ARE YOU A COMPANY DIRECTOR? [\/vc_column_text][vc_column_text css=”.vc_custom_1685541352176{margin-top: 30px !important;margin-right: 0px !important;margin-bottom: 0px !important;margin-left: 0px !important;padding-right: 0px !important;padding-left: 0px !important;}”]<\/p>\n \u00ab We help directors safeguard their business when it comes to employment matters \u00bb<\/span><\/p>\n [\/vc_column_text][\/vc_column][\/vc_row][vc_row full_width=”stretch_row”][vc_column width=”1\/2″ css=”.vc_custom_1665409373339{margin-right: 0px !important;margin-bottom: 20px !important;margin-left: 0px !important;padding-right: 0px !important;padding-left: 0px !important;}”][vc_single_image alignment=”center” image=”24249″][\/vc_column][vc_column width=”1\/2″][vc_column_text css=”.vc_custom_1685541388427{margin-top: 0px !important;margin-bottom: 0px !important;}”]<\/p>\n As the director of a micro-company or SME, are you looking for a trusted partner on whom you can rely to deal with employment matters? We can help you: [\/vc_column_text] in the day-to-day management of your company\u2019s employment law situations (employment contracts, termination of probationary periods, promotions, training, mutually-agreed termination of employment contracts, collective bargaining agreements, on-call scheduling, internal rules and regulations, management of staff representatives, etc.) as well as on a more ad hoc basis (withdrawal negotiations, rewriting the company\u2019s collective regulations, company relocation, etc.);<\/p>\n <\/div><\/div> in the management of complex situations<\/strong> (impact on employees of company mergers and acquisitions, employee savings schemes, complaints of psychological or sexual harassment in the workplace, etc.);<\/p>\n <\/div><\/div> in the management of situations with significant consequences<\/strong> for people and\/or company finances (disputed departure from the company, litigation jeopardising the company\u2019s survival);<\/p>\n <\/div><\/div> THE BACKGROUND<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685541971008{margin-top: 0px !important;}”]<\/p>\n The board of directors of a private education establishment organised the replacement of two directors, who were also the school\u2019s co-founders, as they were soon to retire.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685542034059{margin-top: 30px !important;margin-bottom: 0px !important;}”]<\/p>\n THE ISSUE<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685542113774{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n One of the two co-directors was blocking the succession plan even though it had been drawn up with his approval. He was mistreating the employee designated as his successor and this behaviour exposed the company to the risk of prosecution. The board of directors decided to put an end to his employment and asked us to assist them deal with the issues at stake.<\/p>\n [\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/2″ css=”.vc_custom_1663600875999{margin-bottom: 0px !important;padding-right: 20px !important;padding-bottom: 0px !important;padding-left: 20px !important;}”][vc_column_text css=”.vc_custom_1685543301926{margin-top: 60px !important;margin-bottom: 0px !important;}”]OUR INVOLVEMENT<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685542213572{margin-top: 0px !important;}”]<\/p>\n We helped the company in the negotiation of a mutually-agreed termination then in the implementation of disciplinary dismissal procedures. We represented the company in the ensuing litigation right up to the Appeal Court ruling.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685542305057{margin-top: 30px !important;margin-bottom: 0px !important;}”]<\/p>\n THE OUTCOME<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685542326989{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n The client was able to rely on our experience to carry out negotiations and set the limit beyond which another strategy was required. Having ensured the fair grounds for termination of the employment contract, the client\u2019s case was won on appeal, after 7 years of legal action. The good relations maintained with the opposing party\u2019s lawyer, despite the eminently conflictual context, enabled payment to the court of provisional amounts in the first instance and a payment schedule to be negotiated, including for costs and other contingencies arising from the numerous litigation proceedings, which meant the company was able to avoid filing for bankruptcy.<\/p>\n [\/vc_column_text][\/vc_column_inner][\/vc_row_inner]<\/div> THE BACKGROUND<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685542365090{margin-top: 0px !important;}”]<\/p>\n A group, with around 200 employees, working in the financial sector was actively pursuing growth through acquisitions.