Today, a company must be able to adapt its workforce qualitatively and quantitatively for the economic and technological developments of its markets, its partners and its sector. It must also survey the very active legal environment of social law to secure optimum working relationships and to develop its human resources policy in line with its overall development strategy.
Our lawyers accompany you on a daily basis in all of your HR management issues and offers solutions that are optimised for :
The life of your employment contracts (nature, trial period, functions, duration of work, remuneration, place of work, mobility, non-competition etc.) until their termination (negotiations, resignation, retirement, dismissal, individual, collective, personal, economic redundancy etc).
Your conventions, agreements and practices, existing or to be implemented: collective bargaining agreements by branch, conventions and agreements of business, rules of procedure, practice and charters.
Employee representation: institutions representing the personnel, social partners.
The principle of equality in your business: equality between men / women, equal treatment and non-discrimination.
The social protection of employees: mutual insurance, health and safety, accidents at work, occupational illness, etc.
The organisation of power in the company: delegation of powers and sub-delegations, civil and criminal responsibilities, defence of the management called into question when social issues arise (safety, legal obstruction, undeclared work, harassment, etc.).
The management of jobs and skills: mobility plans, management careers and personnel, training, etc.
Optimisation of your payroll: salary structures (social contributions, expense reimbursement, etc.), compensation (participation, bonuses, company savings plan, PERCO), employee share ownership (stock options, allocation of shares).
The organisation of the provision of personnel and transfer of activity: use of external resources when relevant and handling risky situations (illegal subcontracting, loan of illegal labour, etc.).
The international mobility of expatriate and impatriate employees: formalisation (remuneration, social security, etc.) and support in implementation in connection with our two networks of international law firms.
The social audit in case of mergers/acquisitions: situation analysis, social risks, legal and conventional compliance, organisation strategy in accordance with the desired development.
Whether by long-term contract or on a case-by-case basis, our teams place at your disposal all their expertise on these subjects and convey all relevant legal information to you via newsletters and regular training.