Employée modèle (French Edition)

Is France as ridiculous as England when referring to women? As a female myself, I don't mind being called one, as long as they're not being condescending. I know I just insulted England, but this is a serious cultural question for France. If you refer to a woman with "une dame", it will show respect for her in particular if she can hear you when you do. Being called "une dame" by someone feels flattering because you can imagine that the quality of your education has been noticed. My gripe with this one is that the audio female definitely sounds "les" not "des".

I got it wrong the first time because of this and listened especially carefully when I repeated it later. Only in the slow version does it sound like "des". If so, it's a bit mean!!! The sound is not very good, but I don't think it has ever been intended.

Likewise, it would need some serious improvement, but I don't think it has ever been a priority.

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If "women" won't be accepted as a translation of dames, then I feel like "dames" should be accepted as a translation of dames. If you're going to have an English translation that sounds like something out of a Raymond Chandler story, don't go half way. A lady might be an employer, never an employee. It should read "these women are model employees".

I wasn't being entirely serious, but an English "lady" whether a member of the aristocracy or not would certainly think of herself as being above the status of an employee; and conversely female members of the working class would despise ladies as being stuck up toffs! I feel that a third party mentioning "these ladies" while they are present in the room would show some more respect than with "these women".

It is certainly the case in French where "ces dames" is definitely more courteous than "ces femmes". These ladies are model employees. Podgerg 19 11 10 9 2 2. MaggiePye 24 16 14 7 LevioD 14 13 Think it all you like. If the English was meant to be "women," the French would be "femmes. BrittanyRo14 Plus 19 10 5. Otherwise, "je suis une femme, moi aussi" and I am not disturbed at all by that.

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If the conditions related to the term of the contract are not respected, the contract is considered as a permanent employment contract. Replacement for parental leave: It is possible to include a trial period in any employment contract, i. During this period, the 2 parties may rapidly terminate the employment contract.

If the contract is concluded orally or following a fixed-term employment contract , it cannot include a trial period.

If the business has a collective agreement in place with a provision stating that the employment contract of each new worker begins with a trial period, it is not necessary to include a trial period clause in each individual contract. The maximum duration of the trial period depends on the employee's level of qualification and salary.

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It is set at:. If the trial period stated in the contract exceeds these maximum limits, the trial period clause is deemed null and void for the excess period. The hired employee has a level of qualification higher than a vocational skills certificate and his gross monthly salary is EUR 3, Therefore, the hired employee can only be subject to a trial period of 6 months.

The other 2 months stated in the contract are considered a surplus and are therefore not applicable. If the trial period does not exceed one month, it must be stated in weeks. In other cases, it must be stated in whole months.

In the context of the same working relationship, only one trial period may be implemented. The trial period cannot be renewed for the same position or any similar position and not within the framework of the employee's promotion to a new position. The trial period in a fixed-term contract may not run from the beginning to the end of the employment contract. In practice, a trial period which would be too long compared to the total duration of the fixed-term employment contract may be declared null and void.

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When the contract does not have an expiry date, the trial period is calculated according to the minimum contract duration. Should the contract be suspended during the trial period due to illness, annual leave, leave for family reasons, etc. When the employee returns to work, the trial period is automatically extended for a period equal to the period of suspension. However, the maximum period of extension is 1 month.

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The trial period should therefore end on 31 March. On 1 March, the employee submits a medical certificate to his employer, covering the period from 1 March to 10 March inclusive. As a result, the employer may extend the employee's trial period by 10 days; instead of ending on 31 March, the trial period will end on 10 April. The fixed-term employment contract automatically ends on the end date or when the purpose for which it was concluded is achieved.

The employer is therefore not required to inform the employee in advance of the end of the working relationship or to give notice. When the worker continues to work beyond the end date indicated in his fixed-term employment contract, the working relationship continues under a permanent employment contract and 2 possible scenarios become available:. The employee's length of service must be taken into account as from the start date of his first fixed-term employment contract.

A fixed-term contract may be renewed twice for a fixed term. However, the total duration may not exceed 24 months , including renewals. Failing this, the renewed fixed-term contract is recategorised as a permanent employment contract.

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Some fixed-term employment contracts may be renewed more than 2 times even for a duration exceeding 24 months without being recategorised as a permanent employment contract. These are namely fixed-term employment contracts concluded:.

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Therefore, the employer may not directly offer a new fixed-term contract for the same position to the employee whose fixed-term contract has reached its term i. A contract concluded in violation of these provisions is considered as a permanent employment contract. His contract contains a renewal clause.

At the end of the contract, his employer offers to renew his fixed-term employment contract for a period of 3 months. At the end of these 3 months, his employer renews his fixed-term employment contract once more for an identical period.