Group - Paris Développement

LES MATINÉES INTERNATIONALES
How to adapt to the French Labor Law
and develop your business from Paris
March 5th 2013
Introduction
Christian SAUTTER - Vice-Mayor of Paris in charge of Employment, Economic
Development and International Attractiveness - President of Paris Développement
Ursula GERARD - Head of Department for Business Development
CCI PARIS Paris Île-de-France
Employee relations: what you need to know as your business grows in France
Emma RÖHSLER - Solicitor, lawyer at the Paris bar
HERBERT SMITH FREEHILLS
Outsourcing the human resources department at the setting up: a temporary or long term solution
Hugues THIBAUT - International Affairs Manager
GROUP S
Testimony of an Indian Leader group in Paris
Jean-Philippe JOURNET – Human Ressources Director France
TATA Consultancy Services (TCS)
Les Matinées Internationales – 05/03/13 – CCI Paris
Employee relations:
what you need to know as your business grows in France
Emma RÖHSLER
Solicitor, lawyer at the Paris bar
HERBERT SMITH FREEHILLS
Les Matinées Internationales – 05/03/13 – CCI Paris
WHAT YOU NEED TO KNOW AS YOUR BUSINESS GROWS IN
FRANCE: WHAT OBLIGATIONS ARE TRIGGERED AS YOU
EMPLOY MORE EMPLOYEES?
Emma Röhsler, + 33 (0) 1 53 57 72 35 / [email protected]
Sophie Brézin, + 33 (0) 1 53 57 70 89 / [email protected]
INTRODUCTION
• French law has a “bad press” – reputation of being protective for employees and
tricky for employers. The secret to success is knowing what your obligations are
and how best to comply with and manage them.
• Under French law, different obligations arise as a company increases the
number of its employees.
5
EMPLOYEE REPRESENTATIVES – IN GENERAL
• In addition to the rights and protection given to employees, French employment law
provides for an element of collective representation.
• This means that employee representatives undertake an active role in matters relating
to employees – the representatives are elected by the employees once the company
reaches a certain number of employees.
• Both a constraint but can also be seen as a means of communication with the
employees: approach positively.
• Types of representatives elected by the employees:
- Personnel delegates – délégués du personnel;
- Works councils – comités d'entreprise;
- Health and safety committee – CHSCT;
6
EMPLOYEE REPRESENTATIVES – IN GENERAL
• Trade union representatives: A trade union which attains at least 10% of the
votes is deemed to be "representative" and where it has a trade union section,
can nominate a trade union representative to the company.
• Mandates: generally for 4 years for the elected representatives.
• “Protected” employees: during the term and for 6 months thereafter, plus
protection for candidates and those employees requesting elections. Trade
union representatives also have protection.
7
WHEN DO YOU HAVE TO ARRANGE FOR
EMPLOYEE REPRESENTATIVES TO BE ELECTED?
• 11 or more employees – personnel delegates – délégués du personnel.
• 50 or more employees – works council(s) (local, central, group, European levels
as relevant), health and safety committee (comité d'hygiène et securité et des
conditions de travail), trade union delegate.
• Calculation of the time periods for the trigger number of employees – on average
in 12 months (whether or not consecutive) over a three year period.
• How many representatives – depends on the number of employees? E.g. 11-25
employees = 1 delegate + 1 deputy DP.
• Concept of "carence" – the employer's obligation is to organise elections every 4
years as soon as the limits are reached.
• Sanctions for breach : criminal offence – fine of EUR 3,750 (for individuals, EUR
18,750 for the Company) + one year's imprisonment.
8
WHAT ROLE DO TRADE UNION REPRESENTATIVES
HAVE?
• Role: to negotiate collective agreements with the employer.
• 5 major TUs – CGT, CGT-FO, CFDT, CFTC and CFE-CGC.
• Not necessarily also the members of the works council and DPs (i.e. not
necessarily elected by the employees to such bodies), but can be and have
to be a candidate for the first round of elections and at least 10% of the
votes at the first round.
9
11+ EMPLOYEES - WHAT DO PERSONNEL
DELEGATES DO?
• Meetings every month.
• Role: to represent the employees vis-à-vis the employer e.g.:
- Protecting the rights of the employees (e.g. individual liberties etc.).
