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Human resources Team management, stress management, telework management, workload management ...

How to act after the health crisis?

  • Back to face-to-face:

    • Rights and duties
    • Psychosocial risks
    • Support logic

 

  • Implementation of telework after confinement

    • Management - loss of benchmarks for managers and employees
    • Contractual part
    • The tools
    • Additional remuneration, compensation, restaurant tickets, transport, computer equipment

 

The group invites you to share its work as it is published.

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Point juridique sur le Télétravail et le Pass Sanitaire 

Dans la cadre de notre convention croisée avec le CIFL, un atelier a été organisé.

Avec la rentrée, de nouvelles règles viennent modifier nos habitudes de travail : le télétravail n'est plus obligatoire mais toujours plébiscité, le pass sanitaire est exigé par certains clients et certaines entreprises de façon quelquefois controversée... vos questions sont nombreuses à ce sujet.
Nous avons donc demandé au Cabinet Chassany Watrelot Associés, représenté par Me Aymeric d'Alençon, de nous présenter les dispositions juridiques qui régissent ces nouvelles règles et de répondre à toutes vos questions à ce sujet.

Vous trouverez ci-après le lien qui vous permet d’accéder à la présentation du 28 septembre : https://cifl.com/media/media/WebinairesocialRHdu28-092021CIFL.pdf

 

Le protocole national pour assurer la santé et la sécurité des salariés en entreprise face à l’épidémie de Covid-19 a été actualisé le 9 août puis le 31 août 2021 avec une entrée en vigueur le 1er septembre 2021.

Il a notamment été mis à jour pour prendre en compte la mise en œuvre du passe sanitaire pour les personnes travaillant dans les lieux qui y sont soumis.

 

 

Le télétravail, une mesure nécessaire qui relève du dialogue social 

 

Le télétravail reste une mesure de prévention essentielle. Sa définition relève désormais du dialogue social de proximité.

Le protocole actualisé stipule que « le télétravail est un mode d’organisation de l’entreprise qui peut participer à la démarche de prévention du risque d’infection au Covid-19 et permettre de limiter les interactions sociales aux abords des lieux de travail et sur les trajets domicile travailL’accord national interprofessionnel (ANI) du 26 novembre 2020 pour une mise en œuvre réussie du télétravail constitue un cadre de référence utile pour sa mise en œuvre. A ce titre, les employeurs fixent, dans le cadre du dialogue social de proximité, les modalités de recours à ce mode d’organisation du travail en veillant au maintien des liens au sein du collectif de travail et à la prévention des risques liés à l’isolement des salariés en télétravail.»

 

Ainsi depuis le 1er septembre, les entreprises qui le souhaitent ont la possibilité de faire revenir leurs salariés à 100% sur site.

Pour les entreprises ayant déjà mis en place des accords de télétravail, ces derniers peuvent à nouveau s’appliquer normalement, quel que soit le nombre de jours à distance prévu.

 

Pour les entreprises qui n’ont pas encore mis en place des accords de télétravail et qui n’ont pas de CSE, une charte unilatérale est désormais possible.

 

 

Le passe sanitaire

 

Depuis le 30 août 2021, les personnes (salariés, bénévoles, prestataires, intérimaires et sous-traitants) intervenant dans certains lieux, établissements, services ou événements doivent présenter le passe sanitaire (résultat d’un examen de dépistage RT-PCR, d’un test antigénique, justificatif de statut vaccinal ou certificat de rétablissement à la suite d’une contamination par la Covid-19).

 

Certains salariés et autres professionnels ne sont pas soumis au passe sanitaire si leur activité se déroule dans des espaces non accessibles au public ou hors des horaires d’ouverture au public ou en cas d’interventions urgentes ou pour les activités de livraison.

 

Les employeurs devront contrôler le respect de cette obligation, sur la base d’un justificatif présenté par le salarié. Lorsqu’un salarié concerné par le passe sanitaire ne présente pas les justificatifs, il peut, avec l’accord de l’employeur prendre des jours de congés ou de RTT.

