The work-study program, between work and theoretical teaching, allows you to train first and foremost in a job. Before to embark on the path of apprenticeship, it is necessary to fully understand the mechanism of this one training system and its interest.
What does apprenticeship correspond to?
The apprenticeship training system combines a theoretical learning phase in the establishment of training and professional practice in a company. This system is attractive and constitutes an excellent means of professional integration.
All our training courses are offered :
In Initial Training : This is a classic formula, corresponding to students status. The alternation between courses and internship periods is reinforced by professional actions on the ground. This formula concerns you if you wish to progressively move towards the world of work.
In work-study training, by apprenticeship contract or professionalization contract or work-study contract : his is a specific type of contract which can take the form of a CDD or CDI.
Training young people through work-study programs is the priority of our school. This is the path of a strong and involving commitment.
Based on the law of May 4, 2004 relating to vocational training, the professionalization contract is a work-study contract concluded between an employer and an employee as an employment contract. It thus replaces the qualification, adaptation and guidance contracts.
In the context of continuing education, professionalization contracts enable professional qualifications to be obtained (diplomas, professional qualification certificates, titles, etc.) recognized by the State and / or professional institutions in continuing education.
The professionalization contracts aim to integrate young people and adults into society or to re-employment, and to give access to recognized professional qualifications :
- Diploma or professional title registered in the National Directory of professional certifications - RNCP.
- Branch or inter-branch vocational qualification certificate (CQP).
- Qualification recognized in the classifications of a national collective agreement.
For who ?
The professionalization contract is aimed at young people aged 16 to under 26 and job seekers aged 26 and over who wish to acquire a professional qualification.
On the employers' side :
All private law employers subject to the funding of continuing vocational training, with the exception of the State, local authorities and their public administrative establishments.
Les établissements publics industriels et commerciaux (par exemple, la RATP, la SNCF, l’Office national des forêts) assujettis au financement de la formation professionnelle continue et les entreprises d’armement maritime peuvent conclure des contrats de professionnalisation.
What contracts and working conditions for the professionalization contract ?
The professionalization contract can be concluded as part of a fixed-term contract or as part of a CDI.
Lorsque le contrat est à durée déterminée, il doit alors être conclu pour une durée comprise entre 6 et 12 mois.
This period can be extended directly to 36 months for :
- Young people aged 16 to 25 who have not completed upper secondary education and who do not hold a technological or vocational education diploma.
- Young people aged 16 to 25 and job seekers aged 26 and over, as long as they have been registered for more than a year on the list of job seekers maintained by Pôle emploi.
- Beneficiaries of RSA, ASS, AAH or leaving a single integration contract.
The contract can also be concluded within the framework of a contract of indefinite duration. In this case, the rules of maximum duration (12 or 24 months) relate to the period of professionalization action, that is to say the first phase of the contract which is carried out alternately, at the end of which the employment contract continues within the framework of an indefinite-term employment contract under ordinary law.
Whatever the form of the contract (fixed term or CDI), the contract may include a trial period which must be mentioned in the professionalization contract; this trial period meets the regime provided for by the Labor Code as the case may be for a CDD or a CDI.
The holder of a professionalization contract is a full employee. As such, the laws, regulations and the collective agreement are applicable to him under the same conditions as to other employees, insofar as their provisions are not incompatible with the requirements of their training.
The amount varies depending on the beneficiary's age and initial level of training.
Level of training or qualification before the professionalization contract
|age||Level IV non-professional title or diploma or lower professional title or diploma||Professional title or diploma equal to or higher than the baccalaureate or higher education diploma|
|Under 21||At least 55% of the minimum wage||At least 65% of the minimum wage|
|21 to 25 years old||At least 70% of the minimum wage||At least 80% of the minimum wage|
|26 ans et plus||At least the minimum wage or 85% of the conventional minimum wage of the branch if more favorable||At least the minimum wage or 85% of the conventional minimum wage of the branch if more favorable|
Amount of training costs under Professionalization Contract
ESTYA operates as a priority by subrogation of training costs directly with the body (OPCA) to which the company pays its contributions for the work-study program (0.1 and 0.3%).
The apprenticeship contract is a work-study contract. Your functions are therefore shared between the company that employs you and ESTYA the establishment where you take your courses.
Within ESTYA you can sign an apprenticeship contract as part of a training course from BAC+2 to BAC+5.
It is an employment contract concluded between an employer and an employee. Its objective is to allow a young person to follow a general training at ESTYA, theoretical and practical, with a view to acquiring a State diploma (BTS, License, Master, etc.) or a professional title registered in the national repertoire. professional certifications (RNCP), including all professional titles under the responsibility of the ministry responsible for employment.
The apprenticeship contract is a work-study contract and an employment contract concluded between an employer and an employee. Its objective is to allow students to follow a general training at ESTYA, theoretical and practical, with a view to acquiring a State diploma (BTS, License, Master, etc.) or a professional title registered in the national directory of professional certifications (RNCP), including all professional titles under the authority of the ministry in charge of employment.
Your functions are therefore shared between the company that employs you and ESTYA the establishment where you take your courses.
For which employers and for which young people ?
Any private sector company, including associations, can hire an apprentice if the employer declares that they are taking the necessary measures to organize the apprenticeship. As such, the employer must ensure in particular that the company's equipment, the techniques used, the working conditions, health and safety, the professional and pedagogical skills of the apprentice master are such as to allow satisfactory training.
