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Dismissal: protection of the staff representative
Verified 16 February 2022 - Directorate for Legal and Administrative Information (Prime Minister)
Certificate of delivery of a document to the addressee who signs it and the date of its delivery. A letter delivered by hand against receipt has the same value as the registered letter with acknowledgement of receipt.
Corresponds to all days of the week except the weekly day of rest (usually Sunday) and public holidays usually not worked in the company
Non-working day
Outcome of the negotiations between the social partners (employers and employees)
Formality by which a procedural document or a decision is brought to the attention of a person
Temporary suspension of the contract of employment following misconduct on the part of the employee, the seriousness of which makes it impossible for him to remain in the company during the disciplinary proceedings and which ends with the imposition of the final penalty. Preservation of employment is not a disciplinary sanction.
When the administration fails to respond to an ex gratia or hierarchical appeal, silence is tantamount to rejection.
Decision clearly expressed in writing
The employee with representative functions in the company shall enjoy special protection against dismissal. In addition to the usual dismissal procedure, dismissal is subject to the prior authorization of the labor inspector. This protection applies for periods of time which vary according to the mandates.
What applies to you ?
In addition to the common rules, the procedure has special features depending on the size of the company and the reason for dismissal invoked by the employer.
Company of less than 50 employees
The protected employee status ensures that the dismissal of the employee is not related to his duties as employee representative.
This protection is also intended to protect him from possible reprisals by the employer.
The protection shall apply to an employee who performs at least one of the following functions:
- Member elected to the delegation of the Social and Economic and Social Committee (ESC)
- Union Delegate (DS)
- Employee mandated by a representative trade union organization
- Representative of the Trade Union Section (RSS)
- Employee who requested the organization of the election of the employee representatives in the company
- Employee showing that the employer was aware of his imminent application or appointment as a staff representative before he was called for a pre-dismissal interview
- Employee representative appointed in the context of a judicial reorganization or liquidation
FYI
the protection shall apply to both the holder and the alternate.
The duration of protection against dismissal varies according to the status of each employee representative.
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Member of the EESC
From the publication of applications
The applicant employee shall enjoy protection from 6 months.
During the mandate
The protection is applicable throughout the employee's term of office.
After the termination of the mandate
At the end of the term of office, the employee shall be protected against dismissal for a period of 6 months.
Employee involved in the organization of professional elections
The following persons shall be protected against dismissal:
- Employee without a trade union mandate requesting the organization of professional elections if the request is subsequently taken over by a trade union organization
- Employee mandated by a trade union organization requesting the organization of elections
- Employee mandated by a trade union organization to negotiate, at the invitation of the employer, the pre-election memorandum of understanding
This protection is available to only one employee per trade union organization and also to 1er employee, not authorized by a trade union organization, who requested the organization of the elections.
Protection lasts for 6 months.
The time limit shall run from the date on which a trade union organization requests the employer to organize the professional elections by registered mail.
Union Delegate (DS)
During the mandate
The protection is applicable throughout the employee's term of office.
After the termination of the mandate
At the end of the term of office, the employee shall be protected against dismissal for a period of 12 months (unless he has been in office for less than one year).
Representative of the Trade Union Section (RSS)
During the mandate
The protection is applicable throughout the employee's term of office.
After the termination of the mandate
At the end of the term of office, the employee shall be protected against dismissal for a period of 12 months (unless he has been in office for less than one year).
The employer must comply with the usual dismissal procedure for any employee who, however, has special features depending on the reason for dismissal.
Rules common to the different grounds for rupture
The employer must comply with the usual dismissal procedure for all employees:
Employee summons
An employer who intends to dismiss an employee for personal motive must summon him to a pre-interview.
This notice shall be given by registered letter with acknowledgement of receipt (LRAR) or by hand delivered letter against dump.
The letter shall contain the following information:
- Purpose of the interview between the employee and the employer (or any person belonging to the company with delegation of authority)
- Date, time and location of the interview (workplace or company headquarters)
Pre-maintenance
A minimum delay of 5 working days must be respected between presentation or hand-over against dump the letter of invitation and the date of the interview.
The 1re presentation or the day of delivery of the letter to the employee and the day of the interview do not count within the 5 working days.
If the deadline ends on a Saturday, Sunday, public holiday or unemployed person, it shall be extended to the following working day.
During the interview, the employer shall explain the reasons for the envisaged decision and, if necessary, obtain the employee's comments or explanations.
