CONTEXTUALIZATION
·
MORE
RESOURCES THAN HUMAN?
·
COMPARISON
TO THE U.S. WHO IS PROTECTED? HIRE AND FIRE ...
· FRANCE STILL UNIONIZED BUT TO A
LESER EXTENT
· THE COLLECTIVE BARGAINNING AGREEMENT
BY SECTOR (OVER 700)
o
COLLECTIVE
AGREEMENT
· NO LAW EXISTS WHICH REQUIRES A
WRITTEN CONTRACT (HOWEVER THE LABOR CODE ITSELF CONTAINS OVER 3000 PAGES)
· CONTENT OF WORK CONTRACTS GOVERNED
BY THE AGREEMENTS
TYPES OF
CONTRACTS
· ..
CDI .. OPEN-ENDED CONTRACT
o
PART-TIME
OF FULL TIME
o
FREE
MEDICAL CHECK-UP
· .. CDD .. SHORT-TERM CONTRACT
o
TO
REPLACE A TEMPORARY ABSENCE (MATERNITY LEAVE)
o
TEMPORARY
INCREASR IN BUSINESS ACTIVITY
o
SEASONAL
WORKERS (SHOWS, FESTIVALS...)
o
10%
BONU AT THE END OF CONTRACT
· INTERNSHIPS
WHAT A
BASIC ELEMENTS ARE DEFINED IN THE CONTRACT?
· THE PARTIES
· THE PLACE OF WORK
· NAME AND NUMBER OF THE COLLECTIVE
BARGAINING AGREEMENT (COMPANY MUST FURNISH A COPY)
o
HTTP:
· COEFFICIENT
· REMUNERATION
· START DATE
· PAID HOLYDAYS
· TRIAL PERIOD
· DEPENDING ON THE STATUS OF THE
EMPLOYEE, FIXED HOURS (SCHEDULE) MAY NE MENTIONNED
SOME POINT ABOUT
SALARY
· PAY SLIPS QUITE DENSE
· MINIMUM WAGE REVIEWED ANNUALLY ON
THE 1ST OF JULY
· CONTRIBUTIONS TOS ICAL SECURITY AND
UNEMPOYMENT PROGRAM ARE EQUAD TO ABOUT 20-25% OF GROS INCOME
· INCOME TAX NOT TAKEN OUT. IT IS PAID ANUALLY
TRIAL PERIODS
· LAW PASED IN 2008 REGULATES MORE
CLEARLY TRIAL PERIOD
· CAN VARY BETWEEN 1 MONTH AND 4
MONTHS DEPENDING ON STATUS AND COLLECTIVE BARGAINING AGREEMENT
· CAN BE RENEWWED ONLY ONCE
· TERMINATION CONDITIONS
o
LESS
THAN OR EQUAL TO 7 DAYS OF EMPLOYMENT: 24 HOURS FOR EMPLOYEE AND EMPLOYER
o
MORE
THAN 7 DAYS AND LESS THAN ONE MONTH: 48 HOURS FOR EMPLOYEE AND EMPLOYER
o
MORE
THAN 1 MONTH AND LESS THAN 3 MONTHS: 2 WEEK FOR EMPLOYEE AND 48 HOURS FOR
EMPLOYEE
o
MORE
THAN 3 MONTHS: MONTH FOR EMPLOYER; 48
HOURS FOR EMPLOYEE
· NO JUSTIFICATION LEGALLY REQUIRED
· NO TRIAL PERIODS FOR EMPLOYEES
PASSING FROM A SHOT-TERM CONTRACT TO OPEN-ENDED CONTRACT
WORKING HOURS
· LEGAL FULL-TIME HOURS IS FIXED AT 35
HOURS PEER WEEK
o
SPECIAL
CONDITIONS APPLY TO CERTAIN CATEGORIES OF EMPLOYEES (EXECUTIVES, SALES STAFF)
· NOT A LEGAL MAXIMUM BUT A STARTING
POINT FOR CALCULATING OVERTIME
· OVERTIME BENEFITS DETERMINED BY THE
COLLECTIVE BARGAINNING AGREEMENT
PAID LEAVES
· PAID AT THE RATE OF TWO AND A HALF
DAYS PER MONTH (5 WEEKS PER YEAR)
· NOT A LEGAL MAXIMUM BUT A STARTING
POINT FOR CALCULATING OVERTIME.
