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Rh Futura Effectifs Et Effets De Seuil

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Pourquoi s’intéresser aux seuils d’effectif ?
Il faut le rappeler, le droit social est un droit modulé en fonction de la taille de l'entreprise.
Comme vous le savez, du franchissement de certains seuils d'effectifs naissent des obligations juridiques ou financières pour l'employeur.
Pourquoi de tels seuils ? Cela répond à la nécessité d'adapter le droit à la taille des entreprises, en allégeant les charges administratives et financières des petites.

Published in: Business
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Rh Futura Effectifs Et Effets De Seuil

  1. 1. <ul><li>Développement de l’entreprise et obligations légales : l’enjeu des effets de seuil </li></ul>
  2. 2. <ul><li>Pourquoi s’intéresser aux seuils d’effectifs ? </li></ul><ul><li>Les obligations des entreprises </li></ul><ul><li>Les effets de seuil </li></ul>
  3. 3. <ul><li>Droit social modulé en fonction de la taille de l’entreprise </li></ul><ul><ul><li>franchissement des seuils </li></ul></ul><ul><ul><li>augmentation des obligations </li></ul></ul><ul><ul><li>juridiques et financières de l’employeur </li></ul></ul><ul><li>Pourquoi s’intéresser aux seuils d’effectif ? </li></ul>
  4. 4. <ul><li>Calculer son effectif ? </li></ul><ul><ul><li>Période d’appréciation variant selon les obligations </li></ul></ul><ul><ul><li>En fonction des catégories de salariés </li></ul></ul>Stagiaires Stages d'étude avec convention : non . Autres stages : au prorata du temps de présence . Travailleurs à temps partiel Au prorata du rapport entre la durée du travail inscrite dans le contrat de travail et la durée légale du travail ou (si celle-ci est inférieure) la durée accomplie dans l'établissement.
  5. 5. <ul><li>Pourquoi s’intéresser aux seuils d’effectifs ? </li></ul><ul><li>Les obligations des entreprises </li></ul><ul><li>Les effets de seuil </li></ul>
  6. 6. <ul><li>Vous devez fournir à l’inspection du travail </li></ul><ul><ul><ul><li>registre du personnel </li></ul></ul></ul><ul><ul><ul><li>registre d’infirmerie </li></ul></ul></ul><ul><ul><ul><li>contrats de travail & convention collective </li></ul></ul></ul><ul><ul><ul><li>horaires de travail </li></ul></ul></ul><ul><ul><ul><li>bulletins de paie et livre de paie </li></ul></ul></ul><ul><ul><ul><li>document unique </li></ul></ul></ul><ul><ul><ul><li>règlement intérieur </li></ul></ul></ul><ul><ul><ul><li>fiches d’aptitude des salariés & fiche d’entreprise </li></ul></ul></ul><ul><ul><ul><li>comptes rendus de réunions avec les IRP </li></ul></ul></ul><ul><ul><ul><li>négociations annuelles </li></ul></ul></ul><ul><ul><ul><li>registre de sécurité & certificats de conformité </li></ul></ul></ul><ul><ul><ul><li>rapport sur l’égalité homme femme </li></ul></ul></ul><ul><li>Les relations sociales… </li></ul>
  7. 7. <ul><li>Les IRP </li></ul><ul><ul><li>délégués du personnel </li></ul></ul><ul><ul><ul><li>effectif ≥ 11 salariés pendant 12 mois au moins au cours des 3 années précédentes </li></ul></ul></ul><ul><ul><ul><li>crédit d'h = 10 h/mois pour entreprise < 50 salariés </li></ul></ul></ul><ul><ul><li>comité d'entreprise </li></ul></ul><ul><ul><ul><li>effectif ≥ 50 salariés pendant 12 mois même non consécutifs durant les 3 années précédentes </li></ul></ul></ul><ul><ul><ul><li>réunion 1x tous les 2 mois </li></ul></ul></ul><ul><ul><li>délégation unique du personnel : de 50 à 199 </li></ul></ul><ul><ul><li>délégués syndicaux ≥ 50 salariés </li></ul></ul>
