Getting a conventional break | Les Echos Start

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Posted on August 31, 2015 at 11:00 a.m.Updated Nov 10, 2015, 4:25 PM

Inform your boss first

A conventional break is a matter between your boss (or the HR manager) and you. An affair that is settled in the eyes of the eyes, during one or more interviews. If you are not sure of yourself, you have the right to have a staff representative assist you. Still, the first thing to do is to reserve the scoop of your request for your boss. Do not tell your colleagues about your plans before the interview, there is a good chance that “Corridor radio” will leak out the information and that it will put your interlocutor in a bad mood. Keep in mind that it is you who dreams of changing professional careers or starting your own business and that you are the applicant. Your goal is to show your boss that he is interested in it too, so you must provide arguments for this.

Sharpen your arguments

Your argument must be prepared in advance, without the interview resembling a big oral. The main stumbling block in the agreement around a contractual termination is often money, that is to say the amount of compensation that you will receive. His legal minimum is one fifth of the monthly salary per year of seniority. As you will have understood, the less time you have spent in the company, the lower the compensation and the more likely you will be to obtain an agreement.

In all cases, it is necessary that the breakup is considered a win-win. After calculating how much it will cost the company, you can show that in the end it is not that expensive (and / or that you are not asking for more than the minimum). For that, detail the reasons for your departure by underlining how much a refusal could impact your results, put forward the economic context and speak about payroll… according to your situation and that of the company.

Stay flexible on the terms

The goal during the interview: to obtain an agreement in principle. Then, negotiations continue on the terms of the contractual termination and in particular the departure date, knowing that there is a legal withdrawal period of 15 days and that the Direccte then has another 15 days to validate the agreement. On this question of when to start, staying flexible is the best way to get what you want. Yes, you can extend your contract until a replacement is found, and even a little later to train it.

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