In the management of the staff of the undertaking, the employer (or its representatives any) - more and more frequently - faces:
- the need to terminate the contract of employment of an employee and, for various reasons (errors of the employee, inability of an employee ascertained by the labour, economic difficulties within the company doctor,...),
-
the willingness of employees to terminate their employment contract (resignation for hiring within another company or to follow his spouse, demand for conventional break for personal reasons,...).
Whether at the initiative of this break or whatever the employee and, regardless of the type of breach contemplated, business leader must know precisely - and respect - each of the legal and conventional rules mandatory force and, under labour litigation penalty that could expose the company to penalties.
Objectives:
- know all modes of ruptures of the contract of employment (both at the initiative of the businessman that the employee),
- distinguish the failure modes applicable to the CDI and those reserved for the CSD,
- secure its procedures to avoid litigation,
- know where to look for the information necessary for the implementation of these procedures,
- know the cost to the company of a breach of the contract of employment following the failure mode concerned ,
-
what documents to provide to the employee at the end of his contract of employment
pedagogy:
Module hosted a 'hands on' angle: analysis of case studies, practical exercises, sharing professional experiences, system of questions and answers,...
