Question 1

What is the SMIG (Guaranteed Interprofessional Minimum Wage) in Mali?

Accepted Answer

The minimum wage in Mali is set by decree and revised periodically. It applies to all employees regardless of sector or company size. To find out the current amount, consult the latest decree published in the Official Journal of the Republic of Mali, or contact the APPM experts, who continuously monitor regulatory developments.

Question 2

Temporary Layoffs

Accepted Answer

Which employees can be placed on temporary layoff, and which ones cannot?

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La femme en congés de maternité peut-elle être mise en chômage technique?

Au cas où la femme est en congé de maternité, vous ne pouvez prendre aucune disposition la concernant. Le congé de maternité est une suspension légale du contrat de travail (à la charge de l’INPS ), Article D.86-27 du Code du travail.

Y’a t-il une catégorie d’employé qui ne peut pas faire l’objet d’envoi en chômage technique?

Oui, le contrat de travail est suspendu pendant l’indisponibilité du travailleur résultant d’un AT (Accident de Travail) et pendant le repos de la salariée bénéficiaire d’un congé de maternité dans les conditions prévues par la législation en vigueur, Article D.86-27 du Code du travail.

La durée du chômage technique est-elle renouvelable?

Non, elle est de 3 mois non renouvelable.

Le recourt au chômage technique pour le syndicaliste pose t-il un problème? faut-il une procédure spéciale pour le mettre en chômage technique?

Le recours au chômage technique pour un syndicaliste ne pose de problèmes si vous respectez les procédures suivantes :

Si votre salarié est un salarié protégé (détenant, par exemple, un mandat de représentant du personnel), vous êtes tenu de demander l’autorisation de l’inspecteur du travail avant de le mettre en chômage technique ou de le licencier pour motif économique.

Est-ce qu’un salarié peut refuser d’aller en chômage technique ?

Non, un salarié ne peut refuser le chômage technique. S’il refuse, l’employeur se retrouve dans l’obligation de le licencier pour motif économique.

Nb : Après, le départ en chômage technique, l’employeur ne peut pas ordonner d’effectuer des heures supplémentaires pour les salariés du même poste.

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Question 3

How are the employer's INPS and CANAM contributions calculated?

Accepted Answer

INPS (National Institute of Social Security) : - Family benefits: 8% of gross pay - Workplace accidents: between 1% and 5%, depending on the sector - Employer’s share of pension contributions: 7.4% of gross salary CANAM (National Health Insurance Fund) : - Employer’s share: 4.48% of gross salary - Employee contribution: 1.52% (deducted from the employee’s salary)

Question 4

Calculating Time Frames: Are All Days Business Days?

Accepted Answer

A time period can be calculated in business days , working days , clear days , or calendar days. Calendar Days Calendar days are all the days that make up the calendar of the calendar year. There are 365 calendar days in a year (366 days in leap years) and 7 per week. Business days Business days are all days of the week except: The weekly day off, which is generally Sunday; Legal holidays observed as non-working days by your company. There are therefore 6 business days in a week that does not include a public holiday. Worked days Working days refer to the days actually worked at the company. In most cases, this is Monday through Friday, inclusive, excluding public holidays, which are usually non-working days.  Most often, a week without public holidays consists of 5 days. Full days A full day is a complete day lasting from 12:00 a.m. to 11:59 p.m.

Question 5

What is the legal procedure for terminating an employee with a permanent contract in Mali?

Accepted Answer

1. Notice : A registered letter summoning the employee to a preliminary interview. 2. Preliminary Meeting : The employee may be represented by a staff representative. 3. Notification : Letter of termination stating a valid and serious reason. 4. Notice period : 1 to 3 months, depending on job category and length of service. 5. Compensation : Statutory severance pay if the employee has been with the company for at least 1 year.

Question 6

Rules of Procedure: Filing and Publication

Accepted Answer

When drafting the internal regulations, you must follow several formalities.

Once drafted (or amended), you must submit them for consultation with the union committee, as well as with the Health, Safety, and Working Conditions Committee (CHSCT) regarding workplace health and safety. Failure to do so renders the internal regulations null and void. They will therefore not apply.

Following this consultation, you must complete the formalities for filing and publishing the internal regulations.

You must also submit two copies to the labor inspector, along with the opinion of the employee representatives.

The internal regulations must also be made known, by any means, to individuals who have access to the workplace or the premises where hiring takes place.

Please note: if any of these formalities are not completed, the internal regulations are considered unenforceable against employees. You will not be able to rely on their content to make a decision, such as a disciplinary action. Thus, a disciplinary termination will be deemed to lack real and serious cause.

It is therefore very important to follow the procedure and keep all documentation proving that you have complied with the various steps. In the event of a dispute, if an employee challenges, for example, the posting of the internal rules, it will be up to you to provide proof that this formality was fulfilled.

Question 7

Which employees are eligible for temporary layoffs?

Accepted Answer

All employees may be placed on temporary layoff, with the exception of the following categories: - Women on maternity leave : Maternity leave is a separate legal suspension (Article D.86-27). - Employees on leave due to a work-related injury . - Protected union representatives : prior authorization from the labor inspector is required.

Question 8

Rules and Regulations

Accepted Answer

The internal regulations are an internal document drafted by the employer and submitted to the employee representatives for review prior to approval by the labor inspectorate. They constitute a true charter for the parties to the contract.

The content of the internal regulations is limited exclusively to:

Measures relating to the technical organization of work and any exceptional arrangements that may be associated with it;
The terms and conditions for the payment of wages in accordance with Mali’s labor laws;
General and permanent rules regarding discipline, including the nature and severity of disciplinary actions that the employer may impose;
Rules concerning health and safety.

Please note: You must provide proof to the labor inspector that the internal regulations have been filed for approval in order for them to be enforceable against employees.

The draft internal regulations, prepared in duplicate, along with a copy of the employee representatives’ comments, are submitted to the labor inspector for approval.

They take effect 20 days after approval by the labor inspector.

In the event of a dispute, it is up to the employer to provide proof of filing. Otherwise, the rules are not enforceable against employees.

Conditions for the Validity of the Internal Rules

The business owner must communicate the draft internal regulations to the employee representatives, if any; otherwise, to the staff representatives. This communication must be made by delivering a copy of the draft internal regulations via any method that certifies the communication and establishes a definite date.

