In companies that have signed an agreement to reduce working time, this summer is synonymous with headache for some directors of human resources. How few weeks ago, to reconcile the maintenance of production goals of the employer and the employees’ desire to extend a weekend in May already stretched? How to organize, then, the traditional summer vacation with days provided in the agreement, an average of 6-15 additional days? The problem is actually very differently to the agreements and sector of activity. The more cautious have resolved by incorporating a staggered time schedule in their text: the varying schedules of one week to another depending on the activity, the agreement implicitly frame periods in which employees can take their holidays. In fact, the difficulties related companies that have reduced the working time by providing additional rest days. says Alain Goutx, Cegos consultant in charge of the record of 35 hours..

More rigorous Among companies that have opted for such reduction in hours of work, those who belong to the services sector are most embarrassed. The heyday only rarely correspond to periods of lesser activity. They can even result in an increased rate, especially in tourism, aviation, or even telecommunications. better organize replacements.

Another solution, widely adopted by the HR: allowed department heads to manage the care themselves leave. In all cases, when negotiating the agreement, the division between days posed by management and those made at the initiative of employees has often been a major issue. The assembly lines of Renault stop spinning on average three weeks in August, against four previously.

Is precisely that to which it tends to shorten the duration of closure. This trend is the fragmentation of holidays observed in all sectors. year.

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