On his return to his original company, the employee is automatically reinstated in his previous job or in a similar job, with at least equivalent qualifications and remuneration, as well as maintaining his personal classification. They will benefit from the professional interview mentioned in I of article L. 6315-1.
If the employee chooses not to return to his original company during or at the end of the mobility period, his employment contract with his employer is terminated. This termination constitutes a resignation which is not subject to any notice period other than that provided for in the amendment mentioned in article L. 1222-13.
Every six months, the employer provides the Social and Economic Committee with a list of requests for a period of secure voluntary mobility and the outcome of these requests.
A collective agreement at branch or company level determines the employment contracts concluded for the performance of an export assignment carried out for the most part outside national territory, the termination of which at the initiative of the employer at the end of the assignment is not subject to the provisions relating to redundancy.
The collective agreement at branch or company level providing for the introduction of the export assignment contract sets out in particular: 1° The categories of employees concerned ; 2° The nature of the export assignments concerned and their minimum duration, which may not be less than six months; 3° The compensation in terms of remuneration and redundancy payment granted to the employees, without this payment being less than the amount…
The social protection provisions of the branch or company are applicable to the beneficiary of the export assignment contract.
An agreement or an extended collective branch agreement lays down the conditions under which it is possible to use a contract concluded for the duration of a site or operation. In the absence of such an agreement, this contract may be concluded in sectors where its use is customary and consistent with the regular practice of the profession using it on 1 January 2017. This contract is concluded for an…
The agreement or collective agreement provided for inarticle L. 1223-8 sets out: 1° The size of the companies concerned; 2° The activities concerned; 3° The measures for informing employees about the nature of their contract; 4° The compensation in terms of remuneration and redundancy pay granted to employees; 5° The guarantees in terms of training for the employees concerned; 6° The appropriate procedures for terminating the contract in the event…
In the event of a change in the legal status of the employer, in particular by succession, sale, merger, conversion of the business or incorporation of the company, all employment contracts in force on the date of the change shall survive between the new employer and the company’s employees.
The new employer is bound, with regard to the employees whose employment contracts remain in force, by the obligations incumbent on the former employer on the date of the change, except in the following cases: 1° Safeguard, receivership or compulsory liquidation proceedings ; 2° Substitution of employers without any agreement between them. The first employer reimburses the sums paid by the new employer, due on the date of the change,…
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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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