Within fifteen days of receiving the copy of the draft internal regulations, the employee representatives must submit their comments in writing to the company’s management. Failure to respond within the prescribed time limit constitutes approval.

Compliance with the Internal Regulations

Upon the date of their entry into force, the internal regulations apply to all company employees; violation of their provisions results in disciplinary actions, which are, moreover, set forth in the internal regulations.

Sanctions range from a warning to termination, including suspension not exceeding eight (8) days and a reprimand.

However, it is prohibited to impose fines or direct or indirect financial penalties.

New Provision

Internal rules are mandatory for any company employing at least 10 employees.

What should be done if an employer imposes disciplinary actions in the absence of internal rules and regulations?

In principle, the employer must refer to the internal rules when imposing disciplinary actions. However, if it turns out that no such rules exist, this violation may result in a penalty imposed by the labor inspector.

The absence of internal rules cannot prevent the business owner from imposing disciplinary action, given the discretionary authority granted by law regarding the technical organization of work and disciplinary measures.

Terminology

Discriminatory clauses: The internal rules may not include provisions that discriminate against employees on the basis of their gender, family status, or political or religious beliefs.

Disciplinary Procedure:An employer may not impose a disciplinary sanction on an employee without first hearing the employee’s side of the case regarding the allegations against them in the presence of a staff representative or after providing the employee with a request for an explanation to be submitted in writing within a minimum response period of 48 hours.

Question 9

Can the duration of temporary layoffs be extended?

Accepted Answer

No. Temporary layoffs are limited to three consecutive months and cannot be extended. Upon expiration, the employer must either resume normal operations or initiate a redundancy procedure.

Question 10

Under Mali's current labor law, each employee belongs to a specific category. How are these categories determined?

Accepted Answer

These categories are determined based on the content of each position—in other words, the job description. Does the APPM place all staff members in the same category?  No Holders of the following credentials: the Certificate of Professional Competence (CAP),  Categorizations are not based on the level of the degree. a Low-Voltage Technician Certificate (BT) from a vocational school,  Categorizations are not based on educational levels. A two-year college degree (BAC+2), etc.—shouldn’t these be classified differently?  The classifications are not based on degree levels .

Question 11

When are house rules required?

Accepted Answer

Internal rules and regulations are mandatory for any company with at least 10 employees . They must be approved by the labor inspector before taking effect.

Question 12

Physical Inability to Work and Vocational Rehabilitation

Accepted Answer

Physical incapacity refers to an employee’s inability to perform the duties of their job, particularly as a result of an accident or illness. It is assessed by the occupational physician based on the employee’s specific job and taking into account the possibilities for adapting that position. The physician must also consider the possibilities for reassigning the employee to another position within the company. Types of physical incapacity: Total physical incapacity; Partial incapacity; Temporary physical incapacity; Permanent physical incapacity. Concepts Related to Physical Inability: Physical incapacity is not the same as disability; Disability is a concept specific to Social Security, unlike physical incapacity, which falls under labor law.  Physical incapacity is not the same as disability; Incapacity is a concept specific to Social Security, whereas physical incapacity falls under labor law.  Physical unfitness is not occupational incapacity. The occupational physician does not assess the employee’s professional capacity. The physician only determines the employee’s physical fitness. The employee’s professional capacity—that is, their competence—is assessed solely by the employer. Contact APPM to learn more.

Question 13

What formalities must be followed to establish internal rules?

Accepted Answer

1. Consult with the employee representatives (failure to do so renders the decision null and void). 2. Submit two copies to the labor inspector along with the representatives’ opinions. 3. Post the regulations on the company’s premises. The regulations take effect 20 days after the inspector’s approval .

Question 14

Standard or category-based monthly base salaries?

Accepted Answer

In Mali, basic monthly wages are set by collective bargaining agreements or by job category. 1. Collective Bargaining Agreement Base Wage The collective bargaining-based base salary is the minimum wage associated with a specific category. It is the employee’s recurring compensation. It is determined by law or by a collective bargaining agreement. It is subject to taxes and social security contributions. Subject to review, it is considered fixed at each pay period. Contractual Wage = Contractual Base Wage (as specified in the collective bargaining agreement) + various statutory supplements + mandatory statutory bonuses and allowances + optional, non-mandatory bonuses and allowances + the salary top-up, which is an adjustment account used to reach the market rate or the gross or net pay agreed upon between the employer and the employee.  2. Category-Based Base Wage The category-based base salary is also the minimum wage associated with a category. It is set by the employer and recorded in a document, such as an Establishment Agreement signed by the Minister of Labor following a transposition, or a proposal for a monthly base salary from the employer that raises the level of the collective bargaining scale. It is subject to tax and social security contributions.  Any base salary granted outside the scope of a collective bargaining agreement must be set forth in an Establishment Agreement or Company Agreement approved by the National Director and the Minister of Labor following discussions between the two parties (worker representatives and the employer).  Furthermore, some NGOs, projects, and bilateral and multilateral cooperation agencies use category-based base salaries that are higher than those in collective bargaining agreements without having an Establishment Agreement, which is a violation. However, since this practice benefits the employee, labor authorities do not consider it a problem. Category-based base wage =: Category-based base wage (as specified in the Establishment Agreement) + mandatory and legally required bonuses and allowances + optional, non-mandatory bonuses and allowances = GROSS. How to proceed: You must apply the standard base wages set by collective bargaining agreements if you do not have an Establishment Agreement, while rounding up with additional pay to reach the amount you actually wish to pay. However, for any increase or adjustment related to the monthly base salary, you must add together this base salary and the salary supplement, which share the same characteristics and are both subject to tax and social security contributions. Contact APPM to set yourself apart.

Question 15

How are employees' job categories determined?

Accepted Answer

Job categories are determined based on the actual duties of the position held, not on the employee’s degree or academic qualifications. Thus, a degree (CAP, BT, BAC+2) does not automatically entitle an employee to a higher category. It is the nature of the tasks actually performed that determines the classification.

Question 16

What is the difference between an employee and a worker?

Accepted Answer

Contact APPM to set yourself apart.

Question 17

How do you calculate a time limit under Malian labor law?

