Gator Birthday Party Wording

WAGE PREMIUMS AND NEGOTIATION AGREEMENT 2006

mandatory annual negotiations ACT AUROUX
CNS DARTY PROVENCE MEDITERRANEAN

YEAR 2006 MINUTES OF UNDERSTANDING BETWEEN THE DIRECTORATE GENERAL

UNIONS AND SIGNATORIES

PREAMBLE


During the various meetings for discussion and negotiation between the Branch DARTY Provence Mediterranean and the unions representing the company, it was recalled that in accordance with the commitments of the Directorate over the NAO in 2005, an agreement on compensation trades service technicians has been negotiated and signed at the beginning of the year 2006.
Under the NAO 2006, an agreement on the classifications and salaries of trades Seller was negotiated and signed and is subject to an enterprise agreement separate from the agreement on the NAO 2006.
Similarly, a company agreement on the establishment of the annual fee in days for supervisors Darty Provence Mediterranean
Trade unions have noted with satisfaction that the Department had fulfilled its commitment to achieving the mandatory annual negotiations for 2006 as early as February 2006
Contents agreement
on mandatory annual negotiations
2006

The mandatory annual negotiations DARTY Provence Mediterranean for 2006 were held on February 6, March 13, March 20 and April 10, 2006. The minutes were signed on April 10, 2006.
During the various meetings, the unions and company management have expressed their demands, expectations and made their proposals. During the meeting of February 6, 2006 has been set the timetable for negotiation and the various documents provided by management to unions. Meetings 13 March 20 March 10 April and 27 April 2006 have led to significant progress in negotiating and reconciling the views and interests.

This preamble does not take into account comments made by current members of the section FORCE WORKING CFTC at the time.

We consider that no progress has occurred.

Instead we face a very large cuts in social services.

Section 1: Summary of measures that will occur in 2006 salary
Under the NAO in 2006, he was recalled measures of wage order that will directly impact the salaries of employees and therefore payroll DARTY Provence Mediterranean.

A - GVT GVT The
: Old Slip Technicality is the evolution of automatic payroll directly or not directly related to changes in the classification grid.
In the old play a role:
one hand the evolution of longevity pay:
Number of employees by seniority from 3 to 15 years
Evolution of conventional minimum wage has increased in January 2006 and will thus impacting seniority pay the entire tax year

In the technical part, it is a part of the automatic level changes due to the classification tables (after 6 months or 1 year depending on trades) and other developments related to level strictly increasing competence and sophistication of the employees concerned.
These developments have a direct impact on base pay and variable annuities (and hence the average wage) but also on the PFA. These changes of level for employees with at least three years' cause, effect induced by a rebound on the seniority premium and revaluation
view of enterprise agreements covering trades technician and seller coming expand and upgrade the classification grids and base salaries, the GVT-2006 is estimated at 0.35% of total payroll.

B - Integration complement wage differential:
For the record, the additional pay differential was intended to apply to employees where the implementation of agreements on shorter working week would have resulted in a decrease in their working time contract. In accordance with agreements signed in 2002, the additional differential pay, to compensate for the loss of basic pay due to the passage of 39 h to 35 h was to maintain the hourly rate. It was built gradually over 4 years at 25% per year in base salary as of June 2003.



Accordingly for the year 2006 and for the last time, this integration will be dated June 1, for all employees and supervisors EOT. This integration of CDS corresponds to an increase in base salary of 2.63% for all employees EOT and AM whose compensation did not include the CDS.
This integration of CDS for 63% of employees EOT:
technicians
40% 65% 75% administrative
vendors
45% of deliverymen
It corresponds to a cost of 220 KE for the company. The reinstatement of the CDS corresponds precisely to a revaluation of the average base salaries of 1.50% and a change in payroll of 0.93% (SB = 62% of average earnings including with the classification grid of the art technician)

C - Adjustment of the variable premium deliverymen West: According
the fee agreement on the logistics signed in February 2005, the premium variable maximum deliverymen West has been increased from 1 February 2006 from 450 euros to 600 euros.

This is just catching up with the gap between East and West. One also wonders what those variables? Maps T is unverifiable.


D - Adjustment of supplementary payments in recent years:
It was also noted large increases in recent years, the meal ticket (+ 8% last 3 years), premiums on Sunday (between + 35 and + 50% over 3 years depending on the business), premium inventory (+25% in 3 years) and all basic wages administrative occupations (+ 11% over 3 years), deliverymen and technicians with their direct impact on the PFA.

E - Increase in average wages:
It was stated that average wages rose by 5 to 7% between 2003 and 2005, according to the trades. These increases are the result of various negotiations (NAO classifications or grids) that led to the signing of agreements undertaken during Last 4 years.

complacency of the Directorate who tells what she wants. On the field the majority of employees do not feel this so-called increase .



