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1o});var a=n(372288);let s="https://app.lynara.ai/api/finance";async function r(e){let t=arguments.length>1&&void 0!==arguments[1]?arguments[1]:{},n=await (0,a.getAuthToken)(),r=await fetch("".concat(s).concat(e),{headers:{"Content-Type":"application/json",Authorization:n?"Bearer ".concat(n):"",...t.headers},...t});if(!r.ok)throw Error((await r.json().catch(()=>({}))).detail||"Erreur API: ".concat(r.statusText));return r.json()}async function o(e,t){return r("/rh/document-templates/templates?company_id=".concat(e),{method:"POST",body:JSON.stringify(t)})}async function i(e,t,n){let a=new URLSearchParams({company_id:e});return t&&a.append("document_type",t),void 0!==n&&a.append("is_active",String(n)),r("/rh/document-templates/templates?".concat(a.toString()))}async function l(e,t){return r("/rh/document-templates/templates/".concat(e,"?company_id=").concat(t))}async function c(e,t,n){return r("/rh/document-templates/templates/".concat(e,"?company_id=").concat(t),{method:"PUT",body:JSON.stringify(n)})}async function d(e,t){return r("/rh/document-templates/templates/".concat(e,"?company_id=").concat(t),{method:"DELETE"})}async function u(e,t,n,a){return r("/rh/document-templates/templates/".concat(e,"/duplicate?company_id=").concat(t,"&new_code=").concat(encodeURIComponent(n),"&new_name=").concat(encodeURIComponent(a)),{method:"POST"})}async function m(e){let t=await (0,a.getAuthToken)(),n=await fetch("".concat(s,"/rh/document-templates/generate-pdf"),{method:"POST",headers:{"Content-Type":"application/json",Authorization:t?"Bearer ".concat(t):""},body:JSON.stringify(e)});if(!n.ok)throw Error((await n.json().catch(()=>({}))).detail||"Erreur lors de la g\xe9n\xe9ration du PDF: ".concat(n.statusText));return n.blob()}},518759:(e,t,n)=>{n.d(t,{_:()=>i,generateCDIContractContent:()=>o});var a=n(310142),s=n(800032),r=n(55492);function o(e,t,n){var a,o,i;let l=e=>{if(!e)return"[date de d\xe9but]";try{return(0,s.GP)(new Date(e),"dd/MM/yyyy",{locale:r.fr})}catch(t){return e}},c="".concat(t.first_name||""," ").concat(t.last_name||"").trim()||"[Nom du salari\xe9]",d=e.job_title||"[Poste]",u=l(e.start_at),m=e.weekly_hours||40,p=(null===(a=e.net_salary)||void 0===a?void 0:a.toLocaleString("fr-FR",{minimumFractionDigits:2,maximumFractionDigits:2}))||(null===(o=e.base_salary)||void 0===o?void 0:o.toLocaleString("fr-FR",{minimumFractionDigits:2,maximumFractionDigits:2}))||"[montant en TND]",f=null===(i=e.leaves)||void 0===i?void 0:i.find(e=>{var t,n;return"paid_leave"===e.leave_category&&((null===(t=e.name)||void 0===t?void 0:t.toLowerCase().includes("base"))||(null===(n=e.name)||void 0===n?void 0:n.toLowerCase().includes("annuel")))}),h=(null==f?void 0:f.days_per_year)||25,g=n.legal_name||"_____________________________",_=n.legal_form||"SUARL",y=n.share_capital?"number"==typeof n.share_capital?n.share_capital.toLocaleString("fr-FR",{minimumFractionDigits:0}):n.share_capital:"5000",x=[n.address_line1||"",n.address_line2||"",n.address_city||"",n.address_postal_code||""].filter(Boolean).join(" ")||"____________________________________",v=n.vat_number||n.registration_no||"_____________________________",b=n.ceo_name||"_____________________________",j=n.ceo_title||"PDG",N=t.dob?l(t.dob):"[date de naissance]",w=t.birth_place||"[lieu de naissance]",E="",S="";t.cin_number?