LeviMensa interns' internal rules
Established pursuant to Articles L6352-3 to L6352-5 and R6352-1 to R6352-15 of the Labour Code. Romain Bisseret EI (LeviMensa), 52 rue du Moulin, 91490 Dannemois. Declaration of activity currently registered with the DREETS Île-de-France. In force as of 16/10/2026.
Article 1: Subjected personnel
This regulation applies to all trainees. Each trainee is expected to accept the terms of this contract when they attend training provided by LeviMensa (Romain Bisseret EI).
Article 2: General conditions
All interns must comply with this regulation regarding all matters related to the application of hygiene and safety regulations, as well as the general and permanent rules regarding discipline.
Article 3: General rules of hygiene and safety
Each trainee must ensure their own and others’ personal safety by observing, according to their training, the general and specific safety instructions in effect at the training site, as well as those regarding hygiene.
However, in accordance with Article R.6352-4 of the Labour Code, when the training takes place in an enterprise or establishment that already has an internal regulations, the hygiene and safety measures applicable to the trainees are those of that internal regulations.
Furthermore, interns sent to companies as part of training are required to comply with the hygiene and safety measures set out in the company’s internal regulations.
Article 4: Maintenance of equipment in good condition
Each trainee is obliged to keep the equipment entrusted to them in good condition for the purpose of their training. Trainees are required to use the equipment in accordance with its intended purpose: the use of the equipment for other purposes, including personal ones, is prohibited.
Article 5: Use of machinery and equipment
Tools and videos should only be used in the presence of a trainer and under supervision.
Any anomaly in the functioning of the video tools and any incident must be immediately reported to the trainer who is responsible for the training being followed.
Article 6: Fire alarm
The fire safety instructions and in particular a plan for locating fire extinguishers and emergency exits are displayed in the organization’s premises so that all trainees are aware of them.
Demonstrations or exercises are planned to check the operation of the firefighting equipment and the evacuation prevention instructions.
(Regarding this particular point, see Articles R.4227-28 et seq. of the Labour Code)
Article 7: Accident
Any accident or incident that occurs during or in the course of training must be immediately reported by the injured trainee or the persons who witnessed the accident to the head of the organization.
In accordance with Article R. 6342-3 of the Labour Code, the accident that occurs to the trainee while he is in the training institution or while he is travelling to or from the training institution is reported by the head of the training center to the social security fund.
Article 8: Alcoholic beverages
It is forbidden for interns to enter or stay in a state of intoxication within the organization, nor to bring alcoholic beverages into the organization.
Article 9: Access to the reception area
During breaks, interns will be entitled to consume the non-alcoholic beverages, whether cold or hot, and the pastries available in the reception area.
Article 10: Prohibition of smoking
Pursuant to Decree No. 92-478 of May 29, 1992, which sets out the conditions for implementing the smoking ban in places used for collective purposes, smoking is prohibited in classrooms and educational studios.
Article 11: Schedules, absences and delays
The internship schedules are set by the Management or the person responsible for the training organization and communicated to the interns either by means of a notice or on the occasion of the handing over of the internship program to the interns. The interns are required to respect these internship schedules, failing which the following provisions will apply:
- In case of absence or late arrival at the course, trainees must notify the trainer or the secretariat of the organization responsible for the training and justify their absence. Furthermore, trainees may not be absent during the course hours, except in exceptional circumstances specified by the management or the head of the training organization.
- When interns are employees undergoing training under the training plan, the organization must inform the company in advance about these absences. Any absence or delay that is not justified by special circumstances constitutes a fault punishable by disciplinary sanctions.
- In addition, for trainees seeking employment paid for by the State or a Region, unjustified absences will result in a withholding of remuneration, in accordance with Article R 6341-45 of the Labour Code, proportional to the duration of those absences.
Furthermore, interns are required to fill out or sign the attendance certificate on a regular basis as the action progresses, and at the end of the internship, the training report and the internship follow-up certificate.
Article 12: Access to the training organization
Unless expressly authorized by the Management or the person responsible for the training organization, trainees who have access to the organization to complete their internship may not:
- Entering it or remaining there for other purposes,
- To introduce, have introduced or facilitate the introduction of persons foreign to the organization, nor of goods intended to be sold to staff or trainees.
Article 13: Dress and behavior
Interns are invited to present themselves to the organization in decent attire and to behave properly towards anyone present in the organization.
