[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Ffr-sn\u002Ftravail-au-senegal\u002Fconvention-collective\u002Fniger---convention-collective-interprofessionnelle":3,"menu:\u002Ffr-sn:":175,"sites:htmlblocks":340,"subsites":1779,"cite-subsites":5392,"footer:root":5869,"suggested:root":5967,"cite-footer:root":5971},{"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,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":155,"content_type_view":156,"extra_breadcrumbs":157,"body":159,"body_blocks":170,"related_pages":174},1784,"convention-collective","Convention collective",null,"","\u002Ffr-sn\u002Ftravail-au-senegal\u002Fconvention-collective","collective_agreements.collectiveagreementoverview","fr_SN","2025-08-02T07:17:47.046215+00:00","2026-04-02T10:42:07.500165+00:00","\u002Fcms\u002Fpages\u002F1784\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Sénégal","fr-sn",{"title":20,"slug":21},"Travail au Sénégal","travail-au-senegal",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Ffr-sn\u002Ftravail-au-senegal\u002Fconvention-collective\u002F","index, follow","website","summary_large_image","2025-08-02T09:17:47.046215+02:00","2026-04-02T12:42:07.641811+02:00",{"cba":32,"clauses":43,"details":153,"translations":154},{"id":33,"uid":34,"url":35,"name":36,"locale":37,"override_title":8,"title":36,"browser_title":38,"browser_description":39,"text":40},"niger---convention-collective-interprofessionnelle","1e2f43ac-be57-11e2-a3eb-001e0bc20076","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fner\u002Fniger---convention-collective-interprofessionnelle\u002Fniger---convention-collective-interprofessionnelle\u002F"," Convention collective interprofessionnelle - 1972","fr_NE","Niger -  Convention collective interprofessionnelle - 1972"," Convention collective interprofessionnelle - 1972 - ",{"name":41,"data":42},"1972 - Niger - Convention collective interprofessionnelle.html","\n              \n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\" ?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>Nuovo1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Convention collective interprofessionnelle du 15 décembre 1972\u003C\u002Fh1>\n\n\u003Cp>Avis relatif à l’extension de la convention collective\ninterprofessionnelle (Journal Officiel spécial n° 2 du 10 mai 1973)\u003C\u002Fp>\n\n\u003Cp>En application de l’article 75 de la loi n°62-12 du 13 juillet 1962\ninstituant un Code du travail de la République du Niger, le ministre de la\nfonction publique et du travail envisage de prendre un arrêté tendant à\nrendre obligatoire la convention collective interprofessionnelle, conclue entre\nles organisations syndicales d’employeurs et de travailleurs intéressées le\n15 décembre 1972 et déposée au secrétariat du tribunal du travail de Niamey\nle 23 décembre 1972 sous le n° 5.\u003C\u002Fp>\n\n\u003Cp>Conformément à l’article 61 du décret 67-126 MFP\u002FT du 7 septembre 1967,\ndéterminant les modalités de la consultation préalable à l’extension ou\nau retrait d’extension d’une convention collective de travail, la teneur\ndes dispositions générales et particulières de la convention, dont\nl’extension est envisagée, est publiée dans les colonnes ci-après du\nprésent numéro du Journal Officiel de la République du Niger.\u003C\u002Fp>\n\n\u003Cp>Les syndicats, les groupements professionnels et toutes personnes\nintéressés sont priées de faire connaître leurs observations éventuelles\nsur l’opportunité de l’extension de tout ou partie des dispositions en\nquestion, dans le délai d’un mois à compter de la parution du Journal\nOfficiel.\u003C\u002Fp>\n\n\u003Cp>Les communications devront être adressées à la direction du travail et de\nla sécurité sociale du ministère de la fonction publique et du travail à\nNiamey.\u003C\u002Fp>\n\n\u003Cp>Niamey, le 8 mai 1973\u003C\u002Fp>\n\n\u003Cp>Le directeur du travail et de la sécurité sociale YACOUBA ISSA KONE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TEXTE DE LA CONVENTION COLLECTIVE INTERPROFESSIONNELLE\u003C\u002Fp>\n\n\u003Cp>Les organisations syndicales ci-après :\u003C\u002Fp>\n\n\u003Cp>D’UNE PART :\u003C\u002Fp>\n\n\u003Cp>1.Le syndicat patronal des entreprises et industries du Niger ;\u003C\u002Fp>\n\n\u003Cp>2.Le syndicat des commerçants importateurs et exportateurs du Niger ;\u003C\u002Fp>\n\n\u003Cp>3.Le syndicat des petites et moyennes entreprises du Niger ;\u003C\u002Fp>\n\n\u003Cp>4.Le syndicat des petits commerçants du Niger ;\u003C\u002Fp>\n\n\u003Cp>5.Le syndicat des transporteurs du Niger.\u003C\u002Fp>\n\n\u003Cp>D’AUTRE PART :\u003C\u002Fp>\n\n\u003Cp>1.L’union nationale des travailleurs du Niger ;\u003C\u002Fp>\n\n\u003Cp>2.Le représentant du personnel contractuel de l’administration.\u003C\u002Fp>\n\n\u003Cp>Ont convenu ce qui suit :\u003C\u002Fp>\n\n\u003Ch2>TITRE I. - DISPOSITIONS GENERALES \u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article premier. - Objet et champ d’application de la convention\u003C\u002Fh3>\n\n\u003Cp>La présente convention règle les rapports entre les employeurs et les\ntravailleurs salariés tels qu’ils sont définis aux alinéas 2 et 5 de\nl’article 1er du Code du travail dans toutes les entreprises exerçant leur\nactivité sur le territoire de la République du Niger et relevant des branches\nprofessionnelles suivantes :\u003C\u002Fp>\n\n\u003Cp>1.auxiliaires de transports ;\u003C\u002Fp>\n\n\u003Cp>2.banques ;\u003C\u002Fp>\n\n\u003Cp>3.bâtiment et travaux publics ;\u003C\u002Fp>\n\n\u003Cp>4.commerce ;\u003C\u002Fp>\n\n\u003Cp>5.industries de toute nature ;\u003C\u002Fp>\n\n\u003Cp>6.mécanique générale ;\u003C\u002Fp>\n\n\u003Cp>7.transports routiers\u003C\u002Fp>\n\n\u003Cp>8.hôtellerie ;\u003C\u002Fp>\n\n\u003Cp>9.sans que la présente énumération soit limitative.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dans tout établissement fonctionnant dans le cadre normal des entreprises\nappartenant aux branches professionnelles ci-dessus énumérées, l’ensemble\ndes travailleurs salariés est soumis aux dispositions de la présente\nconvention collective, sauf accords collectifs d’établissement ou accord\nparticuliers plus favorables au travailleur.\u003C\u002Fp>\n\n\u003Cp>La présente convention ne s’applique pas aux personnes rémunérées\nexclusivement à la commission et qui ne font pas partie du personnel de\nl’entreprise.\u003C\u002Fp>\n\n\u003Cp>Des annexes par branche professionnelle formant complément de la présente\nconvention, contiennent les clauses particulières aux différentes \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s\nde travailleurs :\u003C\u002Fp>\n\n\u003Cp>1.chauffeurs ;\u003C\u002Fp>\n\n\u003Cp>2.ouvriers ;\u003C\u002Fp>\n\n\u003Cp>3.employés ;\u003C\u002Fp>\n\n\u003Cp>4.employés supérieurs, agent de maîtrise, techniciens et assimilés,\ncadres ingénieurs et assimilés, cadres supérieurs ; sans que cette\nénumération soit limitative.\u003C\u002Fp>\n\n\u003Cp>Au sens de la présente convention, le terme “travailleur” est celui\ndéfini à l’article 1er alinéa\u003C\u002Fp>\n\n\u003Cp>2 du Code du travail.\u003C\u002Fp>\n\n\u003Ch3>Art. 2 - Prise d’effet de la convention\u003C\u002Fh3>\n\n\u003Cp>La présente convention prendra effet à partir du jour qui suivra celui de\nson dépôt au secrétariat du tribunal du travail de Niamey par la partie la\nplus diligente. Avis en sera donné dans un journal d’annonces légales.\u003C\u002Fp>\n\n\u003Ch3>Art. 3. - Abrogation des conventions collectives antérieures\u003C\u002Fh3>\n\n\u003Cp>La présente convention annule et remplace toutes les conventions existantes\net leurs avenants, en ce qui concerne les employeurs et les travailleurs\ndésignés à l’article 1er ci-dessus.\u003C\u002Fp>\n\n\u003Cp>Les contrats individuels de travail qui interviendront postérieurement à\nla signature de la présente convention seront soumis à ses dispositions qui\nsont considérées comme conditions minima d’\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ; aucune clause\nrespective ne pourra être insérée valablement dans lesdits contrats\nindividuels.\u003C\u002Fp>\n\n\u003Cp>La présente convention s’applique de plein droit aux contrats en cours\nd’exécution, à compter de la date de sa prise d’effet.\u003C\u002Fp>\n\n\u003Ch3>Art. 4. - Avantages acquis\u003C\u002Fh3>\n\n\u003Cp>La présente convention ne peut, en aucun cas, être la cause de restriction\nd’avantages individuels acquis, que ces avantages soient particuliers à\ncertains salariés ou qu’ils résultent de l’application dans\nl’entreprise de dispositions collectives.\u003C\u002Fp>\n\n\u003Cp>Il est précisé que le maintien de ces avantages ne jouera que pour le\npersonnel en service à la date d’application de la présente convention.\u003C\u002Fp>\n\n\u003Cp>Les avantages reconnus par la présente convention ne peuvent en aucun cas\ns’interpréter comme s’ajoutant aux avantages déjà accordés pour les\nmême objets dans certaines entreprises à la suite d’usage ou de\nconventions.\u003C\u002Fp>\n\n\u003Ch3>Art. 5. - Durée - Dénonciation de la convention\u003C\u002Fh3>\n\n\u003Cp>La présente convention est conclue pour une durée indéterminée.\u003C\u002Fp>\n\n\u003Cp>Elle pourra être dénoncée en tout ou partie, à tout moment par l’une\ndes parties contractantes, par lettre recommandée adressée aux autres parties\ncontractantes et au ministre du travail.\u003C\u002Fp>\n\n\u003Cp>Celle des parties qui prendra l’initiative de la dénonciation devra\naccompagner la lettre d’un projet d’accord sur les points mis en cause afin\nque les pourparlers puissent s’ouvrir dès réception de la lettre\nrecommandée, à la diligence du ministre du travail.\u003C\u002Fp>\n\n\u003Cp>En tout état de cause, la présente convention restera en vigueur aussi\nlongtemps qu’il ne lui aura été substitué aucun nouvel instrument.\u003C\u002Fp>\n\n\u003Cp>Si aucun accord n’est intervenu dans le délai de deux mois courant du\njour de la dénonciation et pendant lequel les parties contractantes\ns’engagent à ne recourir ni à la grève ni au lock-out à propos des points\nmis en cause, le conflit sera soumis à la procédure de règlement des\nconflits collectifs.\u003C\u002Fp>\n\n\u003Ch3>Art. 6. - Adhésions ultérieures\u003C\u002Fh3>\n\n\u003Cp>Tout syndicat ou groupement professionnel de travailleurs, tout employeur ou\ntoute organisation syndicale d’employeurs ou tout groupement d’employeurs,\nrelevant ou non des activités professionnelles définies à l’article 1er,\npeut adhérer à la présente convention, en notifiant cette adhésion, par\nlettre recommandée, aux parties contractantes et au secrétariat du tribunal\ndu travail de Niamey.\u003C\u002Fp>\n\n\u003Cp>Cette adhésion prendra effet à compter du jour qui suivra celui de la\nnotification au secrétariat du tribunal.\u003C\u002Fp>\n\n\u003Cp>Si le caractère représentatif, au sens de l’article 72 alinéa 4 du Code\ndu travail, est reconnu à l’organisation adhérant après coup, elle jouira\ndes mêmes droits que les organisations signataires.\u003C\u002Fp>\n\n\u003Cp>Si elle ne possède pas ce caractère représentatif, elle ne pourra ni\ndénoncer la convention ni demander la révision même partielle, mais gardera\nla faculté de procéder au retrait de son adhésion ; les organisations\nsyndicales ne seront pas tenues de lui faire place dans les organismes ou\ncommissions paritaires prévus par la présente convention.\u003C\u002Fp>\n\n\u003Cp>Toute organisation syndicales signataire de la présente convention, qui\nfusionnera avec une autre organisation syndicale, conservera les droits\nattachés à la qualité de signataire de la convention, à la double condition\nqu’elle ait notifié cette fusion aux autres parties contractantes et\nqu’elle ait conservé son caractère représentatif au sens de l’article 72\nalinéa 4 du Code du travail.\u003C\u002Fp>\n\n\u003Cp>Le même droit est reconnu, sous les mêmes conditions, aux organisations\nnées de la scission d’une organisation signataire.\u003C\u002Fp>\n\n\u003Ch2>TITRE II. - EXERCICE DU DROIT SYNDICAL \u003C\u002Fh2>\n\n\u003Ch3>Art. 7. - Respect réciproque des droits syndicaux et de la liberté\nd’opinion.\u003C\u002Fh3>\n\n\u003Cp>Les parties contractantes reconnaissent le droit pour tous de s’associer\net d’agir librement pour la défense collective de leurs intérêts\nprofessionnels.\u003C\u002Fp>\n\n\u003Cp>L’entreprise étant un lieu de travail, les employeurs s’engagent :\u003C\u002Fp>\n\n\u003Cp>1.à ne pas prendre en considération le fait d’appartenir ou non à un\nsyndicat, d’exercer ou non des fonctions syndicales ;\u003C\u002Fp>\n\n\u003Cp>2.à ne pas tenir compte des opinions politiques ou philosophiques, des\ncroyances religieuses ou de l’origine sociales ou raciale des travailleurs,\npour arrêter leurs décisions en ce qui concerne l’embauchage, la\nrémunération, la conduite ou la répartition du travail, les mesures de\ndiscipline, de \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>diement ou d’avancement ;\u003C\u002Fp>\n\n\u003Cp>3.à ne faire aucune pression sur les travailleurs en faveur de tel ou tel\nsyndicat.\u003C\u002Fp>\n\n\u003Cp>Les travailleurs s’engagent de leur côté à ne pas prendre en\nconsidération dans le travail :\u003C\u002Fp>\n\n\u003Cp>1.les opinions des autres travailleurs ;\u003C\u002Fp>\n\n\u003Cp>2.leur adhésion à tel ou tel syndicat ;\u003C\u002Fp>\n\n\u003Cp>3.le fait de n’appartenir à aucun syndicat.\u003C\u002Fp>\n\n\u003Cp>Les parties contractantes s’engagent à veiller à la stricte observation\ndes \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s définis ci-dessus et à s’employer auprès de leurs\nressortissants respectifs pour en assurer le respect intégral.\u003C\u002Fp>\n\n\u003Cp>Si l’une des parties contractantes estime que le \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>diement d’un\nsalarié a été effectué en violation du droit syndical, tel que défini\nci-dessus, les deux parties s’emploieront à reconnaître les faits et à\napporter au cas litigieux une solution équitable.Cetteinterventionne\u003C\u002Fp>\n\n\u003Cp>fait pas obstacle au droit pour les parties d’obtenir judiciairement\nréparation du préjudice causé.\u003C\u002Fp>\n\n\u003Ch3>Art. 8. - Absences pour activités syndicales\u003C\u002Fh3>\n\n\u003Cp>1° Pour faciliter la participation des travailleurs aux assemblées\nstatutaires de leurs organisations syndicales, des autorisations d’absence\nleur seront accordées sur présentation, une semaine au moins avant la\nréunion prévue, d’une convocation écrite et nominative, émanant de\nl’organisation intéressée.\u003C\u002Fp>\n\n\u003Cp>Les parties contractantes s’emploient à ce que ces absences n’apportent\npas de gêne à la marche normale du travail.\u003C\u002Fp>\n\n\u003Cp>Les absences seront payées dans la limite d’un mois par an mais ne\nviennent pas en déduction de la durée du \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> annuel.\u003C\u002Fp>\n\n\u003Cp>2° Chaque fois que des travailleurs seront appelés à participer à une\ncommission paritaire décidée entre les organisations signataires ou celles\nqui leur sont affiliées, il appartiendra aux syndicats d’employeurs et de\ntravailleurs ayant organisé la réunion de déterminer de quelle façon et\ndans quelles limites (nombre de participants, durée, etc.) il conviendra de\nfaciliter cette participation.\u003C\u002Fp>\n\n\u003Cp>Les travailleurs sont tenus d’informer préalablement leurs employeurs de\nleur participation à ces commissions et de l’efforcer de réduire au \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nla gêne que leur absence apportera à la marche normale du travail.\u003C\u002Fp>\n\n\u003Cp>Le temps du travail ainsi perdu sera payé par l’employeur comme temps de\ntravail effectif ; il ne sera pas récupérable et sera considéré comme temps\nde service effectif pour la détermination des droits du travailleur au \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\npayé.\u003C\u002Fp>\n\n\u003Cp>3° Les travailleurs appelés à participer aux réunions des organismes\nconsultatifs paritaires réglementaires tels que commission consultative du\ntravail, conseil d’administration de la caisse nationale de sécurité\nsociale, comité technique consultatif d’hygiène et de sécurité ou devant\nsiéger comme assesseurs au tribunal du travail devront communiquer à\nl’employeur la convocation les désignant, dès que possible après sa\nréception.\u003C\u002Fp>\n\n\u003Ch3>Art. 9. - Panneaux d’affichage\u003C\u002Fh3>\n\n\u003Cp>Des panneaux d’affichage en nombre suffisant sont mis dans chaque\nétablissement, à la disposition des organisations syndicales de travailleurs\npour leurs communications au personnel. Ils sont apposés à l’intérieur de\nl’établissement à l’endroit jugé le plus favorable d’accord\nparties.\u003C\u002Fp>\n\n\u003Cp>Les communications doivent avoir un objet exclusivement professionnel et\nsyndical et ne revêtir aucun caractère de polémique.\u003C\u002Fp>\n\n\u003Cp>Elles sont affichées par les soins d’un représentant d’un syndicat de\ntravailleurs représenté dans l’entreprise après communication d’un\nexemplaire à l’employeur.\u003C\u002Fp>\n\n\u003Ch3>Art. 10. Recouvrement des cotisations syndicales\u003C\u002Fh3>\n\n\u003Cp>La collecte des cotisations syndicales est autorisée à l’intérieur de\nl’établissement à condition\u003C\u002Fp>\n\n\u003Cp>qu’elle n’entraîne aucune perturbation sur les lieux du travail.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\u003Ch2>TITRE III. - \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts focus\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">CONTRAT DE TRAVAIL\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> \u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Chapitre 1. - \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">Formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et exécution du contrat \u003C\u002Fp>\n\n\u003Ch3>Art. 11. - Embauchage et réembauchage\u003C\u002Fh3>\n\n\u003Cp>Les employeurs font connaître leurs besoins en main-d’oeuvre au service\nde la main-d’oeuvre.\u003C\u002Fp>\n\n\u003Cp>Le personnel est tenu informé, par voie d’affichage, des emplois vacants\net des \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s professionnelles dans lesquelles ces emplois sont\nclassés.\u003C\u002Fp>\n\n\u003Cp>L’\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> doit toujours donner lieu à l’établissement d’une\nlettre d’\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ou tout autre document en tenant lieu, indiquant\nl’identité du travailleur, la date de l’\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et stipulant la\n\u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles\">\u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle et le salaire convenu, éventuellement les\nconditions et durée d’une période d’essai conformément à l’article 12\nci-après.\u003C\u002Fp>\n\n\u003Cp>Le travailleur \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>dié par suite de suppression d’emploi ou de\ncompression de personnel conserve pendant deux ans la priorité d’embauchage\ndans la même \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> d’emploi.\u003C\u002Fp>\n\n\u003Cp>Le travailleur bénéficiant d’une priorité d’embauchage est tenu de\ncommuniquer à son employeur tout changement de son adresse survenu après son\ndépart de l’établissement.\u003C\u002Fp>\n\n\u003Cp>En cas de vacance d’emploi, l’employeur avise l’intéressé par lettre\nrecommandée avec accusé de réception envoyée à la dernière adresse connue\ndu travailleur.\u003C\u002Fp>\n\n\u003Cp>Celui-ci devra se présenter à l’établissement dans un délai \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de\nhuit jours après réception de la lettre.\u003C\u002Fp>\n\n\u003Cp>Les dispositions ci-dessus, concernant la priorité d’embauchage sont\nétendues au travailleur qui a quitté son emploi pour exercer un mandat\nsyndical. La priorité d’embauchage à son profit pourra jouer à compter du\njour où il aura avisé l’employeur que son mandat syndical a pris fin.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Ch3>Art. 12. - Période d’essai et \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> définitif\u003C\u002Fh3>\n\n\u003Cp>L’embauchage du travailleur peut être précédé d’une période\nd’essai stipulée obligatoirement\u003C\u002Fp>\n\n\u003Cp>par écrit, et dont la durée \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> varie selon la \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nprofessionnelle à laquelle appartient le travailleur.