Employers are reimbursed by the State for the salaries maintained during the employee adviser’s absences to carry out his duties, as well as the corresponding benefits and social security charges.
The employer grants the employee adviser, at the latter’s request, leave of absence for training purposes. These authorisations are granted up to a maximum of two weeks per three-year period following the publication of the list of employee advisors on which the employee advisor is registered. The provisions of articles L. 2145-5 to L. 2145-10 and L. 2145-12, relating to economic, social, environmental and trade union training leave, are applicable…
The employee adviser is bound by professional secrecy in all matters relating to manufacturing processes. They are bound by an obligation of discretion with regard to information of a confidential nature and given as such by the employer. Any breach of this obligation may result in the removal of the person concerned from the list of advisers by the administrative authority.
The performance of the employee adviser’s duties may not be a reason for termination of the employment contract. Dismissal of an employee adviser is subject to the administrative authorisation procedure set out in Book IV of Part Two.
The provisions of this chapter are applicable in private undertakings and establishments of all kinds and, unless specifically provided otherwise, in public undertakings and public industrial and commercial establishments.
Any redundancy for economic reasons shall be justified in accordance with the conditions set out in this chapter. It shall be justified by a real and serious reason.
A redundancy for economic reasons is a redundancy carried out by an employer for one or more reasons not inherent in the person of the employee, resulting from the elimination or transformation of a job or a modification, refused by the employee, of an essential element of the employment contract, following in particular : 1° Economic difficulties characterised either by a significant change in at least one economic indicator such…
An employee may only be made redundant for economic reasons when all efforts to train and adapt have been made and when the person concerned cannot be redeployed to available jobs located in France in the undertaking or other undertakings in the group to which the undertaking belongs and whose organisation, activities or place of operation ensure the transfer of all or part of the staff. For the application of…
When the employer makes a collective redundancy for economic reasons, and in the absence of an applicable collective labour agreement, it defines the criteria used to determine the order of redundancies, after consulting the social and economic committee. These criteria take into account in particular: 1° Family responsibilities, in particular those of single parents ; 2° Length of service in the establishment or company; 3° The situation of employees whose…
The criteria set out in the collective bargaining agreement or, failing that, in the employer’s decision, cannot establish a priority for dismissal solely on the basis of the lifetime benefits enjoyed by an employee.
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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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