Created by law no. 2011-893 of July 28, 2011 known as the “ Cherpion ” law, the professional security contract (CSP) was the subject of the national interprofessional agreement of May 31, 2011 then of the Unédic convention on July 19 2011. This system, expiring on December 31, 2014 and extended until December 31, 2015, made it possible to define the procedures for using the CSP.
On January 26, 2015, the social partners signed a new agreement with the State under the terms of which the CSP system is renewed but is subject to modifications in order to guarantee its effectiveness. This new system entered into force on February 1 , 2015 and is subject to an approval procedure by the Minister of Labour.
Non-renewal of the system for fixed-term contracts and temporary contracts
Among the changes made to the CSP, it should be noted that, the experimental system allowing jobseekers at the end of a fixed-term contract, at the end of their temporary assignment or at the end of the worksite contract, to benefit from a CSP, provided that they have acquired rights to benefit from the return to work assistance allowance (ARE), is not maintained.
However, it is planned, on an experimental basis, that job seekers at the end of a CDD of more than six months will be able to benefit from a CSP in certain employment areas. The agreement does not specify the basins targeted. Duration of the CSP
The CSP is concluded for a maximum period of twelve months.
Work periods performed after the end of the sixth month of the CSP may allow the CSP to be extended for a period equal to all of these work periods within the limit of three additional months. Membership
In order to allow support for the beneficiary to begin more quickly, the membership file may be sent by the employer in two parts: the membership form on the one hand and the additional documents on the other.
Professional security allowance
The amount of the professional security allowance is reduced from 80 to 75% of the daily reference salary.
If this amount could not be less than the amount of the ARE to which the employee could have claimed, it is now provided that this amount cannot be greater than the amount of the ARE. Reclassification
The beneficiary of a CSP who finds a job before the end of the tenth month of the contract in the form of a permanent contract, a fixed-term contract or an interim contract of at least six months, leaves the system and can request the payment of a redeployment bonus equivalent to 50% of the remainder of his rights to the job security allowance.
When the beneficiary resumes employment before the end of the contract whose remuneration is lower than the previous remuneration, for the same duration of work, the requirement of a difference of at least 15% compared to the remuneration of his previous employment , to claim the benefit of a differential redeployment indemnity is not reproduced in the new agreement.
Employment and training during the CSP
The beneficiary of the contract may carry out as many periods of paid work as he wishes in the form of a fixed-term or temporary contract.
The duration of each work period is set at a minimum of three days instead of fourteen days previously and may not exceed six months in total. These work periods must nevertheless be validated beforehand by the beneficiary's senior adviser in order to check their consistency with the beneficiary's redeployment project.
Although it is still specified that the training courses that the beneficiary of the contract can follow are those which allow a rapid and lasting return to sustainable employment, it is now mentioned that the beneficiary of the CSP has access by right to all the training courses eligible for the personal training account, when the training corresponds to his professional project.
