement aux employés de développer de nouvelles \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 class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">compétences\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>,\nd’acquérir une expérience diversifiée et de développer leur carrière.\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avant l’élaboration du projet de budget annuel, un plan de \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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> sera\nétabli par un comité de \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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> composé du SE, des deux Directeurs et\nd’un représentant du personnel. Toutefois, toute \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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> dépendra de\nl’autorisation des autorités compétentes.\u003C\u002Fp>\n\n\u003Cp>Le plan de \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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> doit correspondre aux priorités et besoins de l’ADER\nquant aux champs des \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 class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">compétences\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et expertises requises aux fins de\nl’accomplissement efficace de son mandat, Il tient compte des aspirations et\nintérêts professionnels légitimes des employés, en corrélation avec leur\nattribution et les exigences de leur poste\u003C\u002Fp>\n\n\u003Cp>Le plan de \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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> doit être compatible avec les prévision budgétaires\net le planning du travail de l’ADER, laquelle prend en charge les coûts et\ndépenses y afférentes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Seul, le personnel ayant à leur actif au moins un (01) an d’ancienneté,\nà partir de la date de leurs confirmations au sein de l’ADER peuvent\nbénéficier de \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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s payantes et en externe à ‘Agence.\u003C\u002Fp>\n\n\u003Cp>Dans le cas d’une \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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> à la charge de l’intéressé,\nl’autorisation d’absence pendant les heures de travail se décidera au\nniveau du comité de \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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 15: Evaluation\u003C\u002Fh3>\n\n\u003Cp>Le bu de l’évaluation est de fixer des objectifs dans le travail de\nl’employé, de revoir leur programme passé et d’évaluer la performance\ndes employés. L’évaluation est faite afin d’améliorer le travail de\nchacun.\u003C\u002Fp>\n\n\u003Cp>Les évaluations annuelles sont effectuées par le Directeur concerné\nportant notamment sur la qualité des prestations rendues, l’initiative et le\nprofessionnalisme de ses employés.\u003C\u002Fp>\n\n\u003Cp>L’évaluation annuelle ne conduit pas obligatoirement à une obtention\nd’une prime.\u003C\u002Fp>\n\n\u003Ch3>Article 16: Promotion\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>Advenant une vacance ou une création de poste au sein de l’ADER, les\nemployés de ‘Agence pourront soumettre leur candidature au poste rendu\nvacant et, à \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 class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">compétences\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> égales, ils seront prioritaires dans\nl’attribution du poste, par rapport aux candidatures de l’extérieur.\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L’avancement à l’ADER est fonction seulement de l’évaluation de\nl’employé en tant que tel et en tant que candidat. Cette évaluation porte\nnotamment sur la valeur professionnelle et le comportement dans l’exercice de\nsa fonction.\u003C\u002Fp>\n\n\u003Cp>La promotion est un changement 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> en fonction de l’existence de\npostes vacants ou à pourvoir dans l’intérêt de l’ADER.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 17: Déplacement professionnel\u003C\u002Fh3>\n\n\u003Cp>• Mutation\u003C\u002Fp>\n\n\u003Cp>Dans une perspective de développement organisationnel, l’ADER peut muter\nun employé, avec son consentement, afin de concilier les exigences du service\net les besoins de perfectionnements professionnels de l’employé, en lui\npermettant d’acquérir des nouvelles \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 class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">compétences\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> nécessaires à\nl’organisation et, selon les dispositions légales en vigueur.\u003C\u002Fp>\n\n\u003Cp>• Mission\u003C\u002Fp>\n\n\u003Cp>Les déplacements professionnel et missions à l’intérieur comme à\nl’extérieur du territoire de Madagascar devront être portés à la\nconnaissance du Secrétaire Exécutif et ordonnées par lui ou son mandataire\ndument désigné.\u003C\u002Fp>\n\n\u003Cp>• Déplacement en ville\u003C\u002Fp>\n\n\u003Cp>L’ADER est dotée de véhicule à deux (02) et à quatre (04) roues,\ndestinés aux déplacements professionnels de ses employés.\u003C\u002Fp>\n\n\u003Cp>A défaut des moyens de déplacement disponibles, tout déplacement\nprofessionnel est pris en charge par l’ADER. Le déplacement de l’employé\nentre son domicile et son lieu de travail n’est pas considéré comme\ndéplacement professionnel au sens du présent paragraphe.\u003C\u002Fp>\n\n\u003Cp>Les déplacements pour les missions de l’ADER ont un caractère\nobligatoire.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Un Chef de mission est désigné pour chaque départ en mission. Il a pour\ncharge la présentation de rapport de mission à son supérieur hiérarchique,\nLe rapport de mission doit contenir mais sans s’y limiter:\u003C\u002Fp>\n\n\u003Cp>• L’objet de la mission et les personnes vues sur places\u003C\u002Fp>\n\n\u003Cp>• Les points saillants de la mission\u003C\u002Fp>\n\n\u003Cp>• Les observations\u003C\u002Fp>\n\n\u003Cp>• Les résolutions \u002F recommandations\u003C\u002Fp>\n\n\u003Cp>• Rapport financier\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 18: Frais professionnels\u003C\u002Fh3>\n\n\u003Cp>Les frais de mission intérieure ou extérieure, comprenant les frais de\ntransport ainsi que les frais d’hébergement et de séjour, seront pris en\ncharge par l’ADER pour toute la durée d’une mission.\u003C\u002Fp>\n\n\u003Cp>Les modalités de paiement et le taux forfaitaire, selon 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et le\nniveau professionnels du salarié seront fixés par le Secrétaire Exécutif\npar une note de service.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>TITRE III: SALAIRE ET AVANTAGES\u003C\u002Fh2>\n\n\u003Cp>EXPOSE DES MOTIFS\u003C\u002Fp>\n\n\u003Cp>La mise en application de ce titre et de son contenu est sous réserve de\nl’approbation budgétaire annuelle.\u003C\u002Fp>\n\n\u003Cp>L’Agence de Développement de l’Electrification Rurale — ADER est un\nEtablissement Public à caractère Administratif (EPA) d’après son décret\nde création.\u003C\u002Fp>\n\n\u003Cp>Considérant (i) l’article 7 du Décret 99-335 du 05 mai 1999 définissant\nle statut type des Etablissement Publics Nationaux, et (ii) l’article 24 du\nDécret 2003-510 du 22\u002F04\u002F03, modifiant le Décret 2002-1550 du 03\u002F12\u002F02,\ninstituant l’Agence de Développement de l’Electrification Rurale - ADER,\ntout le personnel de l’ADER sans distinction est régi par un contrat de\ntravail de droit privé.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 19: Grille salariale\u003C\u002Fh3>\n\n\u003Cp>Le salaire de base est établi en fonction du niveau de \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 class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nprofessionnelle de l’employé conformément à la grille proposée par le\nSecrétariat Exécutif et adoptée par le Conseil d’Orientation.\u003C\u002Fp>\n\n\u003Cp>La rémunération étant la contrepartie du travail fourni, aucun salaire\nn’est dû en cas d’absence, en dehors des cas prévus par le Code du\nTravail.\u003C\u002Fp>\n\n\u003Cp>La grille de \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 class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> des salaires de bases est applicable dès\nl’\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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, Cette grille devra être actualisée en ce qui a trait à\nl’utilité des postes prévus par l’organigramme et aux salaires de bases\nattribués à ces postes sous réserve de l’approbation des instances\nsupérieures.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Hors Cadre \u003C\u002Ftd>\n      \u003Ctd>Secrétaire Exécutif \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cadre de Direction \u003C\u002Ftd>\n      \u003Ctd>Directeur \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cadre Supérieur Il \u003C\u002Ftd>\n      \u003Ctd>Chef de Services \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cadre Supérieur I\u003C\u002Ftd>\n      \u003Ctd>Chargé \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cadre Moyen \u003C\u002Ftd>\n      \u003Ctd>Assistant d’encadrement \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Employé non cadre I \u003C\u002Ftd>\n      \u003Ctd>Agent de maîtrise \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Employé non cadre II \u003C\u002Ftd>\n      \u003Ctd>Employé non qualifié \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L’\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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">augmentation du salaire\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de base est révisable annuellement, sous\nréserve de l’approbation de l’autorité\u003C\u002Fp>\n\n\u003Cp>supérieure, et ce en fonction de l’indice du coût de la vie publié par\nl’INSTAT dont la référence est celle du mois précédant l’élaboration\ndu budget annuel de l’ADER et suivant les décrets et\u002Fou loi promulgués\nrelatifs à une augmentation de salaires,\u003C\u002Fp>\n\n\u003Cp>Le virement des salaires se fera chaque 28 du mois, sauf pour le mois de\nfévrier, où il se fera le 26 du mois, Dans le cas où le 28 du mois tombe sur\nun week end, le virement se fera le vendredi précédent, et si le 28 du mois\nest un jour férié, le virement se fera le jour ouvrable précédant cette\ndate,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 20: 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>es de salaire\u003C\u002Fh3>\n\n\u003Cp>Dans le but d’alléger certaines charges supportées par l’employé, des\nacces\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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>es à caractère fixe et des primes variables lui sont accordées\nselon les conditions définies ci-après:\u003C\u002Fp>\n\n\u003Cp>a) 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>es à caractère fixe:\u003C\u002Fp>\n\n\u003Cp>Suivant la fonction occupée, les responsabilités et la nature du travail,\nchaque employé bénéficie des indemnités suivantes:\u003C\u002Fp>\n\n\u003Cp>• Indemnité de logement\u003C\u002Fp>\n\n\u003Cp>Le personnel de l’ADER perçoit une indemnité de logement mensuelle dont\nle taux est défini par le Conseil d’Orientation, sur proposition du\nSecrétaire Exécutif. L’indemnité de logement est révisable tous les deux\nans, en fonction de l’indice du coût de la vie publié par l’INSTAT dont\nla référence est celle du mois précédent l’élaboration du budget annuel\nde l’ADER.