June 2009

Fort rewarding experience of my material, I decided to write a short article denouncing the excesses that have laid the foundations for the current operation of "consulting firms" boxes and other benefits. Assuming my side of grumpy employees (yes, I am French), it is possible that this presentation is tinged with a certain caustic. I want to apologize in advance to those who practice the profession of which I am describing such a dark picture, if you do not recognize the methods of your company in my description, so no need to feel involved. For others, feel free to change jobs.

relativize a bit before you start, what follows is not generalizable to all boxes benefits, although most of them are accustomed to using unpleasant practices which I will talk further. The objective of this screed is to enable young and innocent graduates (modulo a few years) to put in battle order to address the negotiation with boxes of benefits with confidence, even with those whose moral is the most deleterious . I want to say that I am not against the system of boxes benefits, but against the perversion of which he is currently the subject. These companies are all aim profit, certainly, but they must not sacrifice humans, honesty and transparency on the altar of maximum profitability.

Monday, June 15, 2009

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2.1.1. History - Consulting firm - The job of council

Initially, he was a man (we will call Helmut) who already had a busy career, used for several decades in a company renowned, and had accumulated knowledge force and skills. Saying he had enough bottle and gonads, it could leave the employee status to put on his own, and assert his acting very experienced engineer. He left the company where he worked and created the box Helmut Consulting. His job is just to use its expertise to solve complex problems (yes), but also to expand its client portfolio, and look for projects to work on to reach his livelihood.

The upside of this situation, the salary is very important that the consultant button the bad side, it is in times of crisis, when the consultant finds no customers with projects consistent with their profile and from whom he could sell. A little tired from his job as consultant on one side, and financial management of his small company, "said Helmut therefore the choice of taking an accountant very part time, to take care of his accounts and to think through give back to the state what it deserves.

Friday, June 12, 2009

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2.1.2. History - Consulting firm - Structuring consulting firm in

So to dodge the bad sides of the search mission and reduce its structural costs, including incurred by the accountant, very part time, Helmut proposed to former colleagues to join him and enjoy his newly acquired structure. At that time, a solution of simplifying paperwork made its appearance: a dedicated accountant! Thus, the distribution of the money earned through the work of Helmut and his colleagues may change slightly. Instead of working individually, the amounts earned are put into a common pot, and repartagées between all consultants and the accountant. They all become employees of small business Helmut. Sometimes, to relieve a little tired shoulders consultants, salespeople can be hired to search for future missions. We will return ...

Thursday, June 11, 2009

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2.2. History - CSD

CDD, often reviled, remains an attractive option for certain that they would like. A job that can be changed at the end of the contract (for a maximum of 18 months), a new box, wages somewhat higher than in CDI (+10%) but the (relative) uncertainty .. .

Unfortunately for those interested, the CSD (excluding VIE) is now abandoned, at least for executives. The reason is probably related in part to the boom boxes of wonderful benefits in recent years. Explanations of my own: CDD is more expensive to the employer in the short term but can absorb the fluctuations of workload and long term, it is more beneficial to the economy of the company. Flexibility is the order of ten months. Now, if we forget the CSD and that we take a look at the box of benefits, it offers an interesting bit rate (usually 400 € / day per graduate) but very practical in terms flexibility. Indeed, the customer benefits of a box sign contracts may be renewable on missions several times and durations with ridiculously small, about a few weeks. This ensures a very high flexibility in terms of size, he does not hesitate to use it with a vengeance when he does not feel bold enough to hire its own.

Wednesday, June 10, 2009

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2.3. History - summarize

A consulting firm or a consulting firm, is somewhat the same thing. A large majority of consultants, and especially of experienced consultants who are employees of the company in proportion to their experience. Everyone participates providing liquidity in the company, except the salary of the accountant who is taken from the pot in which falls the money earned by consultants. It's a hierarchy to a single story, and everyone is equal.

A box of benefits, for cons, it's a large pool of business, with a pyramidal hierarchy, only the base providing new money, is tapping into the pot common. Basically, it's all consultants, preferably graduates as more naive and servile. Mechanically, with a hierarchy benefits of box, the ratio of the number of "unproductive" to society on the number of "productive" is far superior to that of a consulting firm, and therefore the salary of the consultant graduate (often called sub-contractor or sub-human by customers) suffers greatly.

