Companies must regularly face social regulations increasingly complex and sometimes even unintelligible. Nevertheless, Employment and Social Security Law accompanies companies in each stage of their lives as well as each one of their steps. Its impact can thus by no means be neglected. Globalization and Opening up of markets, freedom to provide cross borders services, freedom of establishment, free movement of the workers, executives and managers do not minimize the complexity and the obligatory nature of this matter.
Recruitment, selection, promotion, wage negotiation and optimization, processing of personal data of workers, wage policy, flexibility of the working time, workers' health and safety, control and supervision of workers and the development of new technologies, protection of private life, protection of the interests of companies against unfair competition or violation of brands and secrets, dismissal, reorganization, social plan, bridge pension, optimization in the framework of the termination of employment contracts etc... are problems with which companies and their human resources departments are daily faced with.
In a European and international context, Employment and Social Security Law reveals all its complexity and its dimension. This is particularly true when conciliating free movement of workers and freedom to provide cross borders services in operations such as outsourcing, insourcing, subcontracting, "portage" etc... performed in the framework of a cross borders services contract concluded within the EU territory or between EU nationals and non nationals. The international mobility of workers, executives and managers (EU nationals or non nationals) also raise many problems which, according to our knowledge, seem to escape to many companies. Performance of administrative steps, draft and obtention of ad hoc documents before starting the activities of workers, executives and managers, Social Security coverage, accounting to the tax solutions with respect to the social regulation, applicable legislation to employment relationships are as many stages that companies must respect when they consider a secondment, an expatriation or a cross border at the disposal of staff member.
Finally, these last years, many multinational companies seem to be willing to standardize some aspects of wage conditions on the level of the group (wage package, stock option, profit sharing plans, pension funds), working conditions (organization of work, working time, standard employment contracts, car, Internet, e-mail policies, clause of transfer of copyright, supervision and control of the workers), conduct guidelines(draft of ethics codes resulting from, but not only, the American law Sarbanes-Oxley, methods of selection and recruitment and promotion, etc ...) etc.... How to conciliate this wish of standardisation working conditions within a multinational group, remuneration etc... with the specificities of national regulations of each company seat?
In this context, the department of employment and social security law advises and assists you in the most varied matters of this legal matter in constant evolution.
