frederic.chhum

Par frederic.chhum le 30/10/19
Dernier commentaire ajouté il y a 2 semaines 5 jours

The sending of SMS (Short Message Service) licentious and pornographic, repeatedly, by a manager to its subordinate, justifies a dismissal for serious misconduct?

This is the question to be answered by the Court of Cassation.

In the judgment of September 25, 2019 (n° 17-31171), the Court of Cassation considers that the "game of reciprocal seduction" between the superior and the employee who pleaded to be harassed sexually, allowed to dismiss this qualification of harassment sexual.

This judgment is not published in the bulletin of the judgments of the Court of Cassation.

1) Recalling the facts

Engaged April 3, 2000 by the Transdev Ile-de-France as team manager to exercise the last state of the contractual relationship the functions of operating manager, MG was dismissed for misconduct on July 31st, 2014, for acts of sexual harassment.

In a judgment of October 11th, 2017, the Court of Appeal of Versailles considered that the dismissal for sexual harassment was not based on a serious misconduct and it condemned the company to pay to the employee sums as compensation compensation notice , paid vacation leave, severance pay, salary on lay-off and related vacation pay.

The company has appealed in cassation.

In a judgment of  September 25th, 2019, the Court of Cassation dismissed the company's appeal.

2) Decision of September 25th, 2019 of the Court of Cassation

2.1) The sending to his subordinate, from his business phone, of text messages with inappropriate and pornographic content, thus adopting a behavior making him lose all authority and any credibility can justify a dismissal disciplinary

The employer criticizes the decision to say that the dismissal is not based on serious misconduct and to sentence him to pay the employee sums as compensation for notice, paid vacation, severance pay, salary for layoff and related paid leave.

The Court of Cassation notes that "the employee, carrying out the duties of operating manager of a company with more than one hundred people, had, from his professional telephone, repeatedly and for two years, addressed to an employee whom he had acquainted himself at his place of work and of which he was the superior, text messages with inappropriate and pornographic content, thus adopting a behavior which makes him lose all authority and all credibility in the exercise of its direction function and therefore incompatible with its responsibilities, the Court of Appeal could deduce that these facts were related to the life of the company and could justify a disciplinary dismissal ".

2.2) The employee had sent, from his business phone, repetitively and durably between 2011 and 2013, text messages with inappropriate content and pornography to an employee with whom he had entered a game of mutual seduction, these facts were not constituting serious misconduct making it impossible to maintain the employee in the company

The employer argued:

- that the serious fault is that which makes it impossible to maintain the employee in the company;

- even assuming that he cannot receive the qualification of sexual harassment in the strict sense of the term, the behavior of a superior consisting in repeatedly and very insistently sending out licentious and even pornographic SMS messages from his professional mobile phone, constitutes a serious fault justifying an immediate departure of the employee of the company;

- that the Court of Appeal found that it was established that the employee had repeatedly and insistently addressed Ms. I ... SMS text content and even pornographic, the employee victim of this behavior having finally alerted his employer and deposited a handrail;

- it was still apparent from his findings that the employer had reacted immediately as soon as he became aware of the employee's severely misbehaved behavior, which he had immediately laid off and summoned to a prior interview, without therefore in any way tolerate the behavior in question;

- finally, the findings of the Court of Appeal that in the letter of dismissal the employer had taken care to inform the employee that "either your behavior is sexual harassment, or at least it is immoral and in total incompatibility with the functions you hold ";

- that by nevertheless excluding the existence of serious misconduct, the Court of Appeal violated Article L. 1234-9 of the Labor Code;

The Court of Cassation nevertheless rejects the appeal.

It states that "having noted, by own reasons and adopted, that the employee had sent, from his business phone, repeatedly and durably between 2011 and 2013, text messages with inappropriate content and pornographic to an employee with whom he had entered in a game of reciprocal seduction, the court of appeal could deduce that these facts did not constitute a serious fault making it impossible to maintain the employee in the company; that exercising the powers it has under Article L. 1235-1 of the Labor Code, it decided that these facts constituted a real and serious cause of dismissal ".

3) Analysis by CHHUM AVOCATS law office (Paris, Nantes, Lille)

3.1) Sending SMS to inappropriate and pornographic content = loses all authority and credibility to the manager → Justifies a disciplinary dismissal

First of all, the Court of Cassation considers that can justify a disciplinary dismissal, the sending by a superior to his subordinate, from his business phone, text messages with inappropriate content and pornographic, thus adopting a behavior making him lose all authority and all credibility.

Messages of a pornographic nature are relatable to the company and incompatible with the responsibilities of the supervisor.

It should be noted that the phone used by the manager to send pornographic text messages was his business phone.

It is likely that the solution would have been the same if the SMS had been sent with his personal phone, because the manager must be exemplary behavior.

3.2) Manager / subordinate mutual seduction disqualifies sexual harassment → serious misconduct cannot be accepted

Moreover, in this case, the operations manager had sent, from his business phone, repetitively and durably between 2011 and 2013, text messages with inappropriate and pornographic content to an employee with whom he had entered a game of seduction reciprocal.

The Court of Cassation following the argument of the Court of Appeal of Versailles considers that these facts do not constitute a serious fault making it impossible to maintain the employee in the company.

