The support system and financial assistance for the “dropouts” between the ages of 16 to 25 years, is extended to all france by the law Work. 200 000 young people could benefit by 2017.
This is a real breakthrough recorded in the law of Employment (article 46) adopted on July 21, and promulgated on August 8, 2016 in the official Journal. The youth guarantee, which was initially launched in 10 departments, and then gradually expanded to cover 91 departments at the end of 2016, is now a right open to all young people, in a situation of high vulnerability in the labour market. It will be generalized to the whole territory by 1 January 2017.
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The idea is to “accompany the youth towards employment and autonomy” by offering a guarantee of first work experience (internships,sequences forming business, jobs, conseilsciblés etc) coupled with a guarantee of resources.
beneficiaries fragile and/or desocialized
The conditions of a grant highly regulated from the origin do not change. The collateral youth is to “dropouts” from 18 to 25 years of age, who are neither in employment nor study, nor in education or training (except for students at risk of family breakdown). They are called the “Neet”, “Not in education, employment or training”, in a very precarious condition, sometimes out of jail.
To claim the special allowance,they must live outside the parental home or, if they live there, does not receive financial assistance from their parents. And justify a maximum threshold for resources that do not exceed 524,68 euros (the ceiling of the RSA). An implementing decree should specify this fall, this threshold and the components of the resources taken into account.
An amount declining balance
The amount is today 461,72 euros monthly, but it will be updated there, too, by a decree simple, which is expected to be published in October. However, the sum is decreasing from the moment the young, throughout his career, receives a remuneration or compensation related to his activity (or unemployment) and that he must report each month.
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beyond 300 euros in revenue, the figure will be revised downward in a linear manner from the 1st euro. Example : 301 euros of income does not give the right to assistance of 460,72 euros; 302 euros of income, 459,72 euros, etc
from an income equivalent to 80% of the Minimum wage, the benefit stops. In addition, it is combined with the housing allowance, which it is dissociated.
A simplified approach
The young fits when he wants to. But his request must be made to its local mission nearest to where he will meet with the advisors of the structure. It must demonstrate its financial fragility – by a declaration on honour, a tax notice – and to show them during talks his motivation, a signal of a total involvement. Administratively, this should be easier (once the orders taken): the nomination will probably be more systematically examined as today by a local committee, ad-hoc (elected officials and actors of the territories, educators, government representatives), which meets approximately once per month, since so far the number of beneficiaries is limited. “But in this case, it is likely that this commission will review the file will debate, we believe the DGEFP. However, the preliminary interviews will continue to assess whether the young person is voluntary, available, ready to experience multiple and intensive, to adhere to a schedule, and to live in a collective. Because the rhythm is very strong.”
A strong reciprocal commitment on the duration
The device is based on a contract of a written accompaniment, adjusted according to the profiles and signed between the young person and the local mission, for a period of one year, renewable if the goal of professional integration is not achieved. The “dropout”, is committed to being diligent and to accept internships and various training proposed under the penalty of being redirected to other forms of follow-up. And then it is integrated in a promotion of 12 or 15, which is followed by a couple of advisors, in charge of customize the route.
During 4 or 6 weeks (or even more), everybody meets on a daily basis during collective workshops focused on the codes and rules of the company, the self-assessment and the valorisation of its cross-cutting skills -meticulous, punctual, adaptable, responsive…, with individual interviews with the request.
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The promotion lives throughout the year, even if it disintegrates when everyone is going in professional immersion, the councillors remaining in the link. So, each promotion has a group project to develop, allowing him to socialize, support one another and to gain in autonomy.
