{"id":28725,"date":"2017-08-11T00:07:51","date_gmt":"2017-08-11T00:07:51","guid":{"rendered":"http:\/\/www.miamibeachfl.gov\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/work-rules\/"},"modified":"2026-03-30T15:28:02","modified_gmt":"2026-03-30T19:28:02","slug":"work-rules","status":"publish","type":"page","link":"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/work-rules\/","title":{"rendered":"R\u00e8gles de travail"},"content":{"rendered":"<img decoding=\"async\" src=\"https:\/\/www.miamibeachfl.gov\/wp-content\/uploads\/2022\/07\/hero-small.jpg\" alt=\"ocean drive art deco buildings\" itemprop=\"image\" height=\"211\" width=\"2395\" title=\"petit h\u00e9ros\" onerror=\"this.style.display='none'\" loading=\"lazy\" \/>\n<h1>\n\t\t\tR\u00e8gles de travail\t<\/h1>\n\t<nav id=\"breadcrumbs\" aria-label=\"Fil d&#039;Ariane\"><a href=\"https:\/\/www.miamibeachfl.gov\/fr\/\">Maison<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/\">l&#039;h\u00f4tel de ville<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/human-resources\/\">Ressources humaines<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/human-resources\/employee-labor-relations\/\">Relations avec les employ\u00e9s et le travail<\/a> &gt; <a href=\"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/\">R\u00e9pertoire des politiques<\/a> &gt; <strong>R\u00e8gles de travail<\/strong><\/nav>\n\t<p>Vous devez respecter ce r\u00e8glement, qui d\u00e9finit \u00e9galement certaines de vos responsabilit\u00e9s envers la Ville. Il couvre tous les types d&#039;absences au travail, leur d\u00e9claration, les pauses, les horaires de d\u00e9jeuner, etc.<\/p>\n<p>Vous devrez toujours respecter le R\u00e8glement du personnel, les directives du service des ressources humaines, les directives du directeur g\u00e9n\u00e9ral de la ville et les directives de votre service. Toutes les directives seront affich\u00e9es et il vous incombera de mettre \u00e0 jour le pr\u00e9sent R\u00e8glement en cons\u00e9quence.<\/p>\n<ol>\n<li>Les cong\u00e9s pour vacances, jours f\u00e9ri\u00e9s mobiles et f\u00eates religieuses doivent \u00eatre demand\u00e9s par \u00e9crit au superviseur de division ou \u00e0 son repr\u00e9sentant d\u00e9sign\u00e9 au moins 24 heures \u00e0 l&#039;avance. Un formulaire est pr\u00e9vu \u00e0 cet effet. La demande sera accord\u00e9e \u00e0 une date convenant au superviseur de division et compatible avec son horaire de travail, dans la mesure du possible. En cas d&#039;urgence, les cong\u00e9s accord\u00e9s avec un pr\u00e9avis de moins de 24 heures sont limit\u00e9s \u00e0 trois par p\u00e9riode de paie annuelle.<\/li>\n<li>Toute absence non pr\u00e9vue au pr\u00e9alable doit \u00eatre signal\u00e9e d\u00e8s que possible, et au plus tard une heure apr\u00e8s l&#039;heure habituelle de d\u00e9but de travail chaque jour d&#039;absence. Pass\u00e9 ce d\u00e9lai d&#039;une heure, le salari\u00e9 est consid\u00e9r\u00e9 comme absent sans autorisation pour la journ\u00e9e enti\u00e8re, sauf justification de l&#039;impossibilit\u00e9 de signaler l&#039;absence dans ce d\u00e9lai. Si le motif de l&#039;absence est susceptible d&#039;\u00eatre de longue dur\u00e9e, elle doit \u00eatre signal\u00e9e d\u00e8s le premier jour, en pr\u00e9cisant la dur\u00e9e approximative de l&#039;absence.<\/li>\n<li>Lors du signalement des absences ou des retards, les informations suivantes doivent \u00eatre fournies :<\/li>\n<\/ol>\n<ul>\n<li>Employee&#8217;s name<\/li>\n<li>num\u00e9ro d&#039;identification<\/li>\n<li>Adresse<\/li>\n<li>Classification<\/li>\n<li>Nom de la personne qui appelle<\/li>\n<li>Num\u00e9ro de t\u00e9l\u00e9phone<\/li>\n<li>Reason for absence &#8211; Must be specific , such as: headache, backache, toothache, illness in family (who?), cold, dentist appointment, doctor&#8217;s appointment, etc.<\/li>\n<li>L&#039;employ\u00e9 va-t-il chez le m\u00e9decin ?<\/li>\n<li>O\u00f9 la Ville peut-elle contacter l&#039;employ\u00e9 pendant la journ\u00e9e ?<\/li>\n<li>Temps d&#039;absence estim\u00e9 du travail<\/li>\n<\/ul>\n<ol start=\"4\">\n<li>Une fois les informations ci-dessus fournies et enregistr\u00e9es sur le formulaire de d\u00e9claration d&#039;absence, un num\u00e9ro sera attribu\u00e9 \u00e0 la personne qui appelle. Ce num\u00e9ro doit \u00eatre not\u00e9 et conserv\u00e9, car il constitue une preuve de la d\u00e9claration d&#039;absence et prot\u00e8ge ainsi l&#039;employ\u00e9. ASSUREZ-VOUS D&#039;OBTENIR CE NUM\u00c9RO.