 

L'entretien de régularisation doit avoir lieu avec le salarié qui ne présente pas un passe sanitaire, et qui voit alors son contrat de travail suspendu, à l’issue du 3è jour suivant la suspension. Il vise à examiner les moyens de régulariser la situation, par exemple proposer une affectation sur un autre poste ou travailler à distance lorsque c’est possible.

 

Les professionnels intervenant dans ces lieux et événements qui devront présenter le passe sanitaire ne seront plus tenus de porter le masque. En revanche, le port du masque peut être rendu obligatoire par le préfet, ainsi que par l’exploitant ou l’organisateur.

 

 

La vaccination

 

Les employeurs doivent favoriser la vaccination de leurs salariés en les autorisant à s’absenter pendant les heures de travail. Les absences pour les salariés et les stagiaires n’entraînent pas une baisse de la rémunération et sont assimilées à du temps de travail effectif.

 

L’absence pour se faire vacciner n'est pas limitée dans le temps, sa durée doit cependant être raisonnable au regard du temps de déplacement nécessaire. L’autorisation d’absence peut être accordée au salarié qui souhaite accompagner un mineur ou majeur protégé pour se faire vacciner. Les employeurs peuvent demander au salarié, la confirmation du rendez-vous de vaccination ou un justificatif de la réalisation de la vaccination.

 

La vaccination est obligatoire pour les soignants et les travailleurs des établissements et services sanitaires et médico‑sociaux. Elle sera mise en place en deux temps. Entre le 15 septembre et le 15 octobre, une première dose de vaccin ainsi qu'un résultat de test négatif seront exigés. A partir du 16 octobre, la présentation d'un justificatif du schéma vaccinal complet sera demandée.

Les employeurs doivent contrôler le respect de cette obligation. Les personnes ayant des contre-indications médicales doivent présenter un certificat médical.

 

Pour mémoire, les salariés de 18 ans et plus peuvent être vaccinés par les médecins du travail.

 

 

Des mesures renforcées pour les salariés vulnérables

 

Les salariés vulnérables peuvent désormais revenir sur site tout en bénéficiant de mesures de protections renforcées :

 

  • isolement du poste de travail, notamment par la mise à disposition d’un bureau individuel ou, à défaut, son aménagement, pour limiter au maximum le risque d’exposition, en particulier par l’adaptation des horaires ou la mise en place de protections matérielles ;
  • respect à l’occasion de son activité professionnelle de gestes barrières renforcés (hygiène des mains renforcée, port systématique d’un masque de type chirurgical lorsque la distanciation physique ne peut être respectée ou en milieu clos, avec un changement au moins toutes les quatre heures ou s’il est mouillé ou humide) ;
  • absence ou limitation du partage du poste de travail ;
  • nettoyage et désinfection du poste de travail et des surfaces touchés au moins en début et en fin de poste, en particulier lorsque ce poste est partagé ;
  • adaptation des horaires d’arrivée et de départ et des éventuels autres déplacements professionnels, compte tenu des moyens de transport utilisés par la personne, afin d’y éviter les heures d’affluence ;
  • mise à disposition par l’employeur de masques de type chirurgical en nombre suffisant pour couvrir les trajets entre le domicile et le lieu de travail lorsque la personne recourt à des moyens de transport collectifs.

 

À compter du 15 septembre 2021, les salariés particulièrement à risque lorsque le télétravail n’est pas envisageable, pourront être en activité partielle ou percevoir des indemnités journalières dérogatoires s’ils remplissent l’une des conditions suivantes :

 

  • justifier d’un critère de vulnérabilité au Covid-19 figurant dans la liste de l’avis du Haut Conseil de Santé Publique (HCSP) du 29 octobre 2020 (hors cas des immunodépressions sévères) et être dans l’une des 2 situations suivantes : être affecté à un poste susceptible d’exposition à de fortes densités virales (par exemple, dans les services hospitaliers de 1ère ligne ou des secteurs Covid-19) ou justifier d'une contre-indication à la vaccination.
  • être une personne sévèrement immunodéprimée devant recevoir une 3e dose vaccinale au sens de l’avis du 6 avril 2021 du Conseil d’orientation de la stratégie vaccinale.