Article 1153-1 of the Labor Code states that "Any act of harassing any person for the purpose of obtaining favors of a sexual nature for his benefit or for the benefit of a third party is prohibited".

The Court of Cassation considers that there is a game of "mutual seduction" and not sexual harassment because of the attitude of the employee and the relationship context between the two employees.

This judgment must be approved.

Sources:

Court of Cassation September 25th 2019, n° 17-31171

https://www.legifrance.gouv.fr/affichJuriJudi.do?idTexte=JURITEXT000039188588

Porn at work: beware of dismissal for serious misconduct https://www.village-justice.com/articles/porno-work-attention-lawen-law-for-fault-grave-cass-October-2018,29747.html

 

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris

CHHUM AVOCATS (Paris, Nantes, Lille)

e-mail: chhum@chhum-avocats.com

www.chhum-avocats.fr

https://www.instagram.com/fredericchhum/?hl=fr

.Paris: 4 rue Bayard 75008 Paris tel: 0142560300

.Nantes: 41, Quai de la Fosse 44000 Nantes tel: 0228442644

.Lille: 25, rue Gounod 59000 Lille tel: 0320135083

Par frederic.chhum le 24/10/19
Dernier commentaire ajouté il y a 3 semaines 4 jours

Aux termes de l’article L. 3221-2 du code du travail, « Tout employeur assure, pour un même travail ou pour un travail de valeur égale, l'égalité de rémunération entre les femmes et les hommes ».

Pour lire l’article du Figaro, cliquez sur le lien ci-dessous.

https://www.lefigaro.fr/societes/une-entreprise-condamnee-a-payer-161-000-euros-a-une-ancienne-employee-pour-l-avoir-moins-payee-qu-un-homme-20191023

Vous pouvez aussi lire ou relire nos articles sur l’index égalité femmes / hommes :

1) Egalite femmes/hommes : les entreprises de plus de 250 salariés doivent publier leur index au 1er septembre 2019 ! https://www.village-justice.com/articles/egalite-femmes-hommes-les-entreprises-251-1000-salaries-doivent-publier-leur,32191.html

2) Egalité femmes/hommes : les précisions sur l’index apportées par le décret du 29 avril 2019. https://www.village-justice.com/articles/egalite-femmes-hommes-les-precisions-sur-index-apportees-par-decret-no2019-382,31715.html#q8EPaUk1hiqFFS1p.99

3) Egalité de salaire femmes / hommes : comment calculer l’index ? https://www.village-justice.com/articles/egalite-salaire-femmes-hommes-comment-calculer-index,30749.html

4) Index égalité Femmes / Hommes : le PowerPoint de CHHUM AVOCATS (Paris, Nantes, Lille) du Campus des avocats de Barreau de Paris du 3 juillet 2019

https://blogavocat.fr/space/frederic.chhum/content/index-%C3%A9galit%C3%A9-femmes-hommes-le-powerpoint-de-chhum-avocats-paris-nantes-lille-du-campus-des-avocats-du-3-juillet-2019_

5) Égalité Femmes/Hommes : pourquoi l’index est un outil biaisé ?
https://www.village-justice.com/articles/salaries-cadres-cadres-dirigeants-egalite-femmes-hommes-pourquoi-index-est,32015.html#eMPpDXuRUO19D8mA.99

6) Salariés, cadres : Egalité hommes/femmes : les 10 nouveaux droits des femmes et/ou des hommes issus de la loi du 4 août 2014

https://www.lagbd.org/index.php/Salari%C3%A9s,_cadres_:_Egalit%C3%A9_hommes/femmes_:_les_10_nouveaux_droits_des_femmes_et/ou_des_hommes_issus_de_la_loi_du_4_ao%C3%BBt_2014_(fr)

Source : Article L. 3221-2 du code du travail

https://www.legifrance.gouv.fr/affichCodeArticle.do?cidTexte=LEGITEXT000006072050&idArticle=LEGIARTI000006902818&dateTexte=&categorieLien=cid

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris

CHHUM AVOCATS (Paris, Nantes, Lille)

e-mail: chhum@chhum-avocats.com

www.chhum-avocats.fr

https://www.instagram.com/fredericchhum/?hl=fr

.Paris: 4 rue Bayard 75008 Paris tel: 0142560300

.Nantes: 41, Quai de la Fosse 44000 Nantes tel: 0228442644

.Lille: 25, rue Gounod 59000 Lille tel: 0320135083

Par frederic.chhum le 22/10/19
Dernier commentaire ajouté il y a 3 semaines 6 jours

Vous avez moins de 10 ans d’expérience et avez quitté la profession, cette soirée est pour vous : expliquez-nous vos raisons, motivations et insatisfactions.

Cette réunion était organisée le 8 octobre 2019 par le bâtonnier de Paris à la Maison du barreau de Paris.

Un échange libre et très intéressant.

***

La présente note est un florilège des témoignages entendus lors de cette réunion.

Beaucoup d’anciennes avocates / avocats ont témoigné.

Les témoignages ont relaté les difficultés de la collaboration libérale.

