[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fconvention-collective\u002Fconvention-collective-sept-port-toamasina":3,"menu:\u002Ffr-mg:":108,"sites:htmlblocks":278,"subsites":1477,"cite-subsites":5042,"footer:root":5519,"suggested:root":5616,"cite-footer:root":5620},{"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":88,"content_type_view":89,"extra_breadcrumbs":90,"body":92,"body_blocks":103,"related_pages":107},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":86,"translations":87},{"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-sept-port-toamasina","cf2dcf0c-8a45-11e2-b896-001e0bbf9952","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fmdg\u002Fconvention-collective-sept-port-toamasina\u002Fconvention-collective-sept-port-toamasina\u002F","Convention Collective du Corps des Travailleurs de la Societe d’exploitation du Port de TOAMASINA - 2001","MDG La Société Nationale Malgache de Transports Aériens Air Madagascar - 2001","Madagascar - MDG La Société Nationale Malgache de Transports Aériens Air Madagascar - 2001","MDG La Société Nationale Malgache de Transports Aériens Air Madagascar - 2001 - Transports, logistique, communications",{"name":39,"data":40},"2001 - Madagascar - Convention collective SEPT (Port) Toamasina.html","\n              \n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>Nuovo1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>SOCIETE D’EXPLOITATION DU PORT\u003C\u002Fp>\n\n\u003Cp>DE TOAMASINA\u003C\u002Fp>\n\n\u003Cp>B.P 492 – Tél. : 321-55\u002F57\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>CONVENTION COLLECTIVE\u003C\u002Fh1>\n\n\u003Ch1>DU CORPS DES TRAVAILLEURS\u003C\u002Fh1>\n\n\u003Ch1>DE LA SOCIETE D’EXPLOITATION DU PORT DE\u003C\u002Fh1>\n\n\u003Ch1>TOAMASINA\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Août 2001\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PREAMBULE\u003C\u002Fp>\n\n\u003Cp>La convention collective du Corps des Travailleurs de la Société\nd’Exploitions du Port de Toamasina est le fruit d’une longue méditation\npoussée par un désir profond de justice sociale.\u003C\u002Fp>\n\n\u003Cp>Pour ce faire, les représentants syndicaux se sq1t attelés à\nl’élaboration d’une convention unique partir des différents textes\nrégissant jusqu’ici le personnel de la SEPT, à savoir:\u003C\u002Fp>\n\n\u003Cp>1. Statut particulier du personnel du Port (décret n° 63.238 du\n02\u002F05\u002F63);\u003C\u002Fp>\n\n\u003Cp>2. Convention Collective du 30\u002F04\u002F64;\u003C\u002Fp>\n\n\u003Cp>3. Statut des agents ELD (décret n° 64.214 du 27\u002F05\u002F64);\u003C\u002Fp>\n\n\u003Cp>4. Code de la Marine Marchande (Loi n° 66.007 du 05\u002F07\u002F55);\u003C\u002Fp>\n\n\u003Cp>5. Convention Collective des employés du Port en date du 30\u002F04\u002F76;\u003C\u002Fp>\n\n\u003Cp>6. Convention Collective des Dockers du Port en date du 30\u002F04\u002F76;\u003C\u002Fp>\n\n\u003Cp>7. Statut particulier du personnel des chemins de fer (décret n°77.013 du\n15\u002F01\u002F77);\u003C\u002Fp>\n\n\u003Cp>8. Statut général des fonctionnaires (loi n° 79.014 du 16\u002F07\u002F79);\u003C\u002Fp>\n\n\u003Cp>9. Refonte des statuts de la SEPT (décret n° 85.282 du 04\u002F0945); 10.\nStatut du personnel de la Société d’Exploitation du Port de Toamasina en\ndate du\u003C\u002Fp>\n\n\u003Cp>27\u002F12\u002F88.\u003C\u002Fp>\n\n\u003Cp>Les articles 1ère, 10, 11, 17, 19, 21, 32, 35, 36, 38, 41, 42, 43, 50, 52,\n61, 63, 64, 68, 85, 91 et 113 sont révisés d’accord parties\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L’article 84 est transposé dans le règlement intérieur de la\nSociété.\u003C\u002Fp>\n\n\u003Cp>OBJET DE LA CONVENTION COLLECTIVE\u003C\u002Fp>\n\n\u003Cp>La présente convention collective a pour objet de régir les rapports de\ntravail entre la Société d’Exploitation du Port de Toamasina et tous ses\nemployés constituant le corps des travailleurs de la SEPT sans exception ni\ndiscrimination.\u003C\u002Fp>\n\n\u003Cp>Les dispositions légales et réglementaires en vigueur s’appliquent à\ntous les cas non prévus par la présente convention. Elles s’appliquent\négalement dans les cas des dispositions plus favorables au personnel que\ncelles de la présente convention.\u003C\u002Fp>\n\n\u003Cp>Ses objectifs essentiels sont.\u003C\u002Fp>\n\n\u003Cp>- Avoir une meilleure transparence dans la gestion administrative par\nl’unicité d’un texte de référence, -\u003C\u002Fp>\n\n\u003Cp>- Permettre une prévision, un suivi et une évaluation beaucoup plus\nefficace en matière de charges. - Parvenir à une plus grande justice et\nd’équité en matière d’obligation cl de droits sociaux pour l’ensemble\ndes travailleurs.\u003C\u002Fp>\n\n\u003Cp>CONVENTION COLLECTIVE\u003C\u002Fp>\n\n\u003Cp>La présente convention collective fixe les rapports de travail à la\nSociété d’Exploitation du Port de Toamasina\u003C\u002Fp>\n\n\u003Cp>Il est convenu ce qui suit entre :\u003C\u002Fp>\n\n\u003Cp>- La Société d’exploitai:on du Port Toamasina dénommée « SEPT » ,\nreprésentée par son Directeur Général, dont le siège est à Toamasina,\nd’autre part\u003C\u002Fp>\n\n\u003Cp>- Et les représentants des syndicats des travailleurs de la Société\nd’Exploitation du Port de Toamasina dûment mandatés, d’autre part,\u003C\u002Fp>\n\n\u003Cp>- A la suite des négociations entre la société d’Exploitation du Port\nde Toamasina et les représentant des douze organisations syndicales\nexistantes, le texte de la nouvelle convention collective est rédigé comme\nsuit\u003C\u002Fp>\n\n\u003Cp>- Il est à préciser que l’appellation de la présente convention sera\ndésormais : « CONVENTION DU CORPS DES TRAVAILLEURS PERMANENTS DE LA SEPT\n»\u003C\u002Fp>\n\n\u003Cp>- Tous les travailleurs, quelle que soit leur fonction, sont soumis à cette\nconvention et doivent se conformer à toutes les mesures prises sous réserve\ndes dispositions particulières en vus de préserver la bonne marche de la\nSociété.\u003C\u002Fp>\n\n\u003Ch2>TITRE PREMIER\u003C\u002Fh2>\n\n\u003Ch2>CHAMP D’APPLICATION – PRISE D’EFFET - DENONCIATION\u003C\u002Fh2>\n\n\u003Ch3>Article premier (révisé) Champ d’application\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>La présente convention collective s’applique aux personnels permanents\nconstituant le corps des travailleurs dc la Société d’Exploitation du Port\nde Toamasina.\u003C\u002Fp>\n\n\u003Ch3>Art.2:….Prise d’effet\u003C\u002Fh3>\n\n\u003Cp>La présente convention prendra effet à partir du jour qui suivra le\ndépôt au Greffe de la Chambre Sociale du Tribunal dc Première instance de\nTamatave, aux soins de la partie la plus diligente. Toutes dispositions\nantérieures et contraires à la présente convention sont abrogées et dc nul\neffet à partir de la date de si’ mise en vigueur.\u003C\u002Fp>\n\n\u003Ch3>Art.3 :….Durée de la convention\u003C\u002Fh3>\n\n\u003Cp>La présente convention est conclue pour une durée indéterminée.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art.4 :….Dénonciation\u003C\u002Fh3>\n\n\u003Cp>Toute modification ultérieure de la législation du travail ne sera pas\nconsidérée comme cause de dénonciation de la présente convention, mais\nentraînera la modification dans le même sens des articles qu’elle\nvisera.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toutefois, elle pourra être dénoncée au plus tôt un an après sa\nsignature par l’une des parties contractantes sous réserve d’un préavis\nde trois (3) mois, signifiées à l’autre partie contractante, par lettre\nrecommandée avec accusé de réception, dont copie sera adressée au Greffe de\nla Chambre Sociale du Tribunal de Première Instance de Tamatave et à l’\nInspection de Travail de Tamatave.\u003C\u002Fp>\n\n\u003Cp>La partie qui prend de l’initiative de la dénonciation doit exposer dans\nsa lettre de préavis, le motif précis de la dénonciation et joindre à sa\nlettre un projet de nouvelle convention.\u003C\u002Fp>\n\n\u003Cp>Les pour parlers devront s’ouvrir dans un délai de un (01) mois après\nréception du préavis.\u003C\u002Fp>\n\n\u003Cp>Si l’accord sur un nouveau texte ne peut se faire avant l’expiration\nd’un délai de trois (3) mois à compter de l’ouverture des pourparlers, la\nconvention restera en vigueur.\u003C\u002Fp>\n\n\u003Ch3>Art.5….Révision\u003C\u002Fh3>\n\n\u003Cp>Aucune partie ne pourra formuler une demande de révision avant\nl’expiration d’un délai de un an à compter (le la date (le signature de\nla présente convention, sauf révision (l’accord partie ou demande\nconsécutive à une modification de la législation on de La\nréglementation.\u003C\u002Fp>\n\n\u003Cp>La partie qui prend l’initiative de la demande de révision doit exposer\ndans sa lettre, le point précis sur lequel doit porter le révision proposée.\nLes pourparlers devront s’ouvrir dans un délai de quinze (15) jours.\u003C\u002Fp>\n\n\u003Cp>Toute modification à la convention qui serait ainsi décidée, sera\nnotifiée aux autorités visées à l’article 4 ci-dessus.\u003C\u002Fp>\n\n\u003Ch3>Art.6….Adhésion\u003C\u002Fh3>\n\n\u003Cp>Tous syndicat qui n’est pas partie à la présence convention peut y\nadhérer en notifiant cette adhésion par lettre recommandée, aux parties\nsignataires, au Greffe du Tribunal de Première Instance et à Instance et à\nl’Inspection de Travail de Tamatave.\u003C\u002Fp>\n\n\u003Cp>Cette adhésion prendra effet à compter du jour qui suivra celui de la\nnotification au Greffe du Tribunal Travail.\u003C\u002Fp>\n\n\u003Cp>Toute organisation syndicale adhérant, après coup, à la présente\nconvention ne peut toutefois la dénoncer ou en demander une révision, même\npartielle, qu’avec l’accord des parties contractantes dans les formes\nprévues à l’art.4 ci-dessus.\u003C\u002Fp>\n\n\u003Cp>Toute organisation syndicale signataire de la présente convention, qui\nfusionnera avec une autre organisation syndicale ou qui changera\nd’appellation, conservera les droits attachés à la qualité de signataire\nde la convention, à condition qu’elle ait manifestée la fusion ou le\nchangement d’appellation à tous les signataires de la présente\nConvention.\u003C\u002Fp>\n\n\u003Ch3>Art.7:….Commission d’interprétation\u003C\u002Fh3>\n\n\u003Cp>Toute difficulté d’interprétation du texte de la présente convention,\nsera examinée, par une commission d’interprétation composée des\nreprésentants de la Sept et d’un représentant de chaque organisation\nsyndicale signataire.\u003C\u002Fp>\n\n\u003Cp>Elle se réunira à l’initiative de l’une des parties sous la\nprésidence des représentants de la SEPT.\u003C\u002Fp>\n\n\u003Ch3>Art.8\u003C\u002Fh3>\n\n\u003Cp>fout avenant à apporter la présente convention doit être soumis à\nl’approbation des parties signataires.\u003C\u002Fp>\n\n\u003Cp>‘Foutes décisions prises par la commission auront force exécutoire et\nseront portées en annexe de la convention.\u003C\u002Fp>\n\n\u003Cp>Dans le cas où les travaux n’aboutiraient pas, le problème sera porté\ndevant l’Inspection de Travail de Tamatave.\u003C\u002Fp>\n\n\u003Ch3>Art.9 :…Droits et avantages acquis\u003C\u002Fh3>\n\n\u003Cp>La présente convention collective ne pourra être la cause d’annulation\nou de réduction des droits et avantages acquis sous l’empire de la\nréglementation antérieure non stipulée.\u003C\u002Fp>\n\n\u003Ch2>TITRE II\u003C\u002Fh2>\n\n\u003Ch2>CARRIERES\u003C\u002Fh2>\n\n\u003Cp>CHAPITRE I – RECRUTEMENT\u003C\u002Fp>\n\n\u003Ch3>Art.10… (révisé) Conditions\u003C\u002Fh3>\n\n\u003Cp>Tout recrutement doit se faire en fonction des besoins et en conformité\navec les dispositions du statut de la Société prévues à cet c1flt.\u003C\u002Fp>\n\n\u003Cp>Tout candidat à recruter doit remplir les conditions suivantes:\u003C\u002Fp>\n\n\u003Cp>1. formuler une demande d’emploi accompagnée d’un curriculum vitae,\u003C\u002Fp>\n\n\u003Cp>2. être de nationalité malagasy\u003C\u002Fp>\n\n\u003Cp>3. être âgé de 18 ans au moins à la date du recrutement,\u003C\u002Fp>\n\n\u003Cp>3. être en position régulière vis-à-vis du service national,\u003C\u002Fp>\n\n\u003Cp>5. être en mesure de produire:\u003C\u002Fp>\n\n\u003Cp>- une pièce officielle prouvant son identité,\u003C\u002Fp>\n\n\u003Cp>- un livret professionnel pour les marins,\u003C\u002Fp>\n\n\u003Cp>- un extrait du casier judiciaire (bulletin n°3) de moins de 3 mois,\u003C\u002Fp>\n\n\u003Cp>le diplôme nécessaire dûment certifié conforme par le service\nacadémique.\u003C\u002Fp>\n\n\u003Cp>6. avoir subi avec succès un test d’aptitude â l’emploi sollicité,\u003C\u002Fp>\n\n\u003Cp>être apte physiquement et moralement â 1’emploi demandé.\u003C\u002Fp>\n\n\u003Ch3>And.11 (révisé) : Organisation de test\u003C\u002Fh3>\n\n\u003Cp>Tout test de recrutement doit être précédé d’un avis publié un mois\nà l’avance.\u003C\u002Fp>\n\n\u003Cp>Pour tout test de recrutement, le Directeur origine de la demande du\npersonnel est d’office président de la commission de jury, le Chef de\nDépartement du Personnel en est son vice ainsi qu’un représentant de la\nDirection Générale comme membre.\u003C\u002Fp>\n\n\u003Cp>La préparation des sujets ainsi que la désignation des membres de jury\nsont laissés à leurs soins.\u003C\u002Fp>\n\n\u003Cp>Le dépouillement des notes jusqu’à la délibération finale doit être\nassisté par des représentants du personnel formellement désignés\u003C\u002Fp>\n\n\u003Cp>à cet effet.\u003C\u002Fp>\n\n\u003Cp>- 1 délégué du personnel\u003C\u002Fp>\n\n\u003Cp>- 1 membre du Comité d’entreprise\u003C\u002Fp>\n\n\u003Cp>Nonobstant les dispositions ci-dessus, la Direction Générale peut faire\ndes recrutements suivant les modalités qu’elle juge nécessaires.\u003C\u002Fp>\n\n\u003Ch3>Art. 12 : Essai\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Tous candidat à un nouvel emploi doit subir, à l’issue de son admission,\nune période d’essai renouvelable de\u003C\u002Fp>\n\n\u003Cp>- 3 mois pour les agents d’exécution et agents de maîtrise.\u003C\u002Fp>\n\n\u003Cp>- 6 mois pour les cadres.\u003C\u002Fp>\n\n\u003Cp>La période d’essai peut être renouvelable une seule fois. A\nl’expiration de la période d’essai, l’agent doit être\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>- titularisé si l’essai est concluant. En aucun cas, le nouveau recruté\nne peut, prétendre ou être prétendu à un changement de poste qu’après 3\nans d’occupation du poste du recrutement\u003C\u002Fp>\n\n\u003Cp>- licencié sans préavis dans le cas contraire ou réintégré dans son\nancien emploi en cas de promotion interne,\u003C\u002Fp>\n\n\u003Ch3>Art.13 : Contrat\u003C\u002Fh3>\n\n\u003Cp>Tout recrutement doit faire l’objet d’un contrat\u003C\u002Fp>\n\n\u003Cp>écrit et signé par les deux parties contractantes en\u003C\u002Fp>\n\n\u003Cp>précisant\u003C\u002Fp>\n\n\u003Cp>- la durée du contrat\u003C\u002Fp>\n\n\u003Cp>- la fonction\u003C\u002Fp>\n\n\u003Cp>- la rémunération.\u003C\u002Fp>\n\n\u003Cp>CHAPITRE II\u003C\u002Fp>\n\n\u003Cp>\u003Cspan 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">CATEGORIE\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>S – \u003Cspan 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 class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">CLASSIFICATION\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>S\u003C\u002Fp>\n\n\u003Ch3>Art.14 \u003Cspan 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s\u003C\u002Fh3>\n\n\u003Cp>Le prsonne1 de la SEPT est réparti en trois \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s professionnelles\u003C\u002Fp>\n\n\u003Cp>- Exécutant\u003C\u002Fp>\n\n\u003Cp>- Maîtrise\u003C\u002Fp>\n\n\u003Cp>- Cadre\u003C\u002Fp>\n\n\u003Ch3>Art.15 : \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 class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">Classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s professionnelles \u003C\u002Fh3>\n\n\u003Cp>Le personnel groupé dans les \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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s professionnelles énumérées à\nl’art.14 se distingue par les différentes \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 class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s suivantes\u003C\u002Fp>\n\n\u003Cp>• O S : Ouvrier Spécialisé\u003C\u002Fp>\n\n\u003Cp>• O P : Ouvrier Professionnel\u003C\u002Fp>\n\n\u003Cp>• A M : Agent de Maîtrise\u003C\u002Fp>\n\n\u003Cp>• C : Cadre\u003C\u002Fp>\n\n\u003Ch3>Art. 16 : Echelons\u003C\u002Fh3>\n\n\u003Cp>Ces différentes \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 class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s comportent à leur tour des échelons.\u003C\u002Fp>\n\n\u003Ch3>Art. 17 : Définition des \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 class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s\u003C\u002Fh3>\n\n\u003Cp>O S : Ouvrier Spécialisé : personnel capable de réaliser une partie\nd’ouvrage dans une totalité placée sous la responsabilité d’un ouvrier\nProfessionnel.\u003C\u002Fp>\n\n\u003Cp>O P : Ouvrier Professionnel : personnel très qualifié exécutant des\ntravaux qui impliquent une connaissance approfondie du métier, une grande\nhabileté et une large initiative, capable d’exécuter les différentes\nindications définies par la hiérarchie pour les concrétiser au niveau de la\nréalisation totale d’un ouvrage avec la qualité de travail attendue.\u003C\u002Fp>\n\n\u003Cp>A M : Agent de Maîtrise : personnel capable de diriger tous les travaux du\nmétier et de concrétiser un programme d’activité par la mise en place\nd’une organisation à court terme d’une ou plusieurs opérations.\u003C\u002Fp>\n\n\u003Cp>Pour ce faire, il supervise les activités techniques des agents\nd’exécution places sous ses ordres et contrôle les respects de la\nréglementation du travail définie par les différents textes en vigueur.\u003C\u002Fp>\n\n\u003Cp>C : Cadre : personnel en position de cadre administratif, technique ou\ncommercial ayant acquis par des études scientifiques et professionnelles ou\npar une longue expérience personnelle, une \u003Cspan 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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> appuyée sur des\nconnaissances générales qu’il met en œuvre dans l’ accomplissement de\nses fonctions.\u003C\u002Fp>\n\n\u003Cp>Il est chargé de traduire en termes opérationnels, l’orientation et\ndirective issue de la hiérarchie, pour définir l’organisation de la mise en\noeuvre, du suivi et du contrôle et rendre compte du résultat obtenu.\u003C\u002Fp>\n\n\u003Ch3>Art. 17 bis (révisé)\u003C\u002Fh3>\n\n\u003Cp>Les emplois se rapportant à ces \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 class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s professionnelles sont\ndéfinis pat la grille des emplois annexée; à la présente convention.\u003C\u002Fp>\n\n\u003Cp>CHAPITRE III\u003C\u002Fp>\n\n\u003Cp>REMUNERATION\u003C\u002Fp>\n\n\u003Ch3>Art 18 Salaire\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Le salaire se décompte par mois et sur la base de 30 jours en cas de\nfractionnement. La rémunération du personnel de la SEPT comprend\u003C\u002Fp>\n\n\u003Cp>- des éléments fixes basés sur une pille indiciaire donnée et en\nfonction de la \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 class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> (salaire de base).\u003C\u002Fp>\n\n\u003Cp>- Des éléments variables (acces\u003Cspan 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>es de salaire).\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 19 (révisé): (Grille indiciaire)\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Les agents Soumis à la présente convention collective se voient attribuer\nles indices prévus par la grille indiciaire approuvée par le conseil\nd’Administration et signée par le Directeur Général. La valeur du point\nd’indice est révisable.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Art.20 : Evolution d’Indice\u003C\u002Fh3>\n\n\u003Cp>Les indices seront extrapolés en classes et\u003C\u002Fp>\n\n\u003Cp>échelons. L’application du système d’avancement par échelon est\nprévue pour tous les deux ans.\u003C\u002Fp>\n\n\u003Cp>CHAPITTRE IV\u003C\u002Fp>\n\n\u003Cp>PRIMES ET INDEMNITES PROFESSIONNELLES\u003C\u002Fp>\n\n\u003Ch3>Art. 21 (révisé) : Primes\u003C\u002Fh3>\n\n\u003Cp>L’exercice d‘un métier présentant un risque exceptionnel entraîne une\nprime. La liste des risques ouvrant droit a une prime est dressée par la\nDirection Génerale et annexée à la présente convention.\u003C\u002Fp>\n\n\u003Ch3>Art. 22 : lndemnités professionnelles\u003C\u002Fh3>\n\n\u003Cp>Les indemnités professionnelles sont rattachées au fonctions et la\njouissance se justifie par l’occupation effective des postes donnant droit à\nces indemnités\u003C\u002Fp>\n\n\u003Ch3>Art. 23 Indemnités d’intérim\u003C\u002Fh3>\n\n\u003Cp>Le remplacement provi\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>e effectué dans un poste de \u003Cspan 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 class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nsupérieure n’entraîne pas automatiquement promotion .Il ne peut excéder la\ndurée de 6 mois. Pendant la durée de l’intérim. L’agent percevra les\nindemnités afférentes à cet emploi.\u003C\u002Fp>\n\n\u003Cp>Passé le délai de 6 mois prévu ci-dessus, la SEPT devra régler la\nsituation du travailleur en cause, soit en le titularisant soit en lui rendant\nses anciennes fonctions\u003C\u002Fp>\n\n\u003Cp>CHAPITRE V\u003C\u002Fp>\n\n\u003Cp>EVOLUTION DE CARRIERE\u003C\u002Fp>\n\n\u003Ch3>Art.24 : Avancement\u003C\u002Fh3>\n\n\u003Cp>L’avancement est le passage d’un échelon à un autre ou d’une classe\nà une autre.\u003C\u002Fp>\n\n\u003Ch3>Art. 25 Promotion\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cp>Dans le cadre de la promotion interne, les agents soumis à la présente\nconvention pourront accéder par voie de concours ou test professionnel, aux\ndifférents emplois de la \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan 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> supérieure.\u003C\u002Fp>\n\n\u003Cp>En cas de désignation à un poste supérieur, de niveau moyen, priorité\nest donnée aux employés de la même filière suivant leur aptitude à occuper\nles postes de responsabilité vacants ou nouvellement crées.\u003C\u002Fp>\n\n\u003Ch3>Art.26 \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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">Formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cp>\u003C\u002Fp>La \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> permanente dans le cadre du service, sous forme d’études\ncomplémentaires personnelles est, à la SEPT, au même titre que le droit a\nl’in\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan 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>, un droit pour chacun, à quelque \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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> d’emploi qu’il\nappartienne.\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tout agent doit se sentir responsable de sa propre \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 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> avec l’aide\net les conseils de son Chef et du Département \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 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 Communication dans\nle cadre des plans de \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan 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> établis\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art.27\u003C\u002Fh3>\n\n\u003Cp>La \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle a pour objet l’adaptation des travailleurs\naux évolutions technologiques et aux conditions de travail, de favoriser la\npromotion sociale et leur accès aux différents niveaux de qualification.\u003C\u002Fp>\n\n\u003Cp>Toute \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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle doit être sanctionnée par une\nattestation.\u003C\u002Fp>\n\n\u003Ch3>Art.28 : \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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">Formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> interne\u003C\u002Fh3>\n\n\u003Cp>La \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> interne concerne toutes \u003Cspan 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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s dispensées par la SEPT en\nson sein, soit par ses propres techniques, soit par des organismes agrées à\ncet effet. . Tout responsable doit veiller a ce que les conditions et\nl’organisation du travail dans son secteur soient telles que tout agent,\npuisse se perfectionner régulièrement dans la pratique même de ses tâches\net fonctions.