  8. 8. <ul><li>Election tous les 4 ans </li></ul><ul><li>Information du personnel par affichage </li></ul><ul><li>Même date pour DP et CE </li></ul><ul><li>Protocole d’accord électoral </li></ul>Effectif DP titulaire(s) DP suppléant(s) de 11 à 25 salariés 1 1 de 26 à 74 2 2 de 75 à 99 3 3 de 100 à 124 4 4 de 125 à 174 5 5
  9. 9. <ul><li>CHSCT </li></ul><ul><ul><li>effectif établissement ≥ 50 pendant 12 mois même non consécutifs durant les 3 années précédentes </li></ul></ul><ul><ul><li>membres : </li></ul></ul><ul><ul><ul><li>désignés pour 2 ans par un collège constitué par les membres élus du CE et les DP </li></ul></ul></ul><ul><ul><ul><li>formés 3 jours à la charge de l'employeur </li></ul></ul></ul><ul><ul><li>Jusqu’à 199 salariés : </li></ul></ul><ul><ul><ul><li>1 représentant des agents de maîtrise et cadres </li></ul></ul></ul><ul><ul><ul><li>2 représentants des autres personnels </li></ul></ul></ul>
  10. 10. <ul><li>L’employeur : </li></ul><ul><ul><ul><li>une obligation légale de sécurité </li></ul></ul></ul><ul><ul><ul><li>une obligation contractuelle de résultats en matière de sécurité </li></ul></ul></ul><ul><ul><ul><ul><li>notion de « faute inexcusable » </li></ul></ul></ul></ul><ul><li>La médecine du travail </li></ul><ul><ul><li>fiches individuelles d’aptitude </li></ul></ul><ul><ul><li>fiche obligatoire d’entreprise </li></ul></ul><ul><li>La prévention des risques… </li></ul>
  11. 11. <ul><li>Document unique ( dès le 1 er salarié ) </li></ul><ul><ul><li>résultats de l'évaluation a priori des risques pour la santé et la sécurité des travailleurs </li></ul></ul><ul><ul><li>mis à jour 1 fois/an </li></ul></ul><ul><ul><li>À la disposition : CHSCT, DP, personnes soumises à un risque, médecin du travail, inspecteur du travail… </li></ul></ul><ul><ul><li>Non-respect : </li></ul></ul><ul><ul><ul><li>amende de 1 500 € </li></ul></ul></ul><ul><ul><ul><li>3 000 € si récidive </li></ul></ul></ul>
  12. 12. <ul><li>Faire vérifier annuellement : </li></ul><ul><ul><li>les installations électriques par un organisme agréé </li></ul></ul><ul><ul><li>les moyens de lutte contre l’incendie et les explosions  </li></ul></ul><ul><li>Autorisation pour les établissements recevant du public </li></ul>
  13. 13. <ul><li>L'employeur : </li></ul><ul><ul><li>assure l'adaptation des salariés à leur poste </li></ul></ul><ul><ul><li>veille au maintien de leur capacité à occuper un emploi </li></ul></ul><ul><ul><li>peut proposer des formations participant au développement des compétences </li></ul></ul><ul><li>Il consulte les RP </li></ul><ul><li>Il participe financièrement au développement de la formation pro continue </li></ul><ul><ul><li>En fonction de l’effectif </li></ul></ul><ul><li>La formation professionnelle… </li></ul>
  14. 14. ENTREPRISES DE MOINS DE 10 SALARIES = 0,55% de la masse salariale Plan de formation 0,40% Professionnalisation 0,15% Versement à OPCALIA* Versement à OPCALIA* * selon les obligations réglementaires et/ou conventionnelles
  15. 15. ENTREPRISES DE 10 à 19 SALARIES = 1,05% de la masse salariale Plan de formation 0,90% Professionnalisation 0,15% Versement à OPCALIA* Versement à OPCALIA* * selon les obligations réglementaires et/ou conventionnelles
  16. 16. ENTREPRISES DE 20 SALARIES ET PLUS = 1,6% de la masse salariale Plan de formation 0,90% Professionnalisation 0,50% Congé Individuel de Formation 0,20% Versement à OPCALIA* Versement à OPCALIA* Versement à OPACIF (FONGECIF) * selon les obligations réglementaires et/ou conventionnelles
