Sie sind auf Seite 1von 9

Institut Laue-Langevin

SRH/06-2011

Standard ILL Contracts: Indefinite-term contracts and fixed-term research contracts


Please note that the information provided in this section is of a general nature and is in no way binding on the ILL; the figures quoted are revised each time ILL salaries are raised. I. Contract types and duration ........................................................................................... 1 II. Pay conditions ............................................................................................................... 2 III. Help with residence formalities ................................................................................... 4 IV. Customised accommodation service ............................................................................ 5 V. Removal costs and transport ......................................................................................... 5 VI. Working hours and compensatory (RTT) leave ....................................................... 6 VII. Annual paid leave / Public holidays / Time-saving accounts ..................................... 6 VIII. Vocational training ................................................................................................... 7 IX. Career prospects .......................................................................................................... 7 X. Employee Savings Plan (ESP) ...................................................................................... 7 XI. The "Mutuelle" (supplementary health insurance scheme) .......................................... 7 XII. Insurance ................................................................................................................... 8 XIII. Works Council and sports association ...................................................................... 8 XIV. Travelling to and from work ..................................................................................... 9 XV. Welfare officer ........................................................................................................ 9

I. Contract types and duration


Most ILL staff are offered indefinite-term contracts. It should be noted, however, that scientists' posts are governed by legislation specific to the ILL (law n 99-983 of 1 December 1999 and its decree n 2000/871 of 1 September 2000). Scientists therefore have a special administrative status and are recruited under fixed-term contracts, generally with a duration of five years. In certain cases, a two- or three-year contract is offered, which may be renewable (with a maximum duration of five years). It is not impossible, however, for some scientists to be offered a permanent contract (staff scientist contract) during, or at the end of, their fixed-term contract. In compliance with French labour law, these two types of contract include the completion of a probationary period of 2, 3 or 4 months according to status.

Institut Laue-Langevin
SRH/06-2011

II. Pay conditions


The total gross annual salary at the ILL is made up of a basic salary together with various allowances and bonuses associated with the individual staff members personal situation. These allowances and bonuses may significantly increase the overall amount a staff member earns (see below). It should be noted that the total salary (basis salary + allowances) is subject to both: - social security contributions (covering illness, unemployment, pensions, etc.): these are deducted at source from the employees monthly salary and represent around 20 to 25 % of the overall salary, - income tax, which is paid directly by employees one year in arrears, either on a monthly basis or in one to three installments per year, depending on the option chosen (See the document: Living in Grenoble / Taxes).

II.1.

Basic salary

On average, gross basic annual salaries (excluding allowances) at the ILL fall within the following wage brackets (where the three amounts correspond to the starting / mid-career / endof-career salary levels): for scientists: 45 000 / 59 400 / 70 400 for engineers and managerial administrative staff: 35 500 / 55 400 / 61 500 for technicians, depending on their level of qualification: 22 800 / 28 400 / 37 800 24 700 / 30 900 / 44 100 (senior technician) for

other categories of staff: - skilled workers, technical assistants &security guards: 20 900 / 25 800 / 33 600 - secretaries, administration officers and accountants: 24 700 / 29 200 / 38 900 The salary of new members of staff is fixed on the basis of a career assessment taking into account a number of important criteria, including qualifications, professional skills and experience, and of course the level of responsibility and technical expertise required by the post. The annual salary is paid in 13 monthly installments for non-cadre staff (non-managerial staff), and in 12 monthly installments for cadres (managerial staff).

II.2.

Additional allowances paid to all staff

Productivity bonus In May of each year, ILL staff are paid a productivity bonus, which consists of a fixed lump sum paid to all staff members. For information, in 2010 the fixed lump sum amounted to 905.00 .

Institut Laue-Langevin
SRH/06-2011

Long-service bonus Basic salaries are increased by: 1 % for employees with a salary coefficient of 400 points or less, 0.5 % for employees with a salary coefficient of more than 400 points,

at the end of every year of actual presence in the form of a long-service bonus; this bonus is limited to 11 %, whatever salary advancements employees may have received. Payment of this bonus takes effect from the first day of the month during which the employee completes an additional year of service.