\u003C\u002Fp>\n\n\u003Cp>• Indemnité de représentation\u003C\u002Fp>\n\n\u003Cp>Une indemnité mensuelle de représentation est allouée au personnel hors\ncadre et aux cadres de direction de l’ADER, afin de leur permettre de\nreprésenter convenablement l’Agence.\u003C\u002Fp>\n\n\u003Cp>Le montant de l’indemnité de représentation est fixé et ajusté\nannuellement selon l’indice du coût de la vie publié par I’INSTAT dont la\nréférence est celle du mois précédent l’élaboration du budget annuel de\nl’ADER.\u003C\u002Fp>\n\n\u003Cp>• \u003C\u002Fp>\u003Cdiv id=\"clause-COMMUTE_trigger\" class=\"cbaClause highlight\">\u003Cp>\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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Indemnité de transport\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>Une aide participative aux frais de déplacement est allouée mensuellement\naux employés de l’ADER non dotés de voiture de fonction. Les modalités de\npaiement et les taux forfaitaires seront fixés par le Secrétaire Exécutif\npar une note de service.\u003C\u002Fp>\n\n\u003Cp>Le montant de l’\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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">indemnité de transport\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> est fixé et ajusté annuellement\nselon l’indice du coût de la vie publié par l’INSTAT dont la référence\nest celle du mois précédent l’élaboration du budget annuel de l’ADER.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>es à caractère variable\u003C\u002Fp>\n\n\u003Cp>• Intérim\u003C\u002Fp>\n\n\u003Cp>L’intérim assure par un membre du personnel ne doit pas dépasser six\n(06) mois, Passé ce délai, l’intérimaire est confirmé au poste (Intérim\nascendant).\u003C\u002Fp>\n\n\u003Cp>Un employé qui assure temporairement les fonctions d’un autre employé en\nplus de ses fonctions habituelles perçoit une prime d’intérim avec les\nconditions suivantes\u003C\u002Fp>\n\n\u003Cp>• L’intérim doit être fait sur une période continue\u003C\u002Fp>\n\n\u003Cp>• L’intérim doit être notifié par écrit et approuvé par le\nDirecteur concerné\u003C\u002Fp>\n\n\u003Cp>• La prime est payable si la période d’intérim est supérieure ou\négale à deux mois\u003C\u002Fp>\n\n\u003Cp>• Un employé ne doit pas faire un cumul de fonctions d’intérim\u003C\u002Fp>\n\n\u003Cp>• La prime d’intérim, payable à partir du troisième mois, est\ncalculée de la façon suivante:\u003C\u002Fp>\n\n\u003Cp>Le mode de calcul sera fixé par le Secrétaire Exécutif par une note de\nservice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Prime d’ancienneté\u003C\u002Fp>\n\n\u003Cp>II est attribué à tout agent des primes d’ancienneté dont le taux est\nfixé en fonction 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle et par année de service.\u003C\u002Fp>\n\n\u003Cp>Ce taux est fixé par une note de service du Secrétaire Exécutif\u003C\u002Fp>\n\n\u003Cp>c) Le treizième mois\u003C\u002Fp>\n\n\u003Cp>Un treizième mois est versé au personnel en fonction de la trésorerie de\nl’ADER. Le montant de cet avantage est fonction du temps de présence de\nl’employé durant l’année, Il est calculé sur le salaire de base de\nl’employé du mois de décembre de l’année précédente.\u003C\u002Fp>\n\n\u003Cp>A l’exception des travailleurs à l’essai et agents temporaires, tout le\npersonnel de l’ADER bénéficie du treizième mois.\u003C\u002Fp>\n\n\u003Cp>Ce treizième mois est payable en deux temps: cinquante pour cent (50%) au\nquinzième jour du mois de juin et le reste au quinzième jour du mois de\ndécembre.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 21: \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 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\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>Seuls les employés non cadre ont droit aux \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 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\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> dont le\ntaux applicable est déterminé par les réglementations en vigueur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-overtimeallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-overtimeallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>Les \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 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\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> devront être préalablement autorisées,\napprouvées et certifiées par le supérieur hiérarchique direct.\u003C\u002Fp>\n\n\u003Cp>La personne en charge des ressources humaines établit un état des heures\nsupplémentaires arrêté tout les quinze (15) du mois en cours pour les heures\nsupplémentaires du mois précédant, pour paiement.\u003C\u002Fp>\n\n\u003Cp>Le Décret n°68-172 du 18 avril 1968 portant réglementation des heures\nsupplémentaires de travail et fixant les majorations de salaire pour le\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 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>\u003C\u002Fspan>, des \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 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>\u003C\u002Fspan>s et des \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 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\u002Fspan> et utilisé pour calculer\nles \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 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\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>,\u003C\u002Fp>\n\n\u003Cp>Majoration \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 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>\u003C\u002Fspan> légale\u003C\u002Fp>\n\n\u003Cp>• Pour chacune des huit premières heures dans la semaine : 30%\u003C\u002Fp>\n\n\u003Cp>• Pour chacune des suivantes: 50%\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv id=\"clause-shiftallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-shiftallowancetype\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cp>• Travail effectué la nuit habituel : 30%\u003C\u002Fp>\n\n\u003Cp>• \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 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>\u003C\u002Fspan> occasionnel : 50%\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sundayallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sundayallowancetype\" class=\"cbaClause highlight\">\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">• Travail jour 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 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>\u003C\u002Fspan>: 40%\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>• Travail \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 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\u002Fspan>: 100%\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 22: Avance exceptionnelle sur salaire\u003C\u002Fh3>\n\n\u003Cp>Du fait que l’ADER est régie par e mode de comptabilité publique, aucune\navance sur salaire n’est autorisée.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 23: Avantages sociaux\u003C\u002Fh3>\n\n\u003Cp>a) Sécurité sociale\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-pensionfund\" class=\"cbaClause highlight\">Le personnel est affilié par l’ADER à la CNaPS, pour ce qui concerne la\nbranche « retraite » et la branche « Assurance des accidents de travail et\n\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 class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s professionnelles\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Epargne retraite\u003C\u002Fp>\n\n\u003Cp>L’ADER souscrit pour ses employés, une assurance retraite complémentaire\nauprès d’une compagnie d’assurance de son choix à hauteur de six (6%)\npour cent dont un (1%) pour cent à la charge de l’employé.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 24: \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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s sociaux\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthinsurancerelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthinsurance\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccessrelatives\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Cp>a) Frais médicaux\u003C\u002Fp>\n\n\u003Cp>L’ADER souscrit le personnel et les membres de leurs \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 class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s (conjoint\n(e) légitime, enfant légitime et enfant légalement à charge et scolarisé\n(pièce justificative de tutelle à l’appui) de moins de vingt-cinq ans (25\nans) à une \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 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\">assurance santé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> auprès d’une compagnie d’assurance privée\npour la prise en charge des frais de consultations, soins médicaux, dentaire,\nophtalmologique, hospitalisation (articles 110 à 127 de la loi 2003-044 du\n28\u002F07\u002F04 portant code du travail).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) Décès\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-funeralpay\" class=\"cbaClause highlight\">\u003Cp>En cas de décès d’un employé, l’ADER participe\u003C\u002Fp>\n\n\u003Cp>• Aux frais de transport liés au rapatriement de la dépouille mortuaire\net à l’enterrement, sur le seul territoire Malagasy et par voie routière,\ndont le montant sera fixé par le Secrétaire Exécutif par une note de\nservice.\u003C\u002Fp>\n\n\u003Cp>• A titre d’aide sociale, l’ADER versera aux ayants droit (veuf (ve)\net orphelins) une caisse de secours dont la valeur est équivalente à trois\nmois (03) du salaire de brut.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) Aide scolaire\u003C\u002Fp>\n\n\u003Cp>Une aide scolaire, dont le montant est fixé par une note de service, est\nallouée annuellement à chaque enfant à charge, légitimes et âgés de moins\nde vingt-cinq ans (25 ans) à la rentrée scolaire, sur présentation d’un\ncertificat de scolarité.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>TITRE IV: REGLES D’HYGIENE ET DE SECURTE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L’Agence de Développement de l’Electrification Rurale — ADER est un\nétablissement non fumeur (locaux et véhicules).