Working at Alta Voce

This document brings together the rights and duties when working at Alta Voce, which concern all collaborators (employees or others).

This document aims to be concise and should refer as much as possible to external texts that are up-to-date (e.g. service-public.fr) so as not to create confusion between the content of this document and any legal texts.

Information and Prevention Visit (ViP)

Every employee benefits from an information and prevention visit (Vip). It is carried out within a maximum period of 3 months from hiring.

The employee has a new visit within a maximum period of 5 years from the first visit (https://service-public.fr).

The triggering of these visits is automatic. The DPAE associates the employee with AV which associates them with a medical center that makes the appointments

There are cases of exemption that can easily apply to us because we easily have work with identical risks from one job to another.

(2021: Due to the health situation, some visits are postponed)

Recurrent Interviews

Once a year, each collaborator benefits from an annual interview with their manager to discuss:

  • Achieved objectives: Review of achievements compared to set objectives.
  • Professional development: Identification of training needs and career progression.
  • Working conditions: Discussion on well-being and work environment.
  • Compensation: Review of compensation and growth prospects.
  • Future objectives: Definition of objectives for the coming year.

These interviews are an opportunity to review the collaboration and prepare for professional future within Alta Voce.

On-call Duty

Generalities

Legal texts always prevail: ref, the summary below is for indicative purposes only. During on-call duty, the employee is not at their workplace, nor at the permanent and immediate disposal of the employer. However, the employee on-call must be able to intervene to perform work for the company. ref

  • Minimum planning period is 15 days, exceptionally reducible to 1 French day (takes public holidays into account) for planning. ref
  • On-call duties must be compensated. ref
  • On-call duties are currently compensated only in the form of rest.
  • At the end of the month, the employer gives each employee a document specifying the number of on-call hours performed and the corresponding compensation. ref
  • There is a legal obligation to respect the 11 hours of rest between two working days and the 35 hours of rest between working weeks. ref
  • Beyond that, nothing seems legally mandatory. This depends on the company agreement.

Company agreements in effect for Alta Call production

Only Alta Call is considered here. No other service benefits from on-call duty or any support going beyond normal working hours.

For now, on-call duties therefore only concern web services that are part of Alta Call. Alta Voce still being small, and AB being the only one, at the moment, able to act effectively on the web services necessary for production, it is currently difficult to satisfy a total on-call that would meet the availability standards of a web service. Alta Voce must therefore use more of a mitigation approach than a total coverage approach, which is currently inaccessible to it.

The mitigation solution in place on this day (2022-01-27):

GD is the only telephone contact point (or any other "hot channel"), which is the only one who can be on permanent on-call (because "executive framework") and who will know whether to apply scenario (A) or scenario (B).

Two scenarios:

A) Emergency procedure when AB is not on-call. In this case, the Alta Call bypass solution is activated, until AB can resolve the problem during their next working time or a next on-call. Note, it is not possible to create an on-call period from one minute to another. There must exist, at a minimum and exceptionally, a duration of 1 French day of notice. The normal notice is 2 weeks.

B) Emergency procedure when AB is on-call: In this case, AB handles the situation, like working time. There is then compensation of work-intervention time by rest, of H*CI hours, where H is the number of intervention hours. Note, you must always respect the 11 hours of daily rest and the 35 hours of weekly rest (weekends), which can therefore be postponed due to intervention, but must be made up ref.

By default AB is not on-call (by default scenario (A) applies).

When AB touches a sensitive part of the code (db, version updates, etc.), AB chooses, in agreement with GD, to go on-call for J days to be able to respond to possible negative fallout from the changes. A rest of a duration of J*CA hours is then granted to compensate for the on-call time. Note, the compensatory on-call days accumulate with the compensatory hours of work-intervention.

For example, she can work several days on one or more new features (without on-call since no modification at that time), then release the features, then she goes on-call for the next 5 days. After 1 day of production, an incident appears, which takes 4h to fix. Then no problem during the following days. AB therefore benefits from a total compensatory rest of 5CA+4CI. (= 13 hours, i.e. ~2 days of rest).

The coefficients have been defined as follows:

CA = 1 (i.e. one on-call day = 1h of rest)

CI = 2 (i.e. one intervention hour = 2h of rest)

To better match potential daily flat rates, the number of rest hours can be divided by 7 to obtain a number of rest days (therefore comparable to CP or RTT).

Training

Link for training that we do:

  • https://www.perspective-formation.fr/les-formations-perspective/

Remote Work

Remote work is practiced at Alta Voce with the following arrangements:

Provided Equipment

  • Laptop computer: Modern PC with required configurations for tasks.
  • External monitor: 24-inch minimum recommended monitor.
  • Keyboard and mouse: Ergonomic if necessary.
  • Audio headset: For calls and conferences.
  • VPN access: Secure connection to company network.

Remote Work Conditions

  • Remote work days: 2-3 days per week depending on positions.
  • Flexibility: Possibility to adapt days according to project needs.
  • Office presence: 1-2 days per week for meetings and collaborations.

Security Rules

  • Secure connection mandatory via VPN.
  • Regular updates of operating system.
  • Data backup on company servers.
  • Compliance with confidentiality protocols.

Communication

  • Availability on usual communication channels (Slack, email).
  • Scheduled meetings with teams present in office.
  • Reporting of daily activities and progress.

Technical Support

  • IT assistance available for technical problems.
  • Training on provided remote work tools.
  • Documentation accessible via company intranet.

Security/GDPR

Duties:

  • In remote work, the computer hard drive must be encrypted.
  • In remote work, data must be backed up at least every 3 days.
  • GDPR must obviously be strictly followed. This document describes the flow of personal data in our products.
  • The identifier / authenticator pairs (e.g.: login / password) are personal and inaccessible.

Departure

In case of departure and whatever the reason, the person concerned is asked to return all Alta Voce properties to the latter by contacting their most direct manager.

The different authorizations and access will be deleted at the time of departure and other means of communication will be put in place if necessary.