Training Courses in Labor Law and Labor Relations
Ensure best practices, prepare for negotiations, and anticipate changes in jobs and career paths.
Labor law is not just a matter of compliance. When properly understood, it becomes a catalyst for dialogue, trust, and transformation.
Three training courses, designed and led by experts in labor relations, for managers, HR teams, and executives.
Formats
Inter-company or intra-company
Modalités
Face-to-face or remote
Pedagogy
Scenarios and Real-Life Examples
The Course
Three programs, one common thread: effective social skills
01
Managers, HR, Executives
The basics of labor law and best practices for ensuring compliance in day-to-day management.
2 days · 14 hours
02
HR Teams
Understand a policy for managing jobs and career paths and integrate it into the corporate strategy.
1 half-day · 3 hours 30 minutes
03
HR Teams
Prepare for and lead negotiations on a GEPP agreement, from the roadmap to early retirement and internal mobility programs.
2 half-days · 7 hours
Training 01
The essentials of employment law and labor relations for managers
Ensure compliance with labor and social security laws in your management practices.
Duration
2:00 p.m. (2 days)
Public
Executives, managers, HR
Prerequisites
None
Modalités
In-person or remote, inter-company or in-house
Learning Objectives
- Integrate the fundamental principles of labor law for practical day-to-day use.
- Develop the right habits in labor law to ensure your management practices are sound.
- Identify areas for action.
What's on the program
- Day 1: Sources of labor law, contractual relationships (probationary period, fixed-term contracts, temporary employment), working hours, leave, performance reviews, and professional incompetence.
- Day 2: Misconduct and disciplinary procedures, termination of employment contracts, employee representatives, and the manager’s role in addressing workplace conflicts.
Training 02
Introduction to GEPP
Understand job and career path management and integrate it into the company’s strategic plan.
Duration
3 hours 30 minutes (half a day)
Public
HR Teams, maximum of 12 participants
Prerequisites
Basic Knowledge of HR
Modalités
Intra-company, via videoconference
Learning Objectives
- List the components of a GEPP policy.
- Explain how to integrate GEPP into the business plan.
- Outline the key steps involved in implementing an early retirement and internal mobility program.
What's on the program
- The components of a GEPP policy: anticipating changes in job roles and skills, analyzing needs and resources, developing skills, and supporting career paths.
- GEPP in the Corporate Strategy: Translating Strategic Directions into Employment and Skills Challenges, Defining Priorities.
- Early retirement and internal mobility: objectives, scope, implementation conditions, employee support, and economic impacts.
- Preparing for an upcoming negotiation: topics to address, information to gather, stakeholder expectations, and points to be resolved.
Training 03
Collective Bargaining for the Implementation of a GEPP
Prepare for, develop, and lead negotiations for a GEPP agreement, while practicing your role as a negotiator.
Duration
7 hours (2 half-days of 3.5 hours each)
Public
HR Teams, maximum of 12 participants
Prerequisites
Basic Knowledge of GEPP
Modalités
Intra-company, via videoconference
Learning Objectives
- Identify the components of a GEPP policy and incorporate it into the business plan.
- Summarize the key elements of an early retirement and internal mobility program.
- Prepare the agenda items for an upcoming negotiation.
- Develop a negotiation strategy for GEPP.
- Apply the fundamentals of a negotiation strategy.
- Lay the groundwork for an early retirement program and an internal mobility program.
Half day 1
Understanding GEPP and Preparing for Negotiations
- The Components of a GEPP Policy and Its Integration into the Corporate Strategy.
- The Basics of Early Retirement and Internal Mobility Programs.
- Topics for future negotiations: key issues, information to be gathered, stakeholder expectations, and points to be resolved.
Half day 2
Negotiating measures and defending one's positions
- Developing a Negotiation Strategy: Stakeholders, Steps, Timeline, Objectives, and Room for Maneuver.
- Practice negotiation techniques: listen, ask questions, rephrase, state your position, address objections, and seek compromises.
- Laying the groundwork for an early retirement program: scope, eligibility requirements, support, economic impacts, and knowledge transfer.
- Laying the groundwork for an internal mobility program: career pathways, support and training, mutual commitments, and career tracking.
Output from the participants: an overview of the two mechanisms and a negotiation roadmap.
Our Teaching Methodology
Learn by doing, based on your real-life situations
01
Active Learning
Most of the time is devoted to hands-on activities: scenario-based exercises, role-playing, negotiation simulations, and group debriefings.
02
Case Studies Tailored to Your Challenges
The exercises are based on your specific context and projects, with preparation templates that can be reused immediately.
03
Experts in the field
Our trainers are experts in human resources and labor relations, as well as consultants and practitioners in the field of negotiation.
04
Assessment of Learning Outcomes
Preliminary assessment questionnaire, ongoing evaluation through practical exercises, satisfaction survey, and certificate of completion.
Do you have a training project?
Tell us about your social challenges: we’ll tailor the program, format, and schedule to your organization.
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