F - End of Year Award:
Finally, the implementation of the PFA in 2002, sitting on the base salary for all professions involved in the West as well as strong revaluations base salaries since then have also impacted, very significantly, by upgrading the payroll because of the salaries of all employees.

Article 2: Matrix classification and compensation
It was recalled that in accordance with the commitments of the Directorate over the NAO in 2005, an agreement on compensation of trades technicians has been negotiated between June and December 2005 and signed on During the month of January 2006. It was implemented in February 2006. This allowed the adjustment of salaries by creating the conditions for real convergence and harmonization between East and West of the subsidiary.
In this context, the job of the technician adjusted by the agreement is not affected by the negotiations Annual 2006.
Similarly, it was agreed that the negotiation on trade vendors was conducted during 2006 and the NAO is subject to an enterprise agreement separate from the agreement of the NAO.


Article 3: Adjustment of the base salaries of administrative and customer service POS
It was negotiated during the NAO 2006, with the representative trade unions within DARTY Provence Mediterranean, the evolution of pay scales base. It was agreed that changes to the basic wage as defined below will be effective 1 June 2006 and after reinstatement the CDS.


Article 4: Accessories salary:

1 - Remuneration for time inventory:
In the event that major parts and accessories inventories would continue or come back on Thursday evening and Saturday evening, remuneration of the inventory would be maintained at high of 12.50 euros per hour.
If the company decided to make all or part of the inventory during the week and on Monday morning for example to improve the working conditions of employees and to avoid encroaching on Saturday evening, it is agreed that hours worked Monday morning would be charged on the actual working time and fall within the framework of the tasks covered by the basic wage. These hours, accordingly, would not be paid in hours of inventory at a rate of 12.50 euros. The parties agree that the remuneration of the inventory at a rate of 12.50 euros aims to come up hours performed exceptionally in the evening after a day's work. The willingness of the business and labor organizations is clearly to improve working conditions and avoid the inventory is done on Saturday night, evening usually spent with family and friends. The organization of part of the inventory on Monday morning and will meet this justification no longer comes as a result, the maintenance of payment of compensation.

Thanks to the signing of the CFDT, CAT, CGT, FOR and delegate today, thank you god, landed FW and now a member of CAT, employees have the right to work free for the inventory. Thank you to them! The team of the new FORCE WORKING regrets that these organizations sign such cloths.

2 - Luncheon Vouchers:
As of 1 June 2006, the face value of the check will be reassessed breakfast at 6 euros, which represents an increase of + 1.70%. The lunch check is supported by 50% and 50% of the company by the employee.

With 6 euros you will not grow. DARTY think of your line! Thank you boss

3 - Bonus Ending Year
Under the NAO 2006, the unions have sought to improve the conditions for granting the premium New Year by incorporating some of the variable directly related activity. The text below sets out the arrangements for allocating and calculating the premium New Year Darty Provence Mediterranean. It was agreed that these arrangements will come into effect for the PFA award in December 2006. The terms

:
be eligible for the bonus year end, all employees under permanent or fixed-term contracts that have a minimum length of 12 consecutive months of employment to December 1 (November 30 to present the year N-1) and are present in the actual paid to date of payment of the premium.
are not eligible executives, sales managers, contracts qualification and apprenticeship contracts.

Why exclude these categories of staff?

The PFA is sitting on the elements of remuneration: base salary
collaborators
15% of the variable directly related to the activity of the employee as well as back-pay associated with this activity: what is variable the definition given by the management control of the company. Excluded
particular, in defining the variable directly related to operations:
seniority premiums
Premiums Premiums exceptional
Sunday
premiums inventory
The PFA
The vacation pay and sick
Offsets AT
Other compensation,
It was agreed that the variable considered is the average variables associated with the activity of December of year N-1 in November of year N
It varies between 80% and 100% of this attitude based on the achievement of the goal or not . The objective
centered (100% of the PFA) is the budget result before tax of the Company. To determine the variation between 80 and 100%, states that the reduction of the PFA is performed as follows: each point below the budget outcome results in a decrease of 2 point of the PFA. So if the budget outturn is 99% of the budget, the PFA will be paid up to 98%.
THE PFA is undervalued based on the number of days of absence taken by the employee since the beginning of the year. Settlement takes place in calendar days (7 days a week) at the following rates:
between 0 and 15 days of absence: 100% (of total final)
between 16 and 20 days of absence: 75% ( the final total amount) between
21 and 30 days of absence: 50% (of total final)
between 31 and 40 days of absence: 25% (of total final)
after 41 days of absence: 0

Woe to him who has a health problem!