Accepted Answer

A time limit can be calculated in four ways, depending on the applicable text: 1. Calendar days : every day of the year (365 days). 2. Business days : all days except Sundays and holidays (6 days per week). 3. Working days : days actually worked at the company (5 days per week). 4. Full days : days from 12:00 a.m. to 11:59 p.m., excluding the first and last days.

Question 18

Can a fixed-term contract (CDD) be terminated for serious misconduct?

Accepted Answer

To be considered serious, the misconduct must be of such significance that it makes it impossible for the employee to remain with the company, even during the notice period. It is up to you to determine whether the misconduct constitutes serious misconduct and whether the employee must leave the company. If so, you must act quickly. To terminate a fixed-term contract for serious misconduct, you must follow the applicable disciplinary procedure. Contact APPM to set yourself apart.

Question 19

Can business use be restricted to a single employee?

Accepted Answer

To be considered a benefit, a perk must, among other things, meet a criterion of generality. That is to say, it must be granted to all employees or to an objectively defined homogeneous category. This criterion is also considered satisfied when the relevant category consists of only one employee. To challenge the existence of a company practice, the benefit granted must meet three cumulative criteria: Generality: all employees, taken as a whole, or certain employees grouped into an objectively defined category, benefit from the benefit; Consistency: the benefit is granted on a recurring basis; Fixed nature: the conditions for granting the benefit and, where applicable, for calculating it, remain unchanged over time. Once established, the company practice has the force of law. As a result, you are required to ensure its application. Failure to comply with this obligation entitles your employees to take legal action. Can a company custom be revoked? Customary practice does not constitute a so-called “precarious” source of law under Malian law. It cannot be abolished at will because it constitutes an acquired right.  Pour éviter de se faire gruger, contactez APPM pour vous démarquer.

Question 20

Can a degree level justify a potential difference in treatment if it attests to specific knowledge that is useful for performing the job?

Accepted Answer

Simply listing a higher degree on a resume is not sufficient to justify a pay difference. To justify a pay disparity, the degree must demonstrate specific knowledge relevant ¨NBSP; to the performance of the employee’s job duties .

Question 21

Can unequal treatment be justified on objective and relevant grounds?

Accepted Answer

As an employer, you are responsible for ensuring equal treatment within your company. Therefore, you must ensure that employees who perform the same work or work of equal value receive equal pay. However, you retain the right to establish a pay differential if it is justified by objective and relevant reasons that legitimize unequal pay.

Question 22

Can length of service justify a difference in treatment?

Accepted Answer

Equal pay for equal work. However, objective and relevant factors may justify a difference in treatment. Length of service is one such criterion that can justify a difference in pay if you pay a seniority bonus. Principle of Equal Pay: For the same work or work of equal value, you are required to ensure equal pay for all employees. Work that requires a comparable set of skills from employees is considered to be of equal value. The “equal pay for equal work” principle does not prohibit differences in pay if they are based on objective, relevant, and verifiable factors that are unrelated to any form of workplace discrimination. Consult APPM to avoid being shortchanged.

Question 23

Can paid leave be suspended in the event of illness?

Accepted Answer

If an employee falls ill during vacation or paid time off, the company considers the employee to be on vacation rather than on sick leave. Consequently, illness does not interrupt the vacation period. Unless the employer agrees otherwise or a collective bargaining agreement provides otherwise, the employee may not extend their vacation by the duration of their illness, nor are they entitled to any remaining vacation days. They must return to work on the scheduled date. Good to know: If an employee falls ill before the scheduled start date of their paid vacation, they are considered to be on sick leave. Their vacation start date will be automatically postponed, and they may request to take their vacation days at a later date.

Question 24

Can you work while on paid vacation?

Accepted Answer

In principle, employees may not work during their paid leave, whether for you or for another employer. Nor may you substitute the taking of paid leave with the payment of an allowance or financial compensation. Any agreement providing for the payment of an allowance if the employee waives this paid leave is void. Any agreement providing for the payment of compensation in lieu of leave is null and void (L.162). An employee loses the right to any unused vacation time after two (2) years (L.150) under the Labor Code. Any vacation time not taken within two (2) years of becoming due is forfeited (L.150). If an employee is unable to take paid leave due to the employer’s actions, the employee suffers a loss that the employer must compensate by paying damages.

Question 25

Can a probationary period exist in the absence of a contractual provision?

Accepted Answer

When you hire an employee, it may be a good idea to establish a probationary period during which you can assess whether the employee is suitable for the position for which you hired them. But does the probationary period have to be in writing? Lorsque vous embauchez un salarié, prévoir une période d’essai pendant laquelle vous évaluez si ce dernier convient au poste pour lequel vous l’avez recruté peut-être plus que judicieux. Mais la période d’essai doit-elle être nécessairement écrite ?

Question 26

Who is the actual employer of employees on assignment or working as temporary workers under a staff-leasing arrangement?

Accepted Answer

Hiring an employee through a temporary staffing arrangement or as a temporary worker can take two forms: direct employment or hiring through an agency. These are two very distinct options that must not be confused, or else a legal dispute may arise...

Question 27

Is an employee at the top of the collective bargaining agreement’s classification necessarily a senior executive?

Accepted Answer

Employees who are considered senior executives are not subject to the rules governing working hours. This status should not be granted to an employee lightly, because if the necessary criteria are not met, the employer may be ordered to pay the employee back pay. To avoid being shortchanged, contact APPM.

Question 28

Is the employer required to inform employees on fixed-term contracts and temporary workers about job openings for fixed-term positions?

Accepted Answer

All employers are required to inform employees on fixed-term contracts and temporary workers about job openings for fixed-term positions, regardless of whether they have continuous seniority. Note: Employees who have been laid off for economic reasons or who are on fixed-term contracts have priority for hiring when qualifications are equal.

Question 29

If an employee takes sick leave during their vacation, can they return to work after the originally scheduled return date?

Accepted Answer

If an employee falls ill during vacation, the company considers the employee to be on vacation rather than on sick leave. Consequently, the illness does not interrupt the vacation period. Si le salarié tombe malade pendant ses vacances, il est considéré au regard de l’entreprise comme étant en congés et non en arrêt maladie. En conséquence, la maladie ne suspend pas le cours des congés.

Question 30

I pay one of my employees less because, although he has similar duties, he has less seniority than the others. Am I in the wrong?

