Cilaos Avocats's lawyers are specialised in Human Resources support. Their excellent knowledge of SMEs and their social constraints make them trusted partners in HR matters, through one-off or day-to-day support aimed at securing their clients' decisions, acts and procedures.
The firm works with both SMEs and large groups and has developed particular expertise with associations and foundations.
The dominant sectors of activity are the audiovisual sector and services of all kinds, in particular hotels and restaurants, public companies, energy, etc. Respect for employers and employees is at the heart of the actions of the firm's lawyers, who are committed to the ethics of their profession and guided by a high degree of responsibility.
The firm works with both SMEs and large groups and has developed particular expertise with associations and foundations.
The dominant sectors of activity are the audiovisual sector and services of all kinds, in particular hotels and restaurants, public companies, energy, etc. Respect for employers and employees is at the heart of the actions of the firm's lawyers, who are committed to the ethics of their profession and guided by a high degree of responsibility.
Obligations / DROIT (3)
common procedures (3)
Articles (0)
Human resources
Drafting, signing and delivery of an employment contract
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01 JAV 25
Entry into effect / Next deadline
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30 minutes - 3 day(s)
Average estimated time to comply
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45000 €
Theoretical penalty(s) of non-compliance subject to the judge's discretion and, where applicable, to certain conditions
DÉJÀ FAIT ?
Human resources
Interview and professional assessment
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every 2 years
Entry into effect / Next deadline
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5 open days
Average estimated time to comply
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3000 €
Theoretical penalty(s) of non-compliance subject to the judge's discretion and, where applicable, to certain conditions
DÉJÀ FAIT ?
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01 JAV 20
Entry into effect / Next deadline
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10 open days
Average estimated time to comply
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[to be determined] €
Theoretical penalty(s) of non-compliance subject to the judge's discretion and, where applicable, to certain conditions
DÉJÀ FAIT ?
6 - 8 questions | 15 contents max.
Employers wishing to make employees redundant for economic reasons must comply with certain conditions, as well as a procedure and support that depend on the number of employees affected by the redundancy.
3 - 5 questions | 15 contents max
The following topics are covered in this module:Termination by agreementEnd of a fixed-term contract (CDD)End of contract: documents to be given to the employeeCertificate of employmentCertificate for the Employment OfficeBalance of all accounts
3 questions | 9 contents max.
Dismissal on personal grounds (disciplinary or non-disciplinary) of an employee who does not have representative functions in the company must follow a very specific procedure. Moreover, the employer must justify an authorised reason (some reasons are prohibited) which must be based on a real and serious cause. Failure to comply with the procedure leads to sanctions against the employer.