Do not count as absences:

workplace accidents
disease when inpatient hospitalization is at least 3 days (including mandatory two consecutive nights in hospital)
motherhood and paternity leave
disease before and / or after maternity when it is contiguous to the pre-natal leave and one month after the postnatal leave. In other cases, the disease will be recorded normally
The therapeutic half-time for part-time in mid sickness absence is not considered up minus the disease. The employee will be considered half-time and PFA will be paid in proportion to the contract schedule.
Leaves conventional
It was agreed that, in cases defined above, no exceptions will be made.

4 - Update on delivery:
are reminded that the delivery of our clients is done in a niche 2 hours. This segment aims to facilitate the organization of tours. In this context, it is not allowed to define niches within niches of these two hours.
response to a request to pay delivery drivers on the T card not on the slippery quarter (with a minimum of 60 cards) but on the monthly (with a minimum of 20 cards), and given the risk of changes compensation, it was agreed that trade unions will tour the delivery platform to validate with the employees of the shared will of the request or not. In case of positive reaction, the calculation of compensation will from 1 July 2006 on the monthly payroll for the previous month. In this threshold of 20 cards, the calculation will be rolling in the quarter.

BlaBla it is shameful to pay employees based on some charts T.

5 - Date of NAO 2007:
It was agreed that the NAO for the year 2007 will be conducted from February 2007.
Given the common will of convergence within the Mediterranean between Provence DARTY the East Zone and West Zone, unions and management agree to not to negotiate or implement practices, agreements or interpretations in the various activity centers.
Any request for interpretation must be made either directly with the Human Resources Director, or at a works committee, either through a written request at a meeting of delegates of the personnel area, either during Interpretation of a meeting of the signatories



Made in Marseille, as many copies as required by law and there are parties

April 27, 2006

For DARTY Provence Mediterranean
The Human Resources Director Mr.

Sample Volunteer Confirmation

DELIVERERS LOGISTICS AGREEMENT

COMMENTS OF THE NEW TEAM FOR

THIS AGREEMENT IS QUITE UNDERSTAND AND ARBITRARY.
IT ALLOWS MANAGEMENT TO PAY PREMIUMS VARYING SHE WANTS WHEN SHE WANTS TO WHICH SHE WANTS.

card system T is uncontrollable by the employees. THIS SYSTEM IS UNFAIR TO BE WITHDRAWN FOR PAYMENT OF PREMIUMS.

THE DIFFERENCE BETWEEN EAST AND WEST?? IS WRONG.

we note that the PERSON REPRESENTED FOR THE TIME TO SIGN THIS UNFORTUNATELY CLOTH. FOR IT HAS LEFT AND JOIN THE CAT SINCE.
WE terminate this Agreement IF YOU GIVE THE MAJORITY OF THE COMMITTEE TO COMPANY FOR THE NEW TEAM.

THIS AGREEMENT IS SIGNED BY: CGT, CAT, CFDT.

Enterprise Agreement DARTY Provence Mediterranean
Careers in Logistics
Status EOT




*****************



Between the undersigned,

Darty Provence Mediterranean Society, represented by Mr., as Director of Human Resources
one hand, and

The CFTC union represented by Mrs The union CFDT union represented by Mr. Le represented by Mr. TF The union represented by Mr. CAT CGC The union represented by Mr The CGT union represented by






PREAMBLE Following the merger of DPM in West DARTY Provence Mediterranean, the Directorate of undertaking in accordance with commitments taken as part of mandatory annual negotiations of late 2004 and the unions undersigned, wish to negotiate and sign a company agreement on the trades of logistics for the EOT status.
It was agreed that for consistency, a separate venture agreement will be negotiated for trades called laws of the logistic function (associated with administrative jobs on VAS and points of sale).
professions covered by the agreement are, therefore:
deliverers demonstrators
The Order Pickers
The Caristes
officials dock
This agreement to define for each trade involved:
B) classification matrix specifying the levels and steps in connection therewith.
D) The levels of fixed compensation, by occupation and by level.
E) The elements of variable pay, by trade.
ARTICLE 1: This Agreement
Business on classifications and salaries of jobs of logistics is generally considered more favorable for all employees concerned. Its implementation is in place the various agreements and incentives that exist to date, which will be based businesses:

- either integrated in the fixed
be integrated into the variable, given the new criteria.
operating under this agreement, all employees of the logistics DARTY Provence Mediterranean, linked to existing activity centers on the day of signature of this agreement but also all the employees who will, in future, related to the subsidiary following the creation of new centers of activity.
It was agreed that the minimum wages fixed and variables are defined on a monthly basis of 151 h 67 smoothed equivalent to a weekly 35 hours. ARTT accordance with agreements in force, base salary will be automatically upgraded with the integration of CDS in June 2005 and June 2006.


