An employer must only implement the provisions of a collective agreement if he is a signatory or adherent to it. However, and even if these two conditions are not met, he may be required to comply with the collective agreement if its application has been extended. It is then imposed on all companies in the professional or territorial field concerned. Same scenario if its application has been extended. It then applies to all companies in the territorial field or in the sector of activity concerned by this extension.

Compliance with the provisions applicable to overtime 

Overtime corresponds to hours worked beyond the Hotmail Email List legal working time. This is 35 hours per week for all employees. However, there are rules specific to certain professional categories and certain sectors of activity.

The case of overtime

Labor law provides for an “annual quota of overtime” which corresponds to a volume of overtime. These can be carried out each year by an employee without prior authorization from the labor inspectorate. Limited, the number of overtime hours is 220 hours maximum per employee and per year since the decree of December 21, 2004 relating to the setting of the annual overtime quota. The convention or collective agreement applicable to the company may provide for a quota of overtime lower or higher than the legal provisions.

Overtime gives the right to a salary increase at a rate always higher than 10%. It is set by collective agreement. Failing agreement, the following rates apply: 25% from the 36th ^to the 43rd hour and 50% beyond the 43rd ^hour . Under certain conditions, the payment of overtime can be replaced by a compensatory rest.

Maximum daily and weekly durations 

The employer must also respect the legal daily Mobile Lead  and weekly working hours . In the absence of derogations and special provisions, a working day cannot exceed 10 hours and a working week cannot exceed 48 hours or 44 hours over a period of twelve consecutive working weeks. What is mandatory compensatory rest?   This is the rest that must be granted to the employee whose overtime worked exceeds a certain threshold.