- The document describes the origin and concept of monRH@moi, a service that provides HR expertise and support to small businesses. - It began in 2003 when the founder advised a garage owner on properly handling an employee issue instead of immediately firing them. This made him realize small businesses need help with the legal and human aspects of management. - monRH@moi aims to take the stress and risk out of HR tasks like inspections, disputes, and personnel management so entrepreneurs can focus on their business and clients. An HR expert regularly visits client companies and handles all HR-related issues and responsibilities on their behalf.

2. What is the origin of the concept?
➔ Our idea goes back to 2003, when I was at the garage having my car
serviced.
➔ As we chatted, the garage owner told be about a problem he was
having with one of his employees; he was thinking about sacking him
for serious misconduct.
➔ I asked him a few questions and soon realised, as a professional in
the field of personnel and human relations management, that he was
making a bad decision.
➔ And the decision was going to constitute a serious risk for his small
business!
After 22 years in operational
posts in SMBs, including ten
years as HR Manager and three
as entrepreneur, Rodolphe
Schroetter launched his
innovative concept based on
his experience and
observations in the field.
Our idea Our observation Our aim How it works

3. ✖ Risk
• Dismissal on the grounds of serious misconduct is a disciplinary matter
• The case was one of professional inadequacy (a personnel matter under
the French Labour Law)
• There was a high risk of referral to an industrial tribunal because the
wrong grounds were being put forward
• There was a high risk of demotivating the entire workforce
✓ My advice
• Take appropriate steps: ‘lecture’ the employee in the proper legal form,
with a warning, then train him, to improve his skills
• This approach worked perfectly
✚ Benefit for the company
• This avoided the drama of dismissal, the risk of referral to an
industrial tribunal, and the cost of replacing the employee (equal to
as much as one year’s salary, according to studies)
• The employee is better trained (and has understood and learned the
lesson)
• And above all ALL the employees are still motivated and committed,
thanks to the way the entrepreneur handled the situation
Dismissal is a last-ditch
solution.
There are many other ways of
avoiding such a situation.
Make sure the workforce
stays competent, motivated,
and committed!
Our idea Our observation Our aim How it works

4. As I left the company, I had a deep-down feeling:
“The bosses of small businesses are really on their own in dealing
with the complexity of both the legal and human sides of management.
It would be great to have an all-inclusive service, handled by an expert,
so that entrepreneur don’t have to deal with it and can focus on their core
business – developing and looking after the company’s clientele,
leading the company’s team, managing its business from day to day.”
The seed of monRH@moi had been planted…
… and since then it has started to grow!
Use the right tools
Train and support
Accompany
Generate real, measurable
results and profits
Have more time to spend with
your clients!
Our idea Our observation Our aim How it works

5. The concept of
management of personnel and human relations is often difficult to
grasp.
“The most difficult thing with development and managing my
company is the human side of it, and the legislation. It’s
complicated, I haven’t got the time, and I don’t understand any of
it,” is what I hear most frequently from entrepreneurs in the field.
In most cases, managers feels alone facing decisions and risks,
do not have enough time to take a dispassionate view, and do not
always know who to turn to.
What they have told me they
want:
To take care of their clients
To manage their teams
To earn money
To enjoy their work
To have peace of mind
Our idea Our observation Our aim How it works

6. They can rely on their accountant, either external or in-house:
➔ no overall vision or preventive approach to personnel management
➔ limited field of action, ad-hoc tasks
➔ unable to attend disciplinary interviews with employees (they are not
entitled to if they are external to the company, and lack the legal
competence if they are inside the company)
➔ entrepreneurs often feel helpless when faced with the law
They can call in a lawyer:
➔ purely legal approach (which can hardly be held against the lawyer,
since that is his/her job)
➔ reduced field of action, ad-hoc tasks
➔ not active in personnel management as a whole
➔ curative action most of the time (the harm has already been done)
What entrepreneurs have told
me:
I already have people I trust,
BUT…
There isn’t always the money…
Ad-hoc tasks to patch things up
rather than a long-term solution
Fear of the next time, not
knowing where the blow will
strike
Our idea Our observation Our aim How it works