Article 14: Information and display
The circulation of information is carried out through the display on the panels provided for that purpose. Commercial advertising, political, trade union or religious propaganda are prohibited within the organization’s premises.
Article 15: Responsibility of the organization in the event of theft or damage to personal belongings of trainees
The organization declines all responsibility in the event of loss, theft or damage to personal items of any nature deposited by the trainees in its premises (classroom, workshops, administrative offices, parking lots, locker rooms…).
Article 16: Sanction
Any failure by the trainee to comply with one of the requirements of these rules of procedure may be subject to sanctions.
Any measure other than verbal comments taken by the head of the training organization or its representative following an action by the trainee that he considers to be a fault constitutes a sanction within the meaning of Article R. 6352-3 of the Labour Code, whether that measure is intended to affect the trainee’s immediate presence in the training or to jeopardize the continuity of the training he receives.
Depending on the severity of the misconduct found, the sanction may consist of:
- either in a warning
- either in a reprimand or a warning
- either by a measure of definitive exclusion (it should be recalled that in the agreement concluded by the organization with the State or the Region, specific provisions are set out in the event of the application of the sanctions outlined above).
Fines or other monetary sanctions are prohibited.
The head of the training organization must inform about the sanction taken:
- the employer, when the trainee is an employee benefiting from an internship as part of the company training plan,
- the employer and the joint body that has borne the costs of the training, when the trainee is an employee who is taking part in an internship as part of a training leave.
Article 17: Disciplinary procedure
The following provisions constitute a continuation of Articles R 6352-4 to R 6352-8 of the Labour Code.
No sanction may be imposed on the trainee without the trainee having been informed in advance of the charges against him.
When the head of the training organization or his representative intends to impose a sanction that has an immediate or non-immediate impact on the presence of a trainee in a training program, the procedure is as follows:
- The head of the training organization or his representative shall summon the trainee, indicating the purpose of the summons.
- It specifies the date, time and place of the interview. It is written and is sent by registered letter or delivered to the person concerned against payment of a fee.
- During the interview, the trainee may be assisted by a person of their choice, either a trainee or an employee of the training organization.
- The summons mentioned in the previous paragraph states this possibility. The head of the training organization or their representative indicates the reason for the proposed sanction and gathers the explanations from the trainee. In the event that a final exclusion from the training is considered and there is a development committee, it is constituted as a disciplinary commission, where the representatives of the trainees sit.
- He/She is consulted by the head of the training organization or his/her representative after the aforementioned interview and issues an opinion on the proposed exclusion measure.
- The trainee is informed of this referral. His request is heard by the disciplinary committee. In this case, he may be assisted by a person of his choice, a trainee or an employee of the organization. The disciplinary committee transmits its opinion to the Director of the organization within one working day after its decision.
- The sanction may not be imposed less than one day after the interview or, as the case may be, after the transmission of the disciplinary committee’s opinion. It shall be the subject of a written and reasoned decision, notified to the trainee in the form of a letter that is handed over to him/her against delivery of a receipt or by registered letter.
When the conduct has resulted in an immediate sanction (exclusion, dismissal), no definitive sanction related to that conduct can be imposed without the trainee having been informed in advance of the charges against him and possibly without the above-described procedure having been followed.
Article 18: Prevention of violence, harassment and discrimination
Any form of violence, moral harassment, sexual harassment, sexist conduct, sexist or sexual violence and discrimination is prohibited during training, whether in person or remotely, regardless of the perpetrator. Such acts constitute a fault punishable by the sanctions provided for in Article 16.
Any trainee victim or witness can report it to Romain Bisseret romain@levimensa.com(06 16 32 00 71) or via the online form. https://tally.so/r/Zj48xe. The report is treated confidentially, according to LeviMensa’s prevention and treatment procedures for violence, harassment and discrimination, which are communicated upon request. The trainee may also contact the DREETS Île-de-France, the Rights Defender (09 69 39 00 00), 3919 (violence against women) or, in case of emergency, 17.
No trainee may be sanctioned or subjected to reprisal for having suffered or refused to suffer such conduct, or for having reported or disclosed it in good faith.
Article 19: Equal treatment, freedom of expression and neutrality
In accordance with Article L6352-4 of the Labour Code, LeviMensa ensures equal treatment for all trainees and ensures that their freedom of expression and conscience is respected, as well as that the teachings imparted are neutral.
