[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ffr-mg\u002Ftravail-a-madagascar\u002Fconvention-collective\u002Fconvention-d-entreprise-bank-of-africa-madagascar-":3,"menu:\u002Ffr-mg:":156,"sites:htmlblocks":326,"cite-subsites":1525,"footer:root":5090,"subsites":5187,"cite-footer:root":5664,"suggested:root":5703},{"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":136,"content_type_view":137,"extra_breadcrumbs":138,"body":140,"body_blocks":151,"related_pages":155},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":134,"translations":135},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"convention-d-entreprise-bank-of-africa-madagascar-","5d06c76a-1694-11e6-a7a3-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fmdg\u002Fconvention-d-entreprise-bank-of-africa-madagascar-\u002Fconvention-d-entreprise-bank-of-africa-madagascar-\u002F","Convention d’Entreprise \"Bank of Africa Madagascar\" - 2000","MDG Bank of Africa Madagascar - 2000","Madagascar - MDG Bank of Africa Madagascar - 2000","MDG Bank of Africa Madagascar - 2000 - Activités financières, banque, assurance",{"name":39,"data":40},"Bank of Africa.html","\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>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Convention d’Entreprise \"Bank of Africa Madagascar\"\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Visa de légalité du 08.09.2000 (du Chef de Service des Relations\nProfessionnelles - Direction du Travail - Ministère de la Fonction Publique,\ndu Travail et des Lois Sociales)\u003C\u002Fp>\n\n\u003Cp>Dépôt au Greffe du Tribunal du Travail Antananarivo le 14.09.2000 sous n°\n106\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SEPTEMBRE 2000\u003C\u002Fp>\n\n\u003Cp>En vue d'assurer l'harmonie nécessaire à la bonne marche des services, à\nla défense des intérêts de I’Entreprise et de son Personnel et afin\nd’établir pour ce dernier un statut garantissant la dignité de chacun, la\nprésente Convention d'Entreprise a été établie entre :\u003C\u002Fp>\n\n\u003Cp>La Bank of Africa Madagascar (BOA) représentée par M. Bernard HAIZET, son\nDirecteur Général d’une part, et l’Intersyndicale de la BOA Madagascar\ncomposée de :\u003C\u002Fp>\n\n\u003Cp>- SEREMA représenté par M.RASOLOMAHATRATRA Taratrinihafa\u003C\u002Fp>\n\n\u003Cp>- SEKRIMA représenté par M.RAMAROSANDRATANA Louis de Gonzague\u003C\u002Fp>\n\n\u003Cp>- FISEMA représenté par M. RAJAOBARIMANANA Alphonse\u003C\u002Fp>\n\n\u003Cp>- TM représenté par M. RAZAFINDRAIBE Romule\u003C\u002Fp>\n\n\u003Cp>Et les Délégués du Personnel représentés par M. RAVONJISON Jean\nGualbert et l’Association des Cadres représentée par Mlle NOELINIRINA\nZoelisoa d’autre part.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De ce fait, les parties déclarent que la Convention Collective des Banques\nde Mai 1986 est dénoncée et n’est plus applicable au sein de la BANK OF\nAFRICA MADAGASCAR.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 1\u003C\u002Fh3>\n\n\u003Cp>La présente Convention, qui s'applique à toutes les unités de la BOA dans\ntout Madagascar, règle les rapports entre l’Entreprise et son Personnel\ntravaillant de façon permanente. Le Personnel auquel s'applique la Convention\ncomprend tout le personnel de service, les employés, les gradés et les\ncadres, à l’exception des agents sous contrats particuliers.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 2\u003C\u002Fh3>\n\n\u003Cp>La présente Convention se poursuit par tacite reconduction d’année en\nannée, pendant une période indéterminée. L’avis de dénonciation ou la\ndemande de révision par l'une ou l’autre des parties contractantes devra\nêtre présenté avec un préavis de trois mois.\u003C\u002Fp>\n\n\u003Cp>la partie qui demandera la révision devra simultanément soumettre un\nnouveau projet d’accord sur les points sujets a modification. Les pourparlers\ndevront commencer dans les deux mois de la réception du projet.\u003C\u002Fp>\n\n\u003Cp>En cas de dénonciation, la présente Convention restera en vigueur\njusqu’à la signature entre les parties contractantes d’une nouvelle\nConvention.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 3 :\u003C\u002Fh3>\n\n\u003Cp>La presente Convention ne peut en aucun cas entraîner, pour les membres du\nPersonnel, une réduction des avantages individuels non liés à la fonction,\nacquis antérieurement à sa signature, ni faire obstacle aux dispositions plus\nfavorables prévues par le Code du Travail et les textes pris pour son\napplication.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE I : DROIT SYNDICAL\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 4\u003C\u002Fh3>\n\n\u003Cp>Les parties signataires reconnaissent la liberté d'opinion ainsi que la\nliberté d'adhérer et d’appartenir à tout syndicat professionnel constitué\nen vertu du titre correspondant du Code du Travail à Madagascar.\u003C\u002Fp>\n\n\u003Cp>En aucun cas, les décisions prises, notamment celles concernant\nl’embauchage, la répartition du travail, la formation professionnelle, la\ndiscipline générale, l’avancement, l’application des sanctions et les\nlicenciements ne pourront se fonder sur le fait que l’intéressé appartient\nOu n appartient pas à un syndicat, exerce ou n’exerce pas un mandat\nsyndical.\u003C\u002Fp>\n\n\u003Cp>La Direction de l’Entreprise ou ses représentants ne devront employer\naucun moyen de pression en faveur ou à l’encontre d'une organisation\nsyndicale quelconque.\u003C\u002Fp>\n\n\u003Cp>L’exercice de la liberté syndicale doit toujours respecter les lois ainsi\nque les usages de la profession. Le secret des affaires doit être observé par\ntous les membres du Personnel.\u003C\u002Fp>\n\n\u003Cp>La liberté d’affichage des communications syndicales est reconnue aux\norganisations syndicales existantes et représentées dans l’Entreprise : il\ns’agit des documents destinés à l'information effective du Personnel et\ntraitant des problèmes professionnels touchant l'entreprise ou la profession\nou intéressant le monde du travail. Les documents sont affichés exclusivement\nsur les panneaux prévus à cet effet dans les emplacements choisis de telle\nsorte qu’ils soient situés sur les lieux fréquentés par le Personnel mais\nen dehors de la vue de la clientèle. Leur communication est faite\nsimultanément à la Direction.\u003C\u002Fp>\n\n\u003Cp>La liberté de diffusion de la presse syndicale, des tracts et tous\ndocuments syndicaux dans l'entreprise est reconnue aux organisations syndicales\nexistantes et représentées dans l’Entreprise.\u003C\u002Fp>\n\n\u003Cp>Cette diffusion se fait dans les lieux où le Personnel a quotidiennement\naccès à l'exclusion de tous les emplacements ouverts à la clientèle. La\npresse et les tracts distribués doivent préalablement avoir reçu\nl'estampille d’un Syndicat existant et représentée dans l’Entreprise.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 5 \u003C\u002Fh3>\n\n\u003Cp>Le recouvrement des cotisations syndicales est autorisé à l’intérieur\nde l’Entreprise pendant les heures de travail, dans le respect de la\ndiscipline du travail et selon les modalités à arrêter avec le Chef\nd’Unité.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 6 \u003C\u002Fh3>\n\n\u003Cp>La liberté de réunion à l'initiative d’une ou plusieurs organisations\nsyndicales existantes et représentées dans l'Entreprise est reconnue au\npersonnel, dans l’enceinte de l'Entreprise mais en dehors du temps de\ntravail. L’accord préalable de la Direction est requis en la matière. Elle\nprendra les mesures utiles concernant l’hygiène et la sécurité.\u003C\u002Fp>\n\n\u003Cp>Un local approprié à l’usage de bureau ou de réunion est mis dans toute\nla mesure où la composition des locaux le permet, à la disposition des\nOrganisations Syndicales existantes et représentées dans l'Entreprise.\u003C\u002Fp>\n\n\u003Cp>Réserve faite des dispositions ci-dessus, celles de l’article 4 de la\nprésente Convention fixent es modalités selon lesquelles est appliqué dans\nla profession bancaire le titre correspondant du Code du Travail à Madagascar\nrelatif à l’exercice du droit syndical dans les entreprises.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 7 \u003C\u002Fh3>\n\n\u003Cp>Tout agent ou tout groupement professionnel intéressé qui estime qu’une\ndécision a été prise en violation du droit syndical peut saisir la Direction\nGénérale pour trouver ensemble une solution.\u003C\u002Fp>\n\n\u003Cp>Si aucune solution ne satisfait les deux parties, l’affaire peut être\nportée devant l’inspection de travail et éventuellement devant les\ntribunaux.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 8 \u003C\u002Fh3>\n\n\u003Cp> En dehors de l’Entreprise et des heures de travail, la liberté\nd’opinion et d’action des membres du personnel n’est pas limitée par la\nprésente Convention.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE II. DELEGUES DU PERSONNEL\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 9 \u003C\u002Fh3>\n\n\u003Cp>Des délégués sont élus dans chaque agence et guichet, comptant plus de\ndix employés et au Siège de l'Entreprise.\u003C\u002Fp>\n\n\u003Cp>Le nombre des Délégués est fixé comme suit :\u003C\u002Fp>\n\n\u003Cp>* De onze à vingt employés : un délégué titulaire et un délégué\nsuppléant ;\u003C\u002Fp>\n\n\u003Cp>*De vingt et un à cinquante employés : deux délégués titulaires et deux\ndélégués suppléants ;\u003C\u002Fp>\n\n\u003Cp>*De cinquante et un à deux cents employés : trois délégués titulaires\net trois délégués suppléants ;\u003C\u002Fp>\n\n\u003Cp>Au-delà de deux cents employés, il y aura en supplément un délégué\ntitulaire et un délégué suppléant par tranche de cent employés ou fraction\nde cent.\u003C\u002Fp>\n\n\u003Cp>Lorsque dans une même ville, il existe plusieurs agences et guichets, le\ngroupement de ces entités est considéré comme une seule unité.\u003C\u002Fp>\n\n\u003Cp>Un délégué du personnel faisant l’objet d’une nouvelle affectation\npoursuit l'exercice de son mandat jusqu’à son échéance.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 10\u003C\u002Fh3>\n\n\u003Cp>Lorsque l’Unité compte plus de six gradés, deux collèges électoraux\nsont constitués. La répartition des sièges des titulaires entre les deux\ncollèges est effectuée comme suit :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 100%\" border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Nombre total de delegués\u003C\u002Ftd>\n      \u003Ctd>Personnel de service et employés\u003C\u002Ftd>\n      \u003Ctd>Gradés et cadres\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>0\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>1 s'il y a plus de 6 gradés dans l'effectif\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>1 s'il y a plus de 6 gradés dans l'effectif\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>1 s'il y a plus de 6 gradés dans l'effectif\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>2 s'il y a plus de 12 gradés dans l'effectif\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3>Article 11\u003C\u002Fh3>\n\n\u003Cp>Les conditions et modalités des élections de délégués sont celles qui\nrésultent de l’arrêté 421 du 26.01.68 dont large diffusion est assurée\npar l'employeur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE III : CONDITIONS D’ENGAGEMENT ET DE LICENCIEMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Engagement\u003C\u002Fp>\n\n\u003Ch3>Article 12 \u003C\u002Fh3>\n\n\u003Cp> L’embauchage est soumis aux lois et décrets en vigueur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Toute personne embauchée reçoit un exemplaire du Règlement Intérieur de\nl’Entreprise et après titularisation, un exemplaire de la Convention\nd'Entreprise.\u003C\u002Fp>\n\n\u003Cp>Des visites médicales d’embauche doivent être passées avant la date de\nprise de service.\u003C\u002Fp>\n\n\u003Cp>Dès leur entrée dans l’Entreprise, le personnel de service, les\nemployés, les gradés et les cadres reçoivent un salaire qui ne peut être\ninférieur à celui qui résulte des tarifs en vigueur.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 13 \u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contracttrialperiod\" class=\"cbaClause highlight\">\u003Cp>La durée de la période d’essai est de trois mois de service effectif\npour tous les employés et les gradés et de six mois pour les cadres\nembauchés en cette qualité. Cette dis-position ne modifie pas la durée du\npréavis telle qu’elle est fixée par la présente Convention.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 14 \u003C\u002Fh3>\n\n\u003Cp>Avant la fin de cette période d'essai, la Direction fait connaître à\nl'agent s’il est 3dmis à la période de formation-adaptation prévu à\nl’article 16 ci-après. Dans l’affirmative, il fait l'objet d'un classement\ndans l'une des catégories d’emploi existant et reçoit notification, par\nécrit et signé, de sa qualification professionnelle et du salaire y\nafférent. Toute modification.ultérieure doit être portée dans les mêmes\nconditions à la connaissance de l'intéressé.\u003C\u002Fp>\n\n\u003Cp>Pendant la période d’essai ou à la fin de cette période, l'employeur et\nl’agent (personnel de Service, employé, gradé ou cadre) peuvent après\nobservation d'un préavis de trois jours calendaires, recouvrer leur liberté\nréciproque. Toute journée de travail commencée doit être payée\nintégralement, sous réserve de conditions plus avantageuses instituées en\nfaveur du personnel.\u003C\u002Fp>\n\n\u003Cp>Toutefois, lors d'une rupture en période d’essai, aucune indemnité de\npréavis n’est due ni par l’Employeur ni par le travailleur.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 15 \u003C\u002Fh3>\n\n\u003Cp>Les dispositions du présent article ne font pas obstacle à l'application\ndes textes légaux et réglementaires et des usages locaux relatifs à la\npériode d’essai des bénéficiaires, d’un droit de placement prioritaire,\nnotamment des mobilisés et assimilés.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Il- Période de formation-adaptation et titularisation\u003C\u002Fp>\n\n\u003Ch3>Article 16 \u003C\u002Fh3>\n\n\u003Cp>La période de formation-adaptation à laquelle sont admis les agents,\nconformément à l'article 14 s'étend sur une période maximum de six mois de\nservice effectif dans l’Entreprise pour les employés et les gradés et de\ntrois mois pour les cadres ; pendant laquelle leur formation professionnelle et\nleur adaptation sont attentivement suivies.\u003C\u002Fp>\n\n\u003Cp>Pendant la période de formation-adaptation, les licenciements individuels\npeuvent être décidés par la Direction Générale en conformité des\ndispositions légales et réglementaires et après observation des délais de\npréavis fixés par la présente Convention.\u003C\u002Fp>\n\n\u003Cp>Dans les huit jours qui suivent la notification de son licenciement, l'agent\nlicencié peut demander à la Direction Générale, directement ou par\nl’intermédiaire des délégués du personnel ou par l'intermédiaire des\nreprésentants des organisations syndicales, une révision de sa décision.