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SRH/06-2011
Institut Laue-Langevin
SRH/06-2011
II.1.
Basic salary
On average, gross basic annual salaries (excluding allowances) at the ILL fall within the following wage brackets (where the three amounts correspond to the starting / mid-career / endof-career salary levels): for scientists: 45 000 / 59 400 / 70 400 for engineers and managerial administrative staff: 35 500 / 55 400 / 61 500 for technicians, depending on their level of qualification: 22 800 / 28 400 / 37 800 24 700 / 30 900 / 44 100 (senior technician) for
other categories of staff: - skilled workers, technical assistants &security guards: 20 900 / 25 800 / 33 600 - secretaries, administration officers and accountants: 24 700 / 29 200 / 38 900 The salary of new members of staff is fixed on the basis of a career assessment taking into account a number of important criteria, including qualifications, professional skills and experience, and of course the level of responsibility and technical expertise required by the post. The annual salary is paid in 13 monthly installments for non-cadre staff (non-managerial staff), and in 12 monthly installments for cadres (managerial staff).
II.2.
Productivity bonus In May of each year, ILL staff are paid a productivity bonus, which consists of a fixed lump sum paid to all staff members. For information, in 2010 the fixed lump sum amounted to 905.00 .
Institut Laue-Langevin
SRH/06-2011
Long-service bonus Basic salaries are increased by: 1 % for employees with a salary coefficient of 400 points or less, 0.5 % for employees with a salary coefficient of more than 400 points,
at the end of every year of actual presence in the form of a long-service bonus; this bonus is limited to 11 %, whatever salary advancements employees may have received. Payment of this bonus takes effect from the first day of the month during which the employee completes an additional year of service.
II.3. Allowances paid to certain categories of staff Depending on their personal situation, staff may be entitled to other allowances on top of their basic salary. Most of these allowances are described below. Family supplement Irrespective of the allowances received from the Caisse d'Allocations Familiales (see CAF or the section on Family Allowances and other benefits in the document Living in Grenoble), the ILL pays a monthly supplement to members of staff with at least two dependent children. The supplement is paid as follows: 2 children 3 children 4 children Per additional child 75.42 214.33 362.08 150.54
Family benefits Staff receive a specific allowance when they get married and for the birth of every child. Expatriation allowance The purpose of this allowance is to encourage non-French nationals to leave their country of origin or country of residence and come to work at the ILL. It is intended to compensate, to a certain extent, for some of the costs associated with expatriation in the short or medium term and for the social, cultural and emotional upheaval experienced by the expatriate and his/her family. The allowance is paid on a monthly basis and varies from 427 to 672 , depending on marital status (living alone or as a couple, with or without children). Its value is constant for the first ten years of residence in France. It is then reduced by 5 % per year over a period of 10 years. Adaptation allowance This is an allowance paid to encourage international mobility and is paid to those members of staff who have had to leave their country of origin and move to set up home in the Grenoble region.
Institut Laue-Langevin
SRH/06-2011
Combined with the expatriation allowance, it is intended to cover some of the many expenses associated with the change of residence resulting from the resettlement of the employee and his/her family in a new environment. It is paid at the start of the contract (one installment once the new member of staff has moved to Grenoble and a second installment upon his/her full appointment); it amounts to between 12 218 and 15 273 , depending on marital status (living alone or as a couple, with or without children). It should be noted that this allowance must be reimbursed on a pro rata basis if the contract is terminated by the staff member within the first three years. In the same way, if the ILL terminates the contract during the probationary period or for disciplinary reasons, a similar reimbursement must be made. Settling-in allowance A settling-in allowance is paid to French staff recruited from outside the Grenoble region (beyond a 50-kilometre radius around Grenoble) and who have been obliged to change their place of residence to come to work at the Institute. This allowance is intended to cover certain expenses in connection with temporary accommodation, settling in and administrative formalities associated with the arrival of the employee and his/her family in Grenoble. It is paid in two installments: a first installment once the employee has moved to Grenoble and a second installment upon his/her full appointment. It amounts to 3 200 or to 4 000 , depending on marital status (living alone or as a couple, with or without children). Allowance for unhealthy or dangerous work This is an allowance reserved for certain categories of staff. It is granted on the basis of the results of a study into the harmful conditions associated with certain work stations, the type of annoyances to which employees at these stations are subjected and for how long. It is paid on a monthly basis and ranges from 43.87 to 132.32 , depending on the work involved. Shift allowance and allowance for on-call duty These concern specific categories of staff, those working shifts in particular. Please contact us if you would like to know more details.
A valid identity card or passport is sufficient. You are no longer required to obtain a residence permit.
