Description

How to choose the most suitable contract? How to write sensitive clauses? How to modify the employment contract without risk? How can we validate the use of fixed-term contracts and temporary work and avoid the risk of contract reclassification? What is the maximum duration of these contracts? How to integrate developments concerning part-time work? What are the changes regarding salary portability? So many questions that we invite you to answer during this training. NB: This training program takes into account the latest legal developments.

Who is this training for ?

For whom ?

HR Director, HR Manager, Human Resources Assistant.

Prerequisites

Training objectives

Measure the risks, flexibilities and constraints of the employment contract.

Conclude the most suitable contract: full-time or part-time, permanent or fixed-term contract. Write sensitive clauses in the employment contract.

Use fixed-term contracts, temporary work or subsidized contracts.

Training program

• Concluding an employment contract: instructions for use
  • - Identify the advantages and disadvantages of the different possible employment contracts.
  • - Distinguish the employment contract from related contracts: subcontracting; salary portability; internships; temporary work, subsidized contracts.. .
  • - Identify the points of vigilance linked to the use of subcontracting.
• Secure the drafting of a permanent contract Comply with the mandatory clauses. Carefully draft flexibility clauses: geographic mobility; goals ; telework.
  • - Master sensitive clauses such as: non-competition, cancellation of training.
  • - Manage the trial period vigilantly.
• Write and manage part-time contracts Insert mandatory clauses (timetables, distribution, etc.).
  • - Change the distribution of part-time hours.
• Modify the employment contract: flexibility and constraints of amendments
  • - Distinguish between changes to the contract and conditions of execution of the contract.
  • - Change the place of work, qualification, remuneration.
  • - Implement a period of secure external voluntary mobility.
  • - Respect the procedures and draw up amendments.
  • - Draw the consequences of the employee's refusal.
• Conclude and manage the fixed-term contract and the temporary employment contract with complete legal security
  • - Use the reasons and durations legally.
  • - Take into account the additional unemployment contribution in the case of short fixed-term contracts.
  • - Renew or chain fixed-term contracts/temporary contracts .
  • - Manage temporary or fixed-term contracts and the end of contract on a daily basis.
  • - Identify and prevent requalification risks.