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685542045341{margin-top: 30px !important;margin-bottom: 0px !important;}”]THE ISSUE<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685542414974{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n Integration of new subsidiaries meant that collective regulations had to be harmonised, especially with regard to working hours, employee savings schemes and insurance benefit plans, in the knowledge that harmonisation resulted in the loss of benefits for the employees of newly-acquired companies. Moreover, the insurance benefit contracts of the acquired companies had just been renewed at a prohibitive price.<\/p>\n [\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/2″ css=”.vc_custom_1663600875999{margin-bottom: 0px !important;padding-right: 20px !important;padding-bottom: 0px !important;padding-left: 20px !important;}”][vc_column_text css=”.vc_custom_1685543297177{margin-top: 60px !important;margin-bottom: 0px !important;}”]OUR INVOLVEMENT<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685542428506{margin-top: 0px !important;}”]<\/p>\n We assessed the technical difficulties arising from the envisaged integration based on an audit of the acquired companies\u2019 collective regulations. We flagged the various stages of this integration and helped the human resources department in its negotiations with staff representatives.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685542296856{margin-top: 30px !important;margin-bottom: 0px !important;}”]<\/p>\n THE OUTCOME<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685542482058{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n Senior management was able to negotiate a balanced agreement with staff representatives, which allowed for the gradual roll-out of the group\u2019s collective regulations to include the new teams without any escalation of conflict or cost within the company. The integration schedule established by general management was duly adhered to. Employees of newly arrived companies could be included in the group\u2019s insurance and health benefits contracts without waiting for the following year\u2019s due date and so the cost of these acquisitions was considerably reduced.<\/p>\n [\/vc_column_text][\/vc_column_inner][\/vc_row_inner]<\/div> THE BACKGROUND<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685542521441{margin-top: 0px !important;}”]<\/p>\n A healthcare establishment had an employee with a fixed-term employment agreement. This short-term contract was chosen as it was impossible to grant tenure to this employee due to her lack of a vocational qualification certificate, a situation exacerbated by the shortage of qualified applicants.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685542052540{margin-top: 30px !important;margin-bottom: 0px !important;}”]THE ISSUE<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685542555058{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n The employee was often on sick leave and so the employer envisaged not renewing her fixed-term contract. However, he wanted to ensure that this process took place smoothly.<\/p>\n [\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/2″ css=”.vc_custom_1663600875999{margin-bottom: 0px !important;padding-right: 20px !important;padding-bottom: 0px !important;padding-left: 20px !important;}”][vc_column_text css=”.vc_custom_1685543291727{margin-top: 60px !important;margin-bottom: 0px !important;}”]OUR INVOLVEMENT<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685542568472{margin-top: 0px !important;}”]<\/p>\n After digging deeper into the situation by asking pertinent questions, we were able to piece together the context. In the first place, it was apparent that pursuing a purely legal process would trigger a domino effect exposing the company to numerous industrial tribunal lawsuits given that this employee\u2019s situation was not an isolated case. Then, it transpired that the employee was a good professional but that she was caught up in a personal conflict with her line-manager. By working hand-in-hand with the establishment\u2019s director, we devised a solution that embraced both legal and HR aspects. This solution involved, on the one hand, training the employee so she could obtain the required qualification enabling her, over the medium-term, to be employed in an open-ended contract and, on the other hand, developing her line-manager\u2019s skills in order increase awareness of psychological risk factors in the workplace.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685542288222{margin-top: 30px !important;margin-bottom: 0px !important;}”]<\/p>\n THE OUTCOME<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685542604240{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n The recruitment issue was eliminated along with the risk of litigation. For the two parties involved, professional development and repositioning fostered an improvement in the working environment.