Contractual deferment of paid holidays Sample Clauses

Contractual deferment of paid holidays. The reduction of working hours necessitates increased vigilance where measuring real working hours is concerned, and therefore in following up the right to take paid holidays. The Company maintains the flexibility which it grants to its employees in deciding on their holiday dates, providing that they take into account the special constraints connected with studying and carrying out current projects. Each employee therefore has a certain amount of liberty at his disposal for organising and programming his paid holidays, on condition however that this is validated by the person in charge of the Department, who checks that the proposed period takes the Department’s needs and the constraints connected with the organisation into consideration. As custom allows holidays to be taken by anticipation (these holidays, on the pay slip are noted under the heading “acquired right in progress”) is maintained. But to enable the Company to meet the obligations inherent to the reduction of working hours, as established by the AUBRY laws, whilst maintaining flexibility in matter of paid holidays in the context of the modified Article L. 223-9 of the Labour Regulations, the employee, with the Employer’s agreement can defer his paid holidays beyond the annual framework, in the following specific and exceptional cases: ➢ Suspension of the employment contract for over three months for the following reasons: industrial injury – maternity – illness (in the event were the salary is maintained) deferment of days off acquired during the period in which the contract is suspended: ➢ Justified refusal from the hierarchy mentioned in the validation form of the request for holidays, on condition that this request is made 3 calendar weeks before the solicited date of departure – deferment of the days requested but not authorised within a maximum limit of 10 working days. ➢ Exceptional unforeseen work load, preceding the 1st day of the holidays granted, which is to say caused by absenteeism in the Department and/or by urgent work necessary for the smooth running of the Company – deferment of days off within a maximum limit of 10 working days. ➢ The payment of the holiday premium follows the month in which the paid holidays are taken (1 month’s administrative interval) In order to balance the present situation, within the limit of working 10 days, paid holidays acquired in the 1998/1999 period and earlier periods, which have not been taken by 31st May 2000, must be so before 31st December ...