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About the seasonal unemployment of employees of employer groups.

Lu in the letter of the PERILP 02-2011


One of the "ten steps", after focus groups set up by the tourism administration last year, is "to develop a replacement income during training." It is precisely that social partners are currently renegotiating the agreement of Unemployment Insurance, which provides in compensation for job-seekers entering job center at the end of their season. A track
practical implementation of the replacement income would be to establish that the reduction factor will not apply to seasonal workers who enroll in a course of training or qualifications. Certainly imperfect, this measure would nevertheless merit further consideration of the realities seasonal encourage seasonal increase their skill level and thus to better secure their careers.

But how does unemployment insurance for seasonal workers?

recall, first, that unemployment insurance is an insurance against the involuntary loss of employment, hence the "seasonal unemployment," was not compensated until 1998.

remember, then, that are currently considered seasonal employees who worked during the three years preceding the end of work, except in specific cases studying with job center:
• at least two years, in areas defined as seasonal (forestry, recreation center and vacation professional sports activities related to tourism or seasonal agricultural ...) •
or for other sectors who have had periods of inactivity each year at the same time.

In this case, the amount of compensation is calculated in the usual, but it will apply a reduction factor, specifically a reduction in the amount of the allowance, the rate coefficient which will be even greater than season was short, which penalizes the most performing seasonal seasons shorter.

recall, finally, this may seem unfair, because the contributions of businesses and seasonal employees are not reduced, therefore reducing the unemployment benefit? But, also, that in view of the foundations of unemployment insurance, there is no involuntary loss of employment at the end of the season, since it depends on the "season" and not the whim of the employer.

Note from the author of the blog: The use of seasonal contract is very common in employer groups and consistent with the legislation (see previous article "Specifically, what are the labor contracts available to an employer group). This reform would be very attractive to groups that would increase the motivation to implement training path between two seasonal contracts as do some other tool with GE ITC-CSD.