Employee

You are an employee:

Here are your financing rights.

The training plan of the company

The employer may plan, after consultation with the staff representatives, a certain number of trainings in the year or over a longer period. In this context, he is free to decide:

to send or not an employee in training
interrupting the training and recalling the employee at his workstation.

He is also responsible for financing the training through his OPCA and maintaining the remuneration and social protection of the trainee employee.

Personal Training Account (PTA):

Law No. 2014-288 of 5 March 2014 on Vocational Training, Employment and Social Democracy, which came into force on 1 January 2015, replaces the Individual Right to Training (IRT) with the Personal Account of Training (PAT).

Individual Training Leave (ITL):

The Individual Training Leave (ITL) is a right of absence, granted under certain conditions, allowing the employee to follow the training action of his choice. This training is done on his own initiative and independently of his possible participation in training included in the training plan of the company that employs him.

The ITL allows the employee to achieve at least one of the following objectives:

access to a higher level of qualification,
change of activity or profession,
to improve knowledge in the cultural or social field,
prepare for the exercise of voluntary associative responsibilities,
prepare an examination for a professional title or diploma registered in the National Register of Professional Certifications (NRPC).

It is not mandatory that the requested training is related to the activity of the employee or that of the company.

There is also the leave of absence of skills or the leave for validation of acquired experience.

Fongecif

Details

WHO:

The CPF is aimed at all people over 16 engaged in active life, namely:

private employees.
unemployed people, registered or not at Pôle emploi.
the persons accompanied in a project of orientation and professional insertion.
young people leaving the compulsory school system, looking for work.
By way of derogation, young people who sign an apprenticeship contract at the age of fifteen.

WHAT:

The new rights acquired under the CPF are attached to the person.

The training hours recorded on the CPF are stored, ie they follow their beneficiary throughout their professional life and remain acquired in the event of a change of employment status or loss of employment of the latter .

Unused hours under the DIF may be mobilized in addition to the CPF ceiling for five years under the new account; they will then be lost after 6 years if they are not used.

HOW:

All beneficiaries will be able to accumulate up to 150 hours of training on their CPF, 30 hours more than the DIF.

For a full time, the employee earns 24 hours a year for five years (120 hours), then 12 hours the following years up to the limit of 150 hours in total.
For part time, the hours are calculated in proportion to the time worked.

Complementary hours may also be funded by the employer or other organizations related to the training.

IN PRACTICE:

the CPF is accessible on the Internet on the “www.moncompteformation.gouv.fr” platform
the formations eligible to the CPF are:
- acquiring a foundation of knowledge and skills
- support for the Validation of Acquired Experience (VAE)

Qualifying, certifying and diploma courses (thus registered in the National Directory of Professional Certifications NDPC) appearing on lists drawn up by the social partners at national, regional or professional level.

the list of eligible formations, provisional for the moment, is also accessible on the platform
the hours accrued in 2015 will be credited only on January 1, 2016.

It is the employee who takes the initiative to use his personal training account in order to concretize his training project:

if the training takes place outside working hours, or if it is intended to acquire the knowledge and skills base, or when it follows a 100-hour complementary employer contribution, the employee does not need to authorization from the employer.
when the training is followed in whole or in part during the working time, the employee must obtain the prior agreement of the employer.

PERIODS OF PROFESSIONALIZATION:

The purpose of the professionalization periods is to promote, by means of training actions, the retention of employees in fixed-term contracts (or permanent or fixed-term contracts as part of a single integration contract) encountering difficulties. special. Six categories of potential beneficiaries are targeted:

employees whose qualification is insufficient in view of the evolution of technologies and organizations
employees who have twenty years of professional activity or who are at least 45 years old and have a minimum of one year’s service in the last company that employs them
employees who are considering starting or taking over a business
women who return to work after maternity leave or to persons in the same situation after parental leave
the beneficiaries of the employment obligation provided for in Article L. 5213-13 of the Labor Code, particularly workers recognized as handicapped by the CDAPH.
employees benefiting from a single integration contract (provision in force since January 1, 2010).

The professionalisation period can take place for all or part of the working time.

Employee

You are an employee:

The training plan of the company

Personal Training Account (PTA):

Individual Training Leave (ITL):

Details

WHO:

WHAT:

HOW:

IN PRACTICE:

PERIODS OF PROFESSIONALIZATION:

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