ARTICLE 2: The grid
Classification of the logistics business is defined as:

Order Pickers
Position A Level I - 3 (former coefficient 138)
Position B Level I - 3 (former coefficient 150)
A forklift
Position Level II - 1 (Old coefficient 170)
Position Level II B - 3 (former coefficient 190)
Leaders dock
Position A Level III - 1 (Old coefficient 205)

Delivery Person Demo
Position A Level I - 1 (Old coefficient 126)
Position B Level I - 3 (former coefficient 150)
Position C Level II - 1 (Old coefficient 165)
Position D Level II - 2 (former coefficient 180)

ARTICLE 3:
It is clear that the transition from one position to another takes place after formal interview between the employee and his manager and during the annual evaluation. This passage is based on the employee's ability to implement the criteria as defined in the grid.
It was agreed that the achievement of one criterion can result in a systematic way to the top position. Similarly, it is not required to perform all the criteria of the position to have access. Only the annual maintenance must be able to validate objectively the exact level of the employee.
For Delivery Person Demo, moving from position A to position B is done by automation within 1 year after Max and maintenance of validation with the manager.






ARTICLE 4: The grid

minimum wage level and step is defined in accordance with the Collective Agreement and is adjusted to each rider thereof.
are reminded that the minimum wage conventional in DARTY Provence Mediterranean by coefficient, is the gross monthly salary below which no employee will be paid unless the employment contract provided for particular texts in force.
In accordance with the Collective Agreement applicable to the company and in particular Article 17-2, are not included in the minimum wage conventional Coefficient: The
overtime pay
The seniority bonus
Increases for hazardous work
bonuses and gratuities
outstanding payments under the incentive legislation participation and not having to pay
Sums constituting reimbursement of expenses that do not support the assessment, under the legislation of social security
Under this agreement, it is agreed and understood by all signatories that within DARTY Provence Mediterranean and in accordance with the collective agreement, the minimum wage takes conventional basis for comparison, the base salary (also called fixed remuneration) + variable annuities (also known as variable pay) as defined in this agreement.

ARTICLE 5:
The fixed remuneration and fees vary by occupation, are defined as follows: Order Pickers

Position A EUR 920 + variables from 0 to 400 euros to 285 euros centered
Position B EUR 995 + variables from 0 to 400 euros to 285 euros centered
Caristes
Position A 1043 euros + variables from 0 to 400 euros to 285 euros
centered position B 1110 euros + variables from 0 to 400 euros to 285 euros
centered Leadership Position dock
to 1167 euros + variables from 0 to 400 euros centered at 285 EUR


Variable Compensation:

criteria variables for the order pickers, forklift operators and responsible for the platform are:
Productivity: 0 to 200 euros with a focus to 142.5 euros
The focus of the productivity criterion is set according to the historical 23 pieces / hour rate
HS: 0 to 200 euros with a centered at 142.5 euros
The focus of the HS rate is fixed at either 0.40% historical
To ensure clarity and transparency of remuneration and variable, the company undertakes to show on a monthly basis, on the tables for this purpose the figures for productivity and quality of HS (HS rate).
HGV Drivers :
It was agreed as part of this agreement that basic salaries for drivers of heavy vehicles the company will be revalued at 1 April 2005 to 2%. Delivery people
demonstrators:

West Region: Position A
EUR 950 + variable from 0 to 450 euros to 250 euros and centered
Position B 980 euros + variable from 0 to 450 euros to 250 euros and centered
Position C 1030 euros + variable 0 to 450 euros to 250 euros and centered position
D Euro 1070 + variable from 0 to 450 euros to 250 euros and centered
It was agreed that as of February 2006, the maximum amount of variable deliverymen demonstrators the West region will be identical to that of deliverymen demonstrators in the eastern region. This EP would then amount to 600 euros.
East Region: Position A
EUR 950 + variable from 0 to 600 euros and 250 euros
centered at position 980 euros B + variable from 0 to 600 euros and 250 euros
centered at position 1030 euros + C variable from 0 to 600 euros and centered at 250 euros 1070 euros
Position D + variable from 0 to 600 euros and 250 euros centered
The slopes of the variables between the short and focused and centered between the max and are constructed as linear


Variable Compensation : The
Shipping rates overall quality (individual criterion)
East: 0 to 240 euros to 100 euros centered
West: 0 to 180 euros to 100 euros centered
Mini is 93% - the focus is 97% - the maximum is 100%
Given the current differences, it was agreed to implement a transitional period of three months so that each driver whose quality is less than 93% can reach the center.

