Work-study programs, internships and on-lending
As of July 13, 2011, the proposition de loi déposée by the député Gérard Cherpion pour le développement de l’alternance et la sécurisation des parcours professionnels a été votée.
It is based on 3 objectives :
- Foster the development of work-linked training in order to improve the situation and integration of young people in the job market,
- Sécuritize career paths by developing employers’groups and creating the professional sécurization contract,
- A better framework for internships.
Le développement de l’alternance :
The law provides for the issue of aécard « étudiant des métiers » to apprentices and young âgés aged 16 à 25 hired on professionalization contracts. This card will enable them to benefit from the same advantages as students in higher education.
She also plans éto set up a free ématérialiséservice to facilitate contact between employers and young people looking for a work-study contract.
It will also be épossible to sign an apprenticeship contract with two different employers as part of aéseasonaléactivity by means of a tripartite agreement.
Temporary employment agencies will also be able to éconclude apprenticeship contracts for assignments of at least six months.
The law also strengthens éthe bridges between apprenticeship and general education, and the apprentice can take a certificate of vocational aptitude or continue training in a CFA if, à following the contract, he or she has not ébeen hiredé.
.Another change : the âminimum age of accessèto the apprenticeship contract évolue and is open to young people who are not yet 15 years old révolus but who will reach this âage in the course of the calendar year iféthey provide proof of aélower secondary school (collège) education.
Employer groups and prêt de main-d’œuvre :
Nouveauté : employerségroups have the possibilityéto open up to territorial collectivities with the agreement of the employeeé who cannot êbe sanctionedé or dismissedé for refusingé to be placed à at their disposal, while having a égalité of treatment with regard to rémunitération, intéressement, profit-sharing and ésalary savings.
The law also éintroduces a professional sécurization contract which will replace the Convention de Reclassement Personnalisé (CRP) and the Contrat de Transition Professionnelle (CTP). Employers with fewer than 1,000 employeeséwill be required to offer a sécurisation professionnelle contract à to their employeeséwhose redundancy éis being considered. This system is intended for employees threatened with redundancy at the time of the pre-dismissal meeting or at the end of the last employee representative meeting.
A défaut ce contrat est proposéé par Pôle emploi et l'employeur verse à cet organisme une contribution égale à 2 mois de salaires brut, portée à 3 mois si le salarié adhère à la CSP.
L’encadrement des stages :
In order to prevent companies from misusing interns, the law stipulates that internships may not exceed six months per school year and must not have as their internship objective the performance of a regular job corresponding to a permanent position in the company.
A waiting period is also éintroducedé in the case of successive different internships on the same position. The waiting period is égal one-third of the duration of the previous internship. A register of internship agreements must now ébe kept by the company’ ; à differérencier from the personnel register.
The law améliores the conditions of hiring à at the end of the internship ; à namely the duration of the internship is déduite intégralement de la période d’essai.
Furthermore, if the trainee is hired by the company à at the end of a traineeship lasting more than à two months, the duration of the traineeship is taken into account for the opening and calculation of rights linked à to seniorityé.
Amanda
Communications manager
Alphéa Conseil