\u003C\u002Fp>\n\n\u003Cp>La demande n’est recevable que si la mesure prise a enfreint la présente\nConvention ou si des embauchages et des licenciements répétées masquent un\nrefus systématique de titularisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I - Suspension de contrat\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 17 \u003C\u002Fh3>\n\n\u003Cp>Les agents quittant l’Entreprise pour satisfaire à leurs obligations\nmilitaires ou nationales seront considérés comme placés pendant cette\npériode en état de suspension de contrat, conformément à l'article 25 du\nCode du Travail. Une indemnité égale au montant de la rémunération, dans la\nlimite d’un mois, si la durée normale du préavis est inférieure à ce\ndélai et dans la limite du préavis dans les autres cas, leur sera versée.\u003C\u002Fp>\n\n\u003Cp>Une prime équivalent à un demi mois de salaire majoré de la prime\nd’ancienneté est versée aux agents titulaires rentrant du service militaire\nou national et réintégrés dans leur emploi élans le délai d’un mois\nsuivant la date de leur libération.\u003C\u002Fp>\n\n\u003Cp>Cette prime est également versée aux agents titulaires réformés ou\ndispensés ayant accompli au moins six mois de service militaire ou\nnational.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 18 \u003C\u002Fh3>\n\n\u003Cp>En outre, il sera procédé à un examen de la situation professionnelle des\nintéressés dans les trois mois de service effectif qui suivent la reprise de\ntravail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>V - Licenciement des agents titulaires\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 19 \u003C\u002Fh3>\n\n\u003Cp>Les motifs de licenciement d’agents titulaires outre ceux évoqués dans\nles articles 35-36 à l’exception des agents rengagés exceptionnellement et\ntemporairement après liquidation de leur retraite sont :\u003C\u002Fp>\n\n\u003Cp>L’insuffisance résultant d’une incapacité physique, intellectuelle ou\nprofessionnelle, réservée faite de l’application des dispositions des\narticles 31 et 32 infra ;\u003C\u002Fp>\n\n\u003Cp>La suppression d’emploi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ils ne peuvent être décidés par l’employeur que si celui-ci s’est\nconformé aux dispositions légales ou réglementaires et a obtenu\nd’autorisation prévue par les lois et décrets en vigueur et après\nobservation des délais de préavis prévus par la présente Convention.\u003C\u002Fp>\n\n\u003Cp>Si l’agent licencié estime qu’il est l’objet d’un licenciement\nabusif eu égard aux dispositions qui précèdent, il peut demander à son\nemployeur, dans les huit jours qui suivent la notification du licenciement,\ndirectement ou par l’intermédiaire des délégués du personnel ou par celui\ndes représentants des organisations syndicales, une révision de sa\ndécision.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 20 \u003C\u002Fh3>\n\n\u003Cp>La durée du préavis légal à respecter en cas de résiliation de\nl’engagement à durée indéterminée postérieurement à la période\nd’essai est fixée comme ci-après, par référence au décret n° 64-162 du\n22 Avril 1964 :\u003C\u002Fp>\n\n\u003Cp>1ère catégorie: Classes 1-2-3\u003C\u002Fp>\n\n\u003Cp>2ème catégorie: Classes 4-5-6-7-8-9-10\u003C\u002Fp>\n\n\u003Cp>3ème catégorie: Classes 11-12\u003C\u002Fp>\n\n\u003Cp>4ème catégorie: Classes 13 - 14\u002F1 -14\u002F2 -15\u002F1\u003C\u002Fp>\n\n\u003Cp>5ème catégorie: Classes 15\u002F2 -16\u002F1 -16\u002F2 -17 - Hors catégorie\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 21\u003C\u002Fh3>\n\n\u003Cp>Le recrutement d’un personnel moins rémunéré ne peut être la cause de\nlicenciement d’autres agents.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IV - Indemnité de licenciement\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 22 \u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Cp>Il est alloué aux employés congédiés, sauf pour toutes formes de\nrécidives de leur part ou pour fautes graves reconnues par la juridiction\ncompétente, une indemnité distincte du préavis tenant compte de leur\nancienneté dans l’entreprise.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 23\u003C\u002Fh3>\n\n\u003Cp>L’indemnité versée en cas de licenciement pour l'un des motifs prévus\nà l'article 19 et calculée sur la base du dernier mois de traitement, ne\ndevra pas être inférieure, pour ies employés à demi mois de traitement par\nsemestre de services passés dans l’Entreprise, jusqu’à trois ans de\nservice. Pour les années de service au-delà de la troisième, chaque semestre\ndonne droit à une indemnité d’un quart de mois de traitement. Le total de\nl’indemnité ainsi calculée ne pourra dépasser vingt mois de traitement.\u003C\u002Fp>\n\n\u003Cp>Pour les gradés et cadres, le montant de l’indemnité sera égal, par\nsemestre de service dans l’Entreprise, à un demi mois de traitement calculé\nsur la base du dernier traitement perçu, maximum de vingt mois de traitement\npour les gradés et de deux ans de traitement pour les cadres.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 24 \u003C\u002Fh3>\n\n\u003Cp>L’indemnité de licenciement est calculée sur le traitement de\nl’intéressé y compris les avantages accessoires n’ayant pas le caractère\nde remboursement de frais. Seuls les semestres complets de service entrent en\ncompte pour sa détermination. L’indemnité de licenciement est calculée sur\nle traitement mensuel le plus récent de l’agent licencié et non sur la\nmoyenne des traitements mensuels qu’il a reçus depuis un certain nombre de\nmois. L’indemnité de licenciement ne dispense pas l’employeur du versement\ndu 13ème mois pour l’année en cours, au prorata des jours écoulés au\nmoment du licenciement. Dans ce calcul, les journées de vacances et de congé\npayé entrent en compte comme les journées de travail.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 25 \u003C\u002Fh3>\n\n\u003Cp>L’employeur ne sera tenu au paiement d’aucune indemnité de licenciement\naux anciens agents réengagés exceptionnellement et temporairement après\nliquidation de leur retraite.\u003C\u002Fp>\n\n\u003Cp>Pour un agent licencié ou démissionnaire ayant un encours de crédit, et\nen l’absence de convention contractuelle entre la personne licenciée et\nl’Entreprise, les deux parties déterminent ensemble le montant de tout ou\npartie des indemnités et du solde de tout compte à affecter en remboursement\ntotal ou partiel des sommes dues par l’agent ; étant entendu que la\ncompensation est interdite par le Code du Travail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>VI - Licenciement collectif\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 26 \u003C\u002Fh3>\n\n\u003Cp>Si l’employeur envisage de procéder à des licenciements collectifs pour\nsuppression d’emploi, il doit en donner avis à l’inspection du Travail du\nressort, laquelle s’informe des dispositions prises par le bureau de\nplacement pour faciliter le reclassement des personnes licenciées.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 27\u003C\u002Fh3>\n\n\u003Cp>Les notifications relatives aux licenciements prévus ci-dessus doivent\nêtre adressées dès le premier jour de la période de préavis.\u003C\u002Fp>\n\n\u003Cp>En vue de la recherche d’un autre emploi, tout agent licencié dispose de\ndeux jours par semaine pendant la période de préavis.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 28 \u003C\u002Fh3>\n\n\u003Cp> Les prescriptions de l’article 26 de la présente Convention étant\naccomplies, les licenciements collectifs pour suppression d’emploi sont\neffectués, après avis des délégués du personnel ou des représentants\nsyndicaux appartenant à l’entreprise et suivant un clas¬sement établi\nd’accord-parties.\u003C\u002Fp>\n\n\u003Cp>Dans le cas où il est fait appel aux représentants syndicaux, chaque\norganisation ayant signé la présente Convention a le droit de désigner un\nreprésentant sans que le nombre total des représentants puisse être\ninférieur au nombre des délégués.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 29 \u003C\u002Fh3>\n\n\u003Cp> Les dispositions qui suivent n’entrent en application :\u003C\u002Fp>\n\n\u003Cp>*Qu’après licenciement des agents bénéficiant d’une pension ou\nallocation de retraite d'une autre profession : ;\u003C\u002Fp>\n\n\u003Cp>*Qu’après la mise en retraite des agents remplissant les conditions\nnormales prévues par le règlement applicable en matière de retraite.\u003C\u002Fp>\n\n\u003Cp>*Qu’après licenciement des agents ayant moins d’un an de présence.\u003C\u002Fp>\n\n\u003Cp>Dans chaque catégorie d’emploi, la Direction est tenue de suivre pour les\nlicenciements, l’ordre d’un tableau dressé en conférant à chaque agent\nun nombre de points fixés comme suit :\u003C\u002Fp>\n\n\u003Cp>a) Ancienneté\u003C\u002Fp>\n\n\u003Cp>Les interruptions de travail pour congé de maladie, maternité,\nallaitement, stage de formation professionnelle, exercice d’un mandat\nsyndical, service et période militaires obligatoires, ne sont pas déduites du\ntemps de présence. Sont au contraire déduits du temps de présence les\ncongés de longue durée (plus de six mois) pour convenance personnelle. Sous\nréserve des dispositions qui précèdent, chaque année entière donne droit\nà un point. Pour le personnel ayant atteint la limite d’âge, les points\nd’ancienneté sont supprimés,\u003C\u002Fp>\n\n\u003Cp>b) Valeur professionnelle\u003C\u002Fp>\n\n\u003Cp>Là valeur professionnelle confère des points de bonification. Ces points\nsont affectés du coefficient 8. Toute personne ayant acquis au cours de sa\ncarrière bancaire un ou plusieurs diplômes d’enseignement général ou\nd’enseignement technique a un point x 8 = 8 points de tonification. ,\u003C\u002Fp>\n\n\u003Cp>Toute personne notée “ BIEN “ a 1 point x 8 = 8 points de\nbonification,\u003C\u002Fp>\n\n\u003Cp>Toute personne notée “ TRES BIEN “ a 2 points x 8 = 16 points de\nbonification.\u003C\u002Fp>\n\n\u003Cp>Toute personne ayant une note supérieure à \" TRES BIEN “ a 3 points x 8\n= 24 points de boni¬fication.\u003C\u002Fp>\n\n\u003Cp>Les notations s’entendent de celles qui sont délivrées au cours des\ntrois dernières années.\u003C\u002Fp>\n\n\u003Cp>en cas de modification de système de notation une table d’équivalence\nentre l’ancien et le nouveau système sera établie.\u003C\u002Fp>\n\n\u003Cp>C) Charge de famille\u003C\u002Fp>\n\n\u003Cp>Chaque personne à charge au sens fiscal du terme donne droit à une\nbonification de deux points.\u003C\u002Fp>\n\n\u003Cp>Les agents comptant plus d’un an de présence dans l'Entreprise et ayant\ntrois personnes à Charge ou plus au sens fiscal du terme sont repris sur un\ntableau spécial et ne pourront faire l’objet d’une mesure de licenciement\nque dans le cas où l’effectif des agents à licencier excéderait celui des\nagents ne remplissant pas cette double condition.\u003C\u002Fp>\n\n\u003Cp>Si l'Entreprise occupe des bénéficiaires d’un droit de placement\nprivilégié, handicapés du travail, pères de famille pour lesquels\nl'employeur est assujetti à l’observation d’un certain pourcentage,\nl’ordre des licenciements doit être modifié de telle façon que le\npourcentage établi avant le licenciement ne subisse pas de diminution.\u003C\u002Fp>\n\n\u003Cp>Des que doit intervenir un licenciement collectif pour suppression\nd’emploi, la Direction se réfère aux notes de valeur professionnelle et aux\ncharges de famille des intéressés et établit je tableau pour l’ensemble du\npersonnel visé par la suppression d’emploi.\u003C\u002Fp>\n\n\u003Cp>Au cas où plusieurs agents, occupant un même poste, obtiennent des notes\nidentiques, il sera tenu compte des éventuelles candidatures de départ\nvolontaire formulées par les concernés.’\u003C\u002Fp>\n\n\u003Cp>La Direction réunit les délégués du personnel ou les représentants des\norganisations syndicales pour procéder à l’étude de la situation créée\npar les suppressions d’emploi. Selon les cas, les délégués du personnel ou\nles représentants des organisations syndicales examinent le tableau dressé\ncomme il est dit ci-dessus. Ils peuvent présenter toutes observations utiles,\nconsidérer le cas de chaque personne susceptible d’être licenciée et tenir\ncompte dans toute la mesure du possible, des situations individuelles\nparticulièrement dignes d’intérêt qui pourraient les amener à soumettre\nà la Direction des propositions écrites et motivées en vue de modifier le\ntableau de licenciement.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 30 \u003C\u002Fh3>\n\n\u003Cp>En cas de licenciement collectif, une indemnité calculée sur la base du\ndernier mois de traitement sera versée à chaque agent, à raison d’un demi\nmois de traitement par semestre de services passés dans l’Entreprise. Le\ntotal de l’indemnité ainsi calculée ne pourra dépasser vingt quatre mois\nde traitement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Cessation de travail\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 31 \u003C\u002Fh3>\n\n\u003Cp>Les cessations de travail sont de deux sortes :\u003C\u002Fp>\n\n\u003Cp>Mise à la retraite à l'âge normal fixé par le règlement relatif au\nrégime des retraites en vigueur mise à la retraite anticipée en accord entre\nla Direction et l’intéressé, l’accord des parties devant être constaté\npar écrit ; ou pour raison de santé suivant constatation médicale dans les\nconditions prévues par le régime des retraites en vigueur.\u003C\u002Fp>\n\n\u003Cp>La Direction peut, soit après consultation, soit pour la proposition des\ndélégués du personnel, décider le maintien de l'intéressé parmi le\npersonnel de l'Entreprise et en examiner les conditions éventuelles.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE IV : DISCIPLINE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dans le cas où la Direction décide le maintien en activité, sa décision\npeut stipuler, à la demande de l'intéressé et si le règlement des\nretraités le permet, que la retraite ne sera pas liquidée.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sanctions disciplinaires\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 32 :\u003C\u002Fh3>\n\n\u003Cp>Toute insuffisance de travail constatée chez un agent donne lieu à une\nobservation de la Direction.\u003C\u002Fp>\n\n\u003Cp>Si l'Insuffisance de travail persiste, la Direction en recherche la cause et\ns’efforce d’v pallier la coopération avec l’intéressé.\u003C\u002Fp>\n\n\u003Cp>Si l’insuffisance résulte d’un mauvais état de santé passager, la\nDirection prend les disposi¬tions nécessaires, après consultation du\nmédecin attaché à l’entreprise ou à défaut agrée par elle.\u003C\u002Fp>\n\n\u003Cp>Suivant les cas, l’agent peut être affecté provisoirement à un poste\nmoins pénible ou moins difficile, ou mis en congé pour raison de santé.\nL’affectation provisoire à un poste moins pénible ne comporte pas de\nréduction de salaire. En cas de mise en congé pour raison de sante, la\nsituation de l’intéressé est celle qui résulte des dispositions de la\nprésente Convention relatives au congé de maladie.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 33 \u003C\u002Fh3>\n\n\u003Cp>Pour toute insuffisance de travail résultant de la mauvaise volonté de\nl’intéressé, pour tout manquement aux règles de la discipline ou pour\ntoute autre faute, y compris les fautes professionnelles, la Direction applique\nl’une des sanctions qu'elle juge proportionnée a la gravite des cas, sous\nréserve des dispositions des articles 38 et suivants ci-après, reiatives au\nConseil de Discipline.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 34 \u003C\u002Fh3>\n\n\u003Cp>L'insuffisance de travail, les manquements à la discipline et d’une\nmanière générale les fautes y compris les fautes professionnelles commises\npar un agent sont passibles de sanctions disciplinaires. Ces sanctions,\nappliquées par la Direction, sont suivant la gravité de la faute, du premier\nou du deuxième degré.