<\/p>\n [\/vc_column_text][\/vc_column_inner][\/vc_row_inner]<\/div><\/div>\n\t\t\t\t<\/div>[\/vc_column][\/vc_row][vc_row css=”.vc_custom_1665409632768{margin-top: 0px !important;margin-right: 0px !important;margin-left: 0px !important;padding-top: 0px !important;padding-right: 0px !important;padding-left: 0px !important;background-color: #d6ece9 !important;}”][vc_column css=”.vc_custom_1665409639471{margin-top: 0px !important;margin-right: 0px !important;margin-left: 0px !important;padding-top: 0px !important;padding-right: 0px !important;padding-left: 0px !important;}” offset=”vc_hidden-lg vc_hidden-md vc_hidden-sm”]\n\t\t\n\t\t THE BACKGROUND<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685541984742{margin-top: 0px !important;}”]<\/p>\n The board of directors of a private education establishment organised the replacement of two directors, who were also the school\u2019s co-founders, as they were soon to retire.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685542063241{margin-top: 30px !important;margin-bottom: 0px !important;}”]THE ISSUE<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685542196624{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n One of the two co-directors was blocking the succession plan even though it had been drawn up with his approval. He was mistreating the employee designated as his successor and this behaviour exposed the company to the risk of prosecution. The board of directors decided to put an end to his employment and asked us to assist them deal with the issues at stake.<\/p>\n [\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/2″ css=”.vc_custom_1665409668815{margin-right: 0px !important;margin-bottom: 0px !important;margin-left: 0px !important;padding-right: 0px !important;padding-bottom: 0px !important;padding-left: 0px !important;}”][vc_column_text css=”.vc_custom_1685543286510{margin-top: 20px !important;margin-bottom: 0px !important;}”]OUR INVOLVEMENT<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685542232674{margin-top: 0px !important;}”]<\/p>\n We helped the company in the negotiation of a mutually-agreed termination then in the implementation of disciplinary dismissal procedures. We represented the company in the ensuing litigation right up to the Appeal Court ruling.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685542252923{margin-top: 30px !important;margin-bottom: 0px !important;}”]<\/p>\n THE OUTCOME<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685542338508{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n The client was able to rely on our experience to carry out negotiations and set the limit beyond which another strategy was required. Having ensured the fair grounds for termination of the employment contract, the client\u2019s case was won on appeal, after 7 years of legal action. The good relations maintained with the opposing party\u2019s lawyer, despite the eminently conflictual context, enabled payment to the court of provisional amounts in the first instance and a payment schedule to be negotiated, including for costs and other contingencies arising from the numerous litigation proceedings, which meant the company was able to avoid filing for bankruptcy.<\/p>\n [\/vc_column_text][\/vc_column_inner][\/vc_row_inner]<\/div> THE BACKGROUND<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685542377073{margin-top: 0px !important;}”]<\/p>\n A group, with around 200 employees, working in the financial sector was actively pursuing growth through acquisitions.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685542072140{margin-top: 30px !important;margin-bottom: 0px !important;}”]THE ISSUE<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685542390557{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n Integration of new subsidiaries meant that collective regulations had to be harmonised, especially with regard to working hours, employee savings schemes and insurance benefit plans, in the knowledge that harmonisation resulted in the loss of benefits for the employees of newly-acquired companies. Moreover, the insurance benefit contracts of the acquired companies had just been renewed at a prohibitive price.<\/p>\n [\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/2″ css=”.vc_custom_1665409943963{margin-right: 0px !important;margin-bottom: 0px !important;margin-left: 0px !important;padding-right: 0px !important;padding-bottom: 0px !important;padding-left: 0px !important;}”][vc_column_text css=”.vc_custom_1685543281327{margin-top: 20px !important;margin-bottom: 0px !important;}”]OUR INVOLVEMENT<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685542447075{margin-top: 0px !important;}”]<\/p>\n We assessed the technical difficulties arising from the envisaged integration based on an audit of the acquired companies\u2019 collective regulations. We flagged the various stages of this integration and helped the human resources department in its negotiations with staff representatives.