\u003C\u002Fp>\n\n\u003Cp>Cette durée est précisée dans les annexes propres à chaque branche\nprofessionnelle.\u003C\u002Fp>\n\n\u003Cp>Pendant la période d’essai, le travailleur doit recevoir au moins le\nsalaire \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de la \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle dont relève l’emploi à\npourvoir.\u003C\u002Fp>\n\n\u003Cp>Pendant la période d’essai les parties ont la faculté réciproque de\nrompre le contrat, sans indemnité ni préavis.\u003C\u002Fp>\n\n\u003Cp>En cas de résiliation du contrat à l’essai par l’une ou l’autre\npartie l’ensemble des frais de voyage aller et retour du travailleur du lieu\nd’\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> au lieu de travail sont à la charge de l’employeur.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 13. - \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> définitif\u003C\u002Fh3>\n\n\u003Cp>Si l’employeur utilise les services du travailleur au delà de la période\nd’essai l’\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> est réputé définitif.\u003C\u002Fp>\n\n\u003Cp>Lorsque l’employeur a fait subir au travailleur une période d’essai et\nqu’il se propose de l’\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>r définitivement à des conditions autres\nque celles stipulées pour la période d’essai, il doit spécifier au\ntravailleur l’emploi, le classement, la rémunération projetée, ainsi que\ntous autres avantages éventuels, sur un écrit qui sera signé par le\ntravailleur, s’il accepte les conditions. En aucun cas ces conditions ne\nsauraient être moins avantageuses que celles stipulées pour la période\nd’essaie.\u003C\u002Fp>\n\n\u003Ch3>Art. 14. - Modifications aux clauses du \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>Toute modification de caractère individuel apportée à l’un des\néléments du \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> doit, au préalable, faire l’objet d’une\nnotification écrite au travailleur, dans un délai équivalent à la période\nde préavis, dans la limite \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> d’un mois.\u003C\u002Fp>\n\n\u003Cp>Lorsque la modification doit entraîner pour celui-ci une diminution des\navantages dont il bénéfice et qu’elle n’est pas acceptée elle équivaut\nà un licenciement du fait de l’employeur.\u003C\u002Fp>\n\n\u003Ch3>Art. 15. - Promotion\u003C\u002Fh3>\n\n\u003Cp>Les promotions ont, normalement lieu au 1er janvier de chaque année. Il\nfaut entendre par promotion tout changement de \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ou d’échelon.\u003C\u002Fp>\n\n\u003Cp>En vue de pourvoir les emplois vacants ou créés, l’employeur fait appel\npar priorité aux travailleurs en service dans son entreprise, désireux\nd’améliorer leur classement hiérarchique.\u003C\u002Fp>\n\n\u003Cp>Le travailleur postulant un tel emploi peut être soumis à la période\nd’essai prévue pour cet emploi.\u003C\u002Fp>\n\n\u003Cp>Au cas où l’essai ne s’avérerait pas satisfaisant, le travailleur sera\nréintégré dans son ancien poste. Cette réintégration ne saurait être\nconsidérée comme une rétrogradation.\u003C\u002Fp>\n\n\u003Ch3>Art. 16. - Changement d’emploi, Mutation dans une \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\ninférieure\u003C\u002Fh3>\n\n\u003Cp>Lorsqu’un travailleur accepte d’assurer temporairement à la demande de\nson employeur, par nécessité de service ou pour éviter du chômage, un\nemploi d’une \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> inférieure à celle où il est classé, son salaire\net son classement antérieurs doivent être maintenus pendant la période\ncorrespondante qui, en règle générale, n’excédera pas six mois.\u003C\u002Fp>\n\n\u003Cp>Lorsqu’un employeur, pour des raisons tenant à la situation économique\nou à la réorganisation de l’entreprise, demande à un travailleur\nd’accepter définitivement un emploi relevant d’une \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> inférieure\nà celle où il est classé, le travailleur a le droit de ne pas accepter ce\ndéclassement.\u003C\u002Fp>\n\n\u003Cp>Si le travailleur refuse, le contrat est considéré comme rompu du fait de\nl’employeur.\u003C\u002Fp>\n\n\u003Cp>Si le travailleur accepte, il est rémunéré dans les conditions\ncorrespondant à son nouvel emploi.\u003C\u002Fp>\n\n\u003Cp>Au cas où un emploi supprimé par suite de la situation économique ou la\nréorganisation de l’entreprise, serait rétabli, le travailleur qui occupait\ncet emploi conservera pendant deux ans une priorité pour la réoccuper.\u003C\u002Fp>\n\n\u003Ch3>Art. 17. - Changement d’emploi intérim d’un emploi supérieur\u003C\u002Fh3>\n\n\u003Cp>Le fait pour le travailleur d’assurer provi\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>ement ou par intérim un\nemploi comportant un classement supérieur dans la hiérarchie professionnelle\nne lui confère pas automatiquement le droit aux avantages pécuniaires ou\nautres attachés audit emploi.\u003C\u002Fp>\n\n\u003Cp>Toutefois la durée de cette situation ne peut excéder :\u003C\u002Fp>\n\n\u003Cp>1.1 mois pour les ouvriers et employés ;\u003C\u002Fp>\n\n\u003Cp>2.4 mois pour les cadres, agents de maîtrise, techniciens et assimilés\n;\u003C\u002Fp>\n\n\u003Cp>3.Sauf dans le cas de \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, accident survenu au titulaire de l’emploi\nou remplacement de ce dernier pour la durée d’un \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>Passé ce délai, et sauf les cas visés ci-dessus, l’employeur doit\nrégler définitivement la situation du travailleur en cause c’est à dire\n:\u003C\u002Fp>\n\n\u003Cp>1.Soit le reclasser dans la \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> correspondant au nouvel emploi tenu\njusque là ;\u003C\u002Fp>\n\n\u003Cp>2.Soit lui rendre ses anciennes fonctions.\u003C\u002Fp>\n\n\u003Cp>En cas de \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, accident ou \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> du titulaire, l’intérimaire\nperçoit :\u003C\u002Fp>\n\n\u003Cp>1.Après 1 mois pour les ouvriers et employés ;\u003C\u002Fp>\n\n\u003Cp>2.Après 4 mois pour les cadres, agents de maîtrise, techniciens et\nassimilés, une indemnité égale à la différence entre son salaire et le\nsalaire \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de la \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> du nouvel emploi qu’il occupe.\u003C\u002Fp>\n\n\u003Ch3>Art. 18. - Mutation des femmes en état de \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan data-original-title=\"Work & Family Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword work-family-arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">grossesse\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>Les travailleuses en état de grosse mutées à un autre poste en raison de\nleur état, conservent le bénéfice de leur salaire antérieur pendant toute\nla durée de leur mutation.\u003C\u002Fp>\n\n\u003Ch3>Art. 19. - Affectation à un autre lieu d’emploi\u003C\u002Fh3>\n\n\u003Cp>Lorsque les mutations ne sont pas prévues dans les conditions\nd’\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, aucun travailleur ne peut être muté sans son consentement\ndans un établissement de l’employeur situé dans une commune ou une\nlocalité autre que celle de son lieu de travail habituel.\u003C\u002Fp>\n\n\u003Cp>En cas de refus du travailleur le contrat est réputé rompu du fait de\nl’employeur. \u003C\u002Fp>\n\n\u003Ch3>Art. 20. - Sanctions disciplinaires\u003C\u002Fh3>\n\n\u003Cp>Les sanctions disciplinaires applicables au personnel sont les suivantes\n:\u003C\u002Fp>\n\n\u003Cp>1° L’avertissement écrit ;\u003C\u002Fp>\n\n\u003Cp>2° Le blâme ;\u003C\u002Fp>\n\n\u003Cp>3° La mise à pied temporaire sans salaire d’une durée \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de 4\njours;\u003C\u002Fp>\n\n\u003Cp>4° Le licenciement.\u003C\u002Fp>\n\n\u003Cp>L’avertissement ne saurait être invoqué à l’encontre du travailleur\nsi, à l’expiration d’un délai de 6 mois suivant la date d’intervention\nde la sanction, aucune autre sanction n’a été prononcée.\u003C\u002Fp>\n\n\u003Cp>Il en est de même à l’expiration d’un délai d’un an en ce qui\nconcerne le blâme et la mise à pied.\u003C\u002Fp>\n\n\u003Cp>Ces sanctions sont prises par le chef de l’établissement ou son\nreprésentant, après que l’intéressé, assisté, sur sa demande, de son\ndélégué aura fourni des explications écrites ou verbales.\u003C\u002Fp>\n\n\u003Cp>La sanction est signifiée par écrit au travailleur et ampliation de la\ndécision est adressée à l’inspecteur du travail du ressort.\u003C\u002Fp>\n\n\u003Cp>La suppression de salaire pour absence non justifiée ne fait pas obstacle\nà l’application de sanctions disciplinaires.\u003C\u002Fp>\n\n\u003Ch3>Art. 21. - Clause de non concurrence\u003C\u002Fh3>\n\n\u003Cp>Sauf stipulation contraire insérée dans le \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ou\nautorisation particulière écrite de l’employeur, il est interdit, au\ntravailleur d’exercer, même en dehors des heures de travail, toute activité\nà caractère professionnel susceptible de concurrencer l’entreprise ou de\nnuire à la bonne exécution des services convenus.\u003C\u002Fp>\n\n\u003Cp>Il est également interdit au travailleur de divulguer les renseignements\nacquis au service de l’employeur.\u003C\u002Fp>\n\n\u003Cp>Chapitre II. - SUSPENSION DU \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">CONTRAT DE TRAVAIL\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> \u003C\u002Fp>\n\n\u003Ch3>Art. 22. - Mise à pied pour arrêt de travail\u003C\u002Fh3>\n\n\u003Cp>La mise à pied provi\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>e d’un travailleur par manque de travail ne peut\nêtre effectuée par l’employeur sans l’accord de l’intéressé, faute de\nquoi le \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> est considéré comme rompu du fait de\nl’employeur. Toutefois cette période sera considérée comme temps de\nprésence pour le calcul du \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Ch3>Art. 23. - Absences exceptionnelles\u003C\u002Fh3>\n\n\u003Cp>Les absences de courte durée justifiées par un événement grave et\nfortuit, dûment constaté intéressant directement le foyer du travailleur\n(tel qu’incendie de l’habitation, décès, accident ou \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> grave du\nconjoint, d’un ascendant ou descendant vivant avec lui, n’entraînent pas\nla rupture du \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> mais simplement sa suspension pourvu que\nl’employeur ait été avisé au plus tard dans les deux jours francs et que\nla durée de l’absence soit en rapport avec l’événement qui l’a\nmotivée.\u003C\u002Fp>\n\n\u003Cp>La disponibilité est la position du travailleur qui cesse momentanément\nsur sa demande et par convenance personnelle d’exercer ses fonctions dans\nl’entreprise et, en conséquence, n’est plus rémunéré par elle.\u003C\u002Fp>\n\n\u003Cp>Cette position est exceptionnelle et n’est accordée que dans des cas\ntrès particuliers à la seule appréciation de l’employeur.\u003C\u002Fp>\n\n\u003Cp>Le temps passé en position de disponibilité n’entre pas en compte dans\nl’ancienneté au service de l’employeur.\u003C\u002Fp>\n\n\u003Cp>La mise en disponibilité ne peut être refusée par l’entreprise\nlorsqu’elle est demandée :\u003C\u002Fp>\n\n\u003Cp>1.pour \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan data-original-title=\"Work & Family Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword work-family-arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">allaitement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> à l’issue d’un \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de maternité et dans tous les\ncas où la tradition l’exige ;\u003C\u002Fp>\n\n\u003Cp>2.pour l’exercice d’un mandat parlementaire ou d’un mandat syndical\npermanent.\u003C\u002Fp>\n\n\u003Cp>Dans ces cas elle n’est pas limitée dans sa durée.\u003C\u002Fp>\n\n\u003Ch3>Art. 24. - Absences pour \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s et accidents non professionnels\u003C\u002Fh3>\n\n\u003Cp>1° Suspension du contrat\u003C\u002Fp>\n\n\u003Cp>\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-sicknessmaxdaysnr\" class=\"cbaClause highlight focus\">Les absences justifiées par l’intéressé et résultant de \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s et\nd’accidents non professionnels ne constituent pas une clause de rupture du\n\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> dans la limite de six mois, ce délai étant prorogé\njusqu’au remplacement du travailleur.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>Pendant ce délai, au cas où le remplacement du travailleur s’imposerait,\nle remplaçant devrait être informé, en présence d’un délégué, du\ncaractère provi\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>e de son emploi.\u003C\u002Fp>\n\n\u003Cp>2° Formalités à accomplir\u003C\u002Fp>\n\n\u003Cp>Si le \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">travailleur malade\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> fait constater son état par le service médical de\nl’entreprise dans un délai de 48 heures, il n’aura pas d’autres\nformalités à accomplir.\u003C\u002Fp>\n\n\u003Cp>Dans la négative, il doit sauf cas de force majeure, avertir l’employeur\ndu motif de son absence dans un délai de 72 heures suivant la date de\nl’accident ou de la \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>Cet avis est confirmé par un certificat médical délivré par un médecin\net à produire dans un délai \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de 6 jours, à compter du premier jour de\nl’indisponibilité.\u003C\u002Fp>\n\n\u003Cp>Si le travailleur, gravement malade, ne peut se déplacer il avise\nl’employeur de cette impossibilité. Ce dernier lui envoie l’infirmier et,\néventuellement, le médecin.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv id=\"clause-sicknesspay\" class=\"cbaClause highlight\">\u003Ch3>Art. 25. - A) Indemnisation du \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">travailleur malade\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>Le travailleur autre que le travailleur \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauché\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> à l’heure ou à la\njournée dont le \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> se trouve suspendu pour cause de \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ou\nd’accident reçoit de l’employeur une allocation dont le montant est ainsi\nfixé.\u003C\u002Fp>\n\n\u003Cp>a)Pendant la première année de présence\u003C\u002Fp>\n\n\u003Cp>Plein salaire pendant une période égale à la durée de préavis ;\u003C\u002Fp>\n\n\u003Cp>Demi-salaire pendant le mois suivant.\u003C\u002Fp>\n\n\u003Cp>b)de la deuxième à la cinquième année de présence\u003C\u002Fp>\n\n\u003Cp>plein salaire pendant une période égale à la durée du préavis avec\n\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> d’un mois ;\u003C\u002Fp>\n\n\u003Cp>Demi-salaire pendant les trois mois suivants.\u003C\u002Fp>\n\n\u003Cp>c)Après cinq ans de présence :\u003C\u002Fp>\n\n\u003Cp>Plein salaire pendant une période égale à la durée du préavis avec\n\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de deux mois ;\u003C\u002Fp>\n\n\u003Cp>Demi-salaire pendant les quatre mois suivants, sous réserve des\ndispositions de l’article 47 du Code du travail, le total des indemnités\nprévues ci-dessus représente le \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> des sommes auxquelles pourra\nprétendre le travailleur pendant une année civile, quels que soient le nombre\net la durée de ses absences pour \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> au cours de ladite année.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-paidmaternityleave\" class=\"cbaClause highlight\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cp>d)Indemnisation pour \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de maternité.\u003C\u002Fp>\n\n\u003Cp>Pendant la période de suspension de contrat prévue au chapitre III, du\nCode du travail, la femme salariée qui compte deux ans au moins\nd’ancienneté dans l’entreprise à la date de sa mise en \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de\nmaternité percevra de la part de l’employeur son plein salaire habituel\ndéduction faite des sommes versées par la caisse nationale de sécurité\nsociale ou tout autre organisme qui se substituerait à cette caisse.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Ch3>Art. 26. - Accident du travail\u003C\u002Fh3>\n\n\u003Cp>Le contrat du travailleur accidenté du travail est suspendu jusqu’à\nconsolidation de la blessure.\u003C\u002Fp>\n\n\u003Cp>Au cas où après consolidation de la blessure, le travailleur accidenté du\ntravail ne serait plus à même de reprendre son service et de l’assurer dans\nles conditions normales, l’employeur recherchera avec les délégués du\npersonnel de son établissement, la possibilité de reclasser l’intéressé\ndans un autre emploi.\u003C\u002Fp>\n\n\u003Cp>Durant la période prévue pour l’indemnisation du \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">travailleur malade\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, le\ntravailleur accidenté, en état d’\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">incapacité\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> temporaire, reçoit une\nallocation calculée de manière\u003C\u002Fp>\n\n\u003Cp>à lui assurer son ancien salaire, \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">heures supplémentaires\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> non comprises,\ndéfalcation faite de la somme qui lui est due en vertu de la réglementation\nsur les \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">accidents du travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> pour cette même période.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 27. - Obligations militaires\u003C\u002Fh3>\n\n\u003Cp>Le travailleur ayant quitté l’entreprise pour effectuer le service\nmilitaire obligatoire reprend son emploi de plein droit à l’expiration du\ntemps passé sous les drapeaux.\u003C\u002Fp>\n\n\u003Cp>Lorsqu’il connaît la date présumée de sa libération du service\nmilitaire légal et au plus tard dans le mois suivant celle-ci, le travailleur\nqui désire ou non, reprendre l’emploi qu’il occupait au moment de son\ndépart sous les drapeaux, doit en avertir son ancien employeur par lettre\nrecommandée.\u003C\u002Fp>\n\n\u003Cp>Le travailleur appelé à effectuer une période militaire obligatoire,\nconserve son droit au \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> annuel.\u003C\u002Fp>\n\n\u003Cp>Chapitre III. RUPTURE DU \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">CONTRAT DE TRAVAIL\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 28. - Modalités\u003C\u002Fh3>\n\n\u003Cp>La partie qui prend l’initiative de la rupture du contrat doit notifier sa\ndécision par écrit à l’autre partie.\u003C\u002Fp>\n\n\u003Cp>Cette notification doit être faite, soit par envoi d’une lettre\nrecommandée soit par remise directe de la lettre au destinataire, contre reçu\nou devant témoins.\u003C\u002Fp>\n\n\u003Cp>Le délai de préavis court à compter de la notification effectuée telle\nqu’elle est précisée ci-dessus.\u003C\u002Fp>\n\n\u003Cp>La disposition, objet du présent article, s’applique à tous les\ntravailleurs dont l’inscription au registre d’employeur est obligatoire.\u003C\u002Fp>\n\n\u003Cp>Dans le cas où la notification aurait été rendue impossible par le fait\ndu travailleur, elle sera valablement notifiée au délégué du personnel de\nl’entreprise avec copie à l’inspecteur du travail ou son suppléant\nlégal.\u003C\u002Fp>\n\n\u003Ch3>Art. 29. - Durée et déroulement du préavis\u003C\u002Fh3>\n\n\u003Cp>La durée \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> du préavis est fixée dans les annexes à la présente\nconvention.\u003C\u002Fp>\n\n\u003Cp>Durant la période de préavis, le travailleur est autorisé à\ns’absenter, soit chaque jour pendant deux heures soit deux \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">jours par semaine\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\npour la recherche d’un nouvel emploi.