Principal practice · Employer representation
Advice, collective bargaining, compliance and employer defence.
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Grupo Manbea's principal practice is corporate and business employment law, with a focus on advising and representing employers. It covers individual employment contracts, the management of employment relationships and the legal review of compensation arrangements, working hours and benefits. The firm prepares contracts, agreements, internal work rules and policies governing personnel management.
In business transactions, the firm conducts employment audits and due diligence to identify potential liabilities in acquisitions, mergers and restructurings. It advises on employee transfers, employer substitution and changes to employment conditions, as well as planning terminations, including those involving senior management. This work includes analysing obligations, documenting agreements and advising on internal investigations and disciplinary measures.
In collective employment matters, the firm advises on the negotiation and review of collective bargaining agreements, consultation procedures and union disputes. It addresses employer compliance, employment inspections and obligations concerning social security, training and occupational health and safety. Its work includes REPSE registration through the preparation and monitoring of initial and renewal applications.
Employer representation covers conciliation before the competent authorities and defence before local and federal Labour Courts. The firm prepares statements of defence and evidence, prepares for hearings, negotiates agreements and monitors compliance with decisions. It assesses and pursues available challenges and amparo proceedings where appropriate, considering both procedural issues and the company's obligations and potential liabilities.
Services
Advice to employers on personnel management, business transactions and collective employment relations. Services cover employer compliance, conciliation, litigation, amparo and REPSE registration matters.
01 · Services
Employment contracts and compensation, potential liability audits, internal investigations and advice on transfers, employer substitution and workforce restructurings.
Preparation and review of individual employment contracts, agreements, internal work rules and personnel policies.
Legal review of working hours, rest periods, salary, benefits and compensation arrangements.
Employment audits and review of potential liabilities in acquisitions, mergers and business restructurings.
Advice on disciplinary measures and internal investigations: scope, background, documents and assessment of findings.
Legal planning for terminations and workforce restructurings, including senior management positions, with review of supporting documents and agreements.
Analysis of employee transfers and employer substitution, reviewing employment conditions, obligations and documents.
Scope of advice and representation
Individual employment contracts, internal rules, personnel policies, working hours, remuneration and benefits.
Advisory work begins by identifying how employees are engaged, the duties they perform, how their working time is organised and how their remuneration is structured. The review compares signed instruments with human resources records and practices. It identifies differences between versions of contracts, policies and communications, and defines the corrections and decisions requiring the company's attention.
Grupo Manbea prepares and reviews contracts, agreements, internal rules, policies and codes within the defined engagement. The work covers working hours, rest periods, salary and compensation, as well as the organisation of personnel files. Documents are accompanied by guidance for those administering the employment relationship: authorisation responsibilities, supporting records for changes, communication with employees and retention of the versions used.
Reference framework: Federal Labor Law · Articles 24–25; chapters on working hours, rest periods and salary; Articles 422–425.
Advice on ending employment relationships, separation agreements and workforce restructurings.
The review begins with the reasons for the process, the history of the relationship and the decisions already taken or pending. Contracts, length of service, remuneration, benefits and relevant documents are examined to distinguish alternatives and prepare their financial assessment. In a restructuring, the analysis also identifies the people and functions involved, the sequence of steps and dependencies between departments before changes are communicated or implemented.
The firm assists with preparing documents, negotiation and formalisation of agreements before the competent authority where appropriate. Each file must reflect the facts and agreements of the matter. Coordination with human resources covers implementation instructions, delivery and receipt of documents, responsibilities and follow-up, so that the company's actions remain consistent from the initial decision through the handling of a potential dispute.
Reference framework: Federal Labor Law · Articles 33, 47–55 and 162; applicable collective provisions according to the circumstances.
Advice on internal investigations and legal assessment of conduct and employment measures.
The investigation is defined on the basis of the report received: the alleged conduct, relevant period, people who may provide information and available sources. The firm assists with reviewing background materials and documents, taking account of authorised access, confidentiality and potential conflicts of interest. It distinguishes corroborated facts, accounts still requiring comparison and limitations that must remain clear in the analysis.
The legal assessment of findings is coordinated with internal rules and the decisions the company must take. The file identifies the origin of information, steps taken and issues that remain open. Assistance may include reviewing employment measures and their documentation; the internal report is not presented as an official determination or a guarantee of sufficient evidence in litigation.
Reference framework: Federal Labor Law · Articles 47, 423 section X, 517, 784 and 836-C–836-D; Federal Law on the Protection of Personal Data Held by Private Parties · Articles 5, 12, 18 and 20.
02 · Services
Negotiation and review of collective bargaining agreements, union disputes, employment inspections and social security obligations.