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685542268441{margin-top: 30px !important;margin-bottom: 0px !important;}”]<\/p>\n THE OUTCOME<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685542499041{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n Senior management was able to negotiate a balanced agreement with staff representatives, which allowed for the gradual roll-out of the group\u2019s collective regulations to include the new teams without any escalation of conflict or cost within the company. The integration schedule established by general management was duly adhered to. Employees of newly arrived companies could be included in the group\u2019s insurance and health benefits contracts without waiting for the following year\u2019s due date and so the cost of these acquisitions was considerably reduced.<\/p>\n [\/vc_column_text][\/vc_column_inner][\/vc_row_inner]<\/div> THE BACKGROUND<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685542531540{margin-top: 0px !important;}”]<\/p>\n A healthcare establishment had an employee with a fixed-term employment agreement. This short-term contract was chosen as it was impossible to grant tenure to this employee due to her lack of a vocational qualification certificate, a situation exacerbated by the shortage of qualified applicants.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685542082506{margin-top: 30px !important;margin-bottom: 0px !important;}”]THE ISSUE<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685542543307{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n The employee was often on sick leave and so the employer envisaged not renewing her fixed-term contract. However, he wanted to ensure that this process took place smoothly.<\/p>\n [\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/2″ css=”.vc_custom_1665410026529{margin-right: 0px !important;margin-bottom: 0px !important;margin-left: 0px !important;padding-right: 0px !important;padding-bottom: 0px !important;padding-left: 0px !important;}”][vc_column_text css=”.vc_custom_1685543273486{margin-top: 20px !important;margin-bottom: 0px !important;}”]OUR INVOLVEMENT<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685542579656{margin-top: 0px !important;}”]<\/p>\n After digging deeper into the situation by asking pertinent questions, we were able to piece together the context. In the first place, it was apparent that pursuing a purely legal process would trigger a domino effect exposing the company to numerous industrial tribunal lawsuits given that this employee\u2019s situation was not an isolated case. Then, it transpired that the employee was a good professional but that she was caught up in a personal conflict with her line-manager. By working hand-in-hand with the establishment\u2019s director, we devised a solution that embraced both legal and HR aspects. This solution involved, on the one hand, training the employee so she could obtain the required qualification enabling her, over the medium-term, to be employed in an open-ended contract and, on the other hand, developing her line-manager\u2019s skills in order increase awareness of psychological risk factors in the workplace.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685542276456{margin-top: 30px !important;margin-bottom: 0px !important;}”]<\/p>\n THE OUTCOME<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685542593224{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n The recruitment issue was eliminated along with the risk of litigation. For the two parties involved, professional development and repositioning fostered an improvement in the working environment.<\/p>\n [\/vc_column_text][\/vc_column_inner][\/vc_row_inner]<\/div><\/div>\n\t\t\t\t<\/div>[\/vc_column][\/vc_row][vc_row css=”.vc_custom_1665410154402{margin-top: 0px !important;margin-right: 0px !important;margin-left: 0px !important;padding-right: 0px !important;padding-left: 0px !important;}” el_id=”2″][vc_column css=”.vc_custom_1665410161048{margin-top: 0px !important;margin-right: 0px !important;margin-bottom: 0px !important;margin-left: 0px !important;padding-right: 0px !important;padding-left: 0px !important;}”][vc_column_text css=”.vc_custom_1685542624424{margin-top: 0px !important;margin-right: 0px !important;margin-bottom: 0px !important;margin-left: 0px !important;}”]<\/p>\n ARE YOU A FOREIGN INVESTOR?<\/span><\/strong><\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685542649675{margin-top: 30px !important;margin-right: 0px !important;margin-bottom: 0px !important;margin-left: 0px !important;padding-right: 0px !important;padding-left: 0px !important;}”]<\/p>\n \u00ab The denseness of the French Labour Code can be very daunting for a foreign Human Resources Director\u00a0\u00bb<\/span><\/p>\n [\/vc_column_text][\/vc_column][\/vc_row][vc_row full_width=”stretch_row”][vc_column width=”1\/2″][vc_column_text css=”.vc_custom_1685542665458{margin-top: 0px !important;padding-right: 20px !important;}”]<\/p>\n Our perfect fluency in English and broad experience in assisting international entities enable us to help foreign companies have a firm grasp of French employment law. We help you comply with your legal obligations and, by doing so, enable you to gain credibility in the eyes of job applicants in France. We are also a trusted partner upon whom you can rely to manage contractual relations over time and be in contact with the payroll service provider, who often does not speak English.