7. Entrepreneurs should be able to concentrate on:
● their job, their passion,
● earning money,
● enjoying their work,
● feeling more comfortable.
The management of personnel and human relations should become a
driving force for the development of the company, generating real,
measurable results; it should cease to be a source of anxiety, or a
disincentive.
● Change the status of personnel management from that of a
constraint to an opportunity, for your company and for you
● In the field, alongside you, in the management of your personnel
● Accompanying you, in your human and financial interests
● Outsource your social risks (investigation by social security
authorities / labour inspectorate, industrial tribunal, statutory
obligations, legal fees, etc)
Operational calmness
Legal security ++
Peace of mind
Our idea Our observation Our aim How it works

8. Our idea Our observation Our aim How it works
An HR Expert
will visit your
company
regularly and deal with
everything connected with the
management of your staff and
human relations.
Between once a month and
one and a half days a week
(depending on the number of
your employees).
Advantages of
monRH@moi:
Your HR Expert is there with
you for interviews prior to
sanctions, when the social
security authorities carry out an
investigation, when an
inspection is carried out, etc.
The Expert carries out “HR”
things for you, but always
with your agreement.
Personnel management
• Recruitment and contracts
• Personnel files
• Health and safety in the workplace
• Staff representation
Administrative supervision
• Inspections: accompaniment, follow-through, negotiation
and contestation if necessary.
• Compulsory notices, registers, documents
Disputes involving employees
• Disciplinary management (sanctions, dismissals)
• Management of disputes before labour tribunals
Supervision of payroll services
• Management of monthly variables
• Working time, leave and absences
Company development & performance
• Performance of entrepreneur
• Financial support: research, management, monitoring
• Advice, analysis and optimisation of HR management
• Assistance with recruitment
• Integration and building up loyalty
• Performance of employees

9. Disputes involving employees
• What to do / say during an interview prior to dismissal
• What to do if an employee doesn’t want to retire
• What to do if an employee doesn’t turn up for work
• What to do if an employee is stealing products
• What to do if an employee works while on sick leave
• What to do if an employee has a number of part-time jobs
• What to do if an employee is on long-term sick leave
• What to do about employees’ “minor” cases of lateness, “minor” mistakes,
etc
• What to do about an employee who is ruining the atmosphere
• You will be accompanied by an HR Expert during the interview prior
to a sanction. You will never be on your own again!
• Your HR Expert may also represent you at a conciliation hearing
before an industrial tribunal. Save time, and peace of mind!
Some examples of issues your
HR Expert will deal with for
you:
Disputes involving
employees
• Disciplinary management
(sanctions, breaking
contracts)
• Management of disputes
before industrial tribunals
• Payment of legal fees
Our idea Our observation Our aim How it works

10. Some examples of issues your
HR Expert will deal with for
you:
Administrative inspection
• Accompaniment, follow-through,
negotiation and
contestation if necessary
• Compulsory notices,
registers, documents
• Compliance with social
legislation
Our idea Our observation Our aim How it works
Administrative inspections
• Points involving pay covered during an inspection by the social security
authorities
• Points covered during an inspection by the labour inspectorate
• Points covered during a visit/inspection by the labour doctor
• What is the ‘single document’? How do I avoid a fine?
• ‘C3P / Pénibilité’ for arduous work – does that concern me, or not?
• Do I have to have a gender equality plan, or not?
• Your are accompanied by an HR Expert while inspections are
carried out (social security authorities, labour inspectorate or
doctor, etc). You will never be on your own again!
• Your HR Expert can also represent you during these inspections,
and defend your interests. Your clients are more important !
And so is your peace of mind!

