Since 1987, companies with more than 20 employees must employ at least 6% of disabled persons. On 11th February 2005, this obligation was confirmed and the measure was extended to holders of the 'invalidity card' and those receiving 'disabled adult' benefits.
These two laws have introduced financial penalties. Ministries, regional or local authorities, and public hospitals employing fewer than 6% of disabled workers must pay a fine to the Disabled Persons' Civil Service Professional Integration Fund. Private companies must pay the Disabled Persons' Professional Integration Fund Management Association (Agefiph) a contribution amounting to 600 times the hourly minimum wage per disabled worker not employed. This amount is multiplied by 2.5 if no action is taken within three years.
As a means of rewarding a show of good will, this contribution can also be reduced: expenses incurred beyond the legal obligation are deducted from it, and special assistance packages have been created for the recruitment of severely handicapped persons. Within the framework of an agreement, Agefiph will even pay for the adaptation of workstations if necessary.
Published on 2008.10.29
The law on the modernization of the labour market adopted by Parliament on 12th June introduces in particular the contractual termination of employment contracts, or in other words, termination by mutual agreement. The new measure came into force on 28th July and provides a legal framework for negotiated departure. The negotiation process involves rules which must be observed.
Do you want to improve your skills in a particular field ? Do you need a better grasp of a certain software package or an introduction to something completely new? Remember the DIFscheme !
First presented last June, the draft law concerning the rights and obligations of jobseekers has now been adopted.
Trial periods provide an opportunity for employees to adapt to the company’s practices, and offer employers the opportunity to assess new employees’ abilities.
Dismissal for personal reasons is related to the employee, unlike economic redundancy, which is related to the company.
