Manage one’s energy
Duration : 2 days
Public : Operational managers. Any non HR professionals who needs to know the fundamentals of labour law.
- Understanding the organisation and hierarchy of labour relations standards.
- Knowing how to identify the points of vigilance in his/her role as manager to avoid disputes.
- Knowing the obligations in terms of training and GPEC to be able to support its employees in their development.
- Identifying good practices related to performance evaluation.
Quizz at the end of each module
Speaker: Senior Consultant with expertise in HRM and Social Relations
- How do I identify what applies to my company and my collaborator?
- Law/Labour Code/Jurisprudence
- Company and industry agreements/Collective agreements
- Identify the obligations related to each employment contract
- The various contracts: permanent employment contracts, fixed-term contracts, secondment, temporary assignment, expatriation, etc.
- Characteristics of the employment contract, subordination relationship, risks of requalification
- The essential contractual elements of the employment contract: remuneration, function, qualifications, working hours, hours, geographical location. What can be changed?
- The main leaves of absence and their impact on the employee’s contract are as follows
- work: sickness, maternity/paternity/fatherhood/parental education/ sabbatical/…. ??
- Role of employee representatives
- DS, DP, EC Elected Members, CHSCT (Comité d’Hygiène, de Sécurité et
- des Conditions de Travail – Committees for Health, Safety and Working Conditions)
- Main subjects of consultation and negotiation in the company
- Focus on the CHSCT : safety obligations, prevention of psychosocial risks (stress/harassment)
- What is GPEC, how does it involve management?
- Mandatory professional interviews
- The training plan and the various training starting points: CPF, CIF, VAE,…
- Legal and HR framework for evaluation
- Best practices for setting objectives and assessing performance on a daily and annual basis, avoiding litigation risks