Accepted Answer

It depends. Length of service is, in fact, an objective factor that justifies an employee with little seniority receiving a lower salary than others. Therefore, in this situation, the difference in salary is justified. The situation is different when seniority is already rewarded through the payment of a seniority bonus, as is the case in many companies. In such cases, seniority can no longer be taken into account when determining employees’ base pay and, consequently, cannot justify a pay gap. This, of course, applies to equivalent functions and positions. Please note: Seniority may also justify a difference in classification or professional category (employee/manager). Tout dépend. L'ancienneté constitue en effet un élément objectif qui justifie qu'un salarié qui en a peu perçoive un salaire inférieur aux autres. Dès lors, dans cette situation, la différence de salaire est justifiée. Il en va différemment lorsque l'ancienneté est déjà récompensée par le versement d'une prime d'ancienneté, comme c'est le cas dans bon nombre d'entreprises. Elle ne peut alors plus être prise en compte pour déterminer le salaire de base des salariés et ne saurait, par conséquent, justifier un écart de rémunération. Ceci, bien entendu, à fonctions et postes équivalents. Notez bien : L'ancienneté peut également justifier une différence de classification ou de catégorie professionnelle (employé/cadre).

Question 31

I'd like to hire someone who seems to be a perfect fit for what I'm looking for, but this person is asking for a higher salary than what I usually pay. The problem is that workers in my field are quite scarce, and I really

Accepted Answer

Yes. The circumstances surrounding hiring can justify pay differences among employees performing the same work. In your case, if you can demonstrate genuine hiring difficulties and an urgent need for labor, you will be able to explain the pay gap between your employees. In addition, there may be other objective factors that justify the difference, such as experience or qualifications. But be careful: a pay gap that is justified at a given moment may no longer be justified a few years later. Oui. Les circonstances de l'embauche peuvent légitimer des différences de rémunérations entre des salariés effectuant le même travail. Dans votre cas, si vous pouvez justifier de réelles difficultés à embaucher et d'un besoin pressant de main-d’œuvre, vous pourrez expliquer l'écart de salaire entre vos salariés. De plus, il peut y avoir d'autres éléments objectifs permettant de justifier la différence : expérience, qualification, etc. Mais prenez garde : un écart de salaire, justifié à un instant donné, ne l'est plus nécessairement quelques années plus tard.

Question 32

My employee worked overtime on his own initiative. Do I have to pay him for it?

Accepted Answer

No, overtime worked by an employee without an express request from the employer or a supervisor does not constitute actual working time. Therefore, it does not have to be paid. The same applies when an employee is present at the workplace for non-work-related reasons (visiting a coworker during their vacation, personal errands) or when they take work home without being required to do so by the employer. Non, le travail excédentaire effectué par le salarié sans que l'employeur ou un supérieur hiérarchique ne le lui ait expressément demandé ne constitue pas du temps de travail effectif. Dès lors, il n'a pas à être payé. Il en est de même lorsque le salarié est présent sur les lieux de travail pour des motifs non professionnels (visite à un collègue pendant ses congés, tâches personnelles) ou encore lorsqu'il rapporte du travail à domicile sans y être contraint par l'employeur. Vous devez toutefois prendre garde à ce que les tâches confiées au salarié puissent être raisonnablement exécutées pendant son horaire de travail. A défaut, les heures passées par le salarié pour terminer son travail en dehors de cet horaire pourraient être facilement requalifiées en temps de travail effectif : même si vous ne formulez pas expressément votre demande, un volume de travail trop important s'assimile à une contrainte par l'employeur. Dès lors, ces heures devront être rémunérées. De même pour le salarié qui, de son propre chef, a effectué des heures supplémentaires, et a inscrit ces heures sur les relevés d'heures qui vous ont par la suite été transmis, la jurisprudence peut considérer alors que le fait de ne pas avoir réagi au vu de ces documents suffit à établir votre accord implicite. Attention : Le temps passé pour la mise en route des machines, le nettoyage ou le rangement des outils ou encore la transmission ou la réception de consignes constitue du temps de travail effectif.

Question 33

Can the seniority bonus be included in an employee's base salary when calculating the minimum wage?

Accepted Answer

No. The seniority bonus cannot be included in the comparison with the minimum wage (SMIC) because it is not a bonus directly related to the work performed, but rather a benefit based on the employee’s length of service with the company. Generally speaking, any bonuses that are not linked to actual hours worked are not included in the minimum wage calculation. Non. La prime d'ancienneté ne peut pas entrer dans la comparaison avec le SMIC dans la mesure où il ne s'agit pas d'une prime en rapport direct avec le travail effectué, mais elle représente un avantage dû à l'ancienneté du salarié dans l'entreprise. De façon générale, toutes les primes qui sont sans lien avec le temps de travail effectif ne sont pas incluses dans l'assiette du SMIC.

Question 34

Should an offer for an internal candidate be drafted in the same way as one for an external candidate?

Accepted Answer

Yes, for example, by posting your job opening on the company's bulletin board, so as to avoid—once again—any appearance of discrimination. Internal applications can be high-quality, and you might be surprised to see an employee you hadn't considered apply for the position. Oui, par exemple en affichant votre annonce au panneau d'affichage de l'entreprise, afin d'éviter, là encore, toute tendance discriminatoire. Les candidatures internes peuvent s'avérer de qualité et vous pourriez être surpris de voir un salarié auquel vous n'aviez pas pensé se porter candidat.

Question 35

Is it mandatory to disclose compensation?

Accepted Answer

You are not required to include the salary in the job posting, but doing so can help attract more candidates. Mention a salary range rather than a specific amount; this gives you some flexibility to negotiate with the candidate. You’ll also avoid turning away valuable candidates who might not fit within that exact salary range and, as a result, might not apply. Indiquer la rémunération dans l'annonce n'est pas une obligation, mais c'est une information qui peut vous permettre d'intéresser davantage de candidats. Mentionnez une fourchette de salaire plutôt qu'un montant précis, cela vous permet de garder une marge de manoeuvre pour négocier avec le candidat. Vous éviterez également de repousser des candidats de valeur qui ne se retrouveraient pas dans ce salaire précis et, de ce fait, ne postuleraient pas.

Question 36

Is a job offer required?

