Command of the dismissals in the firm

Before any dismissal for economic motive, the employer must determine a command of the dismissals for the employees who will be aimed by this measurement. The employer is thus held by the criteria fixed by the collective agreement, or failing this by the Labor regulation.

How are the criteria of command of the dismissals given?
Which is the nature of these criteria?
How are implemented these criteria?
Which are the sanctions provided for in the event of nonrespect about the dismissals?

Our synthesis: Command of the dismissals in the firm

The legislation being complex, our Lawyers carried out for you a synthesis entitled “Command of the dismissals in the firm” which answers the whole of the interrogations enumerated below:

In which cases the employer does have it to implement criteria to determine which will be laid off?
Does the employer have it obligatorily to follow the opinion of the staff representatives?
Which are the criteria which must be taken into account?
There exists you a hierarchical command between the criteria to be implemented?
How the criteria must they be implemented?
What is what a “professional category”?
Can the employee ask so that the criteria of dismissal be communicated to him?
Which are the sanctions if the employer did not adhere to the criteria of dismissal?
With which has right the discharged employee whereas the criteria of dismissal did not indicate it?

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 Lay-off and more particularly on “Command of the dismissals in the firm”

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