Although essential because it governs relations between employers and employees, social law has a poor reputation among company managers. It shifts and fluctuates, as does its subject matter: humans and their relationships with their work.
The consequences of applying or of disregarding legal or regulatory rules laid down by the French Labour Code (Code du Travail) or equivalent regulations and by increasingly prominent case law can be fully grasped only with experience acquired out in the firms, in daily contact with and in the practical context of relations between employees, and between employees and managers.
With its experience acquired out in the corporate world, the Social Law Department of PRAD AVOCATS assists and supports company managers in seeking and formulating solutions adapted to each situation, specific to each firm, unique and different.
This assistance and support aims to preserve the firm’s competitiveness by seeking means for qualitatively and quantitatively adapting its staffing, its partners, and its environment, and by implementing solutions conducive to establishing a favourable social climate.
The Social Law Department of PRAD AVOCATS also works in litigation. The experience acquired in handling and processing litigation case files in constant contact with the various jurisdictions that rule on social law disputes enables the Social Law Department of PRAD AVOCATS to assist and support its clients with a view to attaining goals and achieving results.
Finally, its command of social/welfare protection rules enables the Social Law Department of PRAD AVOCATS to advise its clients and to help them both in the out-of-court phase and in the litigation phase of inspections by the administrative authorities, and in particular by URSSAF or other bodies managing welfare contributions and social matters.
We intervene in the following fields:
Legal costs (redundancy payments pursuant to agreements), and, where applicable, measures for supporting employees made redundant, Job-Saving Redundancy Plans (Plans de Sauvegarde de l’Emploi), outplacements, etc.
Profit-sharing and other incentive plans with their usual corollaries: corporate savings plans, and pension schemes (PERCOs, PERPs, etc.)