Consultation of the Social and Economic Committee (ESC)
Consultation of the ESC: titleContent on the plan to dismiss the protected employee is optional unless it has been provided for by a collective agreement.
Application for dismissal authorization
The employer must then ask the labor inspector for permission to dismiss the protected employee.
The request for authorization of dismissal is transmitted directly to the labor inspector after the preliminary interview.
If a collective agreement provides for consultation of the ESC, this request must be made within 15 days following the ESC's discussion with the labor inspector.
It is sent to him by electronic means or by registered letter with notice of receipt in 2 copies. The minutes of the ESC meeting must be attached to the request.
Labor inspector's contradictory investigation
Before making a decision, the inspector must conduct a so-called contradictory investigation.
He shall interview the employee and the employer personally and individually. It collects arguments and explanations from everyone.
The employee takes note of all the documents produced by the employer to justify the dismissal.
During the investigation, the employee may, at his request, be assisted by a representative of his trade union.
The labor inspector shall take his decision within 2 months which follow the date of receipt of the application for authorization to dismiss.
After this period and in the absence of a decision by the labor inspector, the dismissal authorization is rejected.
Decision of the labor inspector
The inspector's decision shall be substantiated and communicated to the following persons by registered letter with notice of receipt (LRAR):
- Employer
- Employee
- Trade union organization of the employee (if he is a trade union representative or delegate)
The continuation of the procedure depends on the decision of the labor inspector:
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Refusal of dismissal
The employer may not terminate the employee’s employment contract.
The protected employee must be kept in his professional activity and employment under the previous conditions and receive his salary.
Authorization to dismiss
The employer may notify dismissal from the employee by registered letter with acknowledgement of receipt (LRAR).
The dismissal must be based solely on the ground which gave rise to the authorization of the labor inspector.
Specific steps to be taken for each reason for termination
Apart from the common rules, the procedure has its own particularities depending on the reason given by the employer for dismissal:
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Dismissal for personal reasons
The procedure for dismissal on personal grounds applicable to any employee is combined with the special procedure for dismissal of protected employees.
The employer must complete the following:
- Employee summons to an interview prior to his possible dismissal
- Application for dismissal authorization addressed to the labor inspector
- Notification of dismissal if authorized by the labor inspectorate
Dismissal on disciplinary grounds
The procedure for dismissal on disciplinary grounds shall be combined with the procedure applicable to the dismissal of a staff representative.
The employer will have to establish in his application for authorization the materiality of the facts alleged against the employee, otherwise the dismissal cannot be authorized.
It must also comply with the following provisions:
- No wrongful act alone may lead to disciplinary proceedings being instituted after a period of 2 months from the day on which the employer became aware of it
- Notification of the penalty may not take place more than 1 month after the day fixed for the prior interview of the employee
In the event of serious misconduct, the employer may decide to precautionary lay-off the time of the procedure.
The time taken to inform the labor inspector varies according to the employee's mandate:
Member of the Staff Delegation to the EESC
The application for authorization to dismiss must be submitted to the labor inspectorate within a period of 8 days as of the lay-off.
Please note
if the labor inspectorate refuses the dismissal, the precautionary layoff is canceled and its effects (absence of work and salary) removed.
The employer must complete the following:
- Employee summons to an interview prior to his possible dismissal
- Application for dismissal authorization addressed to the labor inspector
- Notification of dismissal if authorized by the labor inspectorate
Trade union representative and trade union section representative
The procedure is as follows:
- Reasoned precautionary layoff decision and forwarded to the labor inspectorate within a period of 48 hours as from its entry into force
- Application for a dismissal to the labor inspector within a period of 8 days from the date of lay-off.
Please note
if the labor inspectorate refuses the dismissal, the precautionary layoff is canceled and its effects (absence of work and salary) removed.
The employer must complete the following:
- Employee summons to an interview prior to his possible dismissal
- Application for dismissal authorization addressed to the labor inspector
- Notification of dismissal if authorized by the labor inspectorate
Dismissal for incapacity of the employee
The dismissal of a staff representative for incapacity requires the employer to follow two procedures:
- Employee Reclassification Search (unless the occupational doctor advises otherwise) and a consultation of the ESC on the proposed reclassification post
- Application for dismissal authorization of the protected employee at the labor inspectorate
Search for reclassification and consultation of the ESC
As from the declaration of unfitness by the occupational physician, the employer must first search for workstations (or alterations to posts) enabling the reclassification of the employee.