Accepted Answer

There is no legal obligation to draft and post a job opening for a vacant position. It is simply a best management practice and a sign of goodwill on the part of the employer in the event of a dispute. Il n'y a aucune obligation légale de rédiger et diffuser une offre d'emploi pour un poste à pourvoir. Il s'agit simplement d'une bonne pratique de management et d'une marque de bonne volonté de l'employeur en cas de conflit.

Question 37

How can I tell if I've only received poor applications?

Accepted Answer

This question boils down to whether the people whose resumes you’ve received are the best possible candidates. Conducting a preliminary screening does not mean choosing candidates “at any cost” by comparing them to one another, but rather by comparing them to our criteria. That is why it is important to complete this step before receiving any applications, as it ensures that we maintain a sufficient degree of objectivity when analyzing the resumes we receive. Otherwise, we will always doubt the validity of our choice. Cette question revient à savoir si les personnes dont vous avez reçu les CV correspondent aux meilleures candidatures possibles. Faire une présélection ne signifie pas choisir « coûte que coûte » des candidats en les comparant entre eux, mais en les comparant à nos critères. C'est pour cela que cette étape est importante à réaliser avant toute réception de candidatures, car elle permet d'assurer de notre côté une part suffisante de partialité face à l'analyse des CV reçus. Sinon, nous douterons toujours de la pertinence du choix.

Question 38

What should you do if no candidate meets the selection criteria?

Accepted Answer

This indicates two errors in the recruitment process. Either the criteria were poorly calibrated. In that case, we need to revisit the job profile and check whether we were too demanding in our requirements relative to the position. Or our job posting did not accurately reflect what we’re looking for. In that case, we’ll need to make the best of the applications we’ve received and lower our requirements, or repost the job or conduct a new search with a different job title. Cela est le signe de 2 erreurs dans le processus de recrutement. Soit il s'agit d'un mauvais calibrage des critères. On revient alors sur la définition du profil et on vérifie si on n'a pas été trop excessif sur notre souhait, par rapport au poste. Soit notre annonce n'a pas reflété exactement ce qu’on recherche. Il faudra en ce moment faire au mieux avec les candidatures reçues et diminuer les exigences, ou refaire une annonce ou une recherche en modifiant l'intitulé.

Question 39

Is it mandatory to create a job description?

Accepted Answer

No, creating a job description is not a regulatory requirement under labor law. However, it is strongly recommended that you create one for managerial positions or those involving specific risks, keeping in mind that you can update it over time. When implementing a quality management system, a job description is a fundamental component, as it is part of a quality-oriented approach to human resources management. Non, l'établissement d'une fiche de poste ne constitue pas une obligation réglementaire au titre de la législation du droit du travail. Il est cependant fortement recommandé de l'établir pour les postes d'encadrement ou ceux présentant des risques particuliers, sans perdre de vue le fait que vous pourrez le faire évoluer. Dans la mise en place d'un système de management de la qualité, elle constitue un élément fondamental, dans la mesure où elle s'inscrit dans une démarche de gestion qualitative des ressources humaines

Question 40

Special Allowance (1973)

Accepted Answer

In accordance with the provisions of Decree No. 17/PG-RM of February 7, 1973, it is granted to all employees on a flat-rate basis of one thousand (1,000) CFA francs per month. Conformément aux dispositions du Décret N°17/PG-RM du 7 février 1973, elle est accordée à tous les employés sur la base forfaitaire de mille (1 000) Francs CFA par mois.

Question 41

Cost-of-Living Allowance (1974)

Accepted Answer

In accordance with the provisions of Decree No. 117/PG-RM of July 31, 1974, it is granted to all employees at a rate of 10% of the current base salary, with a minimum payment of 2,250 CFA francs. Conformément aux dispositions du Décret N°117/PG-RM du 31 juillet 1974, elle est attribuée à tout le personnel en raison de 10% du salaire de base en vigueur avec un minimum de perception de 2 250 Francs CFA.

Question 42

Special Allowance (1982)

Accepted Answer

In accordance with the provisions of Law No. 82-38/AN-RM of February 16, 1982, it is granted on a flat-rate basis of one thousand (1,000) FCFA to employees whose base salary is less than 25,000 FCFA. For all base salary levels exceeding this threshold, this salary supplement is not granted. Conformément aux dispositions de la Loi N°82-38/AN-RM du 16 février 1982, elle est attribuée sur une base forfaitaire de mille (1 000) FCFA aux employés ayant moins de 25 000 Fcfa de salaire de base. Pour tous les niveaux de salaire de base dépassant ce seuil, cet accessoire de salaire n’est pas attribué.

Question 43

Solidarity Allowance (1991)

Accepted Answer

In accordance with the provisions of Ordinance No. 91-056/P.CTSP, it is a lump sum of: 2,000 CFA francs for Category A employees, 5,000 CFA francs for Category B employees, and 6,500 CFA francs for Category C, D, and E employees. Conformément aux dispositions de l’Ordonnance N°91-056/P.CTSP, elle est d’un montant forfaitaire de : 2 000 Fcfa pour les agents de catégorie A, 5 000 Fcfa pour les agents de catégorie B, 6 500 Fcfa pour les agents de catégories C, D et E.

Question 44

Seniority Bonus

Accepted Answer

In accordance with the provisions of Article L.97 of Law 92-020/AN-RM establishing the Labor Code of Mali, this allowance is paid to any employee with three (3) years of service with the company as follows: 3% after 3 years of service; 5% after 5 years of service; plus 1% for each additional year, up to a maximum of 15%. Conformément aux dispositions de l’article L.97 de la Loi 92-020/AN-RM portant Code du Travail au Mali, elle est payée à tout agent ayant trois (3) ans d’ancienneté  dans l’entreprise comme suit : 3% au bout de 3 ans d’ancienneté ; 5% au bout de 5 ans d’ancienneté ; plus 1% par année supplémentaire dans la limite 15%.

Question 45

Liability Insurance

Accepted Answer

Established by Decree No. 99-0892-SG-MF of May 18, 1999, it is granted to executives in senior positions to compensate for the specific constraints associated with the responsibilities entrusted to them, on a lump-sum basis ranging from 30,000 to 60,000 CFA francs per month. Its tax deductibility is often contested by the tax authorities, except in the case of the Chief Executive Officer. Instituée par l’arrêté N°99-0892-SG-MF du 18 mai 1999, elle est accordée aux cadres occupant des fonctions supérieures pour faire face aux sujétions particulières liées aux responsabilités qui leur sont confiées sur une base forfaitaire de 30 000 à 60 000 Fcfa par mois. Sa déductibilité est souvent contestée par le fisc. en dehors du Directeur Général.