Pour lire l’intégralité de la brève, cliquez sur le lien ci-dessous.

https://www.legavox.fr/blog/frederic-chhum-avocats/vous-avez-quitte-profession-avocats-27607.htm

 

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris

CHHUM AVOCATS (Paris, Nantes, Lille)

e-mail: chhum@chhum-avocats.com

www.chhum-avocats.fr

https://www.instagram.com/fredericchhum/?hl=fr

.Paris: 4 rue Bayard 75008 Paris tel: 0142560300

.Nantes: 41, Quai de la Fosse 44000 Nantes tel: 0228442644

.Lille: 25, rue Gounod 59000 Lille tel: 0320135083

 

Par frederic.chhum le 16/10/19
Dernier commentaire ajouté il y a 1 mois 3 jours

In Décideurs 2019, CHHUM AVOCATS is ranked:

- Excellent for the council of employees and union organizations;

- Strong reputation for risk litigation and labor criminal law;

- Famous practice for the representation of executives.

***

Defense of employees, intermittent entertainment, journalists, freelancers, executives, senior executives (cadres dirigeants), whistleblowers, unions, staff representatives.

***

The Frédéric CHHUM law firm (Paris, Nantes, Lille) advises mainly employees, executives, senior executives, in the context of disputes with their employer and / or negotiation of departures (transaction, contractual break).

The law firm Frédéric CHHUM has also developed an expertise in audiovisual work law, media, entertainment and luxury (intermittent entertainment, technicians, artists, journalists, freelancers).

He is involved in litigation in labor law (requalification of fixed-term contracts full-time intermittent entertainment, overtime, dispute flat-rate days or senior management, compensation of employees percentage, requalification of contracts Freelance in employment contract, unfair dismissal of employees, etc.).

The law firm Frédéric CHHUM also intervenes for foreign employees or foreign companies, and works frequently in English language.

Since March 1st, 2016, the Frédéric CHHUM law firm has opened a secondary office in Nantes which is headed by Maître Camille Colombo (labor law, labor law) and since 1 March 2019 an office in Lille headed by Maître Marilou Ollivier ( Labor Law, Criminal Labor Law).

In December 2018, Maître Frédéric CHHUM was elected as a member of the Paris Bar Council (mandate 2019-2021).

POSITIONING OF CABINET CHHUM AVOCATS (Paris, Nantes, Lille)

• Negotiated departures of employees, managers, executives and senior executives (cadres dirigeants)

• Defense of the intermittent workers in the entertainment business (technicians, artists)

• Defense of whistleblowers (lanceurs d’alerte) • Right of employees, intermittent entertainment

• Right of journalists (journalists)

• Model rights (mannequins)

• International employment contract (secondment, expatriation, impatriate)

• Criminal labor law (droit penal du travail) (abusive use of the fixed-term contract, offense of obstruction)

• Advice and defense of works councils (comité d’entreprise, CSE) and shop stewards

• Advice in the negotiation of agreements

 

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris

CHHUM AVOCATS (Paris, Nantes, Lille)

e-mail: chhum@chhum-avocats.com

www.chhum-avocats.fr

https://www.instagram.com/fredericchhum/?hl=fr

.Paris: 4 rue Bayard 75008 Paris tel: 0142560300

.Nantes: 41, Quai de la Fosse 44000 Nantes tel: 0228442644

.Lille: 25, rue Gounod 59000 Lille tel: 0320135083

Par frederic.chhum le 16/10/19
Dernier commentaire ajouté il y a 1 mois 3 jours

Dans le classement Décideurs 2019, CHHUM AVOCATS (Paris, Nantes, Lille) est classé :

Excellent pour le conseil des salariés et organisations syndicales ; Forte Notoriété pour les contentieux à risques et droit pénal du travail ; Pratique réputée pour la représentation des cadres dirigeants.

Défense de salariés, intermittents du spectacle, journalistes, pigistes, cadres, cadres dirigeants, lanceurs d'alerte, Syndicats, CSE, Représentants du personnel

Le Cabinet d’avocats Frédéric CHHUM conseille principalement des salariés, cadres, cadres dirigeants, dans le cadre de litiges avec leur employeur et/ou de négociation de départs (transaction, rupture conventionnelle).

Le Cabinet d’avocats Frédéric CHHUM a aussi développé une expertise en droit du travail de l’audiovisuel, des médias, du spectacle et du luxe (intermittents du spectacle, techniciens, artistes, journalistes, pigistes).

Il intervient dans les contentieux en droit du travail (requalification de CDD en CDI à temps plein des intermittents du spectacle, heures supplémentaires, contestation de forfait jours ou de la qualité de cadre dirigeant, rémunération des salariés au pourcentage, requalification de contrats de Freelance en contrat de travail, licenciement abusif de salariés, etc.).

Le cabinet Frédéric CHHUM intervient aussi pour des salariés étrangers ou des entreprises étrangères, et travaille fréquemment en langue anglaise.

Le Cabinet Frédéric CHHUM a ouvert depuis le 1er mars 2016, un bureau secondaire à Nantes qui est dirigé par Maître Camille Colombo (Droit du travail, Droit Pénal du travail) et depuis le 1er mars 2019 un bureau à Lille dirigé par Maître Marilou Ollivier (Droit du travail, Droit Pénal du travail).

Maître Frédéric CHHUM a été élu en décembre 2018 membre du Conseil de l’ordre des avocats de Paris (mandat 2019-2021).