- Grievances – putting forward representations on behalf of the
employees.
- Presenting any complaints/observations to the Labour Inspector.
- Health and safety issues (if no CHSCT in place).
- Information and consultation in relation to small-scale collective
dismissals (2-9 employees).
• Certain minimum required information must be provided to the DPs on a
regular basis e.g. reports relating to health & safety, a copy of the employee
registry, details of any individualised hours, copies of contracts of temporary
employees etc.
10
WHAT DO MEMBERS OF THE WORKS COUNCIL
DO?
• Meetings at least every 2 months (once every month when there are 150+
employees).
• Some rights in relation to collective agreements.
• Information and consultation in relation to redundancies.
• Information and consultation on other matters affecting the business:
acquisition/sale of subsidiaries, issues affecting the general operation of the
business etc.
• Certain minimum required information must be provided to the DPs on a
regular basis.
• Often in practice the same individuals as the DPs (DUP – délégation unique
du personnel) - for companies with less than 200 employees at the initiative
of the company after consulting the DPs.
11
20+ EMPLOYEES - OBLIGATION TO PUT IN PLACE
AN INTERNAL RULES DOCUMENT
• If the Company has 20 or more employees on average over a period of 6
months or for new employers where there are 20+ employees permanently
for at least 3 months.
• What is it? A document setting out the disciplinary policy, sexual
harassment policy and issues in relation to health and safety.
• The document has to be filed with the Labour Inspector and the
Employment Tribunal.
• Why is it important? Sanction for failure to put in place.
12
50+ EMPLOYEES - OBLIGATION TO PUT IN PLACE
COMPULSORY PROFIT-SHARING PLAN
• For companies with 50 or more employees.
• Most companies apply the default formula to calculate the profit share.
• What is the sanction for non-compliance?
13
GETTING BIGGER: 300 OR MORE EMPLOYEES
• Obligation to put in place a GPEC.
• Obligation to prepare a Bilan Social.
• Stricter obligations in general in relation to health & safety.
1, 000 or more employees
- Requirement to put in place an economic commission within the works
council.
- Obligation to put in place redeployment leave in the event of collective
redundancies.
14
GETTING BIGGER: 300 OR MORE EMPLOYEES
CONGRATULATIONS – YOU’VE MADE IT IN FRANCE
!
15
Outsourcing the human resources department at the
setting up: a temporary or long term solution
Hugues THIBAUT
International Affairs Manager
GROUP S
Les Matinées Internationales – 05/03/13 – CCI Paris
Titel
Subtitel + auteur
19
Group S
International Group
Belgium :
> Founded in 1939
> Brussels head quarter, 30 local offices
> 900 staff members
> 80,000 clients (companies & self employed)
> 480,000 pay slips issued each month
20
Group S France
France:
> Founded in 2003
> Paris
> 30 staff members
> 600 clients (companies & self employed)
> 11,000 pay slips issued each month
> Clients : Hewlett-Packard, Bird & Bird, Le Pain Quotidien, Le Medef,…
21
Setting up your company in a foreign country
> Time consuming
> Limited knowledge of local legal requirements
> Language barrier
> Red tape
> Avoid being fined
> Salaries calculated correctly & paid on time
22
Advantages of using an
external payroll office for a foreign company
> Security : respect all social obligations & ensure valid pay slips
> Outsourcing your obligations to social & tax authorities
> Exclude social risks & ensure a good social climate within your
company
> Limit time spent on HR management so you can focus on
running your business
23
Group S - France services
Externalisation of payroll :
 Handling of salaries
 Editing & distribution of pay slips