<\/p>\n [\/vc_column_text][vc_row_inner css=”.vc_custom_1665410358738{margin-bottom: 30px !important;}”][vc_column_inner] THE BACKGROUND<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685542773923{margin-top: 0px !important;}”]<\/p>\n A foreign industrial group specialising in cosmetic product packaging decided to survey the French market and open an establishment here. There were already two French applicants with interesting backgrounds in sales.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685542798006{margin-top: 30px !important;margin-bottom: 0px !important;}”]<\/p>\n THE ISSUE<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685542829306{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n The HR manager was based in the Netherlands and knew nothing about the legal requirements in effect in France. She had to draft employment contracts, paying particular attention to the variable component of the remuneration package.<\/p>\n [\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/2″ css=”.vc_custom_1663600875999{margin-bottom: 0px !important;padding-right: 20px !important;padding-bottom: 0px !important;padding-left: 20px !important;}”][vc_column_text css=”.vc_custom_1685543267011{margin-top: 60px !important;margin-bottom: 0px !important;}”]OUR INVOLVEMENT<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685542853806{margin-top: 0px !important;}”]<\/p>\n We helped our client understand not only the applicable French rules but also the challenges and risks involved so that she could make fully-informed decisions. The responses we sent to her could be transferred directly to her senior management, to whom she reports. We drew up employment contracts and put our client in touch with a payroll service provider who had been recommended by other foreign clients.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685542887428{margin-top: 30px !important;margin-bottom: 0px !important;}”]<\/p>\n THE OUTCOME<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685542897197{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n Dual (French\/English) employment contracts were drafted that were perfectly tailored to the employees\u2019 profiles and circumstances of the company which, at that time, was undergoing incorporation and being remotely managed. These contracts took into account the business practices of competitors in France and can be easily duplicated in the event of further recruitment.<\/p>\n [\/vc_column_text][\/vc_column_inner][\/vc_row_inner]<\/div><\/div>\n\t\t\t\t<\/div>[\/vc_column][\/vc_row][vc_row css=”.vc_custom_1665410420207{margin-top: 0px !important;margin-right: 0px !important;margin-left: 0px !important;padding-top: 0px !important;padding-right: 0px !important;padding-left: 0px !important;background-color: #d6ece9 !important;}”][vc_column css=”.vc_custom_1665410427460{margin-top: 0px !important;margin-right: 0px !important;margin-left: 0px !important;padding-top: 0px !important;padding-right: 0px !important;padding-left: 0px !important;}” offset=”vc_hidden-lg vc_hidden-md vc_hidden-sm”]\n\t\t\n\t\t THE BACKGROUND<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685542784157{margin-top: 0px !important;}”]<\/p>\n A foreign industrial group specialising in cosmetic product packaging decided to survey the French market and open an establishment here. There were already two French applicants with interesting backgrounds in sales.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685542802759{margin-top: 30px !important;margin-bottom: 0px !important;}”]THE ISSUE<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685542820724{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n The HR manager was based in the Netherlands and knew nothing about the legal requirements in effect in France. She had to draft employment contracts, paying particular attention to the variable component of the remuneration package.<\/p>\n [\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/2″ css=”.vc_custom_1665410517855{margin-right: 0px !important;margin-bottom: 0px !important;margin-left: 0px !important;padding-right: 0px !important;padding-bottom: 0px !important;padding-left: 0px !important;}”][vc_column_text css=”.vc_custom_1685543261327{margin-top: 20px !important;margin-bottom: 0px !important;}”]OUR INVOLVEMENT<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685542871357{margin-top: 0px !important;}”]<\/p>\n We helped our client understand not only the applicable French rules but also the challenges and risks involved so that she could make fully-informed decisions. The responses we sent to her could be transferred directly to her senior management, to whom she reports. We drew up employment contracts and put our client in touch with a payroll service provider who had been recommended by other foreign clients.