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Showing 8511–8520 of 51783 articles for “Art. L 224-3”
The employer may refuse to grant leave for the training of managers and youth workers if he establishes that this refusal is justified by the particular needs of his company or its operations. This re…
Any refusal by the employer to grant leave to train managers and youth workers shall be substantiated and notified to the person concerned by any means giving a date certain within eight days of recei…
To ensure compliance with the minimum daily rest period of eleven consecutive hours for employees who do not work to a collective timetable, the employer may set a daily period for the establishment,…
The fund provides holiday pay for employees declared by the employer. However, if the employer defaults on payment of contributions, it will pay holiday pay in due proportion to the periods for which…
The employer shall provide the employee, prior to his departure on leave or on the date of termination of his contract, with a certificate in duplicate enabling the employee to prove his entitlement t…
The hourly wage used to calculate holiday pay is the quotient of the amount of the last pay paid to the employee in the reporting company that last employed him/her by the number of hours worked durin…
A commission set up within each paid leave fund rules on any disputes that may arise concerning the holiday entitlements of employees declared to the fund. It is made up of an equal number of employer…
The employer's refusal is notified to the employee by any means that confers a date certain.
An employee whose request for management and youth leader training leave has not been granted due to the conditions mentioned in articles R. 3142-44 and R. 3142-36, benefits from priority for the subs…
The employer must at all times provide proof to the Labour Inspectorate, police officers and authorised inspectors of the affiliation fund to which he is affiliated, that he is up to date with his obl…
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