 

Les salariés vulnérables concernés doivent demander à bénéficier d’un certificat d’isolement afin d’être mis en activité partielle. Ce certificat peut être établi par le médecin traitant, de ville ou du travail. Un nouveau justificatif est nécessaire pour ceux ayant déjà eu un certificat d’isolement entre mai 2020 et août 2021.
Ils peuvent bénéficier des indemnités versées au titre de l’activité partielle jusqu’au 31 décembre 2021.

 

Accompagner les employeurs et les salariés 

 

Presentation of the HR CLUB "Living telework" - CIFL with ERYS - May 19, 2021

Find the key principles and best practices in terms of organization, time management and communication for combine teleworking and quality of life :

> Arrange / organize your workspace: Ensure continuity, preserve your physical and mental health.

> Manage your time and priorities / articulate life times: The rules to be established, the limits to be set.

> Communicate with your manager and the rest of the team: The need to jointly establish operating rules, use the right communication tools at the right time, create / maintain the link at a distance, give confidence ... Download the presentation

To find the RH CLUB replay with Erys, it's here.

 

Flat-rate teleworking allowance

When the salary in a telework situation incurs costs, the flat-rate allowance paid by the company will be deemed to be used in accordance with its purpose and exempt from social contributions and contributions up to the global limit of € 10 per month, for an employee working one day telework per week. This flat-rate allowance increases to € 20 per month for an employee carrying out teleworking two days per week, € 30 per month for three days per week.

This flat-rate allowance must not be included in the gross remuneration uncapped, but must be declared in DSN within the other items of gross income (code "07 - Professional expenses reimbursed at the fixed rate" in section S21.G00.54.001).

The national health protocol of August 31, 2020, updated on February 19, 2021 provides that "Teleworking is a mode of organization of the company which actively participates in the process of preventing the risk of SARS-CoV-2 infection and makes it possible to limit social interactions around workplaces and on journeys between home and work (…).

In the current exceptional circumstances, linked to the threat of the epidemic, it must be the rule for all activities that allow it. In this context, the working time carried out by teleworking is increased to 100% for employees who can perform all of their tasks remotely (…).

For employees working remotely at 100 %, a face-to-face return is possible one day a week at most when they express the need, with the agreement of their employer. This arrangement takes into account the specificities linked to work organizations, in particular for teamwork and endeavors to limit social interactions in the workplace as much as possible ”.

For small and medium-sized businesses that did not have recourse to teleworking before the health crisis, the implementation of teleworking constitutes a significant change in the organization of the company, requiring to distribute activities differently, to adapt the equipment. , to define a new mode of remote management.

Also, taking into account health requirements, a service offer dedicated to teleworking has been created. "Objectif Telework" provides advice and support to organize telework in good conditions by addressing several key points:

- Identify teleworkable activities;

- Improve teleworking practices

- Link teleworking and work on site

- Maintain internal cohesion

- Facilitate the development of an agreement.

Completely free, “Objectif Télétravail” allows any company with less than 250 employees to benefit from advice and support to effectively set up teleworking: Possibility of using an expert or of accessing advice sheets intended for Management , Managers and teleworkers. For more information, you can follow this link: http://anact.fr/objectifteletravail

Finally, the advice sheets on the website of the Ministry of Labor (Organizing well / living teleworking well) can usefully guide both employers and employees:

7 key measures to properly organize teleworking as employers
7 key measures to organize well as a team as managers
7 key measures to enjoy your teleworking as an employee
Legal Resources
Telework and disability

The psychological impact can be significant for both employers and employees. A toll-free number dedicated to supporting employees of VSEs and SMEs who feel particularly isolated or have difficulty carrying out their activity by teleworking is available on 0 800 130 000. It is set up by the Ministry of Labor. It's free and anonymous. To inform professionals, whose activity must deal with the Covid-19 crisis, a telephone number has been set up: 0806 000 245. The call is not surcharged. This is the price of a local call. It is set up by the Ministry of the Economy.