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 25: Règle générale\u003C\u002Fh3>\n\n\u003Cp>Afin de promouvoir un environnement de travail sain et sécuritaire et de\nréduire les risques et dangers 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 class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s, blessures et accidents reliés au\ntravail, l’ADER s’efforcera de mettre en place des conditions d’hygiènes\net de sécurité conformes à la réglementation en vigueur (Articles 110 à\n127 de la loi 2003-044 du 28\u002F07\u002F04 portant code du travail) et aux usages de la\nprofession.\u003C\u002Fp>\n\n\u003Cp>Tout employé victime d’un accident, léger ou important, doit aviser\nimmédiatement son supérieur hiérarchique et le responsable des ressources\nhumaines qui informera à son tour le Secrétaire Exécutif.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 26: Gestion des risques\u003C\u002Fh3>\n\n\u003Cp>L’ADER a pour obligation de déterminer, de réduire ou d’éliminer les\nrisques potentiels auxquels sont exposés ses biens, ses intérêts et ses\nemployés, et de minimiser les coûts des dommages ou des torts que pourraient\nengendrer ces risques.\u003C\u002Fp>\n\n\u003Cp>L’ADER doit prendre des mesures en vue d’assurer le dédommagement\nadéquat, la remise en état des biens endommagés, le rétablissent des\nservices perturbés et la réparation ou la compensation des torts causes aux\nemployés, le cas échéant. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 27: Mesures de sécurité\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>L’employé doit obligatoirement user des mesures de protection mises à sa\ndisposition contre les accidents, et d’une façon générale se plier à\ntoute réglementation tendant à éviter les accidents et à assurer l’ordre\net l’hygiène pendant l’exécution de son travail.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 28: Incendie\u003C\u002Fh3>\n\n\u003Cp>Les consignes à observer en cas d’incendie doit être portées à la\nconnaissance de tout le personnel. L’employé qui découvre un début\nd’incendie doit avertir tout le personnel et le Secrétaire Exécutif pour\nqu’ils prennent les mesures qui s’imposent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 29: Gestion des ressources matérielles\u003C\u002Fh3>\n\n\u003Cp>L’ADER doit acquérir et gérer ses ressources matérielles en bon\ngestionnaire, en fonction de ses besoins opérationnelles.\u003C\u002Fp>\n\n\u003Cp>L’employé doit utiliser à bon escient, conserver en bon état et de\nprotéger les ressources matérielles qui lui est confiées, Chacun est\nresponsable de ses faits et gestes au sein de l’ADER, par rapport aux biens\net équipements de l’ADER, par rapport aux responsabilités qui lui sont\nconfiées.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 30: Sécurité matérielle\u003C\u002Fh3>\n\n\u003Cp>L’employé de l’ADER doit assurer la sécurité matérielle des lieux de\ntravail. II doit prendre toutes les précautions raisonnables pour protéger\nles équipements ainsi que les zones d’entreposage ou de classement des\nrenseignements confidentiels et protégés.\u003C\u002Fp>\n\n\u003Cp>Tout incident de sécurité doit être immédiatement signalé à la\npersonne chargée des affaires générales qui doit à son tour en informer le\nSecrétaire Exécutif.\u003C\u002Fp>\n\n\u003Cp>Tout employé est responsable des matériels, outils, appareils,\néquipements et fournitures mis à disposition de la bonne exécution de son\ntravail et il doit en prendre soin. L’entretien régulier revient à\nl’ADER\u003C\u002Fp>\n\n\u003Cp>Saut autorisation exceptionnelle du Secrétaire Exécutif, il est\nformellement interdit de faire sortir ce des matériels, outils, appareils,\néquipements et fournitures appartenant à l’ADER et mis à\ndispos::l’employé que cour l’exécution de son travail.\u003C\u002Fp>\n\n\u003Cp>La protection des effets personnels incombe entièrement à leur\npropriétaire.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 31: Accès dans les locaux de l’ADER\u003C\u002Fh3>\n\n\u003Cp>Tous les visiteurs doivent au préalable s’enregistrer à l’entrée et\nà la réception et seront raccompagnés par le personnel visité à la\nréception.\u003C\u002Fp>\n\n\u003Cp>L’employé doit obligatoirement entrer dans l’\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 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>\u003C\u002Fspan> à l’endroit\nqui lui est réservé pour servir d’entrée et de sortie.\u003C\u002Fp>\n\n\u003Cp>Pour les gardiens, en aucun cas, un employé ne peut pointer a leur place\ndans les registres des sorties\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>TITRE V: DISCIPLINES ET SANCTIONS\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>EXPOSE DES MOTIFS\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>Tous les personnels doit se respecter mutuellement et observer une politesse\nentre collègues ainsi qu’envers des tiers. Il doit respect et obéissance à\nleurs supérieurs.\u003C\u002Fp>\n\n\u003Cp>L’imposition de normes d’éthique et de règles de disciplines vise a\namener le personnel à adopter un comportement irréprochable dans\nl’accomplissement de leurs tâches et activités professionnelles.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Le manque de professionnalisme, un rendement insuffisant ou insatisfaisant,\nen terme de qualité ou de volume de travail, les problèmes de comportement\nportant atteinte au respect de l’individu, les manquements à la discipline\net, d’une manière générale, les fautes professionnelles ou personnelle\ncommises par un employé susceptible de porter atteinte à l’image de marque\net aux intérêts de l’ADER sera ainsi que toute activité de nature à\ntroubler l’ordre, la discipline, le rendement ou ta sécurité sont prohibés\nau sein de l’ADER et passibles de sanction disciplinaires.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>Les sanctions sont un moyen systématique et équitable de traiter un\nemployé ayant violé les conditions 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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, Elles sont aussi un\nmoyen d’aider l’employé à se comporter de la meilleure façon possible\nsur le lieu de travail.\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les sanctions sont prononcées par le Secrétaire Exécutif de par sa\nfonction et en tant que personne dotée du pouvoir disciplinaire, suivant la\ngravité de la faute.\u003C\u002Fp>\n\n\u003Cp>Toute prise de sanction sera précédée d’une demande d’explication à\nlaquelle l’employé doit répondre dans un délai de quarante-huit (48)\nheures.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 32: Fautes et sanctions\u003C\u002Fh3>\n\n\u003Cp>Tous agissements considérés comme fautifs pourront, en fonction de leur\ngravité, faire l’objet de l’une ou de l’autre des sanctions classées\nci-après\u003C\u002Fp>\n\n\u003Cp>a) Sanctions légères\u003C\u002Fp>\n\n\u003Cp>Les fautes énumérées ci-après sont passibles d’avertissement\nverbal:\u003C\u002Fp>\n\n\u003Cp>• Retards fréquents et\u002Fou absence non autorisés par le supérieur\nhiérarchique\u003C\u002Fp>\n\n\u003Cp>• Mauvaise exécution du travail\u003C\u002Fp>\n\n\u003Cp>• In\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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s calomnieuses\u003C\u002Fp>\n\n\u003Cp>• Manque de politesse\u003C\u002Fp>\n\n\u003Cp>• Irrespect envers les collaborateurs et les personnes extérieures à\nl’ADER dans le cadre du travail\u003C\u002Fp>\n\n\u003Cp>• Non respect de la Convention Collective\u003C\u002Fp>\n\n\u003Cp>Un troisième avertissement verbal entraîne un avertissement écrit versé\ndans le dossier de l’employé\u003C\u002Fp>\n\n\u003Cp>b) Sanctions sévères\u003C\u002Fp>\n\n\u003Cp>Les fautes énumérées ci-après sont passibles d’avertissement écrit,\nla sanction est versée dans le dossier de l’employé\u003C\u002Fp>\n\n\u003Cp>• Mauvaise exécution du travail ayant un impact sur les responsabilités\nde l’ADER\u003C\u002Fp>\n\n\u003Cp>• Refus d’obéissance et insubordination\u003C\u002Fp>\n\n\u003Cp>• Etat d’ivresse pendant les heures de travail sans provoquer de\ndégâts matériels ou corporels\u003C\u002Fp>\n\n\u003Cp>• Abandon de poste de plus de deux (02) jours sans justifications\u003C\u002Fp>\n\n\u003Cp>La récidive entraîne une sanction grave\u003C\u002Fp>\n\n\u003Cp>c) Sanctions graves\u003C\u002Fp>\n\n\u003Cp>Les fautes énumérées ci-après sont passibles de huit (08) jours de mise\nà pied2, la sanction est versée dans le dossier de l’employé:\u003C\u002Fp>\n\n\u003Cp>• Etat d’ivresse pendant les heures de travail provoquant des dégâts\nmatériels et\u002Fou corporels\u003C\u002Fp>\n\n\u003Cp>• Paroles injurieuses à l’endroit des collaborateurs\u003C\u002Fp>\n\n\u003Cp>• Rixe et voie de fait sur le lieu de travail\u003C\u002Fp>\n\n\u003Cp>• Utilisation abusive des biens de l’ADER\u003C\u002Fp>\n\n\u003Cp>Pour le cas des chauffeurs et les agents devant utiliser les véhicules de\nl’ADER:\u003C\u002Fp>\n\n\u003Cp>• Utilisation des véhicules s de fins personnelles sans autorisation\npréalable\u003C\u002Fp>\n\n\u003Cp>• Négligences manifestes dans l’entretien des véhicules\u003C\u002Fp>\n\n\u003Cp>• Accident matériel et\u002Fou corporel justifié par l’assurance ou\nl’expert comme étant, une faute du chauffeur\u003C\u002Fp>\n\n\u003Cp>La récidive entraîne le licenciement avec ou sans préavis selon la\ngravité de la faute et les préjudices causés.\u003C\u002Fp>\n\n\u003Cp>d) Fautes lourdes\u003C\u002Fp>\n\n\u003Cp>Les fautes lourdes passibles de licenciement immédiat sans préavis sont\nénumérées ci-après:\u003C\u002Fp>\n\n\u003Cp>• Vol au détriment de l’employeur\u003C\u002Fp>\n\n\u003Cp>• Divulgation de secret professionnel\u003C\u002Fp>\n\n\u003Cp>• Abus de confiance, malhonnêteté\u003C\u002Fp>\n\n\u003Cp>• Faux et usage de faux\u003C\u002Fp>\n\n\u003Cp>• Détournement de fonds et de biens de l’ADER\u003C\u002Fp>\n\n\u003Cp>• Dénigrement de collaborateurs\u003C\u002Fp>\n\n\u003Cp>• Faux témoignage\u003C\u002Fp>\n\n\u003Cp>• Usurpation de titre et de fonction\u003C\u002Fp>\n\n\u003Cp>• Corruption et concussion\u003C\u002Fp>\n\n\u003Cp>• Comportement professionnel négatif, provoquant un mauvais esprit\nd’équipe susceptible de perturber le bon fonctionnement de l’ADER et\u002Fou\nternir son image de marque\u003C\u002Fp>\n\n\u003Cp>• Destruction flagrant ou prouvée, partielle ou totale du patrimoine de\nl’ADER\u003C\u002Fp>\n\n\u003Cp>• Coups et blessures à l’endroit des collaborateurs, quel que soit le\nlieu ou le moment\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 33: Droit à la défense\u003C\u002Fh3>\n\n\u003Cp>Un employé sujet à une sanction disciplinaire a le droit de se défendre\net de fournir des explications quant aux manquements à la discipline dont on\nl’accuse.\u003C\u002Fp>\n\n\u003Cp>L’ADER se préserve cependant, la prérogative de juger de la gravité de\nla faute commise et des sanctions s’y appliquant, notamment, en cas de faute\nlourde, susceptible d’entraîner 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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>diement sans préavis ou\nindemnité.