· OVERTIME BENEFITS DETERMINED BY THE
COLLECTIVE BARGAINNING AGREEMENT
· MATERNITY LEAVE – 16 WEEKS GUARANTED
– 08 WEEK MINIMUM
· PATERNITY LEAVE – 11 DAYS – 3 DYAS
FOR BTIRH OF A CHILD
· ICK LEAVE – EMPLOYEE MUST SEND
OFFICIAL DOCTOR’S NOTICE TO EMPLOYER WITHIN 48 HOUR. EMPLOYEE MUST RESPECT RESTRICTIONS
· 11 PUBLIC HOLIDAYS
o
JANUARY
1ST, EASTER MONDAY, MAY 1ST, MAY 8TH, ASCENSION THURSDAY (MAY), PENTECOST MONDAY,
JULY 14TH, AUGUST 15TH, NOVEMBER 1ST, NOVEMBRE 11TH, DECEMBER 25TH
SUSPENSION OF
CONTRACT BY EMPLOYER
· EXTREMELY PRECARIOU IN FRANCE FOR
THE EMPLOYER T BEGIN THE TERMINATION PROCESS WITH A FULL TIME EMPLOYEE. THE LAW
IS WRITTEN TO KEEP EMPLOYEE IN THE COMPANY.
· .. MISE À PIED .. TEMPORARY
USPENSION OF CONTRACT
o
NOTIFIED
BY MUTUALLY SIGNED AGREEMENT DELIVERED IN PERSON OR BY REGISTERED LETTER
o
CALLS
FOR A MEETING BETWEEN THE EMPLOYER AND EMPLOYEE WHICH CANNOT TAKE PLACE THE DAY
AFTER THE LETTER OR AFTER 1 MONTH OF THE DATE OF THE LETTER.
o
THE
EMPLOYEE HAS THE RIGHT TO BE REPRESENTED BY SOMEONE FROM THE COMPANY
o
AFTER
MEETING 48 HOUR COOLING OFF PERIOD IS REQUIRED
· SICK LEAVE
· RIGHT TO STRIKE
· PARENTAL LEAVE
· LONG-TERM TRAINING LEAVE
· SABBATICAL LEAVE (AFTER 3 YEARS IN
COMPANY)
· TO EXERCISE A PUBLIC, SOCIAL, OR
MILITARY FUNCTION
TERMINATING A
CONTRACT
· RESIGNATION
· EXTREMELY PRECARIOUS IN FRANCE FOR
THE EMPLOYER TO BEGIN THE TERMINATION PROCESS WITH A FULL TIME EMPLOYEE
· MUTUAL AGREEMENT: EMPLOYEE RETAIN
RIGHTS TO UNEMPLOYMENT BENEFITS
· BEING LAID OFF
· UNEMPLOYEMENT BENEFITS (URSAAF), )POLE-EMPLOI)
o
THE
INDIVIDUAL CAN COLLECT AROUND 65% OF HIS NET SALARY FOR 2 YEARS
o
IN
SOME CASES OF COMPANY CLOSURES, THE AMOUNT CAN ATTAIN 100%
· LABOR CODE FIXES NO REQUIRED ADVANCE
NOTICE, THIS IS GENERALLY GOBVERNED BY THE COLLECTIVE BARGAINNING AGREEMENTS
· RECOMMENDED TO BE DONE IN WRITING
· ADVANCED NOTICES CAN BE NEGOTIATED
NETEE
· THE EMPLOYEE CAN BENEFIT FROM HOURS
TO LOOK OR ANOTHER K¡JOD
· COLLECTIVE BARGAINNING AGREEMENTS GENERALLY
STIPULATE THE FOLLOFING
o
1
MONTH FOR GENERAL LABOR
o
2
MONTHS FOR EQUALITED EMPLOYEES
o
3
MONTHS FOR EXECUTIVES
MUTUAL REDUNDANCY