<\/li>\n<li>Tout rapport d&#039;absence doit \u00eatre sign\u00e9 par l&#039;employ\u00e9 \u00e0 son retour au travail. Toute information erron\u00e9e doit \u00eatre signal\u00e9e avant la signature du rapport.<\/li>\n<li>If the employee does not call in or does not call in within one hour after the start of the shift, or leaves without permission after the start of the shift, the absence will be marked as &#8220;Absent Without Permission, Without Pay&#8221; (AWOL). An employee who is:<\/li>\n<\/ol>\n<p><strong>Absent sans autorisation pour la premi\u00e8re fois en 12 mois<\/strong>: Re\u00e7u un avis \u00e9crit indiquant que la deuxi\u00e8me absence sans permission (un quart de travail assign\u00e9) entra\u00eenera une suspension de trois (3) jours ;<\/p>\n<p><strong>AWOL pour la deuxi\u00e8me fois en 12 mois :<\/strong> Suspension de trois (3) jours et avis \u00e9crit que pour le troisi\u00e8me AWOL (un quart de travail assign\u00e9), l&#039;employ\u00e9 sera passible d&#039;un licenciement\u00a0;<\/p>\n<p><strong>AWOL pour la troisi\u00e8me fois en 12 mois :<\/strong> Sous r\u00e9serve de licenciement.<\/p>\n<p>Chaque jour d&#039;absence sans permission (un quart de travail assign\u00e9) sera consid\u00e9r\u00e9 comme une absence sans permission ou une infraction distincte dans l&#039;application de la r\u00e8gle ci-dessus.<\/p>\n<p>Les \u00e9tapes ci-dessus seront suivies dans un d\u00e9lai de 12 mois cons\u00e9cutifs pr\u00e9c\u00e9dant la derni\u00e8re infraction AWOL.<\/p>\n<p>Toute personne qui quitte le poste sans permission apr\u00e8s le d\u00e9but de son quart de travail peut \u00eatre soumise \u00e0 des mesures disciplinaires plus s\u00e9v\u00e8res que celles \u00e9nonc\u00e9es ci-dessus, selon les circonstances.<\/p>\n<ol start=\"7\">\n<li>Les retards peuvent entra\u00eener des mesures disciplinaires, le report ou le refus d&#039;augmentations de salaire au m\u00e9rite, voire un licenciement. Un employ\u00e9 qui\u00a0:<\/li>\n<\/ol>\n<p>Retard quatre fois sur une p\u00e9riode de 12 mois : Un avis \u00e9crit indiquant que le cinqui\u00e8me retard entra\u00eenera une suspension de trois (3) jours ;<\/p>\n<p>TARDY cinq fois sur une p\u00e9riode de 12 mois : Suspension de trois (3) jours et pr\u00e9avis \u00e9crit que pour le sixi\u00e8me TARDY, l&#039;employ\u00e9 sera passible de licenciement ;<\/p>\n<p>Retards r\u00e9p\u00e9t\u00e9s \u00e0 six reprises sur une p\u00e9riode de 12 mois\u00a0: passible de licenciement.<\/p>\n<p>Les \u00e9tapes ci-dessus seront suivies dans un d\u00e9lai de 12 mois cons\u00e9cutifs pr\u00e9c\u00e9dant la derni\u00e8re infraction TARDY.<\/p>\n<ol start=\"8\">\n<li>Excessive absenteeism (not to include Birthday, Bereavement, Injury Service Connected, Vacation, Floating Holidays, or Religious Leave Time) can lead to disciplinary action, delayed or denied merit increases, or dismissal. What is excessive depends upon the number of absences, the cause of absences, the duration of the absences, the frequency of the absences, and the prospects for improved attendance. Employees will be given one or more warnings for excessive absenteeism and\/or counseling. After such efforts to correct or improve an employee&#8217;s record have failed, termination may be required.<\/li>\n<li>Toutes les blessures survenant au travail doivent \u00eatre signal\u00e9es imm\u00e9diatement \u00e0 votre superviseur imm\u00e9diat.<\/li>\n<li>Tout accident impliquant un v\u00e9hicule de la Ville doit \u00eatre imm\u00e9diatement signal\u00e9 \u00e0 votre sup\u00e9rieur hi\u00e9rarchique et au service de police s&#039;il s&#039;agit d&#039;un v\u00e9hicule immatricul\u00e9, ou s&#039;il se produit sur la voie publique.<\/li>\n<li>Aucun v\u00e9hicule, outil, \u00e9quipement ou fournitures appartenant \u00e0 la Ville ne doit \u00eatre utilis\u00e9 pour des travaux personnels ou priv\u00e9s sans autorisation.<\/li>\n<li>La p\u00e9riode normale des repas est de _____ \u00e0 _____. Si, pour quelque raison que ce soit, un repas ne peut \u00eatre pris \u00e0 l&#039;heure pr\u00e9vue, le sup\u00e9rieur imm\u00e9diat (ou la personne responsable) peut autoriser un changement d&#039;horaire et doit en informer le bureau de la division ainsi que le motif de ce changement.