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By eliott & markus

Not reacting to reports of racist behaviour : discrimination ?

L'élément de recherche est introuvable !

Not reacting to reports of racist behaviour : discrimination ?

The period a train cleaner waits in a station between two services is not actual working time

Dismissal Procedure and Physical Incapacity with Exemption from Redeployment

Relying on the use of an employee’s personal USB key, not connected to the work computer : ...

Using a fact from an employee’s personal life to dismiss him is not necessarily a violation...

Inaptitude: it is up to the employee to prove that reclassification proposals are unfair

A work-related accident suspends the notice period of an employee who has resigned : his employme...

Candidacy for CSE elections submitted 9 minutes after the deadline set by the pre-electoral proto...

The right of the expert appointed for a serious risk to be heard is binding on the employer

A protected employee who abuses his right of withdrawal may be dismissed for this reason under ce...

Sexist comments: grounds for dismissal for misconduct, regardless of the employer’s alleged...

Racist jokes and early termination of fixed-term contract for serious misconduct

Retroactivity of the substitution agreement

Switching from one line to two on the payslip: a modification of the employment contract…

Informing a Dismissed Employee by Telephone: Reminder of Procedure by the Cour de Cassation (Fren...

The procès-verbal de conciliation can be used to settle disputes that go beyond the mere question...

A simple call to order is not a disciplinary sanction

Awarding an exceptional bonus for extra work to non-striking employees is not discriminatory

The minimum length of service requirement for benefiting from the CSE’s social and cultural...

Transfer of business – L.1224-1 of the French Labor Code : The absence of a management buyo...

Annual working time in days arrangements: the Cour de cassation stands firm on workload monitoring

Union discrimination can be characterized by an employer’s lack of effective response to an...

Making general and imprecise accusations is not the same as sounding the alarm !

Video surveillance system: make sure employees are informed in advance!

The Conseil d’Etat (French administrative court) clarified the administrative control of ob...

Be careful about the content of notices of unfitness delivered by the occupational health physici...

Acquisition of paid leave during illness: two priority questions of constitutionality referred to...

Acceptance of a « Contrat de Sécurisation Professionnelle » by a pregnant employee: beware of the...

The chairman and secretary of the CSE may reformulate questions submitted by elected representati...

Fraudulent nature of a candidacy for professional elections

Disciplinary transfer and (newly) protected employee

As soon as a trade union – even one that is not representative – takes part in the PA...

Will the High Court soon clarify the obligation to provide information about the grievances that ...

In order to verify the reciprocal concessions made in a settlement, the judge may analyze and qua...

Loyalty in negotiations

Sick leave and acquisition of paid leave : the French state condemned for non-compliance with Eur...

Failure by the employer to resume payment of wages within one month of unfitness does not entitle...

When a trade union delegate resigns, protection against dismissal applies until the employer is e...

The waiver of the right to be appointed as a union representative is not valid for the whole elec...

Collective redundancy for economic reasons and consultation of the social and economic committee ...

The French Supreme Court (Cour de cassation) clarifies the scope of the mission of the expert acc...

Exceeding the maximum daily working time necessarily causes prejudice to the employee.

Reimbursement of the “golden hello/welcome bonus” and resignation of the employee

The notice period coinciding with the reclassification leave entitles the employee to Exceptionna...

The labour judge can take into consideration anonymous testimony corroborated by other elements o...

The employee no longer has to expressly qualify the facts as “moral harassment̶...