A fixed-term contract with a defined purpose (or mission fixed-term contract) is an employment contract that end the achievement of the object or mission for which it was concluded.

The temporary increase in activity in the company is not a case of recourse to the fixed-term contract (or mission fixed-term contract).

The purpose-defined fixed-term contract (or mission fixed-term contract) must be provided for by a extended branch agreement or by a company company agreement.

The agreement shall specify:

• The economic needs to which the fixed-term contract (or mission contract) can provide an appropriate response
• The conditions under which employees on fixed-term contracts with a defined purpose (or fixed-term contracts) benefit from guarantees
• The conditions under which the employee can, during the period of notice (occurring before the end date of the fixed-term contract), mobilize the means available to organize the continuation of his professional career
• The conditions under which the employee on a fixed-term contract with a defined purpose (or mission fixed-term contract) has priority access to jobs DTA: titleContent in the company

The CDD with a defined purpose (or mission CDD) is reserved exclusively the recruitment of engineers and managers, within the meaning of collective agreements.

The defined purpose FTC (or mission FTC) is established by written.

It includes the mandatory clauses for traditional fixed-term contracts.

The contract must mandatory specify the following information:

• Mention fixed-term contract with a defined purpose
• Title and references of the collective agreement establishing the contract
• Description of the project from which the contract originates, foreseeable duration, definition of the corresponding tasks
• Objective event or result determining the termination of the contract
• Notice period for the arrival of the end of the contract or the continuation of the employment relationship on a permanent contract
• Mention of the possibility of termination of the contract by the employer or employee, for a real and serious reason, on the anniversary date of its conclusion
• Mention of the employee's right to compensation equal to 10% of his gross total remuneration, in the event of breach of contract by the employer.

The trial period is not required.

However, the employee must complete a trial period if it is provided for in his employment contract or letter of commitment.

If the employee's fixed-term contract does not include precise term, a duration minimum the probationary period must be provided for in the employment contract.

The duration of the test period is then calculated as a function of this minimum duration.

The trial period, whether expressed in days, weeks or months, shall be counted as calendar (except treaty provisions or contractually).

The trial period starts on the 1st^er working day. It can't be shifted.

The count is made in the same way if the employee works full-time or part-time.

The employee benefits from the following guarantees:

• Aid for reclassification
• Validation of Experience (VAE)
• Rehire Priority
• Access to the vocational training
• Priority access to permanent jobs in the company.

Expected contract end date

In this case, a time limit must be respected between the decision to terminate the fixed-term contract (or mission fixed-term contract) and the end of the effective date of the employment contract.

This deadline says to thoughtfulness is fixed at least 2 months.

Early Break

The fixed-term contract (or mission fixed-term contract) may be terminated at the initiative of the employer or employee.

The CDD must be broken for a real and serious reason (i.e. based on objective, verifiable facts and not on a subjective impression or judgment) under the following conditions:

• Either at the initiative of the employee who justifies the conclusion of a DTA: titleContent before the end of his FIXED-TERM CONTRACT: titleContent

• Either 18 months after its conclusion (i.e. at the end of the minimum period)
• Either every year at the anniversary date the conclusion of the contract (therefore 24 months after its conclusion)
• Either in case of gross misconduct, force majeure or of unfitness observed by the occupational physician.

At the end of the contract, the employee is entitled to compensation in an amount equal to 10% of his gross total remuneration.

The indemnity is not due if the fixed-term contract with a defined purpose continues with a permanent contract.

The compensation remains due to the employee when the early termination is at the initiative of the employer. If it is the employee who decides to break the contract, the compensation is not due.