From now on I will only talk about the benefits of boxes that I will replace or advantageously by BP Fine Parasites. In passing, I note that the term "provider" or "subcontractor" is equivalent to the term "consultant" than commercial like to use.

A few critical passage: I say "commercial" because these people aim to find a job to other people, with flexible conditions that facilitate the task by compared to a real job seeker. They sell the service as it manages pounds, is the job of a business. This work does not seem particularly conducive to learning, except for music with wind instruments. These "commercial" So, young or old, innocent and hypocritical, pompously called themselves "managers" or even excessive "business engineers". In the first case, they managent anything because they send them directly to the customer service. In the second case, I let you compare the work of an engineering business in a real society, which is not a job search at a discount.

Tuesday, June 9, 2009

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3.1. How a box of benefits - Hierarchy

Let us now an important point, which is also one of the many subtleties of BP. When a young graduate is hired by BP, it must accept the fact that it is an integral part of this small dishonest. He signed a permanent contract with BP and its use is provided once the trial period (4 months) and its renewal is completed [1] [3] . The claimant was then "rented" to a firm, the time of a task that can vary from several months to several years. Most of the time it will work directly in the customer premises. That's less for the cost structure of BP. Direct consequence: The contacts with the actual employer (the BP, if you followed) are reduced to the hypocrisy of rigor or indifference unfeigned. Obviously, for the innocent young graduate, it creates an incongruous situation first because he works in a company, but he is paid by another box, he never sees and with which he has no professional relationship. He has colleagues in the company where he works, but these gentlemen are not really his colleagues.

Monday, June 8, 2009

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3.1.1. How a box of benefits - Hierarchy - The theory

Let me explain: The BP sells a service to the SE (Company swollen by BP). The service is delivered by the provider who is not a small hand working under the statute. Normally and legally, The claimant works for BP, and can not take orders from her. BP gives orders to the claimant according to the demands of the SE. Similarly, if the claimant has commented on the work, he must announce his BP which will transmit to the SE. It should not be any direct contact between the provider and the SE, otherwise it is the crime of bargaining. In theory, any interaction between the provider and the SE is done through the mall.

Friday, June 5, 2009

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3.1.2. How a box of benefits - Hierarchy - The practice

As I said, the service works directly on the premises of the SE, with equipment loaned by the SE, and receives directly its objectives mission EM. Everybody on tort practice of haggling, everyone knows this, so all is well. If you have unfortunately already benefits, and you want to make sure that your company is illegally, go and see "Regulatory Reference " in the annexes.

Thursday, June 4, 2009

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3.2. How a box of benefits - Right

The enormous weakness of us, young and old graduates, it is our innocence and our ignorance of our rights and labor law in general. When one is hired by a real company, it is understandable not to be little attracted to the legal aspects that holds the contract. Indeed, the company will not seek to take advantage of you, because it invests in you. The young graduate produced little in the beginning, it takes its brands, and society is an investment in the future. In addition, the gain of the box is directly proportional to the work done by the young, so no question of shooting himself in the foot by stingy with him on comfort at work.

In BP, this is exactly the opposite. The young graduate relates the jackpot on the first day it is placed at the client (SE). Whatever the quality of his work as it accommodates the SE. No long-term investment on the young, so as BP profit they can to increase their margins beyond decency, until the young wakes up, pushes a rant, or disappears in the distance. .. Moreover, the figures clearly show, a BP with an average turnover of 2 years. Moreover, the lack of contact with colleagues in BP, already mentioned before, using the extreme weakness of trade union action, and the complete isolation of one who is pushed out or who is unfairly dismissed .

So you say, how to guard against exploitation shameful and unworthy of a quality engineer like you?

Wednesday, June 3, 2009

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3.2.1. How a box of benefits - Law - Convention Syntec

That's part of the answer. This convention is considered the least advantageous for executives, routinely adopted by BP, gives you some rights, however it is good to know. I would add, you need to know because if you ignore them and you find yourself in LP, the leaders of this great company will take this opportunity to override. You will find some items that seem important, extracts the full text of the Convention in the Appendices .

