Description
Whether for individual dismissal, conventional termination, resignation or retirement, no other subject carries as many legal risks as the termination of the employment contract. One in four employees dismissed for personal reasons contests their dismissal before the industrial tribunal. The Job Security Law introduced two new cases of employee refusal which could lead to individual dismissal for economic reasons: all potential risks of litigation. The management of the dismissal file must be rigorous. During these two days of training, we offer HR professionals the opportunity to acquire the reflexes to secure the procedures for the different methods of terminating the employment contract and their possible consequences. NB: This training program takes into account the latest legal developments.
Who is this training for ?
For whom ?HR Director. RRH. HR manager. HR Assistant.
Prerequisites
Training objectives
Training program
- Managing the resignation of an employee Differentiate between resignation and acknowledgment of the termination.
- Acknowledge receipt of a resignation.
- Terminate the employment contract for personal reasons Secure termination of the trial period. Evaluate the reason for the breakup and the real and serious cause.
- Compile your file rigorously in order to protect yourself from litigation.
- Respect the legal procedure.
- Dismiss a protected employee.
- Manage dismissal for incapacity and manage the end of career Comply with the procedure for non-professional incapacity.
- Fulfill obligations regarding reclassification.
- Take into account the specificities in the event of professional incapacity.
- Manage voluntary retirement, retired.
- Managing individual economic dismissal Identify the circumstances that may justify economic dismissal. Manage special cases: refusal of an employee to apply a job retention agreement and an internal mobility agreement
- Respect the procedure.
- Offer a professional security contract or reclassification leave.
- Differentiate between negotiated termination, transaction and conventional termination
- Respect the conventional termination procedure.
- Implement the conditions of validity of the transaction.
- Evaluate the consequences (fiscal, social, etc.) ).
- Manage a labor dispute file Remote activity
- To benefit from the contributions of an expert on a theoretical or practical point: a
- expert 'Economic dismissal procedure'.
