Title V: Temporary employment contracts, other secondment contracts and freelance administration

When the employee is made available outside mainland France, the timeshare contract contains a clause covering the repatriation of the employee at the expense of the timeshare company. This clause becomes null and void if the employment contract is terminated at the employee’s initiative.

The remuneration paid to an employee on secondment may not be less than that paid to an employee with the same or an equivalent level of professional qualification occupying the same position or performing the same duties in the user company.

For the duration of the assignment, the user company is responsible for the conditions under which the work is performed, as determined by the legal provisions and collective bargaining agreements applicable to the workplace.

In the user company, the employee on secondment has access to collective means of transport and collective facilities, in particular catering facilities, available to the employees of that company, under the same conditions as the latter. Where additional expenses are incurred by the social and economic committee, these will be reimbursed in accordance with the terms and conditions set out in the secondment contract.

The termination of the timeshare contract is carried out in accordance with the provisions of Title III, relating to the rules for the termination of open-ended employment contracts.