Trial period Interim flexibility The hours of the mission The place of the mission
The medical visit
When you accept a classic mission you must:
either benefit from an up-to-date information and prevention visit (VIP) and submit your follow-up certificate to your Payroll Manager,
either pass this visit within three months from the effective taking of your job.
It is an individual visit which is carried out by the collaborators of the doctor (intern, nurse) or by the doctor himself. It gives rise to the delivery of a certificate of follow-up to a job (within the limit of 3).When you accept a mission in a risky position, you must undergo a reinforced individual follow-up (SIR) carried out by the occupational physician before taking up the position. The occupational physician will give you a medical suitability (or unfitness) opinion.
Your mission contract
Your assignment contract is concluded between you and TEKJOB, your employment agency. It is an employment contract; TEKJOB is therefore your employer.
It is drawn up in writing and includes all the principles of temporary work . It is given to you, or sent, in duplicate, at the start of your mission. You must then return a signed copy. It contains all the elements relating to your interim assignment:
proof of the reason
the description of your tasks
the dates of the mission
the possible trial period
your remuneration and its components
the place of the mission
your working hours
your hourly regime
the repatriation clause if the mission takes place outside metropolitan territory
the contact details of the supplementary pension fund and the provident body
the contact details of the medical center where to make your visit
Your temporary employment contract is concluded for a specific reason. There are 11.
Temporary increase in activity
This reason is used to deal with a temporary increase in the activity of the user company. This is an addition to his current activity.
This reason is used for the execution of a one-off task which is not part of the usual activity of the company.
Exceptional export order
It is the occurrence in the user company of an exceptional export order, the importance of which requires the implementation of exorbitant and exceptional means.
This is work that is repeated over the same period and carried out on behalf of a company that carries out a seasonal activity.
Constant use employment
This is a job for which it is constant practice not to resort to permanent contracts, due to its temporary nature. For example, in the hotel and restaurant sectors, it is customary to call on extras in this context.
Urgent work related to safety
This involves carrying out urgent work within the user company, the immediate execution of which is necessary for safety reasons (preventing imminent accidents: repair of equipment or installations presenting a danger to people, …).
Replacement in the event of absence or suspension of the contract
This reason is used to replace an employee of the user company who is temporarily absent (paid leave, sick leave, maternity leave, etc.).
Replacement in the event of waiting for the entry into service of an employee recruited on a permanent contract
This reason is used to fill a vacant position temporarily. A person has been recruited for this permanent position by the user company, but he is not immediately available. You are therefore replacing this person pending their entry into service.
Replacement in the event of final departure before the abolition of the post
This reason is used to complete the tasks inherent in a job that has become vacant and which is intended to be deleted in the short term.
Further vocational training
This reason allows a temporary worker to benefit from theoretical training applied at the same time during the mission to the client.
Facilitate the hiring of unemployed people facing particular social and professional difficulties
This contract is aimed at several categories of job seekers and aims to facilitate the resumption of employment or professional reintegration.
The duration of your mission
Your interim assignment gives rise to the establishment of a contract. There are two types of contract.
Date-to-date contract (specific forward contract)
The contract includes a precisely fixed end of mission date. Example: the interim assignment is scheduled to end on August 20. The contract can be renewed twice. Depending on the reason used, the duration of your assignment cannot exceed 9, 18 or 24 months, extension included:
waiting for permanent employment
carrying out urgent work required by safety measures
temporary increase in activity
performance of an occasional, precisely defined and unsustainable task
replacement of an absent employee
replacement of an employee whose final departure precedes the abolition of his position
occurrence of an exceptional export order
Minimum term contract (contract with no specific term)
These are contracts for which the end date is not set precisely. Indeed, the end of the mission corresponds to the achievement of the object for which the contract was concluded; it is not precise insofar as the date of realization of this object is not known. When your contract is concluded without a specific term, it has a minimum duration. This period is a guaranteed interim period. At the end of this minimum period, your contract can either end or be extended.
Minimum-term contracts are concluded for the following reasons:
waiting to be hired on a permanent contract (maximum 9 months)
seasonal jobs, or for which it is customary not to use a CDI.
The trial period
Your contract includes a trial period which depends on the duration of your assignment:
assignment of less than 1 month: 2 days
assignment between 1 and 2 months: 3 days
mission of more than 2 months: 5 days
The trial days are counted in days actually worked. During the trial period, Page Personnel, like yourself, can freely decide to terminate the temporary employment contract.
Flexibility allows you to adjust the term of your contract. It can be brought forward (« negative flexibility »), or postponed (« positive flexibility »). Only specific futures contracts have a flex period.
Who is using it ?
The flexibility is at the initiative of the user company: it alone decides whether to use it or not. If you refuse to allow the term of the assignment to be flexible, you will not receive your end of assignment allowance. If she wishes to stop the mission during this period, the contract ends normally; there is no particular formality to be fulfilled insofar as flexibility is written into the contract.
The flexibility is calculated on the total duration of your mission, extension included, at the rate of 1 day for 5 days worked. In any case, the term cannot be reduced by more than 10 days. For assignments of less than 10 days, the flexibility is 2 days.
The hours of your mission
The schedules indicate your weekly presence time during your interim assignment. They correspond to the hours worked, as well as to the break time if there is a break system in the user company. They are mentioned in your employment contract. They are precisely defined. Your hours are those practiced in the company within which you carry out your mission.
The place of your mission
The location of your assignment is indicated on your employment contract. In most cases, it corresponds to the address where the user company is located. However, it can change. If the change of location is known before the start of the mission, it is indicated on your contract when it is established. If your workplace changes during the assignment, an amendment to your employment contract will be drawn up. If you have to work in several places, the main place of work as well as the possibilities of travel must appear on your contract.