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685542907429{margin-top: 30px !important;margin-bottom: 0px !important;}”]<\/p>\n THE OUTCOME<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685542915462{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n Dual (French\/English) employment contracts were drafted that were perfectly tailored to the employees\u2019 profiles and circumstances of the company which, at that time, was undergoing incorporation and being remotely managed. These contracts took into account the business practices of competitors in France and can be easily duplicated in the event of further recruitment.<\/p>\n [\/vc_column_text][\/vc_column_inner][\/vc_row_inner]<\/div><\/div>\n\t\t\t\t<\/div>[\/vc_column][\/vc_row][vc_row css=”.vc_custom_1665410556646{margin-top: 0px !important;margin-right: 0px !important;margin-left: 0px !important;padding-right: 0px !important;padding-left: 0px !important;}” el_id=”3″][vc_column css=”.vc_custom_1665410562491{margin-top: 0px !important;margin-right: 0px !important;margin-bottom: 0px !important;margin-left: 0px !important;padding-right: 0px !important;padding-left: 0px !important;}”][vc_column_text css=”.vc_custom_1685542944929{margin-top: 0px !important;margin-right: 0px !important;margin-bottom: 0px !important;margin-left: 0px !important;padding-right: 0px !important;padding-left: 0px !important;}”]<\/p>\n ARE YOU AN EXECUTIVE DIRECTOR?<\/span><\/strong><\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685543001245{margin-top: 30px !important;margin-right: 0px !important;margin-bottom: 0px !important;margin-left: 0px !important;padding-right: 0px !important;padding-left: 0px !important;}”]<\/p>\n \u00ab If you have the choice of whether or not to go before an industrial tribunal, chose not to go!\u00a0 \u00bb<\/span><\/p>\n [\/vc_column_text][\/vc_column][\/vc_row][vc_row full_width=”stretch_row”][vc_column width=”1\/2″][vc_single_image alignment=”center” image=”24248″][\/vc_column][vc_column width=”1\/2″][vc_column_text css=”.vc_custom_1685543052030{margin-top: 20px !important;}”]<\/p>\n Litigation is long, costly and unpredictable. It compels the parties to dredge up uncomfortable moments and often causes anxiety (fear of losing credibility within the profession, for example). For all these reasons, we make every effort to foster an amicable solution. To lend credibility to your claims, we will help you prepare your case in advance; in other words, gather the necessary proof and gauge realistic demands based on our experience with cases brought before the industrial tribunal.<\/p>\n Are you an executive director seeking assistance in negotiating your departure from your company?[\/vc_column_text] THE BACKGROUND<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685543104312{margin-top: 0px !important;}”]<\/p>\n Our client, the director of a large group, was sidelined following restructuring that the group\u2019s executive board obliged him to implement. For the first time in 15 years, he received a derisory bonus even though group profits had never been so high.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685543133628{margin-top: 30px !important;margin-bottom: 0px !important;}”]<\/p>\n THE ISSUE<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685543178280{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n This situation belittled his skills and compromised his ability to bounce back professionally; the demeaning and humiliating experience shattered his confidence. After taking the matter to the group\u2019s executive board, in vain, he resigned. However, believing that he had been forced to leave, he wanted to receive his contractual compensation for termination as well as an additional bonus.<\/p>\n [\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/2″ css=”.vc_custom_1663600875999{margin-bottom: 0px !important;padding-right: 20px !important;padding-bottom: 0px !important;padding-left: 20px !important;}”][vc_column_text css=”.vc_custom_1685543229612{margin-top: 60px !important;margin-bottom: 0px !important;}”]<\/p>\n OUR INVOLVEMENT<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1685543430713{margin-top: 0px !important;}”]<\/p>\n We helped the client define the stakes at issue and then we quantified his expectations based on a legal analysis of his case file. We helped him take the precautionary interim measures that would help ensure his chances of success. Then, we carried out negotiations with his former employer\u2019s advisor.