\u003C\u002Fp>\n\n\u003Cp>Les tâches de chacun doivent être progressivement élargies en tenant\ncompte de ses possibilités et des besoins de la société.\u003C\u002Fp>\n\n\u003Cp>La \u003Cspan 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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> interne comprend, en premier lieu, la \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> pratique à\nl’occasion de l’exercice même de la fonction et également une \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan 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>\ngénérale afin d’assurer la polyvalence nécessaire et suffisante de tous\nles agents d’autre part.\u003C\u002Fp>\n\n\u003Ch3>Art.29 : \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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">Formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> externe\u003C\u002Fh3>\n\n\u003Cp>La \u003Cspan 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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> externe désigne toutes \u003Cspan 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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s se déroulant en dehors de\nl’\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan 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> portuaire et à l’intérieur de territoire de Madagascar.\u003C\u002Fp>\n\n\u003Cp>La \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> externe à la ville de Toamasina ouvre droit au paiement\nd’une indemnité forfaitaire de stage ou de \u003Cspan 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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et au maintien à la\n\u003Cspan 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 class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> à titre d’indemnité de séparation de la rémunération\nd’activité.\u003C\u002Fp>\n\n\u003Ch3>Art .30\u003C\u002Fh3>\n\n\u003Cp>Un plan annuel de \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> externe est établi par le Département\n\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 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> pour l’ensemble du personnel, avec le concours du Comité\nd’Entreprise, en liaison avec les organismes dispensateurs de cours et en\ntenant compte des desiderata des agents et des besoins de la SEPT.\u003C\u002Fp>\n\n\u003Ch3>Art. 31 : \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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">Formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> à l’étranger\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les agents régis par la présente convention, quelle que soit leur\n\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle, envoyés pour effectuer un stage de spécialisation\nou de perfectionnement en dehors du territoire national, sont classés en trois\n\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s :\u003C\u002Fp>\n\n\u003Cp>- agents bénéficiaires d’une bourse octroyée par la SEPT.\u003C\u002Fp>\n\n\u003Cp>- agents bénéficiaires d’une bourse octroyée par l’Etat,\u003C\u002Fp>\n\n\u003Cp>- agents bénéficiaires d’une bourse octroyée par un pays étranger ou\norganisme international.\u003C\u002Fp>\n\n\u003Cp>Ils sont soumis à leur rémunération aux règles indiquées ci-après :\u003C\u002Fp>\n\n\u003Cp>-au moment de départ, une indemnité représentative de première mise\nd’équipement,\u003C\u002Fp>\n\n\u003Cp>-de la date de leur départ en stage à l’extérieur à celle de leur\nretour à Madagascar, les rémunérations suivantes :\u003C\u002Fp>\n\n\u003Cp>• une indemnité mensuelle de stage au moins égale au \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> vital\nreconnu au pays où se déroule le stage, sauf si les moyens de subsistance\nsont assurés aux stagiaires par le pays ou l’organisme qui octroie la bourse\n;\u003C\u002Fp>\n\n\u003Cp>• une indemnité de séparation, destinée à compenser les charges\nsupplémentaires résultant de la séparation du ménage, égale à la\nrémunération d’activité de l’agent au moment de son départ.\u003C\u002Fp>\n\n\u003Cp>A son retour, l’agent bénéficiaire de stage ou de \u003Cspan 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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nprofessionnelle est tenu de produire dans un délai d’un mois, un rapport de\nstage, écrit en français ou en malagasy adressée à ses Chefs hiérarchiques\net à la Direction Générale.\u003C\u002Fp>\n\n\u003Cp>CHAPITRE VI AVANTAGES SOCIAUX\u003C\u002Fp>\n\n\u003Ch3>Art. 32 (révisé) Soins médicaux\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>Le personnel soumis à la présente convention collective ainsi que son\nconjoint légitime et les \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">enfants\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> reconnus ou adoptés juridiquement ayant\nmoins de 21 ans bénéficient à titre gratuit des consultations et\nmédicaments prescrits par les médecins de la SEPT.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelatives\">Sur présentation d’un certificat de scolarité, les \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">enfants\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> atteignant 21\nans au cours d’une année scolaire continuent à en bénéficier jusqu’à\nla fin de cette année scolaire.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 33 :\u003C\u002Fh3>\n\n\u003Cp>Les avantages cités à l’article précédent s’appliquent aux agents\nainsi que les membres de leur \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 class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> tombés malades en dehors de leur\nrésidence habituelle. Dans ces cas, les frais de consultation et les\nmédicaments seront remboursés intégralement par la SEPT.\u003C\u002Fp>\n\n\u003Ch3>Art.34:\u003C\u002Fh3>\n\n\u003Cp>En cas d’urgence, en dehors des heures de services normales, les\nconsultations et médicaments certifiés par les médecins de la SEPT seront\néventuellement remboursés.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Art. 35 (révisé) Soins spécialisés\u003C\u002Fh3>\n\n\u003Cp>Le personnel de la SEPT ainsi que les membres de sa \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> reçoivent en\ncas de nécessité constatée par les médecins de la SEPT, des soins\nspécialisés dispensés par des \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 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 agrées par la SEPT.\u003C\u002Fp>\n\n\u003Cp>Les frais occasionnés par ces soins seront pris en charges par la SEPT\njusqu’à concurrence de 80%\u003C\u002Fp>\n\n\u003Cp>L’acquisition des verres correcteurs prescrits par les spécialistes sera\nremboursée par la SEPT à 50% suivant le tarif syndical.\u003C\u002Fp>\n\n\u003Cp>Les prothèses dentaires des et les fournitures nécessaires seront\nremboursées par la SEPT à 50% suivant le tarif syndical\u003C\u002Fp>\n\n\u003Ch3>Art. 36: Hospitalisation\u003C\u002Fh3>\n\n\u003Cp>En cas d’hospitalisation, le personnel soumis à la présente convention\nainsi que les membres de sa \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, ont droit à une prise en charge\njusqu’à concurrence de 80% à condition que cette hospitalisation se\nproduise dans un Etablissement public.\u003C\u002Fp>\n\n\u003Ch3>Art. 37 : Intervention chirurgicale\u003C\u002Fh3>\n\n\u003Cp>Compte tenu du contexte hospitalier, les frais des analyses et des\ninterventions chirurgicales seront avancés, en totalité et dans\nl’immédiat, par la SEPT sur présentation de pièces justificatives.\u003C\u002Fp>\n\n\u003Ch3>Art. 38 (révisé): Evacuation sanitaire\u003C\u002Fh3>\n\n\u003Cp>En cas d’évacuation sanitaire, à l’intérieur du territoire national,\nrecommandée par le médecin de la SEPT, la Société prendra en charge la\ntotalité des frais de transport du malade et éventuellement de son\naccompagnateur.\u003C\u002Fp>\n\n\u003Cp>En cas de décès du malade évacué qui doit être acheminé sur Tamatave\nla SEPT prendra en charge la totalité du fais de transport au retour Tamatave\nde la dépouille mortelle ainsi que celui d’un accompagnateur\u003C\u002Fp>\n\n\u003Ch3>Art. 39 \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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> d’hospitalisation\u003C\u002Fh3>\n\n\u003Cp>En cas d’hospitalisation, les agents soumis à la présente Convention et\nles membres de leur \u003Cspan 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 class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> sont admis dans les \u003Cspan 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s ci-après :\u003C\u002Fp>\n\n\u003Cp>-Cadre : 1ere \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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>-Maîtrise : 2ème \u003Cspan 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>-Exécutant : 3eme \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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3>Art. 40 : Prestation familiale\u003C\u002Fh3>\n\n\u003Cp>Les agents régis par la présente convention bénéficient des prestations\nfamiliales servies par la Caisse Nationale de Prévoyance Sociale (CNaPS).\u003C\u002Fp>\n\n\u003Cp>Toutefois, ceux qui sont affiliés la Caisse de Retraite Civile et Militaire\nCivile et Militaire (CRCM) et la Caisse de Prévoyance et de Retraite (CPR)\ncontinuent à bénéficier de leur régime de prestation familiale.\u003C\u002Fp>\n\n\u003Ch3>Art. 41 (révisé) : Décès \u003C\u002Fh3>\n\n\u003Cp>En cas de décès d’un agent relevant de la présente convention, la SEPT\nest dans l’obligation d’assurer la confection d’un cercueil zingué ou\nnon, suivant le cas et de verser à la \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> une indemnité fixe de trois\nMillions cinq cent mille francs à titre de frais de rapatriement du corps du\ncorps.\u003C\u002Fp>\n\n\u003Ch3>Art. 42 (révisé):\u003C\u002Fh3>\n\n\u003Cp>En cas de décès d’un membre de sa famil1e (conjoint légitime, enfant\nlégitime reconnu ou adopté), la SEPT se doit de verser à l’agent une\nindemnité fixe égale a 50 % de celle prévue à l’article précédent à\ntitre de participation aux frais funéraires.\u003C\u002Fp>\n\n\u003Ch3>Art. 43 (révisé): Secours après décès \u003C\u002Fh3>\n\n\u003Cp>Après le décès d’un agent, la SEPT allouera aux ayants droits un\nsecours équivalent à quatre (4) mois de salaire du défunt.\u003C\u002Fp>\n\n\u003Cp>Le salaire et l’indemnité représentative de \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> non pris, acquis à\nla date du décès de l’agent, seront versés aux ayants droits sur\nprésentation de pièces administrative réglementaires. Dans ce cas, tous mois\ncommencé est dû en entier.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 44 : Logement\u003C\u002Fh3>\n\n\u003Cp>Dans la limite de ses possibilités, la SEPT met à la disposition des\nemployés des logements.\u003C\u002Fp>\n\n\u003Cp>Une commission d’attribution est mise en place pour l’affectation de ces\nlogements.\u003C\u002Fp>\n\n\u003Cp>Cette commission est composé de :\u003C\u002Fp>\n\n\u003Cp>- responsable du personnel\u003C\u002Fp>\n\n\u003Cp>- représentant des travailleurs (Comité\u003C\u002Fp>\n\n\u003Cp>d’Entreprise).\u003C\u002Fp>\n\n\u003Ch3>Art. 45 : Rôle de commission des logements \u003C\u002Fh3>\n\n\u003Cp>La commission d’attribution de logements a pour mission de suivre la bonne\napplication des conditions d’attribution des logements disponibles.\u003C\u002Fp>\n\n\u003Cp>La commission de logement se réunit sur convocation de son Président ou\nsur la demande des deux tiers de ses membres ; elle tient séance au moins une\nfois par trimestre.\u003C\u002Fp>\n\n\u003Ch3>Art. 46 : Etat de logement \u003C\u002Fh3>\n\n\u003Cp>Toute occupation de logement, quelle que soit la durée, donne lieu à\nl’établissement d’un état de lieux signé par l’occupant et le\nreprésentant de la SEPT.\u003C\u002Fp>\n\n\u003Cp>Toute libération de logement donne lieu à une visite effectuée\ncontradictoirement par le représentant de la SEPT et l’occupant sortant ; le\nprocès-verbal de cette visite consigne les détériorations constatées et les\nobjets manquants dont la réparation ou le remplacement sera facturé à\nl’occupant si ce dernier en est responsable.\u003C\u002Fp>\n\n\u003Cp>Un exemplaire du procès-verbal sus-visé, indiquant le montant des\ndétériorations, doit être adressé dans les moindres délais au responsable\nfinancier par le représentant de la SEPT. Deux exemplaires seront adressés\ndans les meilleurs délais à la Direction Technique qui se chargera de tous\nles travaux d’entretien et de réparation.\u003C\u002Fp>\n\n\u003Ch3>Art. 47 Paiement des consommations d’eau et d’électricité \u003C\u002Fh3>\n\n\u003Cp>Dans les logements attribués, les frais de consommation d’eau et\nd’électricité sont à la charge des occupants.\u003C\u002Fp>\n\n\u003Ch3>Art. 48 : Permis de circulation en chemin de fer\u003C\u002Fh3>\n\n\u003Cp>Les agents relevant de la présente convention ainsi que leur \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 class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>,\nbénéficient des permis de circulation en chemin de fer dans la limite, de\ntrois voyages allés et retour par an.\u003C\u002Fp>\n\n\u003Ch3>Art. 49 : Prime d’ancienneté\u003C\u002Fh3>\n\n\u003Cp>Il est alloué par mois, à tout agent relevant de la présente convention ,\nune \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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">prime d’ancienneté \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>égale 5 % de son salaire de base pour chaque\npériode de trois années ininterrompues et jusqu’ à concurrence de 45% .\u003C\u002Fp>\n\n\u003Ch3>Art. 50 (révisé) : Prime de fin de carrière\u003C\u002Fh3>\n\n\u003Cp>La prime de fin de carrière est allouée aux agents admis à la retraite\nnormale ou qui partent à la préretraite prévue par l’article 91 de la\nprésente convention. A cet effet, ils perçoivent au moment de la cessation de\nleur activité une prime de fin de carrière calculée d’après le dernier\nsalaire de base mensuel à raison de un mois et demi par tranche de 5 ans de\nservice effectif.\u003C\u002Fp>\n\n\u003Cp>Toutefois, dans le décompte final, la fraction de présence supérieure ou\négale à 2 ans ouvre droit également à 1 mois et demi de salaire de base.\u003C\u002Fp>\n\n\u003Ch3>Art. 51: Régime de retraite\u003C\u002Fh3>\n\n\u003Cp>Les agents relevant de la présente convention bénéficient d’un régime\nde retraite complémentaire à la CNaPS.\u003C\u002Fp>\n\n\u003Ch3>Art. 52 (révisé)\u003C\u002Fh3>\n\n\u003Cp>Après le départ à la retraite normale, les intéressés ainsi que leur\n\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 class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> reconnue officiellement au moment du départ, continuent à\nbénéficier des avantages ci-après :\u003C\u002Fp>\n\n\u003Cp>- soins médicaux et médicaments à la charge de la SEPT.\u003C\u002Fp>\n\n\u003Cp>- hospitalisation jusqu’à concurrence de 60% pour l’agent et 50% pour\nle conjoint et les \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan 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> mineurs légitimes reconnus ou adoptés\njuridiquement.\u003C\u002Fp>\n\n\u003Cp>CHAPITRE VII\u003C\u002Fp>\n\n\u003Cp>MOUVEMENT DU PERSONNEL\u003C\u002Fp>\n\n\u003Ch3>Art. 53 Mutation\u003C\u002Fh3>\n\n\u003Cp>Tout personnel régi par la présente convention peut être muté dans\nl’une quelconque des postes de travail de la Société suivant sa demande et\nsa qualification, selon les besoins organisationnels, après deux ans\nd’occupation du poste d’origine.\u003C\u002Fp>\n\n\u003Ch3>Art. 54 : Affectation\u003C\u002Fh3>\n\n\u003Cp>Tout agent soumis à la présente convention, peut être appelé à servir\ndans l’une quelconque des unités de production de la SEPT suivant sa\u003C\u002Fp>\n\n\u003Cp>qualification et selon les besoins de la Société.\u003C\u002Fp>\n\n\u003Cp>Toute affectation doit faire l’objet d’une décision préalable et\nsoumise à une période de préparation d’au moins un mois à compter de la\ndate de réception de la dite décision.\u003C\u002Fp>\n\n\u003Ch3>Art. 55 Déplacement\u003C\u002Fh3>\n\n\u003Cp>Il existe deux \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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s de déplacement par ordre de service\u003C\u002Fp>\n\n\u003Cp>1. Temporaire : mission (dans le territoire ou en dehors du territoire)\u003C\u002Fp>\n\n\u003Cp>2. Définitif: affectation.\u003C\u002Fp>\n\n\u003Cp>Chaque déplacement doit faire l’objet d’un ordre de mission établi\nconformément à la réglementation en vigueur.\u003C\u002Fp>\n\n\u003Ch3>Art. 56 Déplacement temporaire\u003C\u002Fh3>\n\n\u003Cp>Les déplacements temporaires pour mission de service sont ceux, aux termes\ndesquels, l’agent doit retourner à la résidence qu’il occupait avant son\ndépart.\u003C\u002Fp>\n\n\u003Cp>Une indemnité journalière sera allouée aux intéressés suivant un\n\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">barème\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> fixe et en fonction de leur \u003Cspan 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle, toute journée\ncommencée étant due.\u003C\u002Fp>\n\n\u003Cp>Les déplacements qui sont les conséquences des convenances personnelles\nn’ouvrent droit ni au transport ni à l’indemnité de déplacement.\u003C\u002Fp>\n\n\u003Ch3>Art. 57 : Mission à l’extérieur\u003C\u002Fh3>\n\n\u003Cp>Les missions à l’extérieur sont motivées par le déplacement d’un\nagent en dehors du territoire national dans l’intérêt ou pour les services\nde la SEPT. Pour les déplacements à l’extérieur, les indemnités sont\nfixées s en tenant compte des taux de chancellerie appliqués dans chaque pays\nde destination.\u003C\u002Fp>\n\n\u003Cp>A son retour, il est tenu de présenter sous quinzaine, un rapport en\nfrançais ou en malagasy de sa mission à ses chefs hiérarchiques et à la\nDirection Générale.\u003C\u002Fp>\n\n\u003Ch3>Art. 58 : Prise en charge\u003C\u002Fh3>\n\n\u003Cp>Tout agent de la SEPT, en déplacement pour une mission de service, est\nprise en charge par la SEPT.\u003C\u002Fp>\n\n\u003Cp>En autre, le frais de déplacement est payé par la SEPT avec une indemnité\nde déplacement journalière.\u003C\u002Fp>\n\n\u003Ch3>Art. 59 : Déplacement définitif\u003C\u002Fh3>\n\n\u003Cp>En cas de déplacement définitif ou affectation les agents perçoivent, au\nmême taux que le déplacement temporaire, les diverses indemnités prévues à\ncet effet.\u003C\u002Fp>\n\n\u003Cp>Lorsque l’agent se déplace avec sa \u003Cspan 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 class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>. Il lui est alloué en outre\net par journée de déplacement:\u003C\u002Fp>\n\n\u003Cp>- 2\u002F3 de l’indemnité de déplacement de l’avent pour le conjoint,\u003C\u002Fp>\n\n\u003Cp>- 1\u002F3 de l’indemnité de déplacement de l’agent pour chaque enfant à\ncharge.\u003C\u002Fp>\n\n\u003Cp>D’autre part, ils perçoivent une indemnité de déménagement et\naménagent aux taux ci-après indiqués : (en FMG)\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Ftd>\n      \u003Ctd>Célibataire\u003C\u002Ftd>\n      \u003Ctd>Ménage sans enfant\u003C\u002Ftd>\n      \u003Ctd>Ménage avec enfant\u003C\u002Ftd>\n      \u003Ctd>Majoration par enfant à charge\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cadre\u003C\u002Ftd>\n      \u003Ctd>200 000\u003C\u002Ftd>\n      \u003Ctd>250 000\u003C\u002Ftd>\n      \u003Ctd>400 000\u003C\u002Ftd>\n      \u003Ctd>12 500\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A.M\u003C\u002Ftd>\n      \u003Ctd>150 000\u003C\u002Ftd>\n      \u003Ctd>200 000\u003C\u002Ftd>\n      \u003Ctd>300 000\u003C\u002Ftd>\n      \u003Ctd>10 000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A.E\u003C\u002Ftd>\n      \u003Ctd>100 000\u003C\u002Ftd>\n      \u003Ctd>150 000\u003C\u002Ftd>\n      \u003Ctd>200 000\u003C\u002Ftd>\n      \u003Ctd>7 500\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 60 Transport de bagages\u003C\u002Fh3>\n\n\u003Cp>En cas de déplacement définitif l’agent a droit au transport de ses\nbagages et mobiliers dans les limites ci-après : (En KG)\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Ftd>\n      \u003Ctd>Agent\u003C\u002Ftd>\n      \u003Ctd>Conjoint\u003C\u002Ftd>\n      \u003Ctd>Par enfant à charge\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cadre\u003C\u002Ftd>\n      \u003Ctd>1 000\u003C\u002Ftd>\n      \u003Ctd>750\u003C\u002Ftd>\n      \u003Ctd>150\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A.M\u003C\u002Ftd>\n      \u003Ctd>900\u003C\u002Ftd>\n      \u003Ctd>650\u003C\u002Ftd>\n      \u003Ctd>150\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A.E\u003C\u002Ftd>\n      \u003Ctd>800\u003C\u002Ftd>\n      \u003Ctd>550\u003C\u002Ftd>\n      \u003Ctd>150\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 61 (révisé) Déplacement définitif en cas de retraite\u003C\u002Fh3>\n\n\u003Cp>En cas de retraite normale, l’agent retraité perçoit, au moment de son\ndépart, une indemnité fixe de TROIS Millions (3.000.000) de Francs à titre\nde rapatriement (bagages et \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 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>CHAPITRE VIII\u003C\u002Fp>\n\n\u003Cp>ABSENCES\u003C\u002Fp>\n\n\u003Ch3>Art. 62 : \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">Congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> Annuel \u003C\u002Fh3>\n\n\u003Cp>Conformément à la législation en vigueur, le\u003C\u002Fp>\n\n\u003Cp>personnel de la SEPT a droit a un \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> annuel de 30 jours calendaires par\nannée de service accompli et sa jouissance peut être fractionnée d’accords\nparties.\u003C\u002Fp>\n\n\u003Cp>Sont assimilés à des périodes de service effectif pour le calcul de la\ndurée de \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> :\u003C\u002Fp>\n\n\u003Cp>-les périodes de \u003Cspan 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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> payé\u003C\u002Fp>\n\n\u003Cp>-les périodes de \u003Cspan 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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de maternité.\u003C\u002Fp>\n\n\u003Cp>- les absences régulières pour \u003Cspan 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 class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>,\u003C\u002Fp>\n\n\u003Cp>-les absences régulières pour accident de travail et \u003Cspan 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 class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s\nprofessionnelles,\u003C\u002Fp>\n\n\u003Cp>-les permissions exceptionnelles accordées aux agents,\u003C\u002Fp>\n\n\u003Cp>-les périodes de \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>-éducation\u003C\u002Fp>\n\n\u003Cp>- les stages de \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle\u003C\u002Fp>\n\n\u003Ch3>Art. 63 (révisé): \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">Congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> supplémentaire\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cp>Le \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> légal sera augmenté de un jour par période entière de cinq ans\nde service pour la\u003C\u002Fp>\n\n\u003Cp>constatation de l’ancienneté.\u003C\u002Fp>\n\n\u003Cp>Les titulaires de distinction honorifique, bénéficient leur côté de deux\njours de \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> supplémentaire par an, à ce titre.\u003C\u002Fp>\n\n\u003Cp>Le \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> légal et le \u003Cspan 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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> supplémentaire prévus ci-dessus totalisés\nne peuvent en aucun cas dépasser 36 jours par an.\u003C\u002Fp>\n\n\u003Cp>L’agent qui part en \u003Cspan 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 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 5 jours consécutifs et sus obtient trois\njours de délai de route.\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art.64 (révisé): Rémunération de \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">L’employeur doit verser au travailleur pendant toute durée de son \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan 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>\nune rémunération qui sera au moins égale au dernier salaire perçu par\nl’intéressé avant son départ.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 64 Bis (révisé) : \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 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\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">En sus l’ agent en \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> bénéficie d’une allocation dite indemnité\nde transport et dont la jouissance n ‘est pas cumulable.