\u003C\u002Fp>\n\n\u003Cp>La répartition de ces heures d’absence dans le cadre de l’\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">horaire\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de\nl’entreprise est fixée d’un commun accord, ou à défaut alternativement,\nun jour au gré du travailleur, un jour au gré de l’employeur.\u003C\u002Fp>\n\n\u003Cp>Si, à la demande de l’employeur, le travailleur n’utilise pas tout ou\npartie du temps de liberté auquel il peut prétendre pour la recherche d’un\nemploi, il perçoit, à son départ, une indemnité supplémentaire\ncorrespondant au nombre d’heures non utilisées.\u003C\u002Fp>\n\n\u003Cp>Le travailleur responsable d’un service, d’une caisse, d’un stock, qui\nrésilie son contrat ne peut quitter son emploi avant d’avoir rendu ses\ncomptes.\u003C\u002Fp>\n\n\u003Cp>En cas de faute lourde, la rupture du contrat peut intervenir sans\npréavis.\u003C\u002Fp>\n\n\u003Ch3>Art. 30. - Préavis en fin de période ouvrant droit au \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> légal\u003C\u002Fh3>\n\n\u003Cp>Le \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> étant destiné au repos du travailleur et non à la recherche\nd’un emploi, tout employeur qui ne désire pas reprendre un travailleur à\nl’issue de son \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> devra prévenir ce travailleur moyennant observation du\ndélai régulier de préavis expirant à la date du départ en \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> du\ntravailleur.\u003C\u002Fp>\n\n\u003Cp>En cas d’inobservation de cette clause l’indemnité de préavis se\ntrouve doublée.\u003C\u002Fp>\n\n\u003Cp>Les obligations ci-dessus incombent au travailleur dans les mêmes\nconditions.\u003C\u002Fp>\n\n\u003Ch3>Art. 31. - Indemnité compensatrice de préavis\u003C\u002Fh3>\n\n\u003Cp>Chacune des parties peut se dégager de l’obligation de préavis en\nversant à l’autre une indemnité compensatrice dont le montant correspondant\nà la rémunération et aux avantages de toute nature dont aurait bénéficié\nle travailleur pendant la durée du préavis restant à courir, s’il avait\ntravaillé.\u003C\u002Fp>\n\n\u003Cp>Dans ce cas l’indemnité compensatrice ne saurait être supérieure au\nmontant susdit nonobstant les dispositions de l’article 29, alinéa 2.\u003C\u002Fp>\n\n\u003Cp>En cas de licenciement, et lorsque le préavis aura été exécuté, au\nmoins à moitié, le travailleur licencié qui se trouvera dans l’obligation\nd’occuper immédiatement un nouvel emploi, pourra, après avoir fourni toutes\njustifications utiles à l’employeur, quitter l’établissement avant\nl’expiration du préavis, sans avoir à payer l’indemnité\ncompensatrice.\u003C\u002Fp>\n\n\u003Cp>Les travailleurs dont le préavis est égal ou inférieur à huit jours\npeuvent quitter leur emploi sans obligation d’avoir à exécuter la moitié\ndu préavis, sous réserve que l’employeur soit prévenu vingt quatre heures\navant le départ de l’intéressé.\u003C\u002Fp>\n\n\u003Ch3>Art. 32. - Rupture du contrat du \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">travailleur malade\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>Lorsque l’employeur se trouve obligé de remplacer le \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">travailleur malade\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>,\nil doit, à l’expiration du délai de six mois de suspension prévu à\nl’article 24 de la présente convention, signifier à l’intéressé, par\nlettre recommandée, qu’il prend acte de la rupture du \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>A cette occasion, il lui fait parvenir le montant de l’indemnité de\npréavis et de toutes indemnités auxquelles le travailleur pourrait avoir\ndroit du fait de cette rupture (indemnité compensatrice de \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> payé,\n\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">indemnité de licenciement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> etc., ainsi qu’un certificat de travail).\u003C\u002Fp>\n\n\u003Cp>Le travailleur remplacé dans les conditions indiquées ci-dessus conserve\nune priorité d’embauchage pendant deux ans.\u003C\u002Fp>\n\n\u003Ch3>Art. 33. - Licenciement collectif\u003C\u002Fh3>\n\n\u003Cp>Si, en raison d’une diminution d’activité de l’établissement ou\nd’une réorganisation intérieure, l’employeur est amené à procéder à\ndes licenciements collectifs, il établit l’ordre des licenciements en tenant\ncompte de la qualification professionnelle, de l’ancienneté dans\nl’établissement et des charges de \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> des travailleurs.\u003C\u002Fp>\n\n\u003Cp>Seront licenciés en premier lieu les salariés présentant les moindres\naptitudes professionnelles pour les emplois maintenus, et, en cas d’égalité\nd’aptitudes professionnelles, les salariés les moins anciens,\nl’ancienneté étant majorée d’un an pour le salarié marié et d’un an\npour chaque enfant à charge aux termes de la réglementation des prestations\nfamiliales.\u003C\u002Fp>\n\n\u003Cp>L’employeur consulte, à ce sujet, les délégués du personnel et avise\nle service de la main-d’œuvre des mesures de licenciement qu’il envisage\ndans un délai \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de huit jours avant notification des préavis de\nlicenciement.\u003C\u002Fp>\n\n\u003Cp>Les travailleurs ainsi licenciés bénéficient d’une priorité de\nré\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> dans les conditions prévues à l’article 11 de la présente\nconvention.\u003C\u002Fp>\n\n\u003Ch3>Art. 34. - \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003C\u002Fspan>\u003C\u002Fh3>\u003Cdiv id=\"clause-contractseverancepay\" class=\"cbaClause highlight\">\u003Ch3>\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">Indemnité de licenciement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>En cas de licenciement par l’employeur, le travailleur ayant accompli dans\nl’entreprise une durée de service continue au moins égale à la période de\nréférence ouvrant droit de jouissance au \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, telle que fixée par la\nréglementation en vigueur, à droit à une \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">indemnité de licenciement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\ndistincte du préavis.\u003C\u002Fp>\n\n\u003Cp>Les travailleurs sont admis au bénéfice de l’\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">indemnité de licenciement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>,\nlorsqu’ils atteignent la durée de présence nécessaire à son attribution\nà la suite de plusieurs \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s dans la même entreprise, si leurs départs\nprécédents ont été provoqués par une compression d’effectifs ou une\nsuppression d’emplois. Dans ce cas le montant de l’indemnité de\nlicenciement est déterminé, déduction faite des sommes qui ont pu être\nversées à ce titre lors des licenciements antérieurs.\u003C\u002Fp>\n\n\u003Cp>Cette indemnité est représentée, pour chaque année de présence\naccomplie dans l’entreprise, par un pourcentage déterminé du salaire global\nmensuel moyen des douze mois d’activité qui ont précédé la date du\nlicenciement.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contractseverancepay1\" class=\"cbaClause highlight\">\u003Cp>On entend par salaire global toutes les prestations constituant une\ncontrepartie du travail, à l’exclusion de celles présentant le caractère\nd’un remboursement de frais.\u003C\u002Fp>\n\n\u003Cp>Le pourcentage est fixé à :\u003C\u002Fp>\n\n\u003Cp>1.20 % pour les 5 premières années ;\u003C\u002Fp>\n\n\u003Cp>2.30 % pour la période allant de la sixième à la dixième année incluse\n;\u003C\u002Fp>\n\n\u003Cp>3.35 % pour la période s’étendant au-delà de la dixième année.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Dans le décompte effectué sur les bases indiquée ci-dessus il doit être\ntenu compte des fractions d’année.\u003C\u002Fp>\n\n\u003Cp>L’\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">indemnité de licenciement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> n’est pas due :\u003C\u002Fp>\n\n\u003Cp>1° En cas de rupture du \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> résultant d’une faute lourde\ndu travailleur;\u003C\u002Fp>\n\n\u003Cp>2° Lorsque le travailleur cesse définitivement son service pour entrer en\njouissance de l’allocation de retraite réglementaire.\u003C\u002Fp>\n\n\u003Cp>Toutefois, il lui sera versé dans ce cas une allocation spéciale, dite,\n“indemnité de départ à la retraite”.\u003C\u002Fp>\n\n\u003Cp>Cette indemnité est décomptée sur les mêmes bases et suivant les mêmes\nrègles que l’\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">indemnité de licenciement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 35. - Certificat de travail\u003C\u002Fh3>\n\n\u003Cp>L’employeur doit remettre au moment du départ du travailleur un\ncertificat de travail contenant exclusivement le nom et l’adresse de\nl’employeur, la date d’entrée du salarié, celle de sa sortie et la nature\nde l’emploi, ou, s’il y a lieu, les emplois successivement occupés avec\nréférence aux \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s et emplois des \u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles\">\u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s prévues à la\nprésente convention ainsi que les périodes pendant lesquelles les emplois ont\nété tenus.\u003C\u002Fp>\n\n\u003Ch3>Art. 36. - Décès du travailleur\u003C\u002Fh3>\n\n\u003Cp>En cas de décès du travailleur le salaire de présence, l’allocation de\n\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et les indemnités de toute nature acquis à la date du décès\nreviennent à ses ayants-droit.\u003C\u002Fp>\n\n\u003Cp>Si le travailleur comptait, au jour du décès, deux années au moins\nd’ancienneté dans l’entreprise, l’employeur est tenu de verser aux\nayants-droit une indemnité d’un montant équivalent à celui de\nl’\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">indemnité de licenciement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> qui serait revenue au travailleur en cas de\nrupture du contrat.\u003C\u002Fp>\n\n\u003Cp>Si au jour du décès, le travailleur remplissait les conditions d’âge et\nd’ancienneté requises pour partir à la retraite, l’employeur est tenu de\nverser aux ayants-droit une indemnité d’un montant équivalent à celui de\nl’indemnité de départ à la retraite, à laquelle le travailleur aurait eu\ndroit en partant à la retraite.\u003C\u002Fp>\n\n\u003Cp>Cependant, si au jour du décès, la femme du travailleur, y ayant droit,\nn’a pas atteint l’âge requis pour bénéficier de l’allocation de\nretraite, l’indemnité allouée aux ayants-droit sera d’un montant\néquivalent à celui de l’\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">indemnité de licenciement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> qui serait revenue au\ntravailleur en cas de rupture du contrat.\u003C\u002Fp>\n\n\u003Cp>Ne peuvent prétendre à ces indemnités que les ayants-droit en ligne\ndirecte du travailleur, qui étaient effectivement à sa charge.\u003C\u002Fp>\n\n\u003Cp>Si le travailleur avait été déplacé par le fait de l’employeur, ce\ndernier assurera, à ses frais la fourniture du cercueil et le transport du\ncorps du défunt au lieu de résidence habituelle, à condition que les\nayants-droit en formulent la demande dans un délai \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de deux ans après\nl’expiration du délai réglementaire prévu pour le transfert des restes\nmortels.\u003C\u002Fp>\n\n\u003Cp>Chapitre IV. \u003C\u002Fp>\n\n\u003Ch3>Art. 37. - \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003C\u002Fspan>\u003C\u002Fh3>\u003Cdiv id=\"clause-apprenticeships\" class=\"cbaClause highlight\">\u003Ch3>\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003C\u002Fspan>\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">Apprentissage\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et promotion professionnelle\u003C\u002Fh3>\n\n\u003Cp>Les apprentis formés par l’entreprise sont sélectionnés et recrutés\npar voie de concours. Des bonifications de notation en vue de leur classement\npourront être accordées aux candidats pupilles de la nation ou \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan data-original-title=\"Work & Family Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword work-family-arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">enfants\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> d’un\ntravailleur décédé ou devenu totalement inapte par suite d’accident du\ntravail.\u003C\u002Fp>\n\n\u003Cp>Les dispositions relatives en général à l’\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">apprentissage\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et en\nparticulier :\u003C\u002Fp>\n\n\u003Cp>L’\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> en qualité d’apprenti, l’établissement du contrat\nd’\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">apprentissage\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, ses effets, le contrôle de son exécution et la sanction de\nfin d’\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">apprentissage\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> seront conformes à la législation et à la\nréglementation en vigueur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-trainingfund\" class=\"cbaClause highlight\">\u003Cp>\u003C\u002Fp>\u003Cdiv id=\"clause-trainingprogrammes\" class=\"cbaClause highlight\">\u003Cp>Dans un but de promotion sociale et économique, l’entreprise est en droit\nd’exiger du personnel en fonction qu’il suive les cours de \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ou de\nperfectionnement professionnels que nécessite l’exercice de son emploi et\nl’adaptation à l’évolution technique.\u003C\u002Fp>\n\n\u003Cp>Le coût de cette \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> organisée par l’employeur est à la charge de\nl’employeur.\u003C\u002Fp>\n\n\u003Cp>Pendant les périodes de \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ou de perfectionnement professionnels, le\ntravailleur percevra son salaire intégral et les indemnités qui s’y\nrattachent.\u003C\u002Fp>\n\n\u003Cp>Les différends relatifs à la promotion professionnelle seront soumis à la\ncommission de classement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>TITRE IV. - SALAIRES\u003C\u002Fh2>\n\n\u003Ch3>Art. 38. - Dispositions générales\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cp>A conditions égales de travail, de qualification professionnelle et de\nrendement, le salaire est égal pour tous les travailleurs quels que soient\nleur origine, leur âge, leur sexe et leur statut dans les conditions prévues\nau présent titre.\u003C\u002Fp>\n\n\u003Cp>Le salaire de chaque travailleur est déterminé en fonction de l’emploi\nqui lui est attribué dans l’entreprise.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Les salaires sont fixés :\u003C\u002Fp>\n\n\u003Cp>1.soit au temps : à l’heure, à la journée ou au mois ;\u003C\u002Fp>\n\n\u003Cp>2.soit au rendement : à la tâche ou aux pièces. Les employés sont\ntoujours payés au mois.\u003C\u002Fp>\n\n\u003Cp>Toutefois, les employés de première et deuxième \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> sont payés au\nmois lorsqu’ils ont une durée de présence continue dans l’entreprise de\nsix mois pour les Employés de première \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et d’un mois pour ceux de\ndeuxième \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>En ce qui concerne les ouvriers il convient de distinguer les ouvriers dont\nle salaire peut être \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">horaire\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, journalier ou mensuel et payé en fin de mois,\ndes ouvriers payés à l’heure ou à la journée et qui sont payés\neffectivement chaque jour en fonction du travail effectué.\u003C\u002Fp>\n\n\u003Cp>Après trois mois de présence continue dans l’entreprise, l’ouvrier\npayé à l’heure ou à la journée devient ouvrier permanent au taux \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">horaire\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>,\njournalier ou mensuel.\u003C\u002Fp>\n\n\u003Cp>L’employeur a la faculté d’appliquer aux ouvriers toute forme de\nrémunération du travail au rendement, aux pièces et à la tâche qu’il\njuge utile pour la bonne marche de l’entreprise, sous les réserves suivantes\n:\u003C\u002Fp>\n\n\u003Cp>a)Le travailleur doit toujours être assuré de recevoir un salaire au moins\négal au salaire \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de la \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> dont relève l’emploi considéré\n;\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)Les tarifs de travail au rendement seront établis de façon que\nl’ouvrier de capacité moyenne ait la possibilité de dépasser le salaire\n\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de sa \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ;\u003C\u002Fp>\n\n\u003Cp>c)Il ne peut être imposé au travailleur une durée de travail supérieure\nà celle de son atelier ou chantier sauf cas de dérogation prévu par la\nréglementation ;\u003C\u002Fp>\n\n\u003Cp>d)Des mesures doivent être prises pour éviter tout surmenage du personnel\ntravaillant au rendement.\u003C\u002Fp>\n\n\u003Cp>Les normes de rendement seront fixées par accord d’établissement.\u003C\u002Fp>\n\n\u003Cp>Dès lors qu’un travailleur ne connaît pas tous les éléments d’un\ntravail au rendement qui lui est confié, toutes indications lui seront\ndonnées préalablement à l’exécution du travail de façon à lui permettre\nde calculer facilement le salaire correspondant.\u003C\u002Fp>\n\n\u003Ch3>Art. 39. - Paiement du salaire\u003C\u002Fh3>\n\n\u003Cp>Les salaires sont payés conformément aux prescriptions légales et\nréglementaires.\u003C\u002Fp>\n\n\u003Cp>Le paiement des salaires a lieu pendant les heures de travail lorsque\ncelui-ci concorde avec les heures d’ouverture normales de la caisse.\u003C\u002Fp>\n\n\u003Cp>En cas de contestation sur le contenu du bulletin de paye, le travailleur\npeut demander à l’employeur la justification des éléments ayant servi à\nl’établissement de son bulletin de paye.\u003C\u002Fp>\n\n\u003Cp>Il peut se faire assister du délégué du personnel.\u003C\u002Fp>\n\n\u003Ch3>Art. 40. - \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s professionnelles\u003C\u002Fh3>\n\n\u003Cp>Les travailleurs sont classés dans les \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s et échelons définis\npar les \u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles\">\u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s professionnelles figurant dans les annexes\u003C\u002Fp>\n\n\u003Cp>Le classement du travailleur est en fonction de l’emploi qu’il occupe au\nsein de l’entreprise.\u003C\u002Fp>\n\n\u003Cp>Les salaires minima de chaque \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> sont fixés et modifiés par une\ncommission mixte composée en nombre égal d’employeurs et de travailleurs\nrelevant des organisations syndicales signataires de la présente\nconvention.\u003C\u002Fp>\n\n\u003Cp>Par dérogation aux dispositions du 4° alinéa de l’article 6 de la\nprésente convention, seront admises dans les commissions mixtes appelées à\nfixer ou à réviser les salaires, les organisations syndicales, nationales\nadhérentes, reconnues comme représentatives sur le plan national au sens de\nl’article 72, 4° paragraphe du Code du travail.\u003C\u002Fp>\n\n\u003Ch3>Art. 41. - Commission de classement\u003C\u002Fh3>\n\n\u003Cp>Si le travailleur conteste auprès de l’employeur le classement de son\nemploi dans la hiérarchie professionnelle et si une suite favorable n’est\npas donnée à sa réclamation, il peut porter le différend devant une\ncommission paritaire de classement.\u003C\u002Fp>\n\n\u003Cp>Cette commission, présidée par l’inspecteur du travail du ressort, est\ncomposée de deux représentants des employeurs et de deux représentants des\ntravailleurs de la branche professionnelle intéressée qui peuvent\ns’adjoindre, à titre consultatif, un ou deux de leurs collègues plus\nparticulièrement qualifiés pour apprécier le litige.\u003C\u002Fp>\n\n\u003Cp>Sur sa demande, le travailleur peut se faire assister par un représentant\nde son organisation syndicale.