or executive independent staff

- Subject to the French legislation, the "cadre autonome" term applies to the staff members who are assigned a specific mission or task but are exempted from the obligation of a physical presence at office, during certain hours per day or month. A typical case of such a Framework is illustrated by the "consultant" status, when the consultant is not a third party contractual collaborator but an employee-status staff-member. My own brotheris working for a food-industry company with such a status.He is a marketing consultant, performing a significant part of his mission outside the company's office and without precisely fixed work schedules. However he is accountable for achieving the goals defined by the C.E.O. and the board of directors.

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Note added at 21 hrs (2016-04-02 12:06:09 GMT)
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-Reference:

1. "[...] travail pour le personnel employé et le personnel cadre sédentaire d'une part, et pour les cadres autonomes d'autre part"

"[...] agreement sets out work organization schedules for non-managerial employees as well as office- and non office-based managers"

- Source: http://www.kaufmanbroad.fr/corporate

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Note added at 21 hrs (2016-04-02 12:11:39 GMT)
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2. "HSE Management Standards . Indicator Tool . User manual . Background . ... be required to encourage non-office based staff to participate in the Survey."

- Source: http://www.hse.gov.uk/stress/standards/pdfs/indicatortoolman...

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Note added at 21 hrs (2016-04-02 12:20:04 GMT)
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3. "...It has gone way beyond the "non- office-based managers" originally aimed at and is open to abuse. This means of regulating managers' individual working time ..."

- Source: http://www.etui.org/content/download/6202/59288/file/HESAmag...

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Note added at 22 hrs (2016-04-02 13:29:44 GMT)
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- However, it is the most widely used English term as the equivalent of the French "cadres autonomes". The following abstract of a study conducted by an american searcher is quite eloquent, since the panel of the study is mostly composed by exécutives and managers and the "office-based"/"non-office based" distinction corresponds to that established by the French legislation (see reference below)

"Adults working in what are traditionally office-based occupations are twice as likely as those in other professions to report that the Internet has increased their productivity. But office-based workers are also more likely to say that the Internet has decreased their productivity. The vast majority of workers in non-office-based jobs say that the Internet has had no effect on their productivity."

- Source : http://www.cheatsheet.com/technology/why-most-americans-valu...

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Note added at 22 hrs (2016-04-02 13:38:19 GMT)
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- Another similar reference:

"59% of the employed online adults take their job outside their workplace by staying connected through email and the internet. But these people are the ones who usually hold very high designations like professionals, executives, managers and some clerical workers....

....59% of the office-based employees and 42% of the non-office based employees think that internet, email and cell phones help them in expanding the number of people they can communicate with outside their companies. 51% of the office-based employees and 19% of the non-office based employees admit that internet allows more flexibility in the hours of work. At the same time, 47% of office-based workers and 18% of non-office based workers also claim that internet also increases the amount of time one spends working."

- Source:http://dazeinfo.com/2015/01/08/email-internet-smartphone-soc...


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Note added at 23 hrs (2016-04-02 13:53:40 GMT)
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- Regarding the fixed hours of work, even in case of a non-office based job, the French law has maintained this mandatory Framework but establishing three kinds of time-based calculation: hours per day, days per month and days per year :
"Les conventions de forfait en jours sur l’année permettent de rémunérer certains salariés sur la base d’un nombre de jours travaillés annuellement, laissant ainsi au salarié plus de liberté pour organiser son emploi du temps. Pour pouvoir être mis en œuvre, ce type de convention doit faire l’objet d’un accord collectif puis donner lieu à la conclusion d’une convention individuelle avec chaque salarié concerné.

Peuvent conclure une convention de forfait en jours sur l’année, dans la limite de la durée annuelle de travail fixée par l’accord collectif mentionné ci-dessous :
‣ les cadres qui disposent d’une autonomie dans l’organisation de leur emploi du temps et dont la nature des fonctions ne les conduit pas à suivre l’horaire collectif applicable au sein de l’atelier, du service ou de l’équipe auquel ils sont intégrés ;
‣ les salariés dont la durée du temps de travail ne peut être prédéterminée et qui disposent d’une réelle autonomie dans l’organisation de leur emploi du temps pour l’exercice des responsabilités qui leur sont confiées."

- Source : http://travail-emploi.gouv.fr/droit-du-travail/temps-de-trav...