II.3. Allowances paid to certain categories of staff Depending on their personal situation, staff may be entitled to other allowances on top of their basic salary. Most of these allowances are described below. Family supplement Irrespective of the allowances received from the Caisse d'Allocations Familiales (see CAF or the section on Family Allowances and other benefits in the document Living in Grenoble), the ILL pays a monthly supplement to members of staff with at least two dependent children. The supplement is paid as follows: 2 children 3 children 4 children Per additional child 75.42 214.33 362.08 150.54

Family benefits Staff receive a specific allowance when they get married and for the birth of every child. Expatriation allowance The purpose of this allowance is to encourage non-French nationals to leave their country of origin or country of residence and come to work at the ILL. It is intended to compensate, to a certain extent, for some of the costs associated with expatriation in the short or medium term and for the social, cultural and emotional upheaval experienced by the expatriate and his/her family. The allowance is paid on a monthly basis and varies from 427 to 672 , depending on marital status (living alone or as a couple, with or without children). Its value is constant for the first ten years of residence in France. It is then reduced by 5 % per year over a period of 10 years. Adaptation allowance This is an allowance paid to encourage international mobility and is paid to those members of staff who have had to leave their country of origin and move to set up home in the Grenoble region.

Institut Laue-Langevin
SRH/06-2011

Combined with the expatriation allowance, it is intended to cover some of the many expenses associated with the change of residence resulting from the resettlement of the employee and his/her family in a new environment. It is paid at the start of the contract (one installment once the new member of staff has moved to Grenoble and a second installment upon his/her full appointment); it amounts to between 12 218 and 15 273 , depending on marital status (living alone or as a couple, with or without children). It should be noted that this allowance must be reimbursed on a pro rata basis if the contract is terminated by the staff member within the first three years. In the same way, if the ILL terminates the contract during the probationary period or for disciplinary reasons, a similar reimbursement must be made. Settling-in allowance A settling-in allowance is paid to French staff recruited from outside the Grenoble region (beyond a 50-kilometre radius around Grenoble) and who have been obliged to change their place of residence to come to work at the Institute. This allowance is intended to cover certain expenses in connection with temporary accommodation, settling in and administrative formalities associated with the arrival of the employee and his/her family in Grenoble. It is paid in two installments: a first installment once the employee has moved to Grenoble and a second installment upon his/her full appointment. It amounts to 3 200 or to 4 000 , depending on marital status (living alone or as a couple, with or without children). Allowance for unhealthy or dangerous work This is an allowance reserved for certain categories of staff. It is granted on the basis of the results of a study into the harmful conditions associated with certain work stations, the type of annoyances to which employees at these stations are subjected and for how long. It is paid on a monthly basis and ranges from 43.87 to 132.32 , depending on the work involved. Shift allowance and allowance for on-call duty These concern specific categories of staff, those working shifts in particular. Please contact us if you would like to know more details.

III. Help with residence formalities


The Recruitment & Integration group of the ILL's Human Resources Service (SRH) can assist new arrivals with the administrative formalities required by the local authorities and by the Isre Prfecture in particular.
-

You and your family are from the European Union:

A valid identity card or passport is sufficient. You are no longer required to obtain a residence permit.
-

You and your family are not from the European Union:

Institut Laue-Langevin
SRH/06-2011

A special procedure exists (law 98-349 of 11 May 1998) for highly qualified foreign researchers who come to work in a French higher education establishment or research institute. The Human Resources Service will contact you before your arrival date and provide you with a Convention d'accueil. You should take this document to your nearest French consulate, which will issue you with a scientist visa. To enable ILL to issue the convention, you must provide the Human Resources Service with full details of yourself (a photocopy of your passport), including your marital status and the names of the persons accompanying you, as well as the address and telephone number of the place to which you wish the convention to be sent. If you are to stay less than three months at the ILL you will not need a residence permit; this convention will suffice. If you are to stay longer than three months, the Human Resources Service (SRH) will help you with the administrative formalities. You will need to obtain a residence permit from the Grenoble Prfecture, which will be valid for one year (or less, depending on the length of your stay), and may be renewed. This will involve a medical check-up at the Grenoble Office Franais de lImmigration et de lIntgration (OFII). The cost of the whole procedure is 340 for scientists. A renewal will cost 85 . Scientists' partners must pay 340 to obtain their residence permit; a renewal will cost 85 . They must also sign a contrat daccueil et dintgration. Residence permits are not needed for children under the age of 18 years, but the Prfecture can issue travel documents for them at a cost of 30 .