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 65 Octroi de \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>Les dates de départ en \u003Cspan 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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, doivent tenir compte des nécessités de\nservice et du planning de \u003Cspan 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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> établi au début de ‘année, sauf cas de\nforce majeure.\u003C\u002Fp>\n\n\u003Ch3>Art. 66 : \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">Congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de maternité\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">La durée du \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">Congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de maternité est fixée à un \u003Cspan 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de 14 semaines\nconsécutives dont 8 semaines postérieures à la délivrance\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art.67 : droit d’\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">allaitement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cp>La femme-agent allaitant son enfant a droit, pendant 15 mois à compter de\nl’accouchement, de\u003C\u002Fp>\n\n\u003Cp>disposer de deux heures de repos par journée de travail non cumulable\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>Art.68 (révisé) : \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">Congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> \u003Cspan 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 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>En Cas de \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> prolongée ou reconnue par le médecin agréé par le\nSEPT, l’employé a droit au\u003C\u002Fp>\n\n\u003Cp>\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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> \u003Cspan 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 class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> il peut alors bénéficier d’un plein traitement pendant\nles 6 premiers mois et d’un demi-traitement pendant les 6 derniers mois.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A l’expiration de celte période, I’ agent qui ne peut reprendre son\nservice est soumis à l’avis de la Commission de reforme\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 69: Accident de travail et \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 class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s professionnelles\u003C\u002Fh3>\n\n\u003Cp>Les accidents de travail et \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 class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s professionnelles\u003C\u002Fp>\n\n\u003Cp>survenant aux agents conventionnés sont déclarés et réparés\nconformément à la réglementation en vigueur.\u003C\u002Fp>\n\n\u003Ch3>Art. 70 : Permissions exceptionnelles\u003C\u002Fh3>\n\n\u003Cp>Les permissions d’absence exceptionnelle peuvent être accordés aux\nagents dans les circonstances ci- après - Candidat à des élections\npolitiques dans la limite \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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de 20 jours pendant la campagne\nélectorale:\u003C\u002Fp>\n\n\u003Cp>- Agent occupant des fonctions publiques ou électives, sans être place\ndans la position de détachement, dans la limite de la duré totale des\nSessions des assemblées dont il fait partie, délai de route non compris\u003C\u002Fp>\n\n\u003Cp>- Agent mandaté comme représentant d’organisation syndicale dans la\nlimite totale de ses réunions, délai de route non compris\u003C\u002Fp>\n\n\u003Cp>- agent appelé à suivre une éducation ouvrière dans la limite de 12\njours ouvrables par an,délai de route non compris\u003C\u002Fp>\n\n\u003Cp>- Agent appelé à se présenter aux conseils de révision dans la limite de\nla durée du conseil\u003C\u002Fp>\n\n\u003Cp>- agent appelé à se présenter à un examen officiel,\u003C\u002Fp>\n\n\u003Cp>- Agent participant à des manifestations culturelles ou sportives\nnationales ou internationales.\u003C\u002Fp>\n\n\u003Cp>- Pour l’obtention de ces permissions exceptionnelles, une demande écrite\névoquant le motif doit être adressée à la Direction Générale accompagnée\nde pièces justificatives.\u003C\u002Fp>\n\n\u003Ch3>Art. 71: Position sous le drapeau\u003C\u002Fh3>\n\n\u003Cp>L’agent appelé sous le drapeau est placé en position sans solde.\nToutefois, avant son départ, il a droit au paiement de ses droits de \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan 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>\nnon pris et perçoit une indemnité de préavis normal. A l’issue de la\ndurée légale des obligations d’activité du service national et sur demande\nde l’intéressé, il doit être réintégré à l’Entreprise.\u003C\u002Fp>\n\n\u003Cp>Le temps passé sous le drapeau est alors assimilé à un service accompli\net compte pour la détermination de l’ancienneté de service à la SEPT.\u003C\u002Fp>\n\n\u003Ch3>Art. 72 : \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 class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">Evènements familiaux\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>Les \u003Cspan 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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s spéciaux maxima ci-après sont accordés aux agents dans les\ncas suivants sur présentation de pièces justificatives\u003C\u002Fp>\n\n\u003Cp>- mariage de l’agent : 3 jours\u003C\u002Fp>\n\n\u003Cp>- mariage d’un enfant : 3 jours\u003C\u002Fp>\n\n\u003Cp>- naissance, par enfant : 3 jours\u003C\u002Fp>\n\n\u003Cp>- hospitalisation d’un membre de la \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, parents de premier degré\ncompris : 3 jours\u003C\u002Fp>\n\n\u003Cp>- décès d’un membre de la \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, parents de premier degré compris 3\njours\u003C\u002Fp>\n\n\u003Cp>circoncision d’un enfant : 3 jours\u003C\u002Fp>\n\n\u003Cp>- exhumation d’un membre de la \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, parents de premier degré compris\n3 jours\u003C\u002Fp>\n\n\u003Cp>intervention chirugica1e 3 jours.\u003C\u002Fp>\n\n\u003Cp>Toutefois, le total de ces autorisations d’absence pour événements\nfamiliaux ne doit dépasser 12 jours dans l’année.\u003C\u002Fp>\n\n\u003Ch3>Art. 73: \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">Congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>-éducation\u003C\u002Fh3>\n\n\u003Cp>Les agents régi par la présente convention ont\u003C\u002Fp>\n\n\u003Cp>droit à un \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> .éducation rémunéré à raison de 12 ours ouvrables\npar année civile délai de route non compris.\u003C\u002Fp>\n\n\u003Ch3>Art. 74 \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 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 soldes\u003C\u002Fh3>\n\n\u003Cp>A titre exceptionnel. il peut être accordé aux agents conventionnés, un\n\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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> sans solde de un à 3 mois sur demande de l’intéressé.\u003C\u002Fp>\n\n\u003Cp>Durant cette période, l’agent n’acquiert aucun droit au \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> annuel\nni à l’ancienneté.\u003C\u002Fp>\n\n\u003Ch3>Art. 75 : Dsponibilité\u003C\u002Fh3>\n\n\u003Cp>Sur demande de l’intéressé, la SEPT peut accorder à ses agents une mise\nen disponibilité, pour étude uniquement et sur présentation de pièces\njustificatives.\u003C\u002Fp>\n\n\u003Cp>Durant cette période, l’agent n’acquiert aucun droit au \u003Cspan 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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> annuel\nni à L’ancienneté.\u003C\u002Fp>\n\n\u003Ch3>Art. 76 : Absences non autorises\u003C\u002Fh3>\n\n\u003Cp>Tout agent qui ne peut rejoindre son travail doit informer la direction, des\nque possible par tout moyen, en indiquant le motif et la durée probable de son\nabsence.\u003C\u002Fp>\n\n\u003Cp>Passé le délai de 5 jours, l’agent est placé automatiquement en\nposition d’absence irrégulière.\u003C\u002Fp>\n\n\u003Cp>Dans ce cas, l’agent considéré perd le bénéfice de son salaire, sauf\ncas de force majeure justifiée.\u003C\u002Fp>\n\n\u003Ch3>Art. 77 : Suspension de contrat\u003C\u002Fh3>\n\n\u003Cp>Le contrât est suspendu dans le cas de\u003C\u002Fp>\n\n\u003Cp>fonctions électives nécessitant une présence permanente, dans la limite\nde la durée du mandat.\u003C\u002Fp>\n\n\u003Cp>la durée de la détention préventive du travailleur.\u003C\u002Fp>\n\n\u003Cp>CHAPITRE IX\u003C\u002Fp>\n\n\u003Cp>DISCIPLINE - RUPTURE DE CONTRAT\u003C\u002Fp>\n\n\u003Ch3>Art. 78 : Conseil de discipline\u003C\u002Fh3>\n\n\u003Cp>Le conseil de discipline est un organe consultatif appelé a siéger en\nmatière de détermination de sanctions. Toutes les fois que c’est\nnécessaire.\u003C\u002Fp>\n\n\u003Cp>Le conseil de discipline comprend\u003C\u002Fp>\n\n\u003Cp>le Directeur Général OU soit représentant formellement désigné à cet\neffet (président)\u003C\u002Fp>\n\n\u003Cp>le représentant de l’administration\u003C\u002Fp>\n\n\u003Cp>le représentant du service auquel appartient l’agent, autre que son chef\ndirect\u003C\u002Fp>\n\n\u003Cp>deux représentants du personnel\u003C\u002Fp>\n\n\u003Cp>Il a pour rôle d’émettre son avis sur l’application, aux travailleurs,\ndes sanctions supérieurs à la mise\u003C\u002Fp>\n\n\u003Cp>pied.\u003C\u002Fp>\n\n\u003Cp>Le conseil est convoqué par son président huit jours à l’avance\u003C\u002Fp>\n\n\u003Cp>Le travailleur est avisé, en même temps que le conseil, de la date de sa\ncomparution devant le conseil et reçoit communication des griefs, formulés\ncontre lui qui sont également portés par écrit à la connaissance des\nmembres du conseil dûment désignés.\u003C\u002Fp>\n\n\u003Ch3>Art. 79: fonctionnement du CODIS\u003C\u002Fh3>\n\n\u003Cp>Le conseil de discipline se réunit sur convocation de son président.\nL’agent incriminé est avisé des jours et heures de l’audience et s’il\nne se présente pas, à moins d’empêchement justifié, il sera passé outre\nà son absence.\u003C\u002Fp>\n\n\u003Cp>En cas d’absence, mention en sera faite au procès- verbal de séance.\u003C\u002Fp>\n\n\u003Cp>Lorsque l’un ou les représentants du personnel dûment convoqués pour\nsiéger au conseil de discipline, ne se présentent pas à la convocation ou\nrefusent de prendre part aux délibérations du conseil, l’audience sera\nreportée une seule fois.\u003C\u002Fp>\n\n\u003Cp>Le président peut convoquer toute personne qu’il estime être en mesure\nde fournir les renseignements utiles au conseil.\u003C\u002Fp>\n\n\u003Cp>L’agent incriminé peut demander au conseil d’entendre des personnes\nautres que celles ayant été interrogées lors de l’enquête.\u003C\u002Fp>\n\n\u003Cp>A l’ouverture de la séance, l’agent en cause et son défenseur\néventuel sont introduits dans la salle de réunion et lecture sera donnée des\nfaits reprochés.\u003C\u002Fp>\n\n\u003Cp>Après l’interrogatoire de l’agent, le conseil entend séparément les\ndépositions des personnes convoquées\u003C\u002Fp>\n\n\u003Cp>L’agent incriminé et les membres du conseil Peuvent poser des questions\naux personnes convoquées par le président\u003C\u002Fp>\n\n\u003Cp>Lorsque sur sa déclaration expresse, l’intéressé n’a plus\nd’observation à formuler, le président demande aux membres du consei1\ns’ils estiment être suffisamment éclairés sur les faits reprochés à\nl’accusé ou les circonstances dans lesquelles ils ont été commis\u003C\u002Fp>\n\n\u003Cp>Dans la négative, la discussion est reprise et le conseil doit être\najourné en ordonnant une enquête complémentaire. Dans l’affirmative, le\nprésident invite l’agent en cause et son défenseur à se retirer. Le\nprésident pose au conseil les questions relatives à la culpabilité ou à la\nnon-culpabilité de l’agent. Il met aux voix les sanctions prévues sur\nlesquelles il est consulté en commençant par la sanction la plus\u003C\u002Fp>\n\n\u003Cp>élevée.\u003C\u002Fp>\n\n\u003Cp>Chaque membre exprime son avis par vote secret. En cas de partage de voix,\nle président a voix prépondérante.\u003C\u002Fp>\n\n\u003Cp>Après le vote, le président demande au conseil s’il estime qu’il y a\nlieu de rendre public les motifs de la sanction pour laquelle il a émis son\navis.\u003C\u002Fp>\n\n\u003Cp>L’avis émis par le CODIS sur la sanction qui lui paraît devoir\nentraîner les faits reprochés à l’agent en cause est envoyé par le\nprésident à la direction Générale aux fins de la décision à prendre.\u003C\u002Fp>\n\n\u003Cp>Les séances du CODIS ont lieu à huis clos. il est interdit d’en rendre\ncompte et les membres sont tenus au secret des délibérations.\u003C\u002Fp>\n\n\u003Ch3>Art. 80 : Délai à intervenir\u003C\u002Fh3>\n\n\u003Cp>Le CODIS doit, en principe, intervenir dans le délai de « un mois » à\ncompter du jour où le conseil a été saisi. Ce délai est prorogé, le cas\néchéant, du délai nécessaire pour effectuer l’enquête complémentaire\nprévue à l’article précédent. Ce délai supplémentaire ne peut en\nprincipe excéder 15 jours.\u003C\u002Fp>\n\n\u003Ch3>Art. 81 : Rupture de contrat\u003C\u002Fh3>\n\n\u003Cp>La rupture de contrat résulte\u003C\u002Fp>\n\n\u003Cp>d’une démission, réforme, décès, admission à la retraite,\nlicenciement ou retraite anticipée.\u003C\u002Fp>\n\n\u003Ch3>Art. 82 Démission\u003C\u002Fh3>\n\n\u003Cp>La démission résulte d’une demande écrite de l’intéressé marquant\nsa volonté non équivoque de quitter la SEPT.\u003C\u002Fp>\n\n\u003Cp>Cette démission est subordonnée à l’acceptation du Directeur Général\net à un préavis réglementaire.\u003C\u002Fp>\n\n\u003Cp>Est également considéré comme démissionnaire d’office cl licencié par\ndécision du Directeur Général de la SEPT, sans qu’il soit nécessaire de\nconsulter le CODIS, l’agent qui abandonne son poste et ne le rejoint pas sans\nmotif valable dans un délai de un mois.\u003C\u002Fp>\n\n\u003Ch3>Art. 83\u003C\u002Fh3>\n\n\u003Cp>Le préavis est l’obligation pour le travailleur ou pour l’employeur\nd’aviser à l’avance l’autre partie de sa décision de mettre fin au\n\u003Cspan 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 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 indéterminé. Sur accord des parties,\nl’exécution de ce préavis peut être remplacé par une indemnité\ncorrespondante à la rémunération et aux avantages dont l’agent aurait\nbénéficié durant le délai de préavis si celui-ci ait été respecté.\u003C\u002Fp>\n\n\u003Cp>la durée du préavis est fonction de l’ancienneté du travailleur et de\nla \u003Cspan 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 class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle\u003C\u002Fp>\n\n\u003Cp>suivant la réglementation en vigueur.\u003C\u002Fp>\n\n\u003Ch3>Art. 84 : transposé dans le règlement intérieur de la Société\u003C\u002Fh3>\n\n\u003Ch3>Art. 85 (révisé) : licenciement collectif\u003C\u002Fh3>\n\n\u003Cp>Dans le cas où les circonstances obligeraient la SEPT à envisager un\nlicenciement collectif du personnel de la Société, ceci pour cause de\ncompression du personnel ou cessation d’activité, elle doit préalablement\naviser l’inspecteur de travail qui émettra son avis en cas de litige.\u003C\u002Fp>\n\n\u003Cp>La liste du personnel touchée par cette compression est établie en accord\navec le Comité d’Entreprise, en respectant, par \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan 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.\nun ordre de licenciement tenant compte des trois facteurs ci après :\u003C\u002Fp>\n\n\u003Cp>- ancienneté de service,\u003C\u002Fp>\n\n\u003Cp>- valeur professionnelle : compétence technique conscience\nprofessionnelle,\u003C\u002Fp>\n\n\u003Cp>- charge de \u003Cspan 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 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>Les agents ainsi licenciés bénéficient\u003C\u002Fp>\n\n\u003Cp>- d’une \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">indemnité de licenciement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> calculée à raison de un mois de\nsalaire par année complète de service avec majoration de 10% par enfant a\ncharge,\u003C\u002Fp>\n\n\u003Cp>- d’une indemnité de préretraite\u003C\u002Fp>\n\n\u003Cp>- d’une indemnité de fin de carrière\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 86 Réintégration \u003C\u002Fh3>\n\n\u003Cp>Dans le cadre de rétablissement de la Société, les agents concernés par\nl’article 85 ont priorité de réintégration. La SEPI doit aviser, les\nconcernés, de la date de rétablissement par lettre recommandée avec accusé\nde réception suivie d’une large diffusion au moins 3 mois à l’avance.\u003C\u002Fp>\n\n\u003Cp>Les intéressés disposent, d’un délai de un mois, à compter de la\nréception de l’offre de leur \u003Cspan 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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> pour faire connaître leur refus ou\nleur acceptation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 87 : Réforme\u003C\u002Fh3>\n\n\u003Cp>En cas d’inaptitude physique ou morale constatée et ou reconnue par le\nmédecin agréé par la SEPT, l’agent est soumis à la commission de retenue\npour décider de son cas.\u003C\u002Fp>\n\n\u003Ch3>Art. 88: Commission de réforme\u003C\u002Fh3>\n\n\u003Cp>La commission de reforme est consulté, sur toutes les questions médicales\nse rapportant à la situation des agents et notamment en ce qui concerne la\nconstatation de l’inaptitude temporaire ou définitive des agents, à la\nreprise du travail à l’issue de leur \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> \u003Cspan 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 class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>La composition de la commission est fixée comme\u003C\u002Fp>\n\n\u003Cp>suit :\u003C\u002Fp>\n\n\u003Cp>• président : le médecin chef du Centre Médico-social,\u003C\u002Fp>\n\n\u003Cp>• membres\u003C\u002Fp>\n\n\u003Cp>• le médecin des travailleurs (rapporteur),\u003C\u002Fp>\n\n\u003Cp>• un représentant désigné par la SEPT\u003C\u002Fp>\n\n\u003Cp>• deux représentants du personnel.\u003C\u002Fp>\n\n\u003Ch3>Art. 89 Fonctionnement de la commission de réforme\u003C\u002Fh3>\n\n\u003Cp>La commission se réunit sur convocation de son président. L’agent en\ncause peut, s’il le désire, demander à se faire entendre par un médecin\nspécialiste.\u003C\u002Fp>\n\n\u003Cp>Le dossier médical accompagné du procès-verbal de réunion de la\ncommission sera constitué et transmis sous secret médical au Directeur\nGénéral de la SEPT.\u003C\u002Fp>\n\n\u003Cp>Le secrétariat de la commission est assuré par un agent en service au\nCentre Médico-social.\u003C\u002Fp>\n\n\u003Ch3>Art. 90 : Admission à la retraite\u003C\u002Fh3>\n\n\u003Cp>Conformément à la législation en vigueur. Le personnel de la SEPT est\naffilié à la CNaPS.\u003C\u002Fp>\n\n\u003Cp>Toutefois, les agents bénéficiant des autres régimes de retraite\nmaintiennent leur droit jusqu’à leur départ en retraite.\u003C\u002Fp>\n\n\u003Cp>A cet effet, ils continueront à cotiser sur la base de leur indice de\ngrade, définie par les dispositions de leur statut.\u003C\u002Fp>\n\n\u003Cp>L’âge de départ à la retraite normale est fixé suivant la\nréglementation en vigeur. Pour nécessité de Service, le départ à la\nretraite peut être prolongé Jusqu’au \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de trois mois.\u003C\u002Fp>\n\n\u003Ch3>Art. 91 (révisé) : Retraite anticipé\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sur demande des intéressés, un départ à la retraite pourrait être\naccordé aux agents réunissant au moins 10 ans d’ancienneté a la SEPT.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toutefois, les demandes des cadres sont soumises l’accord préalable dû\nDirecteur Général.\u003C\u002Fp>\n\n\u003Cp>Pour les autres \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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s, elles doivent être transmises pour avis aux\nchefs hiérarchiques avant de parvenir à la Direction des Ressources Humaines\nqui règle les départs effectifs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Au moment du départ, ils perçoivent une indemnité de fin de carrière\nprévue à l’article 50 de la présente convention et un indemnité de\npréretraite calculée en fonction de 1‘ancienneté de service ou de\nl’âge.\u003C\u002Fp>\n\n\u003Cp>L’indemnité de préretraite est égale au produit du dernier salaire\nperçu par le nombre de mois d’indemnisation figurant dans le tableau\nci-dessous.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1-AGENT D’EXECUTION\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\">ANCIENNETE\u003C\u002Ftd>\n      \u003Ctd colspan=\"4\">NOMBRE DE MOIS D’INDEMNISATION\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">AGE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>OP3 – 5B\u003C\u002Ftd>\n      \u003Ctd>OP2 – 3B - 5A\u003C\u002Ftd>\n      \u003Ctd>OP1-3B-4A\u003C\u002Ftd>\n      \u003Ctd>M2-1B à OS3-3A\u003C\u002Ftd>\n      \u003Ctd>Homme\u003C\u002Ftd>\n      \u003Ctd>Femme\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 à 15 ans\u003C\u002Ftd>\n      \u003Ctd>32\u003C\u002Ftd>\n      \u003Ctd>33\u003C\u002Ftd>\n      \u003Ctd>36\u003C\u002Ftd>\n      \u003Ctd>42\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16 à 20 ans\u003C\u002Ftd>\n      \u003Ctd>37\u003C\u002Ftd>\n      \u003Ctd>38\u003C\u002Ftd>\n      \u003Ctd>39\u003C\u002Ftd>\n      \u003Ctd>46\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>21 à 25 ans\u003C\u002Ftd>\n      \u003Ctd>41\u003C\u002Ftd>\n      \u003Ctd>42\u003C\u002Ftd>\n      \u003Ctd>43\u003C\u002Ftd>\n      \u003Ctd>50\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>26 ans et plus\u003C\u002Ftd>\n      \u003Ctd>45\u003C\u002Ftd>\n      \u003Ctd>46\u003C\u002Ftd>\n      \u003Ctd>48\u003C\u002Ftd>\n      \u003Ctd>56\u003C\u002Ftd>\n      \u003Ctd>55 ans\u003C\u002Ftd>\n      \u003Ctd>50 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>39\u003C\u002Ftd>\n      \u003Ctd>40\u003C\u002Ftd>\n      \u003Ctd>48\u003C\u002Ftd>\n      \u003Ctd>52\u003C\u002Ftd>\n      \u003Ctd>56 ans\u003C\u002Ftd>\n      \u003Ctd>51 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>43\u003C\u002Ftd>\n      \u003Ctd>44\u003C\u002Ftd>\n      \u003Ctd>48\u003C\u002Ftd>\n      \u003Ctd>58\u003C\u002Ftd>\n      \u003Ctd>57 ans\u003C\u002Ftd>\n      \u003Ctd>52 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>47\u003C\u002Ftd>\n      \u003Ctd>48\u003C\u002Ftd>\n      \u003Ctd>53\u003C\u002Ftd>\n      \u003Ctd>64\u003C\u002Ftd>\n      \u003Ctd>58 ans\u003C\u002Ftd>\n      \u003Ctd>53 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>51\u003C\u002Ftd>\n      \u003Ctd>52\u003C\u002Ftd>\n      \u003Ctd>58\u003C\u002Ftd>\n      \u003Ctd>70\u003C\u002Ftd>\n      \u003Ctd>59 ans\u003C\u002Ftd>\n      \u003Ctd>54 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2– AGENT DE MAITRISE\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\">ANCIENNETE\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">NOMBRE DE MOIS D’INDEMNISATION\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">AGE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>AM3\u003C\u002Ftd>\n      \u003Ctd>AM2\u003C\u002Ftd>\n      \u003Ctd>AM1\u003C\u002Ftd>\n      \u003Ctd>Homme\u003C\u002Ftd>\n      \u003Ctd>Femme\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 à 15 ans\u003C\u002Ftd>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n      \u003Ctd>21\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16 à 20 ans\u003C\u002Ftd>\n      \u003Ctd>23\u003C\u002Ftd>\n      \u003Ctd>24\u003C\u002Ftd>\n      \u003Ctd>26\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>21 à 25 ans\u003C\u002Ftd>\n      \u003Ctd>27\u003C\u002Ftd>\n      \u003Ctd>28\u003C\u002Ftd>\n      \u003Ctd>30\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>26 ans et plus\u003C\u002Ftd>\n      \u003Ctd>31\u003C\u002Ftd>\n      \u003Ctd>33\u003C\u002Ftd>\n      \u003Ctd>34\u003C\u002Ftd>\n      \u003Ctd>55 ans\u003C\u002Ftd>\n      \u003Ctd>50 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>35\u003C\u002Ftd>\n      \u003Ctd>34\u003C\u002Ftd>\n      \u003Ctd>36\u003C\u002Ftd>\n      \u003Ctd>56 ans\u003C\u002Ftd>\n      \u003Ctd>51 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>39\u003C\u002Ftd>\n      \u003Ctd>35\u003C\u002Ftd>\n      \u003Ctd>39\u003C\u002Ftd>\n      \u003Ctd>57 ans\u003C\u002Ftd>\n      \u003Ctd>52 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>43\u003C\u002Ftd>\n      \u003Ctd>36\u003C\u002Ftd>\n      \u003Ctd>41\u003C\u002Ftd>\n      \u003Ctd>58 ans\u003C\u002Ftd>\n      \u003Ctd>53 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>47\u003C\u002Ftd>\n      \u003Ctd>37\u003C\u002Ftd>\n      \u003Ctd>43\u003C\u002Ftd>\n      \u003Ctd>59 ans\u003C\u002Ftd>\n      \u003Ctd>54 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3 – \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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">CATEGORIE\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> CADRE\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\">ANCIENNETE\u003C\u002Ftd>\n      \u003Ctd colspan=\"4\">NOMBRE DE MOIS D’INDEMNISATION\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">AGE\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>C4\u003C\u002Ftd>\n      \u003Ctd>C3\u003C\u002Ftd>\n      \u003Ctd>C2\u003C\u002Ftd>\n      \u003Ctd>C1\u003C\u002Ftd>\n      \u003Ctd>Homme\u003C\u002Ftd>\n      \u003Ctd>Femme\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>10 à 15 ans\u003C\u002Ftd>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16 à 20 ans\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>18\u003C\u002Ftd>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>21 à 25 ans\u003C\u002Ftd>\n      \u003Ctd>19\u003C\u002Ftd>\n      \u003Ctd>21\u003C\u002Ftd>\n      \u003Ctd>22\u003C\u002Ftd>\n      \u003Ctd>23\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>26 ans et plus\u003C\u002Ftd>\n      \u003Ctd>23\u003C\u002Ftd>\n      \u003Ctd>25\u003C\u002Ftd>\n      \u003Ctd>26\u003C\u002Ftd>\n      \u003Ctd>28\u003C\u002Ftd>\n      \u003Ctd>55 ans\u003C\u002Ftd>\n      \u003Ctd>50 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>27\u003C\u002Ftd>\n      \u003Ctd>29\u003C\u002Ftd>\n      \u003Ctd>30\u003C\u002Ftd>\n      \u003Ctd>31\u003C\u002Ftd>\n      \u003Ctd>56 ans\u003C\u002Ftd>\n      \u003Ctd>51 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>31\u003C\u002Ftd>\n      \u003Ctd>33\u003C\u002Ftd>\n      \u003Ctd>34\u003C\u002Ftd>\n      \u003Ctd>35\u003C\u002Ftd>\n      \u003Ctd>57 ans\u003C\u002Ftd>\n      \u003Ctd>52 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>35\u003C\u002Ftd>\n      \u003Ctd>37\u003C\u002Ftd>\n      \u003Ctd>38\u003C\u002Ftd>\n      \u003Ctd>39\u003C\u002Ftd>\n      \u003Ctd>58 ans\u003C\u002Ftd>\n      \u003Ctd>53 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>39\u003C\u002Ftd>\n      \u003Ctd>41\u003C\u002Ftd>\n      \u003Ctd>42\u003C\u002Ftd>\n      \u003Ctd>43\u003C\u002Ftd>\n      \u003Ctd>59 ans\u003C\u002Ftd>\n      \u003Ctd>54 ans\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE X\u003C\u002Fp>\n\n\u003Cp>RECOMPENSES\u003C\u002Fp>\n\n\u003Ch3>Art. 92 : Différentes sortes de récompenses\u003C\u002Fh3>\n\n\u003Cp>Des récompenses peuvent être décernées aux agents, soumis à la\nprésente convention, qui se sont particulièrement distingués au profil de la\nSociété suivant un rapport visé par les chefs hiérarchiques et soumis à\nl’approbation du Comite d’Entreprise.