Setting up ad-hoc governance adapted to the company:

  • Adaptation of mandatory internal documents,
  • Formalisation of structural and guidance documents (charters, agreements, undertakings of the management team, etc.), review of KPIs, incorporation of referent(s), tools and processes on the matter of sexual harassment,
  • Raising awareness around key issues within all levels of management as well as in the HR team,
  • Employee representatives training,
  • Legal advice on internal investigations from setting up a strategy to conducting an investigation,
  • Management of pre-litigation and/or litigation before the civil and criminal courts.