It is recalled that a risky contact case is a person who, in the absence of a mask :

  • shared the same place of life (professional or private) as a confirmed or probable case;
  • had direct contact with a case, face to face, less than 1 meter away, regardless of the duration (eg conversation, meal, “coffee-tobacco” break, hugs, hugs);
  • provided or received acts of hygiene or care with a confirmed or probable case;
  • has shared a confined space (office or meeting room, personal vehicle, etc.) for at least 15 consecutive minutes or accumulated over 24 hours with a case or having remained face to face with a case during several episodes of coughing or sneezing.

All other contact situations are considered "negligible risk".

People crossed in the public space in a fleeting way, even in the absence of wearing a mask, are not considered as contact persons at risk.

Likewise, any person with a history of infection with SARS-CoV-2 (Covid-19) confirmed by a test dating back less than 2 months is considered to be a contact at negligible risk.

If you are identified as a high-risk contact case, either directly by the contact tracing set up by the Regional Health Agency, or by your doctor, you can rely on the video from the Ministry of Solidarity and Health to inform you about the measures to be taken. You are also requested to expressly inform the HR DGA via email declaration_covid_19@cci-paris-idf.fr.

Source: Definition of Public Health France infection cases

Protective measures, tests and masks 

- The measures to put in place by the employer to protect the health of employees

- plug on the employer's obligations

Find all the official answers to the questions you have about what the Coronavirus COVID-19 is and the recommendations for your health on the platform https://www.gouvernement.fr/info-coronavirus

The good practices to adopt to prevent the spread of the virus and know how to detect symptoms if necessary

“To help companies with less than 50 employees and self-employed workers prevent the transmission of COVID-19 at work, the Health Insurance - Occupational Risks offers the“ COVID Prevention ”subsidy. If you have invested since March 14 or plan to invest in protective equipment, benefit from a grant of up to 50 % of your investment (https://www.ameli.fr/val-d-oise/entreprise/covid-19/une-subvention-pour-aider-les-tpe-et-pme-prevenir-le-covid-19-au-travail). "

This device is extended until November 30, 2020. To benefit from it, simply download and complete the request form available on ameli.fr/enterprise (page being updated) and send it by email to the company's regional fund (Carsat, Cramif or CGSS) with the requested documents. The subsidy will be paid in one go by the regional fund after receipt and verification of the supporting documents.

As a reminder, at the request of the social partners of the CATMP, exceptional assistance was put in place to help companies implement the measures recommended by the public authorities to fight against the spread of the virus. Since May 18, companies with less than 50 employees and self-employed workers have been able to benefit from the “COVID Prevention” subsidy.

Note that the funded measures fall into two categories:

- barrier and distance measures such as equipment for:

  • isolate the workstation (installation of glass, plexiglass, partitions, etc.)
  • help guide and enforce distances (poles, barriers, additional rooms, etc.)
  • communicate visually on the instructions (screens, tables, poster supports, posters)

hygiene and cleaning measures such as permanent or temporary facilities for washing hands and body.

Sell and manage remotely with QWANTIQ and CIFL

Teams, Zoom, Go to Webinar ... so many words that have become common during the lockdown and which have been widely used to stay in touch with its customers

or manage the teams.

Many companies are currently wondering how to develop their managerial and commercial practices by integrating them in a sustainable manner

these new modes of communication. We will try, during this webinar, to share with Qwantiq some ideas on remote management and we

introduce you to the new programs designed on the management and distance selling for our members!

Presentation of the training

 

Mask compulsory in business: why?

The wearing of a mask in business was decided by the Government following the opinion delivered by the High Council for Public Health (HCSP) recommending the wearing of a mask in closed collective places.

The objective of this measure is toavoid a rebound in the epidemic by protecting the health of everyone in their workplace, but also of his relatives once he returned home.

In what situations am I required to wear a mask at work?

Wearing a mask in business is systematic in closed workplaces bringing together several people.

In the following places in particular, the wearing of a mask becomes systematic from 1er September :

  • open space
  • meeting room
  • circulation space
  • place of collective catering
  • cloakroom etc.

Are there any exceptions to wearing a systematic mask at work?

