The health crisis by breaking the rhythms of work, by confronting people with illnesses and mandatory isolation has had consequences on exceptional permits. What’s up today ?
With the succession of leaves benefiting employees, companies are often subject to difficult human resource management. In fact, exceptional permits are provided for in the event of a major cause and benefit employees within their companies. What is the legislation regarding these special licenses and how to take care of them in the daily management of human resources?
An exceptional term that ends on September 30, 2021
Paid leave, CET, rest days, fixed-term contracts (CDD) and short-term contracts… Certain exceptional temporary provisions have been limited to September 30, 2021 to allow companies to adapt to the economic, financial and social consequences of the epidemic. The number of days of paid leave that employers can impose without prior notice is increased from 6 to 8. This is indicated by the law regarding the management of the exit from the health crisis published in official diary of 1Ahem June 2021.
Exceptional leaves allow employees to benefit from exceptional leaves for personal or professional reasons:
- vacation for family reasons ;
- vacation for Company creation ;
- vacation for training;
- vacation for personal convenience ;
- absences for civic and social activities.
What the Special License Law Says
Moving, the birth of a child, the death of a loved one, many events mark the lives of company employees. Apart from the cases of classic and traditional holidays such as RTT or summer holidays, exceptional holidays are strictly regulated by law. Included in the category of family leave, these are later defined by the legislator to regulate vacation periods in private sector companies. A wedding as a PACS entitles you to 4 days off. Unless otherwise provided in the inter-company contractual provisions, it is article L. 3142-1 of the Labor Code that governs all these provisions. A birth or adoption also entitles you to 3 working days of leave, and 11 calendar days in the case of paternity. The rule is that the employee gives the employer proof of him.
The birth certificate, the marriage certificate or the death certificate are elements that tend to justify the absence of the employee. The latter may then be absent during the period in which the event occurs without necessarily being absent on the same day. It is then the human resources that are competent to manage the conditions of this absence with the employee in question. A death that occurs gives the right to 2 days of leave when it comes to a spouse united by marriage or a pacs, while those of the father, mother, brother or sister open the right to a single day of leave. This duration is subject to discussion with a bill approved by the National Assembly and the Senate in first reading on April 1, 2015. The duration of the leave will then be extended to 10 days in the event of the death of a dependent child. 5 days for the death of a spouse, parent, or younger brother and sister.
Forecast and communication for the management of exceptional permits
Paid as if they were worked, these days off do not modify the worker’s remuneration conditions. Within the company, the employer must then show flexibility to accommodate these exceptional absences. Regardless of contractual provisions and collective agreements, if any, the employer and the worker must pay mutual attention. Apart from cases of death that obviously cannot be foreseen, apart from cases of long illness, exceptional leave for family reasons may, on the other hand, be subject to prior notification.
A period of one month seems reasonable for the employee to notify the company of his future absence. The birth, marriage or move can thus be easily planned so that the employer anticipates in advance the exceptional leave of his employee. Communication and respect for reciprocal obligations therefore seem essential to contribute to the proper functioning of the company. Compliance with the formalities, both in substance and in form, constitutes an effective bulwark against any subsequent dispute and allows them to be avoided as far as possible.
Yesterday’s bans have been undermined by the crisis, but also by the fact that entrepreneurship is easy. What seemed to be the prerogative of the rich is within the reach of the project leaders. Different reasons encourage employees to create their own company: part-time work and exemption from social charges. The implementation of such a project requires compliance with some specific rules. The details.
Be an employee and start a business
Combining self-employment and employment in a private company is an opportunity to guarantee a stable and regular income. To carry out his project, the employee must respect some rules.
– The duties of the self-employed entrepreneur
In principle, the worker can create his own company as long as he complies with the obligation of loyalty. This duty of loyalty is mainly made up of two elements: discretion and non-competition. Particularly in the case of non-competition, the self-entrepreneur must not carry out activities that can compete with those of his employer, nor attract his clients. The salaried self-entrepreneur must not in any case make use of the assets (premises, equipment, capital, etc.) of his employer for personal purposes, in particular to ensure the development of his own business. Failure to comply with these obligations may lead to pecuniary sanctions for the self-employed person and the forced cessation of their activity.