rate call customer service after delivery (individual criterion)
East: 0 to 180 euros to 75 euros centered
West: 0 to 135 euros to 75 euros centered
Mini is 21% - the center is 14% - the maximum is 10%
For both the above criteria (levels of quality and customer service call rate), it was agreed that the minimum number of cards for the calculation of T rate should be 60 cards accumulated over 3 months. Below this threshold, it will be added maps of the previous quarter (maximum 2 terms).
It was also agreed that each employee has the right to view the maps T which were used to calculate the rate. It is recalled that all maps T is transmitted by the Customer Relations Department directly to the officer concerned.

complete return rate (single criterion)
East : 0 to 180 euros to 75 euros centered
West: 0 to 135 euros to 75 euros centered
Mini is 4% - the focus is 2% - the maximum is at 0%

ARTICLE 6: The
Directorate of Darty Provence Mediterranean and the signatory unions agree that this agreement does not drop coefficient or the base salary for all employees concerned.
It was agreed that until February 2006, the C level for deliverymen demonstrators FP Montpellier will be guaranteed up to 1296 euro (for deliverymen with CDS). Beyond that date the exemption lapse.


ARTICLE 7: Are
annexed table of the classification criteria of demonstrators and deliverers of correspondence between the grid base salaries 35 hours and 39 hours.

ARTICLE 8:
This agreement will apply from 1 April 2005 is concluded for an indefinite period. It may be terminated by either signatory parties with three months notice and by registered letter with return receipt addressed to the other signatories and in accordance with the provisions of Article 132-8 of the Labour Code.

ARTICLE 9:
Any provision modifying the contents of this document and would be an agreement among the parties, will result in the establishment of an addendum to this Agreement.

ARTICLE 10:
The unions and management agree not to negotiate or implement practices, agreements or interpretations in the various activity centers. Any request for interpretation must be made either directly with the Human Resources Director, or at a works committee or in the NAO.

ARTICLE 11:
Before its implementation, the council will be informed about the content this agreement.

ARTICLE 12:
This agreement will be filed in quintuplicate with the Departmental Labour, Employment and Vocational Training of Marseille and a copy to the secretariat of the Labour Court of Marseille.

Manufactured in Marseille, February 17, 2005



LEVELS OF CLASSIFICATION DELIVERYMAN DEMONSTRATOR

A Knowledge Base
Is capable in terms of behavior and presentation. Listen
and motivated.
Interest in products / customers.
Willingness and ability to learn.

B Awareness depth
Master commissioning of current products (with or without assistance).
Advises the client.
Knows explain the operation (user level).
Installs on pre-installing correctly.
Knows manage his tour.
Call the customer in advance or lag.
Ensures proper condition of a vehicle (periodic maintenance, cleaning, ...)
Ensures collection.

C Knowledge of expertise
Master cashing / negotiation and delivery.
Knows manage customer relationships and conflict.
Master-commissioning and explanation of all products including complex products
East exemplary driving (road traffic regulations, accident ..)

D Specialized knowledge
ability to form A and B.
Mastery client conflict.
Knows manage hardware commissioning FP
Knows manage the car park
Replaces responsible for its platform during his absences

Reversible Lacross Practice Jerseys Neon

DAYS PACKAGE CONTROL AGENTS DPM vendor agreement

Enterprise Agreement on the establishment of the annual fee in days of Supervisors Darty Provence Mediterranean




*****************




Between the undersigned,


Darty Provence Mediterranean Society, represented by Mr., as Director of Human Resources

one hand, and



PREAMBLE



Branch DARTY Provence Mediterranean willing to negotiate and sign with the trade unions undersigned a company agreement on the establishment of the annual fee in days for the status of supervisors.

The contents of this agreement aims to adapt the organization of work and the time countdown work, some non-managerial categories, with reference daily.

It was agreed that the purpose of this agreement is not intended to damage the current modes of operation, nor the working conditions of supervisors, particularly in terms of working hours.

These provisions are set forth in Articles L 212-15-3 et seq work and the law of August 2, 2005, No. 2005-882.


ARTICLE 1:

are concerned supervisors subsidiary DARTY Provence Mediterranean. Is considered an employee Control Officer with the level and step IV-1, IV-2 and IV-3 under the collective agreement and assumes the duties of supervisors whether in a retail outlet, a Service After Sale , a delivery platform or head office and any activity that could be related to the subsidiary DARTY Provence Mediterranean. This statute covers two different situations: the supervisors in positions of supervision and supervisors with the characteristic of specific skills. The Supervisors are considered independent because of their status which differentiates them from other employees non-managers (except self technicians subject to annual fixed in days) and their responsibilities for certain, result from a kind of delegation or extended supervision of the company. In this context, the Master Agent status allows the employees concerned have considerable autonomy in organizing their work, their team, their schedule but also in taking responsibilities and decisions that 'they are required to take in the scope of their duties as a member of management occupations.