· GOVERNED BY A STRICT PROCESS ONLY IN
THE CASE OF OPEN-ENDED CONTRACTS (LAW OF 2008)
· THE EMPLOYEE IS NOT OBLIGED TO ACCEPT
THE PROPROAL
· THE PROCESS:
o
FIRST
MEETING TO DISCUSS THE AGREEMENT
o
FOLLOWED
BY A NEGOTIATED WRITTEN CONTRACT BETWEEN EMPLOYEE
o
15
DAY COOLING OFF PERIOD
o
CONTRACT
ENT TO THELABOR MINISTER FOR A PPROVAL
o
IF
NO RESPONSE IN 155 DAYS, THE AGREEMENT IS CONSIDERED VALID
o
EMPLOYMENT
MAY BE TERMINATED AS SOON AS DAY 16
EMPLOYEES
|
TYPE
|
000 – 010
|
< 001 MILLON
EUROS - MICRO ENTERPRISE
|
011 – 050
|
< 025
MILLONES PYME – SMALL
|
051 – 500
|
< 100
MEDIUM
|
501 –
10,000
|
< 1000
LARGE
|
Ø 10,000
|
REDUNDANCY FOR PERSONAL REASONS
· REASON MUST BE SERIOUS AND
DOCUMENTED
· 4 DEGREES OF DISCIPLINARY PROBLEMS
o
UNJUSTIFIED
ABSENCES, REFUSAL TO FOLLOW ORDERS,
o
REPETITION
OF ABOVE
o
THEFT,
REVEALING TRADE SECRETS, VIOLATION OF INTERNAL POLICY
o
DAMAGE
TI PROPERTY, DOWLOADING VIRUSES, THEFT OF INTELLECTUAL PROPERTY.
· PROBLEM MUST BE ACKNOWLEDGED WITHIN
2 MONTHS IN WRITING
· FIRST MEETING MUST TAKE PLACE 5 DAYS
AT THE EARLIEST AFTER RECEPTION OF THE LETTER
· TERMINATION LETTER SENT BETWEEN 48
HOURS AND 1 MONTH
Seniority
|
Monthly
|
Unused
|
Layoff Indemnity
|
2 to 3
months
|
Vacation
|
REDUNDANCY FOR ECONOMIC REASONS
· FRENCH LAW CITES 4 REASONS FOR
ECONOMIC
o
JOB
ELIMINATION
o
JOB
TRANSFORMATION
o
MODIFICATION
OF TERMS OF CONTRACT REFUSED BY EMPLOYEE
o
COMPANY
GOES OUT OF BUSINESS OR TRANSFERS JOBS
· FRENCH LAW CITES 3 SCENARIOS FOR
ECONOMIC LAYOFFS
o
INDIVIDUAL
LAYOFF
o
GROUP
LAYOFFS IN COMPANIES WITH LESS THAN 50 EMPLOYEES
§ COMPANY MUST CONSULT THE STAFF
REPRESENTATIVE
o
GROUP
LAYOFFS IN COMPANIES WITH MORE THAN 50 EMPLOYEES
§ COMPANY MJST CONSULT THE STAFF
COMITT
· FRENCHLAW STIPULATES A SPECIFIC
ORDER FOR GROUP LAYOFFS:SINGLE PRENTS, SENIORITY, AGE, HANDICAP, PROFESSIONAL
QUALITIES
LEGAL CONSTRAINTS TO JOB INTERVIEWS
· WHAT THE LABOR CODE SAYS
o
NO
PERSON MAY BE EXLUDED BASED ON ETHNIC ORIGINS, GENDER, SEXUAL ORIENTATION, AGE,
MARITAL STATUS, FAMILY SITUATION, PHYSICAL APPEARANCE, POLITICAL VIEWS,
RELIGIOUS AFFILIATION, HEALTH OR HANDICAPS, OR IFESTYLE.