  17. 17. <ul><li>Pourquoi s’intéresser aux seuils d’effectifs ? </li></ul><ul><li>Les obligations des entreprises </li></ul><ul><li>Les effets de seuil </li></ul>
  18. 18. <ul><li>Rédiger un contrat de travail écrit </li></ul><ul><ul><li>CDD </li></ul></ul><ul><ul><ul><li>Obligatoire sinon requalification en CDI </li></ul></ul></ul><ul><ul><li>CDI </li></ul></ul><ul><ul><ul><li>Fortement conseillé </li></ul></ul></ul><ul><ul><li>Contrat d’alternance CDD ou CDI </li></ul></ul><ul><li>Les formalités liées à l’embauche du 1 er salarié… </li></ul>
  19. 19. <ul><li>Déclaration du salarié </li></ul><ul><ul><li>Déclaration Unique d’Embauche </li></ul></ul><ul><ul><ul><li>A l’URSSAF, au + tôt 8 jours avant l’embauche </li></ul></ul></ul><ul><ul><ul><li>Erreur => retard de traitement </li></ul></ul></ul><ul><ul><ul><li>Salarié => déclarations spécifiques </li></ul></ul></ul><ul><ul><ul><ul><li>Bordereau récapitulatif des cotisations (mensuellement) </li></ul></ul></ul></ul><ul><ul><ul><ul><li>DUCS (annuellement, au 31/12) </li></ul></ul></ul></ul><ul><ul><ul><ul><li>DADS-U (annuellement, au 31/01) </li></ul></ul></ul></ul>
  20. 20. <ul><li>Déclaration du salarié </li></ul><ul><ul><li>Déclaration préalable à l’embauche à l’inspection du travail </li></ul></ul><ul><ul><li>Affiliation du salarié à la Caisse des retraites complémentaires   </li></ul></ul><ul><ul><li>Remise du BIAF </li></ul></ul><ul><ul><li>Registre unique du personnel </li></ul></ul><ul><ul><li>Information du salarié </li></ul></ul><ul><ul><li>Visite médicale d’embauche </li></ul></ul>
  21. 21. <ul><li>Déclaration d’accident du travail </li></ul><ul><li>Document unique </li></ul><ul><li>Affichage obligatoire </li></ul>
  22. 22. <ul><li>En fonction des seuils d’effectif… </li></ul>Effectif Obligations de l’employeur 1 Contrat écrit Déclaration du salarié Déclaration d’accident du travail Document unique Affichage obligatoire Participation formation = 0,55% de la masse salariale
  23. 23. 11 Conseiller du salarié : crédit de 15 h/mois rémunérées. Délégués du personnel ; crédit d'heures = 10 h/mois pour entreprises < 50 salariés. Prud'hommes : crédit de 10 h/mois non rémunérées. 10 Congé de formation économique, sociale et syndicale : rémunération partielle des bénéficiaires. Cotisation de sécu sociale : versement mensuel. Participation à la formation 1,05 % de la masse salariale. Versement de transport.
  24. 24. 20 Participation à la formation : 1,60 % Cotisation FNAL (0,10 % + 0,40 %) Participation à la construction : 0,45 % du montant des rémunérations versées au cours de l'exercice écoulé. Handicapés : 6 % de l’effectif total + déclaration annuelle d'emploi. Règlement intérieur Repos compensateur : — 50 % dans les entreprises > 20 salariés si horaire > 41 h/semaine — 100 % si contingent annuel d'h sup’ dépassé dans l'entreprise. 25 Réfectoire obligatoire si 25 salariés le demandent dans l'établissement.
  25. 25. 50 CHSCT CE Délégués du personnel : crédit d'h passe de 10 à 15 h/mois. Délégation unique Délégué syndical Contrôle de l'emploi Participation aux résultats de l’entreprise En cas de projet de licenciement économique collectif : plan de sauvegarde de l'emploi avec mesures de reclassement. Revitalisation du bassin d'emploi : en cas de licenciement économique affectant le bassin, contribution à des actions favorisant l'emploi.
  26. 26. 51 Consignes d'incendie : affichage dans les établissements > 50 salariés. Médecine du travail : tenue et mise à jour annuelle du document d'adhésion au service de santé interentreprises. 150 CE : réunion une fois par mois.

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