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685543482364{margin-top: 30px !important;margin-bottom: 0px !important;}”]THE OUTCOME<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685543495712{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n We were successful in reaching a settlement during the conciliation hearing. Our client was able to rely on our technical expertise and litigation experience in order to maximise his chances of success in the negotiations and optimise taxation of the compensation awarded.<\/p>\n [\/vc_column_text][\/vc_column_inner][\/vc_row_inner]<\/div> An employee, executive director of a large foreign group, was literally working herself into an early grave. Initially appointed as an assistant, she rose through the ranks and was promoted to the role of sales director after the departure of her predecessor, with whom she had been working for 23 years. Senior management did not appoint anyone to fill her previous role and so she found herself occupying two positions, without any acknowledgement of this situation since her sales targets remained the same as her predecessor\u2019s.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685543138895{margin-top: 30px !important;margin-bottom: 0px !important;}”]THE ISSUE<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685543556030{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n Despite reaching her targets in the first year, our client was exhausted. The group\u2019s senior management did not respond to her requests for assistance. She had no other choice than to take sick leave, knowing that this absence would be a stumbling block to her career. She did not see any future in the company and wanted to negotiate the termination of her employment contract.<\/p>\n [\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/2″ css=”.vc_custom_1663600875999{margin-bottom: 0px !important;padding-right: 20px !important;padding-bottom: 0px !important;padding-left: 20px !important;}”][vc_column_text css=”.vc_custom_1685543237028{margin-top: 60px !important;margin-bottom: 0px !important;}”]OUR INVOLVEMENT<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685543567596{margin-top: 0px !important;}”]<\/p>\n First, we lent a sympathetic ear and together defined the issues at stake. We quantified a realistic target for negotiations in relation to her expectations from the litigation. We pulled out all the stops to negotiate an amicable solution with her employer\u2019s advisor and then, when this proved unsuccessful, we represented her before the industrial tribunal.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685543473394{margin-top: 30px !important;margin-bottom: 0px !important;}”]THE OUTCOME<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685543601294{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n The occupational doctor certified our client\u2019s incapacity for work, which allowed her to leave the company while duly acknowledging her many years\u2019 of service and she was able to resume her career elsewhere. During the industrial tribunal proceedings, we were able to negotiate a balanced financial settlement that took into account the prejudice she suffered and enabled her to finally turn the page.<\/p>\n [\/vc_column_text][\/vc_column_inner][\/vc_row_inner]<\/div><\/div>\n\t\t\t\t<\/div>[\/vc_column][\/vc_row][vc_row css=”.vc_custom_1665410748694{margin-top: 0px !important;margin-right: 0px !important;margin-bottom: 0px !important;margin-left: 0px !important;padding-top: 0px !important;padding-right: 0px !important;padding-left: 0px !important;background-color: #d6ece9 !important;}”][vc_column css=”.vc_custom_1665410755778{margin-top: 0px !important;margin-right: 0px !important;margin-left: 0px !important;padding-top: 0px !important;padding-right: 0px !important;padding-left: 0px !important;}” offset=”vc_hidden-lg vc_hidden-md vc_hidden-sm”]\n\t\t\n\t\t Our client, the director of a large group, was sidelined following restructuring that the group\u2019s executive board obliged him to implement. For the first time in 15 years, he received a derisory bonus even though group profits had never been so high.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685543144347{margin-top: 30px !important;margin-bottom: 0px !important;}”]THE ISSUE<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685543190312{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n This situation belittled his skills and compromised his ability to bounce back professionally; the demeaning and humiliating experience shattered his confidence. After taking the matter to the group\u2019s executive board, in vain, he resigned. However, believing that he had been forced to leave, he wanted to receive his contractual compensation for termination as well as an additional bonus.