\u003C\u002Fp>\n\n\u003Cp>Sanctions du premier degré :\u003C\u002Fp>\n\n\u003Cp>-Avertissement ecrit\u003C\u002Fp>\n\n\u003Cp>-Blâme\u003C\u002Fp>\n\n\u003Cp>-Réduction de l’allocation prévue à l’article 69 à concurrence\nd’un maximum de 10 % sauf le cas de faute caractérisée.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sanctions du deuxième degré :\u003C\u002Fp>\n\n\u003Cp>-Réduction provisoire des points de bonification personnels ;\u003C\u002Fp>\n\n\u003Cp>- Mise à pied ne dépassant pas sept jours excluant les dispositions de\nmise à pied prévues par I article 36 ;“\u003C\u002Fp>\n\n\u003Cp>- Rétrogradation\u003C\u002Fp>\n\n\u003Cp>- Révocation.\u003C\u002Fp>\n\n\u003Cp>Des sanctions feront l’objet d’une notification écrite et figureront au\ndossier des intéressés.\u003C\u002Fp>\n\n\u003Cp>Les sanctions du premier degré sont appliquées par le Chef d’entreprise\ndans les conditions definies aux articles 31 et 32 ci-dessus.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 35 \u003C\u002Fh3>\n\n\u003Cp>Les sanctions d’avertissement écrit ou blâme seront annulées et la\nnotification écrite de réduction de l’allocation 'prévue à l’article 33\nsera retirée du dossier à l’expiration d’un délai de trois ans à\ncompter de la notification si l’intéressé n’a été entre temps l’objet\naucune autre sanction.les sanctions du second degré appelleront un avis du\nconseil de discipline s’il a été saisi.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 36 \u003C\u002Fh3>\n\n\u003Cp>Lorsqu’un agent, en raison de la gravité de la faute qui lui est\nreprochée est sur le coup d'une sanction du deuxième degré, il en est\nnotifié par la Direction. Il peut alors deman¬der dans les dix jours ouvrés\nde cette notification, directement ou par l'intermédiaire des délégués du\npersonnel, que ladite sanction soit déférée au Conseil de Discipline\ninstitué auprès de l’Entreprise et qui est chargé de formuler des avis sur\nles sanctions de l'espèce.\u003C\u002Fp>\n\n\u003Cp>Là Direction peut décider de réviser la sanction après avoir analysé\nl’avis du Conseil de discipline.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Artiçle 37 \u003C\u002Fh3>\n\n\u003Cp>Dans les cas graves et qui exigent sans délai une solution provisoire, le\nChef d’Entreprise peut, jusqu’à la décision à intervenir sur le fond et\navant tout avis du Conseil de discipline, suspendre l’agent de ses fonctions.\nLa suspension entraîne la privation du traitement pendant une période qui ne\ndoit pas excéder un mois. Elle ne retire pas à l’agent le droit de défense\nqui lui est assuré par l’article 41 ci-après.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 38 \u003C\u002Fh3>\n\n\u003Cp>L'affaire doit être déférée au Conseil de Discipline dans le mois qui\nsuit la suspension. Si l'instruction de l’affaire l'exige ou si l'agent est\nincarcéré, les délais ci-dessus fixés peuvent être prorogés par\nl’employeur. En tout état de cause, le Conseil de Discipline devra, lors de\nsa réunion, faire connaître s’il est d'avis qu'il y a lieu de rembourser à\nl’agent la fraction de traitement dont il a été privé.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CONSEIL DE DISCIPLINE\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 39 \u003C\u002Fh3>\n\n\u003Cp>Le conseil de discipline comporte deux sections : \u003C\u002Fp>\n\n\u003Cp>- L’une pour les agents de la classe 1 à 10 inclusivement\u003C\u002Fp>\n\n\u003Cp>- L’une pour les agents de la classe 11 et au-dessus.\u003C\u002Fp>\n\n\u003Cp>Si plusieurs agents, employés, gradés ou cadres demandent à comparaître\ndevant le conseil de discipline pour une même affaire, leur cas pourra être\nexaminé d’accord parties, par un conseil de discipline commun qui devra\nalors rendre sa décision sur chacun des cas.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 40 \u003C\u002Fh3>\n\n\u003Cp>Chacune des deux sections du conseil de discipline est composée de six\nmembres, a savoir trois membres titulaires et trois membres suppléants\ndésignés par la Direction, trois membres titulaires et trois membres\nsuppléants élus par le personnel selon la procédure applicable aux\nélections des délégués du personnel.\u003C\u002Fp>\n\n\u003Cp>La durée du mandat des membres du conseil de discipline est de un an. Des\nnominations ou élections complémentaires sont possibles en cas de carence ou\nsi l’un des membres est lui- même traduit devant le conseil.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 41 \u003C\u002Fh3>\n\n\u003Cp>Le conseil fixe son règlement. Pour chaque séance est établi un\nprocès-verbal OÙ sont consignés les avis formulés par les représentants de\nla Direction et par les représentants du personnel. La présidence du conseil\nappartient à un des membres désignés par la Direction. Les membres du\nconseil de discipline émettent leur avis en commençant par les membres du\ngrade le moins élevé et te moins anciens dans chaque grade.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 42 \u003C\u002Fh3>\n\n\u003Cp>Les membres du conseil de discipline ont tout pouvoir pour examiner les\ndossiers personnels des comparants. Ils recevront communication de toutes les\npièces destinées à les documenter sur le cas qu’ils auront à examiner\nainsi que les dossiers constitués par la Direction ou son représentant, dix\njours calendaires avant ta date fixée pour la réunion du conseil de\ndiscipline.\u003C\u002Fp>\n\n\u003Cp>Si les membres du conseil estiment devoir se déplacer pour enquêter, les\nautorisations nécessaires doivent leur être données par la Direction et\ncette dernière prend ies frais de transport fet d hébergement et nourriture\nà sa charge. Toutefois, en vue de limiter les frais et d’éviter ies pertes\nde temps, les représentants du personnel désigneront deux d’entre eux pour\nprocéder aux enquêtes qui seraient jugées nécessaires.\u003C\u002Fp>\n\n\u003Cp>Avant que le conseil de discipline soit appelé à formuler son avis,\nl'agent qui a demandé sa comparution reçoit communication de toutes les\npièces relatives aux griefs articulés contre lui. Il reçoit communication\ndes notes professionnelles et autres documents.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 43 \u003C\u002Fh3>\n\n\u003Cp>Lors de sa réunion, le conseil de discipline ne peut formuler son avis que\ns il est au complet ; cet avis doit être formulé hors de la présence de\nl'agent et dans un délai maximum de dix jours calendaires à compter de la\ndate à laquelle le conseil a été saisi.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 44 \u003C\u002Fh3>\n\n\u003Cp>L'employeur peut révoquer, en dehors de toute procédure disciplinaire, les\nagents frappés par une condamnation judiciaire en raison de faits passibles de\npeine afflictive et infâmante, ou ayant commis des infractions réprimées par\nles lois en vigueur à Madagascar relatives à l’exercice de la profession de\nbanquier ou portant prohibition ou réglementation de l’exportation de\ncapitaux, des opérations de change et du commerce de l'or.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 45 \u003C\u002Fh3>\n\n\u003Cp>Si le jugement de condamnation est réformé ultérieurement, l'agent est\nconsidéré comme bénéficiant d’une suspension du contrat de travail telle\nqu’elle est prévue par les dispositions de l'article 25 de l’Ordonnance n0\n94-029 du 25 août 1995 portant Code du travail.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 46 \u003C\u002Fh3>\n\n\u003Cp>Si le conseil de discipline donne à la majorité des voix exprimées un\navis favorable à la mesure envisagée, celle-ci deviendra définitive.\u003C\u002Fp>\n\n\u003Cp>Sï la majorité des voix exprimées émet un avis défavorable à la mesure\nenvisagée, la Direction fourra se ranger à cet avis, et prononcera une autre\nsanction qui en tient compte.\u003C\u002Fp>\n\n\u003Cp>La majorité s’entend ici majorité simple.\u003C\u002Fp>\n\n\u003Cp>Si la Direction estime ne pas pouvoir se ranger à l'avis du conseil, qui\nest un organe consultatif, ou si les voix sont partagées, elle a le droit de\npasser outre.\u003C\u002Fp>\n\n\u003Cp>A chaque fin de séance de conseil de discipline, un procès-verbal est\ndressé par les parties, dont un exemplaire sera remis à l'agent qui est\nl'objet de la mesure.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE V : FORMATIONS PROFESSIONNELLES\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 47 \u003C\u002Fh3>\n\n\u003Cp>Au sein de l'Entreprise ou ailleurs mais pour son compte, sont organisés,\nsauf Impossibilité matérielle (professeurs, locaux ...) et en conformité des\nlois et décrets en vigueur, des cours professionnels.\u003C\u002Fp>\n\n\u003Cp>Sur les places où le nombre des employés ne justifierait pas\nl'organisation d’un enseignement professionnel local, les cours auront lieu\npar correspondance.\u003C\u002Fp>\n\n\u003Cp>L’entreprise s’efforcera de faciliter à son personnel le développement\nde sa formation professionnelle, en particulier il sera établi dans toute la\nmesure compatible avec les nécessités du service, un roulement pour les\nagents jugés aptes, leur permettant, de passer par les différents services de\nl'Entreprise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE VI : HYGIENE ET SECURITE\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 48 - Travail en sous-sol\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-healthandsafetypolicy\" class=\"cbaClause highlight\">\u003Cp>Sont exemptés du travail en sous-sol les agents qui en font la demande pour\nraison de santé sous réserve des justifications médicales d'usage.\u003C\u002Fp>\n\n\u003Cp>Tout le personnel travaillant de manière permanente dans les sous-sols est\nautorisé à quitter ion travail un quart d'heure au moins avant la fin de\nl’horaire normal en vigueur.\u003C\u002Fp>\n\n\u003Cp>Ii sera établi pour le personnel féminin de cette catégorie un roulement\nde manière à ce qu’une employée ne travaille pas dans les sous-sols plus\nde deux années par période n’excédant pas deux années consécutives.\nPendant la durée de cette interruption, l’employée doit être affectée à\nun travail dont la rémunération ne peut être inférieure à celle du travail\neffectué précédemment en sous-sol, indemnité spéciale de sous-sol non\ncomprise. Est dénommé sous-sol tout local dont le plancher est situé à un\nniveau inférieur du sol environnant, lorsqu’il n'est pas muni de fenêtres\nou autres ouvertures à châssis mobile ouvrant sur le dehors permettant de\nrenouveler l'air en quantité suffisante et de le maintenir dans l’état de\npureté nécessaire à la santé du personnel.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 49 - Travail des femmes enceintes et agents malades\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-breastfeeding_dangerouswork\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-pregnancy\" class=\"cbaClause highlight\">\u003Cp>L'employeur a l'obligation de se conformer aux prescriptions données par le\nmédecin agréé de l'Entreprise relatives aux conditions de travail que\nrequiert l'état de santé de tout agent malade et des femmes enceintes.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE VII : CONDITIONS DE TRAVAIL\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 50 - Horaire de travail\u003C\u002Fh3>\n\n\u003Cp>L’horaire hebdomadaire du travail que ce soit pour le personnel permanent\nou intermittent est axé en conformité des lois, décrets, arbitrages et\naccords collectifs en vigueur.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-bankholidays1\" class=\"cbaClause highlight\">\u003Cp>Les jours chômés, en raison des fêtes légales, usages locaux, de ponts\nou lendemains de fêtes légales mobiles tombant un dimanche, ne donnent pas\nlieu à récupération, sauf accord entre les parties signataires de la\nprésente Convention. Sont en outre chômées sans récupération, les\ndemi-veilles de fêtes légales dont la liste est agréée par l’Association\nProfessionnelle des Banques.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CONGES\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 51 - Congé annuel\u003C\u002Fh3>\n\n\u003Cp>Le personnel a droit à un congé annuel payé dont la durée est calculée\nau prorata de son femps de présence dans l'Entreprise. Les conditions\nd'attribution sont fixées conformément aux lois et décrets en vigueur.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-holidaysdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Cp>Les agents de l'Entreprise ont droit à un congé annuel de 30 jours\ncalendaires pour une année de service accomplie.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Chaque agent doit obligatoirement partir en congé annuel pendant au minimum\n15 jours, sans interruption, par an. Les jours qui lui restent sur le droit de\ncongé de l’année en cours peuvent être reportés sur ses droits de\nl’année suivante.\u003C\u002Fp>\n\n\u003Cp>Toutefois, un agent ne peut partir en congé pendant plus d’un mois\nd’affilée.\u003C\u002Fp>\n\n\u003Cp>Un embauché en cours d’année bénéficie dans le courant de l’année\nsuivante d’un congé dont la durée est calculée au prorata de son temps de\nprésence dans l’Entreprise pendant l’année précédente sur la base de 30\njours calendaires par an.\u003C\u002Fp>\n\n\u003Cp>Il en est de même pour le calcul des indemnités de congé allouées à un\nagent démissionnaire ou licencié.\u003C\u002Fp>\n\n\u003Cp>La période de congé est sujette à l’accord préalable de la\nDirection.\u003C\u002Fp>\n\n\u003Cp>Le mari et la femme travaillant tous deux dans l’Entreprise peuvent\nprendre leurs congés ensemble.\u003C\u002Fp>\n\n\u003Cp>Pans le cas où un surcroît de travail nécessiterait le rappel d’un\nagent en congé, il lui sera accordé ultérieurement deux jours ouvrés de\ncongé supplémentaire et ses frais de voyage aller et retour lui seront\nremboursés. Le remboursement éventuel des autres frais occasionnés par ce\nrappel fera l'objet d'un accord entre les parties.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 52 \u003C\u002Fh3>\n\n\u003Cp>Pour les travailleurs déplacés par décision d'affectation, des délais de\nroute nécessaires pour rejoindre le lieu d’embauche et prouvés par pièces\njustificatives peuvent être accordés dans la limite de cinq jours calendaires\npar an.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 53 - Allocation de congé\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-annleaveallowancedays1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-ANNLEAVE_trigger\" class=\"cbaClause highlight\">\u003Cp>L'employeur doit verser au travailleur pendant toute la durée du congé une\nallocation qui sera .au moins égale au douzième de salaire et de divers\néléments de rémunération définis à l’article 113 de la loi N° 94-029\ndu 25 août 1995 portant Code du Travail à l’exception des primes\nd’assiduité dont le travailleur bénéficiait au cours des douze mois ayant\nprécédé la date de départ en congé.