Employers are exempted from searching for retraining posts if the occupational doctor states on the notice of incapacity that the continued employment of the employee would be seriously prejudicial to his health.
Once the employer has searched for reclassification positions, it must then consult the ESC on the posts which it intends to propose to the employee.
This consultation is mandatory whether the incapacity is of occupational origin (e.g. an accident at work) or of non-occupational origin (e.g. sickness).
Proposal for reclassification by the employer
The employer must offer the employee a serious and precise offer of reclassification in a job compatible with the employee's reduced abilities and the written conclusions of the occupational doctor.
Such a proposal may be made orally or in writing.
Dismissal procedure
The employer may terminate the employment contract if he can prove at least one of the following two situations:
- Unable to offer the employee a new job
- Refusal by the employee of the proposed employment
The employer must complete the following:
- Employee summons to an interview prior to his possible dismissal
- Application for dismissal authorization addressed to the labor inspector
- Notification of dismissal if authorized by the labor inspectorate
Dismissal on economic grounds
Individual economic redundancy
The formalities to be followed by the employer are as follows:
- Employee summons to an interview prior to his possible dismissal
- Interview with employee and proposal by the business security contract
- Application for dismissal authorization addressed to the labor inspector
- Notification of dismissal if authorized by the labor inspectorate
Economic redundancy of 2-9 employees
The special dismissal procedure is combined with the dismissal procedure for economic reasons applicable in this situation.
the formalities to be followed by the employer are as follows
- Consultation of the ESC on the draft terms of collective redundancy, which shall deliver its opinion within 1 month
- Employee summons to an interview prior to his possible dismissal
- Interview with employee and proposal by the business security contract
- Application for dismissal authorization addressed to the labor inspector
- Notification of dismissal if authorized by the labor inspectorate
- Written information of the Dreets: titleContenton the dismissal
Economic redundancy of 10 or more employees
The special dismissal procedure is combined with the dismissal procedure for economic reasons applicable in this situation.
The formalities to be followed by the employer are as follows:
- Consultation of the ESC on the plan for collective redundancy with 2 meetings separated by a delay that cannot be greater than 14 days
- Information transmitted by the employer to the Dreets: titleContent on the plan for collective redundancy. It is addressed as soon as possible the day after the 1re meeting of the ESC.
- Employee summons to an interview prior to his possible dismissal
- Interview with employee and proposal by the business security contract
- Application for dismissal authorization addressed to the labor inspector
- Notification of dismissal if authorized by the labor inspectorate
- Information in writing of the Dreets: titleContenton the dismissal pronounced in 8 days following the dismissal letters sent to the employees concerned.
The decision of the labor inspector to accept or reject the dismissal may be challenged by the employer or the employee.
It must specify the time limits and possible remedies.
The remedy may be administrative or contentious.
Administrative appeal
The administrative appeal allows the employer or the protected employee to challenge the decision before the labor inspector himself (ex gratia appeal) or before the Minister of Labor (hierarchical appeal).
The administrative appeal shall be lodged within 2 months from notification of the decision of the labor inspector.
The action is dismissed (implied decision to reject) in the following situations:
- In the absence of a reply from the labor inspector within 2 months after it has been entered
- In the absence of a reply from the Ministry of Labor within 4 months after it has been entered
Litigation
Litigation allows the employer or employee to challenge the decision of the labor inspector before the Administrative Court.
It can be undertaken despite the lack of administrative redress.
It must be trained in 2 months which follow one of the following events:
- Notification of the explicit decision the labor inspector or the minister of labor
- Implied decision to reject of the labor inspector resulting from his silence for 2 months
- Implied decision to reject of the Minister of Labor resulting from his silence for 4 months
- Communication of the grounds for a implied decision to reject
Company of 50 or more employees
The protected employee status ensures that the dismissal of the employee is not related to his duties as employee representative.
This protection is also intended to protect him from possible reprisals by the employer.
The protection shall apply to an employee who performs at least one of the following functions:
- Member elected to the delegation of the Social and Economic and Social Committee (ESC)
- Union Delegate (DS)
- Trade union representative on the Social and Economic and Social Committee (ESC)
- Employee mandated by a representative trade union organization
- Representative of the Trade Union Section (RSS)
- Employee who requested the organization of the election of the employee representatives in the company
- Employee showing that the employer was aware of his imminent application or appointment as a staff representative before he was called for a pre-dismissal interview
FYI
the protection shall apply to both the holder and the alternate.