\u003C\u002Fp>\n\n\u003Cp>Les membres employeurs et travailleurs de la commission ainsi que leurs\nsuppléants, sont choisis par les parties signataires de la présente\nconvention.\u003C\u002Fp>\n\n\u003Cp>Le travailleurs adresse sa requête, ou la fait adresser par son délégué\ndu personnel ou son organisation syndicale à l’inspecteur du travail du\nressort, qui provoque la réunion de la commission en convoquant les membres,\nles parties, et, si le travailleur en fait la demande, un représentant de\nl’organisation syndicale à laquelle appartient ce dernier.\u003C\u002Fp>\n\n\u003Cp>La commission se réunit obligatoirement dans les 10 jours francs qui\nsuivent la requête et se prononce dans les 15 jours qui suivent la date de sa\npremière réunion.\u003C\u002Fp>\n\n\u003Cp>Si l’un des membres de la commission ou son suppléant ne se présente pas\nau jour et à l’heure fixés pour la réunion, la commission peut, néanmoins\ndécider de siéger en s’organisant pour que la représentation des\nemployeurs et des travailleurs demeure paritaire.\u003C\u002Fp>\n\n\u003Cp>Le rôle de la commission consiste à déterminer la \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> dans\nlaquelle doit être classé l’emploi assuré par le travailleur dans\nl’entreprise.\u003C\u002Fp>\n\n\u003Cp>Si la commission dispose d’éléments d’in\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> suffisante elle rend\nimmédiatement sa décision.\u003C\u002Fp>\n\n\u003Cp>Dans le cas contraire, elle peut inviter les parties à produire des\nrenseignements complémentaires. Elle peut également décider de faire subir\nau travailleur un essai professionnel.\u003C\u002Fp>\n\n\u003Cp>Elle choisit alors l’épreuve à faire subir au requérant, fixe le temps\ndont il disposera pour l’exécution et désigne les personnes qualifiées\npour apprécier les résultats.\u003C\u002Fp>\n\n\u003Cp>Dès qu’elle dispose de ces éléments d’appréciation complémentaires,\nla commission prononce sa décision.\u003C\u002Fp>\n\n\u003Cp>Celle-ci est prise à la majorité des voix des membres titulaires ou\nsuppléants de la commission. Le président ne participe pas au vote et statue\nen cas de litige.\u003C\u002Fp>\n\n\u003Cp>La décision doit être motivée, donner la répartition des voix et\nindiquer tous les avis exprimés, y compris celui du président.\u003C\u002Fp>\n\n\u003Cp>Si elle attribue un nouveau classement au travailleur, elle en précise la\ndate de prise d’effet.\u003C\u002Fp>\n\n\u003Cp>Un exemplaire de la décision rendue est remis à chacune des parties, à la\ndiligence du président.\u003C\u002Fp>\n\n\u003Ch3>Art. 42. - Abattement de salaire des jeunes travailleurs\u003C\u002Fh3>\n\n\u003Cp>Les travailleurs âgés de moins de 18 ans, rémunérés au temps,\nreçoivent des salaires minima qui, par rapport à ceux des travailleurs\nadultes, occupant le même emploi dans la \u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles\">\u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle sont\nfixés aux pourcentages suivants :\u003C\u002Fp>\n\n\u003Cp>1.de 14 à 15 ans : 60 % ;\u003C\u002Fp>\n\n\u003Cp>2.de 15 à 16 ans : 70 % ;\u003C\u002Fp>\n\n\u003Cp>3.de 16 à 17 ans : 80 % ;\u003C\u002Fp>\n\n\u003Cp>4.de 17 à 18 ans : 90 % .\u003C\u002Fp>\n\n\u003Cp>Les réductions prévues au paragraphe 2 du présent article ne\ns’appliquent ni aux jeunes travailleurs titulaire d’un Certificat\nd’aptitude professionnelle (CAP) et débutant dans la profession, ni à ceux\nayant subi avec succès l’examen de sortie d’un centre de \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nprofessionnelle rapide.\u003C\u002Fp>\n\n\u003Cp>Dans tous les cas où les jeunes travailleurs de moins de 18 ans\nrémunérés à la tache où au rendement effectuent d’une façon courante et\ndans les conditions égales d’activité, de rendement et de qualité des\ntravaux habituellement confiés à des adultes, ils sont rémunérés aux\ntarifs appliqués au personnel adulte effectuant ces mêmes travaux.\u003C\u002Fp>\n\n\u003Ch3>Art. 43. - Travailleurs physiquement diminués\u003C\u002Fh3>\n\n\u003Cp>Dans le cas où le rendement ou la capacité professionnelle d’un\ntravailleur diminuerait par suite de \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, accident ou infirmité\nd’origine non professionnelle médicalement constaté, l’employeur peut\n:\u003C\u002Fp>\n\n\u003Cp>osoit proposer à ce travailleur un poste correspondant à ses nouvelles\ncapacités professionnelles ;\u003C\u002Fp>\n\n\u003Cp>1.soit lui allouer une rémunération moindre qui ne pourra en aucun cas\nêtre inférieure de plus de dix pour cent (10 %) au salaire \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de sa\n\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>A cet effet, l’employeur devra après avis du médecin de l’entreprise,\nconvenir par écrit avec l’intéressé des conditions fixant son classement\net sa rémunération.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>Art. 44.- Majoration pour \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">heures supplémentaires\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Les heures accomplies au-delà de la durée légale du travail ou de la\ndurée considérée comme équivalente donnent lieu à une majoration du\nsalaire réel, déduction faite de l’indemnité d’expatriation, fixée\ncomme suit :\u003C\u002Fp>\n\n\u003Cp>1.10 % de majoration pour les heures effectuées de la 41e à la 48e heure\n;\u003C\u002Fp>\n\n\u003Cp>2.35 % de majoration pour les heures effectuées au-delà de la 48° heure\n;\u003C\u002Fp>\n\n\u003Cp>3.50 % de majoration pour les heures effectuées de jour les \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">dimanche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s et\nles \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">jours fériés\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ;\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.100 % de majoration pour les heures effectuées de nuit les \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">dimanche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s et\n\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">jours fériés\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Le décompte des \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">heures supplémentaires\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et l’application de majorations\nprévues ci-dessus devront se faire compte tenu des dispositions\nréglementaires qui, dans la République du Niger, fixent par branche\nd’activité, les modalités d’application de la durée du travail et\nprévoient des dérogations permanentes pour l’exécution de certains\ntravaux.\u003C\u002Fp>\n\n\u003Cp>Est nulle et de nul effet, en ce qui concerne les travailleurs astreints à\nun \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">horaire\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> déterminé, toute clause d’un \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> fixant le\nsalaire de façon forfaitaire, quel que soit le nombre d’heures\nsupplémentaires effectuées au cours de la semaine.\u003C\u002Fp>\n\n\u003Cp>Dans le cas de service fonctionnant par roulement et lorsque les durées\nhebdomadaires de travail effectif sont inégales et inférieures parfois à la\ndurée de 40 heures, le paiement des \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">heures supplémentaires\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> sera calculé sur\nla période donnant lieu au paiement du salaire.\u003C\u002Fp>\n\n\u003Ch3>Art. 45. - Service en poste à fonctionnement continu\u003C\u002Fh3>\n\n\u003Cp>Dans les entreprises qui fonctionnent sans interruption, jour et nuit, y\ncompris éventuellement les \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">dimanche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s et \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">jours fériés\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, les heures de travail\nassurées par un service de “quart” par roulement de jour et de nuit,\n\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">dimanche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s et \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">jours fériés\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> éventuellement compris, sont rétribuées au même\ntarif que celui prévu pour le travail de jour en semaine.\u003C\u002Fp>\n\n\u003Cp>Les \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">heures supplémentaires\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> leur sont payées dans les conditions prévues\nà l’article précédent sauf dérogation réglementaire.\u003C\u002Fp>\n\n\u003Cp>En compensation du repos légal hebdomadaire obligatoire l’ouvrier de\n“quart” ayant accompli exceptionnellement dans la semaine, sept\n“quarts” consécutifs, reçoit au \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> une rémunération\nsupplémentaire égale à 100 % de son salaire normal pour la durée d’un\n“quart” de travail.\u003C\u002Fp>\n\n\u003Cp>Le travailleur de quart qui aura bénéficié d’un \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">repos hebdomadaire\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> dans\nla semaine n’a pas droit à cette rémunération particulière.\u003C\u002Fp>\n\n\u003Ch3>Art. 46. - \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Prime de panier\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>Les travailleurs effectuant au moins 6 heures de \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">travail de nuit\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nbénéficient d’une indemnité dite “\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">prime de panier\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>”, dont le montant\nest égal à trois fois le salaire \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">horaire\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> interprofessionnel\ngaranti.\u003C\u002Fp>\n\n\u003Cp>Cette indemnité sera en outre accordée aux travailleurs qui après avoir\ntravaillé dix heures ou plus, interruptions comprises, prolongeront d’au\nmoins une heure leur travail après le début de la période réglementaire de\n\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">travail de nuit\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>Elle sera également allouée aux travailleurs qui effectueront une séance\nininterrompue de travail de dix heures dans la journée.\u003C\u002Fp>\n\n\u003Cp>La \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">prime de panier\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ne peut se cumuler avec l’indemnité de\ndéplacement.\u003C\u002Fp>\n\n\u003Ch3>Art. 47. - Primes et indemnités\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>a)Prime d’ancienneté\u003C\u002Fp>\n\n\u003Cp>Tout travailleur bénéficie d’une \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">prime d’ancienneté \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>lorsqu’il\nréunit les conditions requises, telles que définies ci-après :\u003C\u002Fp>\n\n\u003Cp>On entend par ancienneté le temps pendant lequel le travailleur a été\noccupé, de façon continue, pour le compte de l’entreprise, quel qu’ait\nété le lieu de son emploi.\u003C\u002Fp>\n\n\u003Cp>Toutefois, est déduite, le cas échéant de la durée totale de\nl’ancienneté à retenir pour le calcul de la prime, toute période de\nservice dont la durée aurait été prise en compte pour la détermination\nd’une \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">indemnité de licenciement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> payée au travailleur ou pour l’octroi à\nce dernier d’un avantage basé sur l’ancienneté et non prévu à la\nprésente convention Par exception aux dispositions du paragraphe précédent,\nles travailleurs sont admis au bénéfice de la prime d’ancienneté\nlorsqu’ils atteignent la durée de présence nécessaire à son attribution,\nà la suite de plusieurs \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s dans la même entreprise, si leurs départs\nprécédents ont été provoqués par une compression d’effectif ou une\nsuppression d’emploi dans les conditions prévues par l’article 11,\nparagraphe 4.\u003C\u002Fp>\n\n\u003Cp>En cas d’absence du travailleur résultant d’un accord entre les\nparties, l’ancienneté se calcule en additionnant les périodes passées dans\nl’entreprise avant et après l’absence.\u003C\u002Fp>\n\n\u003Cp>Toutefois, cette période d’absence est prise en compte, pour le calcul de\nl’ancienneté, dans les cas suivants :\u003C\u002Fp>\n\n\u003Cp>1.Absences pour raisons personnelles, dans la limite d’un mois ;\u003C\u002Fp>\n\n\u003Cp>2.Absences pour \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s payés\u003C\u002Fspan> ou, dans la limite de dix jours par an,\npermissions exceptionnelles prévues à l’article 60 de la présente\nconvention ;\u003C\u002Fp>\n\n\u003Cp>3.Absences pour \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> dans la limite de six mois ;\u003C\u002Fp>\n\n\u003Cp>4.Absences pour accident du travail ou \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s professionnelles quelle\nqu’en soit la durée ;\u003C\u002Fp>\n\n\u003Cp>5.Absences prévues aux alinéas a) et b) de l’article 46 du Code du\ntravail;\u003C\u002Fp>\n\n\u003Cp>6.Absences pendant les \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s de maternité\u003C\u002Fspan> des femmes salariées ;\u003C\u002Fp>\n\n\u003Cp>7.Absences pour stages professionnels organisés par l’employeur.\u003C\u002Fp>\n\n\u003Cp>La \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">prime d’ancienneté \u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>est calculée en pourcentage sur le salaire \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nde la \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de classement du travailleur, le montant total de ce salaire\nétant déterminé en fonction de l’\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">horaire\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> normal de l’entreprise.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype1\">\u003Cp>Le pourcentage en est fixé à :\u003C\u002Fp>\n\n\u003Cp>1.3 % après trois années d’ancienneté ;\u003C\u002Fp>\n\n\u003Cp>2.1 % du salaire par année de service supplémentaire jusqu’à la vingt\nquatrième année incluse.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>b)\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Indemnité de transport\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>,\u003C\u002Fp>\n\n\u003Cp>Une indemnité forfaitaire calculée sur le kilométrage parcouru\nmensuellement est attribuée à l’agent qui doit, en raison de sa fonction,\neffectuer fréquemment et habituellement des déplacements intéressant son\nservice.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Primes et indemnités diverses\u003C\u002Fp>\n\n\u003Cp>L’entreprise peut si elle l’estime nécessaire, attribuer des primes et\nindemnités spécifiques destinées à compenser des responsabilités\nparticulières (exemple: indemnité de caisse, de démarchage, etc.) ou des\nfrais supplémentaires occasionnés par la fonction du travailleur.\u003C\u002Fp>\n\n\u003Ch3>Art. 48. - Indemnité d’expatriation\u003C\u002Fh3>\n\n\u003Cp>Une indemnité d’expatriation destinée à dédommager un salarié des\ndépenses et risques supplémentaires auxquels l’exposent sa venue au Niger\nest acquise à tout travailleur recruté hors du territoire de la République\ndu Niger et déplacé de sa résidence habituelle.\u003C\u002Fp>\n\n\u003Cp>Le montant de cette indemnité est fixé à 4\u002F10e du salaire \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de base\nde la \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle à laquelle appartient le travailleur.\u003C\u002Fp>\n\n\u003Ch2>TITRE V. - CONDITIONS DU TRAVAIL\u003C\u002Fh2>\n\n\u003Ch3>Art. 49. - Durée du travail - Récupération - \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">Heures supplémentaires\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>Les jours et \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">horaire\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s de travail, les récupérations et les heures\nsupplémentaires sont fixés dans le cadre des dispositions légales et\nréglementaires en vigueur.\u003C\u002Fp>\n\n\u003Ch3>Art. 50. - Interruptions collectives du travail\u003C\u002Fh3>\n\n\u003Cp>En cas d’interruptions collectives du travail, résultant soit de causes\naccidentelles ou de force majeure, soit d’intempéries, les récupérations\ndes heures de travail perdues sont effectuées conformément à la\nréglementation en vigueur.\u003C\u002Fp>\n\n\u003Cp>Le travailleur qui, sur l’ordre de son employeur, s’est tenu à la\ndisposition de l’entreprise, doit recevoir son salaire calculé au tarif\nnormal, même s’il n’a pas effectivement travaillé.\u003C\u002Fp>\n\n\u003Ch3>Art. 51. - \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">Jours fériés\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, chômés et payés\u003C\u002Fh3>\n\n\u003Cp>Les \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">jours fériés\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> sont ceux prévus par la législation en vigueur à\nsavoir :\u003C\u002Fp>\n\n\u003Cp>1.1er janvier;\u003C\u002Fp>\n\n\u003Cp>2.Lundi de Pâques ;\u003C\u002Fp>\n\n\u003Cp>3.1er Mai;\u003C\u002Fp>\n\n\u003Cp>4.Ascension ;\u003C\u002Fp>\n\n\u003Cp>5.Lundi de Pentecôte ;\u003C\u002Fp>\n\n\u003Cp>6.3 Août (Fête nationale) ;\u003C\u002Fp>\n\n\u003Cp>7.15 Août (Assomption) ;\u003C\u002Fp>\n\n\u003Cp>8.1er Novembre (Toussaint) ;\u003C\u002Fp>\n\n\u003Cp>9.18 Décembre (Fête de la République) ;\u003C\u002Fp>\n\n\u003Cp>10.25 Décembre (Noël) ;\u003C\u002Fp>\n\n\u003Cp>11.Ramadan ;\u003C\u002Fp>\n\n\u003Cp>12.Tabaski ;\u003C\u002Fp>\n\n\u003Cp>13.Mouloud.\u003C\u002Fp>\n\n\u003Cp>Les fêtes légales sont chômées et payées sauf si elles tombent un\n\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">dimanche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>Pour avoir droit à la rémunération particulière des treize (13) jours\nsusvisés, les travailleurs doivent remplir la condition suivante :\u003C\u002Fp>\n\n\u003Cp>1.avoir accompli normalement à la fois, la dernière journée de travail\nprécédent le jour férié et la première journée de travail suivant ledit\njour férié, sauf absences exceptionnelles autorisées.\u003C\u002Fp>\n\n\u003Cp>Compte tenu des mêmes réserves que ci-dessus, les fêtes légales si elles\nsont chômées n’entraîneront aucune réduction ou retenue sur le salaire\ndes travailleurs.\u003C\u002Fp>\n\n\u003Cp>Au cas où la récupération serait admise, ces heures sont rémunérées au\ntarif normal.\u003C\u002Fp>\n\n\u003Cp>S’il est exceptionnellement travaillé un jour férié obligatoirement\nchômé, la rémunération prévue au présent article s’ajoute à la\nrémunération des heures effectuées ce jour-là, calculée comme il est dit\nà l’article 44 ci-dessus.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Ch3>Art. 52. - Travail des femmes\u003C\u002Fh3>\n\n\u003Cp>Les conditions particulières de travail des femmes sont réglées\nconformément à la loi.\u003C\u002Fp>\n\n\u003Cp>Il est recommandé aux chefs d’établissement de prendre les dispositions\nqui pourraient s’avérer nécessaires pour éviter aux femmes \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan data-original-title=\"Work & Family Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword work-family-arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">enceinte\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s\ntoutes bousculades.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Art. 53. - Travail des \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan data-original-title=\"Work & Family Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword work-family-arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">enfants\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et des jeunes travailleurs\u003C\u002Fh3>\n\n\u003Cp>Les conditions particulières du travail des \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan data-original-title=\"Work & Family Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword work-family-arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">enfants\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et des jeunes\ntravailleurs sont réglées conformément à la loi.