Where Can I Watch Free Sean Cody

CRGE enters pact for youth employment launched by Ségolène Royal

From the Blog section of the Socialist Party of Saintes (17)

"groups of employers agree on youth employment
resource center for groups of employers (CRGE) committed to youth employment, by signing the agreement with the Region for social change, solidarity and ecology of the economy. "

to learn more: Click here to the complete contents

Tawnee Stone Showering

URSSAF specifies the rules for employer groups

URSSAF specified in the rule of calculating the exemption Fillon for employer groups.
reminder, the grouping of more than 20 employees enjoyed every month of the exemption was making available enhanced when an employee of a member under 20 employees.
Now the rule is annual and is detailed as follows.

"Groups of employers
The reduction is magnified for groups of employers whose employees are available for more than half the time worked on year, members of these groups that have a staff of 19 employees or less.
time work over the year with Members of these groups that have a staff of nineteen employees on or assessed according to the ratio between the duration of working with those members listed on their contract or agreement of their availability and the total time worked performed over the year. "

http://www2.urssaf.fr/employeurs/actualites/a_la_une/reduction_fillon__les_nouveautes_2011__01.htm

Jehovah Wittness Messages Of Wedding Wishes

Territorial Plans Integration: Roselyne Bachelot wants to continue developing GEIQ

RSA Posted Thursday, January 27 2011

acting in one-day closure on the RSA Roselyne Bachelot has emphasized the need to take off the inclusion of territorial plans (PTI) mobilizing all the best players around the council, including the state and economic actors.
January 25, Roselyne Bachelot-Narquin, the Minister of Solidarity and Social Cohesion, and Marie-Anne Montchamp, his secretary of state, attended a national day of solidarity on income (RSA) and covenants territorial integration (PTI). Organized in partnership with the Assembly of the departments of France (ADF), the event brought together 450 national and local actors. She had a particular aim to take stock of the implementation of the PTI that were created by the Act of 1 December 2008 Generalizing RSA, "aimed at local governance structure and coordinate the actions of different actors to promote social and professional integration." Beyond the PTI, the aim is to put on center stage the issue of integration policies, the investment made in the implementation of the RSA were somewhat overshadowed. A justified concern if we are to judge by the balance sheet of more than mixed PTI.

So, faced with this off-winded territorial plans, Roselyne Bachelot-Narquin means she will now be "tireless ambassador PTI whenever it is needed", while recalling that these documents are "a collective and shared responsibility
For this, it identified a number of success factors. First," the policy of integration must be carried by a strong political will and mobilization of actors territories ". This course includes the institutional actors, but also economic actors. On this point, the minister intends to use the work of the collective Alert - presented at the conference - the integration into the company and support in the employment. She also wants to continue the development of employers' groups for the integration and qualification (GEIQ) and fostering cooperation between business structures and economic reintegration.

What Does A Purple Spot On Skin

INTERNATIONAL FILM FESTIVAL OF HUMAN RIGHTS


festival poster
Credit: Gael Kerbaol / Secours Catholique

Six movies playing
January 23 to February 4, 2011, the group of associations that brings together Catholic Relief Services, the Catholic Committee against Hunger and for Development (CCFD Earth-fixed), Amnesty International, ACAT, ATD Fourth World Solidarity International, World Village 74, organizes the 3rd edition of Haute-Savoie International Film Festival on Human Rights.

For more information, click here .

100 People Seating Arrangements

To dismiss an employee in an employer group: attention to who performs the procedure

.

The Court of Cassation confirmed the validity of a dismissal in a association because "he had conducted the interview prior to the dismissal of an employee by a person who, finding himself to be both president of the association employer , a member of the board and board member, acting with the consent of other officers, an organization authorized by the statutes to take any decision of the council's jurisdiction, including that of "dismiss all employees," [and] the author's dismissal was not a stranger to the association and had the powers required by the statutes to dismiss, irrespective of whether its mandate would not have taken the form of minutes of deliberation by the office. "

More: a href =" http://www.legifrance.gouv.fr/affichJuriJudi.do?oldAction=rechJuriJudi&idTexte=JURITEXT000023257470&fastReqId=1463838110&fastPos=1 "

Playa Del Carmen Whores

Annualization of calculating the reduction Fillon: detailed rules are known

far Fillon reduction was calculated on a monthly basis without delay and without annual adjustment. This method of calculation leads to a greater reduction for employers who pay part of remuneration in the form of spot bonuses, such as a 13th month, so rather than smoothed over the twelve months of the year.

From 1 January 2011, will take into account the total compensation paid during the year, so the amount of relief will be impacted in case of timely payment of premiums (Law of Social Security Financing for 2011 ).

