高考问答形容水火不容:帮忙翻译
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Handicapped people benefit from special protection in terms of employment. The provisions governing this matter can be found in the labour code, articles L.323-1 to L.323-35 and R.323-1 to R.323-119.
Law 87-157 in favour of the employment of handicapped people provides for a system of quotas, which is quite unusual in French law. According to article L.323-1 of the labour law, all firms with more than twenty employees must employ at least 6% of handicapped people. Article L. 323-2 specifies that the state and the local communities, as well as their public establishments other than industrial and commercial ones, are bound by the employment obligations provided for by article L. 323-1. However, this provision has seldom been applied.
An addition to employing handicapped workers, there are several ways of fulfilling this obligation. The employer may fulfil it partially:
- By signing supply, subcontracting or service contracts with sheltered workshops, home work distribution centres or employment aid centres (L. 323-8) ;
- By accepting handicapped people on courses in the context of professional training (L. 323-8).
The employer may completely fulfil the employment obligation:
- “by applying a branch agreement, a company or establishment agreement which provides for the implementation of an annual programme or a programme spanning several years in favour of handicapped workers which must include an employment plan in a normal environment and at least two of the following
actions: insertion and training plan; adaptation plan for technical transformations; plan for remaining in the firm in the event of dismissal. The agreement must be approved by the administrative authority subject to the opinion of the departmental committee for handicapped workers, war cripples and associated individuals provided for by article L. 323-34” (L. 323-8-1) ;
- by paying a contribution to the development fund for the professional insertion of handicapped people, the AGEFIPH (L. 323-8-2), the amount of which varies according to the number of employees and the efforts made for handicapped people. In accordance with art. 12 of the new law, the contribution must not exceed 600 times the minimum growth wage (up to 800 times if no handicapped workers are employed).
Law 87-157 in favour of the employment of handicapped people provides for a system of quotas, which is quite unusual in French law. According to article L.323-1 of the labour law, all firms with more than twenty employees must employ at least 6% of handicapped people. Article L. 323-2 specifies that the state and the local communities, as well as their public establishments other than industrial and commercial ones, are bound by the employment obligations provided for by article L. 323-1. However, this provision has seldom been applied.
An addition to employing handicapped workers, there are several ways of fulfilling this obligation. The employer may fulfil it partially:
- By signing supply, subcontracting or service contracts with sheltered workshops, home work distribution centres or employment aid centres (L. 323-8) ;
- By accepting handicapped people on courses in the context of professional training (L. 323-8).
The employer may completely fulfil the employment obligation:
- “by applying a branch agreement, a company or establishment agreement which provides for the implementation of an annual programme or a programme spanning several years in favour of handicapped workers which must include an employment plan in a normal environment and at least two of the following
actions: insertion and training plan; adaptation plan for technical transformations; plan for remaining in the firm in the event of dismissal. The agreement must be approved by the administrative authority subject to the opinion of the departmental committee for handicapped workers, war cripples and associated individuals provided for by article L. 323-34” (L. 323-8-1) ;
- by paying a contribution to the development fund for the professional insertion of handicapped people, the AGEFIPH (L. 323-8-2), the amount of which varies according to the number of employees and the efforts made for handicapped people. In accordance with art. 12 of the new law, the contribution must not exceed 600 times the minimum growth wage (up to 800 times if no handicapped workers are employed).
受障碍的人民受益于特别保护根据就业。供应治理这个问 题可能被发现在辛苦代码,文章L.323-1 对L.323-35 和R.323-1 对 R.323-119 。法律87-157 倾向于受障碍的人民就业赡养配额系统 , 是相当异常的在法国法律。根据文章L.323-1 劳工法, 所有事 务所与超过二十名雇员必须雇用至少6% 受障碍的群众。文章 L. 323-2 指定状态和地方社区, 并且他们的公开创立不同于工业和 商务一个, 由就业义务一定提供为由文章L. 323-1 。然而, 这个供 应很少被应用。加法对雇用受障碍的工作者, 那里是几个方式履行 这职责。这个雇主也许部份地履行它: - 由签署供应, 转包 或同被庇护的车间的服务合约, 家庭工作分配中心或就业援助中心 (L. 323-8); - 由接受受障碍的人在路线就状况专业培训 (L. 323-8) 。这个雇主也许完全地履行就业职责: - ..by 申请分支协议, 公司或赡养一个每年节目或节目实施跨过几岁 月倾向于受障碍的工作者必须包括就业计划在一个正常环境和至少 二中以下举动的创立协议: 插入和训练计划; 适应计划为技术变革 ; 计划为残余在事务所中在解雇情形下。这个协议必须被行政管理 负责人批准依于部门委员会的观点为受障碍的工作者, 战争跛子和 联系的个体提供为由文章L. 323-34.. (L. 323-8-1); - 由 支付对开发基金的贡献受障碍的人民的专业插入 , AGEFIPH (L. 323-8-2), 相当数量变化根据数字的雇员和努力做 为受障碍的人民。与art. 12 符合新法律, 贡献不能超出600 次极 小成长薪水(800 次如果受障碍的工作者不被雇用) 。