Further information ...

Reduced VAT rate / protective clothing : a decree of 23 July 2020, published in the Official Journal of 26 July 2020, defines the list of protective clothing eligible for the reduced rate of 5.5 % of VAT and their technical characteristics: as a reminder, article 5 of the Amending finance law for 2020 of April 25, 2020 provides, until December 31, 2021, for the application of the reduced VAT rate of 5.5 % to deliveries, intra-community acquisitions and imports of protective clothing adapted to the fight against spread of the covid-19 virus. Consult the decree.

 

New version of the National Protocol in companies 

The national protocol to ensure the health of company employees  has just been updated by the Ministry of Labor. Here are the main changes in this document:

 

Teleworking

Telework being already the rule wherever possible, it is now considered even more explicitly as one of the most effective measures to prevent the risk of SARS-CoV-2 infection with the aim of protecting health. workers.

In the departments targeted by specific restrictive measures, companies must define an action plan aimed at reducing as much as possible the time spent on employee sites, taking into account teleworking activities within the company. This action plan thus defined can be presented to the labor inspectorate in the event of an inspection.

The MEDEF made it clear to the public authorities that this action plan should consist only of listing the actions aimed at “maximizing” the use of teleworking as much as possible. day per week at the request of the employee, etc.). This cannot be a formalized identification, and discussed with the employees and / or their representatives, of teleworkable positions in the company: this identification is the sole responsibility of the employer, as is reaffirmed in the ANI of November 26 for a successful implementation of teleworking, including in the event of forced teleworking for exceptional circumstances or force majeure.

 

Sick employees

If an employee is symptomatic and unable to continue working from home, he is invited to register on the Ameli site. This approach allows him to benefit from the payment of daily allowances without waiting period, subject to carrying out a PCR test within 48 hours. “Contact case” employees can request a work stoppage to isolate themselves, without a waiting period.

These measures were already in force, they are now reflected in the national protocol.

 

Carpooling

The employer limits as much as possible the organization of the transport of several employees in the same vehicle within the framework of the professional activity of the employee. If several employees use the same vehicle, they must strictly respect the application of barrier gestures.

 

Company restaurants

The sheet relating toorganization and operation of company restaurants has also been updated.

The employer must:

  • where possible, set up take-out packed lunches;

encourage employees to eat alone, in their individual office or in the premises made available by ensuring that the employee leaves the place empty in front of him and a distance of 2m between each person.

A toll free number answers your questions 24 hours a day, 7 days a week: 0 800 130 000

Warning, the telephone platform is not authorized to dispense medical advice, if you have the first signs of respiratory infections (fever or feeling of fever, cough) stay at home and call your doctor. If the signs worsen, call 15 or 114 for people who have difficulty speaking or hearing.

 

Travel is recommended to be limited and the Government is taking measures to strengthening and simplifying the systems offered to employees and companies whose activity is impacted by the coronavirus - COVID-19 : telecommutingpartial activity and benefit of FNE-Training instead of partial activity in order to invest in the skills of employees in the event of a prolonged decline in activity.

Prime exceptionnelle de pouvoir d'achat 2021 : quelles conditions, pour quels montants ?

En 2021, le plafond d'exonération de la prime exceptionnelle de pouvoir d'achat varie, selon plusieurs conditions. Ainsi, vous pouvez verser une prime exceptionnelle de pouvoir d'achat allant :

  • jusqu'à 1 000 €, si votre entreprise compte 50 salariés ou plus et n'a pas mis en place d'accord d'intéressement
  • jusqu'à 2 000 €, si vous respectez l'une des conditions suivantes :
    • compter less than 50 employees
    • avoir mis en œuvre un accord d'intéressement
    • être couvert par un accord de branche ou un accord d'entreprise prévoyant la valorisation du métier des salariés ayant contribué, en 2020 ou 2021, à la continuité de l'activité économique et/ou au maintien de la cohésion sociale en exerçant exclusivement ou majoritairement sur site pendant les périodes d'état d'urgence sanitaire.

La prime doit être versée entre le 1er juin 2021 et le 31 mars 2022.