Article 20: Representation of trainees
LeviMensa training courses last less than 500 hours: Articles R6352-9 to R6352-15 of the Labour Code relating to the election of delegates of trainees do not apply. Each trainee may submit their suggestions or complaints directly to Romain Bisseret or via the form. https://tally.so/r/Zj48xe.
Entry into force
This rules of procedure shall enter into force on October 16, 2026.
Welcome pack: Welcome to your LeviMensa training
Who are we?
LeviMensa is the training organization of Romain Bisseret, creator of the LeviMensa method and trainer since 2010. Romain is an independent trainer: he welcomes you, runs the training, ensures the follow-up, and answers all your questions. The LeviMensa method helps you build a reliable organizational system, using your own tools, to regain clarity and relieve your mental workload.
Your training, step by step
- Before: you fill out an online positioning questionnaire (about 10 minutes). It is used to adapt the training to your needs. You can indicate any needs for adaptation there.
- Days 1 and 2 in person (14 hours): 4 very practical half-days. You build your system on your computer, using your usual tools.
- End of session: quick assessment (5 minutes), then approximately one month later the same positioning questionnaire to measure your progress, and approximately two months after the training a cold assessment.
- After the training, if you wish: two optional 1-hour Google Meet experiences (REX), approximately 15 days later and approximately 1 and a half months after the face-to-face training, to review progress and make adjustments. These are offered and are not part of the duration of the training.
- About two months after the training (send to J+60): the cold assessment, a short questionnaire about what you have put into practice.
Typical hours
9:30 a.m. to 1:00 p.m. and 2:00 p.m. to 5:30 p.m. (two half-days of 3:30 p.m.), with a lunch break from 1:00 p.m. to 2:00 p.m. and a short break in the middle of the morning and afternoon. The exact times are listed in your invitation.
Venue
Inter-company sessions take place in rooms rented in Paris. The exact address, public transport access, and practical information are specified in your invitation. Intra sessions take place in your company's premises or in a room chosen in conjunction with it.
What to bring
Your laptop charged (and its charger), your access to your email, your calendar and your usual tools. The materials (workbook, book, worksheets, method card) are delivered to you on-site.
Accessibility and reference for people with disabilities
If you need an adaptation (pace, support, access to the venue, videoconference...), please let us know as soon as possible, even just before the training. Everything remains confidential. Disability contact person: Romain Bisseret romain@levimensa.com, 06 16 32 00 71.
Embankment
For each half-day of training, you receive an electronic signature request at the email address provided during your registration. Please sign it during the relevant half-day: it is necessary for your certificate and for the funding of your training. Optional REXs do not give rise to a charge.
Certificate
Une attestation de fin de formation vous est envoyée après la session. La formation n'est pas certifiante.
Règles de vie
Le règlement intérieur est joint à votre convocation. Merci de respecter les horaires, de prévenir en cas de retard ou d'absence, et de garder vos notifications sous contrôle pendant les temps de travail (c'est aussi l'esprit de la méthode).
Respect et sécurité
Violences, harcèlement (y compris sexuel), propos sexistes et discriminations n'ont pas leur place en formation. Si vous êtes victime ou témoin, parlez-en à Romain (romain@levimensa.com, 06 16 32 00 71) ou utilisez le formulaire ci-dessous. Vous pouvez aussi contacter le Défenseur des droits (09 69 39 00 00), le 3919 (violences faites aux femmes, gratuit et anonyme) ou, en urgence, le 17.
Une réclamation, une difficulté ?
Formulaire en ligne : https://tally.so/r/Zj48xe, ou email à romain@levimensa.com. Accusé de réception sous 2 jours ouvrés, réponse sous 15 jours.
Assistance pour les REX facultatifs en visioconférence
Le lien Google Meet vous est envoyé avant chaque REX ; il s'ouvre dans un navigateur, sans installation. Une question technique ou pédagogique : romain@levimensa.com, réponse sous 48 heures ouvrées. Problème de connexion le jour même : 06 16 32 00 71.
Contact
Romain Bisseret, LeviMensa. romain@levimensa.com, 06 16 32 00 71. 52 rue du Moulin, 91490 Dannemois, levimensa.com. Déclaration d'activité en cours d'enregistrement auprès de la DREETS Île-de-France.