The Communauté de Communes Touraine Val de Vienne concluded a company accord organising working time for the private-law employees of its Eaux et Assainissement régie, ratified by two-thirds of those employees in the absence of a Comité Social et Économique and signed at Panzoult on 9 July 2026. The backdrop is the prefectoral order of 5 June 2025 transferring the communes' water and sanitation powers to the intercommunal body from 1 December 2025: agents already in post kept their public-law status while staff recruited afterwards fall under private law
Legifrance, and the accord gives the latter an annualised working-time scheme with rest days mirroring what already exists for public agents. Concluded under articles L.2232-21 and L.2232-22 of the Code du travail, it runs for an indefinite term from the day after completion of the article L.2232-29-1 filing formalities, and replaces all prior contractual provisions and practices on the same subjects.
Working time is annualised over the calendar year, 1 January to 31 DecemberLegifrance, on a flat 1,607-hour annual reference including the journée de solidaritéLegifrance for a full-time employee present all year with full leave rights. Staff in principle work 37 hours 30 minutes per week, Monday to Friday, and hours actually worked each week between 35 hours and 37 hours 30 minutes earn compensatory rest days (JRTT) instead of overtime payLegifrance; only hours above 37 hours 30 minutes a week at the employer's request, plus hours above 1,607 at year-end net of weekly overtime already paid, count as overtimeLegifrance. For 2026 the accord illustrates 227 theoretical days worked yielding 15 annual JRTT days. JRTT accrue only for hours actually worked in the 35 to 37.5-hour bandLegifrance: a week below 35 hours of effective work earns none, except for absences the law treats as effective working time such as training during working hours, staff-representative time credits, safety training, mandatory occupational medical visits, travel between two workplaces and on-call travel. Sickness, work accidents, public holidays not worked, unpaid leave and maternity leave do not count. JRTT are taken as full or half days by 31 DecemberLegifrance with 15 calendar days' notice, may be attached to paid leave, and are lost if still untaken after a formal demand; a check runs three months before year-end. Pay is smoothed at 151.67 hours a month, and part-time staff may opt for the annualised scheme with prorated JRTT or stay on ordinary weekly or monthly part-time without JRTT.
The annual overtime quota is raised to 420 hours per full-time employee per yearLegifrance, with a flat 25% premium for every overtime hour whether paid or taken as compensatory restLegifrance, and the employer may unilaterally schedule that rest in low-activity periods. Daily working time is capped at 10 hours, exceptionally 12 hours for increased activity or organisational reasons such as emergency network repairs or on-call call-outs, and the 12-week average weekly maximum is set at 46 hours under the article L.3121-23 derogation.
Paid leave moves to the calendar year: both accrual and taking run from 1 January to 31 December of year NLegifrance, counted in 5-day working days, with leave in principle taken and cleared by 31 December and lost afterwards except where the law grants carry-over for maternity, adoption, parental or family-care leave or sick leaveLegifrance. The leave period must always include 1 May to 31 October. The accord provides for filing with the DREETS and the Tours conseil de prud'hommes, with annual follow-up meetings between management and the signatory employees.
Run the régie's private-law staff on 37.5-hour weeks with JRTT rest days toward 1,607 hours a year, count overtime only above that line at 25%, and clear leave and JRTT by 31 December.
