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French labour law - CHHUM AVOCATS law firm (Paris, Nantes, Lille), lawyers in labor law,...

In Décideurs 2019, CHHUM AVOCATS is ranked:

- Excellent for the council of employees and union organizations;

- Strong reputation for risk litigation and labor criminal law;

- Famous practice for the representation of executives.

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Defense of employees, intermittent entertainment, journalists, freelancers, executives, senior executives (cadres dirigeants), whistleblowers, unions, staff representatives.

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The Frédéric CHHUM law firm (Paris, Nantes, Lille) advises mainly employees, executives, senior executives, in the context of disputes with their employer and / or negotiation of departures (transaction, contractual break).

The law firm Frédéric CHHUM has also developed an expertise in audiovisual work law, media, entertainment and luxury (intermittent entertainment, technicians, artists, journalists, freelancers).

He is involved in litigation in labor law (requalification of fixed-term contracts full-time intermittent entertainment, overtime, dispute flat-rate days or senior management, compensation of employees percentage, requalification of contracts Freelance in employment contract, unfair dismissal of employees, etc.).

The law firm Frédéric CHHUM also intervenes for foreign employees or foreign companies, and works frequently in English language.

Since March 1st, 2016, the Frédéric CHHUM law firm has opened a secondary office in Nantes which is headed by Maître Camille Colombo (labor law, labor law) and since 1 March 2019 an office in Lille headed by Maître Marilou Ollivier ( Labor Law, Criminal Labor Law).

In December 2018, Maître Frédéric CHHUM was elected as a member of the Paris Bar Council (mandate 2019-2021).

POSITIONING OF CABINET CHHUM AVOCATS (Paris, Nantes, Lille)

• Negotiated departures of employees, managers, executives and senior executives (cadres dirigeants)

• Defense of the intermittent workers in the entertainment business (technicians, artists)

• Defense of whistleblowers (lanceurs d’alerte) • Right of employees, intermittent entertainment

• Right of journalists (journalists)

• Model rights (mannequins)

• International employment contract (secondment, expatriation, impatriate)

• Criminal labor law (droit penal du travail) (abusive use of the fixed-term contract, offense of obstruction)

• Advice and defense of works councils (comité d’entreprise, CSE) and shop stewards

• Advice in the negotiation of agreements

 

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris

CHHUM AVOCATS (Paris, Nantes, Lille)

e-mail: chhum@chhum-avocats.com

www.chhum-avocats.fr

https://www.instagram.com/fredericchhum/?hl=fr

.Paris: 4 rue Bayard 75008 Paris tel: 0142560300

.Nantes: 41, Quai de la Fosse 44000 Nantes tel: 0228442644

.Lille: 25, rue Gounod 59000 Lille tel: 0320135083

CHHUM AVOCATS (Paris, Nantes, Lille) référencé dans le classement Décideurs 2019

Dans le classement Décideurs 2019, CHHUM AVOCATS (Paris, Nantes, Lille) est classé :

  • Excellent pour le conseil des salariés et organisations syndicales ;
  • Forte Notoriété pour les contentieux à risques et droit pénal du travail ;
  • Pratique réputée pour la représentation des cadres dirigeants.

Défense de salariés, intermittents du spectacle, journalistes, pigistes, cadres, cadres dirigeants, lanceurs d'alerte, Syndicats, CSE, Représentants du personnel

Le Cabinet d’avocats Frédéric CHHUM conseille principalement des salariés, cadres, cadres dirigeants, dans le cadre de litiges avec leur employeur et/ou de négociation de départs (transaction, rupture conventionnelle).

Le Cabinet d’avocats Frédéric CHHUM a aussi développé une expertise en droit du travail de l’audiovisuel, des médias, du spectacle et du luxe (intermittents du spectacle, techniciens, artistes, journalistes, pigistes).

Il intervient dans les contentieux en droit du travail (requalification de CDD en CDI à temps plein des intermittents du spectacle, heures supplémentaires, contestation de forfait jours ou de la qualité de cadre dirigeant, rémunération des salariés au pourcentage, requalification de contrats de Freelance en contrat de travail, licenciement abusif de salariés, etc.).

Le cabinet Frédéric CHHUM intervient aussi pour des salariés étrangers ou des entreprises étrangères, et travaille fréquemment en langue anglaise.

Le Cabinet Frédéric CHHUM a ouvert depuis le 1er mars 2016, un bureau secondaire à Nantes qui est dirigé par Maître Camille Colombo (Droit du travail, Droit Pénal du travail) et depuis le 1er mars 2019 un bureau à Lille dirigé par Maître Marilou Ollivier (Droit du travail, Droit Pénal du travail).

Maître Frédéric CHHUM a été élu en décembre 2018 membre du Conseil de l’ordre des avocats de Paris (mandat 2019-2021).

POSITIONNEMENT DU CABINET CHHUM AVOCATS (Paris, Nantes, Lille)

• Départs négociés de salariés, cadres et cadres dirigeants

• Défense des intermittents du spectacle (techniciens, artistes)

• Défense des lanceurs d'alerte• Droit des salariés, intermittents du spectacle

• Droit des journalistes

• Droit des mannequins

• Contrat de travail international (détachement, expatriation, impatrié)

• Droit pénal du travail (recours abusif au CDD d’usage, délit d’entrave)

• Conseil et défense des comités d’entreprise et délégués syndicaux

• Conseil dans la négociation de conventions

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris

CHHUM AVOCATS (Paris, Nantes, Lille)

e-mail: chhum@chhum-avocats.com

www.chhum-avocats.fr

https://www.instagram.com/fredericchhum/?hl=fr

.Paris: 4 rue Bayard 75008 Paris tel: 0142560300

.Nantes: 41, Quai de la Fosse 44000 Nantes tel: 0228442644

.Lille: 25, rue Gounod 59000 Lille tel: 0320135083

French labour law – Mutually agreed termination (Rupture conventionnelle) : details on the formalism of...