 Calculation of social contributions
 Production of social security documents
24
Group S - France services
Externalisation of HR Management
 Hiring staff
 Employee end of contract
 Paid holidays & sickness leave
 Employee contracts
 Editing of documents (social report, work force statement)
25
Group S services
Social-legal assistance :
Legal advice
Compliance of in house procedures (contracts, end-of-contract
procedures, labour agreements,…)
Update of social law & legislation tracking
Template documents
Expertise on mobility issues (posting of workers, work permits, split
salaries,…)
26
Group S - International Department
Meet foreign companies’ specific needs :
Salary simulations (business plan)
Salary optimisations (fringe benefits) : reduce labour cost, yet
optimise net salaries
Language : English
China desk
Partners abroad
Help companies that want to expand their activities abroad
27
Group S - International Department
From France, easily expand your activities abroad :
E.U. Internal Market : any company established in the E.U. can
develop its activities in other E.U. members states (27 countries)
No need to have a fixed establishment in all E.U. states
Limitation of national legal requirements
Mobility of workers
Workers can work at the same time in 2 or more E.U. countries
28
Group S - International Department
From France, easy access to Belgian Market : 4 possibilities
 Posting of workers : employees remain under French contract,
social contributions still paid in France, up to 24 months, obligation
to inform social security authorities
 Hire staff without establishment in Belgium : entrepreneurial skills
& point of contact for social security authorities
 Open a Belgian branch : branch remains subject to French law,
entrepreneurial skills & company statutes translated
 Legal entity : fulfill formalities as done in France
29
Group S - International Department
 Advise you how to best develop your business in Belgium
 Handle all formalities through our business portal Formalis
 Take over the payroll & provide legal assistance
 Keep working with the same partner
 Offer attractive quote when handling both France & Belgium pay
roll
30
Group S – Management Services
Tel. : + 33 (0) 1 42 46 32 50
E-mail : [email protected]
www.groupsfrance.com
Group S - International Department
Tel. : + 32 (0) 2 507 18 81
E-mail : [email protected]
www.groups.be
Group S - China Desk
Tel. : +32 (0)2 507 16 09
E-mail : [email protected]
31
Testimony of an Indian Leader group in Paris
« How to adapt to French labour Law »
Jean-Philippe JOURNET
Human Ressources Director France
TATA Consultancy Services (TCS)
Les Matinées Internationales – 05/03/13 – CCI Paris
Tata & France – une histoire d’amour
› Jehangir Ratanji Dadabhoy Tata was born in Paris on July
29th, 1904 from a French mother, Suzanne Brière and an
Indian father, RD Tata
› Spent majority of childhood in France with French as first
language
› Inspired by Louis Bleriot, JRD became the first official Indian
licensed pilot
› In 1932, he founded India’s
first commercial airlines, “Tata
Airlines” , which in 1946 became Air India
› In 1938, JRD Tata became Chairman of Tata Sons, the
holding Company of Tata Group
› Received honors include:
 “Legion d’Honneur” by the French Government (1954)
 Guggenheim Medal for aviation (1988)
 India’s highest civilian award ‘Bharat Ratna’ (1992)
JRD Tata (1904-1993)
›
His final resting place is Père Lachaise Cemetery in Paris
33
We are part of the Tata Group
Pioneering Indian Industry since 1868
$70 Billion in Revenues - 350,000 employees
Revenues equal to 5.3% of India’s GDP
98 companies operating in more than 80 countries
Products/Services exported to more than 85 countries
Tata Steel
Materials
India’s
Largest Steel
Producer.
