Summary
Who could benefit from it?
This type of contract had been adapted to some profiles :
- all unemployed young people between the ages of 18 and 26, including those holding a consolidated employment contract, a solidarity employment contract as well as beneficiaries of work integration contracts in the overseas departments;
- any person under the age of 30, who was disabled or was not compensated (having less than 4 months of affiliation during the last 8 months) or not compensated under unemployment insurance.
Note: people on an apprenticeship, qualification, adaptation or orientation contract, in CES, CEC, city employment or who have concluded a contract with an integration company could chain one of these contracts with a youth employment contract.
What were the jobs on offer?
Youth employment contracts were intended to promote the development ofnew activities in the public sector and associationsactivities having a social, cultural, educational (educational assistants, school aids), sporting, local utility character and meeting new needs without competing with jobs in the public sector.
These jobs were offered by town halls, associations, rectorates… They could not be offered by individuals or private companies.
Note: specific security assistant missions with the National Police could be carried out by young people aged 18 to under 26, for a maximum period of 5 years.
What was the nature of the employment contract?
It was a private law contract, obligatorily written, subject to the normal rules of the Labor Code.
For local authorities and other legal persons governed by public law, the contract was fixed-term, full-time or, subject to derogation, at least half-time, for a period of 5 years with a trial period of 1 month, renewable once.
For other employers: a fixed-term contract of 5 years with a trial period of 1 month (renewable once) or a permanent contract.
This contract could be broken :
- at any time by agreement of the parties, gross negligence or force majeure;
- at the end of each of the annual periods, by the employee (respecting a notice period of 2 weeks) or by the employer if the latter has justified a real and serious cause. He then had to respect the period of notice and pay the employee an indemnity equal to 6% of the wages received within the limit of the last 18 months (10% for contracts entered into as of January 20, 2002).
What advantages?
- a work contract for a first job for young people, with remuneration at least equal to the minimum wage.
- flat-rate state aid for employers, corresponding to 80% of the gross minimum wage per job created over a maximum of 5 years.