Dismiss, reduce or reorganise the workforce
Companies evolve in a changing world.
They should therefore be able to adapt their workforces to the technological developments of their markets and partners.
When all the anticipation and professional training measures are no longer sufficient, a heavier reorganisation should be considered.
Our major concern is to enable this restructuring to be carried out quickly, efficiently and, above all, legally.
Our answer
We assist you in all or part of the following assignments:
- analysis of workforce reorganisations: how many? where? when?… ;
- calculation of the costs of dismissal: contractual legal costs, measures accompanying the dismissals, Job Saving Plan, outplacement…;
- determination of the des procedures to be implemented depending on the size of the firms and the number of employees concerned;
- intervention of the personnel representatives, consultation of the Works Council (joint consultative committees, central works councils, group committees…) ;
- preparation of the documents to be handed over to the Works Council;
- representations to local authorities;
- preparation of the Job Saving Plan;
- setting up of a redeployment unit;
- drafting, if needs be, of individual transactions;
- management of possible disputes
The main fields of expertise concerned
Social law
Your privileged interlocutor
In Lyon
A Paris
Guy-Pierre CARON
Anne CHAUSSADE
Isabelle JAULIN GRELLIER
Jérôme SALEUR
