www.Droit-Afrique.com during the duration of the contract. This percentage shall be added to this remuneration. General Conditions for Employment and Remuneration of Domestic Workers (Pursuant to Article L.86) Art.D.86-1.- A domestic worker shall refer to any worker employed in the private household of the employer to perform therein all or some family or household tasks. Domestic workers shall have the right to freedom of opinion and to fully exercise the right to be part of a trade union in accordance with the provisions of the labour code. Art.D.86-2.- Daily domestic workers shall refer to those employed for a short period, on an hourly or weekly basis and whose salary is in fact paid when the job is over or at end of the day and comes along with a payslip. The employment shall be subject to the provisions that regulate short-term contracts. Daily domestic workers whose work continues after the specified period shall be considered as having been employed for an indefinite period. Art.D.86-3.- A permanent domestic worker shall refer to a person employed at the home of the employer to carry out on a regular basis his/her occupation either full time or part time. Art.D.86-4.- Any employment of a domestic worker, excluding a daily or casual worker, shall be attested to in a declaration prepared by the employer within 15 days and sent in 3 copies to the agency that placed the worker in accordance with the conditions provided for in article L.309 of the labour code. The contract may be concluded, in accordance with legal provisions, for a fixed or long duration. Art.D.86-5.- A fixed-term contract shall compulsorily be evidenced in a written document prepared in three copies. Should its duration be higher than three months, one of the copies of the contract shall be filed at the labour inspection office. Implementing Decree of the Labour Code Mali When the parties continue executing the contract beyond the agreed period, without any opposition from any one of them, the contract shall become a long-term contract. After two renewals, subject to the exceptions provided for in article L.20, the contract shall be considered as having an undetermined total duration. Upon the expiry of one of the stated periods, the contract shall be terminated only in accordance with the rules relating to the termination of a long-term contract. Art.D.86-6.- When the contract has been concluded for a long period, the employer shall give the worker, when he/she is being employed or no later than the expiry of the probation period, an employment letter, spelling out the special employment conditions, notably those relating to working hours, weekly rest, remuneration and, where appropriate, benefits in kind. This employment letter shall be drafted in three copies and signed by the employer who keeps the original copy. A copy shall be handed to the worker and a third to the competent labour inspector. Art.D.86-7.- The employer shall have the employer undergo a medical exam before final employment and have him/her be examined periodically by the occupational health doctor. Art.D.86-8.- Domestic workers may be subjected to a probationary period whose duration is set at one month, renewable once. The duration of the probationary period shall have to be set in writing when the worker is about to be employed. The renewal of the probationary period shall also have to be evidenced in writing. When upon the expiry of the probationary period, the workers continues working without any opposition from the employer, the employment shall be considered final and contract termination may take place only in compliance with legal provisions regarding dismissal. Art.D.86-9.- Domestic workers shall be ranked as follows: Category I: workers who do not have any special professional qualification tasked with some maintenance or surveillance works (maintenance labour, lawn labour, security guard, babysitting). 5/29