Terms of determining the amount of compensation Annual gross to take into account
The methods of determining the amount of the gross annual remuneration to take into account is defined as provided in Article III of the L241-13 of the Code of Social Security.

Subject to the provisions below, the annual amount of the minimum wage to take into account is equal to 1,820 times the minimum wage or $ 12 identical fractions corresponding to its value multiplied by the 52/12 legal duration.

For employees working part-time or contract whose remuneration is not fixed on the basis of legal term for employees and non-monthly, the amount of the minimum wage so determined is adjusted in proportion to the duration of work or the equivalent period (employment with periods of inactivity), excluding overtime (HS) and additional hours (HC), included in their contract work for the period they are present in the company and reported that corresponding to the legal working hours.

In case of suspension of the employment contract with full payment of the employee's gross pay, the fraction of the amount of the minimum wage for the month when the contract is suspended is taken into account for its value determined under the above conditions.

For monthly paid employees who are not present throughout the year or whose contract of employment is suspended without payment of compensation or part payment thereof, the portion of SMIC corresponding to the month in which the failure is corrected by the ratio between the remuneration paid and that would have been paid if the employee had been present throughout the month, excluding compensation that are not affected by absence. The minimum wage is fixed on the same terms for employees whose non-monthly the employment contract is suspended with partial payment of compensation.
If one parameter for determining the annual amount of the minimum wage to take into account changes during the year, its annual value is equal to the sum of the values determined under the previous rules for the periods before and after evolution.

For employees on temporary contract available within a year to several companies using the coefficient is determined for each mission.

For employees on fixed-term contract with a same employer, the coefficient is determined for each contract. For

gains and wages paid by employers from 1 to 19 employees, the time worked over the year is assessed according to the ratio between the hours of work with companies registered users to their contract or their contract making available and the total time worked during the year.

The amount of the reduction Fillon applied early to the contributions due in respect of remuneration paid during a calendar month is equal to the monthly salary by the applicable coefficient except SMIC and earnings are taken into account for a month.

Intervention period of regularization of differential
contributions due for the last month or last quarter of the year into account, where applicable, the regularization of the differential between the total reduction amounts applied Fillon advance for the previous months of the year and the amount of the reduction calculated for the year. Upon termination of the employment contract during the year, the adjustment is made on the contributions due for the last month or quarter employment.

A gradual adjustment of the contributions may be made during the year, a payment to another, by weight, at each maturity, the elements needed to calculate the reduction on the period since the first day of the year or date of hire, whichever is later.

Linsey Dawn Mckenzie First Shoot Daily Sport

Annualization of calculating the reduction Fillon: the modalities of application are known

far The reduction Fillon was calculated by month without delay and without annual adjustment. This method of calculation leads to a greater reduction for employer groups paying a portion of the remuneration in the form of spot bonuses, such as a 13th month, so rather than smoothed over the twelve months of the year.

This information is to be considered quickly for billing your membership is calculated in proportion to this new setting.

From 1 January 2011, will take into account the total compensation paid during the year, so the amount of relief will be impacted in case of timely payment of premiums (Law of Social Security Financing for 2011 ).

Terms of determining the amount of compensation Annual gross to take into account
The methods of determining the amount of the gross annual remuneration to take into account is defined as provided in Article III of the L241-13 of the Code of Social Security.

Subject to the provisions below, the annual amount of the minimum wage to take into account is equal to 1,820 times the minimum wage or $ 12 identical fractions corresponding to its value multiplied by the 52/12 legal duration.

For employees working part-time or contract whose remuneration is not fixed on the basis of statutory and non-monthly for employees, the amount of the minimum wage so determined is adjusted in proportion to the duration of work or the equivalent period (employment with periods of inactivity), excluding overtime (HS) additional hours (HC), included in their contract work for the period they are present in the company and reported that corresponding to the legal working hours.

In case of suspension of the employment contract with full payment of the employee's gross pay, the fraction of the amount of the minimum wage for the month when the contract is suspended is taken into account for its value determined under the above conditions.

For monthly paid employees who are not present throughout the year or whose contract of employment is suspended without payment of compensation or part payment thereof, the portion of SMIC corresponding to the month in which the failure is corrected by the ratio between the remuneration paid and that would have been paid if the employee had been present throughout the month, excluding compensation that are not affected by absence. The minimum wage is fixed on the same terms for non-monthly employees whose employment contract is suspended with partial payment of compensation.
If one parameter for determining the annual amount of the minimum wage to take into account changes during the year, its annual value is equal to the sum of the values determined under the previous rules for the periods before and after evolution.

For employees on fixed-term contract with one employer, the coefficient is determined for each contract. For

gains and wages paid by employers from 1 to 19 employees, the time worked over the year is assessed according to the ratio between the hours of work with companies registered users to their contract or their agreement to make available and the total time worked during the year.