The duration of protection against dismissal varies according to the status of each employee representative.
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Member of the EESC
From the publication of applications
The applicant employee shall enjoy protection from 6 months.
During the mandate
The protection is applicable throughout the employee's term of office.
After the termination of the mandate
At the end of the term of office, the employee shall be protected against dismissal for a period of 6 months.
Employee involved in organizing professional elections.
The following persons shall be protected against dismissal:
- Employee without a trade union mandate requesting the organization of professional elections if the request is subsequently taken over by a trade union organization
- Employee mandated by a trade union organization requesting the organization of elections
- Employee mandated by a trade union organization to negotiate, at the invitation of the employer, the pre-election memorandum of understanding
This protection is available to only one employee per trade union organization and also to 1er employee, not authorized by a trade union organization, who requested the organization of the elections.
Protection lasts for 6 months.
The time limit shall run from the date on which a trade union organization requests the employer to organize the professional elections by registered mail.
Union Delegate (DS)
During the mandate
The protection is applicable throughout the employee's term of office.
After the termination of the mandate
At the end of the term of office, the employee shall be protected against dismissal for a period of 12 months (unless he has been in office for less than one year).
Representative of the Trade Union Section (RSS)
During the mandate
The protection is applicable throughout the employee's term of office.
After the termination of the mandate
At the end of the term of office, the employee shall be protected against dismissal for a period of 12 months (unless he has been in office for less than one year).
Rules common to the different grounds for rupture
The employer must comply with the usual dismissal procedure for all employees.
Employee summons
An employer who intends to dismiss an employee for personal motive must summon him to a pre-interview.
This notice shall be given by registered letter with acknowledgement of receipt (LRAR) or by hand delivered letter against dump.
The letter shall contain the following information:
- Purpose of the interview between the employee and the employer (or any person belonging to the company with delegation of authority)
- Date, time and location of the interview (workplace or company headquarters)
Pre-maintenance
A minimum delay of 5 working days must be respected between presentation or hand-over against dump the letter of invitation and the date of the interview.
The 1re presentation or the day of delivery of the letter to the employee and the day of the interview do not count within the 5 working days.
If the deadline ends on a Saturday, Sunday, public holiday or unemployed person, it shall be extended to the following working day.
During the interview, the employer shall explain the reasons for the envisaged decision and, if necessary, obtain the employee's comments or explanations.
Consultation of the Social and Economic Committee (ESC)
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Mandatory Inquiry
The employer must consult the CSE if the proposed dismissal concerns one of the following staff representatives:
- Member elected to the delegation of Social and Economic and Social Committee (ESC)
- Union Representative in Canada Social and Economic and Social Committee (ESC)
The ESC is convened in accordance with the rules of ordinary law, as for an ordinary meeting. However, the invitation to attend must contain certain information:
- List of the various mandates held by the protected employee concerned by the dismissal
- Reasons for the intended rupture
Before any decision is taken, the ESC shall hear the protected employee concerned.
The employee must be summoned to this hearing otherwise the opinion of the ESC is not valid.
The act does not provide for a specific time limit for the convening of meetings. The CSE must ensure that the employee has sufficient time to prepare.
After hearing the employee, the ESC deliberates and gives its opinion by secret ballot. The employer does not participate in the ESC vote but the employee concerned may vote if he or she is a member of the ESC.
FYI
when a company no longer has an SE, the application for a dismissal authorization is sent directly to the labor inspector after the preliminary interview.
No consultation
Consultation of the ESC shall not take place if the proposed dismissal concerns one of the following staff representatives:
- Union Delegate (DS)
- Representative of the Trade Union Section (RSS)
Application for dismissal authorization
The employer must then ask the labor inspector for permission to dismiss the protected employee.
The request shall be addressed to the Commission within 15 days following the deliberations of the ESC: titleContent by electronic means or by registered letter with notice of receipt in 2 copies. Minutes of the meeting of the ESC: titleContentmust be attached to the application.
Labor inspector's contradictory investigation
Before making a decision, the inspector must conduct a so-called contradictory investigation.
He shall interview the employee and the employer personally and individually. It collects arguments and explanations from everyone.
The employee takes note of all the documents produced by the employer to justify the dismissal.