\u003C\u002Fp>\n\n\u003Cp>Ces récompenses sont les suivantes\u003C\u002Fp>\n\n\u003Cp>- lettre de félicitation\u003C\u002Fp>\n\n\u003Cp>- témoignage de satisfaction\u003C\u002Fp>\n\n\u003Cp>- citation à l’ordre de la SEPT\u003C\u002Fp>\n\n\u003Cp>- distinction honorifique\u003C\u002Fp>\n\n\u003Cp>- gratification exceptionnelle\u003C\u002Fp>\n\n\u003Ch3>Art. 93 Lettre de félicitation\u003C\u002Fh3>\n\n\u003Cp>La lettre de félicitation est décernée par la Direction Générale aux\nagents qui, dans les circonstances normales, ses sont fait remarquer par leur\nzèle, leur probité ou leur initiative.\u003C\u002Fp>\n\n\u003Ch3>Art. 94 : Témoignage de satisfaction\u003C\u002Fh3>\n\n\u003Cp>Le témoignage de satisfaction est décerné, par le Directeur Général,\ndans les mêmes conditions mais pour des faits d’une nature plus élevée ou\npour des actes de courage. le dévouement et d’humanité.\u003C\u002Fp>\n\n\u003Ch3>Art. 95 : Citation à l’ordre de la SEPT\u003C\u002Fh3>\n\n\u003Cp>La citation a l’ordre de la SEPI est décernée à l’agent qui, dans les\ncirconstances difficiles ou dangereuses. a obtenu un résultat de service\nimportant ou à celui qui a exposé sa vie, soit pour accompli ses obligations,\nsoit pour sauver une ou plusieurs personnes en danger\u003C\u002Fp>\n\n\u003Ch3>Art. 96 Distinction honorifique\u003C\u002Fh3>\n\n\u003Cp>Des distinctions honorifiques peuvent être accordées, sur proposition de\nla SEPT, aux agents dans le cadre des dispositions prévues par les lois\nnationales.\u003C\u002Fp>\n\n\u003Ch3>Art. 97 Gratification exceptionnelle\u003C\u002Fh3>\n\n\u003Cp>Des gratifications exceptionnelles peuvent, en outre être allouées, tant\npour service rendu que Pour tout acte accompli de dévouement ou de vigilance\naccomplie au cours de l’ exécution du service\u003C\u002Fp>\n\n\u003Ch2>TITRE III\u003C\u002Fh2>\n\n\u003Ch2>INSTITUTIONS REPRESENTATIVES DU\u003C\u002Fh2>\n\n\u003Ch2>PERSONNEL\u003C\u002Fh2>\n\n\u003Ch3>Art. 98\u003C\u002Fh3>\n\n\u003Cp>Les corps des travailleurs de la représenté dans l’Entreprise pat les\nsuivantes\u003C\u002Fp>\n\n\u003Cp>• le syndicat et les délégations syndicaux\u003C\u002Fp>\n\n\u003Cp>• les délégués du personnel\u003C\u002Fp>\n\n\u003Cp>• le comité d’entreprise\u003C\u002Fp>\n\n\u003Cp>• le conseil d’administration.\u003C\u002Fp>\n\n\u003Cp>La législation en vigueur a prévu en faveur des représentants du\npersonnel des dispositions destinées à leur faciliter l’exercice de leur\nfonction (tableau d’affichage, local de travail, etc…) et de les protégé\ncontre les mesures disciplinaires que la Direction pourrait prendre à leur\nencontre.\u003C\u002Fp>\n\n\u003Cp>CHAPITRE I\u003C\u002Fp>\n\n\u003Cp>SYNDICAT\u003C\u002Fp>\n\n\u003Ch3>Art. 99\u003C\u002Fh3>\n\n\u003Cp>Le syndicat à pour objet l’étude de la défense des intérêts\nprofessionnels, sociaux et économiques.\u003C\u002Fp>\n\n\u003Cp>En tant que personne morale, le syndicat peut ester en justice.\u003C\u002Fp>\n\n\u003Cp>Le syndicat détient le monopole de présentation des listes aux élections\ndes représentnts du personnel de l’entreprise.\u003C\u002Fp>\n\n\u003Ch3>Art. 100 Exercice du droit syndical\u003C\u002Fh3>\n\n\u003Cp>L’exercice du droit syndical est reconnu au personnel soumis à la\nprésente convention, chacun peut adhérer librement et appartenir ou non à\nune organisation professionnelle de son choix.\u003C\u002Fp>\n\n\u003Cp>L’exercice de droit syndical ne doit pas avoir pour conséquence des actes\ncontraires aux lois.\u003C\u002Fp>\n\n\u003Ch3>Art. 101\u003C\u002Fh3>\n\n\u003Cp>Aucun inconvénient d’aucune serte ne saurait résulter pour un syndicat\nou un agent de ses croyances confessionnelles, de ses opinions politiques et\nphilosophiques de son ethnie ou du fait qu’il est ou non affilié à une\norganisation syndicale de son choix non plus que des fonctions qu’il peut y\nexercer.\u003C\u002Fp>\n\n\u003Cp>En aucun cas, les décisions prises notamment celles concernant\nl’\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 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>, discipline générale, l’avancement, tout avantage accordé au\npersonnel l’application des sanctions, ne peuvent se fonder sur le tait que\nl’intéressé appartient ou non a un syndicat.\u003C\u002Fp>\n\n\u003Ch3>Art. 102\u003C\u002Fh3>\n\n\u003Cp>La Société d’Exploitation du Port de Toamasina ou ses représentants ne\ndoivent employer aucun moyen de pression en faveur ou à l’encontre d’une\norganisation syndicale quelconque.\u003C\u002Fp>\n\n\u003Cp>Les travailleurs s’engagent de leur côté à respecter la liberté\nd’opinion et à n’exercer aucune pression tendant à gêner, soit\nl’expression du droit syndical, soit l’exercice du droit de propriété,\nsoit la libre gestion de l’Entreprise.\u003C\u002Fp>\n\n\u003Cp>Les parties ci-dessus énoncées veilleront à la stricte observation des\n\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s sus définis et prendront toutes mesures utiles pour en assurer le\nrespect intégral.\u003C\u002Fp>\n\n\u003Ch3>Art. 103\u003C\u002Fh3>\n\n\u003Cp>Chaque syndicat légalement reconnu désigne officiellement ses délégués\nde choix auprès du chef d’entreprise. En aucun cas, ils ne peuvent\ndéléguer leur pouvoir même partiellement dans l’exercice de leur\nfonction.\u003C\u002Fp>\n\n\u003Cp>En cas de désaccord, le syndicat mère se réserve le droit de les\nremplacer.\u003C\u002Fp>\n\n\u003Ch3>Art. 104 Fonction\u003C\u002Fh3>\n\n\u003Cp>La mission des délégués syndicaux consiste, d’une manière générale,\nà représenté leur organisation syndicale et l’ensemble du personnel\nauprès du chef d’entreprise.\u003C\u002Fp>\n\n\u003Cp>Les délégués syndicaux disposent de 20 \u003Cspan 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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">heures par mois\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de « délégation\n» pour 1 exercice de leur fonction et ces heures sont payées comme temps de\ntravail normal\u003C\u002Fp>\n\n\u003Ch3>Art.105 Protection contre le licenciement\u003C\u002Fh3>\n\n\u003Cp>Les délégués syndicaux bénéficient, d’une mesure de protection\nspéciale contre le licenciement, qui s’étend jusqu’a 6 mois après\nl’exercice de leur fonction.\u003C\u002Fp>\n\n\u003Cp>L’autorisation de licenciement est demandée directement à l’inspection\nProvinciale de Travail et des Lois Social de Toamasina.\u003C\u002Fp>\n\n\u003Cp>En cas de faute considérée connue lourde, la mise à pied provi\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>e est\nprononcée, mais cette disposition sera comme nulle et non avenue, si le\nlicenciement est refusé par l’inspection de Travail.\u003C\u002Fp>\n\n\u003Cp>CHAPITRE II\u003C\u002Fp>\n\n\u003Cp>DELEGUE DU PERSONNEL\u003C\u002Fp>\n\n\u003Ch3>Art. 106: Délégués du personnel\u003C\u002Fh3>\n\n\u003Cp>Les délégués du personnel sont élus pour deux ans et leur mandat est\nrenouvelable. Les délégués du personnel continuent à exercer leur fonction\njusqu’à la désignation des nouveaux délégués.\u003C\u002Fp>\n\n\u003Cp>Les délégués du personnel sont en relation avec\u003C\u002Fp>\n\n\u003Cp>- l’employeur qui est tenu de les recevoir en casa d’urgence et\nnormalement à intervalle régulier, au moins une fois par mois (cahier de\nrevendication à l’appui), - le personnel par contrat direct ou voie\nd’affichage - le Comité d’Entreprise à qui ils doivent communiquer toutes\npropositions ou observations intéressant les conditions de travail du\npersonnel\u003C\u002Fp>\n\n\u003Cp>- l’Inspection de Travail dont ils sont les auxiliaires en lui signalant\ntout ce qui peut l’aider aux contrôles et en l’accompagnent dans ses\nvisites d’entreprise\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>- les syndicats qui les ont présentes.\u003C\u002Fp>\n\n\u003Ch3>Art. 107 :\u003C\u002Fh3>\n\n\u003Cp>Chaque délégués à un suppléants élu dans les mêmes conditions que le\ntitulaire. Il le remplace en cas d’absence motivée, de démission, de\nrévocation, de résiliation de contrat et de perte de conditions requises pour\nl’éligibilité. En cas d’empêchement du suppléant, de nouvelles\nélections seront organisées pour la durée du mandat qui reste à courir.\u003C\u002Fp>\n\n\u003Ch3>Art.108 : Fonctions\u003C\u002Fh3>\n\n\u003Cp>Les délégués du personnel ont pour mission\u003C\u002Fp>\n\n\u003Cp>- présenter à l’employeur toutes réclamations individuelles ou\ncollectives concernant notamment les conditions de travail, la protection des\ntravailleurs, l’application de la convention collective et les\n\u003Cspan 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 class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s du personnel.\u003C\u002Fp>\n\n\u003Cp>- de saisir l’Inspection de Travail de toutes plaintes ou réclamations\nconcernant l’application des prescriptions légales et réglementaires qui\nn’aurait pas été satisfaite au niveau de l’entreprise.\u003C\u002Fp>\n\n\u003Cp>Dans l’accomplissement de leur fonction, les délégués du personnel\npeuvent, sur leur demande, se faire assister par les délégués syndicaux.\u003C\u002Fp>\n\n\u003Cp>Nonobstant les dispositions ci-dessus, les travailleurs ont la faculté de\nprésenter eux-mêmes leurs réclamations à l’employeur.\u003C\u002Fp>\n\n\u003Cp>Les délégués du personnel disposent de 15 heures au \u003Cspan 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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> par mois pour\nleur permettre d’exercer leurs fonctions et ces heures Sont payées comme\nheures de travail normales.\u003C\u002Fp>\n\n\u003Ch3>Art. 109 Protection\u003C\u002Fh3>\n\n\u003Cp>Tout licenciement d’un délégué du personnel, envisagé par\nl’employeur, doit être soumis à la décision de l’Inspection de Travail\nqui doit intervenir dans un délai de 3 mois.\u003C\u002Fp>\n\n\u003Cp>La même procédure est applicable an licenciement des anciens délégués\ndu personnel pendant la durée de 6 mois à partir de l’expiration de leur\nmandat. Les\u003C\u002Fp>\n\n\u003Cp>candidats aux fonctions de délégué du personnel bénéficient aussi de\ncette mesure des le dépôt de candidature et jusqu’à 3 mois après le\nscrutin.\u003C\u002Fp>\n\n\u003Cp>Toutefois, en cas de faute lourde, l’employeur peut prononcer\nimmédiatement la mise à pied provi\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>e en attendant la décision de\nl’Inspection de Travail. Lorsque le licenciement est refuse, la mise à pied\nest annulée et ses effet supprimer de plein droit.\u003C\u002Fp>\n\n\u003Cp>CHAPITTRE III\u003C\u002Fp>\n\n\u003Cp>COMITE D’ENTREPRISE\u003C\u002Fp>\n\n\u003Ch3>Art. 110 : Comité d’Entreprise\u003C\u002Fh3>\n\n\u003Cp>Le comité d’Entreprise est un organisme tripartite puisqu’y sont\nreprésentés\u003C\u002Fp>\n\n\u003Cp>- le chef d’entreprise ou son représentant, président de droit - le\npersonnel par ses membres élus,\u003C\u002Fp>\n\n\u003Cp>- les syndicats\u003C\u002Fp>\n\n\u003Cp>Par le comité d’entreprise, le personnel est associé dans une certaine\nmesure au contrôle de la gestion de la Société.\u003C\u002Fp>\n\n\u003Cp>Il est doté de la personnalité civile et juridique sans limitation dans le\ndomaine de ses actions.\u003C\u002Fp>\n\n\u003Cp>Ses membres, titulaires et suppléants sont élus pour deux ans et leur\nmandat est renouvelable.\u003C\u002Fp>\n\n\u003Ch3>Art.111: Fonctions\u003C\u002Fh3>\n\n\u003Cp>Les membres du comité d’entreprise participent à la gestion de\nl’entreprise au point de vue professionnel, économique, financier et social.\nIls ont pour rôle principal de:\u003C\u002Fp>\n\n\u003Cp>• mobiliser les travailleurs en vue de l’exécution du programme\nd’activité de la Société,\u003C\u002Fp>\n\n\u003Cp>• coopérer à l’amélioration constante des\u003C\u002Fp>\n\n\u003Cp>conditions d’emploi et de travail,\u003C\u002Fp>\n\n\u003Cp>• veiller au respect des droits des travailleurs.\u003C\u002Fp>\n\n\u003Cp>• veiller à l’accomplissement des devoirs de l’employeur.\u003C\u002Fp>\n\n\u003Cp>Les membres du comité d’entreprise disposent de 20 \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 class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">heures par mois\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> pour\nexercer leurs fonctions et d’un local de travail approprié.\u003C\u002Fp>\n\n\u003Ch3>Art. 112 : Attribution d’ordre professionnel\u003C\u002Fh3>\n\n\u003Cp>Le comité d’entreprise participe avec la Direction à l’amélioration\ndes conditions collectives d’emploi et de vie du personnel.\u003C\u002Fp>\n\n\u003Cp>Il est consulté sur les problèmes de \u003Cspan 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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et de perfectionnement\nprofessionnel.\u003C\u002Fp>\n\n\u003Cp>Il intervient dans la conclusion d’accord de participation.\u003C\u002Fp>\n\n\u003Ch3>Art. 113 (révisé). Attribution d’ordre économique et financier\u003C\u002Fh3>\n\n\u003Cp>Le comité d’entreprise étudie les mesures envisagées par la Direction,\npour améliorer la production et la productivité dans l’entreprise\u003C\u002Fp>\n\n\u003Cp>Il doit être tenu au courant des projets d’\u003Cspan 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 class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, de compression\nd’effectif, d’augmentation des prix, des bénéfices réalisés et des\ninvestissements divers.\u003C\u002Fp>\n\n\u003Cp>Il est à noter que le comité d’entreprise est soumis à une obligation\nde discrétion en ce qui concerne les in\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s présentant un caractère\nconfidentiel.\u003C\u002Fp>\n\n\u003Ch3>Art. 114: Attribution d’ordre social\u003C\u002Fh3>\n\n\u003Cp>Le comité d’entreprise assure et contrôle la gestion de toutes les\nœuvres sociales instituées en faveur des employés et leur \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 class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, en dehors\nde toute orientation politique ou régionale\u003C\u002Fp>\n\n\u003Cp>- institution de prévoyance de retraite et de secours mutuels\u003C\u002Fp>\n\n\u003Cp>- œuvres tendant à améliorer le bien être du personnel\n(logement,cantine, B.O.S, colonies de vacances, etc...)\u003C\u002Fp>\n\n\u003Cp>- œuvres ayant pour but l’utilisation des loisirs et l’organisation\nsportive\u003C\u002Fp>\n\n\u003Cp>- centre d’\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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">apprentissage\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et de \u003Cspan 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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle, bibliothèque,\ncercle d’étude, • \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 class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> syndicale\u003C\u002Fp>\n\n\u003Cp>- services sociaux\u003C\u002Fp>\n\n\u003Cp>- services médicaux\u003C\u002Fp>\n\n\u003Ch3>Art.115: protections\u003C\u002Fh3>\n\n\u003Cp>Les membres du comité d’entreprise bénéficient d’une mesure de\nprotection légale identique à celle des délégués du personnel, en matière\nde licenciement.\u003C\u002Fp>\n\n\u003Ch3>Art. 116: Comité d’hygiène et de sécurité\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>Il est institué dans l’entreprise une section spéciale dénommée\ncomité d’hygiène et de sécurité, chargé d’adopter la réglementation\ngénérale aux Prévoyances d’hygiène et de sécurité de l’entreprise et\nd’en surveiller l’application.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Art.117 : Rôles\u003C\u002Fh3>\n\n\u003Cp>Les rôles du comité d’hygiène et de sécurité consistent à :\u003C\u002Fp>\n\n\u003Cp>• Veiller à l’applicationnelle des Lois concernant l’hygiène et la\nsécurité de travail,\u003C\u002Fp>\n\n\u003Cp>• Etudier les risques processionnels et enquêter à la suite des\naccidents de travail et des \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 class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s professionnelles.\u003C\u002Fp>\n\n\u003Cp>• Procéder à l’inspection de l’établissement (entretiens et\ndispositifs de sécurité).\u003C\u002Fp>\n\n\u003Cp>• Instruire des équipes d’incendie et sauvetage,\u003C\u002Fp>\n\n\u003Cp>• Participer à la \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> des travailleurs à la sécurité\u003C\u002Fp>\n\n\u003Cp>• Développer par tous les moyens efficaces les sens du risque\nprofessionnel et l’esprit de sécurité (conférence, affiches, ainsi que\ntous éléments d’in\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s utiles).\u003C\u002Fp>\n\n\u003Ch3>Art. 118 Exercice de Fonctions\u003C\u002Fh3>\n\n\u003Cp>Le comité d’hygiène et de sécurité se réunit au moins une fois par\ntrimestre, le temps passe aux réunions est illimité, mais rémunéré comme\ntemps de travail normal.\u003C\u002Fp>\n\n\u003Cp>Il est tenu de produire un procès-verbal enregistré dans un registre\nspécial.\u003C\u002Fp>\n\n\u003Cp>Un rapport d’activité annuel avec des statistiques sur les suites\nd’accident rapprochées de leurs causes avec l’âge comme le sexe des\nvictimes, le taux de fréquence et leur gravité doivent également être\ndressés et diffusés.\u003C\u002Fp>\n\n\u003Cp>CHAPITRE IV\u003C\u002Fp>\n\n\u003Cp>CONSEIL D’ADMINISTRATION\u003C\u002Fp>\n\n\u003Ch3>Art.119 : Conseil d’Administration \u003C\u002Fh3>\n\n\u003Cp>Conformément au décret n° 85 282 du 04-09-85 portant refonte des\ndispositions des statuts de la SEPT, le personnel est représente au conseil\nd’administration chargé d’administrer la Société.\u003C\u002Fp>\n\n\u003Cp>Toutefois, les représentants du personnel au conseil d’administration\ndemeurent des salariés et doivent respecter la discipline de travail en\nvigueur à la SEPT.\u003C\u002Fp>\n\n\u003Cp>En cas d’empêchement ou radiation des membres en cours de mandat, leurs\nremplaçants ne feront que continuer le mandat restant à courir.\u003C\u002Fp>\n\n\u003Ch2>TITRE IV\u003C\u002Fh2>\n\n\u003Ch2>DIFFERENDS DE TRAVAIL\u003C\u002Fh2>\n\n\u003Cp>CHAPITRA I\u003C\u002Fp>\n\n\u003Cp>DIFFERENDS INDIVIDUELS\u003C\u002Fp>\n\n\u003Ch3>Art. 120\u003C\u002Fh3>\n\n\u003Cp>Les efférents individuels sont soumis à la procédure de loi portant\nlégislation de travail en vigueur.\u003C\u002Fp>\n\n\u003Cp>Les différends individuels entre le travailleur et l’employeur sont nés\n:\u003C\u002Fp>\n\n\u003Cp>• de l’interprétation de la loi en vigueur ou de la convention\ncollective\u003C\u002Fp>\n\n\u003Cp>• de la non application de clauses du \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>• du non respect de la réglementation en vigueur ou de la convention\ncollective.\u003C\u002Fp>\n\n\u003Ch3>Art. 121\u003C\u002Fh3>\n\n\u003Cp>La juridiction de travail à pour mission de concilier d’abord et de juger\nensuite en cas d’échec de conciliation.\u003C\u002Fp>\n\n\u003Ch3>Art. 122:\u003C\u002Fh3>\n\n\u003Cp>Toute réclamation ou requête émanant d’un agent conventionné peut\nêtre formulée par celui-ci, oralement à son chef hiérarchique d’abord, en\ncas d’insatisfaction, par écrit au Directeur Général en respectant la voie\nhiérarchique. Les personnes chargées hiérarchiquement de la transmission\nsont tenues de s’en acquitier sans délai.\u003C\u002Fp>\n\n\u003Cp>CHAPITRE II\u003C\u002Fp>\n\n\u003Cp>DIFFERENS COLLECTIF\u003C\u002Fp>\n\n\u003Ch3>Art. 123\u003C\u002Fh3>\n\n\u003Cp>L différend collectif se traduit toujours par la grève organisée contre\nl’employeur afin de faire aboutir les revendications d’ordre\nprofessionnel.\u003C\u002Fp>\n\n\u003Ch3>Art. 124: Grève\u003C\u002Fh3>\n\n\u003Cp>Le droit de grève est reconnu et garanti par la constitution.\u003C\u002Fp>\n\n\u003Cp>En tant qu’acte concerté et action collective, le but de la grève,\nquelles que soient les formes qu’elle revêt, doit être strictement\nprofessionnel.\u003C\u002Fp>\n\n\u003Ch3>Art. 125\u003C\u002Fh3>\n\n\u003Cp>La grève peut être déclenchées de droit après le non aboutissement de\ntoutes les négociations possibles.\u003C\u002Fp>\n\n\u003Cp>Le déclenchement de la grève est soumis à l’observation d’un préavis\nde quarante huit heures qui est le temps d’attente entre le dépôt des\nrevendications et le déclenchement de la grève.\u003C\u002Fp>\n\n\u003Cp>Seront jugées irrégulières, les grèves qui ne espec1eiit pas le délai\nde préavis réglementaire.\u003C\u002Fp>\n\n\u003Ch3>Art. 126: Lock-out\u003C\u002Fh3>\n\n\u003Cp>Le lock-out est la fermeture d’établissement par l’employeur, une\nmesure de rétorsion intentionnellement dirigée contre une manœuvre de\ncoalition ouvrière. Toutefois, l’employeur est tenu de rémunérer les\ntravailleurs lock-outés.\u003C\u002Fp>\n\n\u003Cp>CHAPITRE III\u003C\u002Fp>\n\n\u003Cp>INSPECTION DE TRAVAIL – CONCILIATION – MEDIATION - ARBITRAGE\u003C\u002Fp>\n\n\u003Ch3>Art.127 : Inspection de travail\u003C\u002Fh3>\n\n\u003Cp>Tout travailleur ou tout employeur peut demander l’inspection de travail\nde régler tout différend à l’amiable.\u003C\u002Fp>\n\n\u003Cp>Toutefois, la saisine de l’Inspection de travail est obligatoire avant\ncelle de la juridiction compétente, s’il s’agit d’une disposition\nlégale précise dont le\u003C\u002Fp>\n\n\u003Cp>plaignant invoque la non application (infraction).\u003C\u002Fp>\n\n\u003Ch3>Art. 128\u003C\u002Fh3>\n\n\u003Cp>En cas de saisine par une partie plaignante, l’inspection de Travail\nconvoque l’autre partie pour entendre son point de vue ou tenter de régler\nle différend.\u003C\u002Fp>\n\n\u003Cp>En cas d’échec, l’inspection de Travail devra constater la non\nconciliation par un procès-verbal et autoriser le demandeur à se plaindre\ndevant la juridiction compétente.