IV.

Customised accommodation service

To assist with the process of settling in Grenoble, the ILL offers all newcomers a free relocation and support service tailored to their individual needs. This service is provided by an external consultancy company called E-Mobilia. This company specialises in relocations. It offers newcomers the services of a personal advisor who speaks at least two foreign languages and is familiar with local conditions and the international context. Contact is made before new staff arrive and continues once they are in the area. Assistance includes the following: - finding the right accommodation to rent (in what is a rather difficult housing market): guidance for choosing and viewing properties, arranging for hotels, restaurants, hire cars etc., whilst accommodation hunting. - administrative procedures of all types: assistance with rental transactions and estate agents (rent contract, inventory, deposit, etc), arrangement of an appointment for opening a bank account, organising electricity, gas, water and telephone services. V. Removal costs and transport Staff on indefinite-term or 5-year contracts who are obliged to move to Grenoble following their appointment from homes outside the region (50 km from the Institute) are entitled to the reimbursement of their and their families transport costs. This also includes the removal costs of their goods and personal effects (provision of three price quotations from different removal firms - ILL will reimburse the cost of the least expensive quotation leaving the choice of firm up to the member of staff).

Institut Laue-Langevin
SRH/06-2011

Note that the removal operation must take place within one year of the start of the contract and proof of costs must be furnished before reimbursement. VI. Working hours and compensatory (RTT) leave In compliance with French legislation, the working week at the ILL is 35 hours and is organised as follows: Normal working hours are 8 a.m. to 4.30 p.m., i.e. staff work 7 hours and 43 minutes per day from Monday to Friday, with a lunch break of 47 minutes (there is an on-site staff canteen). A system of compensatory leave (rcupration du temps de travail - RTT) allows staff to recover, on a monthly basis, the additional time worked over and above the statutory 35 hours in the form of full- or half-days off. There are 23 RTT days per year for staff working full time. Some types of personnel, however, work special hours. These are mainly the members of the Reactor Division's Site Operations and Security Service, who work a shift cycle over several weeks. They are not covered by the RTT system.

VII. Annual paid leave / Public holidays / Time-saving accounts


Annual paid leave All staff are entitled to 26 working days of leave per year for every year worked full-time (2 working days for every 4 weeks worked). Two additional days' leave (jours de fractionnement) are provided for by French law for employees who split their leave entitlement. Part-time staff are entitled to leave in proportion to their working hours. Special leave Leave is also granted for family reasons: - marriage of a member of staff: 6 working days - birth of a child: 4 working days - marriage of a child: 2 working days - death of a spouse or partner: 6 working days - death of a child, father, or mother, or legal guardian who has brought up the employee: 4 working days - death of a brother, sister, grandparent (whether in direct line or by marriage), parentin-law or grandchild, brother-in-law, sister-in-law, son-in-law or daughter-in-law: 3 working days. Public holidays At the ILL, the following days are considered as paid holidays (unless they fall on a Saturday or Sunday): 1st January - Good Friday - Easter Monday - 1st May - 8 May - Ascension Day Whit Monday - 14 July - 15 August - 1st November - 11 November - 25 December (Christmas Day) - 26 December (Boxing Day).

Institut Laue-Langevin
SRH/06-2011

Time-saving account (CET) After a year of work at the ILL staff may open a time-saving account (compte-pargne temps CET), in which, under certain conditions, they can save their annual leave, RTT days, overtime, or other days due, for use at a later date. These accounts entitle staff to take paid leave, limited to up to three months if taken during active service, for either professional or personal reasons. The leave saved can also be used to bring forward the date of retirement.

