{"id":3729,"date":"2014-11-12T17:02:56","date_gmt":"2014-11-12T17:02:56","guid":{"rendered":"http:\/\/content.staffsante.fr\/?p=3729"},"modified":"2020-11-12T14:55:48","modified_gmt":"2020-11-12T13:55:48","slug":"contrat-de-travail-les-points-a-examiner","status":"publish","type":"post","link":"https:\/\/www.staffsante.fr\/contenu\/contrat-de-travail-les-points-a-examiner\/","title":{"rendered":"Contrat de travail : les points \u00e0 examiner"},"content":{"rendered":"<p><a href=\"https:\/\/www.staffsante.fr\/contenu\/wp-content\/uploads\/2014\/11\/ID-10023435.jpg\"><img loading=\"lazy\" class=\"alignright wp-image-3734 size-medium\" src=\"https:\/\/www.staffsante.fr\/contenu\/wp-content\/uploads\/2014\/11\/ID-10023435-276x300.jpg\" alt=\"ID-10023435\" width=\"276\" height=\"300\" srcset=\"https:\/\/content.staffsante.fr\/wp-content\/uploads\/2014\/11\/ID-10023435-276x300.jpg 276w, https:\/\/content.staffsante.fr\/wp-content\/uploads\/2014\/11\/ID-10023435.jpg 368w\" sizes=\"(max-width: 276px) 100vw, 276px\" \/><\/a>Vous venez de d\u00e9crocher un emploi ? Pour \u00e9viter les mauvaises surprises, lisez votre contrat attentivement. Le Labo Staff vous donne les cl\u00e9s pour en comprendre les points essentiels.<\/p>\n<ul>\n<li><span style=\"font-size: medium;\">La p\u00e9riode d&#8217;essai<\/span><\/li>\n<\/ul>\n<p>Si p\u00e9riode d&#8217;essai il y a, la dur\u00e9e doit figurer dans le contrat de travail. D&#8217;apr\u00e8s la loi, elle peut \u00eatre de deux mois maximum pour les employ\u00e9s\u00a0et de quatre mois pour un cadre. Rappelons que celle-ci peut \u00eatre renouvel\u00e9e une fois avec l&#8217;accord du salari\u00e9 et qu&#8217;elle ne prend pas en compte les cong\u00e9s maladies.<!--more--><\/p>\n<ul>\n<li><span style=\"font-size: medium;\">La dur\u00e9e du temps de travail<\/span><\/li>\n<\/ul>\n<p>La dur\u00e9e du temps de travail (quotidienne ou hebdomadaire) \u00a0ainsi que les horaires doivent \u00eatre mentionn\u00e9s. Ces points peuvent varier en fonction\u00a0du statut du salari\u00e9 et de la convention collective. Ainsi, la dur\u00e9e du temps de travail peut \u00eatre calcul\u00e9e au forfait-jours ou en nombre d&#8217;heures effectu\u00e9es.<br \/>\nDans le cas d&#8217;un CDD, les dates de d\u00e9but et de fin de contrat doivent \u00e9galement se trouver\u00a0sur le contrat.<\/p>\n<ul>\n<li><span style=\"font-size: medium;\">L&#8217;intitul\u00e9 du poste<\/span><\/li>\n<\/ul>\n<p>Le contrat de travail doit mentionner l&#8217;intitul\u00e9 exact du poste que vous occuperez et d\u00e9crire pr\u00e9cis\u00e9ment les t\u00e2ches que vous aurez \u00e0 effectuer. C&#8217;est ce que l&#8217;on appelle une fiche de poste.<\/p>\n<ul>\n<li><span style=\"font-size: medium;\">La r\u00e9mun\u00e9ration<\/span><\/li>\n<\/ul>\n<p>Le salaire mensuel brut doit figurer sur le contrat de travail. Soyez vigilant quant aux clauses d&#8217;objectifs qui peuvent fortement influencer la r\u00e9mun\u00e9ration. La plupart du temps, la r\u00e9mun\u00e9ration des cadres est, quant \u00e0 elle, calcul\u00e9e sur la base d&#8217;un forfait. Autrement dit, le temps de travail n&#8217;entre pas dans le calcul.<\/p>\n<ul>\n<li><span style=\"font-size: medium;\">Diff\u00e9rentes clauses<\/span><\/li>\n<\/ul>\n<p>&#8211; La clause d&#8217;exclusivit\u00e9 : le salari\u00e9 s&#8217;engage \u00e0 travailler uniquement pour l&#8217;\u00e9tablissement qui lui fait signer le contrat.<\/p>\n<p>&#8211; La clause de secret professionnel : le salari\u00e9 s&#8217;engage \u00e0 ne rien divulguer des missions de l&#8217;entreprise<\/p>\n<p>&#8211; La clause de non-concurrence : le salari\u00e9 s&#8217;engage \u00e0 ne pas aller travailler chez un concurrent. La dur\u00e9e, la zone g\u00e9ographique ainsi que l&#8217;activit\u00e9 de la soci\u00e9t\u00e9 doivent \u00eatre pr\u00e9cis\u00e9es pour que cette clause soit valable.<\/p>\n<p>&#8211; La clause de mobilit\u00e9 : si le contrat mentionne une clause de mobilit\u00e9 et que le salari\u00e9 ne veut pas d\u00e9m\u00e9nager, celui-ci peut \u00eatre licenci\u00e9.<\/p>\n<ul>\n<li><span style=\"font-size: medium;\">Le contrat de travail oral ou tacite<\/span><\/li>\n<\/ul>\n<p>Dans le cas d&#8217;un CDI \u00e0 temps plein, l&#8217;employeur n&#8217;est pas oblig\u00e9 de donner au salari\u00e9 un contrat de travail \u00e9crit, on dit alors que le contrat est oral ou tacite.<br \/>\nMais pour vous prot\u00e9ger, il est pr\u00e9f\u00e9rable d&#8217;avoir un document \u00e9crit.<br \/>\nLe CDD, plus encadr\u00e9 par la loi, doit obligatoirement \u00eatre conclu par \u00e9crit.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Vous venez de d\u00e9crocher un emploi ? Pour \u00e9viter les mauvaises surprises, lisez votre contrat attentivement. Le Labo Staff vous donne les cl\u00e9s pour en comprendre les points essentiels. La [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[28],"tags":[21,393,394,333,391,22,142],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v19.14 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Contrat de travail : les points \u00e0 examiner | STAFFSANT\u00c9<\/title>\n<meta name=\"description\" content=\"Vous venez de d\u00e9crocher un emploi ? Pour \u00e9viter les mauvaises surprises, lisez votre contrat attentivement. 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