Staff Working Hours Agreement Quiz

The general working day for most employees is 1,519 hours annually, with a flexible schedule averaging 35 hours per week.

The standard workday is divided into a fixed part and a variable part. The fixed part requires mandatory attendance from 9:00 to 14:00, while the variable part allows flexibility within certain time ranges.

The fixed part of the workday is mandatory, meaning employees must be present from 9:00 to 14:00. This is to ensure core working hours are covered.

The variable part of the workday allows employees to adjust their hours within certain time ranges, promoting flexibility for family and work reconciliation.

Employees in special positions with specific complements B or C have a longer workday of 1,627.5 hours annually, averaging 37.5 hours per week.

For special dedication roles, the maximum morning shift hours are capped at 32.5 hours per week, with the remaining hours worked in the afternoon.

During June to September, special dedication staff can work a maximum of 35 hours in the morning shift, accommodating potential seasonal demands.

The afternoon schedules for special dedication positions can be adjusted based on service needs and negotiated under applicable regulations.

Employees with specific responsibilities who are not eligible for the reduced workday option of 9:00 - 14:00.

A fixed reduction of the workday for employees caring for a child under six, elderly person, or disabled individual due to age, accident, or illness.

A reduction of the workday to 9:00 - 14:00, granting employees 75% of their regular salary.

Employees caring for dependents are eligible for workday reduction, with specific payment percentages based on the reduction level.

The total number of weekly working hours is adjusted based on the type of work schedule.

Two or more employees in the same center cannot simultaneously use the workday reduction benefit for the same reason.

These specific workday reductions are not compatible with each other, only one can be utilized at a time.

Employees may be granted a reduced workday, provided it is compatible with their job duties, workplace needs, and approved by relevant authorities.

Employees are entitled to a legal amount of vacation days annually, which can be adjusted proportionally for those with less than a year of service.

Employees can request to take their vacation in chunks of at least five consecutive working days.

Up to 5 working days can be taken as vacation at any time during the year, with approval from authorized personnel.

The number of vacation days increases based on years of service, reaching a maximum of 26 days after 30 years.

Employees in centers located in regions with large festivals receive a one-hour workday reduction during the festival week, adjusting to service needs.

If the work reduction can't be taken during festival weeks, employees can negotiate alternative dates with their center management.

Information on the number of employees utilizing reduced work schedules is provided quarterly, along with the center they provide services in.

Authorizations for work reductions are handled by the relevant ministry staff, who then relay the information to the General Directorate.

Employees are granted two extra days of leave for personal matters upon completing their sixth three-year period of service. This allowance increases by one day for every additional three-year period met after the eighth.

Saturdays are not counted as working days for the purpose of calculating leave time.

Employees who haven't completed a year of service are entitled to a prorated number of leave days based on their service time.

If your planned leave overlaps with time off due to pregnancy, maternity, etc., you can reschedule your leave for a different date.

If leave cannot be taken in the same year due to maternity, illness, etc., it can be carried over and taken the following year.

After returning from a leave of absence related to illness, pregnancy, or other qualifying reasons, your pending leave from the previous year can be taken immediately and uninterrupted.

When leave time coincides with a period of temporary incapacity, the leave can be taken after the incapacity ends, within a maximum of 18 months from the end of the year it was initially granted.

If a maternity, illness, or other qualifying leave situation arises while you are on vacation, your leave will be interrupted and the remaining time can be taken later.

Public officials are entitled to a minimum of 22 working days of paid vacation per year. For shorter service periods, the vacation days are proportionally adjusted. Saturdays are not counted as working days, but exceptions may apply for special schedules.

When maternity leave, temporary disability, lactation or pregnancy risks affect vacation enjoyment during the calendar year, the vacation can be taken after the year ends, but within 18 months.

Public officials leaving service before utilizing their vacation will receive a cash payment for the proportional days they were entitled to.

The vacation schedule is determined based on service needs and requires staff to submit their desired vacation periods before April 1st each year.

If service needs require a vacation change with a three-month advanced notice, the affected official is entitled to payment of related expenses with supporting documentation.

When service needs dictate, centers may close between June 1st and September 30th.

Centers where the nature of the service requires vacation in months other than June to September, staff are guaranteed to enjoy this period on a rotating basis every two years.

A mother breastfeeding a child under 12 months old is entitled to a one-hour break, divisible into two portions, or a 30-minute reduction at the start and end of the workday, or a one-hour reduction at either end. This benefit is non-transferable.

If a mother has given birth, adopted, fostered, or taken guardianship of a child, she can take a leave lasting as long as the birth leave or equivalent time after the childbirth.

Parents of premature or hospitalized infants are entitled to a two-hour paid absence per day or a two-hour workday reduction with proportional pay.

An employee with direct care responsibilities for a child under 12, an elderly person needing care, or a disabled individual not performing paid work can request a workday reduction with corresponding pay reduction.

Employees can request a 50% workday reduction with full pay for caring for a first-degree relative, and a reduced pay for caregiving up to the second degree of consanguinity or affinity.

This type of leave substitutes lactation leave with a paid leave accumulating full working days, available after birth leave or equivalent period.

This refers to the leave available for mothers after giving birth, adoption, guardianship, or fostering, which can be prolonged proportionally in cases of multiple births, adoptions, guardianships, or fostering situations.

The leave is a personal right and cannot be transferred to another parent, adopter, guardian, or foster parent.