An employment contract does not end with its signature. Its proper day-to-day management is key to preventing conflicts, securing HR decisions and adapting to business changes.
Maître Cristelle Devergies-Bouron offers agile and strategic support across all issues that arise throughout the life of the
employment contract.
Working Time & Organisation
- Advice on working arrangements: full-time, part-time, working time packages (days/hours)
- Management of overtime / additional hours
- Working time adjustments
- Mandatory or negotiable provisions / collective agreements
- Remote work: internal policies, amendments, risk management
Contractual Modifications
Any substantial change to a contract requires caution, dialogue and legal framing.
- Change in role, remuneration, location or working hours
- Formal requirements: amendment or explicit agreement
- Employee refusal: consequences and options
- Management of collective impact(e.g. restructuring)
Suspension of Employment Contracts
- Illness / accident: administrative management and coordination with CPAM (Primary Health Insurance Fund)
- Parental / sabbatical / unpaid leave: rights and formalities
- Physical unfitness: procedure, redeployment, termination
- Monitoring employer obligations (medical visits, redeployment, deadlines…)
Discipline, Harassment and Misconduct
- Implementation of a compliant disciplinary framework
- Internal investigations in case of suspected harassment
- Issuing warnings, reprimands, suspensions
- Management of internal reports (ethics alerts, whistleblower protection)
Professional Underperformance & Performance Management
Performance evaluation and professional difficulties must be handled factually, progressively and in compliance with regulations.
- Building a case: evidence, interviews, written records
- Support plans / improvement plans
- Securing pre-litigation steps
- Anticipating potential termination
Business Transfers and Mobility
- Change of legal entity: maintaining or modifying contracts
- Internal / inter-group mobility: contractual options
- HR communication and coordination with employee representatives