L'entreprise doit également respecter les conditions suivantes pour bénéficier du dispositif :

  • la rémunération mensuelle du salarié bénéficiaire doit être inférieure, au cours des 12 mois précédant le versement de la prime, à 3 fois le montant du SMIC
  • la prime ne peut se substituer à une augmentation de rémunération ou à une prime prévue par un accord salarial, un contrat de travail ou un usage dans l’entreprise.

Learn more 

Rights and duties

According to the law, “the employer must take the necessary measures to ensure the safety and physical and mental health of workers. These measures include actions to prevent occupational risks, information and training actions, the establishment of an organization and appropriate means "and he must ensure" the adaptation of these measures to take account of the change. circumstances and tend to improve existing situations ”.

Thus, it is not the employer's responsibility to guarantee the absence of any exposure of employees to risks but to avoid them as much as possible and if they cannot be avoided, to assess them regularly based in particular on the recommendations of the government, in order to then take all necessary measures to protect exposed workers.
It is in the light of this framework that the respective obligations of employers but also of employees must be defined.

It is the employer's responsibility in the current situation to:
carry out an assessment of the risks incurred in the workplace which cannot be avoided depending on the nature of the work to be performed;
determine, on the basis of this assessment, the most relevant prevention measures;
involve staff representatives in this work;
when possible, call on the occupational health service whose mission is to advise employers, workers and their representatives and, as such, to recommend any useful information on effective protection measures, the implementation of fence " ;
respect and enforce the barrier gestures recommended by the health authorities.

Find out more ....

 

Telecommuting 

During an epidemic such as that of the Covid-19 coronavirus, the rules vary. Provided for in the Labor Code, this particular context gives the employer the right to impose teleworking on his employees, who cannot refuse. Employees, on the other hand, remain subject to the obligation to obtain permission from their employer to telework.

After confinement, several companies continue the practice of teleworking, recommended to promote preventive health measures but which raises several questions:

  • Management - loss of benchmarks for managers and employees
  • Contractual part
  • The tools
  • Additional remuneration, compensation, restaurant tickets, transport, computer equipment

The Measurement network, in association with the CIFL, offers several actions:

  • From September 2020, training will be offered for "remote management" and "video business development".
  • Of charters are now at your disposal and can be used for sedentary and itinerant staff.

 

Partial activity 

A specific social scheme applies to partial activity indemnities paid to employees since the non-working periods of March 2020 and until December 31, 2020. This temporary social scheme was set up in particular by ordinance n ° 2020-346 of March 27, 2020 on an emergency measure for partial activity.

Schematically, the statutory partial activity allowance, namely 70 % of gross remuneration, is not subject to social security contributions and contributions but remains subject to CSG-CRDS (at the rate of 6.70% after deduction of 1.75% ) and the additional health contribution in Alsace-Moselle.

Likewise, this social security scheme applies in the event of payment by the employer of additional compensation beyond the threshold of 70% of gross salary for the periods from May 1, 2020 and until December 31, 2020 in application a collective agreement or a unilateral decision, up to the limit of 3.15 minimum wage. When the sum of the legal partial activity compensation and the additional compensation paid by the employer is greater than 3.15 times the hourly value of the minimum wage, the portion of the additional compensation paid in excess of this amount is subject to social contributions and contributions.

A government amendment to the social security financing bill for 2021 and adopted in a public session in the National Assembly on October 21, 2020 extends this social system in 2021 both for legal indemnities and for additional indemnities paid by the 'employer.

At the same time, the amendment also maintains the so-called “capping” rule which means that the levy of the CSG-CRDS cannot have the effect of reducing the amount of the allowance below the gross minimum wage. In this regard, the URSSAF website has just specified that the cut-off also applies to the Alsace-Moselle contribution.