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You and your family are not from the European Union:
Institut Laue-Langevin
SRH/06-2011
A special procedure exists (law 98-349 of 11 May 1998) for highly qualified foreign researchers who come to work in a French higher education establishment or research institute. The Human Resources Service will contact you before your arrival date and provide you with a Convention d'accueil. You should take this document to your nearest French consulate, which will issue you with a scientist visa. To enable ILL to issue the convention, you must provide the Human Resources Service with full details of yourself (a photocopy of your passport), including your marital status and the names of the persons accompanying you, as well as the address and telephone number of the place to which you wish the convention to be sent. If you are to stay less than three months at the ILL you will not need a residence permit; this convention will suffice. If you are to stay longer than three months, the Human Resources Service (SRH) will help you with the administrative formalities. You will need to obtain a residence permit from the Grenoble Prfecture, which will be valid for one year (or less, depending on the length of your stay), and may be renewed. This will involve a medical check-up at the Grenoble Office Franais de lImmigration et de lIntgration (OFII). The cost of the whole procedure is 340 for scientists. A renewal will cost 85 . Scientists' partners must pay 340 to obtain their residence permit; a renewal will cost 85 . They must also sign a contrat daccueil et dintgration. Residence permits are not needed for children under the age of 18 years, but the Prfecture can issue travel documents for them at a cost of 30 .
IV.
To assist with the process of settling in Grenoble, the ILL offers all newcomers a free relocation and support service tailored to their individual needs. This service is provided by an external consultancy company called E-Mobilia. This company specialises in relocations. It offers newcomers the services of a personal advisor who speaks at least two foreign languages and is familiar with local conditions and the international context. Contact is made before new staff arrive and continues once they are in the area. Assistance includes the following: - finding the right accommodation to rent (in what is a rather difficult housing market): guidance for choosing and viewing properties, arranging for hotels, restaurants, hire cars etc., whilst accommodation hunting. - administrative procedures of all types: assistance with rental transactions and estate agents (rent contract, inventory, deposit, etc), arrangement of an appointment for opening a bank account, organising electricity, gas, water and telephone services. V. Removal costs and transport Staff on indefinite-term or 5-year contracts who are obliged to move to Grenoble following their appointment from homes outside the region (50 km from the Institute) are entitled to the reimbursement of their and their families transport costs. This also includes the removal costs of their goods and personal effects (provision of three price quotations from different removal firms - ILL will reimburse the cost of the least expensive quotation leaving the choice of firm up to the member of staff).
Institut Laue-Langevin
SRH/06-2011
Note that the removal operation must take place within one year of the start of the contract and proof of costs must be furnished before reimbursement. VI. Working hours and compensatory (RTT) leave In compliance with French legislation, the working week at the ILL is 35 hours and is organised as follows: Normal working hours are 8 a.m. to 4.30 p.m., i.e. staff work 7 hours and 43 minutes per day from Monday to Friday, with a lunch break of 47 minutes (there is an on-site staff canteen). A system of compensatory leave (rcupration du temps de travail - RTT) allows staff to recover, on a monthly basis, the additional time worked over and above the statutory 35 hours in the form of full- or half-days off. There are 23 RTT days per year for staff working full time. Some types of personnel, however, work special hours. These are mainly the members of the Reactor Division's Site Operations and Security Service, who work a shift cycle over several weeks. They are not covered by the RTT system.
Institut Laue-Langevin
SRH/06-2011
Time-saving account (CET) After a year of work at the ILL staff may open a time-saving account (compte-pargne temps CET), in which, under certain conditions, they can save their annual leave, RTT days, overtime, or other days due, for use at a later date. These accounts entitle staff to take paid leave, limited to up to three months if taken during active service, for either professional or personal reasons. The leave saved can also be used to bring forward the date of retirement.
Institut Laue-Langevin
SRH/06-2011
illness or accident (medical consultations and visits, medicines, dental and eye care, hospital treatment etc.) Joining this scheme is compulsory. The monthly premium, which currently costs 36 per person, is taken directly from the salary (membership of the scheme is free for children and/or partners).
XII. Insurance
Staff are entitled to preferential terms with the MAIF insurance company which can provide vehicle insurance, home and contents insurance, life insurance, and a retirement savings scheme. For more details, see the document: Living in Grenoble / Insurance.
Institut Laue-Langevin
SRH/06-2011
XIV. Travelling to and from work As part of the local company transport plan the ILL subsidises public transport season tickets. Generally speaking, ILL will cover 50 % of the cost of any annual or monthly ticket purchased by ILL staff members in their own name. For the SEMITAG and TransIsre buses and coaches, and on SNCF trains, there are special price reductions for staff from companies that have joined the local company transport plan. XV. Welfare officer The ILL welfare officer can help you and your family with specific administrative procedures (and with Grenoble's Caisse d'Allocations Familiales in particular), or with any professional, health or financial problems you may have.