(E=t.cin_number,t.cin_issued_at&&t.cin_issued_date?S="d\xe9livr\xe9 ".concat(l(t.cin_issued_date)," \xe0 ").concat(t.cin_issued_at):t.cin_issued_date&&(S="d\xe9livr\xe9 ".concat(l(t.cin_issued_date)))):E=t.passport_number?t.passport_number:t.residence_permit_number?t.residence_permit_number:"_____________________________";let C=[t.street||"",t.postal_code||"",t.city||""].filter(Boolean).join(" ")||"___________________________________",L=[];e.benefits&&e.benefits.length>0&&e.benefits.forEach(e=>{var t,n;(null===(t=e.name)||void 0===t?void 0:t.toLowerCase().includes("ticket"))||(null===(n=e.name)||void 0===n?void 0:n.toLowerCase().includes("restaurant"))?L.push("⢠Ticket restaurant de ".concat(e.monthly_value||e.amount||8," dinars par jour travaill\xe9")):L.push("⢠".concat(e.name,": ").concat(e.monthly_value||e.amount||""," ").concat(e.currency||"dinars"))}),e.bonuses&&e.bonuses.length>
10&&e.bonuses.forEach(e=>{var t,n,a,s,r,o,i,l;(null===(t=e.name)||void 0===t?void 0:t.toLowerCase().includes("13"))?L.push("⢠13eme"):(null===(n=e.name)||void 0===n?void 0:n.toLowerCase().includes("assurance"))?L.push("⢠Assurance maladie"):(null===(a=e.name)||void 0===a?void 0:a.toLowerCase().includes("aid"))&&(null===(s=e.name)||void 0===s?void 0:s.toLowerCase().includes("seghir"))?L.push("⢠Prime de l'Aid Seghir: ".concat(e.amount||250," dinars")):(null===(r=e.name)||void 0===r?void 0:r.toLowerCase().includes("aid"))&&(null===(o=e.name)||void 0===o?void 0:o.toLowerCase().includes("kebir"))?L.push("⢠Prime de l'Aid El Kebir: ".concat(e.amount||300," dinars")):(null===(i=e.name)||void 0===i?void 0:i.toLowerCase().includes("mariage"))?L.push("⢠Prime mariage : ".concat(e.amount||2e3," dinars")):(null===(l=e.name)||void 0===l?void 0:l.toLowerCase().includes("naissance"))?L.push("⢠Prime naissance : ".concat(e.amount||1e3," dinars")):L.push("⢠".concat(e.name,": ").concat(e.amount||""," dinars"))}),0===L.length&&L.push("Aucun avantage sp\xe9cifique pr\xe9vu"),e.notice_collab_after_trial||e.notice_company_after_trial;let A=e.probation_first_months&&e.probation_first_months>0,D=e.probation_first_months||0;e.notice_collab_during_trial;let P=(0,s.GP)(new Date,"dd/MM/yyyy",{locale:r.fr}),k=n.address_city||"Tunis";return"CONTRAT DE TRAVAIL \xc0 DUR\xc9E IND\xc9TERMIN\xc9E \n\nEntre : \n\n".concat(g,", Une ").concat(_,", Soci\xe9t\xe9 Unipersonnelle A Responsabilit\xe9 Limit\xe9e avec un capital de \n\n").concat(y," dinars, dont le si\xe8ge social est situ\xe9 \xe0 ").concat(x,", \n\nTitulaire du Matricule Fiscal ").concat(v," \n\nRepr\xe9sent\xe9e par ").concat(b," en sa qualit\xe9 de ").concat(j,', \n\nCi-apr\xe8s d\xe9nomm\xe9e "l\'Employeur", \n\nEt : \n\n').concat(c,", n\xe9").concat("F"===t.gender?"e":""," le ").concat(N," \xe0 ").concat(w,", r\xe9sidant \xe0 ").concat(C,"\n\n").concat(t.cin_number?"CIN : ".concat(E," ").concat(S):E?"Passport : ".concat(E):"CIN : _____________________________","\n\nCi-apr\xe8s d\xe9nomm\xe9").concat("F"===t.gender?"e":""," \"l'Employ\xe9\", \n\nIl a \xe9t\xe9 convenu et arr\xeat\xe9 ce qui suit : \n\nArticle 1 : Objet du Contrat \n\nL'Employ\xe9 est embauch\xe9 en tant qu'").concat(d," \n\nArticle 2 : Dur\xe9e du Contrat \n\nCe contrat est \xe0 dur\xe9e ind\xe9termin\xe9e, avec effet \xe0 partir du ").concat(u," \n\nL'Employ\xe9 est tenu de travailler un total de ").concat(m," heures par semaine. \n\nArticle 3 : P\xe9riode d'Essai \n\nObjectif et Dur\xe9e \n\n").concat(A?"Une p\xe9riode d'essai de ".concat(D," mois est pr\xe9vue dans le cadre du pr\xe9sent contrat. L'Employeur et l'Employ\xe9 conviennent que l'engagement sera confirm\xe9 \xe0 l'issue de cette p\xe9riode d'essai."):"Aucune p\xe9riode d'essai n'est pr\xe9vue dans le cadre du pr\xe9sent contrat. L'Employeur et l'Employ\xe9 conviennent que l'engagement est ferme d\xe8s la date de d\xe9but du contrat. L'Employ\xe9 est ainsi consid\xe9r\xe9 comme d\xe9finitivement recrut\xe9 d\xe8s son entr\xe9e en fonction, sans phase d'\xe9valuation pr\xe9alable.","\n\nConditions de Travail \n\nDurant la p\xe9riode d'essai, l'Employ\xe9 sera soumis aux m\xeames conditions et obligations que les \n\nautres employ\xe9s, y compris les heures de travail, les responsabilit\xe9s du poste, et les r\xe8gles \n\ninternes de l'entreprise. \n\n\xc9valuation \n\nAu cours de la p\xe9riode d'essai, l'Employ\xe9 fera l'objet d'\xe9valuations r\xe9guli\xe8res, qui seront \n\ncommuniqu\xe9es \xe0 l'Employ\xe9. Ces \xe9valuations permettront de discuter de ses performances, de \n\nses progr\xe8s et des \xe9ventuelles am\xe9liorations n\xe9cessaires. \n\nRupture pendant la P\xe9riode d'Essai \n\nL'Employeur et l'Employ\xe9 peuvent mettre fin au contrat sans avoir \xe0 fournir de motif, et sans \n\nindemnit\xe9 de part et d'autre. Le pr\xe9avis n\xe9cessaire pour la rupture du contrat pendant la p\xe9riode \n\nd'essai est d'une semaine. Ce pr\xe9avis doit \xeatre notifi\xe9 par \xe9crit \xe0 l'autre partie. \n\nDroits Acquis \n\nEn cas de rupture du contrat par l'Employeur durant la p\xe9riode d'essai, l'Employ\xe9 aura droit \xe0 \n\nune compensation pour les jours travaill\xe9s. Toute indemnit\xe9 suppl\xe9mentaire sera calcul\xe9e \n\nconform\xe9ment aux dispositions l\xe9gales ou aux politiques de l'entreprise. \n\nFin de la P\xe9riode d'Essai \n\n\xc0 l'issue de la p\xe9riode d'essai, si le contrat n'est pas r\xe9sili\xe9, il se poursuivra automatiquement \n\nselon les termes d\xe9finis dans les autres articles de ce contrat. \n\nArticle 4 : R\xe9mun\xe9ration \n\nL'Employ\xe9 percevra un salaire mensuel net de ").concat(p," dinars. \n\nArticle 5 : Primes & avantages \n\n").concat(L.join("\n\n"),"\n\nArticle 6 : Cong\xe9s et Absence
