Refusal to work the overtime proposed by the employer beyond the limits set by the contract does not constitute misconduct or grounds for dismissal. The same applies, within these limits, if the employee is informed less than three days before the date on which the overtime is to be worked.
Any change in the distribution of working hours between the days of the week or the weeks of the month shall be notified to the employee, giving sufficient notice.
Where the employer asks the employee to modify the distribution of his working hours, even though the employment contract has not provided for the cases and nature of such modifications, the employee’s refusal to accept this modification constitutes neither misconduct nor grounds for dismissal. When the employer asks the employee to modify the distribution of his working hours in one of the cases and according to the procedures defined in…
When, during a period of twelve consecutive weeks or during a period of twelve weeks within a period of fifteen weeks or during the period provided for by a collective agreement concluded on the basis of article L. 3121-44, whichever is longer, the average working hours actually worked by an employee exceed by at least two hours per week, or by the monthly equivalent of this duration, the working hours…
The monthly working time of a part-time employee may not be reduced by more than one third by the use of the credit hours to which he is entitled for the exercise of mandates he holds within a company. Any balance of these paid hours may be used outside working hours.
As part of the consultation on the company’s social policy referred to in article L. 2323-15, the employer provides the social and economic committee, if there is one, at least once a year with an assessment of the part-time work carried out in the company. He shall also communicate this report to the company’s trade union delegates.
Each year, the employer informs the social and economic committee, if there is one, of the number of requests for individual derogation from the minimum working time mentioned in the first paragraph of article L. 3123-7 which are granted on the basis of the last three paragraphs of the same article L. 3123-7.
A company or establishment agreement or, failing that, an extended branch agreement may provide for the implementation of part-time working hours at the employer’s initiative. This agreement or convention may also set the conditions for the introduction of part-time working hours at the request of employees. In this case, the agreement or convention provides for : 1° The conditions under which full-time employees may hold a part-time job and part-time…
A company or establishment agreement or, failing that, an extended branch agreement may provide for the employer to : 1° Offer the part-time employee a full-time job or a job at least equal to the minimum duration mentioned in the first paragraph of Article L. 3123-7 which does not fall within his professional category, or a non-equivalent full-time job; 2° Offer the full-time employee a part-time job that does not…
An agreement or an extended branch agreement sets the minimum working time referred to in Article L. 3123-7. Where it is less than that provided for in Article L. 3123-27, it shall determine the guarantees regarding the implementation of regular working hours or allowing the employee to combine several activities in order to achieve an overall duration of activity corresponding to full-time work or at least equal to the duration…
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is a Registered Trademark of
PETROFF LAW FIRM (SELARL LEGASTRAT)
182, rue de Rivoli
75001, Paris France
RCS Paris n°814433470
Paris Bar Registration n° (Toque) C2396
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is a Registered Trademark of
PETROFF LAW FIRM (SELARL LEGASTRAT)
182, rue de Rivoli
75001, Paris France
RCS Paris n°814433470
Paris Bar Registration n° (Toque) C2396
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