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 54 - Permissions\u003C\u002Fh3>\n\n\u003Cp>Les congés de courte durée accordés notamment pour affaires de famille\nsont de :\u003C\u002Fp>\n\n\u003Cp>Mariage de l'employé: 8\u003C\u002Fp>\n\n\u003Cp>Mariage des ascendants: 2\u003C\u002Fp>\n\n\u003Cp>Mariage des descendants: 2\u003C\u002Fp>\n\n\u003Cp>Mariage des collatéraux (jusqu'au 3ème degré): 1\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleave\" class=\"cbaClause highlight\">\u003Cp>Naissance d'un enfant: 3\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Circoncision d'un enfant: 2\u003C\u002Fp>\n\n\u003Cp>Décès du conjoint ou d’un enfant: 4\u003C\u002Fp>\n\n\u003Cp>Décès père ou mère de l'employé ou du conjoint: 3\u003C\u002Fp>\n\n\u003Cp>Pécès des collatéraux (1er degré): 2\u003C\u002Fp>\n\n\u003Cp>Décès des collatéraux (2è et 3ème degré): 1\u003C\u002Fp>\n\n\u003Cp>Èxhumation'du conjoint, père ou mère de l'employé ou du conjoint,\nenfants: 2\u003C\u002Fp>\n\n\u003Cp>Déménagement: 2\u003C\u002Fp>\n\n\u003Cp>Veille et jour de tous examens professionnels\u003C\u002Fp>\n\n\u003Cp>Intervention chirurgicale du conjoint ou d’un enfant: 2\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le cumul des congés prévus pour le mariage de l'employé et pour le\ndéménagement est admis.\u003C\u002Fp>\n\n\u003Cp>Pour les agents titulaires, ces congés ne donnent lieu à aucune retenue\nsur les traitements, primes et indemnités exceptionnelles.\u003C\u002Fp>\n\n\u003Cp>Des délais de route nécessaire et prouvés par pièces justificatives\npeuvent être accordés qans la limite de 5 jours calendaires par an.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidpaternityleavepay\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidpaternityleavepayperc\" class=\"cbaClause highlight\">\u003Cp>Ces permissions ne donnent pas lieu à retenue sur le traitement et ses\naccessoires et ne se déduisent pas des congés annuels et du temps de service\nouvrant droit au congé. Elles ne peuvent dépasser dix jours par an, sauf le\ncas du mariage de l'employé où cette limite est portée à 18 jours.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 55 \u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-childcareleave\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-childcare\" class=\"cbaClause highlight\">\u003Cp>Huit jours calendaires par an de congé payé à plein traitement sont\naccordés pour soigner leur enfant à charge gravement malade aux dames, aux\npères veufs, séparés de corps ou divorcés et ayant la garde effective de\nl'enfant, produisant un bulletin médical et sous réserve dés vérifications\nd’usage.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 56 \u003C\u002Fh3>\n\n\u003Cp>Des congés sans solde ne dépassant pas 15 jours peuvent être accordés\naux dames pour soigner, en cas de maladie grave, leurs enfants, ascendants ou\nconjoint ainsi qu’aux veufs, séparés, divorcés, célibataires ayant des\nenfants ou ascendants à charge, sous réserve production d’un bulletin\nmédical et des vérifications d'usage.\u003C\u002Fp>\n\n\u003Cp>Des congés sans solde peuvent être exceptionnellement accordés en cas de\nmaladie grave de leur conjoint aux agents dont le médecin estime la présence\nnécessaire au chevet du malade\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 57 - Congés exceptionnels\u003C\u002Fh3>\n\n\u003Cp>Des congés exceptionnels de courte durée sont accordés, sur justification\naux titulaires d’un mandat syndical pour la participation aux réunions\ncorporatives, paritaires ou aux réunions désorganisations syndicales du\npersonnel signataires de la présente Convention ou pour la participation à\ndes démarches auprès des Pouvoirs Publics pour l’accomplissement d’une\nmission syndicale. Ces congés ne donnent lieu à aucune retenue sur les\ntraitements et leurs accessoires et ne peuvent en aucun cas être imputés sur\nles congés annuels.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 58 \u003C\u002Fh3>\n\n\u003Cp>Des congés sans solde renouvelables sont accordés aux agents titulaires\nd'un mandat législatif ou assimilé ou d’un mandat donné par une\norganisation syndicale et comportant l’obligation pour eux d’assurer une\npermanence. Les droits de ces agents à l’avancement, à l’ancienneté et\nà la retraite continuent à courir pendant la durée de leur congé.\u003C\u002Fp>\n\n\u003Cp>Les agents sont réintégrés dans leur emploi lorsque prend fin\nl’exercice de leur mandat ou de la tenue de permanence syndicale et les\nmesures nécessaires sont prises pour faciliter éventuellement leur\nréadaptation professionnelle ou leur recyclage.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 59 - Congé de maternité\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-paidmaternityleaveduration\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-jobsecuritymothers\" class=\"cbaClause highlight\">\u003Cp>En cas de mise en place d’un régime de sécurité sociale à Madagascar,\nles prestations journalières perçues au titre de la dite sécurité sociale\nseront déduites des allocations prévues du présent article.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-paidmaternityleavepayperc\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-paidmaternityleavepay\" class=\"cbaClause highlight\">\u003Cp>Les damés employées titulaires en état de grossesse qui bénéficient des\ndispositions des articles 98 et 99 de l'Ordonnance n° 94-029 du 25 août 1995\nportant Code du Travail reçoivent leur demi-salaire pendant les quatorze\nsemaines prévues à l'article 98, alinéa 2 de ce texte. Cette période peut\nêtre prolongée de trois semaines dans les conditions indiquées audit\narticle.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Les intéressés ont la faculté de demander en outre un congé de six mois\nsans solde pour allaiter l’enfant ou pour lui donner les premiers soins.\nElles sont ensuite réintégrées dans leur emploi avec les mêmes\navantages.\u003C\u002Fp>\n\n\u003Cp>Les dames employées non titulaires peuvent bénéficier d’un congé de\nmême durée si elles Comptent au moins neuf mois de service accomplis au jour\nde l’accouchement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>Article 60 - Congé de maladie\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight\">\u003Cp>Un agent ayant au moins un an d’ancienneté, atteint de maladie grave a\ndroit à une absence prolongée de trois mois renouvelables une seule fois, sur\navis circonstancié du médecin traitant de l’Entreprise ou à défaut, du\nmédecin agréé par la Direction.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En cas de mise en place d’un régime de sécurité sociale à Madagascar,\nles prestations journalières perçues au titre de la dite sécurité sociale\nseront déduites des allocations prévues au présent article.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 61 \u003C\u002Fh3>\n\n\u003Cp>Le bénéfice des dispositions qui précèdent est subordonné à la\nproduction d’un certificat médical délivré par le médecin traitant de\nl'Entreprise ou à défaut, par le médecin agréé.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 62 \u003C\u002Fh3>\n\n\u003Cp>L’agent ayant épuisé son droit d'absence prolongée prévue à\nl’article 59 ci-dessus et dont l’état de santé nécessiterait certains\nsoins complémentaires ou une convalescence, peut, sur sa demande, être mis en\ncongé sans solde. Sur production d’un certificat médical, ce congé est\nrenouvelable pendant une période de trois années.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 63 \u003C\u002Fh3>\n\n\u003Cp>Après un congé de maladie, l'agent dont la capacité de retravailler est\ndûment constatée par un certificat médical, est obligatoirement réintégré\ndans son emploi ou un emploi similaire et en principe, sur la même place ou\ntout au moins sur une place voisine sauf autre avis du médecin traitant de\nl’Entreprise ou du médecin agréé.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPITRE VIII : REMUNERATIONS\u003C\u002Fp>\n\n\u003Cp>REMUNERATION DU TRAVAIL\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 64 \u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-gender\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-eqpay\" class=\"cbaClause highlight\">\u003Cp>Les agents de l'Entreprise sont appointés au mois. A condition égale de\ntravail, classification professionnelle, d'ancienneté et de rendement, le\nsalaire est égal pour tous les agents quels que soient leur âge et sexe.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CLASSIFICATION DES EMPLOIS ET ELEMENTS DU TRAITEMENT DE BASE\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 65 \u003C\u002Fh3>\n\n\u003Cp>Les emplois sont classés d'après des coefficients hiérarchiques exprimés\nen feints dont l’échelle est donnée par le tableau annexé à la présente\nConvention.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-hourspweek\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cp>La base de rémunération s’entend pour une durée hebdomadaire de travail\nde 40 heures.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Le traitement de base est constitué de points correspondant au coefficient\nhiérarchique, de points d’ancienneté et éventuellement, de points de\nbonification dits “ Points personnels \".\u003C\u002Fp>\n\n\u003Cp>La valeur du point, identique pour tous les agents de la banque quel que\nsoit leur lieu d’affectation, est fixée sur une base définie annuellement\npar la Direction.\u003C\u002Fp>\n\n\u003Cp>Toutes modifications concernant le salaire ou ses composantes feront l'objet\nd’une note interne a diffuser largement auprès du Personnel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PRIME D’ANCIENNETE\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 66 \u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-longserviceallowanceperc1\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SENIOR_trigger\" class=\"cbaClause highlight\">\u003Cp> Il est attribué à tout agent des points d’ancienneté dont la valeur\nest égale à 1 % du nombre de points “ coefficient hiérarchique “ par\nannée de service dans la profession (4 après 1 an).\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 67 \u003C\u002Fh3>\n\n\u003Cp>Des points de bonification destinés à tenir compte de la qualité\nprofessionnelle peuvent être accordés sans limitation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>HEURES SUPPLEMENTAIRES\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 68 \u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp> Les heures supplémentaires effectuées par les employés sont accomplies\net rémunérées dans les conditions fixées par la législation en vigueur.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sont considérées comme heures de nuit, les horaires compris entre 22\nheures et 05 heures le lendemain.\u003C\u002Fp>\n\n\u003Cp>Tout agent retenu au travail au-delà de 20 heures et dûment autorisé doit\nêtre transporté à la Charge de l’Entreprise ou à défaut, indemnisé des\nfrais de transport. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AVANTAGES ET ACCESSOIRES - TREIZIEME MOIS\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 69 \u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-ONCERISE_trigger\" class=\"cbaClause highlight\">\u003Cp>Le 13ème mois ne pourra être, réserve faite de l'application des\ndispositions de l’article 33, inférieur à 1 mois d’appointements\nbruts.\u003C\u002Fp>\n\n\u003Cp>Le traitement brut qui sert de base au calcul du 13ème mois est celui que\nl’entreprise doit à l’agent pour le mois précédant le paiement (ou en\ncas de licenciement, celui que l’Entreprise doit pour le dernier mois de\ntravail effectué). Ce traitement s’entend sans déductions autres que les\ncotisations dues aux organismes de retraite.\u003C\u002Fp>\n\n\u003Cp>Le 13ème mois est dû à tout agent travaillant de façon permanente\nqu’il soit titulaire ou en période de formation-adaptation.\u003C\u002Fp>\n\n\u003Cp>L’agent démissionnaire en cours d'année a droit à la part de 13 ème\nmois acquise au prorata du nombre de journées de l'année ayant comporté\nl'attribution d’un traitement plein.\u003C\u002Fp>\n\n\u003Cp>En ce qui concerne l'agent révoqué, le Conseil de Discipline devra\npréciser dans l’avis qu'il est appelé à donner, conformément aux\ndispositions de l'article 45 supra, s’il estime que I agent peut ou non\nprétendre au 13ème mois calculé comme à l’alinéa ci-dessus.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>REMUNERATION AU MERITE\u003C\u002Fp>\n\n\u003Cp>Une rémunération au mérite, sur la base d’une évaluation périodique\nsera considérée pour chaque membre du personnel sous forme :\u003C\u002Fp>\n\n\u003Cp>*De reclassification\u003C\u002Fp>\n\n\u003Cp>*Ou d’attribution de points personnels\u003C\u002Fp>\n\n\u003Cp>*Ou d’octroi de prime individuelle dont la fixation du montant est\nlaissée à la discrétion de la Direction Générale\u003C\u002Fp>\n\n\u003Cp>ACCESSOIRES - PRIME DE FIN DE CARRIERE\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 70 \u003C\u002Fh3>\n\n\u003Cp> Il est attribué à tout agent atteignant l’âge de la retraite une prime\ndite “ de fin de arrière “ dont le taux est fixé comme suit :\u003C\u002Fp>\n\n\u003Cp>Moins de 10 ans de service : 1\u002F5 de mois de traitement par année de\nservice\u003C\u002Fp>\n\n\u003Cp>A partir de 10 ans de service : 3 mois de traitement\u003C\u002Fp>\n\n\u003Cp>A partir de 15 ans de service : 4 mois de traitement\u003C\u002Fp>\n\n\u003Cp>A partir de 20 ans de service : 6 mois de traitement\u003C\u002Fp>\n\n\u003Cp>A partir de 25 ans de service : 7 mois de traitement\u003C\u002Fp>\n\n\u003Cp>A partir de 30 ans de service : 8 mois de traitement\u003C\u002Fp>\n\n\u003Cp>A partir de 35 ans de service : 9 mois de traitement\u003C\u002Fp>\n\n\u003Cp>A partir de 40 ans de service : 10 mois de traitement\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Chaque année entière de service excédant la durée prévue aux échelons\nci-dessus donne à 1\u002F5 de mois supplémentaire.\u003C\u002Fp>\n\n\u003Cp>Cette allocation est basée sur le dernier mois de traitement mensuel brut\nversé à l’intéressé indemnités comprises)\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 71 \u003C\u002Fh3>\n\n\u003Cp>Il est alloué à tout agent titulaire une prime d'anniversaire calculée\ncomme suit : ‘ 10 ans d’ancienneté = 1\u002F4 de l'appointement fixe\u003C\u002Fp>\n\n\u003Cp>*15 ans d’ancienneté = 1\u002F3 de l'appointement fixe\u003C\u002Fp>\n\n\u003Cp>*20 ans d'ancienneté = 1\u002F2 de l'appointement fixe *25 ans d'ancienneté =\n1\u002F1 de l’appointement fixe - î 30 ans d'ancienneté = 3\u002F2 de l'appointement\nfixe\u003C\u002Fp>\n\n\u003Cp>*35 ans d’ancienneté = 4\u002F2 de l’appointement fixe\u003C\u002Fp>\n\n\u003Cp>*40 ans d’ancienneté = 5\u002F2 de l'appointement fixe\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>INDEMNITES\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 72 - Frais de déplacement\u003C\u002Fh3>\n\n\u003Cp>Tous les frais inhérents à un déplacement prononcé pour les besoins de\nl’exploitation ainsi que les frais de déplacement pour congé annuel, une\nfois par an, sauf cas exceptionnel, de l’intéressé et de sa famille, sont\nà la charge de l’employeur pourvu qu’ils fassent l’objet de\nfortification et qu’ils soient engagés avec l'accord de la Direction.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 73 - Voyages et transports\u003C\u002Fh3>\n\n\u003Cp>Si un agent est déplacé d’une province à une autre ou à l’Extérieur\nde Madagascar pour raison de service, pendant une durée ne dépassant pas 12\nmois, tous frais de déplacement et logement y afférents sont à la charge de\nl’Entreprise si la durée dépasse trois mois.