A decree of the Conseil d’Etat shall determine the terms and conditions for the application of this sub-section, in particular the conditions for compensation of the employee by the State.
In order to implement an employee’s entitlement to the leave referred to in Article L. 3142-60, a company collective agreement or agreement or, failing that, a branch agreement or agreement shall determine: 1° The maximum total duration of the leave ; 2° The time limit within which the employee must send his request for leave to the employer; 3° The maximum number of employees per establishment who may take leave…
In the absence of an agreement concluded in application of article L. 3142-65, the following provisions apply: 1° The maximum total duration of leave is nine working days per year ; 2° The time limit within which the employee must send his request for leave to the employer and the rules for determining, per establishment, the maximum number of employees who may benefit from leave in the course of a…
An employee participating in a mission outside France on behalf of a humanitarian association governed by the law of 1st July 1901 relating to the contract of association or entered in the register of associations in application of the local civil code applicable to the departments of Bas-Rhin, Haut-Rhin and Moselle, or on behalf of an international organisation of which France is a member, is entitled to international solidarity leave….
The period of leave cannot be deducted from the period of paid annual leave and is treated as a period of actual work for the purposes of determining the legal and collective bargaining benefits linked to seniority.
The employer may refuse to grant the leave if it considers that the absence is likely to have a detrimental effect on the smooth running of the company. The employer’s refusal is made after consulting the social and economic committee. Reasons must be given. In the event of a dispute, the employer’s refusal may be challenged directly by the employee before the industrial tribunal (Conseil de prud’hommes), ruling under the…
In an emergency, the employer is not obliged to give reasons for refusal, and silence does not constitute agreement.
At the end of the international solidarity leave or following its interruption for reasons of force majeure, the employee returns to his previous job or to a similar job with at least equivalent pay.
At the end of the leave, the employee will provide the employer with a certificate issued by the association or organisation concerned stating that the mission has been completed.
To implement an employee’s right to the leave referred to in Article L. 3142-67, a company collective agreement or agreement or, failing that, a branch agreement or agreement determines : 1° The maximum duration of the leave ; 2° The length of service required to benefit from this leave; 3° Depending on the number of employees in the establishment, the maximum number of employees who may simultaneously benefit from international…
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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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