\u003C\u002Fp>\n\n\u003Ch3>Art. 129 : Conciliation\u003C\u002Fh3>\n\n\u003Cp>En cas de conflit collectif, la conciliation est obligatoire et le recours\ndoit être immédiat.\u003C\u002Fp>\n\n\u003Cp>Toute décision prise au cours de la conciliation aura force exécutoire et\napplicable dans l’immédiat.\u003C\u002Fp>\n\n\u003Ch3>Art. 130\u003C\u002Fh3>\n\n\u003Cp>En cas d’échec de conciliation, un procès-verbal est dressé afin de\nfaciliter l’intervention éventuelle du médiateur. L’inspection de Travail\nest désignée d’office pour assurer la médiation.\u003C\u002Fp>\n\n\u003Cp>En cas d’échec de la médiation, le différend collectif est soumis la\nprocédure d’arbitrage.\u003C\u002Fp>\n\n\u003Ch3>Art. 131\u003C\u002Fh3>\n\n\u003Cp>L’arbitrage des conflits collectifs non réglés par la médiation est\nassuré par un conseil d’arbitrage.\u003C\u002Fp>\n\n\u003Cp>Le conseil d’arbitrage statue en droit et en équité suivant le cas, mais\nne peut statuer que sur les points déterminés par le procès-verbal de\nnon-conciliation.\u003C\u002Fp>\n\n\u003Cp>Les sentences arbitrales doivent être motivées et notifiées\nimmédiatement aux parties.\u003C\u002Fp>\n\n\u003Ch3>Art. 132\u003C\u002Fh3>\n\n\u003Cp>Les sentences arbitrales qui ont acquis force ‘exécutoire peuvent faire\nl’objet d’un recours pour excès de pouvoir ou violation de la loi.\u003C\u002Fp>\n\n\u003Cp>Ce recours est introduit et jugé dans les délais, formes et conditions des\nrecours en cassation en la matière.\u003C\u002Fp>\n\n\u003Cp>CHAPITRE 1V\u003C\u002Fp>\n\n\u003Cp>DISPOSITIONS DIVERSES\u003C\u002Fp>\n\n\u003Ch3>Art.133:…..Immobilisations\u003C\u002Fh3>\n\n\u003Cp>La liste des immobilisations attribuées aux ayants droits est assujettie\naux clauses du \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ou aux avenants au contrat.\u003C\u002Fp>\n\n\u003Cp>Toutefois, le bénéfice de ces avantages cesse dès lors que les\nintéressés n’occupent plus le poste ayant droit.\u003C\u002Fp>\n\n\u003Cp>Dans ces cas, ces immobilisations doivent être réintégrées en totalité\nà la SEPT dans les trois mois qui suivent, et mises en vente au 1)1115\noffrant, après large diffusion au personnel.\u003C\u002Fp>\n\n\u003Cp>Une commission de suivi est chargée de l’application de cet article.\u003C\u002Fp>\n\n\u003Ch3>Art.134\u003C\u002Fh3>\n\n\u003Cp>Les véhicules de service se doivent, en priorité, d’assurer les besoins\nde la SEPT suivant l’organisation du responsable direct\u003C\u002Fp>\n\n\u003Cp>En aucun cas, ces véhicules ne peuvent être conduits par un tiers autre\nque le personnel de la SEPT.\u003C\u002Fp>\n\n\u003Ch3>Art. 135\u003C\u002Fh3>\n\n\u003Cp>Quels que soient les avantages cités dans cette convention, les montants et\nchiffres avancés sont passibles d une réactualisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 136\u003C\u002Fh3>\n\n\u003Cp>La SEPT astreinte à la préparation de tous les dossiers administratifs\nrelevant de la carrière comme de la retraite du personnel soumis à la\nprésente convention collective.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 137:\u003C\u002Fh3>\n\n\u003Cp>Le personnel relevant de la présente convention sera intéressé aux\nrésultats financiers de la SEPT.\u003C\u002Fp>\n\n\u003Cp>Une part de bénéfice sera attribuée aux travailleurs en fin d’exercice,\nsi le bilan s’avère positif.\u003C\u002Fp>\n\n\u003Ch3>Art 138:\u003C\u002Fh3>\n\n\u003Cp>La présente convention sera établie, imprimée et\u003C\u002Fp>\n\n\u003Cp>fusée à la diligence de la Société d’Exploitation\u003C\u002Fp>\n\n\u003Cp>Port de Toamasina après signature et dépôt légal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fait à Toamasina. le : 31 Mai 1996 Révisé le, 04 Août 2001\u003C\u002Fp>\n\n\u003Cp>concerne les articles énoncés au préambule.\u003C\u002Fp>\n\n\u003Cp>Pour la\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pour Le S.E.P.T\u003C\u002Fp>\n\n\u003Cp>LE DIRECTEUR GENERAL\u003C\u002Fp>\n\n\u003Cp>ROGER VONY\u003C\u002Fp>\n\n\u003Cp>Pour les Syndicat\u003C\u002Fp>\n\n\u003Cp>1. FMM : SABO Moraoel\u003C\u002Fp>\n\n\u003Cp>2. S\u002FFISEMA : RANDRIAMASIVELO P.\u003C\u002Fp>\n\n\u003Cp>3. SERFMA : RAMANANTSOA Victor\u003C\u002Fp>\n\n\u003Cp>4. SRMM : JEAN Juster\u003C\u002Fp>\n\n\u003Cp>5: SEKRIMA : ABOUD Aly Solamo\u003C\u002Fp>\n\n\u003Cp>6. FISEMARE : MAGNIZAFENO\u003C\u002Fp>\n\n\u003Cp>7. T.M : RANDRIANASOLO\u003C\u002Fp>\n\n\u003Cp>8. SYMPIMITO : LAHADY Désiré\u003C\u002Fp>\n\n\u003Cp>9, S\u002FAUTONOME : RANDRIANIRINA L.\u003C\u002Fp>\n\n\u003Cp>10. SITP : ANDRIANARIVONY J.M.\u003C\u002Fp>\n\n\u003Cp>11. GTF : BAOTOANDRO M. Lucie\u003C\u002Fp>\n\n\u003Cp>12. S\u002FNEUTRE : RAMARIKA Simon\u003C\u002Fp>\n\n\u003Cp>13. SFO : RAKOTOARIJAONA J.C.\u003C\u002Fp>\n\n\u003Cp>14. SRAP : TODIVELO Gaspard\u003C\u002Fp>\n\n\u003Cp>15. SSTM : RASOLONJATOVO L.\u003C\u002Fp>\n\n\u003Cp>16. MAHERY : TOMBO Alphonse Hilaire\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SASIN-TENY\u003C\u002Fp>\n\n\u003Cp>Ny fifanarahana iombonan’ ny sarambaben’ny Mpiasan’ny Société\nd’Exploitation du Port de Toamasina dia vokatry ny fandinidinihana lalina\nnamporisihan’ny fitadiavana fahamarinana ara-tsosialy.\u003C\u002Fp>\n\n\u003Cp>Ho fanatanterahana izany dia niroso tamin’ny fananganana fifanarahana\niombonan’ny mpiasa rehetra, izay narindra avy tamin’ireo didy aman-dalàna\nmaro mifehy ny isan-tsokajiny tato hatramin’izay, ireo solontenan’ireo\nsendika, araka ireto manaraka ireto avy:\u003C\u002Fp>\n\n\u003Cp>1. Statut particulier du personnel du Port (décret n° 63.238 du\n02\u002F05\u002F63);\u003C\u002Fp>\n\n\u003Cp>2. Convention Collective du 30\u002F04\u002F64;\u003C\u002Fp>\n\n\u003Cp>3. Statut des agents ELD (décret n° 64.214 du 27\u002F05\u002F64);\u003C\u002Fp>\n\n\u003Cp>4. Code de la Marine Marchande (Loi n° 66.007 du 05\u002F07\u002F55);\u003C\u002Fp>\n\n\u003Cp>5. Convention Collective des employés du Port en date du 30\u002F04\u002F76;\u003C\u002Fp>\n\n\u003Cp>6. Convention Collective des Dockers du Port en date du 30\u002F04\u002F76;\u003C\u002Fp>\n\n\u003Cp>7. Statut particulier du personnel des chemins de fer (décret n°77.013 du\n15\u002F01\u002F77);\u003C\u002Fp>\n\n\u003Cp>8. Statut général des fonctionnaires (loi n° 79.014 du 16\u002F07\u002F79);\u003C\u002Fp>\n\n\u003Cp>9. Refonte des statuts de la SEPT (décret n° 85.282 du 04\u002F0945); 10.\nStatut du personnel de la Société d’Exploitation du Port de Toamasina en\ndate du\u003C\u002Fp>\n\n\u003Cp>27\u002F12\u002F88.\u003C\u002Fp>\n\n\u003Cp>Les articles 1ère, 10, 11, 17, 19, 21, 32, 35, 36, 38, 41, 42, 43, 50, 52,\n61, 63, 64, 68, 85, 91 et 113 sont révisés d’accord parties\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>L’article 84 est transposé dans le règlement intérieur de la\nSociété.\u003C\u002Fp>\n\n\u003Cp>ZAVA-KENDREN’NY FIFANARAHANA IOMBONANA\u003C\u002Fp>\n\n\u003Cp>Ny fifanarahana iombonana dia natao hifehy ny fifandraisan’asa misy eo\nanivon’ny Société d’Exploitation du Port de Tomasina sy ny mpiasa rehetra\nao aminy, tsy hanavahana na hijeren-tavan’ olona.\u003C\u002Fp>\n\n\u003Cp>lreo didy aman-dalâna rnanankery dia ho ampiharina amin’izay rehetra\nilàna azy ka tsy voalaza anatin’ity fifanarahana ity. Ampiharina koa izany\namin’izay hita fa tsaratsara kokoa ho an’ny mpiasa raha ampitahaina\namin’izay voalaza\u003C\u002Fp>\n\n\u003Cp>Ireto avy ny zavatra tena imasoana:\u003C\u002Fp>\n\n\u003Cp>- Ny isian’ny mangarahara eo amin’ny fitondrana avy amin’ny\nalalan’ny lalàm-pitantanana tokana,\u003C\u002Fp>\n\n\u003Cp>- Mamela faminaniana, Fanaraha-maso, ary\u003C\u002Fp>\n\n\u003Cp>faminavinana mahomby kokoa eo amin’ny fandaniana.\u003C\u002Fp>\n\n\u003Cp>- Ahatongavana amin’ny tena fahamarinana sy fitovian-jo tanteraka eo\namin’ny adidy aman’andraikitra sy zo ara-tsosialy ho an’ny\nfianakaviam-ben’ny mpiasa.\u003C\u002Fp>\n\n\u003Cp>FIFANARAHANA IOMBONANA\u003C\u002Fp>\n\n\u003Cp>Ny fifànarahana iombonana no mametra ny fifandraisana ara-asa ato amin’ny\nSociété d’Exploitation du Port de Toamasina. Izao manaraka izao no tapaka\ntco amin’nv :\u003C\u002Fp>\n\n\u003Cp>- Ny Société d’Exploitation du Port de Toamasina antsoina amin’ny\nanarana hoe « SEPT ». izay soloin’ny Tale Jencraliny tena ary manana nv\nfoibeny etoToamasina, andaniny.\u003C\u002Fp>\n\n\u003Cp>- Sy ireo solontenan’ireo sendikan’ny mpiasan’ny Société\nd’Exploitation du Port de Toamasina\u003C\u002Fp>\n\n\u003Cp>nahazo alalana tamin’izany, ankilany\u003C\u002Fp>\n\n\u003Cp>- Taorian ‘ny fifarnpiraharahana nifanaovan’ny Société\nd’Exploitation du Port de Toamasina sy ireo solon-tenan’ireo sendika roa\nambin’ny folo tonta mijoro ara-dalàna, ny lahatenin’ny fifanarahana\niombonana vaovao dia narindra ho toy izao manaraka izao :\u003C\u002Fp>\n\n\u003Cp>- Marihina fa ho toy izao indray ny fiantsoana ity fifanarahana ity:\n«CONVENTION COLLECTIVE DU CORPS DES TRAVAILLEURS PERMANENTS DE LA SEPT »\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa rehetra, na inona ny asa sahaniny, dia fehezin’ity fifanarahana\niombonana ity avy, koa ary tsy maintsy manaraka an-tsakany sy andavany izay\nfcpetra rehetra raisina amin’izany, ankoatr’ireo didy manokana, mba ho\nfitandrovana. ny fandrosoan’ny Orinasa.\u003C\u002Fp>\n\n\u003Cp>FIZARANA VOALOHANY\u003C\u002Fp>\n\n\u003Cp>FARITRA FAMPIHARANA – VANINANDRO MAMPANANKERY - FIAMPANGANA\u003C\u002Fp>\n\n\u003Cp>Andininy.1…(navaozina):Faritra fampiharana Ity fifanarahana iombonana ity\ndia hampiharina amin’ny mpiasa raikitra ao anatin’ny mpiasan’ny Société\nd’Exploitation du Port de Toamasina.\u003C\u002Fp>\n\n\u003Cp>Andininy.2: Vaninandro mampanan-kcry Ity fifanarahana iombonana ity dia\nhanankery manomboka ny vaninandro manaraka ny tametraha’ny ankilanv havanana\nkokoa amin’izany azy io any arnin’ny trano fitehirizana momba ny sosialy ao\namin’ny Fitsarana ambaratonga voalohany ato Toamasina. Ireo fepetra teo aloha\nsy mifanohitra amin’ity fifanarahana ity dia foana sy tsy manan-kery avy koa\nrnanomboka amin’ ny vaninandro hampiharana azv.\u003C\u002Fp>\n\n\u003Cp>Andininy.3….Faharetany\u003C\u002Fp>\n\n\u003Cp>Tsy voafetra ny faharetan ‘ ity fifanarahana ity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Andininy.4….Fiampangana\u003C\u002Fp>\n\n\u003Cp>Izay fanovana rehetra metv ho atao amin’ny lalàna mifehy ny asa dia tsy\nazo heverina ho fiampangana an’ ity fifanarahana ity fa mitondra kosa\nfanovana avy hatrany an’izay andininy voakakasik’izany\u003C\u002Fp>\n\n\u003Cp>Na izany aza dia azon’izay iray amin’ireo mpifanaiky ny miarnpanga azy\nio herintaona aorian’ny nanaovan-tsonia azy raha haingana indrindra fa tsy\nmaintsv ialohavan’ny fampandrenesana telo volana an-taratasy tsy very mandeha\nizany ary handefasana dika mitovy any amin’ny Trano Fitehirizana momba ny\nSosialy ao amin’ny Fitsarana Ambaratonga Voalohany eto Toarnasina sy any\namin’ny Sampan-draharaha misahana ny Asa eto Toamasina.\u003C\u002Fp>\n\n\u003Cp>Ny andaniny izay mampiditra fiampangana dia tsy maintsy mametraka mazava ao\namin’ny taratasy fampandrenesana ny anton’ny fiampanganv ary rnampiray\namin’izany ny vinavinanm-pifanarahana vaovao tiany ho aroso.\u003C\u002Fp>\n\n\u003Cp>Ny fifampiraharahana dia tsy maintsy misokatra ao anatin’ny iray volana\naorian’ny fampandrenesana.\u003C\u002Fp>\n\n\u003Cp>Raha tsy vita ao anatin’ny telo volana aorian’ny fisokafan’ny\nfifampiraharahana ny fifanarahana vaovao dia mijanona ho manankery hatranv ilay\nfifanarahana tco atoha.\u003C\u002Fp>\n\n\u003Cp>And.5….Fanavaozana\u003C\u002Fp>\n\n\u003Cp>Ny mpifaniky tsirairay dia tsy mahazo mangataka fanavaozana ao anatin’ny\nerin-taona aorian’ny nanovan-tsonia an’ ity fifanarahana ity, raha tsy hoe\nfanavaozana niarahan’ny roa tonta nanao na koa fanavaozana rnifanaraka\namin’ny fanovàna ny lalàna velona.\u003C\u002Fp>\n\n\u003Cp>Ny andaniny iray mangataka fanavaozana dia tsy maintsy marnetraka ao\namin’ny fangatahany, ny rija-teny ao anatin’ny andininy iantefan’ny\nfanavaozana tianv haroso. Ny fifampiraharahana amin’izany dia tsy maintsy\nmisokatra ao anatin’ny dimv ambin’ny folo andro.\u003C\u002Fp>\n\n\u003Cp>Izay fanamboarana rehetra aterak’izany dia hapahafantarina ireo\nmanampahefana voalaza ao amin’ny andininy faha-4 etsy ambony.\u003C\u002Fp>\n\n\u003Cp>And.6…..Firotsahana\u003C\u002Fp>\n\n\u003Cp>Izay sendika sy mifanaiky tami’ity fifanarahana itv dia afaka mirotsaka ho\nisan’izany rehefa avy nampahafantatra izany, an-taratasy tsy very mandeha,\nany amin’ireo izay nanao sonia ny fifanarahana, any amin’ny Trano\nFitehirizana momba ny Sosialy ao amin’ny Fitsarana Ambaratonga Voalohany eto\nToamasina ary any amin’ny Sampan-draharaha misahana ny Asa eto Toamasina.\u003C\u002Fp>\n\n\u003Cp>lzanv firotsahana ho mpifanaiky izany dia hanankery manornboka ny vaninandro\nmanaraka ny fampahafantarana natao tany amin’ny Fitsarana.\u003C\u002Fp>\n\n\u003Cp>Izay sendika rehetra nirotsaka avy aty aoriana dia tsy mahazo miampanga na\nrnangataka fanavaozana nv fifanarahana, na ampahany fontsiny aza, raha tsy\nmifanaraka amin’ireo mpifanaiky tany amboalohany ka manaja ny fepetra\nvoalazan’ny andininy faha-4 etsy ambony.\u003C\u002Fp>\n\n\u003Cp>Izay sendika nanao sonia an’ity fifanarahana ity, ka mitambatra amin’ny\nsendika hafa na manova anarana indray andro any, dia mizaka hatrany ny zony\namin’ny maha-mpiara-nisonia azy an’ity fifanarahana ity, saingy tsy maintsy\nambarany mazava izany fitambarany na fanovany anarana izany amin’ireo izay\nrehetra nanao sonia ity fifanarahana ity.\u003C\u002Fp>\n\n\u003Cp>And.7:….Vaomieran’ny Fandikan-teny\u003C\u002Fp>\n\n\u003Cp>Izay rehetra mety hifanoherana amin’ny fandraisana ny rijan-kevitra\nvoalaza amin’ity fifanarahana ity dia ho dinihin’ny vaomierari’ny\nrnpandikateny izay ahitana ireo solontenan’ny SEPT sy solontena iray avy\namin’ny sendika tsirairay nanao sonia ny fifanarahana.\u003C\u002Fp>\n\n\u003Cp>Mivory eo ambany fitarihan’ny solotenan’ny SEPT izy ireo araka ny\nfangatahan’ny andaniny na ny ankilany. And.8\u003C\u002Fp>\n\n\u003Cp>Ny tovona rehetra tiana ahiditra amin’ity fifanarahana ity dia tsy\nrnaintsy ankatoavin’ ireo mpifanaiky nanao sonia.\u003C\u002Fp>\n\n\u003Cp>Ny fanapahana rehetra noraisin’ny vaomiera dia manan-kery avy hatrany ary\nho lasa tovana amin’ity fifanarahana ity.\u003C\u002Fp>\n\n\u003Cp>Raha sy ahitarn-bokany ny dinika amin’izany dia entina eo anatrehan’ny\nSampan-draharaha Misahana ny Asa ny olana misy.\u003C\u002Fp>\n\n\u003Cp>And.9: Zo sy tom bon-tsoa efa ralldtr\u003C\u002Fp>\n\n\u003Cp>lty fifanarahana iombonona ity dia tsy natao hanalana na hampihenana ireo zo\nsy tombon-tsoa efa azo tamin’ireo fïtsipi-pitondrana teo aloha tsy voalaza\nato,\u003C\u002Fp>\n\n\u003Cp>FIZARANA FAHAROA\u003C\u002Fp>\n\n\u003Cp>FOTOAM-PIASANA\u003C\u002Fp>\n\n\u003Cp>TOKO VOALOHANY – FANDRAISANA MPIASA\u003C\u002Fp>\n\n\u003Cp>And.10:…(navaozina):Fepetra\u003C\u002Fp>\n\n\u003Cp>Ny fandraisana mpiasa dia tokony mifanaraka amin’ny filan’izany ary\nmanaraka ny fepetra voalazan’ny lalàna fototra iorenan’ny Orinasa\nvoatokana amin’izany.\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa rehetra ho raisina dia tsy maintsy mahafeno ireto fepetra\nireto:\u003C\u002Fp>\n\n\u003Cp>1. Manao fangatahan’asa miaraka amin’ny filazana ny mombamomba ny\ntenany,\u003C\u002Fp>\n\n\u003Cp>2. Mizaka ny zom-pirenena Malagasy.\u003C\u002Fp>\n\n\u003Cp>3 Feno 18 taona raha kely indrindra amin’ny vaninandro handraisana asa.\u003C\u002Fp>\n\n\u003Cp>4. Ara-dalàna eo amin’ny fanaovana raharaha miaramila,\u003C\u002Fp>\n\n\u003Cp>5. Afaka mapiseho:\u003C\u002Fp>\n\n\u003Cp>- Taratasim-panjakana manamarina ny filazana ny momban’ny tena,\u003C\u002Fp>\n\n\u003Cp>- Bokin’ny tantsambo ho an’ny mpiasa antsambo,\u003C\u002Fp>\n\n\u003Cp>- Casier judiciaire (bulletin n°3) nomena tao anatin’ny telo volana raha\nela indrindra.\u003C\u002Fp>\n\n\u003Cp>- Diplôme voamarina tamin’ny Service Académique.\u003C\u002Fp>\n\n\u003Cp>6. Nahomby teo amin’ny fitsapam-pahaizana natao mifandraika amin’ny asa\nnangatahina,\u003C\u002Fp>\n\n\u003Cp>7. Manana toe-batana tomady sy saina salama mifanaraka amin’ny asa\nnangatahina,\u003C\u002Fp>\n\n\u003Cp>Andininy 11(navaozina)-Fandaminana - fitsapam-pahaizana\u003C\u002Fp>\n\n\u003Cp>Ny fitsapam-pahaizana andraisana mpiasa rehetra dia tsy maintsy\nialohavan’ny filazana iray (1) volana mialoha.\u003C\u002Fp>\n\n\u003Cp>Amin’ny fitsapam-pahaizana andraisana mpiasa, ny Tale mila mpiasa no\nfilohan’ny mpitsara ary ny lehiben’ny «Département Personnel» kosa no\nlefitra, ary solon-tenan’ny Direction Générale iray no mambra.\u003C\u002Fp>\n\n\u003Cp>Ny fanomanana ny laza adina hatramin’ny fanendrena ireo mpitsara dia\napetraka eo ambany fahendren’izy ireo.\u003C\u002Fp>\n\n\u003Cp>Ny fizahana ny vokatra azon’ny mpiadina hatramin’ny fanafahana farany\ndia tsy maintsy atrehin’ny solon-tenan’ny mpiasa roa notendrena manokana ho\namin’izany.\u003C\u002Fp>\n\n\u003Cp>- 1 solontenan’ny mpiasa\u003C\u002Fp>\n\n\u003Cp>- 1 solontenan’ny komitin’ny fanajarian’asa\u003C\u002Fp>\n\n\u003Cp>Na dia eo aza ireo fepetra voalaza etsy ambony ireo ny « Direction\nGénérale » dia afaka manao fandraisana mpiasa araka ny fombafomba heveriny\nfa mety.\u003C\u002Fp>\n\n\u003Cp>And. 12 : Andrana\u003C\u002Fp>\n\n\u003Cp>Ny mpifaninana voafantina ka afaka handray asa vaovao dia tsy maintsy\nmandalo fanandraman’asa azo havaozina mandritry ny:\u003C\u002Fp>\n\n\u003Cp>• 3 volana ho an’ireo Mpanantateraka sy «agents de Maîtrise »,\u003C\u002Fp>\n\n\u003Cp>• 6 volana ho an’ireo «cadres ».\u003C\u002Fp>\n\n\u003Cp>Ny fotoam-panandraman’asa dia azo avaozina indray mandeha ihany.\u003C\u002Fp>\n\n\u003Cp>Aorian’izany dia:\u003C\u002Fp>\n\n\u003Cp>- raisina ho mpiasa raikitra raha nahafa-po ny andrana nampanaovina azy. Na\nizany na tsy izany dia tsy azo afindra toerana na mangataka hifindra niasa raha\ntsy efa nahavita telo taona teo amin’ny asa nadraisana azy.\u003C\u002Fp>\n\n\u003Cp>- roahina tsy misy fampandrenesana mialoha raha tsy nahafa-po, na averina\namin’ ny asany taloha raha toa ka vokatry ny fampisondrotana ato anatiny no\nnahazoany toerana.\u003C\u002Fp>\n\n\u003Cp>And.13: Fifanekena\u003C\u002Fp>\n\n\u003Cp>Ny fandraisana mpiasa dia tsy maintsy\u003C\u002Fp>\n\n\u003Cp>fehezin’ny fifanekena an-tsoratra ary soniavin’ny andariiny sy ankilany,\nizay ahitana mazava tsara\u003C\u002Fp>\n\n\u003Cp>- ny faharetan’ny fifanekena\u003C\u002Fp>\n\n\u003Cp>- ny asa atao\u003C\u002Fp>\n\n\u003Cp>- ny karama\u003C\u002Fp>\n\n\u003Cp>TOKO FAHAROA\u003C\u002Fp>\n\n\u003Cp>SOKAJY - FANDAHARANA\u003C\u002Fp>\n\n\u003Cp>And. 14: SOKAJY\u003C\u002Fp>\n\n\u003Cp>Mizara ho sokajin’asa folo ny rnpandraharahan’ny Seranana:\u003C\u002Fp>\n\n\u003Cp>- Exécutant\u003C\u002Fp>\n\n\u003Cp>- Maîtrise\u003C\u002Fp>\n\n\u003Cp>- Cadre\u003C\u002Fp>\n\n\u003Cp>And.15 Fandaharan’asa\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa mivondrona ao anatin’ny sokajin’asa voalaza eo amin’ny\nAnd.14 dia miavaka amin’ny alalan’ny fandaharan’asa manaraka ireto\u003C\u002Fp>\n\n\u003Cp>- O S: Ouvrier Spécialisé\u003C\u002Fp>\n\n\u003Cp>- O P: Ouvrier Professionnel\u003C\u002Fp>\n\n\u003Cp>- A M: Agent dc Maîtrise\u003C\u002Fp>\n\n\u003Cp>- C: Cadre\u003C\u002Fp>\n\n\u003Cp>And.16 : Dingana\u003C\u002Fp>\n\n\u003Cp>Ao anatin’ireo fandaharan’asa isan-karazany ireo dia rnbola ahitana\ndingana :\u003C\u002Fp>\n\n\u003Cp>And.17 : Famaritana ny fandaharana\u003C\u002Fp>\n\n\u003Cp>O S : Ouvrier Spécialisé : mpiasa, afaka manatanteraka ampahan’asa ao\nanatin’ny fitambarambeny napetraka eo ambany fiahian’ny Ouvrier\nProfessionnel iray.\u003C\u002Fp>\n\n\u003Cp>O P: Ouvrier Professionnel: mpiasa za-draharaha manatanteraka asa mitaky\nfahaiza-manao voalalina, afaka manatanteraka ny karazana toro-rnarika\nvoavolavolan’ny lehibenv ho tanterahina amin’ny asa ampanaoviny, miaraka\namin’ny fahatsaran’nv asa ilaina amin’izany.\u003C\u002Fp>\n\n\u003Cp>A M: Agent de Maîtrise: mpiasa afaka mitondra ny asa rehetra takiana aminy\nary manatanteraka ny fandehan’asa amin’ny fametrahana lamina maty paika ho\ntanterahina ao anatin’nv fotoana fohy na asa maro samy hafa.\u003C\u002Fp>\n\n\u003Cp>Amin’izany dia misahana ny asa ara-teknika ataon’ireo Agents\nd’Exécution eo ambany fifehezany izy ary manara-maso ny fanajana ny lalàna\nmifehy ny asa voafaritr’ireo didy aman-dalàna manan-kery.\u003C\u002Fp>\n\n\u003Cp>C: Cadre: rnpiasa mpitantana ara-pandraharahana, ara-teknika na ara-barotra\nmanana fahaizana ankapobeny notovoiziny tamin’ny fianarana nataony na azony\ntamin’ny fahazarany asa ka ampiasainy amin’ny fanatanterahanany ny\nasany.\u003C\u002Fp>\n\n\u003Cp>Miandraikitra ny fandikana ny tanjona sy ny baikon’ny lehihe ho azo\ntanterahina izy, mba afahana mamaritra ny fandaminana ny fampandehanan’asa,\nmanara-maso sy mitatitra ny vokatra azo.\u003C\u002Fp>\n\n\u003Cp>And . 17 Bis (navaozina) : Famaritana ny Fandaharan’asa\u003C\u002Fp>\n\n\u003Cp>Ny asa izay mifanaraka amin’ny fandaharana eo amin’ny asa dia voafaritra\nao amm’ny fanampiny aminin’ity fifanarahana ity.\u003C\u002Fp>\n\n\u003Cp>l’OK() FAI.IATEL()\u003C\u002Fp>\n\n\u003Cp>KA RAMA\u003C\u002Fp>\n\n\u003Cp>And.18 Karama\u003C\u002Fp>\n\n\u003Cp>Isam—bolana no fikajiana ny karama ary telopolo andro no andraisan’azy\naraha Isinjaraina iZany. Ireto avy ny zava-inisy ao amin’ny karaman’ny\nmpiasan’ny Seranana:\u003C\u002Fp>\n\n\u003Cp>- ny vatan-karama raikitra izay mifanaraka amin’ny mari-karama misy ary\narakaraka ny laharana\u003C\u002Fp>\n\n\u003Cp>— ny kojakejari—karama.\u003C\u002Fp>\n\n\u003Cp>And. 19 (navaotlna ) l’a hi laon_’ ny Ma ri— kara ma\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa Ïhezin’ity fifanarahana ir’ dia samy inanana inari—kaiarria\nvoatond.ro ao airain’)’ tabiiaon’iiy rauari—kaaaina iziy\nnankatoavin’ny Filara kevi—pi tan tanana ary flOSOflL Vin ‘ny l’ale\nJeneraly.\u003C\u002Fp>\n\n\u003Cp>Nv lanjan’nv marikarama dia azo havaozina.\u003C\u002Fp>\n\n\u003Cp>And. 20 : Fazotry,py mari—karama\u003C\u002Fp>\n\n\u003Cp>Ny inari—karanu dia mitsinjara ho laharana sy\u003C\u002Fp>\n\n\u003Cp>dingana. Nv fiinapiharana nv fisondrotana eo amin’ny isan-clingana dia\natao isaky ny roa taona.\u003C\u002Fp>\n\n\u003Cp>1’() k O E’A1 IL l’1\\.TRA\u003C\u002Fp>\n\n\u003Cp>1 ‘AM 13V SY FA NAMP IN-K,’\\ RAMA\u003C\u002Fp>\n\n\u003Cp>AmI .21 (navaozina) : ‘l’a mhi n—ka ra nia\u003C\u002Fp>\n\n\u003Cp>N lanaovana ny asa mcty hisedrana loza ruanokaria dia ahazoana\niainbin—kacama. N’y fitanisana irco asa hisedrana loza ka ahazoana tainb\nin— karama irco (lia apetra ka C() amhany fahendren’ny\ntoniaru—pitantanana ary atao takila f’anainpiny am in’ ity fifanarahana\niombonana ity.\u003C\u002Fp>\n\n\u003Cp>Ifld. 22 z I”anan i)i n—ka ra ana\u003C\u002Fp>\n\n\u003Cp>Irco anpin—karaina dia manaraka ny sokajin’asa atao. Ny fithazoana izany\ndial miankina lanteraka amin’ny lisahanana marina nyj 1SI tTllflOfl’iC ZO\naniin’izany.\u003C\u002Fp>\n\n\u003Cp>And.23 : Fanam-pikarama amin’ ny fisoloan-toerana\u003C\u002Fp>\n\n\u003Cp>Ny fisoloan-toerana vonjy maika ataø amin’ny sokajin’asa ambonimbony\nkokoa dia tsy mitarika avy hatrany fisondrotana. Izanv dia tsy azo atao\nrnihoatry ny 6 volana rahaela indrindra. Nandritry ny fotoana hisolo-toerana\ndia mandray ny fanam-pikarama mifanandrify amin’izany ilay mpisolo\ntoerana.\u003C\u002Fp>\n\n\u003Cp>Raha dify izany fe-potoana 6 volana izany, dia tsy maintsy manapa-kevitra ny\nSeranana amin’ilay mpisolo toerana, na mametraka azy ho raikitra amin’ny\ntoerana na mamerina azy amin’ny asanv teo aloha.\u003C\u002Fp>\n\n\u003Cp>TOKO FAHADIMY\u003C\u002Fp>\n\n\u003Cp>FIOVANA MIANDALANA EO AMIN’NY ASA\u003C\u002Fp>\n\n\u003Cp>And.24: Fandrosoana\u003C\u002Fp>\n\n\u003Cp>Ny fandrosoana dia ny fiakarana ho amin’ny dingana na laharana ambonimbony\nkokoa.\u003C\u002Fp>\n\n\u003Cp>And. 25 Fisondrotana\u003C\u002Fp>\n\n\u003Cp>Amin’ny alalan’nv fisondrotona anatiny dia rnanan-jo hiakatra eo\namin’ny sokajin’asa ambonimbony kokoa ny mpiasa rehetra fehezen’ ity\nfifanarahana ity rehefa nahomby tamin’ny fïtsapana na fifaninana\nnampanaovina azv. Raha misy fanendrena ho amin’ny sokajin’asa ambonimhony\nkokoa mitana andraikitra salantsalany, dia omena laharam-pahamehana\namin’izany ireo mpiasa izay nanao asa mifandray amin’izany arakaraky ny\nfahakingany sy fahafahany handray andraikitra amin’ izany.\u003C\u002Fp>\n\n\u003Cp>And.26: Fampiofanana ara-draharaha Ny fampiofanana maharitra ao amin’ny\nsehatry ny asa, izay raisina ho toy ny fanampim-pahaizana ho an’ny tsirairay,\ndia mitovy lenta amin’ny zo afahana mamotopototra ato amin’ny Seranana, zo\nho an’ny tsirairay na sokajy inona na sokajy inona misy azy.\u003C\u002Fp>\n\n\u003Cp>Tokony samy mahatsapa ho tompon’andraikitra amin’ny fiofananv nv mpiasa\ntsirairay, ka ny toro-hevitry ny Iehibeny miaraka amin’ lehihen nv\nfampiofanana no hanampy azy amin’izany araka ny lalàm-piofanana misy.