POSITIONNEMENT DU CABINET CHHUM AVOCATS (Paris, Nantes, Lille)

• Départs négociés de salariés, cadres et cadres dirigeants

• Défense des intermittents du spectacle (techniciens, artistes)

• Défense des lanceurs d'alerte• Droit des salariés, intermittents du spectacle

• Droit des journalistes

• Droit des mannequins

• Contrat de travail international (détachement, expatriation, impatrié)

• Droit pénal du travail (recours abusif au CDD d’usage, délit d’entrave)

• Conseil et défense des comités d’entreprise et délégués syndicaux

• Conseil dans la négociation de conventions

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris

CHHUM AVOCATS (Paris, Nantes, Lille)

e-mail: chhum@chhum-avocats.com

www.chhum-avocats.fr

https://www.instagram.com/fredericchhum/?hl=fr

.Paris: 4 rue Bayard 75008 Paris tel: 0142560300

.Nantes: 41, Quai de la Fosse 44000 Nantes tel: 0228442644

.Lille: 25, rue Gounod 59000 Lille tel: 0320135083

Par frederic.chhum le 16/10/19
Dernier commentaire ajouté il y a 1 mois 3 jours

In two decisions of  July 3rd 2019 (Cass Soc., 3 July 2019 No. 17-14232 and No. 18-14414), the Court of Cassation imposes more formalism on the signing of the agreement to terminate the employment contract in the context of a conventional break.

Indeed, the Court of Cassation states, first, that the copy given to the employee is signed by the employer and, secondly, that there is no presumption of handing this document to the employee .

In a decision of February 6, 2013 (Cass., February 6, 2013, No. 11-27000), the Court of Cassation imposes the remission to the employee, upon signature, a copy of the individual termination agreement. In the event of a breach of this formality, the termination agreement is void, and the employee may be awarded severance pay for no real and serious cause.

The Court of Cassation considers that this allows the employee to seek approval of the termination agreement (art L 1237-14 of the Labor Code) but also to exercise his right of withdrawal, which must occur within fifteen days of the signing of the agreement "by both parties" (art L 1237-13 of the Labor Code).

In two judgments of 3 July 2019 (Cass Soc., 3 July 2019 n° 17-14232 and n° 18-14414), the Court of Cassation strengthens the formalism when the termination agreement is signed.

1) A copy of the termination agreement with the signature of the employer must be given to the employee (C. cass. July 3rd, 2019, n° 17-14232)

In the first case decided by the Court of Cassation, an employee had signed an agreement of rupture individual which had been established in two copies.

However, the copy given to the employee had not been signed by the employer.

The Court of Appeal of Metz had considered that the agreement of rupture should not be canceled because, notwithstanding the absence of signature of the employer on the copy given to the employee, the latter still had the possibility to exercise his right of withdrawal from his own signature on the agreement.

The Court of Cassation will overturn the judgment of the Metz Court of Appeal.

Indeed, the High Court states that "only the handing over to the employee of a copy of the agreement signed by both parties allows him to apply for homologation of the agreement and to exercise his right of retraction in full knowledge of the facts" .

This formalism has two consequences:

- on the one hand that the consent is certified for both parties; but also

- that the employee can exercise his right of retraction in full knowledge of the facts since the date of the signature constitutes the starting point of said period.

2) The question of the proof of delivery of the copy of the termination agreement to the employee (c. cass. July 3rd, 2019 n° 18-14414)

In the second case judged by the Court of Cassation, an employee had signed an agreement of rupture but a copy had not been given to him.

He then requested the cancellation of the agreement of rupture before the industrial tribunal.

The Angers Court of Appeal dismissed his claim by conjecturing a presumption of delivery of the copy to the employee because the Cerfa form indicated that the agreement had been drawn up in two copies.

The Court of Cassation breaks the judgment of the Court of Appeal of Angers and specifies that the latter could not refuse the request for cancellation "without finding that a copy of the termination agreement had been given to the employee".

The High Court therefore does not recognize any presumption as to the delivery of the copy of the termination agreement to the employee since the mere indication of the mention "made in two copies" is necessary but not sufficient (CA Colmar 13 October 2015 no. 14/01550).

This absence of presumption of delivery of a termination agreement places the burden of proof on the employer, who must demonstrate that a copy of the termination agreement has been given to the employee in the event of litigation.

On this point, the case law has specified certain modalities.

Indeed, it is recommended that the employer sign a receipt for the delivery of a signed termination agreement to the employee or to mention that a copy has been issued to him.

Indeed, the Metz Court of Appeal has ruled that there is an agreement of rupture that does not include any indication on the number of originals established or the delivery of a copy of it (CA Metz, April 7, 2015 # 13/02982).

 

Sources :

Cass. Soc., 3 juillet 2019 n°17-14232

https://www.courdecassation.fr/jurisprudence_2/arrets_publies_2986/chambre_sociale_3168/2019_9139/juillet_9408/1085_03_43137.html

Cass. Soc., 3 juillet 2019 n°18-14414

https://www.courdecassation.fr/jurisprudence_2/arrets_publies_2986/chambre_sociale_3168/2019_9139/juillet_9408/1084_03_43131.html

Cass. soc., 6 février 2013, n°11-27.000

https://www.legifrance.gouv.fr/affichJuriJudi.do?oldAction=rechJuriJudi&idTexte=JURITEXT000027052408

Article L 1237-14 du Code du travail

https://www.legifrance.gouv.fr/affichCodeArticle.do?cidTexte=LEGITEXT000006072050&idArticle=LEGIARTI000019068126&dateTexte=&categorieLien=cid