– The reality of the self-employed entrepreneur
Creating your own business and keeping your job at the same time provides significant advantages. The salaried entrepreneur benefits from additional cash flow. He earns more money than a simple employee since he accumulates his salary and the profits that his own company generates. He can experience the potential of his new activity in peace, without the risk of finding himself unemployed. In addition, this activity allows you to discover a new aspect of the professional world. By ensuring a good balance between running your own business and working for him, he will be able to enjoy considerable development. The worker who creates his own company benefits from an exemption from social contributions for a certain period. This exemption mainly affects sickness and maternity insurance, the family allowance and the basic pension.
Some obligations to keep in mind
– The limiting clauses of the employment contract
In some cases, companies insert a limitation clause in the employment contract of their employees. This system constitutes an exclusivity clause that obliges the worker to remain faithful to his company. More precisely, he may not in any way carry out other professional activities either on his own account or on behalf of another employer during his employment contract. Thus, before starting anything, the worker must check the content of the contract that binds him to his employer.
– Accumulation of activities possible but often difficult
Managing your own business and ensuring your own responsibilities as an employee of another company requires a lot of will, autonomy and organization. This type of project generates important responsibilities. The competence and professionalism of the self-entrepreneur play a key role in the realization of their project. Many salaried self-entrepreneurs quit their jobs to devote themselves fully to their businesses.
SMEs lose more than 3,300 euros per year per employee due to ineffective meetings According to a new study by Sharp, do employees of French SMEs spend about 25 hours a month in meetings? What are the ways to achieve beneficial encounters?
It is no coincidence that the “Réuniologie” discipline was created in 2017. According to Louis Vareille in his book “The meeting is enough! » published by Editions Eyrolles, “aims to help organizations make each of their meetings a productive, engaging and learning moment. »
According to the International School of Reunionology website:
“Because meetings take up a lot of time in our lives, at work and elsewhere. Because meetings are the place for the collective to commit, generate ideas and make decisions. Because meetings allow the learning of many social and managerial skills. »
While leaders, managers and employees are running out of time, saying they are overwhelmed and stressed by work overload, the Sharp study leads us once again to reflect on the impact of meetings and their effectiveness and to ask how make them effective. .
According to Dr. Nigel Oseland, Occupational Psychologist “It is clear that ineffective meetings are not profitable and have a financial impact on companies. Work meetings are organized for multiple reasons, and to meet multiple objectives; therefore, employees must be able to count on different spaces and technologies according to their needs, instead of tirelessly using the same rooms and the same tools. »
And to prove him right, the results of this study are significant:
32% of employees admit to answering their overdue emails during meetings, while 29% of Gen Y and Z members admit to monitoring their social media. For this generation that is not separated from their smartphone and has become accustomed to working while answering their text messages, it can hardly surprise us but what they do is that the meeting has no contribution to their work and does not benefit from any challenge. to stimulate it.
But what do employees say about your meetings? Lack of variety and flexibility, eloquent reflections but that open certain avenues for improvement:
• more than 80% think they are more productive at their desk,
• two-thirds say that these meetings almost never lead to action or a concrete result
• and 56% think they are “boring”.
And they also add to destroy the effectiveness of meetings:
- 83% of French employees regret that all meetings adopt the same structure, whatever the topic,
- 66% regret that some meetings are held in inadequate rooms,
- 71% say meetings are often too formal.
It would seem that creativity and the stakes are hardly established: meeting time is gold. This evidence must be clearly notified.
And besides, they use tools from another era.
Technological tools made available to employees in meeting rooms are often inadequate or outdated: 26% of employees still work on paper and 35% present on flip charts or whiteboards.
All this leads us to think that before organizing a meeting it is time to ask yourself what your objective is and to question it: no specific objective, no meeting because the people consulted summarize the failures of their meetings:
- The lack of sharing information beforehand (30%),
- Do not invite only necessary participants (31%)
- The number of participants too high (26%).