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv id=\"clause-PAIDLEAV_trigger\" class=\"cbaClause highlight\">\u003Ch3>Art. 54. - Durée et organisation du \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>Les travailleurs salariés et apprentis bénéficient chaque année d’un\n\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> payé fixé comme suit par mois de travail effectif :\u003C\u002Fp>\n\n\u003Cp>1.travailleurs sans distinction d’âge : deux jours et demi calendaires\n;\u003C\u002Fp>\n\n\u003Cp>2.les majorations en faveur des mères de \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> salariées sont fixées\npar la réglementation en vigueur ;\u003C\u002Fp>\n\n\u003Cp>3.la durée de \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> est augmentée à raison de deux jours ouvrables\naprès vingt ans de services continus ou non dans la même entreprise, de\nquatre jours après vingt cinq ans et de six jours après trente ans ;\u003C\u002Fp>\n\n\u003Cp>4.les travailleurs titulaires de la Médaille d’honneur du travail\nbénéficieront d’un jour de \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> supplémentaire par an.\u003C\u002Fp>\n\n\u003Cp>1° Les conditions ci-dessus s’appliquent également aux travailleurs\nrecrutés hors du territoire de la République du Niger et ayant leur\nrésidence habituelle dans un Etat d’Afrique situé au Sud du Sahara.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2° Toutefois les travailleurs recrutés hors du territoire de la\nRépublique du Niger ayant leur résidence habituelle hors de la zone\ngéographique définie à l’alinéa précédent auront droit à un \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de\nsix jours calendaires par mois de service effectif.\u003C\u002Fp>\n\n\u003Cp>Le droit de jouissance au \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> est acquis après une durée de service\négale à :\u003C\u002Fp>\n\n\u003Cp>a)Un an pour les travailleurs engagés sur place, cette durée pouvant être\nprolongée d’une durée équivalente d’accord parties ;\u003C\u002Fp>\n\n\u003Cp>b)24 mois pour le travailleur expatrié effectuant son premier séjour ;\u003C\u002Fp>\n\n\u003Cp>c)22 mois pour le travailleur expatrié visé à l’article 1er du présent\narticle;\u003C\u002Fp>\n\n\u003Cp>d)20 mois pour le travailleur expatrié visé à l’alinéa 2 du présent\narticle, à l’issue de son deuxième séjour.\u003C\u002Fp>\n\n\u003Cp>La date normale de départ en \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> du travailleur ne peut être anticipée\nni retardée de plus de trois mois sauf autorisation exceptionnelle et\nindividuelle de l’inspecteur du travail. Cette date est fixée d’accord\nparties entre l’employeur et le travailleur.\u003C\u002Fp>\n\n\u003Cp>Lorsque le travailleur a présenté sa demande de \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> en temps opportun,\nil doit être avisé de la date de son départ en \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> quinze jours au moins\nà l’avance.\u003C\u002Fp>\n\n\u003Cp>Pour le calcul de la durée du \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> acquis, ne seront pas déduites les\nabsences pour \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">accidents du travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ou \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s professionnelles, les périodes\nlégales de repos des femmes en couche, les périodes militaires obligatoires,\nni dans la limite de six mois, les absences pour \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s dûment constatées\npar certificat médical, ni les permissions exceptionnelles prévues à\nl’article 60 ci-après.\u003C\u002Fp>\n\n\u003Cp>En ce qui concerne les travailleurs expatriés, la durée du \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> est\naugmentée des délais de route.\u003C\u002Fp>\n\n\u003Ch3>Art. 55. - Allocation de \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>Le montant de l’allocation de \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> représente la fraction applicable à\nla totalité de la rémunération acquise par le travailleur pendant la\npériode d’emploi lui ouvrant droit au \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, telle qu’elle est définie\nà l’article 54. Cette rémunération de référence inclut le salaire et ses\nacces\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>es ainsi que tous les éléments constitutifs du salaire tels que les\nprimes, gratifications, \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">heures supplémentaires\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, pourboires comptabilisés,\navantages en nature etc.., qui sont pris en compte au titre de la déclaration\nfiscale sur le revenu, à l’exception de l’indemnité d’expatriation\nvisée à l’article 48 et des primes et indemnités acquises en remboursement\nde frais professionnels ou de sujétions particulières inhérentes à\nl’exercice de la profession.\u003C\u002Fp>\n\n\u003Cp>Cette fraction est égale à :\u003C\u002Fp>\n\n\u003Cp>1.1\u002F 12è pour les engagés sur place ;\u003C\u002Fp>\n\n\u003Cp>2.1 \u002F 12è pour les expatriés visés au paragraphe 1 de l’article 54 ;\u003C\u002Fp>\n\n\u003Cp>3.1\u002F15è pour les expatriés visés au paragraphe 2 de l’article 54.\u003C\u002Fp>\n\n\u003Cp>Elle demeure acquise en la \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">monnaie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de l’Etat où le contrat a été\nexécuté.\u003C\u002Fp>\n\n\u003Cp>Elle est versée au travailleur au moment de son départ en \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>Lorsque le calcul de l’allocation en fonction du salaire moyen des douze\nderniers mois est plus favorable au travailleur, le dernier calcul doit être\nsubstitué au précédent.\u003C\u002Fp>\n\n\u003Ch3>Art. 56. - Indemnité compensatrice de \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>En cas de rupture ou d’expiration du contrat avant que le travailleur ait\nacquis droit de jouissance au \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, une indemnité calculée sur les bases\ndes droits acquis d’après les dispositions légales, réglementaires et\nconventionnelles en vigueur doit être accordée à la place du \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Ch3>Art. 57. - Voyages et transports\u003C\u002Fh3>\n\n\u003Cp>Les dispositions afférentes aux voyages des travailleurs et des membres de\nleurs \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s, ainsi qu’au transport de leurs bagages sont celles fixées\npar les articles 123 à 129 inclus du Code du travail.\u003C\u002Fp>\n\n\u003Cp>Les conditions d’applications des dispositions de l’article 125 du Code\ndu travail (classe de passage, poids des bagages, voyage des \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s) sont\nfixées aux annexes de la présente convention.\u003C\u002Fp>\n\n\u003Ch3>Art. 58. - Application de l’article 128 du Code du travail\u003C\u002Fh3>\n\n\u003Cp>Conformément à l’article 128 du Code du travail, le travailleur qui,\nlors de la rupture ou la cessation du contrat, a droit au voyage retour au lieu\nde sa résidence habituelle, à la charge de l’employeur qu’il quitte, peut\nfaire valoir son droit auprès de ce dernier à tout moment, dans la limite\nd’un délai de deux ans à compter du jour de la cessation de son travail.\u003C\u002Fp>\n\n\u003Cp>Il est toutefois tenu de mentionner, dans la demande qu’il formulera à\ncette fin, les emplois salariés qu’il a exercés depuis la rupture ou la\ncessation du contrat, et le ou les employeurs successifs qui auraient utilisé\nses services en précisant la durée de ceux-ci.\u003C\u002Fp>\n\n\u003Cp>L’employeur ainsi saisi doit mettre à la disposition du travailleur le ou\nles titres de transport auquel il a droit.\u003C\u002Fp>\n\n\u003Cp>Le ou les employeurs successifs qui auront utilisé les services du\ntravailleur seront tenus, à la demande de l’employeur qui a délivré le\ntitre de transport, de participer au paiement du passage dans la limite des\ndroits en la matière acquis chez eux par le travailleur.\u003C\u002Fp>\n\n\u003Cp>L’évaluation du montant de la participation des divers employeurs se fait\nau prorata du temps de service accompli par le travailleur chez chacun\nd’eux.\u003C\u002Fp>\n\n\u003Ch3>Art. 59. - Cautionnement du voyage du travailleur\u003C\u002Fh3>\n\n\u003Cp>Lorsqu’un travailleur expatrié aura versé au Trésor public le montant\nde son cautionnement réglementaire de rapatriement, l’employeur qui engage\nses services doit lui permettre d’obtenir le remboursement dudit\ncautionnement, en constituant lui-même un cautionnement pour l’intéressé\net éventuellement pour sa \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>Dans tous les cas de rupture ou d’expiration du \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>,\nl’employeur est dégagé de sa caution touchant le rapatriement du\ntravailleur :\u003C\u002Fp>\n\n\u003Cp>1.par la substitution de la caution d’un nouvel employeur ;\u003C\u002Fp>\n\n\u003Cp>2.par la remise ou l’utilisation du ou des titres de transport ;\u003C\u002Fp>\n\n\u003Cp>3.par le versement au Trésor public du montant du cautionnement au nom et\npour le compte du travailleur.\u003C\u002Fp>\n\n\u003Cp>Dans cette troisième éventualité le travailleur rembourse à\nl’employeur lors d règlement final, le montant de la somme versée pour son\ncompte au trésor sauf dans le cas où il a acquis droit au voyage de retour à\nla charge dudit employeur.\u003C\u002Fp>\n\n\u003Ch3>Art. 60. - Permissions exceptionnelles\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Cp>Les \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">événements familiaux\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, dûment justifiés, énumérés ci-après,\nouvrent droit pour le travailleur ayant au moins six mois d’ancienneté dans\nl’entreprise, au bénéfice de permissions exceptionnelles d’absence, non\ndéductibles du \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> normal dans la limite de dix jours ouvrables par an et\nn’entraînant aucune retenue de salaire.\u003C\u002Fp>\n\n\u003Cp>1.Premier mariage du travailleur : 6 jours ouvrables ;\u003C\u002Fp>\n\n\u003Cp>2.Autres mariages du travailleur : 3 jours ouvrables ;\u003C\u002Fp>\n\n\u003Cp>3.Mariage d’un enfant, d’un frère, d’une soeur : 1 jour ouvrable ;\u003C\u002Fp>\n\n\u003Cp>4.Décès du conjoint 5 jours ouvrables ;\u003C\u002Fp>\n\n\u003Cp>5.Décès d’un enfant, du père ou de la mère du travailleur : 2 jours\nouvrables ;\u003C\u002Fp>\n\n\u003Cp>6.Décès d’un ascendant en ligne directe, d’un frère ou d’une soeur\n: 1 jour ouvrable ;\u003C\u002Fp>\n\n\u003Cp>7.Décès d’un beau-père ou d’une belle-mère : 1 jour ouvrable ;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>8.Naissance d’un enfant : 1 jour ouvrable ;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>9.Première communion : 1 jour ouvrable ;\u003C\u002Fp>\n\n\u003Cp>10.Baptême d’un enfant : 1 jour ouvrable ;\u003C\u002Fp>\n\n\u003Cp>11.Déménagement : 1 jour ouvrable.\u003C\u002Fp>\n\n\u003Cp>Toute permission de cette nature doit faire l’objet d’une autorisation\nécrite préalable de l’employeur, sauf cas de force majeure.\u003C\u002Fp>\n\n\u003Cp>Dans cette dernière éventualité, le travailleur doit aviser son employeur\ndès la reprisedutravail.\u003C\u002Fp>\n\n\u003Cp>Le document attestant de l’événement doit être présenté à\nl’employeur dans le plus bref délai, au plus tard, huit jours après\nl’événement, à justifier par la présentation de pièces d’état-civil\nou d’une attestation délivrée par l’autorité administrative\ncompétente.\u003C\u002Fp>\n\n\u003Cp>Si l’événement se produit hors du lieu d’emploi et nécessite le\ndéplacement du travailleur, les délais ci-dessus pourront être prolongés\nd’accord parties. Cette prolongation ne sera pas rémunérée.\u003C\u002Fp>\n\n\u003Ch3>Art. 61. - Déplacement temporaire du travailleur\u003C\u002Fh3>\n\n\u003Cp>Lorsque le travailleur est appelé occasionnellement à exercer sa\nprofession hors du milieu habituel de son emploi, et lorsqu’il résulte pour\nlui, de ce déplacement, des frais supplémentaires, il peut prétendre à la\nperception d’une indemnité de déplacement dans les conditions précisées\naux annexes de la présente convention.\u003C\u002Fp>\n\n\u003Cp>Le travailleur déplacé temporairement, conserve d’autre part, droit à\nla rémunération dont il bénéficiait au lieu habituel de son emploi, si elle\nest supérieure à la rémunération réglementaire ou conventionnelle du ou\ndes lieux où il exerce son emploi durant son déplacement.\u003C\u002Fp>\n\n\u003Cp>L’indemnité de déplacement n’est pas due au travailleur à qui sont\nfournies en nature les prestations de nourriture et de logement, ou lorsque les\nfrais résultant du déplacement sont pris en charge par l’employeur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">Le droit aux indemnités de \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">repas\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> est acquis lorsque les nécessités du\nservice ne permettent pas au travailleur de prendre son \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">repas\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de midi au lieu\nd’emploi au plus tard à 14 heures et celui du \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> au plus tard à 22\nheures.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Si le déplacement doit avoir une durée supérieure à six mois ou amener\nle travailleur à exercer sa profession hors des limites géographiques\nprévues par son contrat ou à défaut par les usages de la profession,\nl’intéressé est en droit, sauf stipulation plus favorable prévue au\ncontrat de se faire accompagner ou rejoindre par sa \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, aux frais de\nl’employeur.\u003C\u002Fp>\n\n\u003Cp>En cas de déplacement temporaire, prolongé au delà de six mois, le\ntravailleur chef de \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, dont la \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> est restée au lieu habituel\nd’emploi peut bénéficier d’un \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de détente rémunéré lui\npermettant de revenir régulièrement auprès de sa \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>.\u003C\u002Fp>\n\n\u003Cp>Ce \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de détente qui peut être pris après les premiers six mois et\nensuite tous les trois mois à condition que la distance entre le lieu habituel\net le lieu occasionnel d’emploi soit inférieure ou égale à 400 km, à une\ndurée d’absence \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de : 5 jours délais de route compris.\u003C\u002Fp>\n\n\u003Cp>Le \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de détente ne sera accordé que s’il se place un mois au moins\navant la fin du déplacement temporaire.\u003C\u002Fp>\n\n\u003Cp>Pendant les voyages motivés, soit par le déplacement soit par un \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de\ndétente, le travailleur perçoit outre l’indemnité de déplacement à\nlaquelle il pourrait prétendre, la même rémunération que s’il avait\ntravaillé pendant l’\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">horaire\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> normal de l’entreprise.\u003C\u002Fp>\n\n\u003Ch3>Art. 62. - Logement et ameublement\u003C\u002Fh3>\n\n\u003Cp>Lorsque le travailleur est déplacé du lieu de sa résidence habituelle par\nle fait d’un employeur, en vue d’exécuter un \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>,\nl’employeur est tenu de mettre à sa disposition un logement répondant aux\nrègles d’hygiène et comportant les gros meubles, s’il ne peut se le\nprocurer par ses propres moyens, soit de verser une indemnité compensatrice\ndont le montant sera fixé dans le \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ou ses avenants.\u003C\u002Fp>\n\n\u003Cp>Lorsque le travailleur visé ci-dessus dispose d’un logement personnel ou\npeut assurer lui- même son logement, il doit l’indiquer lors de son\n\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">engagement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, et déclarer expressément qu’il dégage l’employeur de\nl’obligation de le loger.\u003C\u002Fp>\n\n\u003Cp>La consistance du logement fourni par l’employeur doit répondre aux\nbesoins du travailleur et de sa \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, compte tenu des usages et des\npossibilités du lieu d’emploi en matière de logement pour les travailleurs\nde la \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle de l’intéressé.\u003C\u002Fp>\n\n\u003Cp>Le détail des avantages fournis en matière de logement ainsi que la liste\ndes gros meubles doivent figurer au contrat du travailleur.\u003C\u002Fp>\n\n\u003Cp>L’employeur qui loge un travailleur a le droit d’opérer une retenue de\nlogement sur le salaire de celui-ci. Le montant de la retenue ne peut dépasser\nun \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> fixé en la matière par la commission mixte prévue à l’article\n40 de la présente convention, lorsque le logement fourni répond aux minima\nfixées par ladite commission.\u003C\u002Fp>\n\n\u003Cp>Le travailleur disposant à titre personnel de gros meubles pourra obtenir\nde l’employeur son accord pour leur transport aux frais de ce dernier, en\ndégagement l’employeur de l’obligation de lui fournir ces meubles.\u003C\u002Fp>\n\n\u003Ch3>Art. 63. - Evacuation du logement fourni par l’employeur\u003C\u002Fh3>\n\n\u003Cp>Lors de la rupture du \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> le travailleur installé dans un\nlogement fourni par l’employeur, est tenu de l’évacuer dans les délais\nci-après :\u003C\u002Fp>\n\n\u003Cp>a)En cas de notification du préavis par l’une des parties dans les\ndélais requis : évacuation à l’expiration de la période de préavis sans\nque celle-ci puisse être inférieure à un mois ;\u003C\u002Fp>\n\n\u003Cp>b)En cas de rupture du contrat par le travailleur sans que le préavis ait\nété respecté : évacuation immédiate ;\u003C\u002Fp>\n\n\u003Cp>c)En cas de licenciement par l’employeur sans préavis à l’exception du\ncas de faute lourde du travailleur : évacuation différée dans la limite\nd’un mois.\u003C\u002Fp>\n\n\u003Cp>Dans tous les cas, l’employeur pourra fournir au travailleur un autre\nlogement en remplacement du logement occupé jusque là à condition que la\nmesure soit justifiée par des nécessités de service ou les usages de\nl’entreprise.\u003C\u002Fp>\n\n\u003Cp>Pour la période de maintien dans les lieux, ainsi obtenu par le\ntravailleur, la retenue réglementaire ou conventionnelle de logement pourra\nêtre opérée par anticipation.\u003C\u002Fp>\n\n\u003Ch2>TITRE VI. - HYGIENE - SECURITE ET SERVICE MEDICAL\u003C\u002Fh2>\n\n\u003Ch3>Art. 64. - Dispositions générales\u003C\u002Fh3>\n\n\u003Cp>Les parties signataires de la présente convention s’en rapportent à la\nlégislation et à la réglementation en vigueur en la matière.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv id=\"clause-healthcareaccess\" class=\"cbaClause highlight\">\u003Ch3>Art. 65. - Hospitalisation du \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">travailleur malade\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>En sus des prestations auxquelles ils peuvent prétendre en vertu des\ndispositions légales réglementaires concernant les services médicaux et\nsanitaires d’entreprise, les travailleurs hospitalisés sur prescription ou\nsous contrôle du médecin de l’entreprise bénéficient des avantages\nci-après :\u003C\u002Fp>\n\n\u003Cp>a)Caution portée ou cautionnement versé par l’employeur auprès de\nl’établissement hospitalier pour garantie du paiement des frais\nd’hospitalisation du travailleur, dans la limite des sommes qui sont ou qui\npourraient être dues à ce dernier (salaire et acces\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>es en espèces,\nallocation, éventuellement indemnité de \u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword sickness-disability\">\u003Cspan class=\"keyword sickness-disability\" data-rel=\"sickness-disability\" data-original-title=\"Sickness & Disability\">\u003Cspan data-original-title=\"Sickness & Disability\" data-rel=\"sickness-disability\" class=\"keyword highlight sickness-disability\">maladie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et d’hospitalisation,\néventuellement indemnité de préavis et de licenciement, indemnité\ncompensatrice de \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>).