Les matinales
La gestion du CSE
La négociation collective
La non-discrimination dans le recrutement
INTER-COMPANY TRAINING
Our training
FIDERE offers practical, inventive and personalized implementation of its training on Employment Law subjects.
The purpose of these trainings is to enable participants to be up-to-date with French Employment Law developments, to develop their skills and to take the right actions accordingly.
CYCLE 1
The morning sessions
Context
FIDERE Avocats organizes 9 sessions covering French Employment Law news and discussions.
These discussions are devoted, in succession, to the study of a current French Employment news subject and then, to a practical analysis of the most recent French Employment Law and case law developments. Below, you will find the content of each of the Morning Sessions (5 sessions on current topics and 4 sessions on legislative and jurisprudential analysis) that are offered to you both in person and remotely via videoconference.
Modules
- February 13 – Managing Employee Sick Leave
- March 20 – Recent French Employment law and case law news
- April 10 – Current Issues in Restructuring with or without Redundancies
- May 22 – Recent French Employment law and case law news
- July 3 – Disability in the Workplace
- September 18 – Recent French Employment Law and case law news
- October 16 – Pay Transparency and Discrimination
- November 13 – Recent French Employment Law and case law news
- December 4 – Foreign Workers
FORMATION 1
Management of workplace accidents and occupational diseases
Context
With over one million workplace accident reports annually and nearly 100,000 reports of occupational diseases, the optimized management of occupational risks has become a major issue for businesses. The recognition of a workplace accident or an occupational disease has significant social, legal, and financial consequences for each establishment.
It is therefore essential to manage workplace accident and occupational disease files from the moment the incident occurs, as well as to rigorously follow the procedure for handling workplace accidents and occupational diseases, allowing every stakeholder in the company to control risks, costs, and implement effective prevention;
Formation
June 12 – Management of Workplace Accidents and Occupational Diseases
This module is organized as follows:
- Preliminary Observations
- Workplace Accident Occupational Disease
- The Procedure for Handling Workplace Accidents and Occupational Diseases
Pricing
EUR 750 excluding tax
Billing upon registration, refund available if canceled within 15 days prior to the start of the training.
A 30% discount is available for a second registration from the same company (or group).
This training may be eligible for funding through an OPCO (French funding organization).
Register via our online form
FORMATION 2
Ethical Alerts and Internal Investigations : Listen and Act
Context
Whistleblowers benefit from a recently renewed and expanded protection regime, which employers must be aware of and understand in order to apply it: the concept of a whistleblower, reporting procedures, those entitled to protection, employee information, the role of employee representatives, risk management, personal data protection, etc. Furthermore, companies are increasingly required to handle potential situations of psychosocial risks (harassment or discrimination), necessitating the implementation of internal investigation processes with speed, discretion, and efficiency, to appropriately address the situations encountered.
Formation
March 27 – Ethical Alerts and Internal Investigations: Listen and Act
This training is organized as follows:
- What is a whistleblower (scope of alerts, applicable protections)?
- Anticipating alerts and the procedures to implement
- Managing an alert
- Conducting an internal investigation procedure: stakeholders, strategy, formalities
- The investigation and litigation: impacts of the law of evidence
Pricing
EUR 750 excluding tax
Billing upon registration, refund available if canceled within 15 days prior to the start of the training.
A 30% discount is available for a second registration from the same company (or group).
This training may be eligible for funding through an OPCO (French funding organization).
Register via our online form.
CYCLE 2
Collective bargaining
Context
The legislator has deeply reformed the law on collective bargaining in companies with the aim of providing more flexibility to negotiators within a simplified framework.
The goal of our program is to provide a method and practical tools to optimize legal levers and your negotiation practices. Our operational approach, based on real-life cases, will allow you to approach upcoming negotiation deadlines with confidence.
We therefore offer complementary training modules covering the main issues related to negotiation. Designed in a participatory manner, each module includes case studies to enable practical role-playing.
Modules
February 6 – Negotiation in the Company
This module is organized as follows:
- Mutual gains strategy developed at Harvard University
- Role-playing: bilateral negotiation
- Expanding the scope of company negotiation
- Role-playing: negotiating a method agreement
March 13 – Mandatory Negotiation in the Company
This module is organized as follows:
- Mandatory negotiations in the company related to compensation
- Role-playing on mandatory salary negotiations
- Professional equality between women and men
- Role-playing on crisis negotiation following a strike as part of salary negotiations
Pricing
EUR 2,200 excluding VAT for the 2-module cycle
Billing upon registration, refund available if canceled within 15 days prior to the start of the training cycle
A 30% discount is available for a second registration from the same company (or group).
This training may be eligible for funding through an OPCO.
Register via our online form.
FORMATION 3
Non-discrimination in recruitment
Context
According to Article L. 1131-2 of the French Labor Code, ‘in any company employing at least three hundred employees and in any recruitment agency, employees involved in recruitment tasks must receive training on non-discrimination in hiring at least once every five years.’ This training requirement has been in effect since 2017.
Preventing discrimination first requires understanding the applicable legal framework and being aware of all the grounds that may be invoked.
The hiring process is not the only stage where the principle of non-discrimination should apply. Anonymous CVs, testing, neutral job offers… many methods have been considered.
Through practical cases, we offer a training program aimed at adopting the right reflexes during recruitment processes and throughout the entire employment relationship.
Formation
May 15 – Non-discrimination in Recruitment
This module is organized as follows:
- Mandatory training
- The legal framework of non-discrimination
- Sanctions for discrimination
- Proof of discrimination
- The recruitment process
- Managing parenthood
- Gender equality
- Non-discrimination in union activities
Pricing
EUR 750 excluding tax
Billing upon registration, refund available if canceled within 15 days prior to the start of the training.
A 30% discount is available for a second registration from the same company (or group).
This training may be eligible for funding through an OPCO (French funding organization).
Register via our online form.
CYCLE 3
Management of the Works Council (CSE)
Context
The Works Council can no longer be considered a new body: Works Councils established since 2018 are entering their seventh year of operation.
For those elected for short terms, the first renewals have already taken place. The transition from the former Works Councils (CE), Staff Delegates (DP), and Health, Safety, and Working Conditions Committees (CHSCT) is complete. The focus is now on mastering the daily functioning of the Works Council and exploring possible optimizations.
In the context of the health crisis, new provisions were experimented with: the generalization of remote meetings, shortening consultation deadlines… The role of the Works Council was highlighted in risk assessment and the use of partial activity (furlough). Ultimately, the body could also be given a more significant role in ecological transition matters. We offer training modules designed to be standalone yet complementary, focusing on the key issues related to the functioning of the Works Council.
Modules
Please contact us to determine the dates of the modules.
- The electoral process
- Establishment of the bodies and completion
- The Works Council in companies with fewer than 50 employees
- Managing bodies with complex structures
- Works Council meetings
- The advisory role of the Works Council
- The role of the Works Council in health, safety, and environmental matters
- Dealing with the expert
- Collective resources of the Works Counci
- The status of the elected representative and criminal risks
key figures
The quality of our training
Of which 76% are ‘Very satisfied’ and 24% are ‘Satisfied’
Of which 84% are ‘Very satisfied’ and 16% are ‘Satisfied’
Of which 74% are ‘Very satisfied’ and 26% are ‘Satisfied’
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