<\/p>\n [\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/2″ css=”.vc_custom_1665410770105{margin-right: 0px !important;margin-bottom: 0px !important;margin-left: 0px !important;padding-right: 0px !important;padding-bottom: 0px !important;padding-left: 0px !important;}”][vc_column_text css=”.vc_custom_1685543242977{margin-top: 20px !important;margin-bottom: 0px !important;}”]OUR INVOLVEMENT<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685543442645{margin-top: 0px !important;}”]<\/p>\n We helped the client define the stakes at issue and then we quantified his expectations based on a legal analysis of his case file. We helped him take the precautionary interim measures that would help ensure his chances of success. Then, we carried out negotiations with his former employer\u2019s advisor.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685543459530{margin-top: 30px !important;margin-bottom: 0px !important;}”]<\/p>\n THE OUTCOME<\/span> [\/vc_column_text][vc_column_text css=”.vc_custom_1663682946802{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n Nous parvenons \u00e0 transiger lors de l\u2019audience de conciliation. Notre client a pu s\u2019appuyer sur notre expertise technique et notre exp\u00e9rience du contentieux pour maximiser ses chances de succ\u00e8s dans le cadre de la n\u00e9gociation et optimiser fiscalement les indemnit\u00e9s per\u00e7ues.<\/p>\n [\/vc_column_text][\/vc_column_inner][\/vc_row_inner]<\/div> An employee, executive director of a large foreign group, was literally working herself into an early grave. Initially appointed as an assistant, she rose through the ranks and was promoted to the role of sales director after the departure of her predecessor, with whom she had been working for 23 years. Senior management did not appoint anyone to fill her previous role and so she found herself occupying two positions, without any acknowledgement of this situation since her sales targets remained the same as her predecessor\u2019s.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685543149131{margin-top: 30px !important;margin-bottom: 0px !important;}”]THE ISSUE<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685543544645{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n Despite reaching her targets in the first year, our client was exhausted. The group\u2019s senior management did not respond to her requests for assistance. She had no other choice than to take sick leave, knowing that this absence would be a stumbling block to her career. She did not see any future in the company and wanted to negotiate the termination of her employment contract.<\/p>\n [\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/2″ css=”.vc_custom_1665410841037{margin-right: 0px !important;margin-bottom: 0px !important;margin-left: 0px !important;padding-right: 0px !important;padding-bottom: 0px !important;padding-left: 0px !important;}”][vc_column_text css=”.vc_custom_1685543248814{margin-top: 20px !important;margin-bottom: 0px !important;}”]OUR INVOLVEMENT<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685543576313{margin-top: 0px !important;}”]<\/p>\n First, we lent a sympathetic ear and together defined the issues at stake. We quantified a realistic target for negotiations in relation to her expectations from the litigation. We pulled out all the stops to negotiate an amicable solution with her employer\u2019s advisor and then, when this proved unsuccessful, we represented her before the industrial tribunal.<\/p>\n [\/vc_column_text][vc_column_text css=”.vc_custom_1685543466090{margin-top: 30px !important;margin-bottom: 0px !important;}”]THE OUTCOME<\/span><\/span>[\/vc_column_text][vc_column_text css=”.vc_custom_1685543591312{margin-top: 0px !important;margin-bottom: 0px !important;padding-bottom: 0px !important;}”]<\/p>\n The occupational doctor certified our client\u2019s incapacity for work, which allowed her to leave the company while duly acknowledging her many years\u2019 of service and she was able to resume her career elsewhere. During the industrial tribunal proceedings, we were able to negotiate a balanced financial settlement that took into account the prejudice she suffered and enabled her to finally turn the page.<\/p>\n [\/vc_column_text][\/vc_column_inner][\/vc_row_inner]<\/div><\/div>\n\t\t\t\t<\/div>[\/vc_column][\/vc_row][vc_row full_width=”stretch_row” content_placement=”middle” enable_overlay=”off” el_class=”white_text” css=”.vc_custom_1665405105640{margin-top: 0px !important;margin-bottom: 0px !important;padding-top: 20px !important;background-color: #acd9d4 !important;}”][vc_column width=”1\/3″ offset=”vc_hidden-xs”][\/vc_column][vc_column width=”1\/3″ offset=”vc_hidden-xs”][vc_column_text]
\nDO YOU WORK WITH THE SENIOR MANAGEMENT OF A COMPANY?<\/span><\/strong><\/p>\n
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\n<\/span><\/p>\n![\"\"](\"https:\/\/vbo-avocats.com\/en\/wp-content\/uploads\/2022\/09\/logo-bottom.png\"){kind=logo}
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