Since meetings do not inspire employees, it is not surprising that employees prefer to spend their time on activities that they consider more productive and useful:
So what needs to be done?
According to Birgit Jackson, commercial director of Sharp Visual Solutions
“- ensuring that adequate information is shared,
– invite the right people,
– choose the right environment
-Use the right tools. »
That’s why Standing up meetings are so successful in start-ups… and use them as a model, why not?
* Study conducted on a representative sample of 1,017 French SME employees by the Censuswide Institute.
LinkedIn provides new insights on how to amplify your brand messages through employee advocacy [Infographic]
LinkedIn is a key platform for professional networking and connecting with potential job candidates, but how you use the platform is key to finding the right people for the right roles within your organization.
So how can you maximize your employer branding and candidate discovery efforts?
One option is to use your employees, encouraging them to interact with company posts and content in the app. There are right and wrong ways to do this (note: cut and paste messages shared by your employees are not the way to go), but LinkedIn has been working to make this easier through a variety of new Company Page features. in the app, including merging its Elevate employee advocacy platform into its general tools.
These additions have helped scientists pray ThermoFisher Scientific Boost your recruiting efforts and employer branding on the app.
As LinkedIn explains:
“LinkedIn’s employee advocacy platform provided Thermo Fisher Scientific with a constant stream of curated content from LinkedIn Pulse and Newsle. Employees can comment on and share these posts to facilitate social activity while creating focused and relevant conversations about their work. Other industry talent connected to Thermo Fisher employees would see and interact with this content, giving Thermo Fisher a natural way to attract that talent based on the topic most relevant to them.”
In fact, according to LinkedIn, this approach, which uses Thermo employees to amplify key messages, has resulted in a 62% increase in the reach of their various posts created and curated.
The infographic below provides an overview of how Thermo Scientific has maximized its messaging, which might be worth considering in your approach.
In the context of a professional activity, it is possible that certain events have completely upset everything that was initially planned. The hasty departure of an employee can, for example, quickly become problematic for the company and the teams working with him.
The first question that arises as a director with the help of entrepreneurs is why? If the climate in your company is delusional, rumors are all rife and if you don’t control them, they are likely to have an influence profit.
However, in this type of situation, several questions arise for you, business leaders and directors: how to manage this hasty departure? Should I replace the employee? What is the real lack in terms of skills and abilities? How to manage the notice? Response elements.
Do not act in haste
Before anything else, take the time to ask yourself the right questions, and not act in haste. A rushed department is an exceptional event, name of companies before you have already paid the price. The departure of an employee, even key in the organization of your company, is never insurmountable. Take the time to ask yourself the right questions:
– The real lack in the company after the departure of this employee and the need for a replacement: If I paid him part was a specialist in a very specific field such as accounting or IT, a replacement must be retained. If the employee is a specialist in commercial management or human resources management, it is possible to opt for a replacement internal to the company and to constitute a salary at the disposal of the new job executor.
– the direction of the notice: more legal than anything else chose, this question must however be precise. The length of the previous period is usually mentioned in the collective agreement or in the employment contract. Take a good look if I paid him respect for this expected duration. If necessary, legal action may be taken.
– management vis-à-vis other salaries: another important question to be managed with seriousness and rigour, information to the other employees of the company. A hasty departure is often the occasion for internal rumors within the company. Do not hesitate to read the letter of transparency, to mention in advance the reasons of the department if you know them, or to make known them of those that you obtain more information. These moments are crucial for the cohesion of your team, and do nothing in case it would end the atmosphere.
Prevention is better than cure
Even if these events can occur without you even suspecting it, it is important, after the fact, to think carefully about the reasons which led the employee to leave the ship in full cruise. No one is blameless, not even you. So to avoid any other hasty and unforeseen departure, do not hesitate to ask yourself the right questions, to try to understand the reasons for this departure, or even to suggest a discussion, outside the workplace, with the employee who has left for Better understands the reasons for his actions. This can only be beneficial for the continuation of your activities, and this for you even help you to understand your possible errors and to avoid repeating them in the future.