\u003C\u002Fp>\n\n\u003Cp>Lorsque l’employeur, agissant en sa qualité de caution, aura payé les\nfrais d’hospitalisation, le remboursement en sera assuré par retenues\npériodiques, après la reprise du travail par accord entre les parties.\u003C\u002Fp>\n\n\u003Cp>b)Allocation complémentaire d’hospitalisation versée dans la limite de\nla période d’indemnité à plein ou à demi-salaire du \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">travailleur malade\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> et\nprécisée aux annexes de la présente convention.\u003C\u002Fp>\n\n\u003Cp>Les avantages prévus au présent article ne sont pas dus au travailleur\nhospitalisé à la suite d’un accident non professionnel survenu, soit par sa\nfaute, soit à l’occasion de jeux ou d’épreuves sportives non organisés\npar l’employeur auxquels il aurait participé.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>TITRE VlI. - DELEGUES DU PERSONNEL\u003C\u002Fh2>\n\n\u003Ch3>Art. 66. - Election\u003C\u002Fh3>\n\n\u003Cp>Dans chaque établissement inclus dans le champ d’application de la\nprésente convention occupant plus de dix travailleurs, des délégués du\npersonnel titulaires et des délégués suppléants sont obligatoirement élus\ndans les conditions fixées par la loi et les règlements en vigueur.\u003C\u002Fp>\n\n\u003Cp>Lorsque plusieurs établissements d’une même entreprise située dans une\nmême localité et dans un rayon \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de dix kilomètres ne comportent pas,\npris séparément, le nombre réglementaire de travailleurs imposant des\nélections de délégués du personnel, les effectifs de ces établissements\nseront totalisés en vue de la constitution d’un collège électoral qui\nélira son ou ses délégués.\u003C\u002Fp>\n\n\u003Cp>Peuvent être électeurs les travailleurs qui, à la suite de plusieurs\n\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">embauche\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s dans la même entreprise, auraient totalisé 6 mois\nd’ancienneté.\u003C\u002Fp>\n\n\u003Ch3>Art. 67. - Exercice du mandat de délégué\u003C\u002Fh3>\n\n\u003Cp>La fonction de délégué du personnel ne peut être pour celui qui\nl’exerce une entrave à une amélioration de sa rémunération, ni à son\navancement régulier.\u003C\u002Fp>\n\n\u003Cp>Le délégué du personnel ne peut être muté contre son gré pendant la\ndurée de son mandat, sauf appréciation de l’inspecteur du travail du\nressort.\u003C\u002Fp>\n\n\u003Cp>Un travailleur ne peut jouir d’un traitement de faveur en raison de sa\nfonction de délégué du personnel.\u003C\u002Fp>\n\n\u003Cp>L’\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">horaire\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de travail du délégué du personnel est l’\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">horaire\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> normal de\nl’établissement ; ses heures réglementaires de liberté sont imputées sur\ncet \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">horaire\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>. A défaut de détermination d’accord parties, elles doivent\nêtre signifiées à l’employeur moyennant un préavis de 24 heures sauf\ncirconstances exceptionnelles.\u003C\u002Fp>\n\n\u003Cp>Les attributions du délégué du personnel sont celles prévues par les\nlois et règlements en vigueur.\u003C\u002Fp>\n\n\u003Cp>Toute demande d’audience doit être formulée par écrit :\u003C\u002Fp>\n\n\u003Cp>1.2 jours avant la date souhaitée pour l’audience avec un chef de service\n;\u003C\u002Fp>\n\n\u003Cp>2.4 jours avant la date souhaitée pour l’audience avec le chef de\nl’entreprise.\u003C\u002Fp>\n\n\u003Cp>La demande doit comporter l’énoncé succinct des affaires qui seront\névoquées au cours de l’audience.\u003C\u002Fp>\n\n\u003Cp>Ces délais peuvent toutefois être réduits en cas de problème grave et\nurgent, la demande se faisant alors par simple contact.\u003C\u002Fp>\n\n\u003Cp>Un compte rendu de l’audience est établi mentionnant les différentes\nquestions posées et les réponses qui y ont été faites, que celles-ci soient\ndonnées au cours même de l’audience ou, si les questions posées exigent\nune étude préalable, d’une façon différée.\u003C\u002Fp>\n\n\u003Cp>Ce compte rendu est consigné sur un cahier ouvert à cet effet qui peut\nêtre consulté par le personnel.\u003C\u002Fp>\n\n\u003Ch3>Art. 68. - Licenciement du délégué\u003C\u002Fh3>\n\n\u003Cp>Est considéré comme nul et de nul effet, le licenciement d’un délégué\ndu personnel effectué par l’employeur, sans que les prescriptions de\nl’article 163 du Code du travail aient été observées.\u003C\u002Fp>\n\n\u003Cp>Toutefois, en cas de faute lourde d’un délégué du personnel,\nl’employeur peut prononcer immédiatement sa mise à pied provi\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">soir\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>e, en\nattendant la décision définitive de l’inspecteur du travail ou de la\njuridiction compétente.\u003C\u002Fp>\n\n\u003Ch3>Art. 69. - Protection du délégué\u003C\u002Fh3>\n\n\u003Cp>Pendant la période comprise entre la date de l’affichage des listes\nélectorales et celle du scrutin, les travailleurs inscrits sur les listes\naffichées bénéficient des mesures de protections édictées par l’article\n163 du Code du travail.\u003C\u002Fp>\n\n\u003Cp>Ces mesures sont maintenues en faveur des délégués élus dont le mandat\nest venu à expiration, jusqu’au moment où il aura été procédé à des\nnouvelles élections.\u003C\u002Fp>\n\n\u003Ch3>Art. 70. - Compétence du délégué\u003C\u002Fh3>\n\n\u003Cp>La compétence du délégué s’étend à l’ensemble du collège qui\nl’a élu. Pour les questions d’ordre général, intéressant l’ensemble\ndu personnel, cette compétence s’étend à tout l’établissement.\u003C\u002Fp>\n\n\u003Cp>Tout délégué peut, sur sa demande, se faire assister d’un représentant\nde son organisation syndicale, soit à l’occasion de la visite à sa\ndirection soit à l’occasion des visites de l’inspecteur du travail du\nressort.\u003C\u002Fp>\n\n\u003Cp>En cas de divergence née d’un différend individuel ou collectif dans le\ncadre de l’entreprise, le ou les délégués du personnel ou un représentant\nd’un syndicat signataire de la convention essaiera sans délai de l’aplanir\navec l’employeur ou son représentant.\u003C\u002Fp>\n\n\u003Ch2>TITRE VIII\u003C\u002Fh2>\n\n\u003Ch3>Art. 71. - Commission paritaire d’interprétation et de conciliation\u003C\u002Fh3>\n\n\u003Cp>Ilest institué une commission paritaire d’interprétation et de\nconciliation pour rechercher une solution amiable aux différends pouvant\nrésulter de l’interprétation et de l’application de la présente\nconvention ou de ses annexes et additifs.\u003C\u002Fp>\n\n\u003Cp>Cette commission n’a pas à connaître des litiges qui ne mettent pas en\ncause le sens et la portée de la présente convention.\u003C\u002Fp>\n\n\u003Cp>La composition de la commission est la suivante :\u003C\u002Fp>\n\n\u003Cp>1.Deux membres titulaires et deux suppléants de chaque organisation\nsyndicale et professionnelle d’employeurs signataires ;\u003C\u002Fp>\n\n\u003Cp>2.Un nombre égal de membres travailleurs titulaires et suppléants\u003C\u002Fp>\n\n\u003Cp>Les noms des membres titulaires et suppléants sont communiqués à\nl’autorité administrative par les organisations syndicales et\nprofessionnelles intéressées.\u003C\u002Fp>\n\n\u003Cp>La partie signataire qui désire soumettre un différend à la commission\ndoit le porter par écrit à la connaissance de toutes les autres parties\nsignataires ainsi que de l’autorité administrative compétente.\u003C\u002Fp>\n\n\u003Cp>Celle-ci est tenue de réunir la commission dans le délai \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> d’un\nmois.\u003C\u002Fp>\n\n\u003Cp>Lorsque la commission donne un avis à l’unanimité des organisations\nreprésentées, le texte de cet avis, signé par les membres de la commission,\na les mêmes effets juridiques que les clauses de la présente convention.\u003C\u002Fp>\n\n\u003Cp>Cet avis fait l’objet d’un dépôt au secrétariat du tribunal du\ntravail, à la diligence de l’autorité qui a réuni la commission.\u003C\u002Fp>\n\n\u003Ch3>Art. 72. - Dispositions transitoires\u003C\u002Fh3>\n\n\u003Cp>1 °) Les travailleurs relevant des anciennes conventions collectives\nconserveront leur \u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles\">\u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> actuelle jusqu’à l’intervention de la\n\u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles\">\u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> des emplois par branche d’activité dans les \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s\nprofessionnelles définies à l’annexe 1 de la présente convention ;\u003C\u002Fp>\n\n\u003Cp>2) Les salaires actuels restent applicables jusqu’à la conclusion de\nnouveaux accords de salaires hiérarchisés.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fait à Niamey, le 15 décembre 1972.\u003C\u002Fp>\n\n\u003Cp>Ont signé :\u003C\u002Fp>\n\n\u003Cp>1° employeurs :\u003C\u002Fp>\n\n\u003Cp>Pour le syndicat patronal des entreprises et industries du Niger (SPEIN)\nreprésentant le SPEIN MM Noël Pierre ;\u003C\u002Fp>\n\n\u003Cp>Soulier Raymond ;\u003C\u002Fp>\n\n\u003Cp>Boquet Alain ;\u003C\u002Fp>\n\n\u003Cp>Davanier Georges ;\u003C\u002Fp>\n\n\u003Cp>Pour le syndicat des commerçants importateurs et exportateurs du Niger\n(SCIMPEX - NI) représentant le SCIMPEX - NI MM Lambert Michel Henri ;\u003C\u002Fp>\n\n\u003Cp>Guillot Pierre\u003C\u002Fp>\n\n\u003Cp>Pour le syndicat national des petites et moyennes entreprises du Niger\n(SYNAPEMEN - NI) représentant le SYNAPEMEN M Georget Henri\u003C\u002Fp>\n\n\u003Cp>Pour le syndicat des transporteurs représentant le syndicat des T.\u003C\u002Fp>\n\n\u003Cp>M Dejean Maurice\u003C\u002Fp>\n\n\u003Cp>Pour le syndicat des moyens et petits commerçants :\u003C\u002Fp>\n\n\u003Cp>M. Seini Sanda\u003C\u002Fp>\n\n\u003Cp>Pour la Chambre de commerce du Niger représentant la Chambre de commerce M.\nSchwob Raymond\u003C\u002Fp>\n\n\u003Cp>2° travailleurs\u003C\u002Fp>\n\n\u003Cp>Pour l’Union nationale des travailleurs du Niger (USTN)\u003C\u002Fp>\n\n\u003Cp>MM. Sido Hassane, secrétaire général de l'USTN ;\u003C\u002Fp>\n\n\u003Cp>Oumarou Soumeila, syndicat des transporteurs ;\u003C\u002Fp>\n\n\u003Cp>Sagou Maourikoye, syndicat des PTT ;\u003C\u002Fp>\n\n\u003Cp>Mamoudou Kolmodi, syndicat CNSS\u003C\u002Fp>\n\n\u003Cp>Tanko Abdoulaziz, syndicat des transports aériens ;\u003C\u002Fp>\n\n\u003Cp>Amadou Hima, syndicat du commerce ;\u003C\u002Fp>\n\n\u003Cp>Marcel Inné, Union régionale UNTN Zinder ;\u003C\u002Fp>\n\n\u003Cp>Adamou Idé, Union régionale UNTN Maradi ;\u003C\u002Fp>\n\n\u003Cp>Lawal Sidi, Union régionale UNTN Agadez ;\u003C\u002Fp>\n\n\u003Cp>Asenjo Henri, représentant les Contractuels du Niger\u003C\u002Fp>\n\n\u003Cp>Le Directeur du travail et de la sécurité sociale YACOUBA ISSA KONE\u003C\u002Fp>\n\n\u003Ch2>ANNEXE I\u003C\u002Fh2>\n\n\u003Ch2>Convention collective interprofessionnelle de la République du Niger\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch2>\u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles\">\u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">Classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle en application de l’article 40 de la\nconvention collective\u003C\u002Fh2>\n\n\u003Cp>Pour l’ensemble des branches professionnelles visées à l’article 1er\nde la présente convention, les travailleurs sont classés suivant qu’ils\noccupent un emploi manuel ou non, dans les \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s et échelons définis\ncomme suit :\u003C\u002Fp>\n\n\u003Cp>1- Emplois manuels\u003C\u002Fp>\n\n\u003Cp>1ère \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> - Echelon A : Travailleur affecté à des besognes\nélémentaires ne nécessitant ni \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, ni connaissances professionnelles,\nni adaptation (exemple : manœuvre ordinaire, travailleur sans\nspécialité).\u003C\u002Fp>\n\n\u003Cp>Echelon B : Ayant six mois d’ancienneté dans la \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> 2e \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\n- Echelon A : Travailleur exécutant des travaux simples nécessitant une mise\nau courant sommaire et travailleur ayant deux ans d’ancienneté dans la\npremière \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> (exemple manœuvre spécialisé ; manœuvre de force).\nEchelon B : Ayant acquis la maîtrise de son emploi\u003C\u002Fp>\n\n\u003Cp>3e \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> : Travailleur possédant un niveau élémentaire\nd’instruction ou une compétence acquise par la pratique, connaissant en\npartie seulement un métier nécessaire une \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> préalable acquise par\nexemple au moyen de l’\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">apprentissage\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, ne possédant pas l’habileté et le\nrendement exigés d’un ouvrier spécialisé (exemple : aide - ouvrier).\u003C\u002Fp>\n\n\u003Cp>4e \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> : Ouvrier d’habileté et de rendement courants exécutant\ndes travaux qui exigent une \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle élémentaire, des\nconnaissances professionnelles confirmées (exemple : ouvrier spécialisé).\u003C\u002Fp>\n\n\u003Cp>5e \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> : Ouvrier possédant un métier qui nécessite un\n\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">apprentissage\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, titulaire du CAP ou de niveau professionnelle équivalent,\nexécutant des travaux qualifiés (exemple : ouvrier professionnel).\u003C\u002Fp>\n\n\u003Cp>6e \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> : Ouvrier exécutant des travaux particulièrement qualifiés\nnécessitant la connaissance complète de sa profession, une \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nthéorique et pratique approfondie (exemple : ouvrier qualifié).\u003C\u002Fp>\n\n\u003Cp>7e \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> : Ouvrier d’habileté exceptionnelle exécutant des travaux\nde hausse valeur professionnelle, ou titulaire du BEI (exemple : ouvrier\nhautement qualifié). Hors \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> : Ouvrier de la 7è \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ayant des\nresponsabilités plus étendues.\u003C\u002Fp>\n\n\u003Cp>II- Emplois non manuels\u003C\u002Fp>\n\n\u003Cp>1ère et 2e \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s : Définitions identiques à celles du chapitre I,\nemplois manuels.\u003C\u002Fp>\n\n\u003Cp>3e \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> : Employé possédant un niveau élémentaire d’instruction\net de connaissances professionnelles acquises par la pratique.\u003C\u002Fp>\n\n\u003Cp>4e \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> : Employé exécutant des travaux qui n’exigent qu’une\n\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> professionnelle simple et des connaissances professionnelles\nélémentaires.\u003C\u002Fp>\n\n\u003Cp>5e \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> : Employé titulaire d’un CAP ou du niveau professionnel\néquivalent, ayant une qualification qui nécessite une \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nprofessionnelle normale.\u003C\u002Fp>\n\n\u003Cp>6e \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> : Employé ayant une qualification qui comporte une \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nprofessionnelle complète, capable de prendre certaines initiatives et\nd’assumer des responsabilités limitées.\u003C\u002Fp>\n\n\u003Cp>7e \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> : Employé hautement qualifié ou titulaire du BEPC,\nconnaissant complètement un métier qui nécessite une \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nprofessionnelle poussée et une longue pratique, assurant des travaux qui\ncomportent une part d’initiative et de responsabilité.\u003C\u002Fp>\n\n\u003Cp>Hors \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> : Employé de la 7e \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ayant des initiatives et des\nresponsabilités plus étendues. La \u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles\">\u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> proposée aux chapitres I\n(emplois manuels) et II (emplois non manuels) constituant le \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> exigible\nn’est pas limitative et pourra comporter des échelons supplémentaires\nadaptés aux caractéristiques de la profession, par voie d’annexe\nparticulière.\u003C\u002Fp>\n\n\u003Cp>III.- Agents de maîtrise - Techniciens\u003C\u002Fp>\n\n\u003Cp>Agent chargé en permanence de diriger, coordonner et contrôler le travail\nd’ouvriers, employés ou techniciens dans l’exécution de tâches dont il\nassume la responsabilité.\u003C\u002Fp>\n\n\u003Cp>Le technicien ou agent de maîtrise doit avoir des connaissances\nprofessionnelles théoriques et pratiques acquises par la \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> scolaire et\nl’expérience professionnelle appropriées à la nature et à l’importance\nde son emploi.\u003C\u002Fp>\n\n\u003Cp>1ère \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> : (M.1) Technicien ou agent d’encadrement dirigeant\nd’une façon permanente un groupe de travailleurs dans sa spécialité et\nparticipant ou non à leurs travaux.\u003C\u002Fp>\n\n\u003Cp>2e \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> : (M.2) Technicien ou agent d’encadrement ayant chargé de\nfaire exécuter par des travailleurs de professions différentes les travaux\nqui lui sont confiés. Généralement placé sous les ordres d’un agent de\nmaîtrise de \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> supérieure ou d’un cadre.\u003C\u002Fp>\n\n\u003Cp>3e \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> : (M.3) Technicien ou agent d’encadrement ayant des\nresponsabilités plus étendues qu’en 2è \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, ayant au moins un agent\nde maîtrise ou assimilé sous ses ordres.\u003C\u002Fp>\n\n\u003Cp>4e \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> : (M.4) Technicien ou agent d’encadrement ayant des\nresponsabilités plus étendues qu’en 3e \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, placé généralement\nsous les ordres directs d’un chef ou d’un directeur d’entreprise.\u003C\u002Fp>\n\n\u003Cp>5e \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">Catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> : (M.5) Agent supérieur ayant par rapport à la 4è\n\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> des responsabilités plus étendues, la direction d’un personnel\nplus nombreux, placé sous les ordres directs d’un chef ou d’un directeur\nd’entreprise.\u003C\u002Fp>\n\n\u003Cp>IV.- Ingénieurs, cadres et assimilés\u003C\u002Fp>\n\n\u003Cp>Sont considérés comme ingénieurs cadres et assimilés, les collaborateurs\nde l’entreprise qui ont reçu une \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> technique généralement\nsanctionnée par la délivrance d’un diplôme d’Etat ou reconnu comme tel\n:\u003C\u002Fp>\n\n\u003Cp>1.ou qui possèdent en outre une expérience professionnelle pratique ;\u003C\u002Fp>\n\n\u003Cp>2.ou qui occupent dans l’entreprise un emploi comportant le pouvoir de\nconception, de décision et de direction ou des responsabilités équivalentes,\nainsi que l’utilisation des connaissances théoriques et pratiques qu’ils\nont acquises.\u003C\u002Fp>\n\n\u003Cp>Ces cadres sont placés d’après les positions types définies comme suit\n:\u003C\u002Fp>\n\n\u003Cp>1.1er Echelon : (C.1) Personnel répondant aux conditions suivantes :\u003C\u002Fp>\n\n\u003Cp>Posséder une \u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword training\">\u003Cspan class=\"keyword training\" data-rel=\"training\" data-original-title=\"Training\">\u003Cspan data-original-title=\"Training\" data-rel=\"training\" class=\"keyword highlight training\">formation\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> technique, administrative, juridique, commerciale ou\nfinancière résultant soit d’études sanctionnées par un diplôme des\nécoles spécialisées, soit d’une expérience professionnelle équivalente\n;\u003C\u002Fp>\n\n\u003Cp>ou occuper dans l’entreprise une fonction comportant des pouvoirs de\ndécision et d’autorité ou des responsabilités équivalentes.