World’s No
5
TCS
IT Services
Asia’s
Largest IT
Services
Company
Tata Power
Energy
India’s
Largest
Private
Sector
Player
Tata Motor
Automotive
India’s
Largest Car
Manufacturer
Tata Chemicals
Chemicals
Indian No 1
Taj Group
Services
India’s
Largest
Luxury Chain
Tata Tea
Consumer
Products
World’s No
1 Tea
producer
Tata Comm
Telecom
World’s No 1
provider of
submarine
cable bandwith
- 34
-
Tata Heritage - Beyond business
Group
Passionate commitment to
developing the communities
in which we operate:
66% Equity of Tata Sons
in Public Trusts
“In a free enterprise, the
community is not just another
stakeholder in the business, but is
in fact the very purpose of its
existence”
– Jamsetji Tata, Founder
Activities
› Endowments for National Institutions:
•
•
•
•
•
Indian Institute of Science
Tata Institute of Social Sciences
Tata Memorial Hospital
Tata Institute of Fundamental Research
National Center for Performing Arts
› Development assistance
› Foreign scholarships - science/engineering
› FY 09 contribution to social welfare $68.2 m
› Commitment to Community in company
Articles of Association
› Active Volunteering Program ‘Maitree
Group’ with over 15,000 volunteers
35
TCS overview – Components of success
Part of The TATA Group
Truly Global Operations
Global Network Delivery ModelTM
• 156 Offices Across 42 Countries
• USD 7 Billion in 2012
• 80 delivery centers in 18 countries
Our Commitment to Quality
Our Associates
Our Industry Coverage
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
ISO 9001Certified
SEI CMM Level 5 Assessed
PCMM Processes
Metrics Driven Process Improvement
Our Partners
250,000 Associates
Globally diversified: 10% non-Indian
Lowest attrition of Indian Players
6% Investment in Development
Top Graduates from Premier Global
institutes
Our End-to-End Capabilities
IT Services
Engineering
& Industrial Services
Asset Based
Solutions
IT
Infrastructure
Global
Consulting
Business Process
Outsourcing
Banking
Manufacturing
Insurance
Energy, Resources and Utilities
Retail & CPG
Telecom , Media & High Tech
Life Sciences and HealthCare
Travel, Transportation and Hospitality
Government
Our Assets & Products
TCS – Services we provide
IT Services
IT Infrastructure Solutions
Outsourcing Solutions
Enterprise Solutions
Technology Solutions
Infrastructure Outsourcing
Network Consulting
& Integration
Hardware Support & Installation
Infrastructure Management
Consulting
Enterprise Transformation &
Change Management
Business Process Management
Systems & Application Architecture
IT Process Management
Outsourcing Process Management
Business Process
Outsourcing
Finance & Accounting
Outsourcing
HR Outsourcing
Customer Care Outsourcing
Supply Management Solutions
Vertical Solutions
Engineering &
Industrial Services
Enterprise Asset
Management
Industrial Embedded
Systems
Plan Automation Services
Product Engineering
Asset Based Solutions
TCS BαNCS
Vertical Industry Solutions
Productivity Tool Solutions
37
TCS – Industries we service
Banking/
Financial
Services
Manufacturing
Insurance
Energy,
Resources &
Utilities
Government
Life Sciences
& Healthcare
Retail &
Consumer Goods
Telecom, Media
& Information
Services
High
Technology
Travel,
Transportation
& Hospitality
38
TCS Europe – Rapid growth
› Established since 1975
› 23,000 consultants working for
European
clients, including 7,000 on site
› 29 offices in 20 countries
› 1.4 billion € Revenue : 30 % of global revenues
› 350 Clients
1600
50.0
45.0
1400
1365
40.0
1272
1200
35.0
1000
800
940
28.5
23.2
29.5
29.0
25.0
22.4
20.0
600
512
400
30.0
15.0
400
200
Revenues ( EUR millions)
10.0
% Share of Global Revenues
5.0
0
8 Delivery/Solution Centers :
Peterborough
Dusseldorf
Eindhoven
Lille
Budapest
Waldorf
Luxembourg
Switzerland
0.0
2005
2006
2007
2008
2009
39
TCS Europe – Serving market leaders
BFS
Other
Insurance
Telecom
Manufacturing
TTH
Retail
SONOFON
40
Why France is a Strategic Market for TCS?
• France is world’s 5th largest IT market after USA, Japan, UK & Germany,
• 39 French companies (combined sales $2.0T) in Fortune Global 500.
France ranks 4th, after USA, Japan and China.
• Increasing adoption of global sourcing by French companies,
• Increasing Indo-French partnership in defense, energy, infrastructure;
with offset requirement for French companies,
• TCS’ right solution set to address the growth agenda of French
companies,
• Lower entry barrier for us, if we address the language, cultural and
proximity requirements,
• We have an opportunity to add large marquee clients to our portfolio and
make France a significant market for TCS.
TCS Confidential
The IT Services Market
Offshore Services in % of IT Services, 2012
Market size €26.67B, 4% CAGR (2012)
Key Points:
UK
20%
World’s 5th largest and
Europe’s 2nd largest IT
services market.
USA
15%
Netherlands
Offshore at 8%.
Canada
10%
Germany
India most preferred offshore
destination with >60% share of
offshored services.
