The administrative authority, when approached by one or more employers who repeatedly second employees under the conditions provided for in 1° and 2° of article L. 1262-1 or by a body with a mandate, may adjust the terms and conditions according to which the obligations provided for in I and II of article L. 1262-2-1 and in article L. 1263-7 are met when information is provided in support of their…
Failure by an employer who posts one or more employees to comply with one of the obligations set out in article L. 1262-2-1, the third paragraph of II of article L. 1262-4, article L. 1262-4-4 or article L. 1263-7 is subject to an administrative fine, under the conditions set out in article L. 1264-3.
I.-The project owner, the principal or the user company is liable to an administrative fine, under the conditions set out in article L. 1264-3 : 1° In the event of failure to comply with one of the obligations mentioned in I of article L. 1262-4-1, where its co-contractor has not fulfilled at least one of the obligations incumbent upon it pursuant to article L. 1262-2-1 ; 2° In the event…
The administrative fine referred to in articles L. 1264-1 and L. 1264-2 is imposed by the competent administrative authority, after it has been observed by one of the labour inspection officers referred to in articles L. 8112-1 and L. 8112-5 . The amount of the fine is a maximum of €4,000 per posted employee and a maximum of €8,000 if the offence is repeated within two years of the date…
The penalty or administrative pecuniary fine notified by the competent authority of a Member State of the European Union other than France and imposed on a service provider established in France in connection with the posting of employees, under the conditions mentioned in Directive 96/71/EC of the European Parliament and of the Council of 16 December 1996 concerning the posting of workers in the framework of the provision of services,…
Representative trade union organisations may bring all legal actions resulting from the application of this Title on behalf of an employee, without having to provide proof of a mandate from the person concerned. All that is required is that the employee has been notified, under conditions determined by regulation, and has not objected within a period of fifteen days from the date on which the trade union organisation notified him…
The chèque emploi-service universel is an employment voucher or a special payment voucher. A.-The employment voucher enables : 1° To declare the employees mentioned in 3° ofarticle L. 133-5-6 of the Social Security Code; 2° To declare trainee au pair family helpers as mentioned in 6° of article L. 133-5-6 of the same code; 3° To declare the foster carers mentioned in article L. 441-1 of the Code de l’action…
For employees whose number of hours worked does not exceed a threshold set by decree, the remuneration shown on the universal service voucher includes an indemnity in lieu of paid holiday equal to one tenth of the gross remuneration. For the purposes of assessing the conditions for entitlement to social benefits, the actual time of employment indicated on the declaration is increased accordingly. The present paragraph also applies beyond the…
For jobs where the working time does not exceed three hours per week over a reference period of four weeks, the employer and the employee who use the universal service employment voucher are deemed to satisfy the obligations placed on either of them by articles L. 1242-12 and L. 1242-13, for a fixed-term employment contract, and L. 3123-6, for a part-time employment contract, or by articles L. 741-2 and L….
Another means of payment may be used to replace the special payment voucher, subject to the prohibitions on cash payments set out in articles L. 112-6 to L. 112-8 of the French Monetary and Financial Code.
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is a Registered Trademark of
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182, rue de Rivoli
75001, Paris France
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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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