o
JOB
POSTINGS MUST NOT BE GENDER SPECIFIC HOMEVER EMPLOYMENT
o
QUESTIONS
RELATED TO THESE DURING AN INTERVIEW ARE IMPLICITLY ILLEGAL
o
JOB
POSTINGS MUST NOT BE GENDER SPECIFIC HOWEVER THE CODE MAKES EXCEPTIONS FOR
CERTAIN EMPLOYMENT CONDITIONS
o
TEST
RESULTS MUST REMAIN CONFIDENTIAL
o
THE
CANDIDATE MUST BE INFRMED OF THE PROCESS
o
ANONYMOUS
CV’S ARE OBLIGATORY FOR COMPANIES OVER 50 PEOPLE
§ HOWEVER IT IS NOT REQUIRED TO REPORT
RESULTS OF RECRUITMENT CASE STUDY WITH AN
ANONYMOUS CV
· LESS LIKELY TO RECRUTE CANDIDATES
SIMILAR TO THE RECRUITER
· FEMALES GAINED ADVANTAGED WITH MALE
RECRUITERS
· SENIORS GAINED ADVANTAGED WITH YOUNG
RECRUITERS
· IF THE RECRUITER IS A MAN AND THE CV
IS ANONYMOUS
o
WOMEN
HAVE 1 CHANCE OUT OF 6 TO HAVE AN INTERVIEW
o
MEN
HAVE 1 OUT OF 13 TO HAVE AN INTERVIEW
· IF THE RECRUITER IS A MAN AND THE CV
IS NOMINATED
o
WOMEN
HAVE 1 CHANCE OUT OF 27 TO HAVE AN INTERVIEW
o
MEN
HAVE 1 CHANCE OUT OF 5 TO HAVE AN INTERVIEW
RESULTS OF A CASE STUDY CONTINUED
· CHANCES OF GETTING JOB WITH A
NOMINATIVE CV AND THE RECRUITER IS A MAN.
o
WOMEN
HAVE 1 CHANCE OUT 167
o
MEN
HAVE 1 CHANCE OUT OF 34
· CHANCES OF GETTING A JOB WITH AN
ANONYMOUS CV AND THE RECRUITER IS A MAN
o
WOMENN
HAVE 1 CHANCE OUT OF 17
o
MEN
HAVE 1 CHANCE OUT OF 59
SUMMARY:
STILL DIFFICULT TO GENERALIZE BUT RECRUITERS ARE MORE SENSITIVE TO BEING MORE
OBJECTIVE IN SELECTING CV’S
HR STRUCTURES IN FRANCE
· STRATEGIC
· ORGANIZATION AND ADMINISTRATION
· DEVELOPMENT
· HR CONUT
STRATEGIC HR
· HR DIRECTOR: 70 – 150 K EUROS
o
RESPONSIBLE
FOR GLOBAL HR STRATEGY
· HR MANAGER: 35 – 60 K EUROS
o
IMPLEMENTS
HR DEFINED STRATEGY
HR ADMINISTRATION
· HR PAYROLL AND BENEFITS MANAGER: 30 -
50 K EUROS
· HR HUMAN RELATIONS SPECIALIST: 35 –
60 K EUROS
· LEGAL ADVISOR: 25 – 50 K EUROS
· LEGAL RELATIONS SPECIALIST: 50
- 80 K EUROS
o
E
HR DEVELOPMENT
· HR DEVELOPMENT MANAGER: 50 – 75 K
EURO
· HR STAFFING MANAGER: 30 – 60 K EURO
· HR CAREER DEVELOPMENT MANAGER: 30 –
70 K EURO
· HR INT’L MOBILITY MANAGER: 30 – 60 K
EURO
· HR TRAINING MANAGER: 35-70 K EURO
· HR SALARY AND COMPENSATION MANAGER:
60 – 90 K EURO
· HR DIVERSITY MANAGER: 30 -65 K EURO
HR CONSULTING (OUTSOURCING)
· ORGANIZATIONAL OUTSOURCING
o
AUDITS,
INFORMATION SYSTEMS, PAY
§ TOYS ‘R’ US USES ADP
· RECRUITMENT CONSULTING
o
<<