France
5%
Spain
1%
Brazil
Japan
Italy
3%
5%
7%
9%
11%
Note: The size of the bubbles represents the core IT services market volume in each country
Core IT Services CAGR 2012 / 2016
Source: Pierre Audoin Consultants, TCS workshop - 30th October 2012
TCS Confidential
TCS France – Key facts
• Operating since 1992
• 48 Millions revenue in 2012
• 200 employees in France (100 Indians impatriates + 100
Locals)
• 1000+ TCS consultants supporting French clients
• Head office in Paris
• 20+ clients including several CAC 40 firms
• Unique Delivery model for optimal customer service
• Local in-country capabilities : Toulouse , Lille (opening Feb 13)
• French speaking near shore centers Hungary
55
• Global TCS offshore delivery
48
"Today, Tata Consultancy Services is one of the most mature
• 25% workforce
onthanks
siteto its long experience in delivering
providers
30
industrialized IT Services through its seasoned Global Network
Delivery Model."
18
2010
2011
2012
2013
43
enue Base across Industries and Services
Financial Solutions
Industry
Existing Logos
Service
Retail CPG
ADM
BFSI
Enterprise Solutions
Energy &
Utilities
Financial Solutions
BPO Services
Telecom
Engineering &
Industrial Services
Manufacturin
g
Assurance
Infrastructure
Services
Others
Others
TCS Confidential
Existing Logos
Why France is a Strategic Market for TCS?
• France is world’s 5th largest IT market after USA, Japan, UK & Germany,
• Increasing adoption of global sourcing by French companies,
• Increasing Indo-French partnership in defense, energy, infrastructure;
with offset requirement for French companies,
• TCS’ right solution set to address the growth agenda of French
companies,
• Lower entry barrier for us, if we address the language, cultural and
proximity requirements,
• We have an opportunity to add large marquee clients to our portfolio and
make France a significant market for TCS.
TCS Confidential
Our Aspiration to Grow at an Accelerated Pace
Our ASPIRATION !!!!!
1
2
3
Revenue
Customers
€500 M
50 Marquee Clients
Profitability
increased
Employees Growth
3000
Position
Brand
Top 10 in France
Partner of Choice
TCS Confidential
4
5
6
TCS Values
L
LEADING CHANGE
I
INTEGRITY
R
RESPECT FOR THE INDIVIDUAL
E
EXCELLENCE
L
LEARNING AND SHARING
- 47
In summary – Tata as a social enterprise
1
National Interest
Do our best for the nation we operate in
2
Financial reporting
Integrity of financial information
3
Competition
Fair competition is good for all
4
Equal opportunities employer No discrimination. Only meritocracy
5
Gifts and donations
No bribes
6
Government agencies
No bribes
7
Political non-alignment
No pandering to politics
8
Health, Safety, Environment
Community is a stakeholder
9
Quality of products/services
Commitment to quality
10 Corporate citizenship
Social enterprise and spirit of volunteerism
- 48
-
In summary – Tata as a social enterprise (2)
11 Co-operation of Tata cos
Fair competition is good for all
12 Public representation of co.
Follow corporate standards
13 Third party representation
Fair competition is good for all
14 Use of Tata brand
Follow corporate standards
15 Group policies
Follow corporate standards
16 Shareholders
Economic value add
17 Ethical conduct
Integrity in moral conduct
18 Regulatory compliance
Follow the law and go beyond if law is weak
19 Concurrent employment
Integrity in professional conduct
20 Conflict of interest
Integrity in professional conduct
- 49
-
In summary – Tata as a social enterprise (3)
21 Securities transactions
No insider trading
22 Protecting company assets
Integrity in professional conduct
23 Citizenship
Spirit of volunteerism within social norms
24 Integrity of data furnished
No lying
25 Reporting concerns
All of us are custodians of the code
Follow the law
Broad principles are
Moral and professional integrity is core to all
Develop good products and services
Help the community
Keep shareholders in mind
Follow corporate standards
Help implement the code
- 50
-
1
NATIONAL INTEREST
• A TATA Company shall be committed in all its actions to benefit the
economic development of the countries in which it operates and shall
not engage in any activity that would adversely affect such objective.
