EEAM
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European School of Art and Materials

Finance training

Financement des formations CCIF, DIF, FAF, OPCA, Constructys ... are all terms we must learn to read before requesting funding for training.

Ongoing training provided by EEAM can be supported in different ways. Indeed, according to your profile your rights training are different and fresh made ??also supported. General training will be supported by a FAF (background training insurance) an OPCA (Authorized Agency Joint Collector) or decentralized bodies of the State.

Here is a non exhaustive list of the various funding can according to the statutes of each. For more information do not hesitate to contact us.

Artisans

Training for artisans are expensed by the FAFCEA. If you are a craftsman building sector you are entitled to 150 hours of training financed by year for so-called technical training. Training related to sustainable development and accessibility for persons with reduced mobility are not limited.
More accommodation and transportation expenses may be reimbursed under certain conditions and upon presentation of receipts.
More information on the funding of training of artisans

Self employed people

Since 1 January 2011, self-employed entrepreneurs are liable to contribute to the training of 0.3% (artisans), 0.1% (traders) or 0.2% (service providers and professionals) of annual turnover. It will pay, with other contributions, monthly or quarterly based on selected dates.
Training and self-entrepreneurs can be supported by the FAFCEA.
More information on the funding of training for self-employed
training for self-employed peaople

Employees of the building

Since 1 January 2012, is the only Constructys OPCA for all companies in the Construction whatever their size, and their employees.
Support the training of employees of the building is based on the number of employees working in the company more or less than 10 employees.
For more information on financing
Training for employees of the building

Private sector employees

There are two main types of access to training for employees.
CIF (individual training leave ), it is possible for an employee to be absent from work full or part time for training . The demand for training is at the initiative of the employee and as an individual.
Why ? : The ICF provides a higher level of qualification , or change of activity or open wider culture. The funding allocation does not take into account these criteria.
For whom? : The CIF is open to employees employed on permanent contracts in the past 24 months , including 12 in the company
CDD employees can benefit from a CIF if they have accumulated 24 months of paid employment in the last 5 years including 4 months ( consecutive or not) in the last 12 months.
CIF CSD "Youth" allows people under 26 who has accumulated 12 months of paid employment in the last 5 years including 4 months ( consecutive or not) in the last 12 months to apply for funding for training .
Application and Acceptance: the Individual Training Leave is subject to the agreement of the employer (the employer may not refuse a request for CIF but simply defer up to 9 months) and the release of funds by the OPCA , often FONFECIF ( criteria and deadlines vary OPCA ) . In case of non release of funds by the OPCA , the request may be renewed after 4 months.
Financial conditions: during an Individual Training Leave salary is maintained. Training costs can not exceed 18 000 € HT for training and € 27.45 HT time , beyond these limits amounts charged to the employee. Travel expenses and accommodation can be supported in the limit of € 50,000 for a folder full funding ( tuition, accommodation ... )

DIF ( Individual Right to Training ) entitles a training outside working hours unless otherwise conventional ; it is supported by the employer under special arrangements .
Acquisition: the employee permanent full-time or part-time over 80 % cumulative right to DIF 20h per year ( in the case of part-time less than 80% DIF entitlements accumulate proportionally ) . Entitlements are cumulative DIF for 6 years or 120 hours beyond 6 years quota 120h remains capped. Rights at DIF are used from acquisition. DIF rights are often listed on the payslip , otherwise the employer must communicate the information to the employee.
For what? : The required training should have a professional goal, not personal.
For whom? : DIF is open to employees of private law. For permanent employees full or part time with 1 year of seniority in the company ( at the birthday entry date). For employees on CDD with 4 consecutive months or not during the last 12 months in the business . DIF is not open to persons professional contract and apprenticeship .
Application and Acceptance: The request is initiated by the employee , it must seek the agreement of the employer. It is written with the number of hours and cost training program. The agreement was formalized in writing, if no response is tacit agreement one month after the request. The disagreement may be made ??2 times, then this is the CIF which takes over to finance training .
Financial conditions: the courses are funded at € 9.15 / h when they are supported by the CIF . If the training is out of working time, a stipend is paid to the employee , it is equivalent to 50 % of net wages and is taxable.

Mobile DIF is open to employees who have had a breach of contract after the 24/11/2009 after a termination (except for gross misconduct), a redundancy, the end of a fixed term contract, a legitimate resignation, out of a conventional contract. Mobile DIF can convert into money the balance of the accumulated hours.
The employer must indicate on the certificate of employment rights portability DIF and OPCA responsible for the payment of the corresponding amounts. The calculation is done in the following way: the number of hours of DIF acquired and not consumed x € 9.15.
Mobile DIF may be mobilized during the notice as a jobseeker with a new employer (for 2 years)

Employees in temporary work

The FAFTT ( Insurance Fund Formation of Temporary Work ) is OPCA which manages the administrative and financial aspects of training of temporary employees aspects . Two main types of access to training are offered to employees in temporary work.
CIF : individual training leave . In this case you must have totaled 1,600 hours in temporary work over the past 18 months, including 600 hours in the temporary employment agency (ETT ) who signs your leave of absence .
DIF : You have a right to training for a maximum of 40 hours per 2,700 hours worked, to a maximum of 120 hours.
40 hours 2700 h worked over the past 24 months
80 hours to 5400 hours worked in the last 48 months
8100h for 120 hours worked in the last 72 months
In general, you must have worked in the business 2100h temporary job where you make your request in order to apply for DIF .

More details about the financing of training of employees in temporary work

Jobseekers

This is the employment center that is responsible for the training of job seekers.
For job seekers Midi-Pyrénées, the EEAM has signed a three year contract with the Regional Council of Midi-Pyrénées and the (European Social Fund) for ESF him (under certain conditions) to register applicants jobs in its formations.
Lesdemandeurs job can also apply for Individual Assistance Training (AIF) at their center advisor jobs to finance one or more training modules.
For more information consult your reference Pôle emploi or EEAM.


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