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>CHAPIRE IX : AVANCEMENT\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 74 \u003C\u002Fh3>\n\n\u003Cp>L'avancement à tous les degrés de la hiérarchie est commandé par\nl’intérêt de l’entreprise et celui de l'employé, compte tenu notamment\nde son ancienneté dans le service, et dans l’Entreprise, de ses qualités\nprofessionnelles, des résultats de son travail, de leur altitude au\ncommandement en ce qui concerne les gradés et les cadres sans qu'il soit tenu\ncompte d'aucune autre considération.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 75 - Notes professionnelles\u003C\u002Fh3>\n\n\u003Cp>Tout agent a le droit sur sa demande à l'occasion de l'établissement des\nnotes professionnelles d’être informé de l’appréciation de ses services\ntelle qu’elle est retenue par ses supérieurs hiérarchiques.\u003C\u002Fp>\n\n\u003Cp>Les agents ont le droit de demander communication-de leurs notes auprès de\nleur supérieur hiérarchique ; ce dernier a l’obligation de commenter les\nnotes s'il entend formuler des observations particulières à l'endroit de\nl'agent. La forme de ces communications doit revêtir le caractère d’un\nentretien.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 76 - Changement d’emploi\u003C\u002Fh3>\n\n\u003Cp>L’employé, le gradé ou le cadre qui a été affecté à un emploi\ninférieur à celui de son grade u de son précédent emploi, conserve dans\ncette situation sa classification et la rémunération afférente à cette\nclassification.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 77 - Requêtes et réclamations\u003C\u002Fh3>\n\n\u003Cp>Direction ou le Chef d’Unité désigné à cet effet peut recevoir\nindividuellement tout agent qui en fait la demande.\u003C\u002Fp>\n\n\u003Cp>Cette disposition ne fait pas échec au droit, pour les employés, les\ngradés et les cadres de faire représenter par les délégués du personnel ou\nles représentants des sections syndicales.\u003C\u002Fp>\n\n\u003Cp>Les délégués du personnel sont reçus par la Direction ou par le Chef\nd’Unité désigné à cet effet, à intervalle régulier et au minimum une\nfois par trimestre.\u003C\u002Fp>\n\n\u003Cp>En dehors des réceptions périodiques, les délégués sont reçus en cas\nd’urgence sur leur demande.\u003C\u002Fp>\n\n\u003Cp>Conformément à la loi, ils pourront, à leur demande, se faire assister de\ndélégués syndicaux.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>'Pour la Bank of Africa Madagascar\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le Directeur Général\u003C\u002Fp>\n\n\u003Cp>M. Bernard HAIZET\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pour l’intersyndicale de BOA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>RASOLOMAHATRATRA Taratrinihafa\u003C\u002Fp>\n\n\u003Cp>RAMAROSANDRATANA Louis de Gonzague\u003C\u002Fp>\n\n\u003Cp>RAJ AOBARIMAN AN A Alphonse RAZAFINDRAIBE Romule\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-jobclassifaction1\" class=\"cbaClause highlight focus\">\u003Cp>CLASSIFICATION PROFESSIONNELLE ET COEFFICIENTS HIERARCHIQUES\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>Désignation des travaux effectués\u003C\u002Ftd>\n      \u003Ctd>Classe\u003C\u002Ftd>\n      \u003Ctd>Echelon\u003C\u002Ftd>\n      \u003Ctd>Coefficient de base\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORIE 1\n\n        \u003Cp>Travailleurs manuels et personnel de Service\u003C\u002Fp>\n\n        \u003Cp>- Veilleur de nuit \u003C\u002Fp>\n\n        \u003Cp>- Gardiens\u003C\u002Fp>\n\n        \u003Cp>- Manutentionnaires et homme de corvée ;\u003C\u002Fp>\n\n        \u003Cp>- ouvriers manuels non qualifiés ‘Plantons Jardiniers- Personnel\n        de nettoyage\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1021\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- Garçon de bureau recevant la clientèle, assurant la liaison entre\n        les différents services, des tâches de classement, de tri et\n        expédition de courrier\n\n        \u003Cp>- Ouvriers manuels qualifiés\u003C\u002Fp>\n\n        \u003Cp>- Chauffeurs qualifiés\u003C\u002Fp>\n\n        \u003Cp>- Agents de la classe 1 promus\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1083\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- Agents de la classe 2 promus\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1151\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORIE II\n\n        \u003Cp>Employés\u003C\u002Fp>\n\n        \u003Cp>- Employés débutant dans la profession à l’essai pendant une\n        période de 3 mois à l’exception des agents spécialisés.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1155\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Employés non spécialisés dont la période d'essai a été\n        concluante.\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1206\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- Agents d'exécution non spécialisés ayant acquis une connaissance\n        suffi-sante du service ou de la partie du service où ils sont\n        occupés, à la titularisation après un an dans la profession \n\n        \u003Cp>- Agents spécialisés non confirmés ; sténodactylo débutante\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1281\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- Agents remplissant les mêmes conditions que ci-dessus mais dont la\n        formation comptable est suffisante pour effectuer des travaux assez\n        importants sans comporter de responsabilités particulières\n      \u003C\u002Ftd>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1383\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- Sténo dactylos confirmés\n\n        \u003Cp>- Agents occupant un emploi nécessitant de bonnes connaissances\n        bancaires fou professionnelles même limitées à un service et\n        appelés à prendre des initiatives sous l’autorité de leur chef\n        direct \u003C\u002Fp>\n\n        \u003Cp>- Opérateurs informatiques non confirmés\u003C\u002Fp>\n\n        \u003Cp>- Sténo dactylos très qualifiés\u003C\u002Fp>\n\n        \u003Cp>- Agents accomplissant des travaux complexes nécessitant des\n        connaissances approfondies dans une branche ' spécialisée\u003C\u002Fp>\n\n        \u003Cp>- Agents titulaires du BAE Banque\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>8\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1528\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- Employés qui possèdent les connaissances pratiques des\n        principales opérations d’un ou plusieurs services\n\n        \u003Cp>- Agents polyvalents accomplissant des travaux nécessitant une\n        certaine initiative et des connaissances bancaires ou techniques\n        appropriées\u003C\u002Fp>\n\n        \u003Cp>- Agents désignés parmi les titulaires de la classe 8 faisant\n        preuve d’une compétence telle qu’ils soient investis en permanence\n        d’une part de responsabilité dans la conduite de leur travail\u003C\u002Fp>\n\n        \u003Cp>- Sténo dactylos désignés parmi les titulaires de la classe 8,\n        prenant une part de responsabilité dans la conduite de leur travail\u003C\u002Fp>\n\n        \u003Cp>- Opérateurs informatiques confirmés\u003C\u002Fp>\n\n        \u003Cp>- Programmeurs capables de mettre au point des programmes simples\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>9\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1598\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- Agents ayant une connaissance approfondie d’un service\n\n        \u003Cp>- Agents ayant une connaissance pratique complète des opérations\n        de transfert, de crédit documentaire, de change ou de bourse, des\n        opérations courantes de contentieux\u003C\u002Fp>\n\n        \u003Cp>- Agents chargés, sous l’autorité de leur chef, de la\n        distribution des tâches et de la surveillance de leur exécution,\n        capables de suppléer un agent titulaire de la classe 11 pendant\n        quelques semaines\u003C\u002Fp>\n\n        \u003Cp>- Opérateurs hautement qualifiés aptes à assumer la formation des\n        débutants\u003C\u002Fp>\n\n        \u003Cp>- Programmeurs confirmés\u003C\u002Fp>\n\n        \u003Cp>- Agents capables de rédiger de leur propre initiative la\n        correspondance bancaire avec la clientèle notamment\u003C\u002Fp>\n\n        \u003Cp>- Exploitants confirmés pouvant effectuer des démarches courantes\n        de\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1683\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>lCATEGORIE III\u003C\u002Fp>\n\n        \u003Cp>Employés gradés\u003C\u002Fp>\n\n        \u003Cp>- Agents gradés exerçant d'une façon permanente un commandement\n        sur plusieurs employés spécialisés ou non et assurant le rendement\n        de leur équipe en .général sous les ordres d’un gradé d’une\n        filasse supérieure ou qui font preuve de Connaissances techniques\n        particulières leur permettant notamment de tenir un poste d'étude.\u003C\u002Fp>\n\n        \u003Cp>- Programmeurs confirmés capables d’établir intégralement\n        l’ordinogramme d’un programme d’importance moyenne, d’écrire\n        les instructions, confectionner des jeux d’essais et des cartes de\n        Contrôle et d’apporter aux programmes les corrections nécessaires.\n        Agents confirmés capables de donner à un ensemble électronique\n        complexe des ordres d’exécution simultanée de pro-grammes, d’en\n        interpréter les messages et prendre les décisions nécessaires en cas\n        d’incident.\u003C\u002Fp>\n\n        \u003Cp>- Agents gradés confirmés dans l’exploitation et désignés\n        parmi les titulaires de la classe 10\u003C\u002Fp>\n\n        \u003Cp>- Agents titulaires du Brevet Professionnel ou BAM de banque\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1794\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- Agents occupant d’une façon permanente une fonction de conduite\n        de personnel nécessitant des connaissances professionnelles\n        approfondies et comportant une part d’initiative permettant\n        d’interpréter les instructions de leur chef direct .\n\n        \u003Cp>- Agents faisant preuve de technicité dans une branche\n        spécialisée leur permettant notamment de réaliser des études\n        complexes.\u003C\u002Fp>\n\n        \u003Cp>- Programmeurs capables d’assurer la mise au point définitive des\n        programmes complexes ou d’assumer la responsabilité des travaux\n        d’un groupe de programmeurs.\u003C\u002Fp>\n\n        \u003Cp>- Gradés d'exploitation joignant à une pratique éprouvée de\n        leurs fonctions des connaissances professionnelles approfondies.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1903\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORIE IV\n\n        \u003Cp>Cadres\u003C\u002Fp>\n\n        \u003Cp>- Agents cadres commerciaux ou tech-niques assurant une fonction\n        d'autorité d'étude, de conseil ou de contrôle par délégation\n        directe d'un agent de classe plus élevée ou assurant la gestion\n        d’un établissement distinct du Siège de l’entreprise et de petite\n        importance\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>13\u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\">1\u003C\u002Ftd>\n      \u003Ctd>2102\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- Agents titulaires du diplôme de l’ITB\n\n        \u003Cp>- Cadres administratifs commerciaux ou fëçhniques assurant une\n        fonction d’autorité, d’étude, de conseil ou de contrôlé: par\n        délégation directe d'un cadre de classe plus élevée ou assurant la\n        gestion d'un établissement distinct du siège de l’entreprise et de\n        plus forte importance que dans le cas prévu à la classe 13 \u003C\u002Fp>\n\n        \u003Cp>- Cadres ayant acquis une haute technicité dans l’exploitation\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>2169\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cadres qui ont été distingués parmi les titulaires du coefficient\n        2169\u003C\u002Ftd>\n      \u003Ctd>14\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>2244\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cadres administratifs commerciaux ou techniques placés sous les\n        ordres d'un cadre de classe plus élevée ou gèrent un établissement\n        distinct du siège de l’entreprise plus important que dans le ;cas\n        prévu dans la classe 14, ou qui font la preuve de connaissance\n        technique étendue notamment dans des postes d’étude.\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>2360\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>CATEGORIE V \n\n        \u003Cp>Cadres\u003C\u002Fp>\n\n        \u003Cp>Cadres de compétence, chargés de poursuivre des études complexes\n        néces-sitant une technicité éprouvée, impliquant des décisions et\n        des prises de Responsabilité\u003C\u002Fp>\n\n        \u003Cp>Cadres d’exploitation, responsables d’un secteur d'activité\n        important.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>2478\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- Cadres d'autorité assumant la charge d'un secteur important de\n        l’entreprise.\n\n        \u003Cp>- Cadres de compétence choisis parmi les titulaires du coefficient\n        2478 \u003C\u002Fp>\n\n        \u003Cp>- Cadres d'exploitation, responsables d'un secteur d'activités\n        important ou gérant un établissement distinct du Siège de\n        l'entreprise et très important.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>16\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>2588\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cadres qui occupent des fonctions hiérarchiques plus élevées que\n        celles rangées dans les classes précédentes soit que leur situation\n        leur donne commandement sur un ou plusieurs cadres de la classe 16,\n        définies ci-dessus, soit que leur situation exige une valeur technique\n        élevée et une responsabilité étendue ou Soit justifiée par la\n        nécessités de la coordination de plusieurs services importants\u003C\u002Ftd>\n      \u003Ctd>16\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>2717\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Membres d'Etat-major de Direction Générale responsables de\n        plusieurs services importants et appelés à exercer leurs fonctions\n        dans le domaine de l’organisation, de la conception et de la\n        prospective ou responsables de la gestion des Engagements, de\n        l'animation et de la coordination de l’exploitation pour l’ensemble\n        de L'Etablissement.\u003C\u002Ftd>\n      \u003Ctd>17\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>2893\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Cadres hors catégorie : rémunération à définir dans chaque cas\n        particulier\u003C\u002Ftd>\n      \u003Ctd>H.C\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable style=\"width: 100%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ANNEXE a la CONVENTION D’ETABLISSEMENT\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>EXTRAIT DU JORM N° 575 DU 3 FEVRIER 1968 - PAGE 263\u003C\u002Fp>\n\n\u003Cp>ARRETE n° 421 Fixant le mode d’élection et le statut Des délégués du\nPersonnel dans les Entreprises\u003C\u002Fp>\n\n\u003Cp>Le Vice-Président du Gouvernement, Ministre du Travail et des lois\nSociales,\u003C\u002Fp>\n\n\u003Cp>Vu la constitution ;\u003C\u002Fp>\n\n\u003Cp>Vu l’ordonnance n“ 60-119 du 1er octobre 1960 portant Code du Travail,\nnotamment son article 107 ;\u003C\u002Fp>\n\n\u003Cp>Vu l’arrêté n° 00482 du 18 février 1964 relatif aux délégués du\npersonnel ;\u003C\u002Fp>\n\n\u003Cp>Vu l'avis exprimé par le Conseil National du Travail en sa séance du 3\nnovembre 1967,\u003C\u002Fp>\n\n\u003Cp>Arrête :\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE PREMIER : Des délégués du personnel sont obligatoirement élus\ndans tout Etablissement où se trouvent employés plus de dix travailleurs.