It shall not undertake any project or activity to the detriment of the
Nation’s interests or those that will have any adverse impact on the
social and cultural life patterns of its citizens. A TATA Company shall
conduct its business affairs in accordance with the economic,
development and foreign policies, objectives and priorities of the
Nation’s government and shall strive to make a positive contribution
to the achievement of such goals at the international, national and
regional level as appropriate
.
Do our best for the nation we operate in
- 51
-
10
CORPORATE CITIZENSHIP
A TATA Company shall be committed to be a good corporate citizen not only in
compliance with all relevant laws and regulations but also by actively assisting in
the improvement of the quality of life of the people in the communities in which it
operates with the objective of making them self reliant. Such social responsibility
would comprise, to initiate and support community initiatives in the field of
community health and family welfare, water management, vocational training,
education and literacy and encourage application of modern scientific and
managerial techniques and expertise. This will be reviewed periodically in
consonance with national and regional priorities. The company would also not treat
these activities as optional ones but would strive to incorporate them as integral
part of its business plan. The company would also encourage volunteering
amongst its employees and help them to work in the communities. Tata companies
are encouraged to develop social accounting systems and to carry out social audit
of their operations.
Social enterprise and spirit of volunteerism
- 52
-
….But cultural differences !!
53
Labour Market Complexity Index (source : OECDE)
…..Complex but evolving
Employment law is becoming more flexible :
In recent years, employment law inFrance has become much more
flexible.
The legal working time of 35 hours is only a reference used to calculate
overtime.
>The duration of trial periods has been extended. Possible new
employment contracts have appeared, such as the temporary
employment contract for a defined purpose, aimed at higher level
employees, with a maximum period of 36 months and entered into for the
performance of a defined project.
Working time can be managed by being spread out over the year.
With regard to layoffs, the contractual termination of the employment
contract allows an "amicable" separation between the employer and
employee, and the employee can receive unemployment benefit.
TCS People Practices Fits with french legal context
Talent Acquisition & Resource Mgmt
Competency Management
LDP : Leadership Development Program
EP Hiring
CLP : Continuous Learning Program
RGS : Requirement Gathering System
FLI : Foreign Language Initiatives
Domain Academy
Ambassador Corps
IGNITE
iWMS iCALMS
SPEED GEMS
Star of the Month / Quarter
Beyond Performance Awards
Innovation Awards
High Potential Program - INSPIRE
PROPEL
Let’s Talk
Engagement & Retention
Reward & Recognition
Competency Management
How TCS France Human Resources copes !!
Strategic / Long Term
Change Agent
Strategic Partner
Partner to transformation and Change
Business Partnership
« HR»
Customer
Process
People
Employee Champion
Administrative Expert
Ensure structure efficiency and compliance to
legal and Corp Policies
Facilitate, measures and improves the
quality of employee contribution
Operational / Day to Day
57
Human Resources France Roadmap to align TCS Strategy and French
labour lawStrategic / Long Term
Change Agent
Strategic Partner
HR is a major contributor to business strategy
4 Design HR strategies to align with business objectives
4 Consultation in the development of the organization’s
values, mission, business planning
4 Member of management team contributing
to business decisions
4 Participates in business task forces
4 Workforce planning, skills assessment,
succession planning, diversity, retraining…
4 Foster systems thinking focus
4 TUPE/ Insourcing Approach
HR partners with line managers to lead and
facilitate change
4 Change management facilitation
4 Consulting for increased organization
effectiveness (assessment/diagnosis, contracting,
action planning, evaluation, follow-up)
4 Organization design
4 System / process redesign
4 Reconstructing / re-engineering
4 Competency analysis
4 Long range team & management development
Company’s
Customer is the HR
Customer !