Head hunters >> for top and middle management
· PROFESSIONAL TRAINING CONSULTING
· OUTPLACEMENT CONSULTING:
o
INDIVIDUAL,
COLLECTIVE PLACEMENT, COACHING
· RESEARCH CONSULTING
o
STATISTICS
ON SALARY, DIVERSITY, DEMOGRAPHICS, EMPLOYEE SATISFACTION
THE CONTEXT IN FRANCE
· COMPANIES OVER 300 EMPLOYEES MUST
CREATE A << MAP >> OR THEIR WORKFORCE EVERY 3 YEARS
o
ANALYZE
EXISTING CAREERS AND TALENTS
o
COMPARE
WITH THE ANALYSIS OF FUTURE NEEDS
ACTION PLAN TO PRESERVE
JOBS AND/OR EMPLOYMENT
· PROFESSIONAL EVALUATIONS MUST TAKE
PLACE EVERY 2 YEARS
· PROFESSIONAL EVALUATIONS SENIORSYEES
EVERY 4 YEARS
· PROFESSIONAL EVALUATIONS WITH
<< SENIORS>> EMPLOYEES EVERY 5 YEARS
HIGH
POTENTIAL EMPLOYEES
SUCCESSION PLANS
· ADVANTAGES
o
KEEPS
COMPLANY OPERATING IN CASE OF IMMEDIATE NEED
o
PROACTIVE
APPROACH TO KEEP EMPLOYEES IN COMPANY
· DISADVANTAGES
o
DIFFICULT
FOR SMALL COMPANIES TO IMPLEMENT
o
HARD
TO GUARANTEE EXECUTION
HIGH POTENTIAL EMPLOYEES
· WHAT IS THE DEFINITION?
o
CAPACITY
TO MANAGE
o
DEVELOPS
MORE QUICKLY THAN OTHERS
o
POTENTIAL
TO BECOME DIRECTOR
o
REPRESENT
ABOUT 10% OF MID-LEVEL EMPLOYEES
· SOME GUIDELINES
o
AGE
BRACKET 30 TO 45
o
IN
FRANCE, 80% OF HIGH POTENTIAL CANDIDATES ARE MEN FROM PRESTIGIOUS SCHOOLS
o
HR
IS INFORMED OF HIGH POTENTIAL CANDIDATES AND A LIST MAINTAINED CRITERIA
o
PERFORMANCE,
MBILITY, AMBITION, TEAMWORK, << COMPANY MAN >>, WILLING TO LEARN
RESIST STRESS, DECISION-MAKING, TESTS…
6 KEYS TO DEVELOP HI-PO’S
· IDENTIFY CRITERIA
· IDENTIFY ELIMINATING FACTORS
· REVIEW THE LIST REGULARY
· IDENTIFY REQUIRED SKILLS THAT ARE
NOT ATTAINED
· DEVELOP THESE SKILLS
· ELABORATE THE SUCCESSION PLAN
11 KEY QUESTIONS TO ASK
1.
WHAT
HAS THE PERSON DONE IN TE LAST 2 OR 3 YEARS TO SET HIMSELF APART?
2.
WHAT
DECISIONS HAS THE PERSON TAKEN? WHAT VALUE DID THESE DECISIONS HAVE?
3.
WHAT
DIFFICULTIES HAS THE PERSON FACED ANDA WHAT STRATEGIES WERE USED TO OVERCOME
THEM?
4.
HOW
CAN WE SAY THAT THE PERSON IS A NATURAL LEADER?
5.
WHAT
SUGGESTIONS OR INNOVATIONS HAS TE PERSON PROPOSED?
6.
HOW
DOES THE PERSON ADAPT TO HOSTILE ENVIRONMENTS?
7.
WHAT
ARE THE PERSON’S THREE MOST IMPORTANT QUALITIES?
8.
WHAT
ARE THE PERSON’S THREE MOST IMPORTANT QUALITIRE
9.
HOW
DOES THE PERSON DEFEND OR REPRESENT THE IMAGE OF THE COMPANY?
1.
WHAT
CHANGES HAST THE PERSON MADE AND HOW WERE THEY IMPLEMENTED?
