Thermal Ceramics lets shift staff fund part-time with C2P points

Thermal Ceramics de France concluded an establishment accord with the CFDT, CGT and CFTC union delegatesLegifrance setting how production-shop employees at Saint-Marcellin-en-Forez use Compte Professionnel de Prévention (C2P) points to move to reduced working timeLegifrance. Done on 5 March 2026Legifrance, the accord runs a fixed experimental two years from signatureLegifrance with no tacit renewalLegifrance. It covers shift production workers on 5x8 continuous and 2x8 semi-continuous rostersLegifrance who meet the statutory C2P entitlement conditionsLegifrance.

The accord creates no automatic rightLegifrance: using C2P points gives a right to request an arrangement, granted only within organisational, safety, continuity and critical-skills constraintsLegifrance and funded exclusively from the employee's available pointsLegifrance. Reduced hours must sit between 20% and 80% of the establishment's applicable working timeLegifrance, formalised in a temporary contract amendment stating duration, rate, schedule, points used and pay terms, with pay and social rights maintained per the regulations. HR forwards the file to the C2P managing body at least 30 days before the arrangement starts, and the employer may defer implementation up to 6 months by reasoned written decision.

Ordinary arrangements are a steady reduction over the cycleLegifrance, capped at 10 consecutive monthsLegifrance — indicatively 10 C2P points for an 80% schedule, about 300 calendar days. End-of-career annualised part-time leading straight to retirement sits outside the campaigns and the headcount targetLegifrance, with no duration limit beyond available pointsLegifrance: working time is spread over 10 to 12 consecutive months as a worked period followed by an unworked period before retirement, for example 30 points funding a 50% schedule as 6 months full-time then 6 months' rest. The accord's table scales from 10 points at 20% reduction to 40 points at 80% reduction, and an individual written agreement fixes the reference period, pay terms, retirement commitment and social effects.

Requests run through two yearly campaigns — filing in March with arrangements from July, and filing in September with arrangements from January — each examined individually, with refusals or deferrals reasoned in writing. Where demand exceeds capacity, published objective criteria prioritise, with care for safety-critical roles and indispensable 5x8 crews. The establishment targets minus one full-time equivalent per 5x8 team and minus one across the 2x8 special-products teams as a non-binding objective. A report goes to the CSE within two months after each campaign's processing period, covering requests filed, granted and refused, reasons, target consumption and organisational impact. The accord is subject to the standard filing and publication formalities.