The information requested from an employee, in any form whatsoever, may only be used to assess his or her professional skills. Such information must have a direct and necessary link with the assessment of the employee’s abilities. The employee is required to respond in good faith to such requests for information.
The employee is expressly informed, prior to their implementation, of the professional assessment methods and techniques used in relation to him/her. The results obtained are confidential. Employee appraisal methods and techniques must be relevant to the intended purpose.
No information concerning an employee personally may be collected by a system that has not been brought to the employee’s attention beforehand.
The employer may not impose any exclusivity clause for a period of one year on an employee who sets up or takes over a business, even if there is a contractual stipulation or agreement to the contrary. However, this prohibition does not apply to the exclusivity clause provided for by article L. 7313-6 for travellers, representatives or salespersons. When leave to create or take over a business is extended under…
When the employer envisages modifying an essential element of the employment contract for one of the economic reasons set out in article L. 1233-3, he shall propose this to the employee by registered letter with acknowledgement of receipt. The letter of notification informs the employee that he has one month from receipt to make known his refusal. The deadline is fifteen days if the company is in receivership or liquidation….
I.-Without prejudice to the application, where applicable, of the provisions of this code protecting homeworkers, telework refers to any form of work organisation in which work that could also have been carried out on the employer’s premises is carried out by an employee away from these premises on a voluntary basis using information and communication technologies. A teleworker within the meaning of this section is any employee of the company…
In addition to his obligations under ordinary law towards his employees, the employer is obliged with regard to the teleworking employee: 1° Inform the employee of any restrictions on the use of computer equipment or tools or electronic communication services and of the penalties for failure to comply with such restrictions; 2° To give the employee priority to occupying or returning to a non-teleworking position that corresponds to his or…
In exceptional circumstances, such as the threat of an epidemic, or in cases of force majeure, teleworking may be considered as an adaptation of the workstation made necessary to ensure the continuity of the company’s activity and the protection of employees.
In companies and groups of companies, within the meaning of article L. 2331-1, with at least three hundred employees, any employee with at least twenty-four months’ seniority, consecutive or otherwise, may, with the agreement of his employer, benefit from a period of secure voluntary mobility in order to work in another company, during which the performance of his employment contract is suspended. If the employer refuses the request for mobility…
The period of secure voluntary mobility is set out in an amendment to the employment contract, which sets out the purpose, duration, effective date and term of the mobility period, as well as the period within which the employee must inform the employer in writing of his or her decision not to return to the company. It also sets out the situations and procedures for the employee’s early return, which…
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is a Registered Trademark of
PETROFF LAW FIRM (SELARL LEGASTRAT)
182, rue de Rivoli
75001, Paris France
RCS Paris n°814433470
Paris Bar Registration n° (Toque) C2396
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is a Registered Trademark of
PETROFF LAW FIRM (SELARL LEGASTRAT)
182, rue de Rivoli
75001, Paris France
RCS Paris n°814433470
Paris Bar Registration n° (Toque) C2396
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