During the investigation, the employee may, at his request, be assisted by a representative of his trade union.
The labor inspector shall take his decision within 2 months which follow the date of receipt of the application for authorization to dismiss.
After this period and in the absence of a decision by the labor inspector, the dismissal authorization is rejected.
Decision of the labor inspector
The inspector's decision shall be substantiated and communicated to the following persons by registered letter with notice of receipt (LRAR):
- Employer
- Employee
- Trade union organization of the employee (if he is a trade union representative or delegate)
The continuation of the procedure depends on the decision of the labor inspector:
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Refusal of dismissal
The employer may not terminate the employee’s employment contract.
The protected employee must be kept in his professional activity and employment under the previous conditions and receive his salary.
Authorization to dismiss
The employer may then continue the procedure and notify the employee's decision to dismiss him by registered letter with acknowledgement of receipt (LRAR).
The dismissal must be based solely on the ground which gave rise to the authorization of the labor inspector.
Specific steps to be taken for each reason for termination
Apart from the common rules, the procedure has its own particularities depending on the reason for dismissal invoked by the employer:
Répondez aux questions successives et les réponses s’afficheront automatiquement
Dismissal for personal reasons
The procedure for dismissal on personal grounds applicable to any employee is combined with the special procedure for dismissal of protected employees.
The employer must complete the following:
- Employee summons to an interview prior to his possible dismissal
- Consultation of the ESC on the draft dismissal
- Application for dismissal authorization addressed to the labor inspector
- Notification of dismissal if authorized by the labor inspectorate
Dismissal on disciplinary grounds
The procedure for dismissal on disciplinary grounds shall be combined with the procedure applicable to the dismissal of a staff representative.
The employer will have to establish in his application for authorization the materiality of the facts alleged against the employee, otherwise the dismissal cannot be authorized.
It must also comply with the following provisions:
- No wrongful act alone may lead to disciplinary proceedings being instituted after a period of 2 months from the day on which the employer became aware of it
- Notification of the penalty may not take place more than 1 month after the day fixed for the prior interview of the employee
In the event of serious misconduct, the employer may decide to precautionary lay-off the time of the procedure.
The time taken to inform the labor inspector varies according to the employee's mandate:
Member of the staff delegation to the EESC and trade union representative to the EESC
The procedure is as follows:
- Consultation of the ESC within 10 days from the start of the lay-off
- Application for a dismissal to the Labor Inspectorate in the 48 hours following the ESC's deliberation
Please note
if the labor inspectorate refuses the dismissal, the precautionary layoff is canceled and its effects (absence of work and salary) removed.
The employer must complete the following:
- Employee summons to an interview prior to his possible dismissal
- Consultation of the ESC on the draft dismissal
- Application for dismissal authorization addressed to the labor inspector
- Notification of dismissal if authorized by the labor inspectorate
Trade union representative and trade union section representative
The procedure is as follows:
- Reasoned precautionary layoff decision and forwarded to the labor inspectorate within 48 hours after it takes effect
- Application for a dismissal to the labor inspector within a period of 8 days from the date of lay-off
Please note
if the labor inspectorate refuses the dismissal, the precautionary layoff is canceled and its effects (absence of work and salary) removed.
The employer must complete the following:
- Employee summons to an interview prior to his possible dismissal
- Application for dismissal authorization addressed to the labor inspector
- Notification of dismissal if authorized by the labor inspectorate
Dismissal for incapacity of the employee
The dismissal of a staff representative for incapacity requires the employer to follow two procedures:
- Employee Reclassification Search (unless the occupational doctor advises otherwise) and a consultation of the ESC on the proposed reclassification post
- Application for dismissal authorization of the protected employee at the labor inspectorate
Search for reclassification and consultation of the ESC
As from the declaration of unfitness by the occupational physician, the employer must first search for workstations (or alterations to posts) enabling the reclassification of the employee.
Employers are exempted from searching for retraining posts if the occupational doctor states on the notice of incapacity that the continued employment of the employee would be seriously prejudicial to his health.
Once the employer has searched for reclassification positions, it must then consult the ESC on the posts which it intends to propose to the employee.
This consultation is mandatory whether the incapacity is of occupational origin (e.g. an accident at work) or of non-occupational origin (e.g. sickness).
Proposal for reclassification by the employer
The employer must offer the employee a serious and precise offer of reclassification in a job compatible with the employee's reduced abilities and the written conclusions of the occupational doctor.