\u003C\u002Fp>\n\n\u003Cp>Toutefois, pour les sanctions graves et les sanctions des fautes lourdes\nentraînant un licenciement, l’instauration d’un conseil de discipline\nprésidé par e Secrétaire Exécutif ou son mandataire, et composé du\nDirecteur de la hiérarchie le superviseur direct, le Responsable des\nRessources Humaines, et d’un délégué de personnel, est OBLIGATOiRE.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2 Mise à pied: sanction qui contraint intéressés observer des journées\nsans solde et sans travail\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>TITRE VI: LES INTERRUPTIONS TEMPORAIRES DE FONCTION\u003C\u002Fh2>\n\n\u003Cp>Ne sont pas considérés comme interruptions les périodes de service\nmilitaire, les missions qui revêtent un caractère de représentation\nnationale officielle (par ex. : compétition sportive internationale), les\nmissions dûment mandatées et les absences 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 class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de six (06) mois au\nplus.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 34: Permissions exceptionnelles\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-childcare\" class=\"cbaClause highlight\">\u003Cp>Dans le respect du Fihavanana malagasy, des permissions d’absences\nexceptionnelles, assimilées à un service effectif et ne peuvent être\ndéduites de la durée 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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> acquis, sont accordées à l’employé à\nl’occasion d’un événement familial dans la limite de dix (10) jours3\ncumulés par an, à savoir:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleaveduration\" class=\"cbaClause highlight\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Mariage de l’employé\u003C\u002Ftd>\n      \u003Ctd>04 jours\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Mariage d’un enfant de l’employé\u003C\u002Ftd>\n      \u003Ctd>03 jours\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Mariage père, mère, soeur, frère4, de l’employé\u003C\u002Ftd>\n      \u003Ctd>02 jours\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Naissance d’un enfant de l’employé (Paternité)\u003C\u002Ftd>\n      \u003Ctd>05 jours\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Circoncision d’un enfant de l’employé\u003C\u002Ftd>\n      \u003Ctd>02 jours\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Décès du conjoint, enfant de l’employé\u003C\u002Ftd>\n      \u003Ctd>04 jours\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Décès des parents et beaux-parents, frère ou soeur direct de\n        l’employé\u003C\u002Ftd>\n      \u003Ctd>03 jours\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Exhumation du conjoint, \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 class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">enfants\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, parents, beaux-parents, frère ou\n        soeur de l’employé\u003C\u002Ftd>\n      \u003Ctd>02 jours\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Cdiv id=\"clause-childcareleave\" class=\"cbaClause highlight focus\">\u003Ctd>Hospitalisation de conjoint ou d’enfant mineur de l’employé sous\n        sa garde ou à sa charge (légitime)\u003C\u002Ftd>\n      \u003Ctd>05 jours\u003C\u002Ftd>\u003C\u002Fdiv>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Déménagement (à raison d’une fois par an) \u003C\u002Ftd>\n      \u003Ctd>02 jours\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pour les rubriques « Décès du conjoint, enfant de l’employé », «\nDécès des parents et beaux-parents, frère ou soeur direct de l’employé »\net « Hospitalisation de conjoint ou d’enfant mineur de l’employé sous sa\ngarde ou à sa charge (légitime) », ces absences exceptionnelles sont\ncomptées en jours ouvrables.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 35: Permissions d’absences\u003C\u002Fh3>\n\n\u003Cp>Toute absence doit faire l’objet d’une demande écrite préalable\nauprès du responsable du personnel mentionnant le motif de l’absence et sur\nlaquelle le Secrétaire Exécutif ou en cas de son absence, le Directeur\napposera son accord.\u003C\u002Fp>\n\n\u003Cp>Toutefois, chacun a droit à de petites absences e moment voulu, sans\ndépasser plus de 3h d’absence au bureau, pour des raisons personnelles,\ntelles que rendez-vous avec les médecins, préparation de papiers\nadministratifs, banque, etc. Pour cela, le concerné doit aviser son supérieur\nhiérarchique de son absence.\u003C\u002Fp>\n\n\u003Cp>Par ailleurs, tout membre du personnel devant s’absenter inopinément pour\ncas de force majeure doit aviser son supérieur hiérarchique qui à son tour\ndoit aviser la personne en charge des ressources humaines et le Secrétaire\nExécutif - dans les vingt-quatre (24) heures, soit par téléphone soit par\nlettre à faire parvenir par l’intermédiaire d’une tierce personne\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3 Non reportable d’une année sur l’autre en cas de non jouissance\u003C\u002Fp>\n\n\u003Cp>4Tous légitimes\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Secrétaire Exécutif - dans les vingt-quatre (24) heures soit par\ntéléphone soit par lettre à faire parvenir par l’intermédiaire dune\ntierce personne.\u003C\u002Fp>\n\n\u003Cp>Toute absence non justifiée dune durée supérieure à dix (10) jours\ncalendaires continus sera considérée comme étant une rupture unilatérale du\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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Contrat de Travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> par l’employé.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 36: \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">Congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s annuels\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s payes\u003C\u002Fspan> sont attribués conformément aux dispositions de la\nlégislation en vigueur. Le droit de jouissance est acquis après douze (12)\nmois de service effectif, à raison de trente jours (30) ouvrables par an, soit\ndeux jours et demi (25) par mois de travail (article 86 et 87 de la loi\n2003-044 du 28\u002F07\u002F04 portant code du travail).\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Tout départ en \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> doit être déposé auprès de la personne en charge\ndes ressources humaines, de préférence trois (03) jours avant la date prévue\nau \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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, sauf pour motif imprévu ou cas exceptionnel et sera approuvé par\ne responsable hiérarchique et le Secrétaire Exécutif. Tout départ en \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nest conditionné par l’existence OBLIGATOIRE d’un intérimaire. Ainsi, tout\npersonnel en \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ne doit être rappelé à rejoindre le service, mais doit\nrester joignable.\u003C\u002Fp>\n\n\u003Cp>Le versement d’une indemnité compensatrice au lieu et à la place du\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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> est strictement interdit (Article 90 du Code de Travail) sauf en cas de\ndécès ou de départ de l’employé.\u003C\u002Fp>\n\n\u003Cp>Sont assimilés à des périodes de services effectifs pour le calcul de la\ndurée 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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, donc ne sont pas déduites de la durée 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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> acquise\u003C\u002Fp>\n\n\u003Cp>• Les périodes de \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s payés\u003C\u002Fspan> -\u003C\u002Fp>\n\n\u003Cp>• Les périodes de \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s de maternité\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>• Les absences régulières pour hospitalisation dans la limite de six\n(06) mois\u003C\u002Fp>\n\n\u003Cp>• Les absences régulières pour accident de travail et \u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nprofessionnelle\u003C\u002Fp>\n\n\u003Cp>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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s sont repartis suivant un planning préétablis, mais susceptible\nde changement selon accord partie entre l’employeur et l’employé, de\nfaçon à assurer un niveau satisfaisant de service en tout temps de l’année\net pour une bonne coordination du travail de l’ensemble du personnel,\u003C\u002Fp>\n\n\u003Cp>Les nombres de jours 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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> non consommés par l’employé ne sont pas\nconvertibles en numéraires et ne peuvent pas excéder deux (02) ans de travail\neffectif soit soixante (60) jours 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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 37: Fermeture annuelle\u003C\u002Fh3>\n\n\u003Cp>La fermeture annuelle décidée par l’ADER est imputée du droit de\njouissance individuelle 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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 38: \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">Congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s 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 class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">L’ADER a l’obligation de se conformer aux prescriptions données par le\nmédecin traitant en ce qui a trait aux conditions d’emploi que nécessite\nl’état de santé des salariés malades et des 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 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>\u003C\u002Fspan>s, L’employé\nest tenu d’informer leur supérieur hiérarchique immédiat dès le début de\nleur absence pour des raisons de santé.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Une absence due à 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 class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et\u002Fou un accident est régularisée par\nl’envoi d’un certificat médical visé par un médecin inscrit au tableau\nde l’Ordre National des Médecins.\u003C\u002Fp>\n\n\u003Cp>Tout employé malade et se trouvant dans l’obligation d’interrompre son\ntravail doit remettre dans un délai maximal de quarante huit (48) heures les\npièces justificatives émanant d’un médecin inscrit au tableau de l’Ordre\nNational des Médecins ou d’un hôpital agréée par l’Etat\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">Un arrêt de travail d'une durée supérieure à six (06) mois consécutifs\ndonne à employeur le droit de résilier 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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Contrat de Travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de t’employé\naprès le sixième mois.