\u003C\u002Fp>\n\n\u003Cp>And .27\u003C\u002Fp>\n\n\u003Cp>Ny fampiofanana ara-draharaha dia mikendry, ny hamolavola ny mpiasa mba\nhifanaraka amin’ny fandrosona ara-teknologika sy ny endrik’asa, ny hanasoa\nny fisondrotana ara-tsosialy sy ny afahany miakatra ho amin’ny toerana\namboninibony kokoa.\u003C\u002Fp>\n\n\u003Cp>Ny fampiofanana ara-draharaha dia tokony hamarinina amin’ny soratra\nvavolombelona .\u003C\u002Fp>\n\n\u003Cp>And.28: Fampiofanana anatiny\u003C\u002Fp>\n\n\u003Cp>Ny fampiofanana anatiny dia misahana fampiofanana karakarain’ny Seranana\namin’ny alalan’ireo manam-pahaizana ao aminy na hiantsoany manam-pahaizana\navy any ivelany ho an’ireo mpiasa ao aminy.\u003C\u002Fp>\n\n\u003Cp>Ny tompon’andraikitra tsirairay dia tokony ahay andrindra tsara ny\nlamin’ asa any amin’ny faritra misy azy mba afahan’ny tsirairay miofana\nara-dalàna eo am-panatanterahany hatrany ny asany.\u003C\u002Fp>\n\n\u003Cp>Ny andraikitry ny tsirairay dia tokony hitarina miandalana arakaraky ny\nfahefany sy ny filàn’ny orin’asa.\u003C\u002Fp>\n\n\u003Cp>Ny fampiofanana anatiny dia mikasika indrindra ny fanofanana eo amin’ny\nasa atao ary koa fanofanana ankapobeny mba ahaizan’ny rehetra karazan’asa\nilainy, andaniny.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And .29: Fampiofanana ivelany\u003C\u002Fp>\n\n\u003Cp>Ny fampiofanana ivelany dia manondro ireo fampiofanana rehetra atao ivelan\nny Seranana nefa eto Madagascar ihany.\u003C\u002Fp>\n\n\u003Cp>Ny fampiofanana ivelan’ny tananan’i Toamasina dia handraisana\ntambim-piofanana raikitra. ny fianakavian’ny mpiofana kosa dia mandray ny\nkaraman ‘nv mpiofana mahazatra ho tambim-pisarahan-toerana\u003C\u002Fp>\n\n\u003Cp>And, 30:\u003C\u002Fp>\n\n\u003Cp>Ho an’ny sarababen’ny mpiasa dia misy plana isan-taona ataon’ny\nDépartement \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 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> handraisan’ny Comité d’Entreprise anjara izany ary\nhifandraisan’ izy ireo amin’ ireo mpanatanteraka fampiofanana araka ny\nhetahetan’ny mpiasa sy ny filàn’ny Seranana. mikasika ny fampiofanana\nivelany.\u003C\u002Fp>\n\n\u003Cp>And 31 : Fampiofanana any ampitan- dranomasina\u003C\u002Fp>\n\n\u003Cp>Mitsinjara ho telo ireo mpiasa fehezin’ity fifanarahana ity, na inona na\ninona ny sokajy misy azy ireo , manaraka fampiofanana any\nampitan-dranomasina\u003C\u002Fp>\n\n\u003Cp>- ireo nahazo vatsim-piofanana tamin’nv Seranana,\u003C\u002Fp>\n\n\u003Cp>- ireo. nahazo vatsim-piofanana tamin’ny Firenena,\u003C\u002Fp>\n\n\u003Cp>- ireo nahazo vatsim-piofanana tamin’ny Firenena sakaiza na Fikambanana\niraisam-pirenena.\u003C\u002Fp>\n\n\u003Cp>Voafetra araka izao manaraka izao ny zo azon’izy ireo :\u003C\u002Fp>\n\n\u003Cp>-vatsy ilaina amin’ny fividianana ny kojakoja tsy maintsy ilaina, eo\nampiaingana,\u003C\u002Fp>\n\n\u003Cp>-ireto manaraka ireto kosa mandritra ny fotoana tsy maha eto an-toerana\nazy\u003C\u002Fp>\n\n\u003Cp>• vatsim-piofanana isam-bolana mitovy amin’izay tsy maintsy ilaina\nafahana miaina any amin’nv tany anaovana fiofanana raha kely indrindra, raha\ntsy hoe voahantoka ny mpanome vatsim-piofanana tanteraka ny mpiofana any.\u003C\u002Fp>\n\n\u003Cp>• tambim-pisarahana izay karaman’ny mpiofana mahaza tra, omena ny\nfianakaviany mandritry ny tsy maha eto an-toerana azy.\u003C\u002Fp>\n\n\u003Cp>Eo am-piverenana dia tsy maintsy manao rapaoro an-tsoratra. amin’ny teny\nfrantsay na malagasy, amin’ireo lehibeny sy amin’ny tale Jeneraly ny\nmpiofana ao anatin’ny iray volana izany raha ela indrindra.\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA- ENINA.\u003C\u002Fp>\n\n\u003Cp>TOMBONTSOA ARA-TSOSIALY\u003C\u002Fp>\n\n\u003Cp>And. 32 (navaozina):Fitsaboana\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa voafehin’ity fifanarahana iombonana ity sy ny ankohonany (vady\nvita soratra sy zanaka ara-dalàna na zanaka natsangana ara-panjakana) latsaky\nny 21 taona dia mahazo fizahana sy fanafody maimaim-poana avy amin’nv\nmpitsabon’ny SERANANA.\u003C\u002Fp>\n\n\u003Cp>Ny zanakin’ny mpiasa mahafeno (21) iraika amby roapolo taona mamarana\ntaom-pianarana dia manan-jo amin’ny fitsaboana raha mampiseho taratasy\nara-dalàna manambara azy fa mpianatra.\u003C\u002Fp>\n\n\u003Cp>And.33\u003C\u002Fp>\n\n\u003Cp>Ny tombontsoa voalaza amin’ny andininy etsy ambony dia ampiharina\namin’ny mpiasa sy ny ankohonany sendra marary lavitry ny toeramponenany anda\nvan’ andro. Amin’ izay fotoana izay dia honeran’nv Seranana tanteraka ny\nlany rehetra na tamin’nv fïzahana izany na tamin’ny fanafody.\u003C\u002Fp>\n\n\u003Cp>And . 34\u003C\u002Fp>\n\n\u003Cp>Raha misy fahamehana ankoatry ny ora fiasana ara-dalàna, ny\ntaratasim-pizahana sy ny fanafody dia mety honeran’ny Seranana.\u003C\u002Fp>\n\n\u003Cp>And. 35 (navaozina): Fitsaboana Manokana\u003C\u002Fp>\n\n\u003Cp>-Ny mpiasan’ny Seranana sy ny ankohonany ara-dalana, dia mahazo fitsaboana\nrnanokana avy amin’ ireo toeram-pitsaboana neken’ny Seranana, raha\ntsapan’ny Seranana fa ilaina izany.\u003C\u002Fp>\n\n\u003Cp>Ny lany amin’ny fitsaboana manokana ireny dia zakain ‘ny Seranana\nhatramin ‘ny 80% . Ny vidin’n Solomaso (tsy miaraka amin’ny tahony)\nnampividin ‘ny manampahaizana manokana dia zakain’ny Seranana hatramin’\nny 80%.\u003C\u002Fp>\n\n\u003Cp>Ny solonifin’ny mpiasa sy ireo kojakoja miaraka aminy dia honeran’ny\nSeranana hatramin’ny 50 % araky ny tarify sendikaly.\u003C\u002Fp>\n\n\u003Cp>And. 36: Fidirana hopitalv Raha misy fidirana any amin’nv mpiasa sy ny\nankohonany dia iantohan’ny Seranana hatramin’ny 80 % raha\nhopitalim-panjakana no hidirana\u003C\u002Fp>\n\n\u003Cp>And 37 : Fandidiana\u003C\u002Fp>\n\n\u003Cp>Araka ny zava-misy amin’ny hopitalv amin’izao, dia aloan’ny Seranana\ntanteraka eo no eo ny saran’ny « analyse » izay atao sy ny fandidiana raha\nmampiseho taratasy fanamarinana izany.\u003C\u002Fp>\n\n\u003Cp>And . 38 (navaozina): Fandefasana hitsaboatena\u003C\u002Fp>\n\n\u003Cp>Raha misy fandefasana hitsabo-tena an-toeran-kafa eto Madagasar ihany araka\nny filazan’ny mpitsabon’ny SERANANA, dia raisin ‘ny SERANANA tanteraka ny\nsaran-dalan’ny marary sy ny mpanaraka azy raha sendra ka misv.\u003C\u002Fp>\n\n\u003Cp>Raha sendra ka maty ilay rnarary, dia andraikitry ny SERANANA manontolo ny\nsaran-dalana fampodiana ny razana aty Toanasina sy ny mpanaraka azy iray.\u003C\u002Fp>\n\n\u003Cp>And. 39 : Sokajin’hopitalv\u003C\u002Fp>\n\n\u003Cp>Raha miditra hopitaly ny mpiasa na ny ankohonany dia ireto ny sokaiy misy\nazv avy\u003C\u002Fp>\n\n\u003Cp>-Cadre : Sokajy voalohany\u003C\u002Fp>\n\n\u003Cp>-Maîtrise : Sokajy faharoa\u003C\u002Fp>\n\n\u003Cp>-Exécutant : sokajy faha-telo.\u003C\u002Fp>\n\n\u003Cp>And. 40 : Volan-jaza\u003C\u002Fp>\n\n\u003Cp>Nv mpiasa fehezin ‘ity fifanarahana ity dia mandray volan-jaza avy\namin’ny CNaPS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>lreo izay mpikambana any amin’ny CRCM sy CPR kosa dia mitana ny zony\namin’izany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And .41 (navaozina): Fahafatesana\u003C\u002Fp>\n\n\u003Cp>Raha maty ny mpiasa fehezin’ity fifanarahana ity dia raisin’ny SERANANA\nho andraikitra ny fanaovana ny vata-paty miaraka na tsia amin’ny vy fotsv\naraka ny filàna izany, ary mandrotsaka tambiny raikitra (3,5 millions fmg)\namin’ny fianakaviana mba hitondrana ny razana any ampasan-drazany.\u003C\u002Fp>\n\n\u003Cp>And.42(navaozina)\u003C\u002Fp>\n\n\u003Cp>Raha maty ny iray amin’ny ankohonan’ny mpiasa (vady ara-dalàna sy zaza\nara-dalàna, nozanahana na natsangana), ny Seranana dia manome lelavola\n50%n’izay voalaza ao amin’ny andininy eo ambony mba ho fandraisaiaa anjara\namin’nv lanv.\u003C\u002Fp>\n\n\u003Cp>And3 (navaozina):Vonjyvoina\u003C\u002Fp>\n\n\u003Cp>Aorian ‘ny fahafàtesan’ny mpiasa, ny SERANANA dia manome vonjy voina\nvola mitovy amin’ny karaman’ny maty efa-bolana ho an’ny ankohonana.\u003C\u002Fp>\n\n\u003Cp>Ny karama sy ny fànampin-karama misolo ny\u003C\u002Fp>\n\n\u003Cp>fialan-tsasatra tavela amin’ny andro\u003C\u002Fp>\n\n\u003Cp>nahafatesan’ilay mpiasa dia omena an’ireo\u003C\u002Fp>\n\n\u003Cp>manan-jo amin’izany raha mampiseho taratasy ara-dalàna izy. Amin’izay\nfotoana izay dia raisina ho feno izay volana natomboka.\u003C\u002Fp>\n\n\u003Cp>And. 44 : Trano fonenana\u003C\u002Fp>\n\n\u003Cp>Ny Seranana dia manome trano ho an’ny mpiasa araka izay azonv atao sy izav\nmisv aminy.\u003C\u002Fp>\n\n\u003Cp>Misy vaomieran’ny fanomezana, mitantana ny ny fitsinjarana ireo trano\nireo.\u003C\u002Fp>\n\n\u003Cp>Io vaomiera io dia ahitana\u003C\u002Fp>\n\n\u003Cp>- tompon’ andraikitry ny mpiasa\u003C\u002Fp>\n\n\u003Cp>- solontenan’ny mpiasa (Comité d’Entreprise).\u003C\u002Fp>\n\n\u003Cp>And. 45 Andrai kitry ny vaomieran’ny trano Ny vaomieran’ny\nfanomezan-trano dia manara-maso ny fampiharana ny fepetra fitsinjarana ny trano\nazo omena.\u003C\u002Fp>\n\n\u003Cp>Ny vaomieran’ny trano dia mivory araka nv fiantsoan’ny fïlohany na\naraka ny fangatahan’ny 2\u002F3 ireo mpikambana ao aminy ; tsy maintsy mivory\nindrav mandeha isan-telo volana izy io\u003C\u002Fp>\n\n\u003Cp>raha kely indrindra.\u003C\u002Fp>\n\n\u003Cp>And . 46 : Toetry ny trano\u003C\u002Fp>\n\n\u003Cp>Ny fipetrahana amin’ny trano na firy na firy ny faharetany dia anaovana\nfizahana ny toe-trano izay raiketina an-tsoratra ary soniavin’nv\nsolontenan’ny mpiasa sy izay mipetraka amin’nv trano.\u003C\u002Fp>\n\n\u003Cp>Ny fialàna amin’ny trano dia mitarika fitsidihana hiarahan ‘ny\nsolon-tenan ‘nv Seranana sy ilay olona niala ny fitanana an-tsoratra izany\nfitsidihana izany dia mirakitra ny fahasimbana hita sv ny zavatra banga izay ho\ntakiana amin’ilay nipetraka tao raha voatana ho tompon ‘ andraikitra amin\n‘izany izy.\u003C\u002Fp>\n\n\u003Cp>Dika mitovy iray amin’izany fitanana an-tsoratra izany dia alefan’ny\nsolontenan’ny Seranana haingana anv amin’ny mpitantam-bola miaraka\namin’ny teti-bidin’ny fahasimbana. Dika mitovy roa kosa alefa haingana any\namin’ny Tale Teknika izay hiandraikitra ny asa fikojakojana sy\nfanamboarana.\u003C\u002Fp>\n\n\u003Cp>And. 47 Fandoavana ny lany amin’ny jiro sy rano\u003C\u002Fp>\n\n\u003Cp>Amin’ireo trano nozaraina, dia zakain’izay mipetraka ao tantcraka izay\nlany amin’ny jiro sy rano.\u003C\u002Fp>\n\n\u003Cp>And . 48 Fazahoan-dalana mandeha amin’ny lam asinina\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa rehetra miombona amin’ity fifanarahana ity, sy ny ankohonany dia\nmahazo fahazoan-dalana mandeha lamasinina in-telo mandroso sy miverina\nisan-taona.\u003C\u002Fp>\n\n\u003Cp>And. 49. Tambin’ny fahelana amin’nv asa\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa rehetra miombona amin’ity fifanarahana ity dia mahazo\ntambim-pahelana 5 % ny vatan-karama isaky ny mahavita telo taonatsy mihato ary\ntsy mahazo mihoatry ny 45 % ny fitambaran’izany.\u003C\u002Fp>\n\n\u003Cp>And . 50 (navaozina) : Tambim-pahataperan’ ny fotoam-piasana\u003C\u002Fp>\n\n\u003Cp>Ny tambim-pahataperan ‘ny fotoam-piasana, dia omena ny mpiasa handeha\nhisotro ronono ara-dalana na mialoha ny fotoana arak’izay voalazan’ny\nandininy faha-91 ato anatin’ity fifanarahana itv. Amin’izany izy ireo dia\nmahazo tambim-pahataperan’ny fotoain-piasana, vatan-karama iray volana sy\nsasanv isaky ny 5 taona niasàna.\u003C\u002Fp>\n\n\u003Cp>Na izany aza anefa amin’ny fanisana farany, ny elanelan’ampahany\namin’ny taona niasana 2 taona na mihoatra dia ahazoana io iray volana sy\nsasanv io koa.\u003C\u002Fp>\n\n\u003Cp>And . 51 : Fisotroan-dronono\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa miombona amin’ity fifarahana ity dia ahazo fisotroan-dronono\nfanampiny amin’ny CNaPS .\u003C\u002Fp>\n\n\u003Cp>Ard . 52 (navaozina)\u003C\u002Fp>\n\n\u003Cp>Aorian’ny fandehanana misotro ronono ara-dalàna ny rnpisotro ronono sy ny\nankohonanv fantatra ara-dalàna tamin ‘ny vaninandro nandehananv dia mbola\nmahazo ireto tombontsoa manaraka ireto :\u003C\u002Fp>\n\n\u003Cp>- Fïtsaboana sy fanafody hiantohan’ny Seranana\u003C\u002Fp>\n\n\u003Cp>- Saran’ny hopitaly hatramin’ny 60 % ho an’ny mpisotro ronono ary 50 %\nho an’ny vadiny sy zanany mbola tsy ampy taona ara-dalàna, na nozanahina na\nnatsangana ara-tribonalv.\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA-FITO\u003C\u002Fp>\n\n\u003Cp>FIVEZIVEZEN’ NY MPIASA\u003C\u002Fp>\n\n\u003Cp>And. 53 : Famindran-toerana Ny mpiasa rehetra fehezin’ity fifanarahana ity\ndia azo afindra toeram-piasana, araka ny fàngatahany sy nv fahaizany asa.\naraka ny filàn’ny lamin’asa, rehefa nahavita roa taona tamin’ny toerana\nnisy azy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 54 : Famindrana ivelan’ny seranana Ny mpiasa rehetra Fehezin’itv\nfifanarahana ity dia azo alefa hiasa any amin’ny toeram-pamokaran’nv\nSeranana hafa any araka ny fahaizany asa sy araka ny filàn’ny Orinasa.\u003C\u002Fp>\n\n\u003Cp>Izany famindran-toerana izany dia tsy maintsy ialohavan’ ny\nfotoam—piomanana iray volana aorian ‘ny nandraisana ny\nfanapahan-kevitra.\u003C\u002Fp>\n\n\u003Cp>And. 55 Fandehanana Roa karazanv nv fandehanana araka ny baikon’asa\u003C\u002Fp>\n\n\u003Cp>1. Tsy maharitra: iraka eto Madagascarcar na anv ivelany);\u003C\u002Fp>\n\n\u003Cp>2. Marina : fifindran-toerana\u003C\u002Fp>\n\n\u003Cp>Ny fandehanana rehetra dia tsy maaintsy ahazoana baiko izay atao mifanaraka\namin’ny lalàna manan-kerv.\u003C\u002Fp>\n\n\u003Cp>And. 56 : Fandehanana tsy maharitra\u003C\u002Fp>\n\n\u003Cp>Irco fandehanana tsy maharitra, iraka mikasika ny asa dia voafaritry ny\nfiverenan’ny mpiasa amin ‘ny toeram-ponenany talohan’ ny niaingany.\u003C\u002Fp>\n\n\u003Cp>Mahazo tambiny isan’andro izv ireo arakaraky ny sokajin’asa , araka izay\nvoafetra ho an’izany, ny andro natomboka dia raisina ho feno avv hatrany.\u003C\u002Fp>\n\n\u003Cp>- Ny fandehanana vokatry ny eritreritry ny tsirairay dia tsy ahazoana na\nsaran-dâlana na tambim—pandehanana.\u003C\u002Fp>\n\n\u003Cp>A.nd. 57 : Iraka any ielany\u003C\u002Fp>\n\n\u003Cp>lreo iraka any ivelany dia mahakasika ireo mpiasa alefan’ny Seranana\nmanatanteraka asa any ivelan’i M\u002Fcar. Ho an’ny fàndehanana any ivelany, nv\ntambim-pandehanana dia ferana arakaraky ny fari-p iainana any amin ‘ny tany\naleha.\u003C\u002Fp>\n\n\u003Cp>Amin’ ny fiverenany dia tsy maintsy manolotra rapaoro amin’ny tenv\nmalagasy na frantsay amin’ireo lehibeny sy amin’ny Tale Jeneraly izy\nmikasika ny iraka nampanaovma azy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 58: Fiantohana\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa mandeha mamita iraka dia hiantohan’ny Seranana.\u003C\u002Fp>\n\n\u003Cp>Ankoatr’izany dia hiantohan’ny Seranana ny saran-dalany miaraka\namin’nv tambimm-pandehanana isan’andro.\u003C\u002Fp>\n\n\u003Cp>And. 59 : Fandehanana marina : Raha mandeha na mifindra toerana dia mahazo\nzo mitovy amin’ny azo amin’ny fandehanana tsy maharitra ilay mpiasa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Raha mandeha miaraka amin’ny ankohonany izy, dia mbola mahazo isan’andro\n:\u003C\u002Fp>\n\n\u003Cp>- 2\u002F3 nv tambim-pandehanany ho an’ny vadiny.\u003C\u002Fp>\n\n\u003Cp>- 1\u002F3 ny tambirn-pandehanany ho an’ny zanany (sirairay avy.\u003C\u002Fp>\n\n\u003Cp>Ankoatr’ izanv dia mbola mahazo tambim pifindra-monina koa izy araka izao\nvoafaritra manaraka izao.\u003C\u002Fp>\n\n\u003Cp>\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan 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> Célibataire Ménage sans enfant Ménage avec enfant Majoration\npar enfant Charge\u003C\u002Fp>\n\n\u003Cp>Cadre 200 000250 000400 00012 500\u003C\u002Fp>\n\n\u003Cp>A.M150 000200 000300 00010 000\u003C\u002Fp>\n\n\u003Cp>A.E100 000150 000200 0007 500\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 60 f itondran’entana\u003C\u002Fp>\n\n\u003Cp>Arnin’ny fifindran-toerana dia manan-jo hitondra entana sy fànaka araka\nizay voafetra manaraka eto ny mpiasa iray :\u003C\u002Fp>\n\n\u003Cp>\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan 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>AgentConjointPar enfant à charge\u003C\u002Fp>\n\n\u003Cp>Cadre1 000750150\u003C\u002Fp>\n\n\u003Cp>A.M900650150\u003C\u002Fp>\n\n\u003Cp>A.E800550150\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 61 (navaozina) Fandehanana misotro ronono) Amin’ny fandehanana\nmisotro ronono ara-dalàna , ny mpisotro ronono , amin’ny vanin’andro\nhandehanany dia omena tambiny raikitra 3 Millions mba hampodiana azy miaraka\namin’ny entany sy ny ankohonany.\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA - VALO\u003C\u002Fp>\n\n\u003Cp>FAHATAPAHANA\u003C\u002Fp>\n\n\u003Cp>And, 62: Fialan-tsasatra isan-taona Araka nv lalàna manankerydia\nmahazofotoam-pialan-tsasatra telopolo andro isaky ny taona niasana ny\nmpiasan’ny Seranana, ary ny fangalana azy dia azo tsinjaraina rehefa\nifanarahan’ny roa tonta .\u003C\u002Fp>\n\n\u003Cp>Azo raisina ho toy ny fotoana niasana ka azo\u003C\u002Fp>\n\n\u003Cp>hikajiana nv faharetan’nv fialantsasatra:\u003C\u002Fp>\n\n\u003Cp>- ireo fialan-tsasatra andraisan-karama - ireo fialan-tsasatrv ny\nmpiteraka,\u003C\u002Fp>\n\n\u003Cp>- ireo fahatapahana ara-dalàna noho ny aretina\u003C\u002Fp>\n\n\u003Cp>- ireo tahatapahana ara-dalana noho ny loza vokatrv ny asa ireo\nfahazoan-dalàna manokana omena ny mpiasa,\u003C\u002Fp>\n\n\u003Cp>- ireo fotoana fanabeazana ny mpiasa - ireo fiofanana arak’asa\u003C\u002Fp>\n\n\u003Cp>And. 63 (navaozina): Fanampim-pialan-tsasatra Ny fialan-tsasatra ara-dalàna\ndia nampitomboina iray andro isak’ ny mahafeno dimy taona niasana nohon’ ny\nfahatsapana ny faharetana\u003C\u002Fp>\n\n\u003Cp>Ireo izay manana mari-boninahitra kosa dia omena roa andro isan-taona\namboniny , noho izany.\u003C\u002Fp>\n\n\u003Cp>Ny fialan-tsasatra ara-dalàna sy fanampiny voalaza etsy ambony dia tsy\nafaka mihoatra na ahoana na ahoana ny 36 andro ny fitambarany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa mandeha miala sasatra 15 andro misesy na niihoatra dia mahazo (3 )\nandro fe potoana lanv an-dalana.\u003C\u002Fp>\n\n\u003Cp>And.64 (navaozina): Karama mandritry ny fialan-tsasatra Mandritry ny fotoana\nfialan-tsasatra ny mpampiasa dia tsy maintsy mandoa ny karama amin’ny\nfialan-tsasatra izay mitovy amin’ny karama noraisina farany talohan’ny\nhandehanany raha kely indrindra.\u003C\u002Fp>\n\n\u003Cp>And 64 bis (navaozina)\u003C\u002Fp>\n\n\u003Cp>tambim-pitaterana\u003C\u002Fp>\n\n\u003Cp>Mahazo fanomezana lazaina hoe tambim-pitaterana ny mpiasa miala sasatra, io\nanefa tsy azo hotovonanana ny fandraisana azy.\u003C\u002Fp>\n\n\u003Cp>And. 65 : Fanomezana fialan-tsasatra\u003C\u002Fp>\n\n\u003Cp>Ny vaninandro handehanana hiala sasatra dia tsy maintsy miankina amin’ny\nfilàn’ny asa ary mirindra amin’ny fandaharana natao tany ampiandohan’ny\ntaona raha tsy misy ny tsy azo anoharana.\u003C\u002Fp>\n\n\u003Cp>And. 66 : Fialan- tsasatry ny mpiteraka\u003C\u002Fp>\n\n\u003Cp>Nv faharetan’ny fialan-tsasatry ny mpiteraka dia voafetra ho 14 herinandro\nmisesy raha ela indrindra, ka ny 8 herinandro dia aorian’ny fiterahana.\u003C\u002Fp>\n\n\u003Cp>And. 67 : Zo mampinono Ny mpiasa vavy mampinono ny zanany dia mahazo ora roa\namin’ny ora fiasany isan’ andro mandritry ny 15 volana aorian’ny\nniterahanv, izany zo izany dia tsy hatovona.\u003C\u002Fp>\n\n\u003Cp>And.68 : (navaozina) Fialan-tsasatra noho ny aretina\u003C\u002Fp>\n\n\u003Cp>Raha tratran’ny aretina maharitra voamarin’ny mpitsabo eken’ny\nseranana ny mpiasa dia mahazo fialan-tsasatra noho ny aretina izy amin’izany.\nMahazo karama feno izy mandritra ny enina (6) volana voalohany ary mahazo (1\u002F2)\nantsasa-karama mandritra ny enina (6) volana farany.\u003C\u002Fp>\n\n\u003Cp>Aorian’ ireo fe-potoana ireo dia entina eo anatrehan’ny Vaomieran’ny\n“reforme” ny fanapahana mikasika ilay mpiasa tsy afaka mandray ny asany.\u003C\u002Fp>\n\n\u003Cp>And, 69: Loza sy aretina vokatry ny asa.\u003C\u002Fp>\n\n\u003Cp>Ny loza na aretina vokatry ny asa mahazo ny mpiasa dia tsy maintsy anaovana\nfilazana ary omena onitra araky ny lalàna manan-kery.\u003C\u002Fp>\n\n\u003Cp>And. 70 : Fahazoan-dalana manokana Ny fahazoan-dalana manokana tsy hiasa,\ndia azo ekena ho an’ny mpiasa amin’ireto manaraka\u003C\u002Fp>\n\n\u003Cp>ireto:\u003C\u002Fp>\n\n\u003Cp>- mpilatsaka ho fidina ara-politika, 20 andro raha be indrindra mandritry ny\nfampielezan- kevitra. - mpiasa misahana andraikitra ara-panjakana na\nara-pifidianana nefa tsy « détache ». Mandritry ny fotoam-pivorian ‘ny\nAntenimiera misy azy, ny fotoana lany andàlana tsy kajiana.\u003C\u002Fp>\n\n\u003Cp>- rnpiasa voatendry hisolo tena ny sendika misy azy, mandritry ny\nfotoam-pivoriana, fotoana eny an-dalana tsy kajiana. - Mpiasa nantsoina\nhanaraka fanabeazana, 12 andro fiasana isan-taona, fotoana lany eny andàlana\ntsy kajiana. - Mpiasa mandalo fitsarana miaramila, mandritry ny\nfotoam-pitsarana. - Mpiasa hanao fanadinana ofisialy - rnpiasa mandray anjara\namin’ny fihetsiketsehana ara-kolotsaina, fanatanjahan- tenam-pirenena na\niraisam-pirenena.\u003C\u002Fp>\n\n\u003Cp>- Mba ahazoana ireo fahazoan-dalana manokana ireo dia tsy maintsy manao\nfangatahana an-tsoratra any amin’ny Tale Jeneraly manazava ny antony ka\nampiarahina amin’izany ny taratasy fanamarinana.\u003C\u002Fp>\n\n\u003Cp>And. 71 : Fanompoam-pirenena\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa voaantso ho eo ambany faneva dia tsy mandray karama. Na izany aza,\nalohan’ny handehanany dia omena azy ny vola mifanandrify amin’ny\nfialan-tsasatra tsy azony ary aloa aminy koa ny tambin ‘ny fampandrenesana\nmialoha. Rehefa tapitra ny fotoana nanaovanv raharaha miaramila ary raha manao\nfangatahana izy dia tsy maintsy averina miasa ato amin’ny Seranana.\u003C\u002Fp>\n\n\u003Cp>Ny fotoana lany eo ambany faneva dia raisina ho toy ny fotoana niasany tato\namin’ny Seranana ary ampidirina amin’ny fikajiana ny fahelany miasa tato\namin’ny Seranana.\u003C\u002Fp>\n\n\u003Cp>And 72 : raharaham-pianakaviana\u003C\u002Fp>\n\n\u003Cp>Ireto fanapahana ahazoan-dalana manokana ary voafetra isan-tsokajiny\nmanaraka ireto, dia azo omena ny mpiasa raha mampiseho taratasy fanamarinana ny\namin’izany izy\u003C\u002Fp>\n\n\u003Cp>- fanambadiana-dalàna ataon’ny mpiasa : 3 andro\u003C\u002Fp>\n\n\u003Cp>- fanambadiana ara-dalàna ny zanaky ny mpiasa : 3 andro\u003C\u002Fp>\n\n\u003Cp>- fahaterahan’ny zanakin’ny mpiasa 3 andro isan-jaza\u003C\u002Fp>\n\n\u003Cp>- fidiran’ny ankohonana any amin’ny hopitaly, ray aman-dreny niteraka sy\nrafozana anisany 3 andro\u003C\u002Fp>\n\n\u003Cp>- fahafatesan’ ny ankohonana ray aman-dreny sy rafozana anisany : 3\nandro\u003C\u002Fp>\n\n\u003Cp>famoran-jaza : 3 andro\u003C\u002Fp>\n\n\u003Cp>- famadihana ny ankohonana, ray aman-dreny niteraka sy rafozana 3 andro\u003C\u002Fp>\n\n\u003Cp>- fandidiana marary : 3 andro\u003C\u002Fp>\n\n\u003Cp>Na izany aza dia tsy mahazo mihoatry ny 12 andro nv fitambaran’ny\nfahazoan-dalana manapaka noho ny raharaham-pianakaviana anatin’ny taona.\u003C\u002Fp>\n\n\u003Cp>And. 73 : Fanapahana noho ny fanabeazana\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa rehetra fehezin’ity fifanarahana ity dia manan-jo 12 andro\nisan-taona hanarahany fanabeazana. nv fotoana lany andàlana tsy kajiana.\u003C\u002Fp>\n\n\u003Cp>And. 74 Fialan-tsasatra tsy handraisan karama\u003C\u002Fp>\n\n\u003Cp>Noho ny antony manokana, dia azo omena fialan-tsasatra tsy andraisan-karama\niray ka hatramin’ny telo volana isan-taona ny mpiasa, araka ny\nfangatahany.\u003C\u002Fp>\n\n\u003Cp>Mandritry ny fotoana tsy hiasany amin’izany dia tsy azo kajiana ny\nfialan-tsasatra ara-dalàna sy fahelàna amin’ny asa.\u003C\u002Fp>\n\n\u003Cp>And. 75 : Fahalalahana omen-draharaha\u003C\u002Fp>\n\n\u003Cp>Arakaraky ny fangatahan’ny mpiasa, dia azon’ny Seranana atao ny manome\nazy fahalalahana homen-draharaha ho amin’ny fianarana ihany, raha mampiseho\ntaratasy fanamarinana izany izy.\u003C\u002Fp>\n\n\u003Cp>Mandritry izany fotoana izany dia tsy azo kajiana ny fialan-tsasatra\nara-dalàna sy ny fahelàna amin’ny asa.\u003C\u002Fp>\n\n\u003Cp>And. 76 : Fanapahana tsy nahazoan-dalana\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa tsy afaka mamonjy ny asany, dia tsy maintsy mampahafantatra izany\nany amin’ny toniam-pitondrana ao anatin’ ny fotoana fohy ary manazava ny\nantonantonv sy ny fahelany.\u003C\u002Fp>\n\n\u003Cp>Raha dila ny 5 andro dia voatondro ho nanao fanapahana tsy ara-dalàna avy\nhatrany ilay rnpiasa.\u003C\u002Fp>\n\n\u003Cp>Amin’izany fotoana izany dia tapaka ny karama, raha tsy hoe tratry ny tsy\nazo anoharana Voaporofo.\u003C\u002Fp>\n\n\u003Cp>And. 77 : Fampiatoana ny fifanekena\u003C\u002Fp>\n\n\u003Cp>miato ny fifanekena amin’ireto antony ireto:\u003C\u002Fp>\n\n\u003Cp>- mandritry ny fotoana hanatanterahana ny raharaha nifidianam-bahoaka ny\ntena ka tsy maintsy sahanina isan’ andro.\u003C\u002Fp>\n\n\u003Cp>Mandritry ny fotoana hitazonan’ny fitsarana ilay mpiasa alohan’ ny\nhitsarana azy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA SIVY\u003C\u002Fp>\n\n\u003Cp>FIFEHEZANA - FAHARAVAN’ NY FIFANEKENA\u003C\u002Fp>\n\n\u003Cp>And. 78 : Filan-kevim-pifehezana\u003C\u002Fp>\n\n\u003Cp>Ny filan-kevim-pifehezana dia sampana filankevitra iray antsoina hamaritra\nny sazy ho ampiharina, isaky ny misy ilaina izany.