Quétigny pharma plant sets 218-day package for 23 managers

The Société de Production Pharmaceutique et d'Hygiène (SPPH) of Quétigny has given its day-count working-time scheme a new legal base. The company accord on annual days-based packages (conventions de forfait annuel en jours), signed at Quétigny on 23 September 2026 with the CFTC union delegate, replaces the denounced amendment to the 11 May 2011 working-time accordLegifrance. It targets supervisory, management, expert and project-steering roles whose autonomy means their hours cannot be judged against a collective schedule; 23 employees meet the criteria at signature. The accord runs indefinitelyLegifrance and takes effect the day after filingLegifrance, replacing all prior same-subject provisions.

Only managerial staff (cadres) who are genuinely autonomous in organising their schedule, whose duties do not follow the team's collective hours, and who can freely distribute their activity subject to business needs may sign an individual packageLegifrance; classification, category or job title alone never suffices. Eligible posts are annexed and adapt after Comité Social et Économique information and consultation. Each package needs the employee's written agreement in the hiring contract or an amendment, and states the annual day count, the calendar-year reference (1 January–31 December), smoothed monthly pay, time-tracking and workload follow-up terms, disconnection terms and alert rights.

The full package is 218 days worked per calendar yearLegifrance, journée de solidarité included, assuming full paid-leave entitlement; missing leave days are added. Counting is in whole days only. Package staff are not subject to the statutory weekly hours or overtime rules, subject to mandatory lawLegifrance. Reduced packages may be agreed for work-life balance, illustrated at 196 days (90%), 174 (80%), 153 (70%), 131 (60%) and 109 (50%), with pay pro rata and the same workload, health, disconnection and alert guarantees.

Rest days bridge the calendar and the 218-day ceiling under a stated formula: calendar days minus weekends, public holidays falling on working days, accrued statutory leave and the package days. Staff request them in reasonable time after discussion with their manager; where monitoring shows too few rest days taken and the ceiling at risk, the employer may impose dates after discussion. Guarantees include 11 consecutive hours of daily restLegifrance, 35 hours of weekly restLegifrance, a 20-minute break once the day reaches six hours, and no more than six consecutive working days. Tracking runs in the Horoquartz software with weekly manager validation, plus HR indicator reviews.

Disconnection follows the company's disconnection accord: no duty to read or answer outside usual working periods except for duly justified exceptional business, safety or emergency needs, with managers promoting reasonable digital use. Any package employee may alert their manager or HR in traceable form over excessive load, abnormal day length, unmet rest, work-life imbalance, disconnection breaches or health risk; the company then holds a meeting within fifteen calendar days with a written report and tracked corrective measuresLegifrance. A specific annual interview covers load, day length, distribution, rest, organisation, work-life balance, disconnection, pay and resources. Absences treated as effective working time reduce the package pro rata; unpaid absences proportionally reduce rest days. Mid-year arrivals and departures are pro-rated with settlement on the last payslip. Saved-time (CET) rights can be banked under the CET accord without undermining health and rest guarantees. A four-party follow-up commission meets at least yearly on anonymised data, and the parties review implementation within two years. Legal basis: accord d'entreprise relatif à la mise en place de conventions de forfait annuel en jours of SPPH, Articles 1 to 20.