Question 46

Cash and Management Allowance

Accepted Answer

Established by Order No. 99-0892-MF-SG of May 18, 1999, it is equal to 10% of the base salary for employees who handle valuables or materials involving financial liability. Instituée par l’Arrêté N°99-0892-MF-SG du 18 mai 1999, elle est égale à 10% du salaire de base pour les employés manipulant les valeurs ou des matières impliquant une responsabilité pécuniaire.

Question 47

Transportation Allowance

Accepted Answer

Established by Decree No. 99-0892-SG-MF on the Rules for Deducting Bonuses and Allowances Paid in Addition to Salary from the Taxable Base, this allowance is granted to all employees at a rate of 10% of their base salary to workers who do not have access to transportation provided by the employer due to the distance between their home and their workplace. Instituée par l’arrêté N°99-0892-SG-MF portant Modalités de Déduction de l’Assiette Imposable des Primes et Indemnités versées en complément du salaire, elle est accordée à tout le personnel pour 10% du salaire de base aux travailleurs ne bénéficiant pas de moyens de transport fourni par l’employeur en raison de l’éloignement du lieu de travail de leur domicile.

Question 48

Work Bonus Under Special Conditions

Accepted Answer

Established by Decree No. 99-0892-MF-SG of May 18, 1999, it is granted to employees working in the field. The amount is 20% of the base salary for that category. Instituée par l’Arrêté N°99-0892-MF-SG du 18 mai 1999, elle est octroyée aux employés travaillant sur le terrain. Son montant est de 20% du salaire de base de la catégorie.

Question 49

Risk Premium

Accepted Answer

Established by Decree No. 99-0892-SG-MF on the Rules for Deducting Bonuses and Allowances Paid in Addition to Salary from the Taxable Base, this benefit is granted to all employees at a rate of 10% of their base salary. Instituée par l’arrêté N°99-0892-SG-MF portant Modalités de Déduction de l’Assiette Imposable des Primes et Indemnités versées en complément du salaire, elle est accordée à tout le personnel pour 10% du salaire de base.

Question 50

Personal Eyewear Reimbursement

Accepted Answer

Established by Decree No. 99-0892-SG-MF on the Rules for Deducting Bonuses and Allowances Paid in Addition to Salary from the Taxable Base, it may be granted to all employees on a flat-rate basis ranging from 20,000 to 100,000 CFA francs, depending on the category. Instituée par l’arrêté N°99-0892-SG-MF portant Modalités de Déduction de l’Assiette Imposable des Primes et Indemnités versées en complément du salaire, elle peut est accordée à tout le personnel sur une base forfaitaire allant de 20 000 à 100 000 Fcfa selon la catégorie.

Question 51

Fixed-Term Contracts to Replace an Absent Employee: Rules to Follow

Accepted Answer

A fixed-term contract to replace an absent employee must be in writing and must include: a precise description of the reason for the contract, namely the replacement of an employee who is absent or whose employment contract has been suspended. You must also specify the reason for the absence or suspension; the name and job title of the employee being replaced, as well as the job title of the replacement; the duration of the fixed-term contract (from date to date or a minimum duration if the contract does not have a specific end date) and, if applicable, a renewal clause; the length of the probationary period, if applicable; the title of the applicable collective bargaining agreement; and the amount of compensation and its various components. Some of these mandatory provisions are essential. They are intended to ensure that the fixed-term contract does not result in the long-term filling of a position related to the company’s normal and permanent operations. A written contract is required for both the initial fixed-term contract and any renewal thereof. Le CDD pour remplacement d’un salarié absent est obligatoirement un contrat écrit où doivent figurer : la définition précise du motif de recours, c'est-à-dire le remplacement d'un salarié absent ou dont le contrat de travail est suspendu. Vous préciserez aussi la cause de l'absence ou de la suspension ; le nom et la qualification professionnelle du salarié remplacé, ainsi que la désignation du poste du remplaçant ; la durée du CDD (de date à date ou durée minimale si le contrat n’a pas de terme précis) et éventuellement la clause de renouvellement ; la durée de la période d’essai si elle est prévue ; l’intitulé de convention collective applicable ; le montant de la rémunération et ses différentes composantes. Certaines de ces mentions obligatoires sont essentielles. Elles doivent permettre de savoir si le CDD n’a pas pour effet de pourvoir durablement un emploi lié à l’activité normale et permanente de l’entreprise. L’écrit est requis aussi bien pour le CDD initial que pour son éventuel renouvellement.

Question 52

The training indemnity clause

Accepted Answer

A training reimbursement clause is generally included in the employment contract of an employee who receives training paid for by the company, requiring the employee to reimburse a portion of the costs incurred in the event of early departure. The general principle is that the employer sets a period during which the employee agrees to remain with the company to ensure that the training costs are recouped. La clause de dédit-formation est généralement insérée dans le contrat de travail du salarié qui bénéficie d’une formation prise en charge par l’entreprise, l’obligeant à rembourser une partie des frais engagés en cas de départ précoce. Le principe veut que l’employeur fixe un délai pendant lequel le salarié s’engage à rester dans l’entreprise pour rentabiliser les frais de formation engagés. Pour être valable, la clause de dédit-formation doit faire l'objet d'une convention particulière conclue avant le début de la formation et qui précise la date, la nature, la durée de la formation et son coût réel pour l'employeur, ainsi que le montant et les modalités du remboursement à la charge du salarié. La clause de dédit-formation n’a donc vocation à s’appliquer qu’en cas de rupture du contrat à l’initiative du salarié, sans que cette rupture puisse être imputable à l’employeur. Même en cas faute grave la clause de dédit-formation ne s'applique au salarié que si c'est lui qui prend l'initiative de rompre le contrat de travail, peut importe que la rupture lui soit imputable ou non.

Question 53

Does the reason for using a fixed-term contract need to be specified in the case of a replacement?