\u003C\u002Fp>\n\n\u003Cp>Au sens du présent arrêté, l’établissement s'entend d’un groupe de\npersonnes travaillant sous ((autorité d'un ou de plusieurs représentants\nd'une même autorité directrice, personne physique ou morale, publique ou\nprivée. L’Etablissement est caractérisé par l’exercice d'une activité\ncollective en un lieu donné, le mot lieu étant employé dans le sens\nd’usine ou de local ou de chantier de travail ou de point de rassemblement\ndes travailleurs et non dans le sens de ville ou de circonscription.\u003C\u002Fp>\n\n\u003Cp>L’entreprise est une organisation économique de forme juridique\ndéterminée (propriété individuelle ou collective) constituée pour une\nproduction de biens destinés à la vente ou à la fourniture de services\nrémunérés. Une entreprise peut donc comprendre un ou plusieurs\nEtablissements.\u003C\u002Fp>\n\n\u003Cp>Un Etablissement donné relève toujours d'une Entreprise.\u003C\u002Fp>\n\n\u003Cp>Un Etablissement unique et indépendant constitue à la fois une entreprise\net un Etablissement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 2 : Le nombre des délégués du personnel à élire est fixé comme\nsuit :\u003C\u002Fp>\n\n\u003Cp>-De onze à trente travailleurs : un délégué titulaire et un délégué\nsuppléant ;\u003C\u002Fp>\n\n\u003Cp>-De trente et un à soixante travailleurs : deux délégués titulaires et\ndeux suppléants ;\u003C\u002Fp>\n\n\u003Cp>-De soixante et un à deux cents travailleurs : trois délégués titulaires\net trois suppléants ;\u003C\u002Fp>\n\n\u003Cp>-De deux cent un à quatre cents travailleurs : quatre délégués\ntitulaires et quatre suppléants\u003C\u002Fp>\n\n\u003Cp>-De quatre cent un à mille travailleurs : cinq délégués titulaires et\ncinq suppléants ;\u003C\u002Fp>\n\n\u003Cp>-Au-delà : un délégué titulaire et un suppléant en plus par tranche de\ncinq cents travailleurs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 3 : L’effectif à prendre en considération est celui des\ntravailleurs occupés habituellement dans l'établissement, en y comprenant\n:\u003C\u002Fp>\n\n\u003Cp>-les apprentis ;\u003C\u002Fp>\n\n\u003Cp>-les travailleurs engagés à l'essai,\u003C\u002Fp>\n\n\u003Cp>-les travailleurs engagés ou rémunérés à l'heure ou à la journée,\nmais totalisant au cours de l’année au moins l’équivalent de six mois de\ntravail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ELECTION DES DELEGUES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 4 : Les délégués sont élus au sein de chaque établissement sur\ndes listes établies par les organisations syndicales les plus représentatives\nou à défaut, par les membres du personnel eux-mêmes.\u003C\u002Fp>\n\n\u003Cp>Le personnel est réparti en deux collèges électoraux, groupant :\u003C\u002Fp>\n\n\u003Cp>Le premier : les apprentis, ouvriers et employés ;\u003C\u002Fp>\n\n\u003Cp>Le second : les agents de maîtrise, les ingénieurs et chef de Service.\u003C\u002Fp>\n\n\u003Cp>Au-dessus d'un effectif de cinq cents travailleurs, le premier collège est\ndédoublé pour permettre une représentation distincte des ouvriers, d’une\npart, des employés d’autre part. la répartition du personnel dans les\ncollèges et la répartition des mandats de délégués entre Collèges font\nl’objet d'un accord préalable entre le chef d’établissement et la ou les\norganisations syndicales intéressées.\u003C\u002Fp>\n\n\u003Cp>Dans le cas où cet accord est impossible, l’inspecteur du Travail et des\nLois Sociales du ressort où le sous-préfet en décide.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 5 : Sont électeurs les travailleurs des deux sexes, âgés de\ndix-huit ans accomplis, ayant travaillé six mois au moins dans\nl’établissement ou l’entreprise dont relève l'établissement, et\nn’ayant pas été condamné pour crime ou délit à une peine privative de\nliberté avec OU sans sursis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 6 : Sont éligibles dans leur collège, les travailleurs citoyens\nmalgaches, remplissant les conditions pour être électeurs et qui ont\ntravaillé dans I établissement ou I entreprise pendant douze mois au\nmoins.\u003C\u002Fp>\n\n\u003Cp>Les travailleurs citoyens d’un des Etats de l'organisation commune\nafricaine et malgache ou citoyens français sont éligibles s’ils justifient,\nen plus de conditions exigées des citoyens malgaches, d'un séjour à\nMadagascar d’au moins deux ans, compte non tenu des absences éventuelles\npour congés payés normaux.\u003C\u002Fp>\n\n\u003Cp>Les parents et alliés du chef de l’établissement ou du chef de\nl’entreprise, jusqu'au troisième degré sont inéligibles.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 7 : L’inspecteur du Travail et des Lois Sociales peut réduire les\nconditions d'ancienneté dans l’établissement ou l'entreprise prévue par\nles articles 5 et 6, dans le cas où leur application aurait pour effet de\nréduire à moins du tiers de l’effectif le nombre des salariés remplissant\nces conditions dans chaque collège.\u003C\u002Fp>\n\n\u003Cp>Aucune ancienneté n’est requise dans le cas des établissements\nnouvellement créés.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLES 8 : L’élection des délégués du personnel a lieu chaque année\ndans le mois qui précède l’expiration du mandat des délégués\nsortants.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 9 : Le vote a lieu dans l’établissement pendant les heures de\ntravail.\u003C\u002Fp>\n\n\u003Cp>Le jour, le lieu, les heures d’ouverture et de fermeture du scrutin sont\ndéfinitivement fixées par le chef de l’établissement ou son représentant\nen accord avec les organisations syndicales s’il en existe. Ces indications\nsont annoncées quinze jours au moins avant la date du scru¬tin par un avis\naffiché par les soins du chef de l’établissement ou de son représentant\naux emplacements habituellement réservés pour les avis donnés au\npersonnel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Les listes de candidats établies par les organisations syndicales les plus\nreprésentatives de l’établissement sont affichées par les soins du chef\nd’établissement ou de son représentant dix jours au moins avant la date du\nscrutin aux mêmes emplacements que l’avis du scrutin. Ces listes doivent\nfaire connaître les noms, prénoms, âge et durée des services des candidats\nainsi que les syndicats qui les représentent.\u003C\u002Fp>\n\n\u003Cp>Les travailleurs que leur occupation hors de l'établissement empêche de\nprendre part au scrutin, ceux qui sont en congé ou dont le contrat est\nsuspendu, peuvent voter par procuration de l’etablissement ou par\ncorrespondance \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 10 : S'il n’existe pas d’organisation syndicale suffisamment\nreprésentative au sein e(e l'établissement ou du collège électoral, ou si\nles organisations syndicales n’exercent pas leurs droits par l’affichage\nprévu au troisième alinéa de l’article 9 ci-dessus, cette carence est\nConstatée par l’inspecteur du Travail et des Lois Sociales, ou par le\nsous-préfet, qui autorise le vote pour des candidats non présentés par les\norganisations syndicales.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 11 : L’élection a lieu au scrutin secret et sous enveloppe.\u003C\u002Fp>\n\n\u003Cp>Ilest procédé à un seul vote par collège, sur la ou les listes de\ncandidatures jumelées, pour les délégués titulaires et les délégués\nsuppléants.\u003C\u002Fp>\n\n\u003Cp>Seuls sont valables les votes allant à l’une des listes régulièrement\nétablies. Le panachage est interdit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 12 : Dans les établissements occupant de 11 à 60 travailleurs, le\nscrutin est de liste et à un tour.\u003C\u002Fp>\n\n\u003Cp>Est élue la liste qui a recueilli le plus grand nombre de voix à la\ncondition que ce nombre soit au moins égal au tiers du nombre des électeurs\ninscrits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Si aucune liste n’obtient le nombre de voix indiqué ci-dessus ou si deux\nlistes arrivent a égalité de voix, de nouvelles élections seront organisées\nà l'expiration d’un délai de deux mois.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 13 : Dans les établissements groupant plus de 60 travailleurs, le\nscrutin est de liste à deux tours avec représentation proportionnelle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Si au premier tour du scrutin, le nombre de suffrages valablement exprimés\nest inférieur à la moitié du nombre des électeurs inscrits, il sera\nprocédé dans un délai d'un mois à un second tour de scrutin pour lequel les\nélecteurs pourront voter pour des listes autres que celles présentées au\npremier tour, la constitution de ces nouvelles listes étant laissée à la\nlibre initiative des membres du collège électoral ; elles sont également\nsoumises à la publicité prévue à l'article 9 ci-dessus.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le nombre de sièges attribués aux listes en présence, est proportionnel\nau nombre de voix obtenues par chacune d'elles ; la répartition des sièges ne\nrésultant pas de la partie entière du quotient s’effectue par ordre\nd'importance décroissante de la partie du quotient inférieure à l'unité.\u003C\u002Fp>\n\n\u003Cp>Dans le cas où deux listes ont recueilli le même nombre de voix et où il\nne reste qu'un siège à pourvoir, ledit siège est attribué au plus âgé des\ndeux candidats en balance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 14 : Le chef d'établissement est responsable de l’organisation\ndes élections, notamment de la constitution du bureau de vote, de la\nfourniture des bulletins et enveloppes, de l'installation des urnes et des\nisoloirs, de la rédaction du procès-verbal.\u003C\u002Fp>\n\n\u003Cp>Le chef d'établissement ou son représentant préside le bureau de vote où\nil est assisté d'un représentant non candidat de chacune des listes en\nprésence. Les membres du bureau sont présents pendant toutes les opérations\nde vote et au dépouillement du scrutin. Les résultats sont immédiatement\nproclamés et affichés par le président du bureau qui en dresse procès-\nverbal signé de lui et de ses assistants.\u003C\u002Fp>\n\n\u003Cp>Deux exemplaires du procès-verbal sont immédiatement envoyés par le chef\nd'établissement à l’inspecteur du Travail et des Lois Sociales du ressort,\nlequel en transmet un au sous-préfet intéressé.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>EXERCICES DES FONCTIONS DES DELEGUES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 15 : Le chef d'établissement est tenu de laisser aux délégués\ntitulaires du personnel, dans les limites d’une durée qui, sauf\ncirconstances exceptionnelles, ne peut excéder quinze heures par mois, le\ntemps nécessaire à l’exercice de leurs fonctions.\u003C\u002Fp>\n\n\u003Cp>Ce temps leur est payé comme temps de travail et rémunéré au tarif\nnormal même s'il est pris d’accord parties en dehors de la durée légale de\ntravail ou considérée comme équivalente à la durée légale. Il doit être\nutilisé exclusivement aux tâches afférentes à l’activité du délégué\ndu personnel telles qu’elles sont définies à l’article III du Code du\nTravail.\u003C\u002Fp>\n\n\u003Cp>En cas de circonstances exceptionnelles justifiées notamment par\nl’étendue de rétablissement et la dispersion du personnel, il pourra être\ndérogé à la durée de quinze heures par mois\u003C\u002Fp>\n\n\u003Cp>prévue au paragraphe précédent par décision du Chef de la province, sur\nproposition de Inspecteur Provincial du Travail et des Lois Sociales.\u003C\u002Fp>\n\n\u003Cp>Les délégués peuvent faire afficher, après visa du chef d'établissement\net à l’exclusion de tout autre document, les renseignements qu’ils ont\npour rôle de porter à la connaissance du personnel, d'une part sur les\nemplacements obligatoirement prévus et destinés aux communications syndicales\net d'autre part dans les locaux où se fait l’embauchage, à l'exclusion des\nchantiers, campements et installations temporaires. Si l'employeur refuse son\nvisa, l’inspecteur du Travail et des Lois Sociales pourra être saisi et\ndécidera.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 16 : Les délégués sont reçus collectivement par l’employeur ou\nson représentant au moins une fois par mois. Ils sont en outre reçus,\ncollectivement ou par collège, en cas d’urgence, sur leur demande ou à\nl’initiative de l'employeur.\u003C\u002Fp>\n\n\u003Cp>Dans tous les cas, les délégués suppléants peuvent assister avec les\ndélégués titulaires aux réunions avec les employeurs.\u003C\u002Fp>\n\n\u003Cp>Dans les cas où les questions soumises par les délégués du personnel au\nchef d’établissement seraient du ressort d’une décision du conseil\nd’administration ou d’une direction générale hors du siège de\nl’établissement, le directeur de celui-ci en sera particulièrement saisi\npar lettre recommandée et disposera d’un délai de deux mois à dater de sa\nréception pour apporter la réponse de l’entreprise aux questions posées,\nsous forme d’une copie certifiée conforme de la décision qui lui aurait\nété adressée par ses commettants.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 17 : Sauf circonstances exceptionnelles, les délégués remettent\nau chef d’établissement ou à son représentant, deux jours avant la date\noù ils doivent être reçus une note écrite exposant sommairement l’objet\nde leur demande. Copie de cette note est transcrite à la diligence du chef\nd’établissement sur un registre spécial, sur lequel doit être également\nmentionnée, dans un délai n’excédant pas sept jours, la réponse à cette\nnote.\u003C\u002Fp>\n\n\u003Cp>Ce registre doit être tenu, pendant les heures de travail, un jour ouvrable\npar quinzaine, à la disposition des travailleurs de l'établissement qui\ndésirent en prendre connaissance.\u003C\u002Fp>\n\n\u003Cp>Ildoit être également tenu en permanence à la disposition de\nl’inspecteur du Travail et des Lois Sociales ou son représentant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 18 : Les circonstances exceptionnelles supprimant l’obligation du\npréavis de deux jours pour la réception des délégués du personnel par le\nchef d’établissement doivent s’entendre :\u003C\u002Fp>\n\n\u003Cp>-soit de circonstances relatives à la réclamation, telles que l’urgence\nde la demande (l’ins¬tallation d’un dispositif de sécurité après un\naccident du travail par exemple) \u003C\u002Fp>\n\n\u003Cp>-soit de circonstances intéressant le climat social de l'entreprise, telles\nque l’imminence d’un trouble grave dans l’établissement ou la\nnécessité de rétablir l’entente entre employeur et tra-vailleurs.\u003C\u002Fp>\n\n\u003Cp>: Dans tous les cas, la demande d’audience devra rester compatible avec le\nrespect des pré¬rogatives du chef d’établissement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 19 : Lorsqu’un délégué titulaire cesse ses fonctions pour\nl’une des raisons indi¬quées à l’article 109 du Code du Travail ou\nlorsqu’il se trouve momentanément absent pour une cause quelconque, son\nremplacement est assuré par un délégué suppléant de la même Catégorie\nqui devient titulaire jusqu’au retour de celui qu’il remplace ou jusqu’au\nrenouvellement du mandat des délégués de l'entreprise.