Therefore it is agreed that the supervisors have a duration of working time that can not be predetermined and enjoy real autonomy in organizing their schedules for carrying out the responsibilities entrusted to them.

Thus the foreman who comes within a predetermined program by the company is authorized, subject to the financial impact of proposed measures requiring the consent of the employer, take all initiatives to optimize its work and customer satisfaction. These initiatives have proved, for example, autonomy Agent Control in organizing schedules to fit his team attendance at the event, in decision-making to meet the expectations and demands of customers in opening or closing the store, the VAS platform or delivery schedules as defined by the company, ... This list is not exhaustive.

It was also agreed that the passage under the Convention in days of annual package will be on a voluntary basis and is subject to individual agreement and writing that takes the form of an addendum to the employment contract, called Convention. This individual agreement will become final only after a probationary period of two months.

It was agreed that volunteering is total and that no pressure could be brought to compel an officer maîrise the signing of the addendum to his contract of employment.

ARTICLE 2:

Employees Supervisors meets the conditions defined above have a reference and a breakdown of their working time in days.

time work of these non-managerial employees subject to an annual breakdown in actual working days with a maximum of 215 days plus the day of solidarity, by year (from June 1 to May 31 N N +1) and taking into account the maximum number of holidays as defined in Article L.223.2 of the Labour Code (ie 25 business days). The non-working days are to be taken under the conditions laid down in agreements ARTT form of days off.

Assuming the maximum of 215 days per year, plus the day of solidarity, would be exceptionally exceeded, it could in any event not exceed 218 days per year. The number of exceedance days, plus the legal rate of increase (currently 25%) after deduction of deferred paid leave may be given to the employee concerned in the form of days off in the first three months of the next period. This reduces the number of days annual cap of the year in which they are made.





If the employee concerned by the excess of his annual working days and the company management wants the number of exceedance days may be paid at the statutory rate of increase. Preference payment plus exceedance days should be expressed by the employee concerned in writing and during the month of June.

For the first year of implementation, the package will be defined by days from the date of entry into force of the amendment agreement to pass days in proportion to the number of months remaining until 31 May. At the date of application of the endorsement package of days, it will set the count of hours worked since the preceding June 1 and that given the number of CP still required. The result will be reduced to the number of months worked during that period. If the average hours worked surplus proratée modulation, compensation in days of rest will be done.

The legal provisions regarding daily rest are applicable in accordance with Article L.220-1 of the Labor Code.

A convention providing this package of days of actual work over the year will be concluded between the employee and the company. This convention will be recalled in particular the elements that justify the autonomy available to the employee for performing his mission. This agreement replaces the employee concerned the provision in the agreement on shorter working week and duration of work organization.


ARTICLE 3: The amplitude indicative

days Working Foreman is set between 6 and 10 o'clock. Only exceptional circumstances and days of inventory might justify a departure from these limits.

are reminded that autonomy in the work does not mean total independence, as supervisors concerned may be led, up to six weeks per year and more than two consecutive weeks unless the employee agrees, in periods of high activity to work up to 6 days a week to respond to customer needs or the needs of the company's business. Also supervisors concerned they inform their charge each month to which they refer and who is responsible for monitoring and enforcement of these provisions. The manager informs the personnel department for days off taken by the foreman.

Each year, during an interview with the head, an assessment will be made with individual Supervisors to discuss the impact of the scheme on the organization of work schedules and the amplitude of the load work of the employees concerned.





The above limits are established to ensure compliance with the provisions of the maximum hours of work but can not in no case serve as a reference to a wage determination since the remuneration paid to supervisors is fixed and can not be determined in relation to hours of work.

Given its autonomy, planning for the days worked by the hierarchy will be in consultation with the Master Agent annual fee in days and given the constraints of activity, operational requirements and service expected by our customers.

In these circumstances and given the specificity of the category of employees covered by the package days, and the absence of predetermination of their work schedules, the parties consider that compliance with contractual and legal provisions will be followed by a declaration system.

Each employee involved in the annual working days every month to sign the form at his disposal for this purpose, which will ensure as far as number of days worked by integrating weeks 6 days.


ARTICLE 4:

It was agreed that an allowance of autonomy called for an amount of 45 euros monthly gross (forty five euros gross) will be paid from the date of entry into force of individual agreement of package. This lump sum will continue until the individual agreement of annual package in days will not be questioned.


ARTICLE 5:

He finally agreed that follow-up meetings will be held between management and unions signatory to assess the modalities for the implementation of annual fixed days and consider its possible application to improvement of the One of the signatories.


ARTICLE 6:

This agreement will apply from 1 June 2006 is concluded for an indefinite period. It may be terminated by either party with a notice signed by three months by registered letter with return receipt addressed to the other signatories and in accordance with the provisions of Article 132-8 of the Labour Code.




