Organisation of working time. The employer is free to set up an organisational working plan or, alternatively, a system of flexitime in accordance with the relevant legal provisions. The reference period can be extended to a maximum of 4 months. An employer’s decision in favour of a flexitime system as well as its modalities, content and schedule, including any modifications thereto, has to be taken in agreement with the staff delegation or, if there is no staff delegation, the relevant employees. A transitional period of a maximum of six (6) months may be internally discussed in regard of the former flexitime provisions. For legal reference periods with a duration not exceeding one (1) month, the internal regulations on flexitime may set a maximum number of working hours in surplus which can be transferred to the following reference period. The purpose of flexitime is to allow an employee to determine, on a daily and independent basis, the duration and schedule of his/her working hours, in accordance with the relevant legal provisions as well as the rules set up by the present agreement. This determination needs to take into account clients’ needs, the constraints applicable to the good operation of services, and the general smooth functioning of the employer. The relevant employee is individually responsible for the proper management of the individual working schedule within the scope of the present agreement. The organisation of this compensation is designed as far as possible to reduce surpluses and deficits of working hours to zero at the end of the reference period. Compensation shall in principle be determined according to the wishes of the employee in so far as that is compatible with the needs of the service and the justified wishes of other employees of the company. Any refusal must be duly justified. The number of debit hours to be carried forward to the next reference period and the relevant procedure shall be established within each company by the regulation on flexible working time. Working hour debits shall be offset by imputation against rest days. Procedures for the authorisation and verification by the hierarchical superiors of hours worked under this system shall also be set up at employer level. Art. 18. - Overtime work Work on Sundays and on public holidays Night work Work on Saturdays
Organisation of working time. Art. 16. - Working hours Without prejudice to the provisions of the present agreement, working hours are governed by Book II. – Regulation and work conditions, First Title – Working time, of the Labour Code. The working hours of a full-time employee shall be 8 hours per day and 40 hours per week, spread in principle over 5 working days. The 40 weekly working hours may, however, be spread over 6 days or less. If the weekly working hours are spread over 5 days or less, the contractual working hours may be extended to nine (9) hours per day, if the total working hours do not exceed the weekly working hours applied in a specific company. The term “working hours” refers to the duration during which the employee is at full disposal of his/her employer. In accordance with the relevant legal provisions, every company needs to put in place a system for identifying the exact number of hours worked by the employee. The working hours are determined after consultation with the staff delegation. Art. 17. - Organisation of working time The employer is free to set up an organisational working plan or, alternatively, a system of flexitime in accordance with the relevant legal provisions. The reference period can be extended to a maximum of 4 months. An employer’s decision in favour of a flexitime system as well as its modalities, content and schedule, including any modifications thereto, has to be taken in agreement with the staff delegation or, if there is no staff delegation, the relevant employees. A transitional period of a maximum of six (6) months may be internally discussed in regard of the former flexitime provisions. For legal reference periods with a duration not exceeding one (1) month, the internal regulations on flexitime may set a maximum number of working hours in surplus which can be transferred to the following reference period. The purpose of flexitime is to allow an employee to determine, on a daily and independent basis, the duration and schedule of his/her working hours, in accordance with the relevant legal provisions as well as the rules set up by the present agreement. This determination needs to take into account clients’ needs, the constraints applicable to the good operation of services, and the general smooth functioning of the employer. The relevant employee is individually responsible for the proper management of the individual working schedule within the scope of the present agreement. The organisation of this compensation is designed as fa...
Organisation of working time. 4. An attempt should be made to organise a teacher’s working time between Monday and Friday. If it is necessary for the educational institution to organise teaching on Saturdays or Sundays, or if it is otherwise agreed upon with the teacher, the teacher’s day off should be on Mondays, unless otherwise agreed upon at the teacher’s request. Chapter 7, Annex 10 A (Vocational training schools with an annual working time) - Section 11, paragraph 1 is amended as follows:
