Description
Forms of employment other than permanent contracts (CDD, temporary work, subsidized contracts, etc.) are increasing. According to a recent DARES study, in ten years, the use of fixed-term contracts and temporary work has more than doubled. However, although appearing more flexible than the CDI, the use of this type of contract in France is very regulated and presents a lot of legal risks. When can we use fixed-term contracts or temporary work? In what cases can we use the fixed-purpose fixed-term contract? Can we use the fixed-term contract as a trial period? What are the possible cases and maximum renewal duration? What are the legal developments in this area and the risks involved? So many questions that we offer you to answer in this training. NB: This training program takes into account the latest legal developments.
Who is this training for ?
For whom ?HR manager, HR manager, Human Resources assistant.
Prerequisites
Training objectives
Training program
- Identify cases of recourse to fixed-term contracts and temporary work
- Replacement of absent employee.
- Temporary increase in activity.
- CDD with defined purpose.
- Usage contract and seasonal contract .
- Cases of appeal prohibited.
- Take into account the additional unemployment contribution in the event of short fixed-term contracts.
- Write the contract Duration: precise or imprecise term.
- Respect and follow the trial period.
- Job description and setting of remuneration: What salaries? What benefits? Respect the principle of equal treatment.
- Manage the status of employees on fixed-term or temporary contracts Comply with hiring formalities: DUE; medical visits ; reception... Manage paid leave rights.
- Subscribe to training obligations.
- Pay precariousness compensation or not.
- Deal with an early termination.
- Control the risks involved
- On the civil level: requalification to a permanent contract.
- Initiative of a request for requalification to a permanent contract; concrete consequences of a requalification.
- On the civil level criminal.
- Managing internships and special contracts without risk Internships: precautions to take; Traps to avoid.
- List existing exceptional contracts (professionalization, apprenticeship, etc.).
- Optimize the use of these different contracts.
- Complete the legal formalities.