Tuesday, June 2, 2009

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3.2.2. How a box benefits - Law - intercontrat

What intercontract? First a little background on the operation of BP: The benefits are on a mission to the company "Green Tech Powered Oil", its mission ends on a Friday at Dunkirk, and Monday, here it is left in Quimper at "Fat Porky Green Industry" for another mission. This is the best situation for BP, because there is no waiting period at the benefits. But it may happen that the foresight of commercial fault, or that it forgets the benefits stupidly (yes, yes, it happens because maintaining regular contact with a phone call every three months, the mall is not immune to a mistake). In this case, therefore, no mission is planned in the near future in a row at the end of mission at Green Tech Powered Oil "and the benefits can be found in intercontrat.

The benefits vegetate ...

But what intercontract? It is a period during which the benefits continued to be paid but for which he has nothing to do. At that time, three schools: Either the BP is virtuous and offers benefits to come to pass seat training. Either it is not too profitable - or the premises of the BP are too small - and the benefits may stay home (with a written mission order confirming [2] not to be fired for dereliction of duty ). BP is the petty to the end and asks the benefits of moving its headquarters to the foundation (social) and get his next mission (while normally it is the work of the mall). Funky!

That said, this time costing candy BP, and it strives to resettle as quickly as possible small benefits, the risk of placing it on a mission for which it is not qualified, for which he has no motivation, and in the middle of nowhere. Last accuracy, when the period begins intercontrat, BP RTT raises all employers of the employee in order to minimize the overhead caused by the misfortune of intercontract. To better understand this story, I refer you to the "Entourloupe in intercontrat.

Now then, let's not forget that the benefits has signed a double taxation agreement with BP. CDI is always accompanied by a trial period [1] [3] (with exceptions). This trial period lasted 4 months but may be renewed, has become the norm for BP. So, if the benefits are on probation and he finds himself in no mission without intercontrat looming, the die is cast. Chao, Bambino! When BP proposed a first task whose duration is less than the duration of the test period together with its extension, it is in the interest of the benefits of continuing to seek employment elsewhere upon hiring. Or otherwise it may end up pointing at the ANPE (sorry, employment center) upon completion of his mission.

Something to remember is that the inter-contract, the benefits do not owe the BP (as opposed to all that can tell the salesperson to create a sense of guilt in benefits). Indeed, intercontrat is usually repaid by itself and in advance, thanks to the wonderful difference between the salary that the key benefits and the price at which it is sold to the SE by the BOP. A small example with a ladle, with conservative assumptions, but based on true events:

Margin

Petit benefits sold 350 € per day, or about 7000 € per months (20 days), key € 1700 net. BP, like all businesses, pay in payroll taxes amounting to slightly less than double the net, or € 3300. The BP also provides small benefits to € 200 as reimbursement of expenses, which are not taxed. A net cost of 3500 € for BP. The margin is 50%.

Each month, BP: 3,500 € button thanks to the small benefits, which amount used to pay the commercial, executive assistants, directors, and premises which are all beautiful little world. And what remains grave in a small piggy bank to meet the need of the benefits which the trade has not found a mission. Therefore, a benefits should never be a feeling of guilt over a period of intercontrat important, contrary to what the system tries to insinuate vigorously BP. It also has no control over the fact that sends a new mission, just as it has no visibility on the tenders received his commercial. Okay, this is not his job, but one can then question the legitimacy of the national sport: To write the benefits in intercontrat responses to tenders instead of commercial ...

Monday, June 1, 2009

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3.2.3. How a box of benefits - Law -

Normally, every employee is entitled to training for "mount competence" [7] . Regulators, BP must spend 0.2% of their payroll on training. However, many of them affect any financial resources to training providers, preferring probably invest that money in training to the hierarchy, or preferring to get in door squarely at odds with the law. Moreover, irrespective of training (usually) implemented and supported by the employer, the law already gives employees the right to conduct training periods at a rate of 20 hours per year, cumulative up to 120h six years. These courses have no requirement to match with the profile formed. You may be structural engineer and pass a background in pottery.
Anyway, when the BP, in a spirit of unselfishness unexpected formations accept benefits (usually during intercontract), they usually do so at a rate of half a day less per RTT training day.