Welcome to the FAQ on reports on equality in the workplace
How is the workforce calculated?
The total number of days worked over the period is calculated in calendar days. The employee must be present for at least 180 days in order to be taken into account. Previous contracts and establishments, if they are excluded, are not included in the annual attendance time.
This calculation is based on contract start and end dates, as well as days counted as absences in Timmi Absences.
How is full-time equivalent pay calculated over the entire reference period?
Scenario 1: If an employee is present on a full-time basis for the whole reference period, the pay retained corresponds to the sum of all pay items from the selected categories.
Scenario 2: When an employee is not present for the whole 12-month reference period, an attendance time ratio is applied. The calculation of their pay is the sum of all their pay items, divided by the ratio months of attendance/12 months.
Example: Valentin Bresnier has a contract from January 1st, 2023 to September 15th, 2023. He has a basic salary of €2,000 per month over this period. In March and September, he receives a bonus of €200. The pay retained is: *[2000 (Jan.) + 2000 (Feb.) + 2200 (Mar.) + 2000 (Apr.) + 2000 (May) + 2000 (Jun.) + 2000 (Jul.) + 2000 (Aug.) + 2200 (Sep.)] / (9/12 months) = €18,400 / (9/12) = €24,533.*
Scenario 3: When an employee is working part-time, a working time ratio is applied. The calculation of their pay is the sum of all their pay items, divided by the working time ratio for each period.
Example: Brigitte Clisson receives a basic salary of €2,000 per month from January 1st to March 31st with a working time of 70%. Then, from April 1st to December 31st, she earns €10,000 with a working time of 90%. The calculation of her pay is [2000 * 3 (from Jan. to Mar.) + 10000 * 9 (from Apr. to Dec.)] / [(0.70 * 3 + 0.90 * 9)/12] = €112,941.
Scenario 4: When the amount of a pay item changes during the period, it is assumed that each of the amounts has been applied over a full period, but that there is an additional period to be adjusted based on the attendance time ratio.
Example: Marie Bragoulet receives a basic salary of €2,000 from January 1st to March 15th. From March 16th, her pay changes and she now earns €10,000. Her total annual pay is = [2000 (Jan.) + 2000 (Feb.) + (2000+10000) (Mar.) + 10000 (Apr.) + 10000 (May) + 10000 (Jun.) + 10000 (Jul.) + 10000 (Aug.) + 10000 (Sep.) + 10000 (Oct.) + 10000 (Nov.) + 10000 (Dec.)] / (**13**/12) = €97,846.
Pour le rapport des écarts de rémunération, mes catégories socio-professionnelles (CSP) ne correspondent pas à ce que l'Index recommande, comment puis-je faire ?
Les 4 CSP visées par l'Index sont : Ouvriers / Employés / Techniciens et agents de maîtrise/ Ingénieurs et cadres). If your Lucca occupation categories do not correspond to this classification, you can group them manually, as follows:
Occupation category | Age | No. of women | No. of men | Pay for women | Pay for men |
Occupation category 1 | - 30 years | 25 | 33 | €41,000 | €43,000 |
Occupation category 2 | - 30 years | 18 | 36 | €42,000 | €42,500 |
Total occupation categories 1 and 2 | - 30 years | = 25 + 18 | = 33 + 36 | =(4100025 + 4200018)/(25+18) | =(4300033 + 4250036)/(33+36) |
Total occupation categories 1 and 2 | - 30 years | 43 | 69 | €41,419 | €42,739 |
Groups that do not include at least three women and three men should not be used to calculate the indicator.
How is an employee who has received a pay rise defined?
An employee is considered to have received a pay rise when their pay on the last day of the period is at least one euro higher than their pay on the first day of the period.