{"id":153,"date":"2024-01-16T19:26:31","date_gmt":"2024-01-16T18:26:31","guid":{"rendered":"https:\/\/lga-conseil.fr\/blog\/?p=153"},"modified":"2024-02-14T13:22:20","modified_gmt":"2024-02-14T12:22:20","slug":"quelles-informations-doit-on-fournir-au-salarie-au-moment-de-lembauche","status":"publish","type":"post","link":"https:\/\/lga-conseil.fr\/blog\/quelles-informations-doit-on-fournir-au-salarie-au-moment-de-lembauche","title":{"rendered":"Quelles informations doit-on fournir au salari\u00e9 au moment de l\u2019embauche ?"},"content":{"rendered":"\n
Vous \u00eates sur le point d’embaucher ? F\u00e9licitations. Afin d’\u00eatre en r\u00e8gle, on vous donne tous les infos que vous devez transmettre, ici dans cet article. Pour toutes informations compl\u00e9mentaires, n’h\u00e9sitez pas \u00e0 solliciter nos experts. <\/p>\n\n\n\n
Quelles est la liste des informations \u00e0 communiquer aux salari\u00e9s<\/strong> ?<\/h2>\n\n\n\n
L\u2019employeur doit remettre au salari\u00e9 un ou plusieurs documents<\/strong> \u00e9crits contenant les informations principales relatives \u00e0 la relation de travail (C. trav. art. L 1221-5-1). Le d\u00e9cret indique que ces documents comportent au moins les informations suivantes<\/strong> (C. trav. art. R 1221-34 r\u00e9\u00e9crit) : <\/p>\n\n\n\n
\n
Identit\u00e9 des parties \u00e0 la relation de travail\u2008;
<\/li>\n\n\n\n
Lieu(x) de travail et, si elle est distincte, adresse de l\u2019employeur\u2008;
<\/li>\n\n\n\n
Intitul\u00e9 du poste, fonctions, cat\u00e9gorie socioprofessionnelle ou cat\u00e9gorie d\u2019emploi\u2008;
<\/li>\n\n\n\n
Date d\u2019embauche\u2008;
<\/li>\n\n\n\n
Pour un CDD, date de fin ou dur\u00e9e pr\u00e9vue de la relation de travail\u2008;
<\/li>\n\n\n\n
Pour un salari\u00e9 temporaire, identit\u00e9 de l\u2019entreprise utilisatrice, lorsqu\u2019elle est connue et aussit\u00f4t qu\u2019elle l\u2019est\u2008;
<\/li>\n\n\n\n
Le cas \u00e9ch\u00e9ant, dur\u00e9e et conditions de la p\u00e9riode d\u2019essai\u2008;
<\/li>\n\n\n\n
Droit \u00e0 la formation assur\u00e9 par l\u2019employeur (C. trav. art. L 6321-1)\u2008;
<\/li>\n\n\n\n
Dur\u00e9e du cong\u00e9 pay\u00e9 auquel le salari\u00e9 a droit ou modalit\u00e9s de calcul de cette dur\u00e9e\u2008;
<\/li>\n\n\n\n
Proc\u00e9dure \u00e0 observer par l\u2019employeur et le salari\u00e9 en cas de cessation de leur relation de travail\u2008;
<\/li>\n\n\n\n
El\u00e9ments constitutifs de la r\u00e9mun\u00e9ration mentionn\u00e9s \u00e0 l\u2019article L 3221-3 du Code du travail, indiqu\u00e9s s\u00e9par\u00e9ment, y compris les majorations pour heures suppl\u00e9mentaires, et p\u00e9riodicit\u00e9 et modalit\u00e9s de paiement de cette r\u00e9mun\u00e9ration\u2008;
<\/li>\n\n\n\n
Dur\u00e9e de travail quotidienne, hebdomadaire, mensuelle ou ses modalit\u00e9s d\u2019am\u00e9nagement sur une autre p\u00e9riode de r\u00e9f\u00e9rence (lorsqu\u2019il est fait application des dispositions des articles L 3121-41 \u00e0 L 3121-47 du Code du travail), conditions de r\u00e9alisation d\u2019heures suppl\u00e9mentaires ou compl\u00e9mentaires, et, le cas \u00e9ch\u00e9ant, toute modalit\u00e9 concernant les changements d\u2019\u00e9quipe en cas d\u2019organisation du travail en \u00e9quipes successives alternantes\u2008;
<\/li>\n\n\n\n
Conventions et accords collectifs applicables au salari\u00e9 dans l\u2019entreprise ou l\u2019\u00e9tablissement\u2008;
<\/li>\n\n\n\n
R\u00e9gimes obligatoires auxquels est affili\u00e9 le salari\u00e9, mention des contrats de protection sociale compl\u00e9mentaire dont les salari\u00e9s b\u00e9n\u00e9ficient collectivement en application d\u2019un accord collectif ou d\u2019une d\u00e9cision unilat\u00e9rale de l\u2019employeur ainsi que, le cas \u00e9ch\u00e9ant, les conditions d\u2019anciennet\u00e9 qui y sont attach\u00e9es. <\/li>\n<\/ul>\n\n\n\n
<\/p>\n\n\n\n
Quelles sont les \u00e9ch\u00e9ances \u00e0 respecter pour la d\u00e9livrance des informations au salari\u00e9 dans le cas d’une embauche ?<\/strong><\/h2>\n\n\n\n<\/figure>\n\n\n\n
<\/p>\n\n\n\n
Tout \u00e7a vous parait compliqu\u00e9 ? Faites-vous accompagner par un expert. Contactez votre cabinet LGA pour \u00eatre mis en relation avec notre p\u00f4le social. <\/p>\n","protected":false},"excerpt":{"rendered":"
Vous \u00eates sur le point d’embaucher ? F\u00e9licitations. Afin d’\u00eatre en r\u00e8gle, on vous donne tous les infos que vous devez transmettre, ici dans cet article. Pour toutes informations compl\u00e9mentaires, n’h\u00e9sitez pas \u00e0 solliciter nos experts. <\/p>\n","protected":false},"author":2,"featured_media":158,"comment_status":"closed","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[6],"tags":[],"class_list":["post-153","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actu-business"],"acf":[],"yoast_head":"\n
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<\/figure>\n\n\n\n