1.
HOW
DOES THE PERSON VIEW THE COMPANY’S CSR
POLICY?
PROFESSIONAL TRAINING IN FRANCE
· COMPANIES LEGALLY REQUIRED TO SPEND
MONEY ON TRAINING
· COMPANIES ARE LEGALLY REQUIRED TO
PRODUCE A TRAINING PLAN
· IN SOME CASES, COMPANIES ARE LEGALLY
REQUIRED TO ALLOW TIME OFF EMPLOYEES PROFESSIONAL DEVELOPMENT
· TRAINING CAN BE REQUIRED BY THE
COMPANY OR REQUES BY TUE EMPLOYEE
THE COMPANY TRAINING PLAN
· PRESENTS THE STRATEGIC OBJECTIVES OF
TRAINING FOR THE COMING YEAR FOR ALL PROGRAMS
· IT MUST BE PRESENTED T STAFF
REPRESENTATIVES AT 2 PRECISE DATES:
o
OCTOBER
1ST DEADLINE TO REVIEW THE PLAN FOR THE PAST AND PRESENT YEARS AND
TO PRESENT A TRINING PLAN PROPOSAL FOR THE FOLLOWING YEAR
o
DECEMBER
31ST DEADLINE TO PRESENT THE DEFINITIVE PLAN FOR THE FOLLOWING YEAR
THE TRAINING PLAN: ADVANTAGES AND PRECAUTIONS
· ADVANTAGES: HELPS TO MAINTAIN THE
EMPLOYABILITY OF THE STAFF
· PRECAUTIONS:
o
THE
COMPANY IS RESPONSBIBLE FOR ADAPTING THE SKILLS OF THE EMPLOYEE IN RELATION TO THE
JOB
o
IN
THE EVENT OF A LAYOFF FOR NON-DISCIPLINARY REASONS, THE LACK OF TRAINING MAY
INCITE THE EMPLOYEE TO ACCUSE THE COMPANY
o
THE
COMPANY IS LEGALLY OBLIGATED TO PRESENT TRAININGS IN TWO CATEGORIES: ADAPTATION
AND DEVELOPMENT
o
ALL
TRAINING COURSES MUST LEGALLY MUST BE EVALUATED AT THE END
THE TRAINING PLAN: 2 CATEGORIES OF TRAINING
· CATEGORY 1: ADAPTIVE TRAINING
o
TRAINING
WHICH ALLOW THE WORKER TO KEEP HIS JOB
· CATEGORY 2: DEVELOPMENT TRAINING
o
TRAINING
WHICH PREPARES THE WORKER FOR FUTURE JOBS, PROMOTIONS. TRAINING WHICH ALSO
DEVELOPS THE KNOWLEDGE OF A WORKER
o
*
IN EITHER CASE, THE EMPLOYEE IS UNDER CONTRACTUAL OBLIGATION TO FOLLOW THESE
TRAININGS AS THEY ARE PLANNED DURING WORK HOURS. OTHERWISE, THE EMPLOYEE IS
PAID OVERTIME TO ATTEND.
PRIORITY
|
ADAPTIVE TRAINING
|
DEVELOPMENT TRAINING
|
||
TRAINING 1
|
TRAINING 2
|
TRAINING 1
|
TRAINING 2
|
|
THEME
|
||||
JOBS CONCERNED
|
||||
DURATION
|
||||
PLANNING
|
||||
TRAINING COMPANY
|
||||
PLACE
|
||||
PARTICIPANTS
|
||||
ON THE JOB?
