Are You More Sensitive On Your Period

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?

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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 .

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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 ...

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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.