Personnel representation

Collective negotiations

Access to technical assistance

Thémis is the privileged intermediary of the managing director and his collaborators in the department of human resources for putting into place and monitoring relations with the body representing the personnel, whether it be in the framework of its annual legal mission for the approval of the company’s accounts, to which the personnel representatives are convened, or in the framework of the reorganization operations entrusted to it, by preparing prior written opinions for example.

Thémis also assists the managing director when the company’s restructuring necessitates the negotiation of collective agreements (reduction of working hours, wage cuts, social plans…).

The organization of these elections is mandatory and obeys rather strict legal and regulatory requirements.  It is therefore imperative that the managing director receive technical and legal assistance for putting them into place.

The organization of these elections is mandatory and obeys rather strict legal and regulatory requirements.  It is therefore imperative that the managing director receive technical and legal assistance for putting them into place.

Indeed, in France any company employing a staff of over ten is required to organize elections to put into place, if there are candidates, a body to represent the company’s personnel (personnel representatives for companies of under 50 employees, works committee for companies employing over 50 persons, a single personnel delegation for companies which are members of a group).

The organization of these elections is mandatory and corresponds to rather strict legal and regulatory requirements. It is therefore imperative that the managing director receive technical and legal assistance in putting them into place.

Subsequently relations with the body representing the personnel also comply with certain rules. Periodical consultations of this body must be organized regularly but also in an isolated manner on the occasion of certain events (the company’s restructuring, but also occupational illnesses or occupational accidents, working hour packages for management staff, etc…).

These regulations, although they sometimes appear to burden the company’s management, must be implemented to the best of the company’s interests, in order to permit the managing director’s effective communication with the company’s personnel and to anticipate difficulties which may arise in certain projects.  The information and documents submitted to the personnel representatives are accompanied by guarantees of confidentiality as the case may be.

 

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