\u003C\u002Fp>\n\n\u003Cp>Ny filan-kevim-pifehezana dia ahitana\u003C\u002Fp>\n\n\u003Cp>Tale Jeneraly na ny solotenany voatendry manokana ho amin’izany\n(filoha),\u003C\u002Fp>\n\n\u003Cp>ny solontenan ‘ny fandraharahana\u003C\u002Fp>\n\n\u003Cp>ny solotenan’ny sampan’ asa misy ilay\u003C\u002Fp>\n\n\u003Cp>voatory, ankoatry ny lehibenv mivantana,\u003C\u002Fp>\n\n\u003Cp>solotenan’ny mpiasa roa.\u003C\u002Fp>\n\n\u003Cp>Ny anjara asany dia manome ny heviny amin’ny fampiharana ny sazy, mihoatry\nfandroahana voafetra, amin’ ireo mpiasa.\u003C\u002Fp>\n\n\u003Cp>Ny filan-kevitra dia antsoin’ny filohany valo andro mialoha.\u003C\u002Fp>\n\n\u003Cp>ilay mpiasa Voatory dia ampahafantarina ny vaninandro hisehoany amin ‘ny\nfilankevitra, miaraka amin’ny filan-kevitra, ny itarainana dia ampahalalana\nazy sy ireo filan-kevitra voatendry ho amin’izany.\u003C\u002Fp>\n\n\u003Cp>And . 79 : Fomba fiasan’ny CODIS\u003C\u002Fp>\n\n\u003Cp>Ny filan-kevim-pifehezana dia mivory araky ny fiantsoan’ny filohany. Ny\nmpiasa voapanga dia ampahalalana ny andro sy ny ora hitsarana azy, raha tsy\nmiseho izy, raha tsy misy sampona voaporofo, dia mandeha foana ny fitsarana.\u003C\u002Fp>\n\n\u003Cp>Raha misy tsy fahatongavana dia lazaina amin’ny fitanana an-tsoratra\nizany.\u003C\u002Fp>\n\n\u003Cp>raha tsy Tonga amin ‘ny fiantsoana na tsy manaiky handray anjara amin’ny\nady hevitry ny filan-kevitra ny iray na ireo solotenan’ny mpiasa dia azo\nahemotra indray mandeha ny fitsarana.\u003C\u002Fp>\n\n\u003Cp>Azon’ny filoha atao ny miantso izay rehetra heveriny fa mety ahazoan’ny\nfilan-kevitra izay famotopotorana ilaina amin’izany.\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa voapanga dia afaka mangataka amin’ny filan-kevitra ny ihainoana\nolon-kafa ankoatr’ireo izay efa nofotopotorana.\u003C\u002Fp>\n\n\u003Cp>Eo ampanokafana ny famotorana dia ahiditra eo ny voapanga sy ny mpiaro azy\nary vakiana amin’izany ny fiapangana\u003C\u002Fp>\n\n\u003Cp>Aorian’ny fanadihadiana ny voapanga dia mihaino ny fanambaran’ny\ntsirairay amin’ ireo izay voaantso ny filan-kevitra.\u003C\u002Fp>\n\n\u003Cp>Ny voapanga sy ny filan-kevitra dia afaka mametra-panontaniana amin’ireo\nolona nantsoin’nv filoha.\u003C\u002Fp>\n\n\u003Cp>Rehefa milaza ho tsy manan-kambara intsony ny voapanga, dia manontany ny\nfilan—kevitra ny filoha raha mazava tsara aminy ny zavatra iapangana ilay\nrnpiasa na ny nahatonga ny fiapangana.\u003C\u002Fp>\n\n\u003Cp>Raha tsia ny valiny, dia mitohy ny adi-hevitra ary azo ahemotra ny fitsarana\nmba ahazoana mamotopototra bebe kokoa. Raha eny kosa ny valiny, dia\nhiangavian’ny filoha ilay voapanga sy ny mpiaro azy mba hivoaka ny trano.\u003C\u002Fp>\n\n\u003Cp>Anontanian’nv filoha amin’ny filan-kevitra ny maha-meloka na tsia ny\nvoapanga.\u003C\u002Fp>\n\n\u003Cp>Ampisafidiany ny sazy naroso taminy ka manomboka amin’ny sazy avo\nindrindra izy amin’ izany.\u003C\u002Fp>\n\n\u003Cp>Ny mpikambana ao amin’ny filan-kevitra dia maneho ny heviny amin’ny\nalalan’ny latsabato miafina. Raha sendra mitovy ny vato dia ny vaton’ny\nfiloha no mavesa-danja.\u003C\u002Fp>\n\n\u003Cp>Aorian ‘ny vokatry ny fanehoan-kevitra, dia manontany ny filan-kevitra ny\nfiloha raha ilaina ny hamoahana ho fantatry ny rehetra nv anton’ny sazy\nnanomezany hevitra.\u003C\u002Fp>\n\n\u003Cp>- Ny hevitra notapahan’ny filan-kevitra mikasika ny sazy dia alefan’ny\nfiloha any amin’ny Tale Jeneraly mba handraisany fanapahan-kevitra.\u003C\u002Fp>\n\n\u003Cp>Ny fotoam-pivorian’ ny CODIS dia tsy azo atrehina, tsy azo atao ny manely\nny vokatry ny famoahan-kevitra arv ny mpikambana dia tsy maintsy mitana ny\ntsiambaratelon’izany.\u003C\u002Fp>\n\n\u003Cp>And. 80 fe- potoana hanelanelanana Raha ny marina dia tsy maintsy miditra\nantsehatra iray volana Aorian ‘ny nampahafantarana azy ny CODIS. Azo,\nalavaina noho ny fotoana anaovana famotorana fanampiny izany araka ny\nvoalazan’ny andininy etsy ambony. Io fe-potoana fanampiny io anefa dia tsy\nmahazo mihoatry ny 15 andro.\u003C\u002Fp>\n\n\u003Cp>Anti. 81 Faharavan’ny fifanekena\u003C\u002Fp>\n\n\u003Cp>Ny Faharavan’ny fifanekena dia vokatry ny fialàna, fàmpijanonana\namin’ny asa noho ny ara-pahasalamana. Fahafatesana, fandehanana misotro\nronono, fandroahana na fandehanana misotro ronono alohan’ny fotoana.\u003C\u002Fp>\n\n\u003Cp>And. 82: Fialàna\u003C\u002Fp>\n\n\u003Cp>Ny fialàna dia vokatry ny fangatahana an-tsoratra rnaneho ny fialàna\nantsitra-po amin’ny Seranana.\u003C\u002Fp>\n\n\u003Cp>Izany fialàna izany dia tsy maintsy ahazoana fanekena avy amin’ny Tale\nJeneraly ary anaovana filazana mialoha.\u003C\u002Fp>\n\n\u003Cp>Azo raisina ho toy ny mametra-pialàna avy hatrany ary roahana araka ny\nfanapahan-kevitry ny Tale Jeneralin’ny Seranana, tsy ilaina ny hevitry ny\nCODIS, ny rnpiasa mandao ny toeram-piasany ary tsy mamonjy izany ao anatin’ny\niray volana, nefa tsy misy antony mazava.\u003C\u002Fp>\n\n\u003Cp>And. 83\u003C\u002Fp>\n\n\u003Cp>Ny filazana mialoha dia adidin’ny mpiasa na ny mpampiasa ny mampahalala ny\nandaniny amin’ny fanapahan-keviny hanapaka ny fifaneken’ asa tsy voafetra.\nAraka ny fifanarahan ‘ny mpifanaiky dia azo soloina tambiny mifanentana amin\n‘izay tokony ho azon’ilay mpiasa mandritry ny fotoam-pilazana mia1oha\nizany.\u003C\u002Fp>\n\n\u003Cp>Ny faharetan’ny filazana mialoha omena dia miankina amin’ny\nfahelan’ilay mpiasa sy ny fandaharan’asa misy azy araka ny lalàna\nmanan-kery.\u003C\u002Fp>\n\n\u003Cp>And 84 : Nafindra any amin’ny (règlement intérieur ny Société)\u003C\u002Fp>\n\n\u003Cp>And. 85 : (navaozina) Fandroahana faobe\u003C\u002Fp>\n\n\u003Cp>Raha teren’ny zava-misy hanao fandroahana faobe mahakasika ny mpiasa\nrehetra n SERANANA noho ny fampihenana ny isan’ny mpiasa na fiafaran’ny\nasan’ny Orinasa, dia tsy maintsy milaza mialoha any amin’ny\ntompon’andraikitry ny sampandraharaha ny asa izay manapaka farany raha misy\nfifanolanana.\u003C\u002Fp>\n\n\u003Cp>Ny lisitry ny rnpiasa voakasik’izany fanenana mpiasa izany dia atao\nmiaraka komitin’nv orinasa, ary hanajana isaky ny sokajin’asa ny\nlaharam-pandroahana manaraka ireto.\u003C\u002Fp>\n\n\u003Cp>fahelàna amin’ny asa,\u003C\u002Fp>\n\n\u003Cp>- fahaiza-miasa : fahaizana ara-tekinika, fahatsapan-tena eo amin’ny\nara-asa.\u003C\u002Fp>\n\n\u003Cp>- ny hamaroan’ny ankohonana.\u003C\u002Fp>\n\n\u003Cp>Ireo rnpiasa izay voaroaka amin’izany dia mahazo\u003C\u002Fp>\n\n\u003Cp>- tambim-pandroahana karama iray volana isaky ny taona feno niasana, arv\ntovonana 10 isan-jato isaky ny zaza velomina,\u003C\u002Fp>\n\n\u003Cp>- tambim-pisotroan-dronono antsitra-po,\u003C\u002Fp>\n\n\u003Cp>- tambim-pahataperan ‘ny fotoam-piasana.\u003C\u002Fp>\n\n\u003Cp>And. 86: Famerenana mpiasa\u003C\u002Fp>\n\n\u003Cp>Raha tafaverina amin’ny toetriny taloha ny Orinasa, dia tsy maintsy ataony\nlaharampahamehana ny famerenana ireo mpiasa voakasiky ny andininy 85. Tsy\nmaintsy ilazan’ny Seranana 3 volana mialohan’ny vaninandro hamerenana ireo\nvoakasika izany ka atao an-taratasy tsy very mandeha sy peta-drindrina\nizany.\u003C\u002Fp>\n\n\u003Cp>Manana iray volana aorian’ny naharaisany ny antso ireo voakasika izany mba\nampahafantarany ny heviny na handà na hanaiky.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 87: Fampiatoana ara-pahasalamana Raha tsapa sy hitan’ny mpitsabo\neken’ny Seranana fa tsy tomady ara-batana na tsy sa lama ara-tsaina ny\nmpiasa, dia apetraka eo ambany fahendren’ny vaomiera ny manapaka ny momba\nazy.\u003C\u002Fp>\n\n\u003Cp>And. 88: Vaomieran’ny Fampiatoana ara-pahasalamana\u003C\u002Fp>\n\n\u003Cp>N3’ Vaomieran’ny fampihatoana ara-pahasalamana dia anontaniana amin’ny\ntoepahasalaman’ny mpiasa rehetra, fa indrindra mikasika ny tsy fahafahan’ny\nmpiasa mandray ny asany aorian’ny Fialan-tsasatra noho ny aretina.\u003C\u002Fp>\n\n\u003Cp>Ireto avy ny Olona hita ao amin’ny vaomiera\u003C\u002Fp>\n\n\u003Cp>• filoha : ny lehiben’ny dokotera ao amin’ny Centre Socio-Medica1,\u003C\u002Fp>\n\n\u003Cp>• mpikambana\u003C\u002Fp>\n\n\u003Cp>• ny dokoteran’ny mpiasa (mpanao tatitra),\u003C\u002Fp>\n\n\u003Cp>• solotena iray avy amin’ny mpampiasa,\u003C\u002Fp>\n\n\u003Cp>• .solotenan’ny mpiasa roa.\u003C\u002Fp>\n\n\u003Cp>And. 89:\u003C\u002Fp>\n\n\u003Cp>Ny vaomiera dia mivory araka ny fiantsoan’ny Filohany. Ny mpiasa ho\ntsaraina dia mahazo mangataka ny hevitry ny mpitsabo manokana, raha ilainy\nizany.\u003C\u002Fp>\n\n\u003Cp>Ny antontan-taratasy ara-pahasalamana miaraka amin’ny fitanana an-tsoratra\nny fivorian’ny vaomiera dia atao ary ampitaina araky ny tsiambaratelon’ny\nfitsaboana any amin’ny Tale Jeneraly\u003C\u002Fp>\n\n\u003Cp>Ny fandraharahana dia hiandraiketan’ny mpiasa ao amin’ny Centre Médico\nSocial.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 90 : Fandehanana misotro ronono\u003C\u002Fp>\n\n\u003Cp>Araka nv lalàna. Manankery dia mikambana amin’ny CNaPS ny mpiasan’ny\nSERANANA.\u003C\u002Fp>\n\n\u003Cp>Na dia izany aza dia mitazona ny zony mandra-pisotroany ronono ireo izay\nmanana fikambanana hafa amin’izany\u003C\u002Fp>\n\n\u003Cp>Noho izany dia manohy ny fandrotsahany latsakemboka mifanaraka amin‘ny\nmari-karamany araka ny voalazan’ny fitsipi-pitondrany izy.\u003C\u002Fp>\n\n\u003Cp>Ny taona fandehanana misotro ara-dalàna dia izay voalazan’ny lalàna\nmanankery. Noho ny filàn’ny asa dia azo alavaina hatramin’ny telo volana\nraha ela indrindra ny vaninandro handehanana misotro ronono.\u003C\u002Fp>\n\n\u003Cp>And. 91 (navaozina): Fisotroan-dronono mialohan’ny fotoana\u003C\u002Fp>\n\n\u003Cp>Araka ny fangatahany dia azo alefa misotro ronono mialohan’ny fotoana ny\nmpiasa manana fahelàna folo taona raha kely indrindra teto amin’ny\nSERANANA.\u003C\u002Fp>\n\n\u003Cp>Na dia izany aza anefa, ny fangatahan’ny « cadre »\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hoan’ireo sokajy hafa ny fangatahana dia alefa amin’ny\nambaratongam-pahefana mba ahazoana ny heviny, alohan’ny ahatongavany any\namin’ny « Direction des Ressources humaines» izay mametra ny tena\nfandehanana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Amin’ny fotoana handehanany dia mahazo tambim-pahataperan’ ny\nfotoam-piasana voalaza amin’ny andininy faha-50 ato amin’ity fifanarahana\nity sy tambim-pisotroan-dronono mialohan’ny fotoana izay kajiana Arakaraky ny\nfahelàna amin’ny asa na nv taonan’ny mpiasa.\u003C\u002Fp>\n\n\u003Cp>Ny tambim-pisotroan-dronono mialohan’ny fotoana dia mifanaraka amin’ny\nkarama noraisina farany ka hampitomboina amin ny isan ny volana ho azon’ny\ntsirairay arak’izay voasoratra amin’ny tabilao etsy ambany.\u003C\u002Fp>\n\n\u003Cp>2-AGENT D’EXECUTION\u003C\u002Fp>\n\n\u003Cp>ANCIENNETENOMBRE DE MOIS D’INDEMNISATIONAGE\u003C\u002Fp>\n\n\u003Cp>OP3 – 5BOP2 – 3B - 5AOP1-3B-4AM2-1B à OS3-3AHommeFemme\u003C\u002Fp>\n\n\u003Cp>10 à 15 ans22233632\u003C\u002Fp>\n\n\u003Cp>16 à 20 ans27283936\u003C\u002Fp>\n\n\u003Cp>21 à 25 ans31324340\u003C\u002Fp>\n\n\u003Cp>26 ans et plus3536484655 ans50 ans\u003C\u002Fp>\n\n\u003Cp>3940485256 ans51 ans\u003C\u002Fp>\n\n\u003Cp>4344485857 ans52 ans\u003C\u002Fp>\n\n\u003Cp>4748486458 ans53 ans\u003C\u002Fp>\n\n\u003Cp>5152587059 ans54 ans\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2– AGENT DE MAITRISE\u003C\u002Fp>\n\n\u003Cp>ANCIENNETENOMBRE DE MOIS D’INDEMNISATIONAGE\u003C\u002Fp>\n\n\u003Cp>AM3AM2AM1HommeFemme\u003C\u002Fp>\n\n\u003Cp>10 à 15 ans182021\u003C\u002Fp>\n\n\u003Cp>16 à 20 ans232426\u003C\u002Fp>\n\n\u003Cp>21 à 25 ans272830\u003C\u002Fp>\n\n\u003Cp>26 ans et plus31333455 ans50 ans\u003C\u002Fp>\n\n\u003Cp>35343656 ans51 ans\u003C\u002Fp>\n\n\u003Cp>39353957 ans52 ans\u003C\u002Fp>\n\n\u003Cp>43364158 ans53 ans\u003C\u002Fp>\n\n\u003Cp>47374359 ans54 ans\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3 – \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 class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">CATEGORIE\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> CADRE\u003C\u002Fp>\n\n\u003Cp>ANCIENNETENOMBRE DE MOIS D’INDEMNISATIONAGE\u003C\u002Fp>\n\n\u003Cp>C4C3C2C1HommeFemme\u003C\u002Fp>\n\n\u003Cp>10 à 15 ans12131415\u003C\u002Fp>\n\n\u003Cp>16 à 20 ans15171819\u003C\u002Fp>\n\n\u003Cp>21 à 25 ans19212223\u003C\u002Fp>\n\n\u003Cp>26 ans et plus2325262755 ans50 ans\u003C\u002Fp>\n\n\u003Cp>2729303156 ans51 ans\u003C\u002Fp>\n\n\u003Cp>3133343557 ans52 ans\u003C\u002Fp>\n\n\u003Cp>3537383958 ans53 ans\u003C\u002Fp>\n\n\u003Cp>3941424359 ans54 ans\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA FOLO\u003C\u002Fp>\n\n\u003Cp>VALISOA\u003C\u002Fp>\n\n\u003Cp>And. 92 Ireo karazam-balisoa\u003C\u002Fp>\n\n\u003Cp>Ireo mpiasa fehezin’ity fifanarahana ity ka nisongadina amin’ny\ntombontsoan’ ny (Orinasa, araka ny tatitra nosoniavin’ny lehibe rnivantana\nary neken’ny Komitin’ny toeram-piasana. dia azo omena valisoa, Ireto avy\nireo valisoa mety ho azo amin’izany:\u003C\u002Fp>\n\n\u003Cp>- taratasy fiarahabana,\u003C\u002Fp>\n\n\u003Cp>- vavolombelon’ny fahafaham-po.\u003C\u002Fp>\n\n\u003Cp>- fanosorana ho manam-boninahitry ny\u003C\u002Fp>\n\n\u003Cp>SERANANA.\u003C\u002Fp>\n\n\u003Cp>- mari-boninahitra,\u003C\u002Fp>\n\n\u003Cp>- fanomezana manokana.\u003C\u002Fp>\n\n\u003Cp>And. 93: Taratasy fiarahabana\u003C\u002Fp>\n\n\u003Cp>Ny taratasy fiarahabana dia omen’ny Tale Jen,eraly nv mpiasa izay\nmampiseho hatrany, zotom-po, fahamarinana ary fampisehoan-kevitra.\u003C\u002Fp>\n\n\u003Cp>And. 94:Vavolombelon’ny fahafaham-po Ny vavolombelon’ny fahafaham-po dia\nomen’ny Tale Jeneraly ny mpiasa amin’ny endrin-javatra toy ny teo aloha fa\nsaingy manna-danja kokoa, na amin’ny fampisehoana fahasahiana, fi\nkelezan’aina ary fiantrana.\u003C\u002Fp>\n\n\u003Cp>And. 95 : fanosorana ho manam-boninahitrv ny SERANANA\u003C\u002Fp>\n\n\u003Cp>Ny fanosorana ho manam-boninahitry ny SERANANA dia atolotra ny mpiasa,\nnahazo vokatra tsara tao anatin’ny toe-draharaha sarotra na mampidi-doza. na\nkoa izay manao vy very ny ainy mba hanatanterahanv ny adidiny na hanavotany\nolona tra-doza.\u003C\u002Fp>\n\n\u003Cp>And. 96 Mari-boriboninahitra\u003C\u002Fp>\n\n\u003Cp>Araka ny fanolorana izay ataon’ny SERANANA, dia mety hahazo\nmari-boninahitra ny mpiasa araka ny fepetra voalazan’ny lalàna\u003C\u002Fp>\n\n\u003Cp>And. 97 : Fanomezana manokana\u003C\u002Fp>\n\n\u003Cp>Azo omena fanomezana ny mpiasa noho ny asa vitany, ny risi-po izay nananany\nna ny fitandremany tsara teo amin’ny fanatanterahany ny asany.\u003C\u002Fp>\n\n\u003Cp>FIZARANA FAHA-TELO\u003C\u002Fp>\n\n\u003Cp>ANDRY IORENAN’NY SOLON-TENAN’NY MPIASA\u003C\u002Fp>\n\n\u003Cp>And. 98\u003C\u002Fp>\n\n\u003Cp>Ny fitambaram-ben’ny mpiasan’ny\u003C\u002Fp>\n\n\u003Cp>SERANANA dia voasolotena ao amin’ny toeram-piasana amin’ny\nalalan’ireto fikambanana manaraka ireto\u003C\u002Fp>\n\n\u003Cp>• ny sendika sy ireo solon-tenan’nv sendjka.\u003C\u002Fp>\n\n\u003Cp>• ireo solon-tenan’ny mpiasa,\u003C\u002Fp>\n\n\u003Cp>• ny komitin’nv fanjarianasa,\u003C\u002Fp>\n\n\u003Cp>• ny filan-kevi-pitantanana.\u003C\u002Fp>\n\n\u003Cp>Ny lalàna manan-kery dia mamaritra ny fomba rehetra hanamorana ny\nfanatontosàna ireo solon-tenan’ny mpiasa ny andraikiny (fanaovana\npeta-drindrina, trano hiasana sns ..) ary nv fîarovana azy ireo amin’ny\nsazim-pifehezana mety ho raisin’ny toniam-pitantanana aminy.\u003C\u002Fp>\n\n\u003Cp>TOKO VOALOHANY\u003C\u002Fp>\n\n\u003Cp>SENDIKA\u003C\u002Fp>\n\n\u003Cp>And. 99:\u003C\u002Fp>\n\n\u003Cp>Ny sendika dia mandalina ny fiarovana izay mahasoa ara-asa, ara-sosialy ary\nara-toe-karena.\u003C\u002Fp>\n\n\u003Cp>Amin’ny maha-solon-tena ara-dalàna azy dia afaka mampiakatra fitoriana\nany amin’ny fitsarana ny sendika.\u003C\u002Fp>\n\n\u003Cp>Ny sendika irery ihany no manana zo hanolotra listra amin’ny fifidianana\nizav ho solon-tenan’ny mpiasa ato amin’ny Orinasa\u003C\u002Fp>\n\n\u003Cp>And. 100 : Fampiasàna ny zo sendikaly\u003C\u002Fp>\n\n\u003Cp>Ny fampiasana nv zo sendikaly dia amin’ny mpiasa fehezin’ity\nfifanarahana ity, ny tsirairay dia tsy terena na hikambana na tsia amin’ny\nfikambanana ara-asa izav tiany.\u003C\u002Fp>\n\n\u003Cp>Ny fampiasàna ny zo sendikaly dia tsy tokony afahana rnanao zavatra\nmfanohitra amin’ny lalàna.\u003C\u002Fp>\n\n\u003Cp>And. 101\u003C\u002Fp>\n\n\u003Cp>Na ny finoany ara-pivavahana na firehan-keviny politika na filozofika na ny\nfokony, na ny fikambanany na tsia arnin’ny sendika izay tiany, na ny asa mety\nsahaniny amin’izany, dia tsy hanana fiantraikany na kely aza amin’ny\nsendika na amin’ny mpiasa.\u003C\u002Fp>\n\n\u003Cp>Ny fanapahan-kevitra raisina fa indrindra ny mikasika ny fandraisana mpiasa,\nny fifehezana ankapobeny, nv fanondrotana. izay tombon-tsoa fanome ny mpiasa,\nny fampiharana ny sazv dia tokony tsy hiankina velively amin’ny maha\nmpikambana na tsia an’ilay rnpiasa amin’ny sendika iray.\u003C\u002Fp>\n\n\u003Cp>AntI. 102\u003C\u002Fp>\n\n\u003Cp>Ny SERANANA na ny solon-tenany dia tsy mahazo manao faneriterena\nhanatsaràna na hamelezana sendika iray.\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa kosa ankilany dia manome toky fa hanaja ny fahalalahan-kevitra ary\ntsy hampiasa faneriterena mety hisakana ny fampisehoana ny zo sendikaly na ny\nfampiasàna ny zo momba ny fananana, na ny fahalalahana eo amin’ny\nfiandreketana ny raharaha.\u003C\u002Fp>\n\n\u003Cp>Ny andaniny sy ny ankilany voatonona etsy ambony dia hitandro ny\nfanatanterahana antsakany sy andavany ireo fanekena voalaza ireo ary handray\nfepetra ilaina amin’ny fanatanterahana izany.\u003C\u002Fp>\n\n\u003Cp>And. 103\u003C\u002Fp>\n\n\u003Cp>Ny sendika mijoro ara-dalàna dia rnanendry ara-dalàna ireo solon-tenany\nhiara-hiasa amin’ny lehiben’ny Orinasa. Eo arn-panatanterahany ny\nandraikiny dia tsy azon’izy ireo atao ny mamindra fahefana, eny na dia\nampahany aza.\u003C\u002Fp>\n\n\u003Cp>Raha misy ny tsy fifanarahana, dia anjaran’izay sendika manendry azy ireo\nny manolo azv.\u003C\u002Fp>\n\n\u003Cp>And. 104 : Anjara asa\u003C\u002Fp>\n\n\u003Cp>Amin’ny ankapobeny, ny iraka hampanaovina ireo solotena ny Sendika dia\nhisolo tena ny Sendika niaviany avy ary ny mpiasa iray manontolo eo\nanatrehan’ny lehiben’ny Orinasa.\u003C\u002Fp>\n\n\u003Cp>Irep solon-tenan’ny Sendika dia manana ora fiasàna 20 ora isam-bolana\nhanatanterahana ny asany ary izany ora izany dia rasina ho toy ny ora niasàna\nara-dalàna.\u003C\u002Fp>\n\n\u003Cp>And.105. Fiarovana eo amin’ny fandroahana\u003C\u002Fp>\n\n\u003Cp>lreo solon-tenan’ny sendika dia manana lalàna manokana miaro azy\namin’ny fandroahana, mbola manan- kery enim-bolana aorian’ny\nfahataperan’ny fotoam-piasny izany.\u003C\u002Fp>\n\n\u003Cp>Ny fahazoan-dalàn mandroaka azy ireo dia angatahana any amin’ny\nsampan-draharaha misahana nv Asa sv lalàna Sosialy eto Toamasina\u003C\u002Fp>\n\n\u003Cp>Raha rnisy fahadisoana heverina ho be vava dia omena fampiatoana vonjy maika\nizy ireo, raha sy eken’ny Sampan-draharaha misahana ny Asa kosa ny\nfandroahana azy ireo dia foana ary tsy manan-kery avoko izany.\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA-ROA\u003C\u002Fp>\n\n\u003Cp>SOLON-TENAN’NY MPIASA\u003C\u002Fp>\n\n\u003Cp>And. 106 Solon-tenan’ny rnpiasa\u003C\u002Fp>\n\n\u003Cp>Ireo solon-tenan’ny mpiasa dia fidina mandritry ny herin-taona ary ny\nfotoam-piasany dia azo havaozina. Ireo solon-tenan’ny mpiasa voafidy dia\nmanohy ny asany mandra-pahavoatendry ny solon-tenan’ny mpiasa vaovao.\u003C\u002Fp>\n\n\u003Cp>Ireo solon-tenan’ny mpiasa dia mifandray amin’ny :\u003C\u002Fp>\n\n\u003Cp>- ny mpamapiasa izay tsy maintsy mandray azy ireo raha misy mahamaika, ary\nindray mandeha isam-bolana raha kely indrindra (miaraka amin’ny\nbokim-pitakiana) - ireo mpiasa amin’ny fomba mivantana na amin’ny\nalalan’ny peta-drindrina - ny komitin’ny fanjarianasa izay hampitany\nsoson-kevitra na ny fanamarihana mikasika ny fomba fiasan’ny mpiasa\u003C\u002Fp>\n\n\u003Cp>- ny Sampan-draharaha Misahana ny Asa, izay lehibeny amin’ny fanoroana azy\nizay rehetra mety hanampy azy amin’ny fisafoana ary fiarahana aminy,\namin’ny fitsidihana ny Orinasa izay ataony\u003C\u002Fp>\n\n\u003Cp>- Ireo sendika manolotra azy ireo\u003C\u002Fp>\n\n\u003Cp>And.107:\u003C\u002Fp>\n\n\u003Cp>Ny solotenan’ny mpiasa rehetra dia manana mpisolo toerana izay voafidy\nniaraka tamin’ny tompon-toerana. Miisolo toerana azy izy amin’ny fotoana\ntsy maha eo ny tompn-toerana, raha mametra-piaàlana, na voafaka, na tapaka\nfifanekena na very zo amin’ny nifidianana azy ny tompon-toerana. Raha misy\nkoa ny tsy fahafahan’ny mpisolo toerana mandray andraikitra dia manao\nfifidianana vaovao ho an’ny fotoam-piasàna sisa tavela.\u003C\u002Fp>\n\n\u003Cp>And. 108 : Anjara Asa\u003C\u002Fp>\n\n\u003Cp>Ireto avy ny anjara asan’ny solon-tenan’ny mpiasa\u003C\u002Fp>\n\n\u003Cp>- mitondra amin’ny mpampiasa ny fitarainan’ny mpiasa tsirairay na\nmitambabe mikasika indrindra ny fomba fiasa, ny fiarovana ny mpiasa, ny\nfampiharana ny fifanarahana iombonana sy ny fandaharana ny mpiasa\u003C\u002Fp>\n\n\u003Cp>- mitondra amin’ny Sampan-draharaha misahana ny Asa izay mety ho\nfitarainana na fitoriana mikasika ny fampiharana ny lalàna manna-kery tsy\nnahazoana fahafaham-po tany amin’ny Orinasa\u003C\u002Fp>\n\n\u003Cp>Eo am-panatanterahana ny asany dia azon’ny solon-tenan’ny rnpiasa atao\nny miantso ny solontenan’ny sendika hanampy azy.\u003C\u002Fp>\n\n\u003Cp>Na eo aza izany voalaza izany, dia manana zo hitondra ny fitarainany any\namin’ny mpampiasa ny mpiasa.\u003C\u002Fp>\n\n\u003Cp>Ireo solotenan’ny mpiasa dia manana ora fiasana 20 ora ïsam-bolana\nhanatanterahany ny asany ary izany dia raisina ho toy ny ora hiasàny\nara-dalàna.\u003C\u002Fp>\n\n\u003Cp>And. 109 Fiarovana\u003C\u002Fp>\n\n\u003Cp>Izay fandroahana rehetra heverin’ny mpampiasa ho ampiharina amin’ny\nsolon-tenan’ny mpiasa dia tsy maintsy ahazoana alalana avy amin’ny\nsampan-draharaha misahana ny Asa izay tsy maintsy miditr an-tsehaira ao\nanatin’ny telo volana.\u003C\u002Fp>\n\n\u003Cp>Torak’izany koa ny fepetra raisina raha handroaka solon-tenan’ny mpiasa\nteo aloha, mandritry ny enim-bolana aorian’ny nahataperan’ny\nfotoam-piasàny. Ny rnpilatsaka ho fidiana solon-tenan’ny mpiasa dia mizaka\nizany zo izany manomboka amin’ny fametrahany filatsahana ka hatramin’ny\ntelo volana ao aorian’ny fifidianana.\u003C\u002Fp>\n\n\u003Cp>Raha misy lahadisoana be vava anefa, dia azon’ny mpampiasa atao avy\nhatrany ny mandroaka vonjimaika eo ampiandrasana ny fanapahan-kevitra ny\nsampan-draharaha misahana ny asa. Raha voatsipaka ny fandroahana dia foana ary\ntsy manan-kery ny fandroahana vonjy maika izay misy fiantraikany.\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA-TELO\u003C\u002Fp>\n\n\u003Cp>KOMITIN’NY FANJRIANASA\u003C\u002Fp>\n\n\u003Cp>And. 110 : Komitin’ny fanjarianasa\u003C\u002Fp>\n\n\u003Cp>Ny Komitin’ny fanjarianasa dia hiasàn’ny telo tonta satria hita ao :\u003C\u002Fp>\n\n\u003Cp>- ny lehihen’ny toeram-piasàna na ny solon-tenany, izay filoha avy\nhatrany\u003C\u002Fp>\n\n\u003Cp>- ny mpiasa amin’ny alalan’ireo olom-boafidy\u003C\u002Fp>\n\n\u003Cp>- ireo sendika\u003C\u002Fp>\n\n\u003Cp>Amin’ny alalan’ny komitin’ny fanjarianasa dia afaka mandray anjara\namin’ny fanaraha-maso ny fitantanana ny Orinasa ny mpiasa.\u003C\u002Fp>\n\n\u003Cp>Mizaka ny zo maha-olon-tsotra sy maha-olon-dalàna azy ny komitin’ny\nfanjarianasa ary tsy voafetra izany eo amin’ny zavatra ataony.\u003C\u002Fp>\n\n\u003Cp>Ny mpikambana ao, tompon-toerana sy mpisolo toerana dia fidiana ho mandritry\nny 2 taona ary ny fotoam-piasànv dia azo avaozina.\u003C\u002Fp>\n\n\u003Cp>And. 111: Anjara asa\u003C\u002Fp>\n\n\u003Cp>lreo mpikambana ao amin’ny komitin’ny\u003C\u002Fp>\n\n\u003Cp>fanjarianasa dia mandray anjara amin’ny\u003C\u002Fp>\n\n\u003Cp>fitantanana ny Orinasa eo amin’ny fijery arak’asa, ara-toe-karena,\nara-bola, ary ara-sosialy. Ireto avy ny adidy mavesatra miandry azy:\u003C\u002Fp>\n\n\u003Cp>• manao izay hanatanterahan’ny mpiasa nv vinavinan’asan’ny\nOrinasa,\u003C\u002Fp>\n\n\u003Cp>• mifarimbona amin’ny fanatsarana hatrany ny fomba fiasàna sy ny fomba\nfiasa,\u003C\u002Fp>\n\n\u003Cp>• manara-maso ny fanajana ny zon’ny mpiasa,\u003C\u002Fp>\n\n\u003Cp>• manara-maso ny fanatanterahan’ny mpampiasa ny adidy sy ny\nandraikiny.\u003C\u002Fp>\n\n\u003Cp>Ireo mpikambana ao amin’ny komitin’ny fanjarianasa dia manana ora\nfiasàna 20 ora isam-bolana hanatanterahany ny asany ary manana efitrano\nfiasàna natokana ho amin’ izany.\u003C\u002Fp>\n\n\u003Cp>And.112 : Andraikitra ara-asa\u003C\u002Fp>\n\n\u003Cp>Ny komitin’ny fanjarianasa dia mandray anjara miaraka amin’ny\ntoniam-pitondrana eo amin’ny fanatsarana ny fomba fampiasàna sy ny\nfaripiainan’ny mpiasa.\u003C\u002Fp>\n\n\u003Cp>Angalana hevitra izy eo amin’ny olana misy mikasika ny fampiofanana sy\nfampandrosoana amin’ny asa.