Process
People
Employee Champion
Administrative & Legal Expert
HR provide more service, better quality and
greater accessibility resulting in lower cost and
increased customer satisfaction
4
4
4
4
4
4
4
4
4
4
4
Legal expertise / Industrial relations / labour law advisor
Wages review
Requisition tracking
Application sourcing / interview
Benefits program / delivery
Reclassification / promotion
Data base maintenance and transaction processing
New program introductions
Data reporting and analysis
training delivery
Interviewing logistics
HR facilitates, measure, and improves the
quality of management and teamwork
4
4
4
4
4
4
4
4
4
TCS Corp policies
Training plan
Facilitate employee surveys
Promote inclusive environment
Promote work-life balance
Management coaching
Communication / engagement with employees
Performance evaluation review
Corrective action with employees and managers
Operational / Day to Day
58
Admin Organization to ensure law compliance
Administration du Personnel
4
4
4
4
4
4
Suivi Contrats de travail et Avenants
Constitution et gestion du fichier du personnel
Déclarations obligatoires
Gestion administrative du temps de travail
Gestion Prépa-paye
Gestion des dossiers individuels des salariés
(congés, médecine du travail,…)
4 Gestion des assurances complémentaires
Gestion des IRP
4 Préparation des documents
support aux réunions
CE/DP/DS/ CHSCT
4 Rédaction des rapports
obligatoires
Formation
4 Mise en place du plan de formation
4 Suivi de la réalisation du plan de
formation
4 Choix des prestataires
4 Suivi du budget formation
59
HOSPITALITY / RELOCATION
Gestion du Parc Locatif
Gestion du parc existant (env. 70 appartements)
Recherche de nouveaux appartements
Gestion de la liste d’arrivants
Déclaration fiscales (taxes d’habitation)
Gestion de la liste des paiements de loyer
Relation propriétaires / agences immobilières
Zone de recherche ; Paris, RP et province
Définition de critères de sélection
Visites
Négociation
Gestion des Appartements
Etat des lieux
Inventaires
Remise en état
Maintenance des appartements
Collaboration avec Yapp (sous-traitant)
Entretien
Réparations
Ameublement / fournitures
Relation quotidienne avec propriétaires / agences immobilières / soustraitants / impatriés
60
International mobility
Autorisations de travail
(Imparités)
- Constitution des dossiers
- Obtention d’autorisations de permis
de travail ST/LT
- Conseils légaux en matière
d’immigration
- Relations avec l’OFII – DIRECCTE
- Gestion des détachements
Business Visa
(Business Discussions)
Formalités administratives
(Impatriés)
Demandes et obtention de :
- Cartes de séjour
- Numéro de sécurité sociale
- Carte vitale
- Gan
- Attestation d’accueil
- Ouverture de comptes bancaires
Visas pour l’Inde
(Locaux)
Business Needs & Professional Immigration Rules
Revenu
Costs
Conditions
Lead time
process
Who to send ?
Business Visa (BV)
None
Borne by
Home
Country
-Business Discussions only
- Non billable activities
- For more than 15 days approval from
HR is required, for more thatn 30 days
Kumar’s approval is required
3 – 4 days
+ 2 weeks
for
stamping
TCS France
HR
Short Term Work
Permit (STWP)
« Salarié
Temporaire »
Revenu to
TCS
France
Borne by
TCS France
-For billable assignment to customer
-WP given for 3 months max non
extendable but renewable (In any case
the associate will have to go back to India
for new stamping)
-Associate will be on TCS France payroll
3 - 5 weeks
+ 2 weeks
for
stamping
Europe Visa
&
TCS France
HR
Long Term Work
Permit (LTWP)
« Salarié en
mission »
Revenu to
TCS
France
Borne by
TCS France
-For billable assignment to Customer
-WP given for 3 years max extendable –
renewable at onsite (No need to go back
to India for new stamping)
-Associate will be on TCS France payroll
2,5 months
+ 2 weeks
for
stamping
Europe Visa
&
TCS France
HR
Secondment from
out of France and
Europe
Revenu
from
Customer
to TCS
India
Borne by
TCS India
-For billable assignment to customer
-WP given from 3 to 12 months max non
extendable but renewal twice
-Commercial contract to be signed
between TCS India and customer directly
-Associate remains on TCS India payroll
-- Social Charges to be paid at URSSAF
du Bas-Rhin
3 months
+ 2 weeks
for
stamping
File can be
prepared by
TCS France
but is endorsed
officially by
TCS India
Business Needs & Professional Immigration Rules
Type of visa
- 62
-
»Merci !!
»Thanks !!
63
Your contact at Paris Développement:
Karine BIDART
Managing Director
Tel. +33 (0)1 79 97 87 00
[email protected]
www.investinparis.com