Article L 1237-13 du Code du travail

https://www.legifrance.gouv.fr/affichCodeArticle.do?cidTexte=LEGITEXT000006072050&idArticle=LEGIARTI000019068108&dateTexte=&categorieLien=cid

CA Colmar 13 octo 2015 n°14/01550

http://www.lexbase.fr/jurisprudence/35457389-ca-colmar-13-10-2015-n-b-14-01550-confirmation

CA Metz, 7 avril 2015 n°13/02982

http://www.lexbase.fr/jurisprudence/24090696-ca-metz-07-04-2015-n-13-02982

 

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris

CHHUM AVOCATS (Paris, Nantes, Lille)

e-mail: chhum@chhum-avocats.com

www.chhum-avocats.fr

https://www.instagram.com/fredericchhum/?hl=fr

.Paris: 4 rue Bayard 75008 Paris tel: 0142560300

.Nantes: 41, Quai de la Fosse 44000 Nantes tel: 0228442644

.Lille: 25, rue Gounod 59000 Lille tel: 0320135083

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Par frederic.chhum le 07/10/19
Dernier commentaire ajouté il y a 1 mois 1 semaine

Le Cabinet CHHUM AVOCATS (Paris, Nantes et Lille) a obtenu les jurisprudences suivantes aux prud'hommes ou en appel des prud'hommes en 2019 :

1) Résiliation judiciaire, non-paiement d’heures supplémentaires

Résiliation judiciaire : Résiliation judiciaire du contrat de travail de Monsieur X aux torts exclusifs de l’IFOCOP et condamnation de l’IFOCOP au paiement de la somme de 33.000 euros bruts. Cour d’Appel de Paris (pôle 6 – Chambre 11), 2 juillet 2019, n°17/06627.

https://www.village-justice.com/articles/resiliation-judiciaire-est-elle-possible-cas-non-paiement-ses-heures,32097.html

2) Intermittents du spectacle /journalistes : Requalification de CDDU en CDI et ou licenciement sans cause

2. 1) Requalification de CDDU en CDI et licenciement sans cause : la Cour d’Appel de Versailles requalifie les 14 ans de CDDU d’un ingénieur du son en CDI à temps complet et l’ingénieur du son d’Elephant  obtient 70.000 euros (Cour d’Appel de Versailles, 11 septembre 2019).

https://www.village-justice.com/articles/intermittents-requalification-ans-cddu-cdi-temps-complet-ingenieur-son,32550.html?utm_source=backend&utm_medium=RSS&utm_campaign=RSS

2.2) Requalification de CDDU en CDI et licenciement sans cause : le conseil de prud’hommes de Paris (Départage) requalifie en CDI de 21 ans de CDDU d’un chef réalisateur et condamne la société FRANCE TELEVISIONS au paiement de la somme de 123.168 euros (Conseil de prud’hommes de Paris, départage, 11 juillet 2019, définitif).

https://www.village-justice.com/articles/intermittents-requalification-cdi-ans-cddu-chef-realisateur-france-televisions,32286.html

2.3) Requalification de CDDU en CDI : le conseil de prud’hommes de Creil requalifie les CDDU d’un metteur en scène CDI d’un metteur en scène de GREVIN ET COMPAGNIE (Parc Astérix) (Conseil de prud’hommes de Creil, 28 mars 2019).

https://blogavocat.fr/space/frederic.chhum/content/droit-des-intermittents-du-spectacle-requalification-des-cddu-en-cdi-d%E2%80%99un-metteur-en-sc%C3%A8ne-du-parc-ast%C3%A9rix-cph-creil-28-mars-2019_

2.4) Requalification de CDDU en CDI et licenciement sans cause : requalification des 1000 CDDU d’un régisseur d’Euro Média, intermittent du spectacle, en CDI à temps complet et licenciement sans cause. L’intermittent obtient 120.000 euros bruts (Cour d’Appel de Paris (pôle 6 – chambre 8), 26 mars 2019, n°16/15747, définitif).

https://www.village-justice.com/articles/intermittents-spectacle-requalification-des-1000-cddu-regisseur-cdi-temps,31463.html

2.5) Requalification de CDDU en CDI : deux réalisateurs de Bandes annonces de France Télévisions en CDDU obtiennent une requalification en CDI à temps complet, une reconstitution de carrière et un rappel de salaire pendant les périodes interstitielles (Cour d’Appel de Paris, 12 mars 2019, n°16/15391 et n°16/15748, non définitif pourvoi en cassation).

https://www.village-justice.com/articles/intermittents-spectacle-realisateurs-son-france-cddu-obtiennent-appel-une,31111.html

2.6) Requalification de CDDU en CDI : requalification des 22 ans de CDDU d’un intermittent du spectacle réalisateur de Bandes Annonces en CDI à temps complet ; l’intermittent obtient 109.000 euros au total (Cour d’Appel de Paris (pôle 6 – chambre 9), 27 février 2019, n° 16/14366).

https://www.village-justice.com/articles/intermittents-spectacle-requalification-des-ans-cddu-realisateur-bandes,31643.html?utm_source=backend&utm_medium=RSS&utm_campaign=RSS

