Disability: work in the ordinary environment

Anyone can integrate a company from the ordinary workplace.

If you need a suitable shift arrangement or timetable, you can request it. Certain situations give rise to specific rights and facilitate access to aid and facilities. This is the case if you fall under one of the following situations:

• You are recognized disabled worker (RQTH) by the Commission on the Rights for the Autonomy of Persons with Disabilities (CDAPH)
• You benefit from the mobility inclusion card (CMI) disability mention
• You perceive the Disabled Adult Allowance (DAA)
• You have been the victim of an occupational disease or illness that has resulted in a permanent disability of at least 10% and receive an annuity
• You perceive a invalidity pension provided that the disability reduces your work or earning capacity by at least 2/3
• You've occupied a reserved employment (military, ...) and receive a disability pension
• You have been volunteer firefighter and receive a disability allowance or annuity awarded as a result of an accident or illness in service.

Your integration is legal. This means that you do not need a referral from the Departmental Home for Persons with Disabilities (MDPH) to work in an ordinary company.

You can nevertheless request support, particularly from Cap Emploi or France travail or request to benefit from the accompanied use device.

The employer must put in place the necessary arrangements to allow you to access, maintain or develop a job. These facilities are:

• Arrangement of your workstation
• Layout of sanitary and catering premises that you may use so that you can easily access them
• Arrangement of safety signals concerning you if your disability requires it
• Individualized schedules (including your family caregivers and loved ones to facilitate your support) if you request them.

They must also adapt the training to suit your needs.

In addition, the employer must ensure that the software settled on your workstation and necessary for your professional activity is accessible. They must also ensure that your workstation is accessible from home.

The employer must contact the occupational physician to study the possibilities of fitting out your workstation.

The occupational physician makes his or her recommendations in writing and forwards them to the employer and to you.

The employer must take them into account and, if it refuses accommodation, explain the reasons for the refusal.

In the event of disagreement, you or the employer may refer the matter to the territorial unit of the Regional Directorate for Economic Affairs, Employment, Labor and Solidarity (formerly the Direccte) or to the labor inspectorate on which the company depends.

You benefit from the status of employee. Therefore, you are subject to the provisions of the Labor Code and the convention or collective agreements applicable to the company that employs you.

You sign an employment contract that can be concluded for a fixed or indefinite period.

This contract can be full-time or part-time.

You have the same rights as other employees (medical examination, salary, training, leave...).

You receive a minimum remuneration of Smic: titleContent net monthly, or €1,443.11 , or more if the collective labor agreement or agreement provides for a higher minimum wage.

Yes, you may be dismissed in the event of simple, serious or serious misconduct or for economic motive.

However, you have a notice period of redundancy corresponding to twice the fixed duration for other employees, within 3 months.

A collective labor agreement or agreement may provide for a notice period exceeding these 3 months.