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4.2. Conventional panky - Schedules and RTT

Enough about money now. Contrary to the saying of a great philosopher "work more to earn more", I suggest you interested in making your day a pleasure or a burden: Timetables.

start simple: To frames, no schedule. As you manage your workload as you see fit. It can happen to chain the day from 9h to 17h as the day from 7am to 20h ... But that's not my point. I would rather draw your gaze on a system irregularity that may surprise you at first:

When you are hired by a company or a normal BP, your contract details a number of hours you are supposed to work per week. The number of hours, totally uncorrelated your real presence, is most often between 35h and 40h. Legally, the number of hours worked per week being 35 hours (ie 7 hours a day), every additional hour is caught up in the form of RTT (Reduction of Working Time). Small practical example: If you have a contract "h 38.5" as EDF, you work 3.5 hours "too many" per week, 7am every two weeks. This allows you to take one day every two weeks RTT.

In practice, the contract offered by a real company is often more interesting than box benefits, whether in salary or number of RTT. To give an idea in real companies, the number of RTT can increase to 25 per year, while in benefits, rather it varies between 5 and 10 per year. Also note that placing half of RTT (called RTT employer ") is theoretically at the discretion of the employer, whatever. That is to say that he is entitled to require the use of half of the RTT on the dates that suit them (closing the business year for example), but it is not systematic and often The employee may ask his entire RTT when he wants.

To return to This story times, when the benefits, 36h hired on a contract, must go work for an SE with the legal working week is 38.5 hours, there is a differential of two and a half hours it is in unable to claim. Indeed, having already tried, the result is simple "We do not count the hours, counting the days work, whether you are 36 hours or 38.5 hours, nothing changes, you always do 5 days per week.

Okay Mr. Engineer Business strangely strung, but one thing you do not say is that the contract SE / BP defines a billing daily benefits based on one week of 38.5 hours, while the contract Presta / BP sets wages on actual weeks of 36 hours.

Not content to have a nice margin between billing and payment of small benefits, these boxes also grapillent packages schedules ... The solution is simple to find, however, he would count the number of weeks benefits happening in the SE, the gap between the hourly rate of benefits in the contract with BP and the benefits from the SE, and convert this additional RTT gap or hard cash stumbling equivalent. But the village of smurfs is far from here, and in the brains of many intellectuals operators, this option is unthinkable ...