Accepted Answer

The employment contract must specify the exact reason for using a fixed-term contract: to replace an absent employee and the reason for that employee’s absence (sick leave, paid vacation, etc.). Any absence from the company or any situation in which the employment contract is suspended may justify the use of a fixed-term contract, provided that the employment contract of the employee being replaced has not been terminated. There is only one exception: it is prohibited to use a fixed-term contract to replace an employee on strike. Dans le contrat de travail le motif précis du recours au contrat à durée déterminée doit être indiqué: le remplacement du salarié absent et la cause de son absence (maladie, congés payés, etc.). Toute absence de l'entreprise ou toute situation de suspension du contrat de travail peut justifier le recours à un CDD, dès lors que le contrat de travail du salarié à remplacer n'est pas rompu. Une seule exception : il est interdit de recourir à un CDD pour remplacer un salarié gréviste.

Question 54

How do you determine the duration of a fixed-term contract in the case of a replacement?

Accepted Answer

There are two possible scenarios: You do not know when your employee will return. In this case, it is referred to as a fixed-term contract with an indefinite end date. The contract ends when your employee returns. You must specify a minimum employment period. This provides the employee with a minimum guarantee of employment and compensation. It is freely agreed upon by the parties. Failure to include this provision may result, at the employee’s request, in the fixed-term contract being reclassified as a permanent contract. href="http://www.editions-tissot.fr/actualite/droit-du-travail.aspx?actualite=CDI&secteur=PME&mode=mot&idmot=19">. Deux cas de figure peuvent se présenter à vous : Vous ne connaissez pas la date de retour de votre salarié . Dans ce cas, on parle de CDD à terme imprécis. Le terme du contrat est le retour de votre salarié. Vous devez prévoir une période minimum d’embauche. Elle permet au salarié d’avoir une garantie minimale d’emploi et de rémunération. Elle est fixée librement entre les parties. Le non-respect de cette mention peut entraîner, à la demande du salarié, la requalification du CDD en CDI. Vous connaissez la date du retour de votre salarié . Vous pouvez donc indiquer dans le contrat sa date de fin. Dans ce cas, le terme du contrat est précis, c’est un contrat dit « de date à date ». Vous pouvez prévoir une clause de renouvellement. Le contrat à terme précis pris isolément ne peut pas durer plus de quelque mois.

Question 55

When does a fixed-term contract end in the case of a temporary replacement?

Accepted Answer

The contract ends: on the date specified in the contract, even if the employee has not returned by that date; or upon the employee’s return if you did not specify a particular date. In the event of the permanent absence of the employee being replaced, the fixed-term contract automatically terminates. However, you must provide proof of the event that led to the termination of the contract and its date, for example, by providing the employee’s resignation letter. Le contrat prend fin : à la date prévue dans le contrat même si le salarié n’est pas revenu à cette date ; ou au retour de votre salarié si vous n’aviez mentionné aucune date précise. En cas d’absence définitive du salarié remplacé, le CDD se termine automatiquement. Vous devez toutefois prouver l’évènement qui est à l’origine de la fin du contrat et sa date, par exemple en fournissant sa lettre de démission.

Question 56

When should the signed contract be given to the employee's replacement?

Accepted Answer

The contract must be provided to the employee no later than 2 business days (i.e., Monday through Saturday, excluding Sundays or weekly rest days on which no work is performed, and public holidays) following hire: either by certified mail with return receipt requested; or in person with a receipt. To avoid any disputes, ensure that the employee has their signed contract on their first day of work. Make sure the employment contract has been signed by the replacement employee. An unsigned contract is equivalent to the absence of a written contract. In the event of a dispute, the contract may be reclassified as a permanent contract. Please note: The same applies if the contract is provided to the employee more than 2 business days after hiring. Le contrat doit être remis au salarié au plus tard dans les 2 jours ouvrables (soit du lundi au samedi à l’exception du dimanche ou du jour de repos hebdomadaire qui n’est pas travaillé et des jours fériés) suivant l’embauche : soit par lettre recommandée avec accusé de réception ; soit en main propre contre décharge (reçu). Pour éviter tout litige, faites en sorte que le salarié dispose de son contrat signé dès le 1er jour de travail. Assurez-vous que le contrat de travail a bien été signé par le remplaçant. Un contrat non signé équivaut à une absence de contrat écrit. En cas de litige, le contrat peut être requalifié en CDI. Attention : Il en est de même lorsque le contrat est remis au salarié au-delà des 2 jours ouvrables.

Question 57

The vocational training program for unemployed recent graduates

Accepted Answer

Definition of “recent graduate”: A “recent graduate” is defined as any person aged 35 or younger who holds a higher education degree or a secondary, general, technical, or vocational diploma and is seeking their first job (Ordinance No. 92-022/P.CTSP). Their internships are carried out under a special type of employment contract called a “qualification contract.” The qualification contract lasts six months and may be renewed three times by the same employer. Définition jeune diplômé : est appelé jeune diplômé toute personne a âgée de 35 ans au plus, titulaire d’un diplôme d’enseignement supérieur ou d’un diplôme d’enseignement secondaire, général, technique ou professionnel, en quête d’un premier emploi (Ordonnance n°92-022/P.CTSP). Leurs stages s’effectuent sur la base d’un contrat de travail de type particulier appelé contrat de qualification. La durée du contrat de qualification est de six mois renouvelable trois fois par le même employeur.

Question 58

Is there an obligation to pay the intern?

Accepted Answer

Payment of the lump-sum allowance is mandatory. The amount is set by decree. Le versement de l’allocation forfaitaire est obligatoire. Son montant est fixé par Décret.

Question 59

Employee and employer contributions and premiums on the intern's stipend

Accepted Answer

The stipend paid to the intern is deducted from the base amount of the flat-rate contribution owed by the employer on wages paid to its employees. The deductions allowed are capped. The stipend paid to interns is not included in the calculation of the taxes owed by the company. Interns are covered by the social security system for apprentices. They are not counted as part of the workforce of the companies or departments to which they are assigned. L’allocation versée au stagiaire est déduite du montant de l’assiette de la contribution forfaitaire due par l’employeur au titre des salaires payés à son personnel. Les déductions accordées sont plafonnés. L’allocation versée aux stagiaires n’est pas prise en compte dans le calcul des impôts dont l’entreprise est redevable. Les stagiaires bénéficient du régime de protection sociale des apprentis. Ils ne sont pris en compte dans l’effectif du personnel des entreprises ou des services dont ils relèvent.