\u003C\u002Fp>\n\n\u003Cp>Miditra an-tsehatra izy eo amin’ny fanapahana fifanekena fandraisana\nanjara.\u003C\u002Fp>\n\n\u003Cp>And. 113 (navaozina) : Andraikitra ara-toe-karena sy ara-bola\u003C\u002Fp>\n\n\u003Cp>Mandinika ny sori-dàlana aroson’ny toniam-pitondrana mikasika ny\nfanatsarana ny vokatra sy ny famokarana ato amin’ny Orinasa ny komitin’ny\nfanjarianasa.\u003C\u002Fp>\n\n\u003Cp>Tsy maintsy ampahafantarina azy ny vinavinam-pandraisana mpiasa, ny\nfampihenana ny isan’ny mpiasa, ny fampisondrotam-bidy, ny tombom-harotra azo\nary ny farnpiasam-bola isankarazany.\u003C\u002Fp>\n\n\u003Cp>Marihina fa didina tsy maintsy mitandrina tsara ny komitin’ny fanjarianasa\nmikasika izay miendrika ho tsiambaratelo.\u003C\u002Fp>\n\n\u003Cp>And.114: Andraikitra ara-sosialy\u003C\u002Fp>\n\n\u003Cp>Ny komitin’ny fanjarianasa no miantoka ny asa sosialy rehetra atao ho\nan’ny mpiasa sy ny fianakaviany, tsy anarahana firehana ara-politika na\nara-poko izany:\u003C\u002Fp>\n\n\u003Cp>- fananganana fikambanana mitsinjo nv fosotroan-dronono sy fifanampiana,\u003C\u002Fp>\n\n\u003Cp>- fihetsika mitaky ny fanatsarana ny faripiainan’ny mpiasa (trano\nfonenana. cantine, B.O.S, colonies de vacances, sns...)\u003C\u002Fp>\n\n\u003Cp>- fïhetsika mikatsaka ny fampiasàna ny fialamboly sy ny\nfanatanjahan-tena,\u003C\u002Fp>\n\n\u003Cp>- foibe fampianarana asa sy fampiofanana ara-asa, famakiam-boky, fikambanana\nfanadihadiana, sns...\u003C\u002Fp>\n\n\u003Cp>• fanabeazana sendikaly • asa sosialy • asa fitsaboana\u003C\u002Fp>\n\n\u003Cp>And. 115: Fiarovana\u003C\u002Fp>\n\n\u003Cp>Ireo rnpikambana ao amin’ny komitin’nv fanjarianasa dia manana fiarovana\nara-dalàna mitovy amin’ny an’ny solon-tenan’ny mpiasa raha eo amin’ny\nfandroahana.\u003C\u002Fp>\n\n\u003Cp>And. 116: Komitin’ny fitandremam pahasalaman sy fia rovana\u003C\u002Fp>\n\n\u003Cp>Atsangana ato amin’ny Orinasa ny sampana manokana iray antsoina hoe\nkomitin’ny fitandrernam-pahasalamana sy ny fiarovana hisahana ny fametrahana\nfepetra ankapobeny amin’ny fitsinjovana ny fitandremam-pahasalamana sy ny\nfiarovana ny Orinasa ary hanara-maso ny fampiharana izany.\u003C\u002Fp>\n\n\u003Cp>And. 117 : Andraikitra\u003C\u002Fp>\n\n\u003Cp>Ny komitin’nv fitandremam-pahasalamana sy ny fiarovana dia miandraikitra\nny :\u003C\u002Fp>\n\n\u003Cp>• fanaraha-maso ny fampiharana ny lalàna mikasika ny\nfitandremam-pahasalamana sy ny fiarovana ny asa.\u003C\u002Fp>\n\n\u003Cp>• mandinika ny loza ara-asa ary manadihady ny loza vokatry ny asa niseho\nsy ireo aretina vokatry ny asa. • misafo ny toeram-piasana (fikojakojana sy\nireo aro-loza)\u003C\u002Fp>\n\n\u003Cp>• manoro hevitra ireo mpamono afo sy mpamonjy aina.\u003C\u002Fp>\n\n\u003Cp>• mandray anjara amin’ny fanabeazana ny mpiasa amin’ny Orinasa •\nmanaboraka amin’ny fomba mahomby rehetra ny mety hitera-doza amin’ny asa\nary mitaiza ny saina ho amin’ny fiarovana (fivoriana, peta-drindrina. ary koa\nny fomba rehetra mety hampitana ny tsara ho fantatra).\u003C\u002Fp>\n\n\u003Cp>And. 118: Fomba fiasa\u003C\u002Fp>\n\n\u003Cp>Ny komitin’ny fitandremam-pahasalamana sy ny fiarovana dia mivory indray\nmandeha isan-telo volana raha kely indrindra, ny ftoana alany amin’ny\nfivoriana dia tsy voafetra ary aloa vola toy ny foatoana niasina.\u003C\u002Fp>\n\n\u003Cp>Tsy maintsy mamoaka fitanana an-tsoratra izay raiketina ao amin’ny boky\nfiraiketana manokana izy.\u003C\u002Fp>\n\n\u003Cp>Tatitra iray isan-taona, mirakitra ny asa nataony miaraka amin’ny\nfampahafantarana ny loza nitranga nampifandraisina amin’ny antony, ny taona\nsy ny maha-lahy na maha-vavy ny niharan-doza, ny hatetika sy ny havesaran’ny\nloza dia avoaka amin’izany ary ahely\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA-EFATRA\u003C\u002Fp>\n\n\u003Cp>FILAN-KEVIM-PITANTANANA\u003C\u002Fp>\n\n\u003Cp>And. 119 : Filan-kevim-pitantanana\u003C\u002Fp>\n\n\u003Cp>Mifanaraka amin’ny didy laharana faha- 85-282 tamin’ny faha 04-09-85\nizay manavao ny lalàna mifeh-y ny SEPT, dia voasolo-tena ao amin’nv\nfilan-kevim-pitantanan’ny SERANANA ny mpiasa.\u003C\u002Fp>\n\n\u003Cp>Na izany aza dia mijanona ho mpiasa toy ny mpiasa rehetra ireo solontenany\nao ary tsy maintsy manaja ny fitsipika manankery ao amin’ny SEPT.\u003C\u002Fp>\n\n\u003Cp>Raha misy ny fisakanana na famafana ny mpikambana mandritra ny\nfotoam-piasana, ireo mpisolo azv ireo dia manohy ihany ny fe-potoana sisa\ntavela.\u003C\u002Fp>\n\n\u003Cp>FIZARANA FAHA-EFATRA\u003C\u002Fp>\n\n\u003Cp>FIFANDIRANA EO AMIN’NY ASA\u003C\u002Fp>\n\n\u003Cp>TOKO VOALOHANY\u003C\u002Fp>\n\n\u003Cp>FIFANDIRANA OLON-TOKANA\u003C\u002Fp>\n\n\u003Cp>And. 120\u003C\u002Fp>\n\n\u003Cp>Ireo fifandiran’olon-tokana dia tsaraina araka ny lalàna manna-kery\nrnifehy ny asa.\u003C\u002Fp>\n\n\u003Cp>Ireo fifandirana miseho eo anivon’ny mpiasa sy ny mpampiasa dia avy\namin’ireto avy:\u003C\u002Fp>\n\n\u003Cp>• fandikan-teny ao amin’ny lalàna manan-kery na ao amin’ny\nfifanarahana iombonana,\u003C\u002Fp>\n\n\u003Cp>• ny tsy fampiharana ny voalaza ao amin’ny fifanekena,\u003C\u002Fp>\n\n\u003Cp>• ny tsv fanajana ny lalàna manan-kery na ny fifanarahana iombonana.\u003C\u002Fp>\n\n\u003Cp>And. 121\u003C\u002Fp>\n\n\u003Cp>Ny fahefam-pitsarana amin’ny asa miandraikitra ny fampihavanana aloha\nmitsara raha tsy nahomby ny fampihavanana.\u003C\u002Fp>\n\n\u003Cp>And. 122\u003C\u002Fp>\n\n\u003Cp>Ny fitakiana rehetra avy amin’ny mpiasa dia azony atao am-bava amin’ny\nlehibeny mivantana aloha, raha tsy afa-po amin’izany izy dia ataony\nan-tsoratra any amin’ny Tale Jeneraly izany ary ampandalovina amin’ny\nambaratonga. Ireo izay misahana ny fampitana izany isan’ambaratonga dia tsy\nmaintsy manao izany anatin’ny fotoana fohy.\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA - ROA\u003C\u002Fp>\n\n\u003Cp>FIFANDIRANA ITAMBARAM - BE\u003C\u002Fp>\n\n\u003Cp>And. 123\u003C\u002Fp>\n\n\u003Cp>Ny fifandirana itambaram-be dia tsy maintsy miseho amin’ny alalan’ny\nfitokonana enti-manohitra ny mpampiasa mba ahafahana manatanteraka ny fitakiana\nara-asa.\u003C\u002Fp>\n\n\u003Cp>And.124 : Fitokonana\u003C\u002Fp>\n\n\u003Cp>Ny zo hitokona dia voaharon’ny lalam-panorenana.\u003C\u002Fp>\n\n\u003Cp>Amin’ny maha-fihetsika iarahamanao sy\u003C\u002Fp>\n\n\u003Cp>hitambaram-be azy, na inona na inona ny fomba fisehoany, ny zavatra\nkendren’ny fitokonana dia tsy maintsy mikasika ny asa ihany.\u003C\u002Fp>\n\n\u003Cp>And. 125\u003C\u002Fp>\n\n\u003Cp>Azo aroso y fitokonana rehefa tsy ahitam-bokany ny fifanantonana.\u003C\u002Fp>\n\n\u003Cp>Ny fitokonana anefa dia tsy maintsy anaovana filazana roa andro mialoha,\nfotoana fiandrasana aorian’nv fametrahana ny fitakiana sy hirosoana amin’ny\nfitokonana.\u003C\u002Fp>\n\n\u003Cp>Ny fitokonana tsy nanaja io fe-potoana filazana mialoha io dia tsy azo\nraisina ho ara-dalana.\u003C\u002Fp>\n\n\u003Cp>And. 126: Lock-out\u003C\u002Fp>\n\n\u003Cp>Ny «Lock out» dia ny fanakatonan’ny mpampiasa ny toeram-piasana, fepetra\niray atao indrindra hamaliana ny fanoherana ataon’ny mpiasa. Raha rnisy anefa\nizany dia voatery ny mpampiasa tsy maintsy mandoa ny karaman’ny mpiasa\nvoan’izany.\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA-TELO\u003C\u002Fp>\n\n\u003Cp>SAMPANDRAHARAHAN’ASA – FAMPIHAVANANA - FANELANELANANA\u003C\u002Fp>\n\n\u003Cp>FITSARANA\u003C\u002Fp>\n\n\u003Cp>And.127 : Sampandraharahan’asa\u003C\u002Fp>\n\n\u003Cp>Ny mpiasa na ny mpampiasa dia samy mahazo mangataka ny sampan-draharaha\nmisahana ny asa mba amaha ny fifandirana amin’ny raharaham- pihavanana.\u003C\u002Fp>\n\n\u003Cp>Na izany koa aza dia tsy maintsy mandalo amin’ny sampan-draharaha misahana\nny asa ny raharaha alohan’ny hitondrana azy any amin’ny fitsarana mahefa,\nraha toa ka mikasika ny tsy fampiharan-dalàna ny fitarainana\n(fandikan-dalàna)\u003C\u002Fp>\n\n\u003Cp>And. 128:\u003C\u002Fp>\n\n\u003Cp>Raha manatona ny sampan-draharaha misahana ny asa ny andaniny mpitory, dia\nantsoina ny ankilany ahenoana ny fahitany izany mba amahana ny fifandirana.\u003C\u002Fp>\n\n\u003Cp>Raha tsy mahomby izany dia ataon’ny sampan-draharaha misahana ny Asa ny\nfitanana an-tsoratra mikasika ny tsy fahombiazan’ny fampihavanana ary homeny\nalalana hitory any amin’ny fitsarana mahefa ny mpitaraina.\u003C\u002Fp>\n\n\u003Cp>And.129 : Fampihavanana\u003C\u002Fp>\n\n\u003Cp>Amin’ny fifandirana itamarambe, dia tsy maintsy atao tsy misy atak’andro\nny fampihavanana.\u003C\u002Fp>\n\n\u003Cp>Izay fanapahan-kevitra noraisina teo amin’ny fampihavanana dia manan-kery\nary ampiharina avy hatrany.\u003C\u002Fp>\n\n\u003Cp>And. 130\u003C\u002Fp>\n\n\u003Cp>Raha tsy mahomby ny fampihavanana, dia atao ny fitanana an-tsoratra mba\nhanamaivanana ny fidiran’ny mpanelanelana an-tsehatra. Ny lehiben’ny\nsampan-draharaha misahana ny Asa no mpanelanelana avy hatrany.\u003C\u002Fp>\n\n\u003Cp>Raha tsy mahomby ny fanelanelanana dia ampidirina amin’ny fitsarana ny\nfifandirana itambarambe.\u003C\u002Fp>\n\n\u003Cp>And.131:\u003C\u002Fp>\n\n\u003Cp>Ny fitsarana ny fifandirana itambarambe tsy voavaha tamin’ny\nfanelanelanana dia andraikitry ny filan-kevi-pitsaràna.\u003C\u002Fp>\n\n\u003Cp>Ny filan-kevi-pitsaràna no manapaka araka ny lalàna sy tsy ampitongilana\nny raharaha, nefa tsy mahazo manapaka afa-tsv amin’izay voalazan’ny\nfitanana an-tsoratra tamin’ny fampihavanana tsy nahomby.\u003C\u002Fp>\n\n\u003Cp>Ny didY avoakan’ny fitsaràna dia tsy maintsy milaza ny antony ary\nampahafantarina nv andaniny sy ny ankilany eo no ho eo ihany.\u003C\u002Fp>\n\n\u003Cp>And.132:\u003C\u002Fp>\n\n\u003Cp>Ny didim-pitsaràna izay mihatra dia azo ampakarina ambony noho ny\nfihoaram-pahefana na fandikan-dalàna,\u003C\u002Fp>\n\n\u003Cp>Io fampiakarana io dia ampidirina ary tsaraina araka ny fotoana, endrika ary\nfombafomban’nv fitsarana ambony amin’izany.\u003C\u002Fp>\n\n\u003Cp>TOKO FAHA-EFATRA\u003C\u002Fp>\n\n\u003Cp>FEPETRA SAMY HAFA\u003C\u002Fp>\n\n\u003Cp>.\u003C\u002Fp>\n\n\u003Cp>And.133:…..Fanànana\u003C\u002Fp>\n\n\u003Cp>Ny lisitry ny f’anànana ampiasain’nv manan-jo amin’izany dia miankina\namin’izay voalaza ao amin’ny fifaneken’asa na ao amin’ny tovan’nv\nfifanekena.\u003C\u002Fp>\n\n\u003Cp>Na izany aza ny fahazoana ireo tombon-tsoa ireo dia mitsahatra avy hatrany\nraha vao tsy mitazona ny andraikitra ahazoany ny zo amin’izany ilay\nmpiasa.\u003C\u002Fp>\n\n\u003Cp>Amin’izay fotoana izay dia tsy maintsy averina tanteraka amin ‘riy\nSERANANA,.ao anatin’ny\u003C\u002Fp>\n\n\u003Cp>telo volana manaraka, ireo fananana ireo ary amidy amin’ izay sahy azy\nlafo indrindra rehefa nanaovana fampilazana tamin’ny mpiasa manontolo.\u003C\u002Fp>\n\n\u003Cp>Misy vaomieran’ny fanaraha-maso\u003C\u002Fp>\n\n\u003Cp>miandraikitra ny fampiharana ity andininy ity.\u003C\u002Fp>\n\n\u003Cp>And.134:\u003C\u002Fp>\n\n\u003Cp>Ny fiara ampiasaina amin’ny asa dia tokony hanao laharam-pahamehana ny\nasan’ny SERANANA araka ny fandaminan’ny tompon’andraikitra mivantana.\u003C\u002Fp>\n\n\u003Cp>Na amin’inona na amin’inona dia tsy tokony ho entin’ olon-kafa tsy\nmpiasan’ny SERANANA ireo fiara ireo.\u003C\u002Fp>\n\n\u003Cp>And. 135\u003C\u002Fp>\n\n\u003Cp>Na inona na inona ny tombon-tsoa voalaza ato anatin’ity fifanarahana ity,\ndia ny totalim-bola sy ny isa marika ao dia azo ampanarahina ny\ntoetr’andro.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 136\u003C\u002Fp>\n\n\u003Cp>Tsy maintsy mikarakara ny antontan -taratasy ara-pandraharahana mikasika ny\nfotoam-piasan’ny rnpiasa tato aminy ohatry ny fikarakarana ny\nfisotroan-dronon’ izav voafehin’ity fifanarahana iombonana ity ny\u003C\u002Fp>\n\n\u003Cp>SERANANA.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>And. 137\u003C\u002Fp>\n\n\u003Cp>Manan-jo amin’ny vokatra azon’nv SERANANA ny mpiasa fehezin’ity\nfifanarahana ity\u003C\u002Fp>\n\n\u003Cp>Misy ampahany amin’ny tombom-barotra homena ny mpiasa raha marnoaka\ntombony ny « bilan ».\u003C\u002Fp>\n\n\u003Cp>And.138:\u003C\u002Fp>\n\n\u003Cp>Ity fifanarahana ity dia atao printy ary aelin’ny SERANANA rehefa voasonia\nsy voapetraka ara-pomba ara-dalàna.\u003C\u002Fp>\n\n\u003Cp>Fait à Toamasina. le : 31 Mai 1996 Révisé le, 04 Août 2001\u003C\u002Fp>\n\n\u003Cp>concerne les articles énoncés au préambule.\u003C\u002Fp>\n\n\u003Cp>Pour la\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pour Le S.E.P.T\u003C\u002Fp>\n\n\u003Cp>LE DIRECTEUR GENERAL\u003C\u002Fp>\n\n\u003Cp>ROGER VONY\u003C\u002Fp>\n\n\u003Cp>Pour les Syndicat\u003C\u002Fp>\n\n\u003Cp>1. FMM : SABO Moraoel\u003C\u002Fp>\n\n\u003Cp>2. S\u002FFISEMA : RANDRIAMASIVELO P.\u003C\u002Fp>\n\n\u003Cp>3. SERFMA : RAMANANTSOA Victor\u003C\u002Fp>\n\n\u003Cp>4. SRMM : JEAN Juster\u003C\u002Fp>\n\n\u003Cp>5: SEKRIMA : ABOUD Aly Solamo\u003C\u002Fp>\n\n\u003Cp>6. FISEMARE : MAGNIZAFENO\u003C\u002Fp>\n\n\u003Cp>7. T.M : RANDRIANASOLO .\u003C\u002Fp>\n\n\u003Cp>8. SYMPIMITO : LAHADY Désiré\u003C\u002Fp>\n\n\u003Cp>9, S\u002FAUTONOME : RANDRIANIRINA L.\u003C\u002Fp>\n\n\u003Cp>10. SITP : ANDRIANARIVONY J.M.\u003C\u002Fp>\n\n\u003Cp>11. GTF : BAOTOANDRO M. Lucie\u003C\u002Fp>\n\n\u003Cp>12. S\u002FNEUTRE : RAMARIKA Simon\u003C\u002Fp>\n\n\u003Cp>13. SFO : RAKOTOARIJAONA J.C.\u003C\u002Fp>\n\n\u003Cp>14. SRAP : TODIVELO Gaspard\u003C\u002Fp>\n\n\u003Cp>15. SSTM : RASOLONJATOVO L.\u003C\u002Fp>\n\n\u003Cp>16. MAHERY : TOMBO Alphonse Hilaire\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            ",{"healthandsafetypolicy":42,"contracttrialperiod":46,"healthcareaccessrelatives":50,"WAGES_determined":54,"contracttrial":58,"maternity_nursing_breaks_duration":60,"paidmaternityleave":64,"healthcareaccess":68,"COMMUTE_trigger":72,"STRUCINCR_trigger":76,"nursingmothers":80,"ANNLEAVE_trigger":82},{"bindId":43,"name":44,"text":45},"healthandsafetypolicy","Il est institué dans l’entreprise une se","Il est institué dans l’entreprise une section spéciale dénommée\ncomité d’hygiène et de sécurité, chargé d’adopter la réglementation\ngénérale aux Prévoyances d’hygiène et de sécurité de l’entreprise et\nd’en surveiller l’application.",{"bindId":47,"name":48,"text":49},"contracttrialperiod","Tous candidat à un nouvel emploi doit su","Tous candidat à un nouvel emploi doit subir, à l’issue de son admission,\nune période d’essai renouvelable de\n\n- 3 mois pour les agents d’exécution et agents de maîtrise.\n\n- 6 mois pour les cadres.\n\nLa période d’essai peut être renouvelable une seule fois. A\nl’expiration de la période d’essai, l’agent doit être",{"bindId":51,"name":52,"text":53},"healthcareaccessrelatives","Sur présentation d’un certificat de scol","Sur présentation d’un certificat de scolarité, les enfants atteignant 21\nans au cours d’une année scolaire continuent à en bénéficier jusqu’à\nla fin de cette année scolaire.",{"bindId":55,"name":56,"text":57},"WAGES_determined","Le salaire se décompte par mois et sur l","Le salaire se décompte par mois et sur la base de 30 jours en cas de\nfractionnement. La rémunération du personnel de la SEPT comprend\n\n- des éléments fixes basés sur une pille indiciaire donnée et en\nfonction de la classification (salaire de base).\n\n- Des éléments variables (accessoires de salaire).",{"bindId":59,"name":48,"text":49},"contracttrial",{"bindId":61,"name":62,"text":63},"maternity_nursing_breaks_duration","La femme-agent allaitant son enfant a dr","La femme-agent allaitant son enfant a droit, pendant 15 mois à compter de\nl’accouchement, de\n\ndisposer de deux heures de repos par journée de travail non cumulable",{"bindId":65,"name":66,"text":67},"paidmaternityleave","La durée du Congé de maternité est fixée","La durée du Congé de maternité est fixée à un maximum de 14 semaines\nconsécutives dont 8 semaines postérieures à la délivrance",{"bindId":69,"name":70,"text":71},"healthcareaccess","Le personnel soumis à la présente conven","Le personnel soumis à la présente convention collective ainsi que son\nconjoint légitime et les enfants reconnus ou adoptés juridiquement ayant\nmoins de 21 ans bénéficient à titre gratuit des consultations et\nmédicaments prescrits par les médecins de la SEPT.\n\nSur présentation d’un certificat de scolarité, les enfants atteignant 21\nans au cours d’une année scolaire continuent à en bénéficier jusqu’à\nla fin de cette année scolaire.",{"bindId":73,"name":74,"text":75},"COMMUTE_trigger","En sus l’ agent en congé bénéficie d’une","En sus l’ agent en congé bénéficie d’une allocation dite indemnité\nde transport et dont la jouissance n ‘est pas cumulable.",{"bindId":77,"name":78,"text":79},"STRUCINCR_trigger","Les agents Soumis à la présente conventi","Les agents Soumis à la présente convention collective se voient attribuer\nles indices prévus par la grille indiciaire approuvée par le conseil\nd’Administration et signée par le Directeur Général. La valeur du point\nd’indice est révisable.",{"bindId":81,"name":62,"text":63},"nursingmothers",{"bindId":83,"name":84,"text":85},"ANNLEAVE_trigger","L’employeur doit verser au travailleur p","L’employeur doit verser au travailleur pendant toute durée de son congé\nune rémunération qui sera au moins égale au dernier salaire perçu par\nl’intéressé avant son départ.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>MDG La Société Nationale Malgache de Transports Aériens Air Madagascar - 2001\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Date de prise d'effet: → 2001-08-04\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">Date de fin: → Pas spécifiée\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratifiée par: → Court\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratifiée le: → 2001-08-04\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: → Transports, logistique, communications\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                        La Société Nationale Malgache de Transports Aériens Air Madagascar\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Noms des syndicats: → \n\n                \n                    \n                    \u003Cspan>\n                        SEKRIMA - Sendika Krisitianina Malgasy - Conf. Chrétienne des Syndicats Malgaches, TM, SEREMA - Sendikan'ny Mpiasa Revolisionera Malagasy - Syndicat Révolutionnaire Malagasy\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">AIDE SOCIALE ET RETRAITE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">L'employeur contribue à la caisse de retraite des travailleurs: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">L'employeur contribue à la caisse d'invalidité des travailleurs: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">L'employeur contribue à la caisse d'allocation chômage des travailleurs: → Non\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">FORMATION\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programmes de formation: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprentissage: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">L'employeur contribue à la caisse de formation des travailleurs: → Non\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">MALADIE ET INVALIDITE'\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Dispositions concernant le retour au travail après une longue maladie, par exemple traitement du cancer: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Congés payé pour menstruation: → Non\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Paie en cas d'incapacité résultant d'accident professionnel: → Non\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SANTE' ET SECURITE' AU TRAVAIL ET AIDE MEDICALE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Aide médicale convenue: → Oui\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Aide medicale pour la famille du travailleur: → Oui\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution à l'assurance santé convenue: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Assurance santé convenue pour la famille du travailleur: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Politique de santé et sécurité convenue: → 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: → Non\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">CONCILIATION TRAVAIL-FAMILLE\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Congé de maternité payé: → 14 semaines\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Congé de maternité payé limité au: 100 % du salaire de base\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Sécurité de l'emploi après le congé de maternité: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Interdiction de discrimination liée à la maternité: → Non\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Interdiction d'obliger les femmes enceintes ou allaitantes d'effectuer des travaux dangereux ou insalubles: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Evaluation des risques en milieu de travail sur la sécurité et la santé des femmes enceintes ou qui allaitent : → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Disponibilité des solutions de remplacement pour des travaux dangereux ou insalubres pour les femmes enceintes ou allaitantes : → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Congé pour examens médicaux prénatals : → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Interdiction du dépistage de grossesse avant la régularisation des travailleurs non conventionnels: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Interdiction du dépistage de grossesse avant la promotion : → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Services pour les femmes qui allaitent: → Oui\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Services en faveur des enfants fournis par l'employeur: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Services en faveur des enfants payés par l'employeur: → Non\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Allocation\u002Ffrais de scolarité pour l’éducation des enfants : → Non\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATS DE TRAVAIL\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Durée de la période d'essai: → 180 jours\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Les travailleurs à temps partiel exclus de toute disposition : → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Dispositions concernant les travailleurs temporaires : → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentis exclus de toute disposition : → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Petits jobs\u002Femplois étudiants exclus de toute disposition : → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAIRE, DUREE DU TRAVAIL ET CONGES\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Dispositions relatives aux modalités de travail flexibles : → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">SALAIRE\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Salaires déterminés au moyen d’échelle salariale : → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Rajustement en fonction de la croissance du coût de la vie: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Augmentation des salaires\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n\n            \n\n            \n\n            \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",[91],{"title":35,"slug":31},[93],{"type":94,"data":95},"call_to_action_body_block",{"title":96,"description":97,"variant":98,"link":99},"Comparer les conventions collectives","Comparer les articles des conventions collectives de Madagascar entre secteurs, sujets et Pays","dark",{"title":96,"url":100,"description":96,"rel":101,"type":102},"\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fconvention-collective\u002Fcomparer-les-conventions-collectives","follow","internal",[104],{"type":94,"data":105},{"title":96,"description":97,"variant":98,"link":106},{"title":96,"url":100,"description":96,"rel":101,"type":102},[],{"title":15,"seo_title":109,"description":7,"path":110,"redirect_url":7,"locale":16,"children":111},"WageIndicator Madagascar: salaires et droit du 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monde","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fsalaire\u002Fvip",[],{"title":146,"seo_title":147,"description":7,"path":148,"redirect_url":7,"locale":16,"children":149},"Droit du Travail","Droit du travail à Madagascar","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail",[150,154,158,162,166,170,174,178,182,186,190],{"title":151,"seo_title":8,"description":7,"path":152,"redirect_url":7,"locale":16,"children":153},"Congé Annuel et Vacances","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Fconge-annuel-et-vacances",[],{"title":155,"seo_title":8,"description":7,"path":156,"redirect_url":7,"locale":16,"children":157},"Congé de Maladie","\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fdroit-du-travail\u002Fconge-de-maladie",[],{"title":159,"seo_title":8,"description":7,"path":160,"redirect_url":7,"locale":16,"children":161},"Droits 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