\u003C\u002Fp>\n\n\u003Cp>1.2e Echelon : (C.2) Même définition qu’en C.1, mais les\nresponsabilités sont plus étendues et le poste occupé est d’un niveau plus\nélevé.\u003C\u002Fp>\n\n\u003Cp>V.Cadres supérieurs\u003C\u002Fp>\n\n\u003Cp>Même définition que ci-dessus, mais avec des responsabilités très\nimportantes et très étendues, au plan de la direction et de l’autorité, ou\nen raison de la complexité des tâches confiées à ce personnel, ou sur ces\ndeux plans conjointement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>En ce qui concerne les chapitres III (agents de maîtrise et techniciens) IV\n(ingénieurs, cadres et assimilés) et V (cadres supérieurs) la \u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword job-titles\">\u003Cspan class=\"keyword job-titles\" data-rel=\"job-titles\" data-original-title=\"Job Titles\">\u003Cspan data-original-title=\"Job Titles\" data-rel=\"job-titles\" class=\"keyword highlight job-titles\">classification\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nproposée constituant le \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> exigible n’est pas limitative et pourra\nêtre élargie suivant les caractéristiques de la profession par voie\nd’annexe particulière.\u003C\u002Fp>\n\n\u003Cp>Durée de l’essai et du préavis :\u003C\u002Fp>\n\n\u003Cp>La durée de la période du préavis est fixée comme suit pour les diverses\n\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>s de travailleurs engagés par contrat à durée indéterminée :\u003C\u002Fp>\n\n\u003Cp>1.1° Travailleurs à salaire non mensuel : 8 jours ;\u003C\u002Fp>\n\n\u003Cp>2.2° Travailleurs à salaire mensuel : 1 mois calendaire ;\u003C\u002Fp>\n\n\u003Cp>3.3° Agents de maîtrise et techniciens : 1 mois calendaire ;\u003C\u002Fp>\n\n\u003Cp>4.4° Ingénieurs, cadres et assimilés : 3 mois calendaires ;\u003C\u002Fp>\n\n\u003Cp>5.5° Cadres supérieurs : 3 mois calendaires\u003C\u002Fp>\n\n\u003Cp>Pour l’application de la période de préavis les usages particuliers aux\nprofessions du bâtiment et des travaux publics, seront déterminés par annexe\nspéciale à la branche professionnelle intéressée.\u003C\u002Fp>\n\n\u003Cp>La période d’essai est fixée à :\u003C\u002Fp>\n\n\u003Cp>1.8 jours calendaires pour les travailleurs à salaire non mensuel ;\u003C\u002Fp>\n\n\u003Cp>2.1 mois calendaire pour les travailleurs à salaire mensuel ;\u003C\u002Fp>\n\n\u003Cp>3.De un à trois mois calendaires pour les agents de maîtrise et les\ntechniciens ;\u003C\u002Fp>\n\n\u003Cp>4.3 mois calendaires pour les ingénieurs, cadres et assimilés ;\u003C\u002Fp>\n\n\u003Cp>5.6 mois calendaires pour les cadres pou les cadres supérieurs.\u003C\u002Fp>\n\n\u003Cp>Le renouvellement de la période d’essai s’effectuera conformément à\nl’article 32 du Code du travail.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ANNEXE II\u003C\u002Fh2>\n\n\u003Ch2>En application de l’article 125 du Code du travail et de l’article 57\nde la convention collective\u003C\u002Fh2>\n\n\u003Cp>I.Voyage d’un travailleur et de sa \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>Observation:\u003C\u002Fp>\n\n\u003Cp>Le choix d’un moyen de transport approprié appartient à l’employeur\nsauf contre indication médicale.\u003C\u002Fp>\n\n\u003Cp>Dans le cas où le travailleur et sa \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> justifieraient de\nl’impossibilité d’utiliser la classe qui leur est attribuée, ils\nvoyageront avec l’autorisation de l’employeur dans la classe disponible\nimmédiatement supérieure.\u003C\u002Fp>\n\n\u003Cp>II.Transport des bagages du travailleur et de sa \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>En sus de la franchise de poids de bagages accompagnant le voyageur,\nattachée au titre de transport, l’employeur prend à sa charge le transport\ndes bagages personnels du travailleur et de sa \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> qui l’accompagne ou le\nrejoint aux conditions suivantes :\u003C\u002Fp>\n\n\u003Cp>1)A l’occasion de la première arrivée du travailleur au lieu de son\nemploi, de sa mutation en cours de contrat, ou de son départ définitif.\u003C\u002Fp>\n\n\u003Cp>Depuis le domicile habituel du travailleur jusqu’au lieu de son emploi.\u003C\u002Fp>\n\n\u003Cp>Définition:\u003C\u002Fp>\n\n\u003Cp>La \u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> du travailleur se compose de son ou ses conjoints et des \u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work & Family Arrangements\">\u003Cspan data-original-title=\"Work & Family Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword work-family-arrangements\">\u003Cspan class=\"keyword work-family-arrangements\" data-rel=\"work-family-arrangements\" data-original-title=\"Work\u002FFamily Balance Arrangements\">\u003Cspan data-original-title=\"Work\u002FFamily Balance Arrangements\" data-rel=\"work-family-arrangements\" class=\"keyword highlight work-family-arrangements\">enfants\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\nlégalement à charge ouvrant droit aux prestations familiales.\u003C\u002Fp>\n\n\u003Cp>En fret non accompagné.\u003C\u002Fp>\n\n\u003Cp>a)par voie de surface : un poids \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> ou un volume réputé équivalent\nde :\u003C\u002Fp>\n\n\u003Cp>200 kg pour le travailleur;\u003C\u002Fp>\n\n\u003Cp>200 kg par conjoint;\u003C\u002Fp>\n\n\u003Cp>100 kg par enfant.\u003C\u002Fp>\n\n\u003Cp>b)par voie aérienne : le poids ou volume équivalent au coût du fret\nexpédié par voie de surface.\u003C\u002Fp>\n\n\u003Cp>2)A l’occasion du \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">congé\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> le travailleur déplacé aura droit depuis le\nlieu de son emploi jusqu’à son domicile habituel et vice versa, aux frais de\nl’employeur, à un supplément de poids en bagages équivalent à celui de la\nfranchise attachée au titre de transport.\u003C\u002Fp>\n\n\u003Cp>Observation:\u003C\u002Fp>\n\n\u003Cp>Dans le cas où l’employeur fournit au travailleur déplacé et à sa\n\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword health-medical-assistence\">\u003Cspan class=\"keyword health-medical-assistence\" data-rel=\"health-medical-assistence\" data-original-title=\"Health & Medical Assistence\">\u003Cspan data-original-title=\"Health & Medical Assistence\" data-rel=\"health-medical-assistence\" class=\"keyword highlight health-medical-assistence\">famille\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>, sur le lieu de l’emploi, le logement, le matériel domestique et\nl’ameublement, le poids \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">maximum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> des bagages personnels transportés aux frais\nde l’employeur sera déterminé par le \u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword employment-contracts\">\u003Cspan class=\"keyword employment-contracts\" data-rel=\"employment-contracts\" data-original-title=\"Employment Contracts\">\u003Cspan data-original-title=\"Employment Contracts\" data-rel=\"employment-contracts\" class=\"keyword highlight employment-contracts\">contrat de travail\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> liant les\nparties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>ANNEXE III\u003C\u002Fh2>\n\n\u003Ch2>En application de l’article 61 de la Convention collective\u003C\u002Fh2>\n\n\u003Cp>Indemnités de déplacement temporaire\u003C\u002Fp>\n\n\u003Cp>Le montant \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> des indemnités dues à ce titre est fixé comme suit\n:\u003C\u002Fp>\n\n\u003Cp>Observation:\u003C\u002Fp>\n\n\u003Cp>Dans le cas où l’hébergement ou la nourriture, ou l’un ou l’autre\nsont fournis par l’employeur ou à ses frais, l’indemnité correspondante\nn’est pas due au travailleur en déplacement temporaire.\u003C\u002Fp>\n\n\u003Cp>Le salaire \u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword working-hours\">\u003Cspan class=\"keyword working-hours\" data-rel=\"working-hours\" data-original-title=\"Working hours\">\u003Cspan data-original-title=\"Working hours\" data-rel=\"working-hours\" class=\"keyword highlight working-hours\">horaire\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> de la \u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword wages\">\u003Cspan class=\"keyword wages\" data-rel=\"wages\" data-original-title=\"Wages\">\u003Cspan data-original-title=\"Wages\" data-rel=\"wages\" class=\"keyword highlight wages\">catégorie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fspan> s’obtient en divisant le montant du\nsalaire de base mensuel par le nombre d’heures légal mensuel (173 heures 33\npour le secteur non agricole, 208 heures pour le secteur agricole).\u003C\u002Fp>\n\n\u003Ch2>ANNEXE IV En application de l’article 65 (B) de la Convention\ncollective\u003C\u002Fh2>\n\n\u003Cp>Allocation complémentaire d’hospitalisation Le montant de cette\nallocation est fixé comme suit :\u003C\u002Fp>\n\n\u003Cp>Observation :\u003C\u002Fp>\n\n\u003Cp>Lorsque les frais d’hospitalisation, de traitement et de soins médicaux\net chirurgicaux sont totalement pris en charge par l’employeur, cette\nallocation n’est pas due.\u003C\u002Fp>\n\n\u003Ch2>ANNEXE V En application de l’article 34 de la convention collective\u003C\u002Fh2>\n\n\u003Cp>Indemnité de départ à la retraite\u003C\u002Fp>\n\n\u003Cp>L’indemnité de départ à la retraite est représentée par une\nindemnité égale à celle de licenciement prévue à l’article 34 de la\nprésente convention.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"disabilitypay":44,"paidpaternityleavepayperc":48,"MEALALL_trigger":52,"trainingfund":56,"maternityotherclause":60,"paidmaternityleavepayperc":64,"jobclassifaction1":68,"OVERTIME_trigger":72,"SENIOR_trigger":76,"healthcareaccess":80,"apprenticeships":84,"COMMUTE_trigger":88,"SUNDAY_trigger":92,"trainingprogrammes":96,"breastfeeding_dangerouswork":98,"paidpaternityleavepay":102,"contracttrial":104,"sicknesspay":108,"longserviceallowancetype1":112,"paidpaternityleave":116,"eqpay":120,"sicknessmaxdaysnr":124,"gender":128,"contractseverancepay1":131,"paidpaternityleaveduration":135,"paidmaternityleavepay":137,"sicknessmaxdays":139,"paidmaternityleave":141,"contractseverancepay":143,"PAIDLEAV_trigger":147,"longserviceallowanceperc1":151},{"bindId":45,"name":46,"text":47},"disabilitypay","Art. 26. - Accident du travail Le contra","Art. 26. - Accident du travail\n\nLe contrat du travailleur accidenté du travail est suspendu jusqu’à\nconsolidation de la blessure.\n\nAu cas où après consolidation de la blessure, le travailleur accidenté du\ntravail ne serait plus à même de reprendre son service et de l’assurer dans\nles conditions normales, l’employeur recherchera avec les délégués du\npersonnel de son établissement, la possibilité de reclasser l’intéressé\ndans un autre emploi.\n\nDurant la période prévue pour l’indemnisation du travailleur malade, le\ntravailleur accidenté, en état d’incapacité temporaire, reçoit une\nallocation calculée de manière\n\nà lui assurer son ancien salaire, heures supplémentaires non comprises,\ndéfalcation faite de la somme qui lui est due en vertu de la réglementation\nsur les accidents du travail pour cette même période.",{"bindId":49,"name":50,"text":51},"paidpaternityleavepayperc","Les événements familiaux, dûment justifi","Les événements familiaux, dûment justifiés, énumérés ci-après,\nouvrent droit pour le travailleur ayant au moins six mois d’ancienneté dans\nl’entreprise, au bénéfice de permissions exceptionnelles d’absence, non\ndéductibles du congé normal dans la limite de dix jours ouvrables par an et\nn’entraînant aucune retenue de salaire.\n\n1.Premier mariage du travailleur : 6 jours ouvrables ;\n\n2.Autres mariages du travailleur : 3 jours ouvrables ;\n\n3.Mariage d’un enfant, d’un frère, d’une soeur : 1 jour ouvrable ;\n\n4.Décès du conjoint 5 jours ouvrables ;\n\n5.Décès d’un enfant, du père ou de la mère du travailleur : 2 jours\nouvrables ;\n\n6.Décès d’un ascendant en ligne directe, d’un frère ou d’une soeur\n: 1 jour ouvrable ;\n\n7.Décès d’un beau-père ou d’une belle-mère : 1 jour ouvrable ;\n\n8.Naissance d’un enfant : 1 jour ouvrable ;",{"bindId":53,"name":54,"text":55},"MEALALL_trigger","Le droit aux indemnités de repas est acq","Le droit aux indemnités de repas est acquis lorsque les nécessités du\nservice ne permettent pas au travailleur de prendre son repas de midi au lieu\nd’emploi au plus tard à 14 heures et celui du soir au plus tard à 22\nheures.",{"bindId":57,"name":58,"text":59},"trainingfund","Dans un but de promotion sociale et écon","Dans un but de promotion sociale et économique, l’entreprise est en droit\nd’exiger du personnel en fonction qu’il suive les cours de formation ou de\nperfectionnement professionnels que nécessite l’exercice de son emploi et\nl’adaptation à l’évolution technique.\n\nLe coût de cette formation organisée par l’employeur est à la charge de\nl’employeur.\n\nPendant les périodes de formation ou de perfectionnement professionnels, le\ntravailleur percevra son salaire intégral et les indemnités qui s’y\nrattachent.\n\nLes différends relatifs à la promotion professionnelle seront soumis à la\ncommission de classement.",{"bindId":61,"name":62,"text":63},"maternityotherclause","Pendant la période de suspension de cont","Pendant la période de suspension de contrat prévue au chapitre III, du\nCode du travail, la femme salariée qui compte deux ans au moins\nd’ancienneté dans l’entreprise à la date de sa mise en congé de\nmaternité percevra de la part de l’employeur son plein salaire habituel\ndéduction faite des sommes versées par la caisse nationale de sécurité\nsociale ou tout autre organisme qui se substituerait à cette caisse.",{"bindId":65,"name":66,"text":67},"paidmaternityleavepayperc","d)Indemnisation pour congé de maternité.","d)Indemnisation pour congé de maternité.\n\nPendant la période de suspension de contrat prévue au chapitre III, du\nCode du travail, la femme salariée qui compte deux ans au moins\nd’ancienneté dans l’entreprise à la date de sa mise en congé de\nmaternité percevra de la part de l’employeur son plein salaire habituel\ndéduction faite des sommes versées par la caisse nationale de sécurité\nsociale ou tout autre organisme qui se substituerait à cette caisse.",{"bindId":69,"name":70,"text":71},"jobclassifaction1","Classification professionnelle en applic","Classification professionnelle en application de l’article 40 de la\nconvention collective\n\nPour l’ensemble des branches professionnelles visées à l’article 1er\nde la présente convention, les travailleurs sont classés suivant qu’ils\noccupent un emploi manuel ou non, dans les catégories et échelons définis\ncomme suit :\n\n1- Emplois manuels\n\n1ère Catégorie - Echelon A : Travailleur affecté à des besognes\nélémentaires ne nécessitant ni formation, ni connaissances professionnelles,\nni adaptation (exemple : manœuvre ordinaire, travailleur sans\nspécialité).\n\nEchelon B : Ayant six mois d’ancienneté dans la catégorie 2e Catégorie\n- Echelon A : Travailleur exécutant des travaux simples nécessitant une mise\nau courant sommaire et travailleur ayant deux ans d’ancienneté dans la\npremière catégorie (exemple manœuvre spécialisé ; manœuvre de force).\nEchelon B : Ayant acquis la maîtrise de son emploi\n\n3e Catégorie : Travailleur possédant un niveau élémentaire\nd’instruction ou une compétence acquise par la pratique, connaissant en\npartie seulement un métier nécessaire une formation préalable acquise par\nexemple au moyen de l’apprentissage, ne possédant pas l’habileté et le\nrendement exigés d’un ouvrier spécialisé (exemple : aide - ouvrier).\n\n4e Catégorie : Ouvrier d’habileté et de rendement courants exécutant\ndes travaux qui exigent une formation professionnelle élémentaire, des\nconnaissances professionnelles confirmées (exemple : ouvrier spécialisé).\n\n5e Catégorie : Ouvrier possédant un métier qui nécessite un\napprentissage, titulaire du CAP ou de niveau professionnelle équivalent,\nexécutant des travaux qualifiés (exemple : ouvrier professionnel).\n\n6e Catégorie : Ouvrier exécutant des travaux particulièrement qualifiés\nnécessitant la connaissance complète de sa profession, une formation\nthéorique et pratique approfondie (exemple : ouvrier qualifié).\n\n7e Catégorie : Ouvrier d’habileté exceptionnelle exécutant des travaux\nde hausse valeur professionnelle, ou titulaire du BEI (exemple : ouvrier\nhautement qualifié). Hors Catégorie : Ouvrier de la 7è catégorie ayant des\nresponsabilités plus étendues.\n\nII- Emplois non manuels\n\n1ère et 2e Catégories : Définitions identiques à celles du chapitre I,\nemplois manuels.\n\n3e Catégorie : Employé possédant un niveau élémentaire d’instruction\net de connaissances professionnelles acquises par la pratique.\n\n4e Catégorie : Employé exécutant des travaux qui n’exigent qu’une\nformation professionnelle simple et des connaissances professionnelles\nélémentaires.\n\n5e Catégorie : Employé titulaire d’un CAP ou du niveau professionnel\néquivalent, ayant une qualification qui nécessite une formation\nprofessionnelle normale.\n\n6e Catégorie : Employé ayant une qualification qui comporte une formation\nprofessionnelle complète, capable de prendre certaines initiatives et\nd’assumer des responsabilités limitées.\n\n7e Catégorie : Employé hautement qualifié ou titulaire du BEPC,\nconnaissant complètement un métier qui nécessite une formation\nprofessionnelle poussée et une longue pratique, assurant des travaux qui\ncomportent une part d’initiative et de responsabilité.\n\nHors Catégorie : Employé de la 7e catégorie ayant des initiatives et des\nresponsabilités plus étendues. La classification proposée aux chapitres I\n(emplois manuels) et II (emplois non manuels) constituant le minimum exigible\nn’est pas limitative et pourra comporter des échelons supplémentaires\nadaptés aux caractéristiques de la profession, par voie d’annexe\nparticulière.\n\nIII.- Agents de maîtrise - Techniciens\n\nAgent chargé en permanence de diriger, coordonner et contrôler le travail\nd’ouvriers, employés ou techniciens dans l’exécution de tâches dont il\nassume la responsabilité.\n\nLe technicien ou agent de maîtrise doit avoir des connaissances\nprofessionnelles théoriques et pratiques acquises par la formation scolaire et\nl’expérience professionnelle appropriées à la nature et à l’importance\nde son emploi.\n\n1ère Catégorie : (M.1) Technicien ou agent d’encadrement dirigeant\nd’une façon permanente un groupe de travailleurs dans sa spécialité et\nparticipant ou non à leurs travaux.\n\n2e Catégorie : (M.2) Technicien ou agent d’encadrement ayant chargé de\nfaire exécuter par des travailleurs de professions différentes les travaux\nqui lui sont confiés. Généralement placé sous les ordres d’un agent de\nmaîtrise de catégorie supérieure ou d’un cadre.\n\n3e Catégorie : (M.3) Technicien ou agent d’encadrement ayant des\nresponsabilités plus étendues qu’en 2è catégorie, ayant au moins un agent\nde maîtrise ou assimilé sous ses ordres.\n\n4e Catégorie : (M.4) Technicien ou agent d’encadrement ayant des\nresponsabilités plus étendues qu’en 3e catégorie, placé généralement\nsous les ordres directs d’un chef ou d’un directeur d’entreprise.\n\n5e Catégorie : (M.5) Agent supérieur ayant par rapport à la 4è\ncatégorie des responsabilités plus étendues, la direction d’un personnel\nplus nombreux, placé sous les ordres directs d’un chef ou d’un directeur\nd’entreprise.\n\nIV.- Ingénieurs, cadres et assimilés\n\nSont considérés comme ingénieurs cadres et assimilés, les collaborateurs\nde l’entreprise qui ont reçu une formation technique généralement\nsanctionnée par la délivrance d’un diplôme d’Etat ou reconnu comme tel\n:\n\n1.ou qui possèdent en outre une expérience professionnelle pratique ;\n\n2.ou qui occupent dans l’entreprise un emploi comportant le pouvoir de\nconception, de décision et de direction ou des responsabilités équivalentes,\nainsi que l’utilisation des connaissances théoriques et pratiques qu’ils\nont acquises.