Description

This training will allow you to set up or check the conformity of the day packages existing in the company, to secure your practices and to organize appropriate monitoring of employees.

Who is this training for ?

For whom ?

• HR Manager/Manager
• Social relations manager
• Lawyer

Prerequisites

• Have knowledge of labor law.

Training objectives

Identify the conditions for implementing “day packages”

Control working hours to comply with the rules in force

Limit the risks linked to improper use of day passes

Training program

• Introduction
  • Tour de table: presentation of participants, needs, reminders of objectives and self-positioning
• Set up day packages collectively and individually
  • Collective agreement
  • identify the level of negotiation (branch or company); Reminder of the hierarchy of standards to choose the appropriate level
  • manage a non-compliant collective agreement Reminder on the terms of negotiation of a company agreement, revision of denunciation of an agreement
  • work on the content of the agreement and their consequences
  • Individual package agreement
  • the obligation to obtain the employee's agreement
  • carry out an exhaustive drafting of the agreement, avoid the pitfalls, the risks of nullity
  • manage the consequences of the employee's refusal or acceptance of the agreement
  • Exercise for drafting/analyzing a fixed price clause
• Check profile eligibility
  • The employer can only conclude a package agreement with an employee meeting certain criteria.
  • validate the relevance of the criteria with regard to the professions and the organization of the company.
  • ensure that the criteria are met before implementing the day package.
  • objectively qualify the necessary autonomy.
  • the illustrations of jurisprudence and its evolution.
  • Exchanges of experience on profiles that may pose problems in respecting the criteria
• Control work and rest times
  • Counting days worked
  • incidence of absences, incomplete years
  • dealing with overruns
  • Practical cases on working time work
  • Monitoring and controlling the “reasonable” maximum duration of work
  • notion of workload – defining times – managing the different forms of work and their impact on the working day package (teleworking, nomadic work, right to disconnect, etc.)
  • the obligation to organize follow-up interviews
  • choose the appropriate means of follow-up – respect the employee's private life
  • set up alerts and react to findings of inadequacy and disloyalty
  • Scenario based on a fictitious practical case, participants must carry out the different actions to be implemented to control the duration of work
• Responsibility for regulating workload
  • The consequences of setting up an inadequate day pass or failing to monitor it
  • check the methods, tools and management to prevent the risk of abuse
  • the evolution of case law on day passes: identifying the sources of risk to protect against convictions
  • Practical exercise; analysis of risk situations where participants must identify the sources of risk
• Conclusion
  • Tour de table: evaluation of on-the-spot training, collective debriefing, self-assessment of achieving objectives and own progress