Question 60

Assessment of Benefits

Accepted Answer

To assess benefits in kind—such as housing and meals—there are generally two methods of valuation: a flat-rate system and a valuation based on the actual value of the benefit provided. Amounts paid to reimburse business expenses are excluded from the contribution base. Pour évaluer les avantages en nature, logement et nourriture etc., il est prévu en général deux modes d'évaluation : un système forfaitaire ; une évaluation selon la valeur réelle de l'avantage fourni. Les sommes versées pour le remboursement de frais professionnels sont exclues de l'assiette de cotisation.

Question 61

Should public holidays, Sundays, and government-mandated paid days off be considered actual working time for the purpose of calculating overtime?

Accepted Answer

Public holidays and government-designated non-working days have the same legal status. Any work performed on these days is fully counted as overtime, at a rate of +50% during the day and +100% at night. In some collective bargaining agreements, the rate may vary. Les jours fériés et les jours chômés par le gouvernement ont la même force juridique. Tout travail effectué pendant ces jours est intégralement calculé comme heures supplémentaires avec un taux de +50% le jour et de +100% la nuit. Dans certaines conventions collectives, le taux peut varier. Quant au dimanche, son traitement dépend de la nature de l’activité de l’entreprise. Pour des entreprises à services identiques, discontinus et constants (par exemple : 8h- 17h tous les jours), le repos hebdomadaire obligatoire de 24h doit être, en principe, le dimanche (voir article L.142 du Code). L’employeur ne doit faire travailler les salariés ce jour, même pour des heures supplémentaires. Pour des entreprises à services habituellement continus (équipes de quart, travaux de BTP…) ou dont l’activité ne peut s’interrompre pour intérêt général (téléphonie, électricité, eau, santé, sécurité…), le travail de dimanche est payé au même taux que les autres jours à condition que les 24h de repos soient observées.

Question 62

Disciplinary suspension

Accepted Answer

Unlike a warning, a disciplinary suspension falls under the category of so-called “severe” disciplinary actions. It consists of a temporary suspension of the employee’s employment contract, resulting in a deduction from pay for the day(s) not worked. This is not an unlawful financial penalty—that is, one prohibited by law. In fact, since the employee did not perform work during the suspension period, they are not entitled to wages for that time. This sanction is imposed on the employee. At the end of the suspension, the employee is reinstated to their position. Contrairement à l’avertissement, la mise à pied prononcée à titre disciplinaire appartient à la catégorie des sanctions dites lourdes. Elle consiste en une suspension temporaire du contrat de travail du salarié avec pour conséquence une retenue de salaire pour le ou les jours non travaillés. Il ne s’agit pas d’une sanction pécuniaire illicite c’est-à-dire interdite par la loi. En effet, le salarié n’ayant pas fourni de prestation de travail pendant la durée de la mise à pied ne peut pas prétendre au paiement d’un salaire. Cette sanction s’impose au salarié. À l’issue de la mise à pied, le salarié retrouve son emploi.

Question 63

Procedure for Disciplinary Suspension

Accepted Answer

A disciplinary suspension must be preceded by a preliminary meeting, notified to the employee in writing, and supported by a statement of reasons. When notifying the employee, the employer must specify the duration of the suspension and the days on which it is to be served. The employer is free to decide, based on the company’s operations, the day or days on which the suspension will be served. The maximum duration of a disciplinary suspension must be specified in the company’s internal regulations (for example, a range of 3 to 8 days). In such cases, the suspension may not exceed the specified maximum. La mise à pied à titre disciplinaire doit être précédée d’un entretien préalable, notifiée par écrit au salarié et motivée. Lors de sa notification, l’employeur précisera la durée de la mise à pied et les jours où celle-ci devra être exécutée. L’employeur décide librement en fonction de l’activité de l’entreprise le ou les jours d’exécution de la sanction. La durée maximale d’une mise à pied disciplinaire doit être précisée par le règlement intérieur (une fourchette de 3 à 8 jours par exemple). Dans ce cas, elle ne peut pas être supérieure au maximum prévu. La circonstance que le salarié soit en arrêt de travail pour maladie le jour où doit commencer une mise à pied disciplinaire décidée antérieurement par l’employeur ne peut pas permettre à ce dernier d’en différer l’exécution. Si la mise à pied disciplinaire est en réalité injustifiée, l’employeur est tenu de verser les salaires dont le salarié a été privé pendant cette période. La mise à pied disciplinaire peut être exécutée de façon discontinue et fractionnée, en plusieurs périodes, sans que cela remette en cause le caractère unique de la sanction.

Question 64

The Difference Between Disciplinary Suspension and Preventive Suspension

Accepted Answer

A precautionary suspension is not a disciplinary action. It allows for the immediate suspension of the employment contract pending a final disciplinary decision, the process for which requires a certain amount of time (for example, in the case of termination). La mise à pied conservatoire n’est pas une sanction. Elle permet une suspension immédiate du contrat de travail dans l’attente d’une sanction définitive dont la procédure nécessite un certain délai (par exemple dans le cas d’un licenciement). Elle peut aussi permettre à l’employeur de réfléchir sur la décision finale qu’il va adopter envers le salarié fautif. La mise à pied conservatoire nécessite l’existence d’une faute grave. La mise à pied conservatoire doit être justifiée. L’employeur ne doit l’utiliser que si le comportement du salarié représente un risque pour la bonne marche de l’entreprise, c’est-à-dire que sa présence pourrait entraîner des situations de désordre ou de danger. Le salarié ne peut pas refuser la décision de mise à pied conservatoire. Il ne peut donc pas venir travailler durant cette période. À défaut, son refus de se soumettre à la décision de l’employeur peut caractériser une nouvelle faute grave. le suivi de la procédure disciplinaire.  Lorsque l’employeur prononce une mise à pied conservatoire à l’encontre d’un salarié, il doit engager rapidement une procédure disciplinaire (convocation à un entretien préalable) afin déterminer la sanction applicable. ATTENTION ! L’employeur qui maintient trop longtemps la mise à pied conservatoire sans prononcer de sanction définitive prive le salarié de la possibilité d’exécuter son contrat de travail et commet alors une faute à son égard. Le salarié peut donc obtenir la rupture du contrat aux torts de l’employeur et demander des dommages-intérêts pour licenciement sans cause réelle et sérieuse.

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