|
||||
COST
|
||||
FEES
|
||||
TOTAL BUDGET
|
||||
FINANCING
|
||||
THE LONG-TERM TRAINING LEAVE
· THE CONDITIONS
o
1
YEAR IN THE COMPANY
o
DURATION
OF LEAVE MAXIMUN 1 YEAR
o
COMPANY
HAS FINAL APPROVAL
· SOME INTERESTING FACTS ABOUT
EMPLOYEE REQUESTED TRAINING:
o
2.3 BILLION EUROS PER YEAR ARE ALLOCATED
o
AROUND
43K EMPLOYEES EACH HAVE THE REQUEST FOR LONG-TERM TRAINING APPROVED
o
57%
ARE SUCCESSFUL IN GETTING A JOB IN THEIR NEW SECTOR
Baccalaureat
|
Bac “L” –
Literary
|
Bac “S”-
Scientific
|
Bac “ES”
Economy / Social
|
Bac “Pro”
|
BTS = 2
years afte high school
|
License =
3 years “Bachelor”
|
Master 1
= 4 years
|
Master 2
= 5 years
|
PHD
|
THE PERSONAL TRAINING ACCOUNT
· EMPLOYEE ACCUMULATES 24 HOURS OF
TRAINING PER YEAR
· MAXIMUM OF 150 HOURS CAN BE
ACCUMULATED
· TRAINING HOURS CAN BE ALLOCATED TO DIFFERENT
COURSES
· MINIMUM AGE OF 16 TO START ACCOUNT
· TRAINING GENERALLY FOLLOWE OUTSIDE
OF WORK HOURS
PROFESSIONAL INTERNSHIPS
· THE CONDITIONS
o
MAXIMUM
OF 2% OR COMPANY EMPLOYEES CAN BE SIMULTANEOUSLY ABSENT
o
TRAINING
IS GENERALLY DONE DURING WORK HOURS
o
EMPLOYEE
CONTINUES TO BE PAID REGULARLY
o
EMPLOYEE
IS PAID 50% IF TRAINING IS DONE OUTSIDE OF WORK HOURS
OTHER PROFESSIONAL DEVELOPMENT PROGRAMS
· THE COMPREHENSIVE SKILLS ASSESSMENT
o
MUST
BE CONDUCTED BY AN OUTSOURCING COMPANY
o
CAN
BE DONE AT THE INITIATIVE OF THE EMPLOYER OR THE EMPLOYEE
o
EMPLOYEES
WITH 1 YEAR OF SENIORITY
o
EMPLOYEE
CAN BENEFIT FROM 24 HOURS OF PAID TIME OFF TO ACCOMPLISH THIS
o
THE
COMPANY CAN ALSO SCHEDULE THIS IN THEIR TRAINING PLAN 8THE EMPLOYEE CAN REFUSE)
OBTAINING QUALIFICATIONS THROUGH EXPERIENCE
· VAE
· ISLIDE LABOR RELATIONS
· ARTICLE
· OUTLINE FOR PROJECT
· THE EMPLOYEE CAN OBTAIN A DIPLOMA OR
PROFESSIONAL CERTIFICACION VIA THEIR EXPERIENCE
· MINIMUM OF 3 YEARS EXPERIENCE
RELATED TO THE DIPLOMA OR CERTIFICATION SOUGHT
· 24 HOURS OF PAID TIME OFF CAN BE
GIVEN TO PREPARE
· THIS CAN ALSO BE PART OF THE COMPANY
TRAINING PLAN (VAG)
OBTAINING QUALIFICATIONS THROUGH EXPERIENCE
· THE PROCEDURE
o
APPROVAL
OF DEMAN
o
THE
CANDIDATE CAN RECEIVE ASSISTANCE TO PREPARE HIS APPLICATION
o
THE
CANDIDATE’S EXPERIENCE IS FULLY DOCUMENTED
o
THE
CANDIDATE APPEARS IN FRONT OF A JURY TO DEFEND HIS APLICATION
o
THE
JURY CAN FULLY APPROVE, PARTIALLY APPROVE, OR REFUSE THE DIPLOMA
· SOME STATISTICS
o
48,700
APPLICATIONS IN 2012
o
28,700
RECEIVED COMPLETE CERTIFICACION (59%)
o
SINCE
2002, MORE THAN 250,000 PEOPLE HAVE RECEIVED CERTIFICATION
o
1300
DIFFERENT QUALIFICATIONS ARE AVAILABLE
o
76%
OF APPLICATIONS ARE WOMEN
o
OVER
30% OF APPLICATIONS ARE FOR HIHG SCHOOL DIPLOMA EQUIVALENCE
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