Such a proposal may be made orally or in writing.
Dismissal procedure
The employer may terminate the employment contract if he can prove at least one of the following two situations:
- Unable to offer the employee a new job
- Refusal by the employee of the proposed employment
The employer must complete the following:
- Employee summons to an interview prior to his possible dismissal
- Consultation of the ESC on the draft dismissal
- Application for dismissal authorization addressed to the labor inspector
- Notification of dismissal if authorized by the labor inspectorate
Dismissal on economic grounds
Individual economic redundancy
The formalities to be followed by the employer are as follows:
- Employee summons to an interview prior to his possible dismissal
- Consultation of the ESC on the plan to dismiss the staff representative
- Interview with employee and proposal by the business security contract
- Application for dismissal authorization addressed to the labor inspector
- Notification of dismissal if authorized by the labor inspectorate
Economic redundancy of 2-9 employees
The special dismissal procedure is combined with the dismissal procedure for economic reasons applicable in this situation.
The formalities to be followed by the employer are as follows:
- Consultation of the ESC on the draft terms of collective redundancy, which shall deliver its opinion within 1 month
- Employee summons to an interview prior to his possible dismissal
- Consultation of the ESC on the plan to dismiss the staff representative
- Interview with employee and proposal by the business security contract or the reclassification leave or mobility leave, depending on the size of the company
- Application for dismissal authorization addressed to the labor inspector
- Notification of dismissal if authorized by the labor inspectorate
- Written information of the Dreets: titleContenton the dismissal
Economic redundancy of 10 or more employees
The special dismissal procedure is combined with the dismissal procedure for economic reasons applicable in this situation.
The formalities to be followed by the employer are as follows:
- Consultation of the ESC on the plan for collective redundancy with 2 meetings separated by a delay that cannot be greater than 14 days
- Information transmitted by the employer to the Dreets: titleContent on the plan for collective redundancy. It is addressed as soon as possible the day after the 1era meeting of the ESC.
- Employee summons to an interview prior to his possible dismissal
- Interview with employee and proposal by the business security contract or the reclassification leave or mobility leave, depending on the size of the company
- Application for dismissal authorization addressed to the labor inspector
- Notification of dismissal if authorized by the labor inspectorate
- Information in writing of the Dreets: titleContenton the dismissal pronounced in 8 days following the dismissal letters sent to the employees concerned.
The decision of the labor inspector to accept or reject the dismissal may be challenged by the employer or the employee.
It must specify the time limits and possible remedies.
The remedy may be administrative or contentious.
Administrative appeal
The administrative appeal allows the employer or the protected employee to challenge the decision before the labor inspector himself (ex gratia appeal) or before the Minister of Labor (hierarchical appeal).
The administrative appeal shall be lodged within 2 months from notification of the decision of the labor inspector.
The action is dismissed (implied decision to reject) in the following situations:
- In the absence of a reply from the labor inspector within 2 months after it has been entered
- In the absence of a reply from the Ministry of Labor within 4 months after it has been entered
Litigation
Litigation allows the employer or employee to challenge the decision of the labor inspector before the Administrative Court.
It can be undertaken despite the lack of administrative redress.
It must be trained in 2 months which follow one of the following events:
- Notification of the explicit decision the labor inspector or the minister of labor
- Implied decision to reject of the labor inspector resulting from his silence for 2 months
- Implied decision to reject of the Minister of Labor resulting from his silence for 4 months
- Communication of the grounds for a implied decision to reject
Beneficiaries
Duration of protection (Union representative)
Duration of protection (Trade union-mandated employee)
Duration of protection (elected member of the EESC staff delegation, holder or alternate or trade union representative in the EESC),
Duration of protection (employee who asked the employer to organize the CSE elections or to agree to organize these elections).
Duration of protection (first- or second-round candidate for elected member of the EESC staff delegation, as from the publication of the applications).
Authorization of labor inspection
Local Representative
Term of protection after termination of mandate (CSE)
Dismissal of a staff representative of a company outside the Committee on Health, Safety and Working Conditions
Dismissal representing employees
Dismissal of the employee's adviser
Dismissal of the Labor Counselor
Trade union representative, authorized employee and employee advisor
Staff delegate, member of the company Committee and member of the Health, Safety and Working Conditions Committee
Challenge of the administrative decision
Procedure applicable in the event of dismissal
FAQ
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