ARTICLE 7:

Any provision modifying the contents of this document, that would be an agreement among the parties, will result in the establishment of an addendum to this Agreement.

ARTICLE 8:

Before its implementation, the council will be informed and consulted on the contents of this draft agreement.


ARTICLE 9:

This agreement will be filed in five copies to the Departmental Labour, Employment and Vocational Training of Marseille and a copy to the secretariat of the Labour Court of Marseille.


Made in Marseille, as many copies as required by law and there are parties

On April 27, 2006



For Darty Provence Mediterranean

Community Service Verification Letter Sample

Corporate agreement on classifications and salaries in the art of Vendor Points of Sale - Status EOT



*****************





Between the undersigned,


Darty Provence Mediterranean Society, represented by Mr. xx, as Director of Human Resources

On the one hand, and



The CFTC union represented by Mrs represented by the union CFDT
The union represented by Mr. TF CAT The union represented by Mr.
The CGT union represented by Mr. Le GSC represented by Mr.






PREAMBLE

Branch DARTY Provence Mediterranean and unions undersigned, wish to negotiate and sign a company agreement on the classifications and salaries of Seller's business status EOT.

This Agreement is to define for each trade involved:

A) A schedule detailing the classification levels and levels thereto.
B) The levels of fixed remuneration,
C) variable pay elements

accordance with legal and conventional material, It is understood that the minimum wage DARTY PROVENCE MEDITERRANEAN by level and step is the gross monthly salary below which no employee will be paid unless the employment contract provided for particular texts in force. Each month, the gross salary as defined below will be compared with the minimum wage and minimum wage conventional, the more favorable for the employee

In accordance with the Collective Agreement applicable to the company and in particular its Article 17-2 are included in the minimum wage in DARTY Provence Mediterranean by level and step, all bonuses and salary elements excluding amounts set out below:

· The overtime pay
· The seniority bonus
° the surcharges for hazardous work
· The premiums and bonuses exceptional
· The payments under the legislation on profit sharing and participation not having to pay
The sums constituting reimbursement of expenses that do not support the assessment, under the legislation of social security

Accordingly, and as is in force since the creation of the company, include included in the gross wage as a basis for comparison with the minimum wage: the wage base (also called fixed salary), variable annuities monthly, quarterly, semiannual and annual back-pay, the additional allowance paid leave, ... etc. The grid

minimum wage level and step is defined in accordance with the Collective Agreement and is adjusted to each rider thereof.


ARTICLE 1:
The Agreement on International Business and remuneration of business of a dealer is deemed generally more favorable for all employees concerned. Its implementation is in lieu of all company agreements on the trade arrangements (Classification and approval of the NAO, in particular) but also uses and customs affecting existing patterns of pay vendors. However, it does not affect the ARTT agreements in force in the company.

Accordingly, any premium and any supplementary payments exist today are:
- either embedded in the fixed
- either integrated into the variable, given the new criteria and elements defined variable.

This agreement allows the harmonization of compensation systems which persisted following the merger of DARTY PROVENCE MEDITERRANEAN. Accordingly, are affected by this agreement, all sellers of DARTY Provence Mediterranean existing stores to date and those who, in the future, would be attached to DARTY Provence Mediterranean.

It was agreed that the minimum wages fixed and variables are defined on a monthly 151h67 smoothed equivalent to a weekly 35 hours. The calculation of basic salary and variable bonuses to Protat takes time contract work on the basis outlined above, except for volume bonuses that are already inherently linked to Time actual work. This is particularly true for the premium section, the premium PES, PT premium, .... Etc.

It is stated that payroll is done on the results for the month ended last day of it. During a monthly meeting, the employee will be informed of their monthly results past and its future goals.








ARTICLE 2: The grid
classifications vendors DARTY PROVENCE MEDITERRANEAN is defined as follows: Position A

Level I - 2 B
Position Level I - 3
Level II Position C - 1 D
Position Level II - 2 Position
E Level II - 3

It is stated that:
· The position A is the minimum level of entry for the CDI, CDD, students, contracts of apprenticeship or professional training.
• The transition from position A to position B is done by automation within one year after maintaining maximum and validation with the manager.

It is clear that the transition from one position to another takes place after formal interview between the employee and his manager and during the annual evaluation. This passage is based on the employee's ability to implement performance criteria and skill above the position which is his.

It was agreed that the achievement of one criterion can result in a systematic way to the top position. Similarly, it is not mandatory to achieve all the criteria of the position to have access. Only the annual maintenance must be able to validate objectively the exact level of the employee.