2.7) Requalification de CDDU en CDI : une cheffe monteuse sous CDDU depuis 16 ans est réintégrée en CDI et la société FRANCES 3 RENNES doit lui payer 30.863 euros (Conseil de prud’hommes de Paris, 14 décembre 2018).

https://blogavocat.fr/space/frederic.chhum/content/droit-des-intermittents-une-cheffe-monteuse-de-france-3-rennes-sous-cddu-depuis-16-ans-int%C3%A9gr%C3%A9e-en-cdi-par-les-prud%E2%80%99hommes-et-obtient-30-863-euros-cph-de-paris-14122018_

2.8) Requalification de CDDU en CDI et licenciement sans cause : un assistant logisticien de Groupe Novelty obtient une requalification de ses 186 CDDU en CDI et le salarié obtient 27.781 euros (Conseil de prud’hommes de Paris, départage, 29 novembre 2018, non définitif appel en cours).

https://blogavocat.fr/space/frederic.chhum/content/droit-des-intermittents-du-spectacle-un-assistant-logisticien-du-groupe-novelty-obtient-27.781-euros-aux-prud%E2%80%99hommes-suite-%C3%A0-une-requalification-des-186-cdd-d%E2%80%99usage-en-cdi-cph-paris-d%C3%A9partage-29112018_

3) Requalification d’une conventions de stage en contrat de travail

Requalification d’une convention de stage en contrat de travail salarié : la Cour d’Appel requalifie les conventions de stage de Monsieur X en CDI avec FNAC DARTY et ce dernier obtient 65.000 euros. Cour d’Appel de Paris, (pôle 6 – chambre 10, 6 mars 2019, n° 17/04803, définitif).

https://www.village-justice.com/articles/requalification-une-convention-stage-sein-fnac-darty-contrat-travail-salarie,30960.html

4) Licenciement sans cause, illicéité de la convention de forfait jours

Illicéité de la convention de forfait jours : le conseil de prud’hommes de Tours juge sans cause réelle et sérieuse le licenciement d’un chef d’agence de KONECRANES et juge illicite sa convention de forfait jours. Le salarié obtient 150.334 euros (Conseil de prud’hommes de Tours, 4 septembre 2019, définitif).

https://www.legavox.fr/blog/frederic-chhum-avocats/prud-hommes-chef-agence-obtient-27491.htm

5) Procédure devant la Cour d’appel, RPVA

5.1) Procédure d’appel : l’omission de la transmission par RPPVA de la pièce jointe des conclusions est une cause étrangère (Cour d’Appel de Paris pôle 6 – chambre 10, 6 février 2019, n°18/00495, définitif).

https://www.village-justice.com/articles/procedure-appel-omission-transmission-par-rpva-piece-jointe-des-conclusions-est,30638.html

5.2) Pouvoir de la Cour d'appel de restituer leur exacte qualification aux faits et actes litigieux sans s'arrêter à la dénomination donnée par les parties (CA Paris 17 janvier 2019, M. X c Economat des armées)

https://www.legavox.fr/blog/frederic-chhum-avocats/procedure-cour-appel-pouvoir-restituer-26803.htm

CHHUM AVOCATS défend notamment des salariés, cadres, intermittents du spectacle, journalistes, cadres dirigeants.

Nous plaidons également dans toute la France (Conseil de prud’hommes, Cour d’appel, Tribunal correctionnel, TGI).

1) Paris

CHHUM AVOCATS plaide devant les Cours d’Appel (Paris, Versailles, etc.), devant tous les conseils de prud’hommes d’Ile de France (Paris, Melun, Meaux, Fontainebleau, Auxerre, Sens, Créteil, Bobigny, Evry) et dans toute la France (Lyon, Marseille, Lille, etc.).

CHHUM AVOCATS plaide aussi devant le TASS, le Tribunal de Grande Instance et le Tribunal correctionnel.

2) Nantes

CHHUM AVOCATS Paris, avocats en droit du travail et droit pénal du travail, possède un bureau secondaire à Nantes depuis le 1er mars 2016.

Le bureau est situé au 41, quai de la Fosse à Nantes (en face du Palais de justice).

3) Lille

CHHUM AVOCATS Paris, avocats en droit du travail et droit pénal du travail, possède un bureau secondaire à Lille depuis le 1er mars 2019.

Le bureau est situé au 25, rue Gounod à Lille.

N’hésitez pas à nous contacter.

 

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris

CHHUM AVOCATS (Paris, Nantes, Lille)

e-mail: chhum@chhum-avocats.com

www.chhum-avocats.fr

https://www.instagram.com/fredericchhum/?hl=fr

.Paris: 4 rue Bayard 75008 Paris tel: 0142560300

.Nantes: 41, Quai de la Fosse 44000 Nantes tel: 0228442644

.Lille: 25, rue Gounod 59000 Lille tel: 0320135083

 

 

Par frederic.chhum le 04/10/19
Dernier commentaire ajouté il y a 1 mois 2 semaines

La requalification d’une démission en prise d’acte aux torts de l’employeur peut-elle être directement portée devant le bureau de jugement ?

La Cour de Cassation répond positivement et déclare le moyen non fondé au motif que « l’article 1451-1 du code du travail prévoit que, lorsque le conseil de prud’hommes est saisi d’une demande de qualification de la rupture du contrat de travail à l’initiative du salarié en raison de faits que celui-ci reproche à son employeur, l’affaire est directement portée devant le bureau de jugement, qui statue au fond dans un délai d’un mois suivant sa saisine ».

