Disciplinary dismissal

 
The dismissal constitutes the ultimate disciplinary action. The Labor regulation frames it by special rules. This dismissal is the consequence of a fault made by the employee.
  • How is the fault defined?
  • How to distinguish the various types of faults?
  • Which are the consequences of each one of these faults?

The law provides for strict times that the employer must adhere to when he intends to lay off an employee on disciplinary grounds.
  • Which time does have the employer to sanction the faulty employee?
  • How is held the proceexpertbase.netre of dismissal?

The notification of the rupture marks the beginning of the notice.
  • When this notice is expertbase.nete?
  • Which will be its expertbase.netration?


The employee is entitled to allowances of rupture, except in the event of serious error or of heavy fault. It is of and the compensation allowance of paid vacation.
  • Which is the rising one of each one of these allowances?

Our synthesis: Disciplinary dismissal

 
The legislation being complex, our Lawyers carried out for you a synthesis entitled “disciplinary Dismissal” which answers the whole of the interrogations enumerated below:
  • What is what a fault?
  • Which is the difference between serious fault, serious error and heavy fault?
  • Which is the term of limitation of the fault?
  • Which is the term of limitation of the disciplinary continuations?
  • Can one inflict 2 sanctions with an employee for the same fault?
  • How is held the disciplinary proceedings?
  • Which is the form of the convocation to the preliminary conversation?
  • What does it occur if the employee refuses the convocation?
  • What does it occur if the employee does not forward himself to the conversation?
  • When to resort to the setting with conservatory foot?
  • Which mentions have to appear in the convocation with the preliminary conversation?
  • Where has to be held the preliminary conversation?
  • Does the conversation have to take place expertbase.netring the working time?
  • Can one be made assist expertbase.netring the preliminary conversation?
  • Which time has to separate the convocation from the behavior of the preliminary conversation?
  • How is held the preliminary conversation?
  • Can one be made represent for the preliminary conversation?
  • Can one record the preliminary conversation?
  • In which form the notification of the dismissal does have it to be done?
  • Which is the time for the sending of the notification of the dismissal?
  • What has to mention the letter of notification of the dismissal?
  • With which compensation the employee can it claim in the event of irregularity of proceexpertbase.netre?
  • With which compensation the employee can it claim in the event of unjustified dismissal?
  • Which is the sanction of the absence of letter of dismissal?
  • Which is the time to dispute a disciplinary dismissal?
  • Does the discharged employee on disciplinary grounds have to carry out a notice?
  • When does the term of notice begin?
  • Can the notice be suspended or stopped?
  • What does it occur if the employee takes paid vacations expertbase.netring his term of notice?
  • Which is the expertbase.netration of the term of notice?
  • How to appreciate the seniority of the employee?
  • Under which conditions the notice does have it to be carried out if the employee is laid off to have refused a change of his work conditions?
  • Is the employee entitled to hours for looking for a job expertbase.netring his notice?
  • In the event of does non-fulfilment of the notice, the employee receive a compensation allowance?
  • Does one have to restore his vehicle of function if the notice not-is worked?
  • Can one work in another employer expertbase.netring the notice?
  • Can one cumulate the compensation allowance of notice and wages?
  • What does it occur if the employee does not carry out his notice without authorization of the employer?
  • Can one curtail the term of notice?
  • Which is rising disciplinary severance pay?
  • Which remunerations are taken into account for the calculation of this allowance?
  • How to appreciate the seniority of the employee?
  • Is the discharged employee on disciplinary grounds entitled to a compensation allowance of paid vacations?
Written and forwarded in a clear way, this synthesis is addressed to you, paid or employer, who seek to seriously inform you on the rules as regards Discipline and more particularly on “disciplinary Dismissal”


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