In two decisions of  July 3rd 2019 (Cass Soc., 3 July 2019 No. 17-14232 and No. 18-14414), the Court of Cassation imposes more formalism on the signing of the agreement to terminate the employment contract in the context of a conventional break.

Indeed, the Court of Cassation states, first, that the copy given to the employee is signed by the employer and, secondly, that there is no presumption of handing this document to the employee .

In a decision of February 6, 2013 (Cass., February 6, 2013, No. 11-27000), the Court of Cassation imposes the remission to the employee, upon signature, a copy of the individual termination agreement. In the event of a breach of this formality, the termination agreement is void, and the employee may be awarded severance pay for no real and serious cause.

The Court of Cassation considers that this allows the employee to seek approval of the termination agreement (art L 1237-14 of the Labor Code) but also to exercise his right of withdrawal, which must occur within fifteen days of the signing of the agreement "by both parties" (art L 1237-13 of the Labor Code).

In two judgments of 3 July 2019 (Cass Soc., 3 July 2019 n° 17-14232 and n° 18-14414), the Court of Cassation strengthens the formalism when the termination agreement is signed.

1) A copy of the termination agreement with the signature of the employer must be given to the employee (C. cass. July 3rd, 2019, n° 17-14232)

In the first case decided by the Court of Cassation, an employee had signed an agreement of rupture individual which had been established in two copies.

However, the copy given to the employee had not been signed by the employer.

The Court of Appeal of Metz had considered that the agreement of rupture should not be canceled because, notwithstanding the absence of signature of the employer on the copy given to the employee, the latter still had the possibility to exercise his right of withdrawal from his own signature on the agreement.

The Court of Cassation will overturn the judgment of the Metz Court of Appeal.

Indeed, the High Court states that "only the handing over to the employee of a copy of the agreement signed by both parties allows him to apply for homologation of the agreement and to exercise his right of retraction in full knowledge of the facts" .

This formalism has two consequences:

- on the one hand that the consent is certified for both parties; but also

- that the employee can exercise his right of retraction in full knowledge of the facts since the date of the signature constitutes the starting point of said period.

2) The question of the proof of delivery of the copy of the termination agreement to the employee (c. cass. July 3rd, 2019 n° 18-14414)

In the second case judged by the Court of Cassation, an employee had signed an agreement of rupture but a copy had not been given to him.

He then requested the cancellation of the agreement of rupture before the industrial tribunal.

The Angers Court of Appeal dismissed his claim by conjecturing a presumption of delivery of the copy to the employee because the Cerfa form indicated that the agreement had been drawn up in two copies.

The Court of Cassation breaks the judgment of the Court of Appeal of Angers and specifies that the latter could not refuse the request for cancellation "without finding that a copy of the termination agreement had been given to the employee".

The High Court therefore does not recognize any presumption as to the delivery of the copy of the termination agreement to the employee since the mere indication of the mention "made in two copies" is necessary but not sufficient (CA Colmar 13 October 2015 no. 14/01550).

This absence of presumption of delivery of a termination agreement places the burden of proof on the employer, who must demonstrate that a copy of the termination agreement has been given to the employee in the event of litigation.

On this point, the case law has specified certain modalities.

Indeed, it is recommended that the employer sign a receipt for the delivery of a signed termination agreement to the employee or to mention that a copy has been issued to him.

Indeed, the Metz Court of Appeal has ruled that there is an agreement of rupture that does not include any indication on the number of originals established or the delivery of a copy of it (CA Metz, April 7, 2015 # 13/02982).

 

Sources :

Cass. Soc., 3 juillet 2019 n°17-14232

https://www.courdecassation.fr/jurisprudence_2/arrets_publies_2986/chambre_sociale_3168/2019_9139/juillet_9408/1085_03_43137.html

Cass. Soc., 3 juillet 2019 n°18-14414

https://www.courdecassation.fr/jurisprudence_2/arrets_publies_2986/chambre_sociale_3168/2019_9139/juillet_9408/1084_03_43131.html

Cass. soc., 6 février 2013, n°11-27.000

https://www.legifrance.gouv.fr/affichJuriJudi.do?oldAction=rechJuriJudi&idTexte=JURITEXT000027052408

Article L 1237-14 du Code du travail

https://www.legifrance.gouv.fr/affichCodeArticle.do?cidTexte=LEGITEXT000006072050&idArticle=LEGIARTI000019068126&dateTexte=&categorieLien=cid

Article L 1237-13 du Code du travail

https://www.legifrance.gouv.fr/affichCodeArticle.do?cidTexte=LEGITEXT000006072050&idArticle=LEGIARTI000019068108&dateTexte=&categorieLien=cid

CA Colmar 13 octo 2015 n°14/01550

http://www.lexbase.fr/jurisprudence/35457389-ca-colmar-13-10-2015-n-b-14-01550-confirmation

CA Metz, 7 avril 2015 n°13/02982

http://www.lexbase.fr/jurisprudence/24090696-ca-metz-07-04-2015-n-13-02982

 

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris

CHHUM AVOCATS (Paris, Nantes, Lille)

e-mail: chhum@chhum-avocats.com

www.chhum-avocats.fr

https://www.instagram.com/fredericchhum/?hl=fr

.Paris: 4 rue Bayard 75008 Paris tel: 0142560300

.Nantes: 41, Quai de la Fosse 44000 Nantes tel: 0228442644

.Lille: 25, rue Gounod 59000 Lille tel: 0320135083

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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