Advice on the negotiation and review of collective bargaining agreements, including preparation of background materials and proposals.
Legal assistance with consultations and collective procedures, respecting freedom of association and applicable rules.
Handling of formal notices and collective disputes, assessing the documents and negotiation options.
Compliance review and preparation of documents for employment inspections, training and occupational health and safety.
Legal review of social security obligations and documents relating to employee registration changes before IMSS.
Definition and monitoring of documentation corrections with personnel and administration departments.
Scope of advice and representation
Advice on employment conditions, disciplinary measures, collective bargaining and union relations.
Advice on individual employment matters includes enquiries about employment conditions, workplace incidents, disciplinary measures and agreements with employees. Before a response is defined, the sequence of events, applicable instruments and the company's previous actions are examined. The work seeks to give management and human resources a clear legal position and documents reflecting what was actually agreed or done.
In collective matters, the firm assists with preparing the employer's position, reviewing instruments and negotiating with union representatives. It identifies the matters for discussion, existing commitments and the information needed to assess proposals. Follow-up distinguishes company decisions, agreements reached and steps before the authorities, taking account of the circumstances of each dispute or procedure.
Reference framework: Federal Labor Law · Articles 133, 357–358, 390 Bis, 390 Ter and 400 Bis; titles on collective employment relations and strikes.
Employment audits, assistance with inspections and advice on social security obligations.
The audit organises the review by workplace, obligation, document and responsible person. Available supporting records are compared with human resources information, distinguishing missing documents, inconsistencies and matters requiring further analysis. The findings allow corrections and follow-up to be prioritised within a defined scope covering employment conditions, occupational health and safety and social security obligations.
Services may include inspections, requests and documentation before STPS, IMSS, INFONAVIT and INFONACOT, as well as the NOM standards applicable to the workplace and engagement. For employee registration changes, IMSS distinguishes registrations, deregistrations and salary changes; filing and clarification have their own procedures. The documentary review must connect each change with the underlying employment record and corresponding acknowledgement, without treating an internal data entry as receipt by the Institute. [1] [2]
Reference framework: Notice of employee registration changes · Procedure IMSS-02-009; NOM-030-STPS-2009, preventive occupational health and safety services · Occupational health and safety assessment and preventive and corrective actions.
03 · Services
Representation before the competent conciliation centres and Labour Courts, preparation of evidence, negotiation of agreements and monitoring of challenges and amparo proceedings.
Assessment of jurisdiction and representation before the appropriate local or federal Conciliation Centre where this stage applies.
Employer defence before local and federal Labour Courts according to the jurisdiction governing the dispute.
Preparation of the company's statements of defence and evidence, preparation for hearings and handling of procedural steps.
Negotiation and review of agreements, including their formalisation before the competent authority.
Assessment, filing and monitoring of amparo proceedings and other available challenges.
Monitoring of decisions and procedural obligations, informing the company of outstanding steps and decisions.
Scope of advice and representation
Employer defence in conciliation, employment litigation and amparo before the competent authorities.
A claim requires clarification of the parties involved, the relief sought and the disputed facts. The firm reviews the case file, employment documents, communications and relevant records to structure the defence. The assessment includes financial exposure, available evidence, its limitations and negotiation alternatives, without treating an estimate of potential liability as an assured outcome.
Representation covers conciliation steps and employment proceedings within the agreed scope. Where appropriate to the nature of the matter, the firm handles the filing and monitoring of amparo proceedings. Case management brings together deadlines, requests, hearings, decisions and outstanding company decisions; this information enables the strategy to be reviewed as the case develops and the required action to be prepared in time.
Reference framework: Federal Labor Law · Titles on employment procedure; Articles 684-B, 685 Ter, 784 and 804.
04 · Services
Management of registration, renewal and updates, together with review of specialised services agreements and compliance documents for contractors and beneficiary companies.
Management of REPSE registration before STPS: assessment of applicability and activities, preparation of the application, responses to information requests and monitoring of the registration notice. [5] [7]
REPSE renewal and updates: review of validity and registered activities, preparation of the file and monitoring of changes and information requests. [5] [7]
Review of specialised services or works agreements and compliance documents for contractors and beneficiary companies. [5] [7]
Pre-litigation conciliation is subject to statutory exceptions; the procedure, jurisdiction and available remedies are reviewed for each matter. Services are defined by the professional engagement and available documents. [1] [2]
Contact
Enquiries about the scope and services of this practice.
Criterio Manbea
Working-time records, work organisation and legal decisions for businesses.
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Responding to an employment dispute begins with identifying the authority, procedure and the company's representation. Preparing the facts, records and settlement options supports an informed approach to conciliation and continuity of the defence.
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