ARTICLE 3: The gross remuneration fixed
vendors are defined as follows:

Position A Position B
382 euros 410 euros 450 euros
Position C Position D
500 euros 550 euros
Position E

ARTICLE 4: The grid
minimum wage level and step is defined in accordance with the Collective Agreement and is adjusted to each rider thereof.

ARTICLE 5:
The variable remuneration of the art dealer is constructed as follows:

Quota Premium (also known as Prime Objective or Envelope):
This is a monthly premium calculated on the individual achievement of a goal set by the store manager: either AC or PSE or CRT, or benefits, ... .. The quota premium is centered at 140 euros with a maximum of 200 euros.
Given the new distribution of variable annuities and a decrease of the quota premium, it was agreed that the premium items will be adjusted under the blue books for not coming downward impacts wages.

Rewards item-TLM and ELA: This is the premium paid to the seller when he sells winning a major product. It was agreed no premium award-winning article will be at zero. This premium is defined as the blue book major pieces.

Rewards item-accessories: it is the premium paid to the seller when selling a product accessory winning. It was agreed that no premium award-winning article will be at zero. This premium will be defined through the introduction of blue notebook accessories. This blue book will vary the premium section above and below the current flat percentage and then allow sellers to be better compensated when they sell the most favorable premium accessories.

Rewards PES unit Are valued according to the system currently in place and automatically according to the scale in force at national level (and already in place in all stores).

The benefits unit awards are valued using the system currently in place and automatically according to the scale in force at national level (and already in place in all stores).

Premiums credits: to compensate for opening a credit card charge at 2 € per card, provided that the level of CRT paying the seller is greater than or equal to the target store.

Sellers accessories:
It was agreed that the sellers accessories and accessories have a variable charge sitting on the board accessories and weight compared with CA CA accessories major pieces. The definition of this variable takes into account the objectives of development of AC accessories under issues of X2 and Optimum.

Sellers: GSM
The payment system vendors GSM is composed of three criteria: Ø Rewards
Articles unit
Ø Ø
Rewards benefits unit quota premium, either volume or insurance ...


ARTICLE 6:
It is specified que :

· La rémunération de la prime article se fait sur la base de la prime article topée.
· La rémunération de la prime article est acquise au vendeur lorsque celui-ci intervient dans la réalisation d’une vente rattachée à Darty Pro (Le directeur du magasin s’assure de cette rémunération).
· En cas d’échange technique, la prime article reste acquise au vendeur.
· En cas d’échange commercial, la prime article n’est plus acquise au vendeur à condition que le vendeur concerné soit encore en activité sur l’entreprise.
· Dans le cadre d’une retrocession, compensation premium article under the retrocession is with the seller who made the handover and is managed directly by the Store Manager (Retail Shop The Director ensures that remuneration).

ARTICLE 7:
It was agreed between management DARTY Provence Mediterranean and the unions that the seller's business, its grid of classification and pay system integrates a number of missions and duties of the position. They are, notably, without this list being exhautive defined below: • Relationship

customer service and interpersonal
• Knowledge of products and services
· Sale overall: major product, accessories, services, PSE, ...
· Cashing simplified and partial sales area of credit cards and checks. It was agreed that the seller does not realize or cashing case, neither the assets nor the refund or management problem encaisement. This partial collection and requires no self-limiting, no initiative, no additional liability from the seller. In this context, it was agreed that the non-repetitive and involuntary loss of a record of a check card or could not result in disciplinary action.
· Raise price ranges and records (it is said that travel costs are borne by the company).
° keeping the radius of merchandising and cleanliness, storage, price range, labeling, tracking non-exposed ...
• Knowledge and implementation of the Agreement of Trust

ARTICLE 8: Directorate
Darty Provence and the Mediterranean signatory unions agree that this agreement does not drop coefficient for all employees concerned.

ARTICLE 9:
This agreement will apply from 1 June 2006 is concluded for an indefinite period. It may be terminated by either signatory parties with three months notice and by registered letter with return receipt addressed to the other signatories and in accordance with the provisions of Article 132-8 of the Labour Code.

ARTICLE 10: Any provision
modifying the contents of this document, that would be an agreement among the parties, will result in the establishment of an addendum to this Agreement.


ARTICLE 11:
Before its implementation, the works council will be informed and consulted on the contents of this agreement.


ARTICLE 12:
This agreement will be filed in quintuplicate with the Departmental Labour, Employment and Vocational Training of Marseille and a copy to the secretariat of the Labour Court of Marseille.

Manufactured in Marseille, as many copies as required by law and there are parties, April 27, 2006


for Darty Provence Mediterranean
The Human Resources Director Mr.




Madam For Mr. CFTC For the CGT / FO




Mr. Mr. For For CGT CFDT





Mr. Mr.
For the CAT to the GSC