Finally, it should be noted that the second health emergency law of June 17, 2020 established a system applicable until December 31, 2020 and aimed at compensating for the loss of remuneration linked to partial activity, employees being able to monetize days of leave. paid and rest under a collective agreement. Last July, the URSSAF website gave details of the social regime of these monetized sums, considering that they should be subject to social contributions and contributions. Please note, URSSAF has just reversed its position: the monetized amount is ultimately not subject to social contributions and contributions (only the CSG and CRDS are due). And it is only if the total amount received by the employee (partial activity allowance and monetization of days off) exceeds the threshold of 3.15 minimum wage, that the fraction exceeding this threshold is subject to social contributions and contributions in the common law conditions.

>> To find out more about the social regime for partial activity

>> To learn more about the social regime of monetization of rest days

>> Consult the government amendment

 

Decree No. 2020-1579 of December 14, 2020 amending Decree No. 2020-926 of July 28, 2020 relating to the specific partial activity mechanism in the event of a sustainable reduction in activity was published in the Official Journal of Tuesday, December 15, 2020 .

This text neutralizes periods of confinement in the assessment of the reduction in activity and the duration of recourse to the APLD. This text also reinstates a provision deleted by mistake in early November.
>> Access the decryption of the decree

>> Access the decree

 

 

We ask our members to pay attention to financial support conditions
partial unemployment and technical unemployment.

Partial activity is open to any business without any particular restriction, whatever its sector of activity. There is no condition for payment of financial compensation once the request for the placement of employees in partial activity is accepted by the administration. Carry out your procedures directly online on the portal https://activitepartielle.emploi.gouv.fr.

Requests must be submitted on the dedicated portal (https://activitepartielle.emploi.gouv.fr/aparts/) upstream of the actual placement of employees in partial employment. If it is impossible to anticipate the request, employers are encouraged to submit it within a reasonable time after the start of the requested period. Instructions have been given to deal with requests related to Covid-19 as a priority in order to greatly reduce the effective investigation time.

 

Exceptional assistance for employers recruiting through apprenticeship

As part of the plan #1young1solution, the government is putting in place exceptional aid for the recruitment of apprentices, up to master's level and for all companies (decree n ° 2020-1084 of August 24, 2020)..

What is the amount of exceptional assistance?

Financial assistance from:
- 5,000 euros for an apprentice under 18
- 8,000 euros for a major apprentice
by apprenticeship contract preparing for a diploma until master (bac + 5 - level 7 of the RNCP)

Which employers are the exceptional help for?

For contracts signed as of July 1, 2020 and until February 28, 2021, this aid will be paid:
- to companies with less than 250 employees
- to companies with more than 250 employees on the condition that they undertake to reach the threshold of apprenticeship contracts or professionalization contracts in their workforce in 2021, according to the terms defined by decree (otherwise the sums must be reimbursed perceived).

With this measure, for companies, the cost of recruiting an employee on an apprenticeship contract represents a low charge : the aid covers 100 % of the salary of an apprentice under the age of 21 and 80 % of the salary of an apprentice aged 21 to 25.

Psychosocial risks

The psychosocial risks generated by the COVID 19 crisis have taken on several aspects and are taken into account by companies for the resumption of activity in conditions that are peaceful for all.

We offer several publications that can help you in this process:

It should be noted that several mutual / provident organizations offer support to their members (help line in particular).

As part of the information and exchange approach for crisis management linked to COVID-19, we also offer you the setting up of workshops / webinars in order to:

  • treat the possible psycho-social risks linked to the health crisis 
  • work with employees and managers for a return to sustainable team performance

Are you interested? Tell us !

Following the CIFL CLUB dedicated to managing the stress and psycho-social risks of your employees (and managers) linked to the COVID crisis and the various confinements that we have been experiencing for a year, we are pleased to share with you the link of the Erys presentation, as well as for those who missed this intervention, the link to access the replay.

 

Updating the Single Document

Beyond the simple administrative document, it is a question of updating, supplementing and bringing to life / applying the DUERP, Single Document for the Assessment of Occupational Risks.

For that :

  • You can make the changes yourself, or entrust them to a qualified employee f / h
  • You can ask your usual service provider
  • Note that the GEYVO can involve QSE managers made available to member companies of the Measurement Network - 01 88 26 01 78 - contact@geyvo.fr - www.geyvo.fr

 

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