\u003C\u002Fp>\n\n\u003Cp>Sous réserve des dispositions de l’article 10 du code qui s'appliquent\naux délégués titulaires et aux délégués suppléants et de la latitude\nvisée au second alinéa de l’article 17 ci-dessus, les délégués\nsuppléants en bénéficient des droits et prérogatives des délégués\ntitulaires et ne sont astreints à leurs obligations que lorsqu'ils les\nremplacent effectivement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 20 : L'institution des délégués du personnel n'exclut pas la\nfaculté qu’ont les travailleurs de présenter eux-mêmes leurs réclamations\net suggestions à l’employeur ou à ses représentants.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 21 : Tout délégué du personnel peut être révoqué en cours de\nmandat sur proposition de la ou des organisations syndicales qui l’a ou\nl’ont présenté, approuvé au scrutin secret par la majorité du collège\nélectoral auquel il appartient.\u003C\u002Fp>\n\n\u003Cp>S’il n’a pas été présenté par une organisation syndicale, il peut\nêtre révoqué en cours du mandat sur pétition écrite signée de la\nmajorité du collège électoral auquel il appartient et confirmée au scrutin\nsecret par la majorité de ce collège.\u003C\u002Fp>\n\n\u003Cp>Dans ce cas, le délégué titulaire est remplacé par le délégué\nsuppléant ; des élections complémentaires sont toujours possibles d’accord\nparties pour la désignation d’un nouveau délégué suppléant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DISPOSITIONS DIVERSES\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 22 : Le présent arrêté abroge et remplace l’arrêté n° 00432\ndu 18 février 1964.\u003C\u002Fp>\n\n\u003Cp>Toutefois, les délégués qui avaient été élus en application des\ndispositions précédemment en vigueur resteront en fonction jusqu’à\nl’expiration de leur mandat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 23 : Les pénalités applicables aux auteurs d’infractions aux\ndispositions du présent arrêté sont celles mentionnées aux articles 134 et\n136 du Code du Travail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ARTICLE 24 : Le présent arrêté sera publié au Journal Officiel de la\nRépublique et communique partout où besoin sera.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tananarive, le 26 janvier 1968 TSIEBO Calvin\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"jobsecuritymothers":42,"paidmaternityleaveduration":46,"childcareleave":48,"ONCERISE_trigger":52,"hourspweek_select":56,"childcare":60,"pregnancy":62,"paidpaternityleavepayperc":66,"contracttrialperiod":70,"paidmaternityleavepayperc":74,"jobclassifaction1":78,"OVERTIME_trigger":82,"holidaysdays":86,"SENIOR_trigger":90,"ANNLEAVE_trigger":94,"healthandsafetypolicy":98,"annleaveallowancedays1":102,"breastfeeding_dangerouswork":104,"paidpaternityleavepay":106,"contracttrial":108,"eqpay":110,"sicknessmaxdaysnr":114,"gender":118,"contractseverancepay1":120,"paidmaternityleavepay":124,"paidmaternityleave":126,"contractseverancepay":128,"PAIDLEAV_trigger":130,"longserviceallowanceperc1":132},{"bindId":43,"name":44,"text":45},"jobsecuritymothers","En cas de mise en place d’un régime de s","En cas de mise en place d’un régime de sécurité sociale à Madagascar,\nles prestations journalières perçues au titre de la dite sécurité sociale\nseront déduites des allocations prévues du présent article.\n\nLes damés employées titulaires en état de grossesse qui bénéficient des\ndispositions des articles 98 et 99 de l'Ordonnance n° 94-029 du 25 août 1995\nportant Code du Travail reçoivent leur demi-salaire pendant les quatorze\nsemaines prévues à l'article 98, alinéa 2 de ce texte. Cette période peut\nêtre prolongée de trois semaines dans les conditions indiquées audit\narticle.\n\nLes intéressés ont la faculté de demander en outre un congé de six mois\nsans solde pour allaiter l’enfant ou pour lui donner les premiers soins.\nElles sont ensuite réintégrées dans leur emploi avec les mêmes\navantages.\n\nLes dames employées non titulaires peuvent bénéficier d’un congé de\nmême durée si elles Comptent au moins neuf mois de service accomplis au jour\nde l’accouchement.",{"bindId":47,"name":44,"text":45},"paidmaternityleaveduration",{"bindId":49,"name":50,"text":51},"childcareleave","Huit jours calendaires par an de congé p","Huit jours calendaires par an de congé payé à plein traitement sont\naccordés pour soigner leur enfant à charge gravement malade aux dames, aux\npères veufs, séparés de corps ou divorcés et ayant la garde effective de\nl'enfant, produisant un bulletin médical et sous réserve dés vérifications\nd’usage.",{"bindId":53,"name":54,"text":55},"ONCERISE_trigger","Le 13ème mois ne pourra être, réserve fa","Le 13ème mois ne pourra être, réserve faite de l'application des\ndispositions de l’article 33, inférieur à 1 mois d’appointements\nbruts.\n\nLe traitement brut qui sert de base au calcul du 13ème mois est celui que\nl’entreprise doit à l’agent pour le mois précédant le paiement (ou en\ncas de licenciement, celui que l’Entreprise doit pour le dernier mois de\ntravail effectué). Ce traitement s’entend sans déductions autres que les\ncotisations dues aux organismes de retraite.\n\nLe 13ème mois est dû à tout agent travaillant de façon permanente\nqu’il soit titulaire ou en période de formation-adaptation.\n\nL’agent démissionnaire en cours d'année a droit à la part de 13 ème\nmois acquise au prorata du nombre de journées de l'année ayant comporté\nl'attribution d’un traitement plein.\n\nEn ce qui concerne l'agent révoqué, le Conseil de Discipline devra\npréciser dans l’avis qu'il est appelé à donner, conformément aux\ndispositions de l'article 45 supra, s’il estime que I agent peut ou non\nprétendre au 13ème mois calculé comme à l’alinéa ci-dessus.",{"bindId":57,"name":58,"text":59},"hourspweek_select","La base de rémunération s’entend pour un","La base de rémunération s’entend pour une durée hebdomadaire de travail\nde 40 heures.",{"bindId":61,"name":50,"text":51},"childcare",{"bindId":63,"name":64,"text":65},"pregnancy","L'employeur a l'obligation de se conform","L'employeur a l'obligation de se conformer aux prescriptions données par le\nmédecin agréé de l'Entreprise relatives aux conditions de travail que\nrequiert l'état de santé de tout agent malade et des femmes enceintes.",{"bindId":67,"name":68,"text":69},"paidpaternityleavepayperc","Ces permissions ne donnent pas lieu à re","Ces permissions ne donnent pas lieu à retenue sur le traitement et ses\naccessoires et ne se déduisent pas des congés annuels et du temps de service\nouvrant droit au congé. Elles ne peuvent dépasser dix jours par an, sauf le\ncas du mariage de l'employé où cette limite est portée à 18 jours.",{"bindId":71,"name":72,"text":73},"contracttrialperiod","La durée de la période d’essai est de tr","La durée de la période d’essai est de trois mois de service effectif\npour tous les employés et les gradés et de six mois pour les cadres\nembauchés en cette qualité. Cette dis-position ne modifie pas la durée du\npréavis telle qu’elle est fixée par la présente Convention.",{"bindId":75,"name":76,"text":77},"paidmaternityleavepayperc","Les damés employées titulaires en état d","Les damés employées titulaires en état de grossesse qui bénéficient des\ndispositions des articles 98 et 99 de l'Ordonnance n° 94-029 du 25 août 1995\nportant Code du Travail reçoivent leur demi-salaire pendant les quatorze\nsemaines prévues à l'article 98, alinéa 2 de ce texte. Cette période peut\nêtre prolongée de trois semaines dans les conditions indiquées audit\narticle.",{"bindId":79,"name":80,"text":81},"jobclassifaction1","CLASSIFICATION PROFESSIONNELLE ET COEFFI","CLASSIFICATION PROFESSIONNELLE ET COEFFICIENTS HIERARCHIQUES\n\n\n  \n  \n  \n  \n  \n  \n    \n      Désignation des travaux effectués\n      Classe\n      Echelon\n      Coefficient de base\n    \n    \n      CATEGORIE 1\n\n        Travailleurs manuels et personnel de Service\n\n        - Veilleur de nuit \n\n        - Gardiens\n\n        - Manutentionnaires et homme de corvée ;\n\n        - ouvriers manuels non qualifiés ‘Plantons Jardiniers- Personnel\n        de nettoyage\n      \n      1\n      \n      1021\n    \n    \n      - Garçon de bureau recevant la clientèle, assurant la liaison entre\n        les différents services, des tâches de classement, de tri et\n        expédition de courrier\n\n        - Ouvriers manuels qualifiés\n\n        - Chauffeurs qualifiés\n\n        - Agents de la classe 1 promus\n\n        \n      \n      2\n      \n      1083\n    \n    \n      - Agents de la classe 2 promus\n      \n      \n      1151\n    \n    \n      CATEGORIE II\n\n        Employés\n\n        - Employés débutant dans la profession à l’essai pendant une\n        période de 3 mois à l’exception des agents spécialisés.\n\n        \n      \n      4\n      \n      1155\n    \n    \n      Employés non spécialisés dont la période d'essai a été\n        concluante.\n      5\n      \n      1206\n    \n    \n      - Agents d'exécution non spécialisés ayant acquis une connaissance\n        suffi-sante du service ou de la partie du service où ils sont\n        occupés, à la titularisation après un an dans la profession \n\n        - Agents spécialisés non confirmés ; sténodactylo débutante\n      \n      6\n      \n      1281\n    \n    \n      - Agents remplissant les mêmes conditions que ci-dessus mais dont la\n        formation comptable est suffisante pour effectuer des travaux assez\n        importants sans comporter de responsabilités particulières\n      \n      7\n      \n      1383\n    \n    \n      - Sténo dactylos confirmés\n\n        - Agents occupant un emploi nécessitant de bonnes connaissances\n        bancaires fou professionnelles même limitées à un service et\n        appelés à prendre des initiatives sous l’autorité de leur chef\n        direct \n\n        - Opérateurs informatiques non confirmés\n\n        - Sténo dactylos très qualifiés\n\n        - Agents accomplissant des travaux complexes nécessitant des\n        connaissances approfondies dans une branche ' spécialisée\n\n        - Agents titulaires du BAE Banque\n      \n      8\n      \n      1528\n    \n    \n      - Employés qui possèdent les connaissances pratiques des\n        principales opérations d’un ou plusieurs services\n\n        - Agents polyvalents accomplissant des travaux nécessitant une\n        certaine initiative et des connaissances bancaires ou techniques\n        appropriées\n\n        - Agents désignés parmi les titulaires de la classe 8 faisant\n        preuve d’une compétence telle qu’ils soient investis en permanence\n        d’une part de responsabilité dans la conduite de leur travail\n\n        - Sténo dactylos désignés parmi les titulaires de la classe 8,\n        prenant une part de responsabilité dans la conduite de leur travail\n\n        - Opérateurs informatiques confirmés\n\n        - Programmeurs capables de mettre au point des programmes simples\n      \n      9\n      \n      1598\n    \n    \n      - Agents ayant une connaissance approfondie d’un service\n\n        - Agents ayant une connaissance pratique complète des opérations\n        de transfert, de crédit documentaire, de change ou de bourse, des\n        opérations courantes de contentieux\n\n        - Agents chargés, sous l’autorité de leur chef, de la\n        distribution des tâches et de la surveillance de leur exécution,\n        capables de suppléer un agent titulaire de la classe 11 pendant\n        quelques semaines\n\n        - Opérateurs hautement qualifiés aptes à assumer la formation des\n        débutants\n\n        - Programmeurs confirmés\n\n        - Agents capables de rédiger de leur propre initiative la\n        correspondance bancaire avec la clientèle notamment\n\n        - Exploitants confirmés pouvant effectuer des démarches courantes\n        de\n\n        \n      \n      10\n      \n      1683\n    \n    \n      lCATEGORIE III\n\n        Employés gradés\n\n        - Agents gradés exerçant d'une façon permanente un commandement\n        sur plusieurs employés spécialisés ou non et assurant le rendement\n        de leur équipe en .général sous les ordres d’un gradé d’une\n        filasse supérieure ou qui font preuve de Connaissances techniques\n        particulières leur permettant notamment de tenir un poste d'étude.\n\n        - Programmeurs confirmés capables d’établir intégralement\n        l’ordinogramme d’un programme d’importance moyenne, d’écrire\n        les instructions, confectionner des jeux d’essais et des cartes de\n        Contrôle et d’apporter aux programmes les corrections nécessaires.\n        Agents confirmés capables de donner à un ensemble électronique\n        complexe des ordres d’exécution simultanée de pro-grammes, d’en\n        interpréter les messages et prendre les décisions nécessaires en cas\n        d’incident.\n\n        - Agents gradés confirmés dans l’exploitation et désignés\n        parmi les titulaires de la classe 10\n\n        - Agents titulaires du Brevet Professionnel ou BAM de banque\n      \n      11\n      \n      1794\n    \n    \n      - Agents occupant d’une façon permanente une fonction de conduite\n        de personnel nécessitant des connaissances professionnelles\n        approfondies et comportant une part d’initiative permettant\n        d’interpréter les instructions de leur chef direct .\n\n        - Agents faisant preuve de technicité dans une branche\n        spécialisée leur permettant notamment de réaliser des études\n        complexes.\n\n        - Programmeurs capables d’assurer la mise au point définitive des\n        programmes complexes ou d’assumer la responsabilité des travaux\n        d’un groupe de programmeurs.\n\n        - Gradés d'exploitation joignant à une pratique éprouvée de\n        leurs fonctions des connaissances professionnelles approfondies.\n      \n      12\n      \n      1903\n    \n    \n      CATEGORIE IV\n\n        Cadres\n\n        - Agents cadres commerciaux ou tech-niques assurant une fonction\n        d'autorité d'étude, de conseil ou de contrôle par délégation\n        directe d'un agent de classe plus élevée ou assurant la gestion\n        d’un établissement distinct du Siège de l’entreprise et de petite\n        importance\n      \n      13\n      1\n      2102\n    \n    \n      - Agents titulaires du diplôme de l’ITB\n\n        - Cadres administratifs commerciaux ou fëçhniques assurant une\n        fonction d’autorité, d’étude, de conseil ou de contrôlé: par\n        délégation directe d'un cadre de classe plus élevée ou assurant la\n        gestion d'un établissement distinct du siège de l’entreprise et de\n        plus forte importance que dans le cas prévu à la classe 13 \n\n        - Cadres ayant acquis une haute technicité dans l’exploitation\n      \n      14\n      2169\n    \n    \n      Cadres qui ont été distingués parmi les titulaires du coefficient\n        2169\n      14\n      2\n      2244\n    \n    \n      Cadres administratifs commerciaux ou techniques placés sous les\n        ordres d'un cadre de classe plus élevée ou gèrent un établissement\n        distinct du siège de l’entreprise plus important que dans le ;cas\n        prévu dans la classe 14, ou qui font la preuve de connaissance\n        technique étendue notamment dans des postes d’étude.