In France as in most industrialized countries, major issues such as stress and equality between men and women highlight the difficulty in reconciling work and family life. This is particularly because of the emergence of new forms of organization of work and the increasing feminization of occupations.
The legislation of recent years shows awareness and willingness of governments to encourage companies to act on behalf of their employees with children.
[...] ) and aims to enable them to choose their hours of work for a week, six weeks in advance. The assistants seize cash and feed their choice freely electronically, subject to opening and closing of a store per week. The schedule thus established is then subject to consultation and review to cover the store workload evenly. Another cheaper and simpler alternative is to ban the meetings early in the morning or late in the evening. New forms of work Development of technology has led to the development of new forms of work. [...]
[...] Depending on the age of the child, the company undertakes the child's care for a period of one to three years. The costs are borne by the parents and the custody is the same as that of a municipal kindergarten (from 0.33 to 2.63 per hour on an established scale based on revenue). Tax incentives are available again. Apart from the family tax credit and business tax on corporations, the company has an investment grant ranging between 6,000 and 12,000 per space created, or up to 80% of the amount of the expenditure incurred by location. [...]
[...] In this regard, the Universal Service Employment Pay Check (CESU) is a pre- funded tool of choice. This was created on 26 July 2005. This arrangement wholly or partly funds the usage of home services such as childcare. Thus, employees of Areva, who have disabled children or children aged less than 12 years, enjoy a CESU of 700 per year per child. This practice is also widely promoted from a tax point of view. Employees with children enjoy exemption of social contributions and deduction of corporation tax to the tune of up to the limit of 1830 per year per employee. [...]
[...] One of their experiments involved having a pediatrician in the company, two days a week. The role of the pediatrician is to answer questions from employees on parenting in three interviews. These questions may be medical, psychological or purely organizational. The firm ultimately intends to extend this scheme through two other types of activities: consultations by appointment before leaving for maternity and after coming back, and a series of lectures themed around parenting. Conclusion It is undeniable that businesses are increasingly becoming aware of the crucial issue of reconciling work and family lives of employees. [...]
[...] The issue of valuing the "employer brand" is daunting, especially in areas such as catering, construction or retail, where there is a shortage of man power. The tendency of considering the family situation of the workers a taboo is now a reversed argument during job interviews. Reconciliation policies have become real tools for HR recruitment and staff retention. In addition, employees who successfully balance their professional and family life are generally healthier, which translates into increased productivity and reduced absenteeism. [...]
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