The amount of the reduction Fillon applied early to the contributions due in respect of remuneration paid during a calendar month is equal to the monthly salary by the applicable coefficient except SMIC and Compensation that are taken into account for a month.

Intervention period of regularization of differential
Contributions due for the last month or last quarter of the year into account, where applicable, the regularization of the differential between the total reduction amounts Fillon applied in advance for the previous months of the year and the amount of this reduction calculated for the year. Upon termination of the employment contract during the year, the adjustment is made on the contributions due for the last month or quarter employment.

A gradual adjustment of the contributions may be made during the year, a payment to another, by weight, at each maturity, elements necessary to calculate the reduction on the period since the first day of the year or date of hire, whichever is later.

More for group-registered URRSAF:
http://www.urssaf.fr/general/actualites/actualites_generales/reduction_fillon__les_nouveautes_2011_01.html

More group registered for the MSA :
http://www.msa.fr/front/id/msafr/S1096461900212/S_Employeurs/S_Exoneration-de-cotisations/publi_Reduction-degressive-des-cotisations-patronales--reduction-Fillon-.html

Stores For Solia Toronto

CUI / CAE - ICE: What's new for 2011?

Concern is setting earlier this year: decreased funding of subsidized jobs, new eligibility criteria, contracts were not renewed ... What is it really?



small reminder of how



Contract single integration is now available only assisted contract. He replaced since January 2010, contracts and future contracts in employment matters, contract types supported widely used in community life and especially by employers' groups. It operates on the basis of a tripartite agreement between the State Services or the competent authority, the Employer and the employee association.

The maximum duration of the agreement is 24 months up to that of the employment contract (Article L5134-23 TB) for permanent or fixed-term contracts of at least 6 months, a minimum working week of 20 hours and paid at least at the minimum wage (Article L5134-26 TB). The renewal of the agreement depends on a balance sheet setting out the actions of support and training that has benefited the employee (Article L5134-21-1 TB).

This is indeed reinforced by the obligation to appoint a guardian within the association, set up a training program and accompanying actions of the employee, with opportunities for immersion time in undertaken during the period of employment.



The CUI, a victim of its success?

This device has been widely used and many departments had exhausted their budget in mid-October. A circular of the Directorate General Employment and Vocational Training has also admonished the regional prefects and other actors of decentralized government. It was clearly said that the redeployment between regions was not an option.

The findings of contracts should be timed to avoid overflow. But for those who arrived at the end of the period, the renewal has sometimes been unable to do so. Not for reasons of non compliance by the employer, but for technical reasons.



decrease in the number of envelopes and aid



The Finance Act 2011 has finally provided 340,000 contracts for this year. Forecasts for subsequent years are 270 000 in 2012 and 200,000 in 2013 (against 400,000 in 2010). Rate supported by the State has also been revised downwards: a maximum of 70% over 20 hours per week instead of 90% over 26 hours in the first half of 2010 and 80% in the second.



associations are therefore faced a serious funding problem. The CUI was taken over, gently helped the old contracts, such as future contracts or contract of employment assistance. The restrictions which it is subject today are not compensated by any other device.



criteria more restrictive

The target audience is the CUI of the most fragile and remote employment. Unemployed in late fees, over 50, disabled have priority. However, the number of contracts being smaller, prefectures can choose to book at specific audiences. The problem arises for those whose first contract was ended in the late third quarter.



In fact, the contracts signed under agreement CUI can last up to 24 months, but current use of State agencies and departments was to contract the initial six months in order to generally follow more closely the situation of the employee. This "tradition" is also advocated by the DGEFP, according to the minutes of a meeting with the regional cultural action October 5, 2010.



However, the number of authorized contracts have been exceeded in many departments, some of them could not be renewed. The CAE / CUI being reserved primarily for the unemployed at the end of law, former employees become unemployed receiving benefits there have more access.

Forum Su Milena Velba

keep documents in an employer group

The association must maintain a certain number of documents over shorter or longer durations. The following list is not exhaustive.



documents to keep the duration of the life of the association



• The bylaws, as amended, the Rules
• Contact information for elected members (maintained)
• The Register Special or workbook whose dress is required for transcription of statutory changes and changes in the administration of the association
• All receipts declaration, issued by the Magistrates' Court (associations Alsace-Moselle) or by the prefecture (Associations Act 1901) in each filing
• The register of minutes of proceedings of general meetings, board of directors or office, if there
• Copy of the Official Gazette which was published in the declaration of establishment (Associations Act 1901)
• Leases, invoices of work or major repairs


documents to be stored in least 30 years



The membership forms for joining returns to an association to contract and these reports may be evidence of membership in the association in case of dispute. The contract is an act where the evidence is prescribed after a period of 30 years, Section 2262 of the Civil Code.



documents to keep at least 10 years



Article L.123-22 of the Commercial Code states that "... accounting records and supporting documents are retained for 10 years ... .

trade law imposes the obligation to retain for ten years of business books

(journal, book inventories), registry staff whose suits are mandatory (Art. L143-5 of the Labour Code) and all supporting documents.