\n\nCes cadres sont placés d’après les positions types définies comme suit\n:\n\n1.1er Echelon : (C.1) Personnel répondant aux conditions suivantes :\n\nPosséder une formation technique, administrative, juridique, commerciale ou\nfinancière résultant soit d’études sanctionnées par un diplôme des\nécoles spécialisées, soit d’une expérience professionnelle équivalente\n;\n\nou occuper dans l’entreprise une fonction comportant des pouvoirs de\ndécision et d’autorité ou des responsabilités équivalentes.\n\n1.2e Echelon : (C.2) Même définition qu’en C.1, mais les\nresponsabilités sont plus étendues et le poste occupé est d’un niveau plus\nélevé.\n\nV.Cadres supérieurs\n\nMême définition que ci-dessus, mais avec des responsabilités très\nimportantes et très étendues, au plan de la direction et de l’autorité, ou\nen raison de la complexité des tâches confiées à ce personnel, ou sur ces\ndeux plans conjointement.",{"bindId":73,"name":74,"text":75},"OVERTIME_trigger","Art. 44.- Majoration pour heures supplém","Art. 44.- Majoration pour heures supplémentaires\n\nLes heures accomplies au-delà de la durée légale du travail ou de la\ndurée considérée comme équivalente donnent lieu à une majoration du\nsalaire réel, déduction faite de l’indemnité d’expatriation, fixée\ncomme suit :\n\n1.10 % de majoration pour les heures effectuées de la 41e à la 48e heure\n;\n\n2.35 % de majoration pour les heures effectuées au-delà de la 48° heure\n;\n\n3.50 % de majoration pour les heures effectuées de jour les dimanches et\nles jours fériés ;\n\n4.100 % de majoration pour les heures effectuées de nuit les dimanches et\njours fériés.",{"bindId":77,"name":78,"text":79},"SENIOR_trigger","a)Prime d’ancienneté Tout travailleur bé","a)Prime d’ancienneté\n\nTout travailleur bénéficie d’une prime d’ancienneté lorsqu’il\nréunit les conditions requises, telles que définies ci-après :\n\nOn entend par ancienneté le temps pendant lequel le travailleur a été\noccupé, de façon continue, pour le compte de l’entreprise, quel qu’ait\nété le lieu de son emploi.\n\nToutefois, est déduite, le cas échéant de la durée totale de\nl’ancienneté à retenir pour le calcul de la prime, toute période de\nservice dont la durée aurait été prise en compte pour la détermination\nd’une indemnité de licenciement payée au travailleur ou pour l’octroi à\nce dernier d’un avantage basé sur l’ancienneté et non prévu à la\nprésente convention Par exception aux dispositions du paragraphe précédent,\nles travailleurs sont admis au bénéfice de la prime d’ancienneté\nlorsqu’ils atteignent la durée de présence nécessaire à son attribution,\nà la suite de plusieurs embauches dans la même entreprise, si leurs départs\nprécédents ont été provoqués par une compression d’effectif ou une\nsuppression d’emploi dans les conditions prévues par l’article 11,\nparagraphe 4.\n\nEn cas d’absence du travailleur résultant d’un accord entre les\nparties, l’ancienneté se calcule en additionnant les périodes passées dans\nl’entreprise avant et après l’absence.\n\nToutefois, cette période d’absence est prise en compte, pour le calcul de\nl’ancienneté, dans les cas suivants :\n\n1.Absences pour raisons personnelles, dans la limite d’un mois ;\n\n2.Absences pour congés payés ou, dans la limite de dix jours par an,\npermissions exceptionnelles prévues à l’article 60 de la présente\nconvention ;\n\n3.Absences pour maladie dans la limite de six mois ;\n\n4.Absences pour accident du travail ou maladies professionnelles quelle\nqu’en soit la durée ;\n\n5.Absences prévues aux alinéas a) et b) de l’article 46 du Code du\ntravail;\n\n6.Absences pendant les congés de maternité des femmes salariées ;\n\n7.Absences pour stages professionnels organisés par l’employeur.\n\nLa prime d’ancienneté est calculée en pourcentage sur le salaire minimum\nde la catégorie de classement du travailleur, le montant total de ce salaire\nétant déterminé en fonction de l’horaire normal de l’entreprise.\n\nLe pourcentage en est fixé à :\n\n1.3 % après trois années d’ancienneté ;\n\n2.1 % du salaire par année de service supplémentaire jusqu’à la vingt\nquatrième année incluse.",{"bindId":81,"name":82,"text":83},"healthcareaccess","Art. 65. - Hospitalisation du travailleu","Art. 65. - Hospitalisation du travailleur malade\n\nEn sus des prestations auxquelles ils peuvent prétendre en vertu des\ndispositions légales réglementaires concernant les services médicaux et\nsanitaires d’entreprise, les travailleurs hospitalisés sur prescription ou\nsous contrôle du médecin de l’entreprise bénéficient des avantages\nci-après :\n\na)Caution portée ou cautionnement versé par l’employeur auprès de\nl’établissement hospitalier pour garantie du paiement des frais\nd’hospitalisation du travailleur, dans la limite des sommes qui sont ou qui\npourraient être dues à ce dernier (salaire et accessoires en espèces,\nallocation, éventuellement indemnité de maladie et d’hospitalisation,\néventuellement indemnité de préavis et de licenciement, indemnité\ncompensatrice de congé).\n\nLorsque l’employeur, agissant en sa qualité de caution, aura payé les\nfrais d’hospitalisation, le remboursement en sera assuré par retenues\npériodiques, après la reprise du travail par accord entre les parties.\n\nb)Allocation complémentaire d’hospitalisation versée dans la limite de\nla période d’indemnité à plein ou à demi-salaire du travailleur malade et\nprécisée aux annexes de la présente convention.\n\nLes avantages prévus au présent article ne sont pas dus au travailleur\nhospitalisé à la suite d’un accident non professionnel survenu, soit par sa\nfaute, soit à l’occasion de jeux ou d’épreuves sportives non organisés\npar l’employeur auxquels il aurait participé.",{"bindId":85,"name":86,"text":87},"apprenticeships","Apprentissage et promotion professionnel","Apprentissage et promotion professionnelle\n\nLes apprentis formés par l’entreprise sont sélectionnés et recrutés\npar voie de concours. Des bonifications de notation en vue de leur classement\npourront être accordées aux candidats pupilles de la nation ou enfants d’un\ntravailleur décédé ou devenu totalement inapte par suite d’accident du\ntravail.\n\nLes dispositions relatives en général à l’apprentissage et en\nparticulier :\n\nL’engagement en qualité d’apprenti, l’établissement du contrat\nd’apprentissage, ses effets, le contrôle de son exécution et la sanction de\nfin d’apprentissage seront conformes à la législation et à la\nréglementation en vigueur.\n\nDans un but de promotion sociale et économique, l’entreprise est en droit\nd’exiger du personnel en fonction qu’il suive les cours de formation ou de\nperfectionnement professionnels que nécessite l’exercice de son emploi et\nl’adaptation à l’évolution technique.\n\nLe coût de cette formation organisée par l’employeur est à la charge de\nl’employeur.\n\nPendant les périodes de formation ou de perfectionnement professionnels, le\ntravailleur percevra son salaire intégral et les indemnités qui s’y\nrattachent.\n\nLes différends relatifs à la promotion professionnelle seront soumis à la\ncommission de classement.",{"bindId":89,"name":90,"text":91},"COMMUTE_trigger","b)Indemnité de transport, Une indemnité ","b)Indemnité de transport,\n\nUne indemnité forfaitaire calculée sur le kilométrage parcouru\nmensuellement est attribuée à l’agent qui doit, en raison de sa fonction,\neffectuer fréquemment et habituellement des déplacements intéressant son\nservice.",{"bindId":93,"name":94,"text":95},"SUNDAY_trigger","Les heures accomplies au-delà de la duré","Les heures accomplies au-delà de la durée légale du travail ou de la\ndurée considérée comme équivalente donnent lieu à une majoration du\nsalaire réel, déduction faite de l’indemnité d’expatriation, fixée\ncomme suit :\n\n1.10 % de majoration pour les heures effectuées de la 41e à la 48e heure\n;\n\n2.35 % de majoration pour les heures effectuées au-delà de la 48° heure\n;\n\n3.50 % de majoration pour les heures effectuées de jour les dimanches et\nles jours fériés ;",{"bindId":97,"name":58,"text":59},"trainingprogrammes",{"bindId":99,"name":100,"text":101},"breastfeeding_dangerouswork","Art. 52. - Travail des femmes Les condit","Art. 52. - Travail des femmes\n\nLes conditions particulières de travail des femmes sont réglées\nconformément à la loi.\n\nIl est recommandé aux chefs d’établissement de prendre les dispositions\nqui pourraient s’avérer nécessaires pour éviter aux femmes enceintes\ntoutes bousculades.",{"bindId":103,"name":50,"text":51},"paidpaternityleavepay",{"bindId":105,"name":106,"text":107},"contracttrial","Art. 12. - Période d’essai et engagement","Art. 12. - Période d’essai et engagement définitif\n\nL’embauchage du travailleur peut être précédé d’une période\nd’essai stipulée obligatoirement\n\npar écrit, et dont la durée maximum varie selon la catégorie\nprofessionnelle à laquelle appartient le travailleur.\n\nCette durée est précisée dans les annexes propres à chaque branche\nprofessionnelle.\n\nPendant la période d’essai, le travailleur doit recevoir au moins le\nsalaire minimum de la catégorie professionnelle dont relève l’emploi à\npourvoir.\n\nPendant la période d’essai les parties ont la faculté réciproque de\nrompre le contrat, sans indemnité ni préavis.\n\nEn cas de résiliation du contrat à l’essai par l’une ou l’autre\npartie l’ensemble des frais de voyage aller et retour du travailleur du lieu\nd’embauche au lieu de travail sont à la charge de l’employeur.",{"bindId":109,"name":110,"text":111},"sicknesspay","Art. 25. - A) Indemnisation du travaille","Art. 25. - A) Indemnisation du travailleur malade\n\nLe travailleur autre que le travailleur embauché à l’heure ou à la\njournée dont le contrat de travail se trouve suspendu pour cause de maladie ou\nd’accident reçoit de l’employeur une allocation dont le montant est ainsi\nfixé.\n\na)Pendant la première année de présence\n\nPlein salaire pendant une période égale à la durée de préavis ;\n\nDemi-salaire pendant le mois suivant.\n\nb)de la deuxième à la cinquième année de présence\n\nplein salaire pendant une période égale à la durée du préavis avec\nminimum d’un mois ;\n\nDemi-salaire pendant les trois mois suivants.\n\nc)Après cinq ans de présence :\n\nPlein salaire pendant une période égale à la durée du préavis avec\nminimum de deux mois ;\n\nDemi-salaire pendant les quatre mois suivants, sous réserve des\ndispositions de l’article 47 du Code du travail, le total des indemnités\nprévues ci-dessus représente le maximum des sommes auxquelles pourra\nprétendre le travailleur pendant une année civile, quels que soient le nombre\net la durée de ses absences pour maladie au cours de ladite année.",{"bindId":113,"name":114,"text":115},"longserviceallowancetype1","Le pourcentage en est fixé à : 1.3 % apr","Le pourcentage en est fixé à :\n\n1.3 % après trois années d’ancienneté ;\n\n2.1 % du salaire par année de service supplémentaire jusqu’à la vingt\nquatrième année incluse.",{"bindId":117,"name":118,"text":119},"paidpaternityleave","8.Naissance d’un enfant : 1 jour ouvrabl","8.Naissance d’un enfant : 1 jour ouvrable ;",{"bindId":121,"name":122,"text":123},"eqpay","A conditions égales de travail, de quali","A conditions égales de travail, de qualification professionnelle et de\nrendement, le salaire est égal pour tous les travailleurs quels que soient\nleur origine, leur âge, leur sexe et leur statut dans les conditions prévues\nau présent titre.",{"bindId":125,"name":126,"text":127},"sicknessmaxdaysnr","Les absences justifiées par l’intéressé ","Les absences justifiées par l’intéressé et résultant de maladies et\nd’accidents non professionnels ne constituent pas une clause de rupture du\ncontrat de travail dans la limite de six mois, ce délai étant prorogé\njusqu’au remplacement du travailleur.",{"bindId":129,"name":122,"text":130},"gender","A conditions égales de travail, de qualification professionnelle et de\nrendement, le salaire est égal pour tous les travailleurs quels que soient\nleur origine, leur âge, leur sexe et leur statut dans les conditions prévues\nau présent titre.\n\nLe salaire de chaque travailleur est déterminé en fonction de l’emploi\nqui lui est attribué dans l’entreprise.",{"bindId":132,"name":133,"text":134},"contractseverancepay1","On entend par salaire global toutes les ","On entend par salaire global toutes les prestations constituant une\ncontrepartie du travail, à l’exclusion de celles présentant le caractère\nd’un remboursement de frais.\n\nLe pourcentage est fixé à :\n\n1.20 % pour les 5 premières années ;\n\n2.30 % pour la période allant de la sixième à la dixième année incluse\n;\n\n3.35 % pour la période s’étendant au-delà de la dixième année.",{"bindId":136,"name":118,"text":119},"paidpaternityleaveduration",{"bindId":138,"name":66,"text":67},"paidmaternityleavepay",{"bindId":140,"name":126,"text":127},"sicknessmaxdays",{"bindId":142,"name":66,"text":67},"paidmaternityleave",{"bindId":144,"name":145,"text":146},"contractseverancepay","Indemnité de licenciement En cas de lice","Indemnité de licenciement\n\nEn cas de licenciement par l’employeur, le travailleur ayant accompli dans\nl’entreprise une durée de service continue au moins égale à la période de\nréférence ouvrant droit de jouissance au congé, telle que fixée par la\nréglementation en vigueur, à droit à une indemnité de licenciement\ndistincte du préavis.\n\nLes travailleurs sont admis au bénéfice de l’indemnité de licenciement,\nlorsqu’ils atteignent la durée de présence nécessaire à son attribution\nà la suite de plusieurs embauches dans la même entreprise, si leurs départs\nprécédents ont été provoqués par une compression d’effectifs ou une\nsuppression d’emplois. Dans ce cas le montant de l’indemnité de\nlicenciement est déterminé, déduction faite des sommes qui ont pu être\nversées à ce titre lors des licenciements antérieurs.\n\nCette indemnité est représentée, pour chaque année de présence\naccomplie dans l’entreprise, par un pourcentage déterminé du salaire global\nmensuel moyen des douze mois d’activité qui ont précédé la date du\nlicenciement.\n\nOn entend par salaire global toutes les prestations constituant une\ncontrepartie du travail, à l’exclusion de celles présentant le caractère\nd’un remboursement de frais.\n\nLe pourcentage est fixé à :\n\n1.20 % pour les 5 premières années ;\n\n2.30 % pour la période allant de la sixième à la dixième année incluse\n;\n\n3.35 % pour la période s’étendant au-delà de la dixième année.\n\nDans le décompte effectué sur les bases indiquée ci-dessus il doit être\ntenu compte des fractions d’année.\n\nL’indemnité de licenciement n’est pas due :\n\n1° En cas de rupture du contrat de travail résultant d’une faute lourde\ndu travailleur;\n\n2° Lorsque le travailleur cesse définitivement son service pour entrer en\njouissance de l’allocation de retraite réglementaire.\n\nToutefois, il lui sera versé dans ce cas une allocation spéciale, dite,\n“indemnité de départ à la retraite”.\n\nCette indemnité est décomptée sur les mêmes bases et suivant les mêmes\nrègles que l’indemnité de licenciement.",{"bindId":148,"name":149,"text":150},"PAIDLEAV_trigger","Art. 54. - Durée et organisation du cong","Art. 54. - Durée et organisation du congé\n\nLes travailleurs salariés et apprentis bénéficient chaque année d’un\ncongé payé fixé comme suit par mois de travail effectif :\n\n1.travailleurs sans distinction d’âge : deux jours et demi calendaires\n;\n\n2.les majorations en faveur des mères de famille salariées sont fixées\npar la réglementation en vigueur ;\n\n3.la durée de congé est augmentée à raison de deux jours ouvrables\naprès vingt ans de services continus ou non dans la même entreprise, de\nquatre jours après vingt cinq ans et de six jours après trente ans ;\n\n4.les travailleurs titulaires de la Médaille d’honneur du travail\nbénéficieront d’un jour de congé supplémentaire par an.\n\n1° Les conditions ci-dessus s’appliquent également aux travailleurs\nrecrutés hors du territoire de la République du Niger et ayant leur\nrésidence habituelle dans un Etat d’Afrique situé au Sud du Sahara.",{"bindId":152,"name":114,"text":115},"longserviceallowanceperc1","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2> Convention collective interprofessionnelle - 1972\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Date de prise d'effet: → 1972-12-15\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">Date de fin: → Pas spécifiée\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratifiée par: → Ministry\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratifiée le: → 1972-12-15\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Secteur privé \u002F publique: → \n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Signée par:\u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">AIDE SOCIALE ET RETRAITE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">L'employeur contribue à la caisse de retraite des travailleurs: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">L'employeur contribue à la caisse d'invalidité des travailleurs: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">L'employeur contribue à la caisse d'allocation chômage des travailleurs: → Non\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">FORMATION\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programmes de formation: → Oui\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprentissage: → Oui\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">L'employeur contribue à la caisse de formation des travailleurs: → Oui\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">MALADIE ET INVALIDITE'\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Montant maximum de l'indemnité maladie: → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Nombre maximal de jours de congé de maladie payé: → 180 jours\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Dispositions concernant le retour au travail après une longue maladie, par exemple traitement du cancer: → \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Congés payé pour menstruation: → Non\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Paie en cas d'incapacité résultant d'accident professionnel: → Oui\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SANTE' ET SECURITE' AU TRAVAIL ET AIDE MEDICALE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Aide médicale convenue: → Oui\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Aide medicale pour la famille du travailleur: → 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: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Formation sur santé et sécurité convenue: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Vêtements de protection fournis: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Checkup ou visites médicales régulières ou annuelles offertes par l'employeur: → 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: → -9 semaines\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Congé de maternité payé limité au: 100 % du salaire de base\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Sécurité de l'emploi après le congé de maternité: → Non\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Interdiction de discrimination liée à la maternité: → Non\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Interdiction d'obliger les femmes enceintes ou allaitantes d'effectuer des travaux dangereux ou insalubles: → 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            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Congé de paternité payé: → 1 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: → Not specified jours\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Les travailleurs à temps partiel exclus de toute disposition : → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Dispositions concernant les travailleurs temporaires : → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentis exclus de toute disposition : → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Petits jobs\u002Femplois étudiants exclus de toute disposition : → \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">HORAIRE, DUREE DU TRAVAIL ET CONGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Heures de travail par jour: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Heures de travail par semaine: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n          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