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Les dispositions applicables pour le 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 class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s de longues durées\ndument constaté par un médecin inscrit au tableau de l’Ordre National des\nMédecins, sont celles prévues par le Code du Travail et du Code de\nPrévoyance Sociale.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 39: Accident de travail\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>Tout employé accidenté dans l’exercice de ses fonctions jouit des\nconditions applicables et prévues dans le Code du Travail et le Code de\nPrévoyance Sociale,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 40: \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">Congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s de maternité\u003C\u002Fspan>s\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>Les \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s de maternité\u003C\u002Fspan>s et le 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 class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">allaitement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> des employés de\nl’ADER sont soumis aux disposions réglementaires prévues par le Code du\nTravail et le Code de Prévoyance Sociale.\u003C\u002Fp>\n\n\u003Cp>Le personnel féminin bénéficie 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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de maternité de quatorze\n(14) semaines dont six (06) semaines à prendre avant la date probable\nd’accouchement (DPA) et huit (08) semaines postérieures à la naissance.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de maternité peut être prolongé par la durée de convalescence\nque le médecin traitant prescrit en cas de complication dûment constatée\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 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>\u003C\u002Fspan> ou de l’accouchement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-nursingmothers\" class=\"cbaClause highlight\">Pendant une période de quinze (15) mois à compter de la naissance de\nl’enfant, la mère a droit à des absences 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 class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">allaitement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>. Ces absences\nsont payées comme temps de travail et ne peuvent dépasser une durée d’une\n(01) heure effective par jour de travail, La période de jouissance du temps\nd’\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 class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">allaitement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> sera convenu d’accord partie. -\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">Pendant le \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de maternité, l’ADER paie régulièrement\nl’intégralité du salaire, à charge pour lui de récupérer ultérieurement\nles allocations qui seront reversées par la CNaPS.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 41: Assistance maternelle\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>La durée de l’assistance maternelle \u002F paternelle est définie par le\nmédecin traitant de l’enfant selon le besoin. Une absence pour assistance\nmaternelle! paternelle est justifiée auprès de l’employeur par la\nfourniture d’une ordonnance avec mention “assistance maternelle \u002F\npaternelle pour x jours”.\u003C\u002Fp>\n\n\u003Cp>L’assistance maternelle ne peut être refusée par l’employeur dans la\nmesure où le document justificatif est fourni.\u003C\u002Fp>\n\n\u003Cp>Quant à l’assistance paternelle, elle est utilisée seulement dans le cas\nde l’hospitalisation d’un enfant de moins de 15 ans et quand la mère est\ndécédée ou indisponible (raisons d’indisponibilité à justifier).\u003C\u002Fp>\n\n\u003Cp>L’assistance maternelle! Paternelle ne fait pas partie des absences\nexceptionnelles dont la limite annuelle est de 10 jours, et ne peut être\nlimitée à un certain nombre de jours par an.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 42: Mise en disponibilité\u003C\u002Fh3>\n\n\u003Cp>A sa demande, l’employé, ayant accompli cinq (05) années de service,\npeut être mis en disponibilité en accord avec le Secrétariat Exécutif pour\nune période qui ne peut pas excéder un (01) an. A l’issue de cette\npériode, l’ADER n’est pas tenu de le réintégrer à un poste.\u003C\u002Fp>\n\n\u003Cp>Pendant cette période, l’employé ne peut bénéficier d’aucun\navantage, ni salaire à l’ADER.\u003C\u002Fp>\n\n\u003Cp>Pendant cette période, l’employé ne peut bénéficier d’aucun\navantage, ni salaire à l’ADER:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 43: \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">Congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> sans solde\u003C\u002Fh3>\n\n\u003Cp>Une absence à titre 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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> sans solde pourrait être accordée à un\nemployé ayant accompli une (01) année de service et que celui-ci ne dispose\nplus de jours 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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> réglementaire.\u003C\u002Fp>\n\n\u003Cp>Dans ce cas, l’employé adresse au Secrétaire Exécutif une demande\nmotivée,\u003C\u002Fp>\n\n\u003Cp>Le \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> sans solde ne devrait pas être accordé pour une période\nsupérieure à trente (30) jours calendaires.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 44: 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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Contrat de Travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Contrat de Travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> prend généralement fin pour l’une ou l’autre des\ncauses suivantes: révocation, licenciement, démission, retraite, décès.\u003C\u002Fp>\n\n\u003Cp>Un licenciement est une mesure disciplinaire qui peut être déclarée,\nsuivant les dispositions du Code de Travail.\u003C\u002Fp>\n\n\u003Cp>La rupture du Contrat du Travail reste soumise aux prescriptions du Code du\nTravail et à l’appréciation des autorités compétentes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 45: Préavis\u003C\u002Fh3>\n\n\u003Cp>L’employé définitivement engage désirant quitter l’établissement\ndoit en avertir l’ADER dans les délais et conditions prévus par Décret\nn°2007-009 du 09janvier 2007 déterminant les conditions et la durée du\npréavis de résiliation 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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Contrat de Travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> a durée indéterminée. -\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Réciproquement, l’ADER est tenu de respecter les dispositions qui sont\ncitées dans ce même Décret en ce qui concerne les modalités du préavis.\u003C\u002Fp>\n\n\u003Cp>Les conditions et la durée de préavis sont celles prévues par les\ndispositions du Code du Travail.\u003C\u002Fp>\n\n\u003Cp>Toute 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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Contrat de Travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> à durée indéterminée sans préavis\nou sans que le délai de préavis ait été observé emporte obligation pour la\npartie responsable de verser à l’autre partie une indemnité, sauf en cas de\nfaute lourde au sens de la présente Convention Collective et selon les\ndispositions en vigueur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 46: Démission\u003C\u002Fh3>\n\n\u003Cp>L’employé conserve en tout temps le droit de démissionner et de mettre\nfin au \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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Contrat de Travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>. La démission doit toujours faire l’objet d’un\nécrit signé de l’employé à adresser au Secrétaire Exécutif avec un\naccusé de réception.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 47: Révocation\u003C\u002Fh3>\n\n\u003Cp>Le Secrétaire Exécutif peut révoquer, à l’exclusion de toute\nprocédure disciplinaire prévue par la Convention Collective, l’employé\ncondamné pour des crimes ou délits par une juridiction répressive à des\npeines criminelles ou correctionnelles.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 48: Cessation d’emploi\u003C\u002Fh3>\n\n\u003Cp>Les motifs qui pourront engendrer une cessation d’emploi sont:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>• Licenciement pour faute professionnelle;\u003C\u002Fp>\n\n\u003Cp>• Licenciement collectif pour fin d’activité;\u003C\u002Fp>\n\n\u003Cp>• Restructuration ou réorganisation interne prévue par la direction;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pour chacun de ces motifs la partie initiatrice de la cessation d’emploi,\ndoit respecter scrupuleusement les dispositions du Code de Travail en vigueur,\nnotamment en matière de préavis, et des \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s non pris jusqu’au moment du\ndépart, qui devront être payés au bénéficiaire.\u003C\u002Fp>\n\n\u003Cp>Quel que soit le motif de la cessation d’emploi, l’employeur doit\ndélivrer un Certificat de Travail à l’employé partant et établir un solde\nde tout compte dûment signé par le bénéficiaire avec la mention « Pour\nacquit et Bon pour solde de tout compte »\u003C\u002Fp>\n\n\u003Cp>En ce qui concerne le décès, les dispositions de la présente Convention\nCollective devront être appliquées,\u003C\u002Fp>\n\n\u003Cp>En cas de licenciement collectif, priorité est accordée de conserver leur\nemplois dans 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> déterminée\u003C\u002Fp>\n\n\u003Cp>- Aux travailleurs de plus grande ancienneté à l’ADER\u003C\u002Fp>\n\n\u003Cp>- A ancienneté égale, aux travailleurs ayant les plus grandes charges de\n\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 class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s.\u003C\u002Fp>\n\n\u003Cp>NB: En cas d’\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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ultérieure, la priorité de réembauchage sera\nréservée aux travailleurs ainsi compressés dans l’ordre inverse des\nlicenciements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 49: Retraite\u003C\u002Fh3>\n\n\u003Cp>L’âge d’admission à la retraite est fixé à partir de cinquante cinq\nans (55 ans) sans toutefois dépasser l’âge fixé par la réglementation en\nvigueur.\u003C\u002Fp>\n\n\u003Cp>Tout employé ayant effectué quinze (15) années de service et ayant\ncinquante (50) ans a la possibilité de demander un départ anticipé à la\nretraite.