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Showing 4451–4460 of 27215 articles for “Art. Décret 2015-981 du 31 juillet 2015”
At the request of a temporary employee who has been with the user company for at least six months, the user company will inform the temporary employee of any open-ended contract positions to be filled…
…before the end of the term provided for in the contract, it will, except in cases of serious misconduct or force majeure, offer the employee a new contract of employment taking effect within a maximu…
Breach of the availability contract does not constitute force majeure.
The suspension of the employee's assignment contract does not prevent the contract from expiring.
The end-of-assignment indemnity is not due: 1° When the assignment contract is concluded under 3° of article L. 1251-6 if an extended collective agreement between the professional organisations of emp…
…y of derogation from the provisions of Articles L. 1251-12 and L. 1251-12-1 relating to the maximum duration of the assignment contract, when a temporary employee is exposed to ionising radiation and…
In the absence of a stipulation in the agreement or industry-level agreement concluded pursuant toArticle L. 1251-37, the waiting period is not applicable: 1° When the assignment contract is concluded…
…1251-5, L. 1251-9, L. 1251-11, L. 1251-13, L. 1251-16, L. 1251-17, L. 1251-29, L. 1251-30, L. 1251-31, L. 1251-34, L. 1251-35, L. 1251-41 and L. 1251-60 to open-ended contracts concluded by a tempora…
The term "portage salarial" refers to the organised whole made up of : 1° On the one hand, the relationship between a company referred to as a "freelance administration company" providing a service an…
The client company may only use a temporary employee to carry out an occasional task that is not part of its normal, permanent activity, or for a one-off service that requires expertise that it does n…
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