VIII. Vocational training


Throughout their ILL career staff have the opportunity to improve and perfect their skills, as the ILL arranges for training in areas as varied as science and technology, computing and administration, languages, management and communication. Language training by outside specialists is available at the ILL itself, generally on a weekly basis and in the languages requested (English, German, Spanish, Italian, Russian etc.). The ILL employs a French language teacher on a part-time basis as part of its programme to help newcomers settle into their new, professional and cultural environment. The classes, of different levels and lasting three to four hours, are held twice a week and are open to all staff and their partners. The training budget is also available to help finance longer courses for staff seeking to improve their level of professional qualification. Each application is assessed individually.

IX. Career prospects


Information of job openings is sent to all ILL employees so as to enable them to apply internally in order to develop their potential and realize their ambitions in line with the Institute's own immediate and long-term goals.

X. Employee Savings Plan (ESP)


The ILL's ESP gives all members of staff with at least three months of service access to a savings scheme offering certain social and tax advantages and a choice of investment instruments matching their requirements. The ILL pays the fees for opening and maintaining the savings account and for purchasing the investment plan selected. Staff make voluntary contributions to the account and any income or revenue from the savings are essentially exempted from tax when the plan comes to fruition. The savings cannot, however, be touched for five years. There are nevertheless nine exceptions under the law allowing the funds to be withdrawn prematurely; these concern events of a personal or professional nature (marriage, home purchase).

XI. The "Mutuelle" (supplementary health insurance scheme)


The ILL supplementary health insurance scheme is provided by the ILL which has negotiated a collective health insurance contract for its staff with the company "ADREA" in Grenoble. Under this agreement ADREA provides staff and their dependents with the insurance cover necessary to meet the costs not reimbursed by the national social security system in the case of
7

Institut Laue-Langevin
SRH/06-2011

illness or accident (medical consultations and visits, medicines, dental and eye care, hospital treatment etc.) Joining this scheme is compulsory. The monthly premium, which currently costs 36 per person, is taken directly from the salary (membership of the scheme is free for children and/or partners).

XII. Insurance
Staff are entitled to preferential terms with the MAIF insurance company which can provide vehicle insurance, home and contents insurance, life insurance, and a retirement savings scheme. For more details, see the document: Living in Grenoble / Insurance.

XIII. Works Council and sports association


The Works Council (known as the C.E. - the Comit dEntreprise) The Works Council is a representative body responsible for communicating the staff's views, in order to ensure that its interests are taken into account when decisions are made on the management of the Institute, on its financial and economic development, and on issues such as work organisation and vocational training. Its budget is provided by the ILL, as 2 % of the overall staff budget. The C.E. organises and manages welfare and cultural activities and has a say on social issues at the Institute. Its activities are organised by the following Committees: Education, Culture, leisure and events, International school, Equal opportunities, Children, Mutual aid, Vocational training, Trade union training, Housing, Supplementary health insurance, General organisation, Retired staff association, Sport, Vacations, Travel. Here are a few examples of the Works Council activities: - The Culture, Leisure and Events committee arranges subsidised tickets for shows (theatre, dance, modern and classical music) and guided visits to museums in Grenoble, Lyon, Switzerland etc., - The Vacations committee manages the vacation subsidies to which staff are entitled (calculated on the basis of their Family Quotient), - The Travel committee organises trips to exotic locations ((Thailand, Vietnam, Peru, United States), and family holidays closer to home, - The Sports committee arranges skiing weekends or longer trips every winter, etc. Sport ILL staff may join the Sports association of our neighbours- the CEA (Commissariat lEnergie Atomique); the association offers a range of over thirty different sporting activities at very reasonable rates.

Institut Laue-Langevin
SRH/06-2011

XIV. Travelling to and from work As part of the local company transport plan the ILL subsidises public transport season tickets. Generally speaking, ILL will cover 50 % of the cost of any annual or monthly ticket purchased by ILL staff members in their own name. For the SEMITAG and TransIsre buses and coaches, and on SNCF trains, there are special price reductions for staff from companies that have joined the local company transport plan. XV. Welfare officer The ILL welfare officer can help you and your family with specific administrative procedures (and with Grenoble's Caisse d'Allocations Familiales in particular), or with any professional, health or financial problems you may have.