<\/li>\n<li>Les p\u00e9riodes de repos normales sont de _____ \u00e0 _____ et de _____ \u00e0 _____. Si, pour quelque raison que ce soit, une p\u00e9riode de repos ne peut \u00eatre prise \u00e0 l&#039;heure pr\u00e9vue, le sup\u00e9rieur imm\u00e9diat (ou la personne responsable) peut autoriser un changement d&#039;horaire et doit en informer le bureau de la division, en pr\u00e9cisant le motif du changement.<\/li>\n<li>Le chef de chantier (ou le responsable) est charg\u00e9, pendant les heures normales de travail, de l&#039;ensemble des employ\u00e9s, outils et \u00e9quipements plac\u00e9s sous sa supervision. Si le chef de chantier ou l&#039;un de ses employ\u00e9s doit quitter le chantier, le bureau de division doit en \u00eatre inform\u00e9.<\/li>\n<li>After receiving &#8220;Regular&#8221; status, an employee will be issued uniforms if the job duties require them. After uniforms have been issued, they shall be worn. Any employee reporting for work without a proper uniform may not be allowed to work that day. Employees shall wear issued uniforms for City of Miami Beach employment only, unless authorized.<\/li>\n<li>En cas de cessation d&#039;emploi, pour quelque raison que ce soit, une entrevue de sortie avec un repr\u00e9sentant du service des ressources humaines et la restitution de tous les biens de la Ville seront exig\u00e9es.<\/li>\n<\/ol>\n\t\tAcc\u00e9der \u00e0\u2026\t\t\t\n\t\t\t\t\t<ul id=\"menu-hr-policy-directory\"><li id=\"menu-item-363145\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/americans-with-disabilities-act-compliance\/\">Conformit\u00e9 ADA<\/a><\/li>\n<li id=\"menu-item-363146\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/ada-grievance-procedure\/\">Proc\u00e9dure de r\u00e9clamation ADA<\/a><\/li>\n<li id=\"menu-item-363147\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/attendance\/\">Politiques de pr\u00e9sence<\/a><\/li>\n<li id=\"menu-item-363148\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/city-vehicles-and-equipment\/\">V\u00e9hicules et \u00e9quipements urbains<\/a><\/li>\n<li id=\"menu-item-363149\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/discrimination-complaint-procedure\/\">Proc\u00e9dure de plainte pour discrimination<\/a><\/li>\n<li id=\"menu-item-363150\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/diversity-management-sexual-harassment-awareness\/\">Gestion de la diversit\u00e9 Sensibilisation au harc\u00e8lement sexuel<\/a><\/li>\n<li id=\"menu-item-363151\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/drug-and-alcohol-misuse-prevention\/\">Pr\u00e9vention de l&#039;abus de drogues et d&#039;alcool<\/a><\/li>\n<li id=\"menu-item-363152\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/drug-free-awareness-program\/\">Programme de sensibilisation \u00e0 la lutte contre la drogue<\/a><\/li>\n<li id=\"menu-item-363153\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/family-and-medical-leave\/\">Cong\u00e9 familial et m\u00e9dical<\/a><\/li>\n<li id=\"menu-item-363154\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/smoke-free-workplace\/\">Lieu de travail sans fum\u00e9e<\/a><\/li>\n<li id=\"menu-item-363155\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/work-rules\/\">R\u00e8gles de travail<\/a><\/li>\n<li id=\"menu-item-363156\"><a href=\"\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/workers-compensation-guidelines\/\">Lignes directrices sur l&#039;indemnisation des accidents du travail<\/a><\/li>\n<\/ul>\t\n\t<div class=\"page-navigation\"><a class=\"prev-page\" href=\"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/smoke-free-workplace\/\">\u2190 Lieu de travail sans fum\u00e9e<\/a> <a class=\"next-page\" href=\"https:\/\/www.miamibeachfl.gov\/fr\/city-hall\/human-resources\/employee-labor-relations\/policy-directory\/workers-compensation-guidelines\/\">Lignes directrices sur l&#039;indemnisation des accidents du travail \u2192<\/a><\/div>","protected":false},"excerpt":{"rendered":"<p>Work Rules Home &gt; City Hall &gt; Human Resources &gt; Employee &amp; Labor Relations &gt; Policy Directory &gt; Work Rules [&hellip;]<\/p>\n","protected":false},"author":222,"featured_media":0,"parent":28713,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_searchwp_excluded":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center 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