1s \n\nCong\xe9s Pay\xe9s \n\nL'Employ\xe9 a droit \xe0 ").concat(h," jours ouvrables de cong\xe9 pay\xe9 par an. Les conditions de planification des \n\ncong\xe9s doivent \xeatre convenues avec la direction pour assurer une gestion efficace des \n\nressources humaines de l'entreprise. Les cong\xe9s doivent \xeatre pris dans l'ann\xe9e civile et ne \n\npeuvent pas \xeatre report\xe9s sans l'accord explicite de l'Employeur. \n\nCong\xe9s pour Maladie \n\nEn cas de maladie, l'Employ\xe9 est tenu d'informer l'Employeur d\xe8s le premier jour d'absence. Un \n\ncertificat m\xe9dical est requis pour toute absence exc\xe9dant deux jours. L'Employ\xe9 b\xe9n\xe9ficiera de \n\n5 jours de cong\xe9 maladie pay\xe9 par an. \n\nCong\xe9s Exceptionnels \n\nL'Employ\xe9 peut demander des cong\xe9s non pay\xe9s pour des raisons personnelles \n\nexceptionnelles, sous r\xe9serve de l'approbation de l'Employeur. Ces demandes doivent \xeatre \n\nsoumises par \xe9crit et inclure la raison et la dur\xe9e du cong\xe9 demand\xe9. \n\nCong\xe9s pour Maternit\xe9/Paternit\xe9 \n\nL'Employ\xe9 b\xe9n\xe9ficie de droits de cong\xe9 pour maternit\xe9/paternit\xe9 conform\xe9ment \xe0 la l\xe9gislation \n\nlocale. Les conditions sp\xe9cifiques, telles que la dur\xe9e et le paiement pendant ces cong\xe9s, \n\nseront d\xe9termin\xe9es en fonction des lois applicables. \n\nCong\xe9s pour Formation Professionnelle \n\nSi l'Employ\xe9 est invit\xe9 \xe0 participer \xe0 des formations qui n\xe9cessitent une absence durant les \n\nheures normales de travail, ces heures seront consid\xe9r\xe9es comme heures travaill\xe9es et \n\nr\xe9mun\xe9r\xe9es normalement, \xe0 condition que la formation ait \xe9t\xe9 approuv\xe9e par l'Employeur. \n\nJours F\xe9ri\xe9s \n\nL'Employ\xe9 ne travaillera pas durant les jours f\xe9ri\xe9s officiels, sauf accord contraire. Ces jours \n\nsont r\xe9mun\xe9r\xe9s et ne seront pas d\xe9compt\xe9s du quota de cong\xe9s pay\xe9s de l'Employ\xe9. \n\nArticle 7 : D\xe9claration de Non-engagement \n\nL'Employ\xe9 d\xe9clare par les pr\xe9sentes qu'il n'est actuellement li\xe9 par aucun autre contrat de \n\ntravail, engagement professionnel ou autre obligation qui pourrait interf\xe9rer avec ses \n\nresponsabilit\xe9s et son r\xf4le au sein de l'entreprise. L'Employ\xe9 certifie qu'il n'est soumis \xe0 aucune \n\nrestriction contractuelle, y compris des clauses de non-concurrence ou de confidentialit\xe9, \n\nissues d'une pr\xe9c\xe9dente relation professionnelle qui entraveraient sa capacit\xe9 \xe0 remplir ses \n\nfonctions. \n\nEngagement de Non-participation \xe0 des Activit\xe9s Concurrentes \n\nL'Employ\xe9 s'engage \xe0 ne pas prendre part, directement ou indirectement, \xe0 des activit\xe9s \n\nprofessionnelles concurrentes ou en conflit avec les int\xe9r\xeats de l'Employeur pendant la dur\xe9e de \n\nson contrat, sauf autorisation \xe9crite pr\xe9alable de l'Employeur. Ceci inclut, mais n'est pas limit\xe9 \n\n\xe0, un emploi, des activit\xe9s de consultant, ou la gestion d'une entreprise qui serait en \n\nconcurrence avec l'Employeur. \n\nNotification Obligatoire \n\nL'Employ\xe9 doit informer imm\xe9diatement l'Employeur s'il devient conscient de tout conflit \n\npotentiel