\n      15\n      1\n      2360\n    \n    \n      CATEGORIE V \n\n        Cadres\n\n        Cadres de compétence, chargés de poursuivre des études complexes\n        néces-sitant une technicité éprouvée, impliquant des décisions et\n        des prises de Responsabilité\n\n        Cadres d’exploitation, responsables d’un secteur d'activité\n        important.\n      \n      15\n      2\n      2478\n    \n    \n      - Cadres d'autorité assumant la charge d'un secteur important de\n        l’entreprise.\n\n        - Cadres de compétence choisis parmi les titulaires du coefficient\n        2478 \n\n        - Cadres d'exploitation, responsables d'un secteur d'activités\n        important ou gérant un établissement distinct du Siège de\n        l'entreprise et très important.\n      \n      16\n      1\n      2588\n    \n    \n      Cadres qui occupent des fonctions hiérarchiques plus élevées que\n        celles rangées dans les classes précédentes soit que leur situation\n        leur donne commandement sur un ou plusieurs cadres de la classe 16,\n        définies ci-dessus, soit que leur situation exige une valeur technique\n        élevée et une responsabilité étendue ou Soit justifiée par la\n        nécessités de la coordination de plusieurs services importants\n      16\n      2\n      2717\n    \n    \n      Membres d'Etat-major de Direction Générale responsables de\n        plusieurs services importants et appelés à exercer leurs fonctions\n        dans le domaine de l’organisation, de la conception et de la\n        prospective ou responsables de la gestion des Engagements, de\n        l'animation et de la coordination de l’exploitation pour l’ensemble\n        de L'Etablissement.\n      17\n      \n      2893\n    \n    \n      Cadres hors catégorie : rémunération à définir dans chaque cas\n        particulier\n      H.C\n      \n      \n    \n    \n      \n      \n      \n      \n    \n    \n      \n      \n      \n      \n    \n    \n      ",{"bindId":83,"name":84,"text":85},"OVERTIME_trigger"," Les heures supplémentaires effectuées p"," Les heures supplémentaires effectuées par les employés sont accomplies\net rémunérées dans les conditions fixées par la législation en vigueur.",{"bindId":87,"name":88,"text":89},"holidaysdays","Les agents de l'Entreprise ont droit à u","Les agents de l'Entreprise ont droit à un congé annuel de 30 jours\ncalendaires pour une année de service accomplie.",{"bindId":91,"name":92,"text":93},"SENIOR_trigger"," Il est attribué à tout agent des points"," Il est attribué à tout agent des points d’ancienneté dont la valeur\nest égale à 1 % du nombre de points “ coefficient hiérarchique “ par\nannée de service dans la profession (4 après 1 an).",{"bindId":95,"name":96,"text":97},"ANNLEAVE_trigger","L'employeur doit verser au travailleur p","L'employeur doit verser au travailleur pendant toute la durée du congé une\nallocation qui sera .au moins égale au douzième de salaire et de divers\néléments de rémunération définis à l’article 113 de la loi N° 94-029\ndu 25 août 1995 portant Code du Travail à l’exception des primes\nd’assiduité dont le travailleur bénéficiait au cours des douze mois ayant\nprécédé la date de départ en congé.",{"bindId":99,"name":100,"text":101},"healthandsafetypolicy","Sont exemptés du travail en sous-sol les","Sont exemptés du travail en sous-sol les agents qui en font la demande pour\nraison de santé sous réserve des justifications médicales d'usage.\n\nTout le personnel travaillant de manière permanente dans les sous-sols est\nautorisé à quitter ion travail un quart d'heure au moins avant la fin de\nl’horaire normal en vigueur.\n\nIi sera établi pour le personnel féminin de cette catégorie un roulement\nde manière à ce qu’une employée ne travaille pas dans les sous-sols plus\nde deux années par période n’excédant pas deux années consécutives.\nPendant la durée de cette interruption, l’employée doit être affectée à\nun travail dont la rémunération ne peut être inférieure à celle du travail\neffectué précédemment en sous-sol, indemnité spéciale de sous-sol non\ncomprise. Est dénommé sous-sol tout local dont le plancher est situé à un\nniveau inférieur du sol environnant, lorsqu’il n'est pas muni de fenêtres\nou autres ouvertures à châssis mobile ouvrant sur le dehors permettant de\nrenouveler l'air en quantité suffisante et de le maintenir dans l’état de\npureté nécessaire à la santé du personnel.",{"bindId":103,"name":96,"text":97},"annleaveallowancedays1",{"bindId":105,"name":64,"text":65},"breastfeeding_dangerouswork",{"bindId":107,"name":68,"text":69},"paidpaternityleavepay",{"bindId":109,"name":72,"text":73},"contracttrial",{"bindId":111,"name":112,"text":113},"eqpay","Les agents de l'Entreprise sont appointé","Les agents de l'Entreprise sont appointés au mois. A condition égale de\ntravail, classification professionnelle, d'ancienneté et de rendement, le\nsalaire est égal pour tous les agents quels que soient leur âge et sexe.",{"bindId":115,"name":116,"text":117},"sicknessmaxdaysnr","Un agent ayant au moins un an d’ancienne","Un agent ayant au moins un an d’ancienneté, atteint de maladie grave a\ndroit à une absence prolongée de trois mois renouvelables une seule fois, sur\navis circonstancié du médecin traitant de l’Entreprise ou à défaut, du\nmédecin agréé par la Direction.",{"bindId":119,"name":112,"text":113},"gender",{"bindId":121,"name":122,"text":123},"contractseverancepay1","Il est alloué aux employés congédiés, sa","Il est alloué aux employés congédiés, sauf pour toutes formes de\nrécidives de leur part ou pour fautes graves reconnues par la juridiction\ncompétente, une indemnité distincte du préavis tenant compte de leur\nancienneté dans l’entreprise.",{"bindId":125,"name":76,"text":77},"paidmaternityleavepay",{"bindId":127,"name":44,"text":45},"paidmaternityleave",{"bindId":129,"name":122,"text":123},"contractseverancepay",{"bindId":131,"name":88,"text":89},"PAIDLEAV_trigger",{"bindId":133,"name":92,"text":93},"longserviceallowanceperc1","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>MDG Bank of Africa Madagascar - 2000\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Date de prise d'effet: → 2000-08-09\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\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nom de l'industrie: → Activités financières, banque, assurance\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                        Bank of Africa 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                        Intersyndicale de la BOA Madagascar\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: → Oui\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \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            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Nombre maximal de jours de congé de maladie payé: → 180 jours\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Dispositions concernant le retour au travail après une longue maladie, par exemple traitement du cancer: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Congés payé pour menstruation: → Non\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Paie en cas d'incapacité résultant d'accident professionnel: → 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: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Aide medicale pour la famille du travailleur: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution à l'assurance santé convenue: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Assurance santé convenue pour la famille du travailleur: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Politique de santé et sécurité convenue: → Oui\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Formation sur santé et sécurité convenue: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Vêtements de protection fournis: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Checkup ou visites médicales régulières ou annuelles offertes par l'employeur: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Contrôle de sollicitation musculo-squelettique des postes de travail, risques professionnels et\u002Fou relation entre travail et santé : → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Aide pour les obsèques: → 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: 50 % du salaire de base\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Sécurité de l'emploi après le congé de maternité: → Oui\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Interdiction de discrimination liée à la maternité: → Non\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Interdiction d'obliger les femmes enceintes ou allaitantes d'effectuer des travaux dangereux ou insalubles: → Oui\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 : → Non\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Disponibilité des solutions de remplacement pour des travaux dangereux ou insalubres pour les femmes enceintes ou allaitantes : → Non\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Congé pour examens médicaux prénatals : → Non\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Interdiction du dépistage de grossesse avant la régularisation des travailleurs non conventionnels: → Non\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Interdiction du dépistage de grossesse avant la promotion : → Non\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Services pour les femmes qui allaitent: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Services en faveur des enfants fournis par l'employeur: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Services en faveur des enfants payés par l'employeur: → Non\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Allocation\u002Ffrais de scolarité pour l’éducation des enfants : → Non\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Congé payé annuellement pour prendre soins des parents : → 8 jours\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Congé de paternité payé: → 3 jours\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">Questions liées à l’égalité des genres\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Salaire égal pour un travail de valeur égale : → Oui\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Référence particulière aux genres pour une égalité de salaire : → Oui\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Clauses sur la discrimination au travail: → Non\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Egalité des chances de promotion aux femmes : → Non\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Egalité des chances pour la formation et le recyclage des femmes: → Non\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Responsable syndical de l’égalité des genres sur le lieu de travail : → Non\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses sur le harcèlement sexuel au travail : → Non\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses sur la violence au travail : → Non\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Congé spécial pour les travailleurs victimes de violence domestique ou conjugale : → Non\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Appui fourni aux travailleuses handicapées : → Non\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Suivi de l’égalité de genre : → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRATS DE TRAVAIL\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Durée de la période d'essai: → 90 jours\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Les travailleurs à temps partiel exclus de toute disposition : → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Dispositions concernant les travailleurs temporaires : → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentis exclus de toute disposition : → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Petits jobs\u002Femplois étudiants exclus de toute disposition : → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAIRE, DUREE DU TRAVAIL ET CONGES\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Heures de travail par semaine: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Congé annuel payé: → 30.0 jours\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Congé annuel payé: → 6.0 semaines\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Dispositions relatives aux modalités de travail flexibles : → \n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">SALAIRE\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Salaires déterminés au moyen d’échelle salariale : → Yes, in one table\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            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Paiement supplémentaire une seule fois\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Paiement supplémentaire une seule fois: → MGA  %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Paiement supplémentaire une seule fois pour les performances de la compagnie: → Non\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Paiement supplémentaire pour le congé annuel\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Prime pour les heures supplèmentaires\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Prime d'ancienneté\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Prime d'ancienneté: du salaire de base → 1.0 % du salaire de base\n                \u003C\u002Fdiv>\n\n                \n\n                \n            \u003C\u002Fdiv>\n\n            \u003Ch4>Ticket-repas fourni\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Indemnité de repas fourni: → Non\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Non\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    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faisons","\u002Ffr-mg\u002Fce-que-nous-faisons",[250,254,260,265,270],{"title":251,"seo_title":8,"description":7,"path":252,"redirect_url":7,"locale":16,"children":253},"Données et services","\u002Ffr-mg\u002Fce-que-nous-faisons\u002Fdonnees-services",[],{"title":255,"seo_title":8,"description":7,"path":256,"redirect_url":257,"locale":258,"children":259},"Projets","\u002Ffr-mg\u002Fce-que-nous-faisons\u002Fprojets","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":261,"seo_title":8,"description":7,"path":262,"redirect_url":263,"locale":258,"children":264},"Événements","\u002Ffr-mg\u002Fce-que-nous-faisons\u002Fevenements","\u002Fwhat-we-do\u002Fevents",[],{"title":266,"seo_title":8,"description":7,"path":267,"redirect_url":268,"locale":258,"children":269},"Publications","\u002Ffr-mg\u002Fce-que-nous-faisons\u002Fpublications","\u002Fwhat-we-do\u002Fpublications",[],{"title":271,"seo_title":8,"description":7,"path":272,"redirect_url":273,"locale":258,"children":274},"Actualités et articles","\u002Ffr-mg\u002Fce-que-nous-faisons\u002Factualites-articles","\u002Fwhat-we-do\u002Fnews-stories",[],{"title":276,"seo_title":8,"description":7,"path":277,"redirect_url":7,"locale":16,"children":278},"À propos de nous","\u002Ffr-mg\u002Fa-propos",[279,301,306,311,316,321],{"title":280,"seo_title":8,"description":7,"path":281,"redirect_url":7,"locale":16,"children":282},"Qui sommes-nous","\u002Ffr-mg\u002Fa-propos\u002Fqui-sommes-nous",[283,288,293,297],{"title":284,"seo_title":8,"description":7,"path":285,"redirect_url":286,"locale":258,"children":287},"Travailler avec 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