Temporary employment companies can also recruit on an apprenticeship contract. A company can also use the apprenticeship contract for the exercise of seasonal activities.
For who ?
Young people aged 16 to 29.
Certain groups of people can enter apprenticeships beyond the age of 29: apprentices preparing for a diploma or title higher than that obtained, disabled workers (without age limit), people with a plan to create or take over a business.
To facilitate the training of young people with disabilities, certain rules of the apprenticeship contract are amended on the following points :
- The duration of the contract and the working time
- Program of the training.
In addition, the age limit for concluding an apprenticeship contract is not applicable when the contract is signed by a person recognized as a disabled worker and who benefits from the recognition of the status of disabled worker ( RQTH).
What working time ?
The apprentice's working time is identical to that of other employees. The employer must allow the apprentice to follow the professional theoretical courses. This time is included in the actual working time and remunerated as such.
TO NOTE : The working hours of apprentices under the age of 18 are increased in certain sectors of activity so that they can work up to 40 hours per week and ten hours per day under certain conditions of compensation, against 35 hours per week and eight hours a day ago. This provision applies to contracts concluded from January 1, 2019 in the following business sectors :
- Activities carried out on building sites;
- Activities carried out on public works sites;
- Creation, development and maintenance activities on landscaped areas.
What remuneration ?
The apprentice receives remuneration that varies according to his age; in addition, his remuneration increases with each new calendar year of execution of his contract. The statutory minimum wage received by the apprentice corresponds to a percentage of the minimum wage or minimum wage (minimum wage for the job held) for people 21 and over.
For contracts concluded from January 1, 2019
|Year of performance of the contract||Apprentice under 18||Apprentice aged 18 to 20||Apprentice aged 21 to 25||Apprentice aged 26 and over|
The alternate internship agreement is relatively little known and is rarely promoted. However, work-study contracts are not just about apprenticeship and professionalization contracts.
Today, this device can provide access to the business world and facilitate the professional integration of young people.
The alternate internship agreement is aimed in particular at students of all levels of higher education.
The schedule is in fact built according to theoretical and professional periods according to the course calendars.
The signing of the agreement is tripartite: the student, the company and the school agree on the intern's training conditions, his mission and his remuneration. The tutor then appointed must fully fulfill his role of supervision and communication. However, whether in a company or at school, the trainee reports directly and exclusively to the head of his training establishment.
For companies :
Any company or association can become a signatory of a work-study internship agreement. The definition of a work-study internship does not in fact require any special authorization.
As assistance, the company benefits in particular from the training tax credit as part of its expenses relating to the hosting of a student or a deduction of internship fees and allowances from professional tax.
Another advantage to highlight with companies: the agreement makes it possible from time to time to compensate for a shortage of staff, or even to build a real post-internship recruitment plan.
The advantages for the student :
For his part, the trainee preserves all the benefits of his student status: access to the Crous, to the university canteen, to the student mutual health insurance, etc.
Its gratuity is compulsory when the internship lasts for more than two non-consecutive months during the same school or university year, ie 44 days of presence in the host organization.
The hourly amount is then set at 15% of the hourly ceiling for social security (i.e. € 3.75 per hour) or the branch agreement. Gratuity may also depend on extensive professional agreement. This remuneration generally varies from 30 to 70% of the minimum wage.
In the event of a work accident, the trainee contributing to Social Security is automatically covered. It is thus covered, whatever the risks incurred in business or on the way to work. In addition, he is free to change companies at any time, without being excluded from courses, unlike some other work-study arrangements. In addition, the trainee can benefit from part of his school holidays.
Internships cannot exceed six months :
Finally, it should be noted that the duration of the internship (s) carried out by the same intern in the same company cannot exceed six months per year of teaching, including renewal.
Here again, in the case of a work-study internship, the maximum duration is set at six non-consecutive months per year of teaching. A day of presence is counted from seven hours spent in the company, and one month is equivalent to 22 days of presence. The maximum duration of an alternating internship is thus 132 days, or 924 hours of actual presence in the host organization.
The work-study program makes it possible to design a complete professional project thanks to qualifying training and concrete experience in a company. The advantages of work-study programs are as follows :
- Obtain a diploma or a qualification from a wide choice of professions
- Benefit from free training fees
- Putting theoretical lessons into practice
- Benefit from the advantages of both employee and student status
- Be paid, during your training as an employee
- Access to employment more easily, thanks to the professional experience acquired in a company..
ESTYA prepares & helps the Student to find a work-study program in a Company
The Company pays the Student a salary
The Company pays the student's tuition fees to ESTYA’
The ESTYA school is committed to supporting you in the work-study or internship search procedure from your acceptance to the school and until the signing of your contract or agreement.
By organizing exchange workshops between students who have already obtained a work-study program with those who are still in active research and by setting up «job forums» as well as its platform, ESTYA allows students to refine their work-study research. and internship and prepare them for the various interviews.
The ESTYA Job Matching platform made available to students is accessible at the following link: https://www.estya.io/
This platform gives students the opportunity to centralize access to posted offers. It is also used to monitor the smooth running of the work-study program.
Any Company subject to corporation tax or income tax
Pay the apprenticeship tax to ESTYA Before 05/31/2020
ESTYA Education seeks to provide a practical learning experience for students through our innovative teaching opportunities, a strong global focus, and 21st century skills adapted to the business environment.