Bills for work in order to claim the ten-year warranty with the architect, contractor and any person related to the contracting moving works (Art. 1792 and 2270 of the Civil Code and Law No. 78-12 January 4, 1978).



documents to keep at least 6 years



The deadline is 6 years during which the tax authorities have a right to communication:

• All accounting records and statements to the occasion of the association's activities subject to corporation tax, tax notices, the leaves of local taxes
• Strains ticketing, billing, Printing
In case of VAT credit (VAT may be refunded by the State ), the tax can check the financial years since the inception of credit, which may be more than six years.

This retention requirement applies regardless of the medium used for the preservation of records, including when it is magnetic.





documents to keep at least 5 years



• The payroll that must be kept by the employer for 5 years from the date of closing
• Dual payslips
• The rent receipts • Invoices
gas and electricity.


documents to keep at least 3 years



• Invoices •
water and telephone bills
• strains checkbook banking and postal

When Is Too Late To Send Interview Thank You Note

support of the Fondation de France for the creation of activities and socially useful jobs

In a context of severe economic stress and degradation of working conditions, access to stable and quality is becoming increasingly difficult. Against this backdrop, the Fondation de France decided to conduct this action:



"Support for the creation of activities and socially useful jobs on the territories.

Given many social needs are poorly satisfied, niche business creation and jobs exist but need to innovate in response thereto. An alternative route is thus being invented, a social economy but also in the group and contributing citizens to live together in these territories "



To download the call for proposals for your GE

http://www.fondationdefrance.org/Nos-Aides/Vous-etes-un-organisme/Solidarite-avec-les-personnes-vulnerables/En-France/Insertion-economique-et-sociale / Employment

Unlock Tesco Crystal Mobile

Finance Act and the implications for employer groups


Voted annually by Parliament, the Budget Law and Law of Funding for Social Security both have the goal of balancing the budget and financial accounts for Social Security and the State.



Of the 211 articles of the Finance Act and the 125 articles of the Law of Financing of Social Security in 2011, many measures of interest to the Labor Law and Employer Groups. It includes provisions to promote employment and to reduce tax and social niches.



Measures to promote employment:



- Testing of a Reinforced Backing Contract (RAC) for the benefit of needy people in some employment areas. The objective of this contract is to organize, to former holders of fixed-term contract (CDD) or a Temporary Employment Contract (CTT), a term which may include accompanying measures of training periods and work periods. Concluded for a period of 12 months, the RAC will also collect the allocation of re-employment and aid to which interested parties can claim the title of unemployment insurance (Article 204 of the Finance Act 2011).



- Training for employees on sick unprofessional.
Employees on sick unprofessional will have access to vocational training while continuing to collect per diem, subject to the advice of the medical board the duration of these actions is consistent with the expected duration of the stop work. The objective of this measure is to facilitate the outplacement of policyholders, including those off long illness (Article 84 of the Finance Act, Social Security to 2011);





- Extension of Act measures Modernization of the Economy (LME): Crossing the thresholds of 10 and 20 employees increases the rate of social contributions calculated by enrollment. The law of modernization of the economy of August 4, 2008 was offset these "threshold effects" by freezing for 3 years (2008, 2009 and 2010). The device is extended by one year, until December 31, 2011. These measures relate including reducing Fillon, the apprentice wage rates, overtime Act (TEPA) and the contribution to the National Fund for Housing Aid (FNAL);



- New methods for calculating the reduction Fillon Fillon Act of January 17, 2003 has created a general reduction of payroll taxes whose aim is the reduction of labor costs for unskilled jobs whose wages are lowest. Until now, the reduction was calculated by month. Now, this reduction will be calculated on annual earnings. These new methods of calculation will be specified by decree (Article 12 of the Finance Act, Social Security to 2011);




Measures to reduce tax and social niches:


- Removing the exemption of employer contributions to benefits in-kind meals in the Hotels Restaurants Cafes (Article 201 of the Act);


- Removing the exemption applied to the remuneration of seasonal agricultural under 26 years (Article 144 of the Act);


- Vote tax incentive is now reserved for SMEs with fewer than 50 employees with a rate of tax credit from 20% to 30% (Article 131 of the Act);


References:

Act No. 2010-1657 of 29 December 2010 Finance 2011, Official Gazette No. 0302 December 30, 2010 page 23 033


Act No. 2010-1594 of 20 December 2010 financing of social security for 2011