Elle affirme que la Cour d’Appel a exactement décidé que, l’article L.1451-1 du Code du travail n’opérant pas de distinction entre une rupture du contrat de travail par prise d’acte et une rupture résultant d’une démission dont il est demandé la requalification, la salarié avait valablement saisi le conseil de prud’hommes le 6 octobre 2014 de sorte que sa demande n’était pas prescrite.

Cet arrêt doit être approuvé.

Pour lire l’intégralité de la brève, cliquez sur le lien ci-dessous.

https://www.village-justice.com/articles/prud-hommes-action-requalification-une-demission-prise-acte-peut-etre-portee,32598.html

Sources

. Article 1451-1 du Code du travail :

https://www.legifrance.gouv.fr/affichCodeArticle.do?cidTexte=LEGITEXT000006072050&idArticle=LEGIARTI000029176775

. Arrêt de la chambre sociale de la Cour de Cassation du 18 septembre 2019, n°18-156765 :

https://www.courdecassation.fr/jurisprudence_2/arrets_publies_2986/chambre_sociale_3168/2019_9139/septembre_9513/1253_18_43612.html

 

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris

CHHUM AVOCATS (Paris, Nantes, Lille)

e-mail: chhum@chhum-avocats.com

www.chhum-avocats.fr

https://www.instagram.com/fredericchhum/?hl=fr

.Paris: 4 rue Bayard 75008 Paris tel: 0142560300

.Nantes: 41, Quai de la Fosse 44000 Nantes tel: 0228442644

.Lille: 25, rue Gounod 59000 Lille tel: 0320135083

 

 

Par frederic.chhum le 04/10/19
Dernier commentaire ajouté il y a 1 mois 2 semaines

Dans son ordonnance, le Conseil de prud’hommes de Bastia, statuant en départage, affirme : « Il ressort des pièces de la procédure, dont certains éléments sont repris en substance dans la décision de la cour administrative d’appel de Marseille du 19 mars 2019 que l’OEC a été institué par l’article 57 de la loi du 13 mai 1991 portant statut de la collectivité de Corse pour assurer la mise en valeur, la gestion, l’animation et la promotion du patrimoine de la Corse dans le cadre des orientations définies par la collectivité de Corse.

En vertu de l’article 3 des statuts de cet établissement public, il peut intervenir en tant que maître d’ouvrage recevant délégation de la collectivité territoriale ou de toute autre personne de droit public ou privé, maître d’œuvre ou prestataire de service.

L’article 19 de ce même texte précise que les ressources de l’office sont couvertes par des crédits versés par la collectivité territoriale de Corse, des dotations et subventions provenant d’organismes publics ou privés, des rémunérations pour service rendus, des dons et legs, des emprunts, des revenus issus de biens mobiliers ou immobiliers et tous autres produits générés par son activité.

Dès lors, la cour administrative, même si les statuts confèrent à l’OEC la qualité d’établissement industriel et commercial, et constatant que l’essentiel des ressources de cet établissement public provenait de la collectivité de Corse afin de financer des missions de service public, et que le statut du personnel présentait de fortes similitudes avec le statut de la fonction publique territoriale, a relevé le caractère administratif de cet organisme compte tenu de ses missions, de ses ressources, de son organisation et de ses agents.

Ainsi, la cour administrative d’appel, dans un litige qui opposait l’OEC à Monsieur X a jugé que les agents de cet office, sauf ceux ne participant pas à l’exécution du service public administratif, ont la qualité d’agents publics.

La cour précisait que Monsieur X, en qualité de chef de département des ressources humaines et du contrôle de gestion au sein de l’OEC participait directement à l’exécution du service public administratif.

Il résulte de l’ensemble de ces éléments que compte tenu de ses missions, de ses ressources, de son organisation et de ses agents que l’office de l’environnement de Corse est un EPA et Monsieur X qui participait directement à l’exécution du service public administratif assumé par cet office à la qualité d’agent public.

Dès lors, le conseil de prud’hommes apparaît incompétent pour statuer sur toute demande visant à contester une décision d’inaptitude le concernant ».

Le Conseil des prud’hommes de Bastia s’estime incompétent pour statuer sur la demande de désignation, par un agent de l’OEC, d’un médecin inspecteur du travail en application de l’article L. 4624-7 du code du travail.

***

Le responsable RH a interjeté appel devant la Cour d’appel de Bastia. Le délibéré sera rendu le 4 décembre 2019

Pour lire l’intégralité de la brève, cliquez sur le lien ci-dessous.

https://www.legavox.fr/blog/frederic-chhum-avocats/aptitude-chef-departement-office-environnement-27499.htm

Sources :

. article L. 4624-7 du code du travail https://www.legifrance.gouv.fr/affichCodeArticle.do?cidTexte=LEGITEXT000006072050&idArticle=LEGIARTI000033014752

. Article L. 4424-35 du code général des collectivités territoriales https://www.legifrance.gouv.fr/affichCodeArticle.do?idArticle=LEGIARTI000033469539&cidTexte=LEGITEXT000006070633&dateTexte=20180101