entre ses obligations ant\xe9rieures ou actuelles et les int\xe9r\xeats de l'Employeur. Cette \n\nnotification doit inclure tous les d\xe9tails n\xe9cessaires pour permettre \xe0 l'Employeur d'\xe9valuer la \n\nsituation et de prendre les mesures appropri\xe9es. \n\nCons\xe9quences des Violations \n\nTout manquement \xe0 cette d\xe9claration peut entra\xeener des sanctions disciplinaires, y compris \n\nmais sans s'y limiter, la r\xe9siliation du contrat de travail pour faute grave. En outre, l'Employ\xe9 peut \n\n\xeatre tenu responsable de tout pr\xe9judice subi par l'Employeur r\xe9sultant de telles violations. \n\nMise \xe0 Jour des Informations \n\nL'Employ\xe9 s'engage \xe0 mettre \xe0 jour cette d\xe9claration tout au long de la dur\xe9e de son emploi, en \n\ninformant l'Employeur de toute nouvelle circonstance qui pourrait influencer son engagement \n\ninitial de non-conflit. \n\nArticle 8 : R\xe9siliation du Contrat \n\nLe contrat peut \xeatre r\xe9sili\xe9 par l'une ou l'autre des parties en respectant un pr\xe9avis d'un ").concat("mois",", ou \n\nsans pr\xe9avis en cas de faute grave. \n\nArticle 9 : Frais de Formation \n\nL'Employeur s'engage \xe0 financer ou \xe0 rembourser, totalement ou partiellement, les frais de \n\nformations professionnelles destin\xe9es \xe0 am\xe9liorer ou \xe0 mettre \xe0 j
1our les comp\xe9tences de \n\nl'Employ\xe9 dans l'exercice de ses fonctions. La s\xe9lection des formations \xe9ligibles ainsi que le \n\npourcentage de prise en charge seront d\xe9termin\xe9es par l'Employeur, en fonction des besoins de \n\nl'entreprise et des b\xe9n\xe9fices attendus de la formation pour l'Employ\xe9. \n\nCondition de Remboursement \n\nSi l'Employ\xe9 d\xe9cide de quitter l'entreprise pour quelque raison que ce soit avant d'avoir \n\ncompl\xe9t\xe9 12 mois de service apr\xe8s la date de fin de la formation, l'Employ\xe9 sera tenu de \n\nrembourser \xe0 l'Employeur les co\xfbts de formation avanc\xe9s. Le montant \xe0 rembourser sera \n\nproratis\xe9 en fonction du nombre de mois restants jusqu'\xe0 compl\xe9ter les 12 mois. Par exemple, si \n\nl'Employ\xe9 quitte 6 mois apr\xe8s la fin de la formation, il devra rembourser 50% des co\xfbts de \n\nformation. \n\nModalit\xe9s de Remboursement \n\nLe remboursement des frais de formation doit \xeatre effectu\xe9 dans les 30 jours suivant la date de \n\nd\xe9part de l'Employ\xe9. L'Employeur peut choisir de d\xe9duire le montant d\xfb du dernier salaire de \n\nl'Employ\xe9 ou de demander un remboursement direct. \n\nExceptions \n\nCette obligation de remboursement ne s'appliquera pas si la cessation du contrat de travail est \n\niniti\xe9e par l'Employeur sans faute de l'Employ\xe9, ou si elle est due \xe0 une restructuration de \n\nl'entreprise, une r\xe9duction de personnel ou d'autres circonstances ext\xe9rieures \xe0 l'Employ\xe9. \n\nArticle 10 : Clause de Confidentialit\xe9 \n\nAux fins du pr\xe9sent contrat, le terme \"informations confidentielles\" comprend toutes les \n\ndonn\xe9es et informations, qu'elles soient \xe9crites, verbales, \xe9lectroniques ou autrement \n\nmanifest\xe9es, qui sont fournies \xe0 l'Employ\xe9 ou auxquelles l'Employ\xe9 a acc\xe8s dans le cadre de \n\nses fonctions. Cela inclut, mais n'est pas limit\xe9 \xe0, des informations relatives aux produits, \n\ninventions, plans d'affaires, strat\xe9gies marketing, finances, op\xe9rations, clients, proc\xe9dures, \n\nanalyses, algorithmes, donn\xe9es de recherche et d\xe9veloppement, et toute autre propri\xe9t\xe9 \n\nintellectuelle. \n\nObligation de Confidentialit\xe9 \n\nL'Employ\xe9 s'engage \xe0 : \n\nGarder strictement confidentielles toutes les informations confidentielles. \n\nNe pas divulguer les informations confidentielles \xe0 des tiers sans l'accord pr\xe9alable \xe9crit \n\nde l'Employeur. \n\nUtiliser les informations confidentielles uniquement pour les besoins de l'ex\xe9cution de \n\nses fonctions au sein de l'entreprise. \n\nPrendre toutes les mesures n\xe9cessaires pour pr\xe9venir la divulgation non autoris\xe9e des \n\ninformations confidentielles. \n\nDur\xe9e de l'Obligation \n\nL'obligation de confidentialit\xe9 demeure en vigueur pendant toute la dur\xe9e du contrat de travail et \n\nse prolongera apr\xe8s la cessation du contrat pour une p\xe9riode de deux ans ou jusqu'\xe0 ce que les \n\ninformations deviennent publiques autrement que par une violation de cette clause par \n\nl'Employ\xe9. \n\nGestion des Supports Contenant des Informations Confidentielles \n\nTout mat\xe9riel ou documents fournis \xe0 l'Employ\xe9 ou cr\xe9\xe9s par celui-ci contenant des \n\ninformations confidentielles restent la propri\xe9t\xe9 de l'Employeur. L'Employ\xe9 s'engage \xe0 retourner \n\ntout mat\xe9riel \xe0 l'Employeur \xe0 la fin de son contrat ou \xe0 la demande de l'Employeur, sans en \n\nconserver de copies ou d'extraits. \n\nMesures en Cas de Violation \n\nEn cas de violation de cette clause, l'Employ\xe9 reconna\xeet que l'Employeur peut subir des \n\ndommages irr\xe9parables et que l'Employeur aura droit \xe0 des mesures de r\xe9paration judiciaires, y \n\ncompris mais sans s'y limiter, des injonctions et des dommages-int\xe9r\xeats. \n\nExceptions \xe0 la Confidentialit\xe9 \n\nCette obligation de confidentialit\xe9 ne s'applique pas aux informations qui : \n\n\xc9taient d\xe9j\xe0 connues de l'Employ\xe9 avant son emploi par l'Employeur ; \n\nSont ou deviennent publiquement disponibles sans faute de l'Employ\xe9 ; \n\nSont l\xe9galement divulgu\xe9es \xe0 l'Employ\xe9 par un tiers sans restriction de divulgation ; \n\nSont divulgu\xe9es avec l'autorisation \xe9crite de l'Employeur. \n\nArticle 11 : Respect du Code du Travail et de la Convention Collective \n\nL'Employ\xe9 s'engage \xe0 respecter le Code du Travail applicable et la convention collective sous \n\nlaquelle l'entreprise op\xe8re. \n\nFait en double exemplaire \xe0 ").concat(k,", le ").concat(P,". \n\nPour la soci\xe9t\xe9 ").concat(g," \n\nRepr\xe9sent\xe9 par ").concat(b," \n\nL'employ\xe9(e) (lu et approuv\xe9) \n\n").concat(c)}
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