Untitled Quiz

Preventing workplace risks, the employer is responsible for potential harm and may face compensation.

Shifting risk from the employee to the company, e.g. monthly pay and compensation mechanisms like AGS (assurance garantie des salaires).

Employee rights limit Employer's power, balancing employer interests with employee freedoms.

Law balances economic needs of business with employee rights; there isn't conflict between social and economic aspects.

Methods for balancing employee protection and business competitiveness.

Employment law is sometimes seen as overly complex, hindering hiring efforts.

Despite claims, employment law reforms haven't impacted job creation rates positively or negatively substantially.

Courts can scrutinize employer management practices to ensure safety and well-being.

Labor law gives employers significant authority and control, legitimizing their power even within the capitalist system. This authority often rests in the ability to penalize employees without going to court, as part of the employment contract.

Labor law significantly influences the employment contract, providing a framework for employer-employee relations and establishing the rights and responsibilities of both parties.

A French system of labor courts (prud'hommes). They are composed of labor representatives from both management and employees. They have the potential to be slow by needing a judge to break ties for a ruling.

Several layers of courts handle labor disputes, including civil, judicial, administrative, and penal courts.

Labor courts engage various actors, such as inspectors, judges, and representatives from labor and management.

The employer is the party who signed the employment contract, whether they are a physical person or an organization.

Government inspectors, like the Inspecteur du Travail, can supervise the application of labor laws, make decisions, and provide advice for employer/employee relationships.

Labor law involves both government (like courts and inspectors) and the private sector (businesses).

Laws that cannot be modified, even if a more favorable alternative exists.

Minimum legal requirements that can be enhanced by collective agreements or employment contracts.

Agreements that change or weaken legal or regulatory rules.

A law limiting the weekly working hours in a company to 35 hours.

Work with fluctuating hours, often exceeding the standard 35-hour limit during peak periods.

A law that applies only when there's no collective agreement on the topic.

A contract between an employer and employee outlining terms and conditions of employment.

The provision (either in a collective agreement or contract) that offers a worker the best terms and conditions.

A sign of employment subordination, not a requirement of an employment contract. It's shown by exclusive contracts; working primarily for one company.

The person claiming an employment contract must prove it exists.

Changing a contract's legal nature (e.g., from non-employment to employment).

If a contract is reclassified as employment, the worker gets employment rights, including compensation, backdated to previous work.

Evidence from an apparent employment contract can be proven fraudulent by the asserting party..

Time limits for legal action on contract claims vary depending on the type of action.

Legal action to force adherence to existing employment obligations without changing the contract's nature.

A lawsuit that changes the legal characterization of a contract, usually to recognize it as a labor contract.

A job requirement so crucial that it is vital to the role's function, often linked to skill, experience, and qualifications required for the position.

In civil disputes, proving discrimination usually falls on the employee, making it hard to demonstrate.

European and national laws have modified the process to reduce the employee's burden of proof for discrimination claims.

The employee must present facts suggesting discrimination, often presented chronologically, to the labor court.

This article allows someone to request documentation related to a case from a company.

This is a requirement that employees, especially those in public-facing roles, maintain a neutral stance on personal matters that might conflict with their job or organization's values.

A French court system specifically designed to resolve labor disputes and employee claims.

A 30-year-old age limit for firefighter recruitment is considered a crucial skill requirement given the high physical demands.

Employment contracts requiring written form for specific types of employment (e.g., temporary, part-time, fixed-term).

Rules that must be followed for all types of employment, even indefinite or full-time, focusing on social security contributions, employee rights, and fundamental contract elements.

Mandatory declarations required before hiring, as laid out in Article L1221-10, to record employment. Failure to comply can lead to penalties.

French labor contract; form is flexible; writing is frequently not a requirement for validity in general agreements.

Penalizing employers that fail to file pre-employment declarations, as detailed in the French Labor Code.

In case of work dissimulation, a worker can claim a 6-month compensatory payment in the event of contract termination.

A required register maintaining employee records, provided for by the French Labor Code. This is available for the Corporate Social Committee (CSE) and labor inspectors.

Certain clauses in an employment contract require written proof, particularly in trial periods or with specific contract variations.