\u003C\u002Fp>\n\n\u003Cp>A titre d’aide sociale et de compensation pour les services rendus,\nl’ADER versera aux employés en départ à la retraite douze (12) mois de\nsalaire brut du dernier mois.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>TITRE VII: REGLES DE GESTION FINANCIERES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 50: Règles\u003C\u002Fh3>\n\n\u003Cp>Les règles de gestion financières de l’Agence sont soumises aux régimes\nde la comptabilité publique des établissements publics.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 51: Râle du Secrétaire Exécutif\u003C\u002Fh3>\n\n\u003Cp>Le Secrétaire Exécutif est responsable de la bonne gestion de l’ensemble\ndes actifs de l’ADER. A ce titre, il devra s’assurer notamment qu’un\ninventaire physique des actifs immobilisés de l’ADER soit effectué\nannuellement et que les disponibilités de l’ADER ne soient pas placées dans\ndes actifs ne garantissant pas le maintien du capital investi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 52: Du budget\u003C\u002Fh3>\n\n\u003Cp>Toutes les dépenses de fonctionnement et d’investissement de l’ADER\ndoit être directement liées à ses attributions et s’inscrire dans le cadre\ndu budget adopté par les organes compétents pour l’exercice concerné.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>TITRE VIII: DISPOSITIONS FINALES\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 53: Dispositions diverses\u003C\u002Fh3>\n\n\u003Cp>Toutes les questions d’ordre collectif non prévues dans la présente\nconvention pourront faire l’objet d’avenants particuliers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 54: Durée\u003C\u002Fh3>\n\n\u003Cp>La présente Convention Collective est conclue pour une durée d’un (01)\nan de janvier à décembre, il sera reconduit tacitement pour la même période\npendant une durée indéterminée, Toutefois, pour la première année, la\nConvention Collective sera applicable des sa signature.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 55: Révision — dénonciation\u003C\u002Fh3>\n\n\u003Cp>Chacune des parties contractantes (employés — employeur) a la\npossibilité de demander la révision de la présente Convention Collective\u003C\u002Fp>\n\n\u003Cp>La demande doit être présentée à l’autre partie par écrit, six (06)\nmois avant expiration de l’échéance en cours pendant lesquelles, les deux\n(02) parties négocient pour trouver une solution.\u003C\u002Fp>\n\n\u003Cp>En cas de dénonciation ou de révision totale, la présente Convention\nCollective en vigueur reste applicable jusqu’à la signature de la nouvelle\nConvention Collective, En cas de révision partielle, es accords convenus entre\nles deux parties feront l’objet d’un avenant à annexer à la Convention\nCollective en vigueur et dûment signée et approuvée par l’employeur et les\nreprésentants des employés. Cet avenant devrait être notifié aux directions\npour exécution. La date d’échéance de l’application de la nouvelle\nConvention Collective est un (01) mois après la négociation finale. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 56: Conditions de mise en application et d’adoption\u003C\u002Fh3>\n\n\u003Cp>Les deux signataires sont chargés de l’application de la présente\nconvention.\u003C\u002Fp>\n\n\u003Cp>La présente convention collection entre immédiatement en vigueur dés sa\nsignature par les deux parties, excepté les articles suivants : 20-c, 23-b,\n24-b-c, 49.\u003C\u002Fp>\n\n\u003Cp>Toutefois, les deux parties s’accordent l’exercice 2012 afin de mettre\nen place les procédures d’application des articles précédemment cités. A\npartir de l’exercice 2013, la présente convention collective prend plein\neffet dans sa totalité.\u003C\u002Fp>\n\n\u003Cp>En cas de litiges, la version française prévaut sur la version malagasy et\nreste la version officielle.\u003C\u002Fp>\n\n\u003Cp>La présente Convention Collective a été adoptée entre les représentants\ndu personnel et l’employeur représenté par le Secrétaire Exécutif et a\nété soumise à l’Inspection de Travail et des Lois Sociales\nd’Antananarivo conformément à l’article 5 de l’arrêté N°1454 - IGT\ndu 20\u002F07\u002F54 et e été déposé en double exemplaire au Secrétariat du\nTribunal du Travail d’Antananarivo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Approuvée à Antananarivo, en cinq (05) exemplaires originaux le, 26 Mars\n2012\u003C\u002Fp>\n\n\u003Cp>Le Délégué du personnel\u003C\u002Fp>\n\n\u003Cp>ANDRIAMIHAJA Andriamahefa\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Convention Collective ADER 2012\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Documents de travail\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- - Loi n°94-027 portant Code d’Hygiène, de Sécurité et\nd’Environnement du travail\u003C\u002Fp>\n\n\u003Cp>- - Loi n°98-031 du 20 janvier 1999 portant définition établissements\npublics et des règles concernant la création 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nd’établissements publics\u003C\u002Fp>\n\n\u003Cp>- - Loi n°98-032 du 20 janvier 1999 portant réforme du secteur de\nl’électricité\u003C\u002Fp>\n\n\u003Cp>- - Loi n°2003-044 du 10juin 2004 portant Code du Travail\u003C\u002Fp>\n\n\u003Cp>-- Décret n°68-172 du 18 avril 1968 portant réglementation des heures\nsupplémentaires de travail et fixant les majorations de salaire pour le\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 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>\u003C\u002Fspan>, des \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 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>\u003C\u002Fspan>s et des \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 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\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>-- Décret n°99-335 du 05 mai 1999 définissant le statut-type des\nEtablissements Publics Nationaux\u003C\u002Fp>\n\n\u003Cp>-- Décret n°99-349 du 12 mai 1999 modifiant le décret n°61-305 du 21juin\n1961 fixant les règles de gestion financière et d’organisation comptable\napplicable aux établissements publics à caractère administratif\u003C\u002Fp>\n\n\u003Cp>-- Décret n°99-350 du 12 mai 1999 modifiant le décret n°68-080 du\n13février 1968 portant règlement général sur ta comptabilité publique\u003C\u002Fp>\n\n\u003Cp>-- Décret n°2001-173 du 28 février 2001 fixant les conditions et\nmodalités d’application de la Loi 98-032 du 20janvier 1999 portant réforme\ndu secteur de l’électricité,\u003C\u002Fp>\n\n\u003Cp>-- Décret n°2002-1650 du 03 décembre 2002 modifié par le Décret\nn°2003-510 du 22 avril 2003 instituant l’Agence de Développement de\n‘Electrification Rurale -\u003C\u002Fp>\n\n\u003Cp>-- Décret n°2007-009 du 09 janvier 2007 déterminant les conditions et ta\ndurée du préavis de résiliation 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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Contrat de Travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> a durée\nindéterminée.\u003C\u002Fp>\n\n\u003Cp>-- Arrêté n°7036-2009 du 20 août 2009, portant Code de Conduite des\nagents du Ministère de ‘Energie et des Mines\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            ",{"disabilitypay":42,"hourspday_select":46,"violence":50,"contracttrialperiod":54,"childcareleave":58,"pensionfund":62,"dayspweek":66,"childcare":70,"shiftallowanceperc1":74,"equalityotherclause":78,"nursingmothers":82,"hourspday":86,"funeralpay":88,"trainingfund":92,"paidmaternityleaveduration":96,"maternityotherclause":100,"discrimination":104,"jobclassifaction1":108,"OVERTIME_trigger":112,"holidaysdays":116,"healthcareaccess":120,"shiftallowancetype":124,"healthinsurance":126,"COMMUTE_trigger":128,"SUNDAY_trigger":132,"trainingprogrammes":135,"sundayallowancetype":137,"healthandsafetypolicy":139,"overtimeallowanceperc1":143,"contracttrial":145,"schedulesrestpw":147,"dayspweek_select":149,"healthinsurancerelatives":151,"SCHEDULE_trigger":153,"paidpaternityleave":155,"sicknessmaxdaysnr":159,"NOCTPREM_trigger":163,"healthcareaccessrelatives":165,"sundayallowanceperc1":167,"overtimeallowancetype":169,"paidmaternityleavepay":171,"sicknessmaxdays":175,"paidmaternityleave":177,"PAIDLEAV_trigger":179,"paidpaternityleaveduration":181},{"bindId":43,"name":44,"text":45},"disabilitypay","Tout employé accidenté dans l’exercice d","Tout employé accidenté dans l’exercice de ses fonctions jouit des\nconditions applicables et prévues dans le Code du Travail et le Code de\nPrévoyance Sociale,",{"bindId":47,"name":48,"text":49},"hourspday_select","La durée journalière du travail respecte","La durée journalière du travail respecte la réglementation en vigueur a\nMadagascar sans toutefois dépasser les dix (10) heures par jour.\n\nLes heures d’ouvertures des bureaux de l’ADER sont de : 08h00 à 16h00\nen journée continue.",{"bindId":51,"name":52,"text":53},"violence","Tous les personnels doit se respecter mu","Tous les personnels doit se respecter mutuellement et observer une politesse\nentre collègues ainsi qu’envers des tiers. Il doit respect et obéissance à\nleurs supérieurs.\n\nL’imposition de normes d’éthique et de règles de disciplines vise a\namener le personnel à adopter un comportement irréprochable dans\nl’accomplissement de leurs tâches et activités professionnelles.",{"bindId":55,"name":56,"text":57},"contracttrialperiod","L’embauche définitive est précédée d’une","L’embauche définitive est précédée d’une période d’essai allant\njusqu’à trois (03) mois, pour les employés, quatre (04) mois pour les\ncadres (non directeur) six (06) mois pour les cadres de direction, renouvelable\nune seule fois (Décret n0 2007-08 du 09\u002F01\u002F07). Pendant ou à l’issue de\ncette période, le Contrat de Travail peut être rompu sans préavis par\nl’une ou l’autre partie.",{"bindId":59,"name":60,"text":61},"childcareleave","Hospitalisation de conjoint ou d’enfant ","Hospitalisation de conjoint ou d’enfant mineur de l’employé sous\n        sa garde ou à sa charge (légitime)\n      05 jours",{"bindId":63,"name":64,"text":65},"pensionfund","Le personnel est affilié par l’ADER à la","Le personnel est affilié par l’ADER à la CNaPS, pour ce qui concerne la\nbranche « retraite » et la branche « Assurance des accidents de travail et\nmaladies professionnelles",{"bindId":67,"name":68,"text":69},"dayspweek","Les bureaux de l’ADER sont fermés les sa","Les bureaux de l’ADER sont fermés les samedis, dimanches, les jours\nfériés et les jours déclarés chômés par l’autorité compétente à\nMadagascar.",{"bindId":71,"name":72,"text":73},"childcare","Dans le respect du Fihavanana malagasy, ","Dans le respect du Fihavanana malagasy, des permissions d’absences\nexceptionnelles, assimilées à un service effectif et ne peuvent être\ndéduites de la durée du congé acquis, sont accordées à l’employé à\nl’occasion d’un événement familial dans la limite de dix (10) jours3\ncumulés par an, à savoir:\n\n\n\n\n  \n  \n  \n  \n    \n      Mariage de l’employé\n      04 jours\n    \n    \n      Mariage d’un enfant de l’employé\n      03 jours\n    \n    \n      Mariage père, mère, soeur, frère4, de l’employé\n      02 jours\n    \n    \n      Naissance d’un enfant de l’employé (Paternité)\n      05 jours\n    \n    \n      Circoncision d’un enfant de l’employé\n      02 jours\n    \n    \n      Décès du conjoint, enfant de l’employé\n      04 jours\n    \n    \n      Décès des parents et beaux-parents, frère ou soeur direct de\n        l’employé\n      03 jours\n    \n    \n      Exhumation du conjoint, enfants, parents, beaux-parents, frère ou\n        soeur de l’employé\n      02 jours\n    \n    \n      Hospitalisation de conjoint ou d’enfant mineur de l’employé sous\n        sa garde ou à sa charge (légitime)\n      05 jours\n    \n    \n      Déménagement (à raison d’une fois par an) \n      02 jours",{"bindId":75,"name":76,"text":77},"shiftallowanceperc1","• Travail effectué la nuit habituel : 30","• Travail effectué la nuit habituel : 30%\n\n• Travail de nuit occasionnel : 50%",{"bindId":79,"name":80,"text":81},"equalityotherclause","L’ADER a l’obligation de se conformer au","L’ADER a l’obligation de se conformer aux prescriptions données par le\nmédecin traitant en ce qui a trait aux conditions d’emploi que nécessite\nl’état de santé des salariés malades et des femmes enceintes, L’employé\nest tenu d’informer leur supérieur hiérarchique immédiat dès le début de\nleur absence pour des raisons de santé.",{"bindId":83,"name":84,"text":85},"nursingmothers","Pendant une période de quinze (15) mois ","Pendant une période de quinze (15) mois à compter de la naissance de\nl’enfant, la mère a droit à des absences pour allaitement. Ces absences\nsont payées comme temps de travail et ne peuvent dépasser une durée d’une\n(01) heure effective par jour de travail, La période de jouissance du temps\nd’allaitement sera convenu d’accord partie. -",{"bindId":87,"name":48,"text":49},"hourspday",{"bindId":89,"name":90,"text":91},"funeralpay","En cas de décès d’un employé, l’ADER par","En cas de décès d’un employé, l’ADER participe\n\n• Aux frais de transport liés au rapatriement de la dépouille mortuaire\net à l’enterrement, sur le seul territoire Malagasy et par voie routière,\ndont le montant sera fixé par le Secrétaire Exécutif par une note de\nservice.\n\n• A titre d’aide sociale, l’ADER versera aux ayants droit (veuf (ve)\net orphelins) une caisse de secours dont la valeur est équivalente à trois\nmois (03) du salaire de brut.",{"bindId":93,"name":94,"text":95},"trainingfund","L’ADER accorde une importance à la forma","L’ADER accorde une importance à la formation et au perfectionnement de\nson personnel, afin de disposer d’un effectif qualifié, expérimenté et\napte à relever avec succès les défis à venir. Ce qui va permettre\négalement aux employés de développer de nouvelles compétences,\nd’acquérir une expérience diversifiée et de développer leur carrière.\n\nAvant l’élaboration du projet de budget annuel, un plan de formation sera\nétabli par un comité de formation composé du SE, des deux Directeurs et\nd’un représentant du personnel. Toutefois, toute formation dépendra de\nl’autorisation des autorités compétentes.\n\nLe plan de formation doit correspondre aux priorités et besoins de l’ADER\nquant aux champs des compétences et expertises requises aux fins de\nl’accomplissement efficace de son mandat, Il tient compte des aspirations et\nintérêts professionnels légitimes des employés, en corrélation avec leur\nattribution et les exigences de leur poste\n\nLe plan de formation doit être compatible avec les prévision budgétaires\net le planning du travail de l’ADER, laquelle prend en charge les coûts et\ndépenses y afférentes.\n\n\n\nSeul, le personnel ayant à leur actif au moins un (01) an d’ancienneté,\nà partir de la date de leurs confirmations au sein de l’ADER peuvent\nbénéficier de formations payantes et en externe à ‘Agence.\n\nDans le cas d’une formation à la charge de l’intéressé,\nl’autorisation d’absence pendant les heures de travail se décidera au\nniveau du comité de formation.",{"bindId":97,"name":98,"text":99},"paidmaternityleaveduration","Les congés de maternités et le repos pou","Les congés de maternités et le repos pour allaitement des employés de\nl’ADER sont soumis aux disposions réglementaires prévues par le Code du\nTravail et le Code de Prévoyance Sociale.\n\nLe personnel féminin bénéficie d’un congé de maternité de quatorze\n(14) semaines dont six (06) semaines à prendre avant la date probable\nd’accouchement (DPA) et huit (08) semaines postérieures à la naissance.",{"bindId":101,"name":102,"text":103},"maternityotherclause","La durée de l’assistance maternelle \u002F pa","La durée de l’assistance maternelle \u002F paternelle est définie par le\nmédecin traitant de l’enfant selon le besoin. Une absence pour assistance\nmaternelle! paternelle est justifiée auprès de l’employeur par la\nfourniture d’une ordonnance avec mention “assistance maternelle \u002F\npaternelle pour x jours”.\n\nL’assistance maternelle ne peut être refusée par l’employeur dans la\nmesure où le document justificatif est fourni.\n\nQuant à l’assistance paternelle, elle est utilisée seulement dans le cas\nde l’hospitalisation d’un enfant de moins de 15 ans et quand la mère est\ndécédée ou indisponible (raisons d’indisponibilité à justifier).\n\nL’assistance maternelle! Paternelle ne fait pas partie des absences\nexceptionnelles dont la limite annuelle est de 10 jours, et ne peut être\nlimitée à un certain nombre de jours par an.",{"bindId":105,"name":106,"text":107},"discrimination","- La présente Convention Collective est ","- La présente Convention Collective est conclue conformément aux\ndispositions de la dite loi et ses textes d’applications. Il régit sur\nl’ensemble du territoire de la République de Madagascar les rapports entre\nl’ADER et ses employés sans distinction quel que soient le sexe, la\nnationalité et, la fonction.",{"bindId":109,"name":110,"text":111},"jobclassifaction1","L’évaluation des postes a pour objet d’é","L’évaluation des postes a pour objet d’établir la valeur relative des\npostes, d’une façon équitable, uniforme et efficace et, d’en déterminer\nla juste rémunération.\n\n\n\nLa catégorie et le niveau professionnel de chaque poste sont établis à\npartir de l’évaluation des fonctions, tâches et responsabilités du poste,\nen fonction de la norme de classification pertinente.",{"bindId":113,"name":114,"text":115},"OVERTIME_trigger","Les heures supplémentaires devront être ","Les heures supplémentaires devront être préalablement autorisées,\napprouvées et certifiées par le supérieur hiérarchique direct.\n\nLa personne en charge des ressources humaines établit un état des heures\nsupplémentaires arrêté tout les quinze (15) du mois en cours pour les heures\nsupplémentaires du mois précédant, pour paiement.\n\nLe Décret n°68-172 du 18 avril 1968 portant réglementation des heures\nsupplémentaires de travail et fixant les majorations de salaire pour le\ntravail de nuit, des dimanches et des jours fériés et utilisé pour calculer\nles heures supplémentaires,\n\nMajoration horaire légale\n\n• Pour chacune des huit premières heures dans la semaine : 30%\n\n• Pour chacune des suivantes: 50%",{"bindId":117,"name":118,"text":119},"holidaysdays","Des congés payes sont attribués conformé","Des congés payes sont attribués conformément aux dispositions de la\nlégislation en vigueur. Le droit de jouissance est acquis après douze (12)\nmois de service effectif, à raison de trente jours (30) ouvrables par an, soit\ndeux jours et demi (25) par mois de travail (article 86 et 87 de la loi\n2003-044 du 28\u002F07\u002F04 portant code du travail).",{"bindId":121,"name":122,"text":123},"healthcareaccess","a) Frais médicaux L’ADER souscrit le per","a) Frais médicaux\n\nL’ADER souscrit le personnel et les membres de leurs familles (conjoint\n(e) légitime, enfant légitime et enfant légalement à charge et scolarisé\n(pièce justificative de tutelle à l’appui) de moins de vingt-cinq ans (25\nans) à une assurance santé auprès d’une compagnie d’assurance privée\npour la prise en charge des frais de consultations, soins médicaux, dentaire,\nophtalmologique, hospitalisation (articles 110 à 127 de la loi 2003-044 du\n28\u002F07\u002F04 portant code du travail).",{"bindId":125,"name":76,"text":77},"shiftallowancetype",{"bindId":127,"name":122,"text":123},"healthinsurance",{"bindId":129,"name":130,"text":131},"COMMUTE_trigger","Indemnité de transport Une aide particip","Indemnité de transport\n\nUne aide participative aux frais de déplacement est allouée mensuellement\naux employés de l’ADER non dotés de voiture de fonction. Les modalités de\npaiement et les taux forfaitaires seront fixés par le Secrétaire Exécutif\npar une note de service.\n\nLe montant de l’indemnité de transport est fixé et ajusté annuellement\nselon l’indice du coût de la vie publié par l’INSTAT dont la référence\nest celle du mois précédent l’élaboration du budget annuel de l’ADER.",{"bindId":133,"name":134,"text":134},"SUNDAY_trigger","• Travail jour de dimanche: 40%",{"bindId":136,"name":94,"text":95},"trainingprogrammes",{"bindId":138,"name":134,"text":134},"sundayallowancetype",{"bindId":140,"name":141,"text":142},"healthandsafetypolicy","L’employé doit obligatoirement user des ","L’employé doit obligatoirement user des mesures de protection mises à sa\ndisposition contre les accidents, et d’une façon générale se plier à\ntoute réglementation tendant à éviter les accidents et à assurer l’ordre\net l’hygiène pendant l’exécution de son travail.",{"bindId":144,"name":114,"text":115},"overtimeallowanceperc1",{"bindId":146,"name":56,"text":57},"contracttrial",{"bindId":148,"name":68,"text":69},"schedulesrestpw",{"bindId":150,"name":68,"text":69},"dayspweek_select",{"bindId":152,"name":122,"text":123},"healthinsurancerelatives",{"bindId":154,"name":68,"text":69},"SCHEDULE_trigger",{"bindId":156,"name":157,"text":158},"paidpaternityleave","Naissance d’un enfant de l’employé (Pate","Naissance d’un enfant de l’employé (Paternité)\n      05 jours",{"bindId":160,"name":161,"text":162},"sicknessmaxdaysnr","Un arrêt de travail d'une durée supérieu","Un arrêt de travail d'une durée supérieure à six (06) mois consécutifs\ndonne à employeur le droit de résilier le Contrat de Travail de t’employé\naprès le sixième mois.",{"bindId":164,"name":76,"text":77},"NOCTPREM_trigger",{"bindId":166,"name":122,"text":123},"healthcareaccessrelatives",{"bindId":168,"name":134,"text":134},"sundayallowanceperc1",{"bindId":170,"name":114,"text":115},"overtimeallowancetype",{"bindId":172,"name":173,"text":174},"paidmaternityleavepay","Pendant le congé de maternité, l’ADER pa","Pendant le congé de maternité, l’ADER paie régulièrement\nl’intégralité du salaire, à charge pour lui de récupérer ultérieurement\nles allocations qui seront reversées par la