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Showing 4711–4720 of 67817 articles for “Art. L 146-1 to L 146-3”
An employer who is planning to make employees redundant for economic reasons, whether individually or as part of a mass redundancy scheme involving less than ten employees within the same thirty-day p…
A decree in the Conseil d'Etat shall determine the terms and conditions for the application of this paragraph.
During the preliminary interview, the employer will state the reasons for the proposed decision and ask the employee for explanations.
During the hearing, the employee may be assisted by a person of his choice from among the company's staff.Where there are no staff representative bodies in the company, the employee may be assisted ei…
Notwithstanding article L. 1254-12, to enable the temporary employee to prospect for new clients, the end of the contract may be postponed by agreement between the temporary employment agency and the…
The total duration of the fixed-term contract may not exceed eighteen months, taking into account any renewals under the conditions set out in Article L. 1254-17.
The term of an employment contract is fixed precisely when it is entered into. However, it may not include a precise term if the term of the object for which it was concluded is not known. It is then…
Where the main leave period is longer than twelve working days, it may be split with the employee's agreement. This agreement is not necessary when the leave takes place during the period when the est…
The amount of leave that may be taken in one go may not exceed twenty-four working days. Individual exceptions to this limit may be made for employees who can prove that they are subject to particular…
Where leave does not exceed twelve working days, it must be continuous.
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