11. Development and performance of the
company
• What financial support for recruitment can my company obtain?
• How can I motivate my employees without spending any more money?
• Knowing how to listen to and motivate employees (without overdoing the
friendliness aspect)
• Paying your employees more, without extra social charges
• Making your employees your ambassadors, all members of your sales
force!
• Reducing absenteeism and occasional days off work
• Reducing the number of accidents in the workplace (and reducing your
employer contributions)
• Should I include tasks and duties in the employment contract (or not)?
• How to test an employee with no risk before recruiting him/her
• Who do ideas, creations and innovations belong to – the company, or the
employee?
• How to define a job description properly and avoid recruitment mistakes
• What to do with personnel if the company’s activity declines
Some examples of issues your HR
Expert will deal with for you:
Company development and
performance
• Advice for the entrepreneur
• Financial support: looking for it,
managing it, and following it up
• Advice, analysis and
optimisation of working methods
• Assistance with recruitment
• Employee integration and
loyalty
• Performance of employees
Our idea Our observation Our aim How it works

12. Personnel management
• Understanding the rights of a pregnant employee
• Understanding the rights of a father-to-be
• Paid leave – can I refuse it, or not?
• I have 15 employees in summer, and 5 in winter; do I have to organise
elections?
• Understanding the different types of family leave, and their conditions
• Understanding the different types of unpaid leave, and their conditions
• Your HR Expert manages and optimises your personnel files, under
your guidance.
• Your legal security and your peace of mind are well and truly
assured!
Some examples of issues your
HR Expert will deal with for you:
Personnel management
• Recruitment and contracts
• Personnel files
• Health and safety in the
workplace
• Staff representation
Our idea Our observation Our aim How it works

13. Advantages of
monRH@moi: we pay any
penalty charges incurred
as a result of our
management
Guarantee of document
compliance (contracts,
posters, etc)
All-inclusive (contracts,
pay, codicils, inspections,
etc)
Our idea Our observation Our aim How it works
(Average figures noted.
Sources: Social security
authorities, order of
accountants, discussions with
managers)
Personnel management
Employment contract: between €70 and €400
Codicil to contract: between €40 and €200
Termination of contract : between €70 and €400
Administrative inspections
Adjustment claimed by the social security authorities (2012
average): €14 333
Nearly 7 in 10 inspections result in an adjustment payment
How much of your time do you think would be wasted?
How much stress do you think there would be beforehand?
Disputes involving employees
How much time would you spend dealing with a dispute?
How much motivation would your other employees lose?
Did you know that the industrial tribunals in France deal
with one thousand cases every day?
Development and performance of the company
How much of your time is not spent with your clients?
How much of your time is spent on paperwork?
How much do you think a bad recruitment costs? (It costs a
year’s salary, if not more…)
How much is your peace of mind worth?

14. Advantages of
monRH@moi:
Security for the company
Outsourced social risk
A dedicated HR Expert,
present on your premises
Our idea Our observation Our aim How it works
Are you prepared to take the risk?
Example of an industrial tribunal decision (cancelling dismissal on the grounds of ordinary fault)
• Damages for dismissal for no real serious cause: €45 000.00
• Back pay for overtime not remunerated (over five years): €5 717.59
• Paid leave in connection with salary-type amounts paid: €571.76
• Article 700 of the Code of Civil Procedure (fees of the employee’s counsel): €2 000.00
• Costs (own legal and procedural fees): €3 500.00
• Interest accruing at the statutory rate
• Issue of a ‘Pôle Emploi’ attestation and a rectified employment certificate on pain of payment of €50.00 per
day of failure to comply
With monRH@moi at your side, it is very unlikely that this situation would arise, because
we have both the necessary legal expertise & substantial experience in staff management
If it were to happen nevertheless, as a result of our management, we would cover:
➔ Legal fees and costs (except first €500€ and expenses, for an average amount of €3 – 5 000)
➔ Damages and payment under Article 700 of the Code of Civil Procedure: €47 000 in the
example above, plus interest
➔ Penalty for not issuing an updated attestation: €50 per day in the example above
➔ In the example above, and in general, you would only be liable for any amounts counted
as salary, i.e. €5 717.59 + €571.76 = €6 289.35, out of a total of nearly €57 000.
➔ Your cash-flow is not affected, you have peace of mind, the results are real and
measurable.

15. www.monrhamoi.fr
Feel free to call us! +33-685-568-444