CNaPS.",{"bindId":176,"name":161,"text":162},"sicknessmaxdays",{"bindId":178,"name":98,"text":99},"paidmaternityleave",{"bindId":180,"name":118,"text":119},"PAIDLEAV_trigger",{"bindId":182,"name":157,"text":158},"paidpaternityleaveduration","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Convention Collective Regissant les Rapports entre l’ADER et ses Employes - 2012 - 2012\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Date de prise d'effet: → 2012-03-26\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Date de fin: → 2013-03-25\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratifiée par: → Autre\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratifiée le: → 2012-03-26\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nom de l'industrie: → Collecte et traitement des déchets et des eaux usées, production et distribution d'électricité,\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Secteur privé \u002F publique: → Dans le secteur privé\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Signée par:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Nom de l'entreprise: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Noms des syndicats: → \n\n                \n                    \n                    \u003Cspan>\n                        \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: → Non\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            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Nombre maximal de jours de congé de maladie payé: → 180 jours\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Dispositions concernant le retour au travail après une longue maladie, par exemple traitement du cancer: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Congés payé pour menstruation: → Non\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Paie en cas d'incapacité résultant d'accident professionnel: → Oui\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SANTE' ET SECURITE' AU TRAVAIL ET AIDE MEDICALE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Aide médicale convenue: → Oui\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Aide medicale pour la famille du travailleur: → Oui\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution à l'assurance santé convenue: → Oui\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Assurance santé convenue pour la famille du travailleur: → Oui\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            \u003Cdiv id=\"display-childcareleave\">\n                Congé payé annuellement pour prendre soins des parents : → 5 jours\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Congé de paternité payé: → 5 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 : → Oui\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            \u003Cdiv id=\"display-hourspday\">\n                Heures de travail par jour: → 8.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Jours de travail par semaine: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Congé annuel payé: → 30.0 jours\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Congé annuel payé: → 5.0 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                Salaires déterminés au moyen d’échelle salariale : → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Rajustement en fonction de la croissance du coût de la vie: → 0\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Prime pour le travail de nuit ou de soir\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Prime pour le travail de nuit ou de soir: → 130 % du salaire de base\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Prime seulement pour le travail de nuit: → Oui\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \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            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Prime de dimanche\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Prime de dimanche: → 40 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Indemnité de transport\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Ticket-repas fourni\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Indemnité de repas fourni: → Non\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[188],{"title":35,"slug":31},[190],{"type":191,"data":192},"call_to_action_body_block",{"title":193,"description":194,"variant":195,"link":196},"Comparer les conventions collectives","Comparer les articles des conventions collectives de Madagascar entre secteurs, sujets et Pays","dark",{"title":193,"url":197,"description":193,"rel":198,"type":199},"\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fconvention-collective\u002Fcomparer-les-conventions-collectives","follow","internal",[201],{"type":191,"data":202},{"title":193,"description":194,"variant":195,"link":203},{"title":193,"url":197,"description":193,"rel":198,"type":199},[],{"title":15,"seo_title":206,"description":7,"path":207,"redirect_url":7,"locale":16,"children":208},"WageIndicator Madagascar: salaires et droit du travail","\u002Ffr-mg",[209,295,324],{"title":18,"seo_title":210,"description":7,"path":211,"redirect_url":7,"locale":16,"children":212},"Travailler à Madagascar: salaires et droits","\u002Ffr-mg\u002Ftravail-a-madagascar",[213,218,223,242,291],{"title":214,"seo_title":215,"description":7,"path":216,"redirect_url":7,"locale":16,"children":217},"Salaire minimum","WageIndicator : salaire minimum à Madagascar","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaire-minimum",[],{"title":219,"seo_title":220,"description":7,"path":221,"redirect_url":7,"locale":16,"children":222},"Salaires Vitaux","WageIndicator: salaire minimum vital à Madagascar","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaires-minimums-vitaux",[],{"title":224,"seo_title":8,"description":7,"path":225,"redirect_url":7,"locale":16,"children":226},"Salaire","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaire",[227,232,237],{"title":228,"seo_title":229,"description":7,"path":230,"redirect_url":7,"locale":16,"children":231},"Contrôle des salaires","WageIndicator : contrôle des salaires à Madagascar","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaire\u002Fcontrole",[],{"title":233,"seo_title":234,"description":7,"path":235,"redirect_url":7,"locale":16,"children":236},"Enquête Salariale","WageIndicator: Enquête Salariale Madagascar","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaire\u002Fenquete",[],{"title":238,"seo_title":239,"description":7,"path":240,"redirect_url":7,"locale":16,"children":241},"Salaire VIP","Salaires des stars à Madagascar et dans le monde","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaire\u002Fvip",[],{"title":243,"seo_title":244,"description":7,"path":245,"redirect_url":7,"locale":16,"children":246},"Droit du Travail","Droit du travail à Madagascar","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail",[247,251,255,259,263,267,271,275,279,283,287],{"title":248,"seo_title":8,"description":7,"path":249,"redirect_url":7,"locale":16,"children":250},"Congé Annuel et Vacances","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Fconge-annuel-et-vacances",[],{"title":252,"seo_title":8,"description":7,"path":253,"redirect_url":7,"locale":16,"children":254},"Congé de Maladie","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Fconge-de-maladie",[],{"title":256,"seo_title":8,"description":7,"path":257,"redirect_url":7,"locale":16,"children":258},"Droits Syndicaux","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Fdroits-syndicaux",[],{"title":260,"seo_title":8,"description":7,"path":261,"redirect_url":7,"locale":16,"children":262},"Rémunération et temps de travail","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Fremuneration-et-temps-de-travail",[],{"title":264,"seo_title":8,"description":7,"path":265,"redirect_url":7,"locale":16,"children":266},"Maternité et Travail","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Fmaternite-et-travail",[],{"title":268,"seo_title":8,"description":7,"path":269,"redirect_url":7,"locale":16,"children":270},"Responsabilités Familiales","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Fresponsabilites-familiales",[],{"title":272,"seo_title":8,"description":7,"path":273,"redirect_url":7,"locale":16,"children":274},"Santé et Sécurité","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Fsante-et-securite",[],{"title":276,"seo_title":8,"description":7,"path":277,"redirect_url":7,"locale":16,"children":278},"Contrats et licenciements","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Fcontrats-et-licenciements",[],{"title":280,"seo_title":8,"description":7,"path":281,"redirect_url":7,"locale":16,"children":282},"Sécurité Sociale","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Fsecurite-sociale",[],{"title":284,"seo_title":8,"description":7,"path":285,"redirect_url":7,"locale":16,"children":286},"Traitement Equitable","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Ftraitement-equitable",[],{"title":288,"seo_title":8,"description":7,"path":289,"redirect_url":7,"locale":16,"children":290},"Travail et Salaires","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Ftravail-et-salaires",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":292},[293],{"title":193,"seo_title":8,"description":7,"path":197,"redirect_url":7,"locale":16,"children":294},[],{"title":296,"seo_title":8,"description":7,"path":297,"redirect_url":7,"locale":16,"children":298},"Ce que nous faisons","\u002Ffr-mg\u002Fce-que-nous-faisons",[299,303,309,314,319],{"title":300,"seo_title":8,"description":7,"path":301,"redirect_url":7,"locale":16,"children":302},"Données et services","\u002Ffr-mg\u002Fce-que-nous-faisons\u002Fdonnees-services",[],{"title":304,"seo_title":8,"description":7,"path":305,"redirect_url":306,"locale":307,"children":308},"Projets","\u002Ffr-mg\u002Fce-que-nous-faisons\u002Fprojets","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":310,"seo_title":8,"description":7,"path":311,"redirect_url":312,"locale":307,"children":313},"Événements","\u002Ffr-mg\u002Fce-que-nous-faisons\u002Fevenements","\u002Fwhat-we-do\u002Fevents",[],{"title":315,"seo_title":8,"description":7,"path":316,"redirect_url":317,"locale":307,"children":318},"Publications","\u002Ffr-mg\u002Fce-que-nous-faisons\u002Fpublications","\u002Fwhat-we-do\u002Fpublications",[],{"title":320,"seo_title":8,"description":7,"path":321,"redirect_url":322,"locale":307,"children":323},"Actualités et articles","\u002Ffr-mg\u002Fce-que-nous-faisons\u002Factualites-articles","\u002Fwhat-we-do\u002Fnews-stories",[],{"title":325,"seo_title":8,"description":7,"path":326,"redirect_url":7,"locale":16,"children":327},"À propos de nous","\u002Ffr-mg\u002Fa-propos",[328,350,355,360,365,370],{"title":329,"seo_title":8,"description":7,"path":330,"redirect_url":7,"locale":16,"children":331},"Qui sommes-nous","\u002Ffr-mg\u002Fa-propos\u002Fqui-sommes-nous",[332,337,342,346],{"title":333,"seo_title":8,"description":7,"path":334,"redirect_url":335,"locale":307,"children":336},"Travailler avec 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