After summoning the official, stating the reasons for the summons, the contracting authority may consider a dismissal procedure. During the interview, the employer`s motivations must be explained to the employee. The remuneration of a contract agent is therefore determined by the parties to the contract[25] themselves, taking into account the specific elements of the representative (level of diploma, professional experience, etc.) and the activity carried out. For example, some contract workers are paid more than established companies that rely on so-called senior or highly specialized jobs in category A or that require a particularly specialized formality (e.B. at the Ministry of Foreign and European Affairs or in the civil service in hospitals). The principle: The remuneration is stipulated contractually The exception: The remuneration can be determined by regulation [7] Examples: single integration contract (C.U.I.), C.E.S., C.E.C., trainees, contracts for the future, employment promotion contracts,. [8] Certain categories of fixed-term contract staff who fulfil a seniority condition (between 3 and 6 years of service) benefit from the conversion of their fixed-term contract into a contract of indefinite duration. [9] White Paper on the Future of the Public Service of April 2008 [10] See Table [11] Remuneration of Civil Servants: Towards Greater Coherence for Public Servants?, S BOTTEAU, March 2013, Public Careers. [12] Law No. 2005-843 of 26 July 2005 on various measures transposing Community law to the civil service, known as the “Dutreil Law”.

This law introduces the contract of indefinite duration (CDI) into civil service law, thus breaking the traditional distinction between holders and contractors, the latter necessarily being included in fixed-term contracts (CDD) before the publication of the law, with a few exceptions. Like an official, a member of the contract staff is entitled to paid annual leave of two working days per month worked. Active contract staff are also entitled to maternity, adoption or paternity leave. Summary Type of contract Salary Right to leave the service Permanences and transition to a contract of indefinite duration Dismissal The type of contract: a public law contract? The recruitment of a contract agent of the function. Non-permanent employees are not, in principle, destined to work for the civil service throughout their working lives9, so they live with the idea of a hypothetical extension of their employment contract and are often “precarious” in the public sector. And on the compensation side? In addition to the uncertainty of the contract extension, the career principle[10] is not applicable to them (no right to promotion, reassessment, access to the NBI, etc.[11]), even if the situation is different for agents of indefinite duration, as they have benefited from since the so-called “Dutreil” law of 26 July 2005. [12] Specific rights (promotion, review of remuneration every three years, etc.). In the case of contract staff recruited for a fixed term, their remuneration may be changed only on the occasion of the renewal of the contract, unless this is expressly provided for in the contract which lays down the conditions under which that remuneration may change during the contract. However, since only contractual rules in this area are enforceable, nothing prevents the contractors, subject to the financial control agreement, from setting the conditions and limits for a possible revaluation during the contract.

We can respond to your article because this is not the case in the public service of the hospital. contracts of indefinite duration are better paid for the bac + 2 than civil servants with bac + 3 not recognized with seniority. Note that civil servants who are enrolled after graduation with diplomas at the key point. their diplomas will not be recognised. Believe me and check your sources, permanent contracts are paid more than holders 1. Average wages are very sensitive to extremes. – the remuneration scale of the supervisor of the 1st and 3rd level. At the operational level, employees whose basic salary is affected will be affected: age is also a source of greater inequalities in the public. The culture of advancement and the index grid strongly shape the age groups: all classes and all public services together receive 30 to 39 year olds with a net monthly average of 2,075 euros, while 50 to 59 year olds receive 2,472 euros (source: Annual Report on the State of the Civil Service 2019). Another observation in the territorial civil service: even if they receive only a small proportion of the workforce each year, seniority increases wages (+7.4% in constant euros). .