Partner
Jocelyne CLERC
Jocelyne Clerc, Attorney specializing in labor and social protection law, leads the “Labor Law” division at ADER JOLIBOIS. She advises executives and company managers on all legal issues related to employment relations.
With her solid expertise in labor law and extensive litigation experience, Jocelyne Clerc is a trusted partner for companies looking to secure their labor relations and prevent disputes. She offers a proactive and tailored approach, addressing the specific needs of each organization.
Jocelyne Clerc began her legal career at a provincial law firm, where she gained experience in criminal aspects of labor law cases. She later joined ADER JOLIBOIS, becoming a partner in 2000.
Jocelyne Clerc holds a Certificate of Specialization in Labor and Social Security Law, as well as a Master’s Degree in Business Law.
Jocelyne Clerc: Labor Law and Corporate Social Responsibility (CSR)
Jocelyne Clerc is a partner at ADER Jolibois, specializing in labor law and social protection law.
As the head of the “Labor Law” division, she assists executives and senior managers from companies of all sizes and sectors (large groups, mid-sized businesses, SMEs, and start-ups), from industry to services, including distribution, commerce, and media, on all matters related to employer-employee relations and corporate social responsibility (CSR).
Her expertise, enhanced by active monitoring of rapidly evolving regulations, allows her to incorporate the entire dimension of the company, including new work models brought about by digitalization.
Her solid experience and unwavering responsiveness enable her to resolve and defuse crises within companies and provide reliable and practical solutions to the issues at hand.
Her work aligns with the values of ADER JOLIBOIS, aiming to build a true partnership with clients based on listening, responsiveness, and trust.
Employment Law
Companies are facing an ever-evolving work environment: skill development, reduction of working hours, increasing desire to balance professional and personal life, autonomy, and the emergence of new forms of work (freelance, nomadism, wage portage, shared time, intrapreneurship, telecommuting, etc.), and process digitalization.
- Drafting employment contracts, converting fixed-term contracts to permanent contracts;
- Dismissal, mutual agreement terminations;
- Discrimination, moral and sexual harassment;
- Professional and non-professional incapacity;
- Compensation, working hours, overtime, and undeclared work;
- Elections of staff representatives (Workplace Health and Safety Committee, union delegates), relations with employee representative bodies;
- Mandatory annual negotiations (NAO), working hours, gender equality at work, quality of work life;
- Compensation policies, profit-sharing, employee stock ownership, welfare and retirement plans;
- Workplace hygiene, safety, and health: single document for occupational risk assessment (DUERP), psychosocial risks, etc.;
- Voluntary departure plans;
- Social management of restructurings, mergers, acquisitions, and business disposals (M&A), social audit of acquisition and compliance;
- Status of corporate officers, criminal liability of directors, management of the employer’s gross negligence;
- Worker mobility, expatriation.