. Article 57 de la loi du 13 mai 1991 portant statut de la collectivité de Corse

https://www.legifrance.gouv.fr/affichTexteArticle.do;jsessionid=21AA65848D6BE79418B025268195E1A6.tpdila12v_2?idArticle=LEGIARTI000006385768&cidTexte=LEGITEXT000006077609&dateTexte=20161012

 

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris

CHHUM AVOCATS (Paris, Nantes, Lille)

e-mail: chhum@chhum-avocats.com

www.chhum-avocats.fr

https://www.instagram.com/fredericchhum/?hl=fr

.Paris: 4 rue Bayard 75008 Paris tel: 0142560300

.Nantes: 41, Quai de la Fosse 44000 Nantes tel: 0228442644

.Lille: 25, rue Gounod 59000 Lille tel: 0320135083

 

Par frederic.chhum le 01/10/19
Dernier commentaire ajouté il y a 1 mois 2 semaines

The law on "securing employment" of June 14th 2013 created, in the context of litigation relating to dismissal, a conciliation schedule allowing employees, in particular, to benefit from social and tax benefits.

Thus, Article L1235-1 of the Labor Code provides that "In case of dispute, during the conciliation provided for in Article L. 1411-1, the employer and the employee may agree or the conciliation board and the propose to terminate it by agreement. This agreement provides for the payment by the employer to the employee of a lump sum indemnity the amount of which is determined, without prejudice to legal, contractual or contractual indemnities, with reference to a scale set by decree according to the seniority of the employee. "

By Decree n° 2016-1582 of November 23rd, 2016, the conciliation schedule was modified in order to be more attractive for employees and to be more consistent with -vis the scale (on this optional date) in case of dismissal without cause real and serious.

This scale of conciliation is interesting for taxpayers, especially senior executives with a high salary and seniority because it allows to overcome the tax exemption limit of 6 PASS (238.392 euros).

This scale also makes it possible to avoid the lack of unemployment.

1) When and how does the flat rate of conciliation (bareme de conciliation) apply?

Article L.1235-1 of the Labor Code provides for the possibility for the parties to put an end to the dispute which sets them against an agreement found in the minutes of the Conciliation and Orientation Office.

The agreement must then provide for "payment by the employer to the employee of a lump sum compensation", the amount of which is determined by article D.1235-21 of the Labor Code, depending on the seniority of the employee at the within the company:

 

Seniority of the employee in the company

Applicable « Indemnité forfaitaire de conciliation »

Inférieure à un an

2 months of salary

Between 1 and 8 years

3 months of salary + one month per additional year up to 8 years seniority

Between 8 years and less than 12 years

10 months of salary

Between 12 years and less than 15 years

12 months of salary

Between 15 years and less than 19 years

14 months of salary

Between 19 years and less than 23 years

16 months of salary

Between 23 years and less than 26 years

18 months of salary

Between 26 years and less than 30 years

20 months of salary

Above 30 years

24 months of salary

 

 

 

Nevertheless, with regard to the letter of the text, it appears that only disputes relating to the termination of the employment contract of indefinite duration can benefit from this device.

Indeed, Article L.1235-1, paragraph 2 of the Labor Code provides that "The minutes recording the agreement constitutes waiver by the parties to all claims and indemnities relating to the termination of the employment contract provided for in this chapter. ".

Therefore, it appears that in the presence of a request for overtime, non-payment of wages or any other request not related to the termination of the employment contract, the flat rate of conciliation not intended to apply.

2) Tax and social benefits of the flat-rate conciliation (bareme de conciliation) indemnity

Recourse to the minutes of conciliation is advantageous for both parties, both from a fiscal and social point of view.

2.1) A tax exemption without the limit of 6 PASS: it is very interesting for the senior executives who perceive a high remuneration and which have a long seniority

First, the employee benefits from a tax exemption, total or partial, depending on the case, of the amount received as a lump sum conciliation indemnity.

In fact, article 80 duodecies (of French Tax Code) provides that the indemnities paid on the occasion of the termination of the employment contract and mentioned in article L.1235-1 of the Labor Code (relating to the scale of conciliation), are exempt from income tax, within the limits of the scale.

Thus, since the allowance paid corresponds to the scale, it is entirely exempt.

This allows to escape the cap of 6 PASS.

Example: a manager who earns 50,000 euros per month and with 30 years of seniority can benefit from a tax exemption up to 1,200,000 euros (50,000 euros x 24).

It is therefore very interesting for senior managers who have seniority, with a high salary.

If he had traded via a transactional agreement, he would have benefited from a tax exemption within the limit of 6 PASS, or 238.392 euros.

On the other hand, if the employee receives a conciliation indemnity higher than the scale, the fraction exceeding this scale is subject to tax.

2.2) Exemption from social security contributions up to 2 PASS: we remain in common law

Secondly, the conciliation allowance also benefits from an exemption from social security contributions within the limits of the scale and from twice the annual social security ceiling (ie 79,464 euros in 2018).

However, in determining the amount of the exempt allowance, the amounts already exempted from the termination indemnity (statutory, contractual or contractual) must be taken into consideration.

Finally, with regard to the CSG-CRDS, the flat-rate reconciliation payment will be subject to it if it exceeds the legal or contractual indemnity for dismissal or within the limit of the total amount excluded from the social contribution base.

3) Recourse to the flat-rate conciliation indemnity makes it possible to avoid unemployment

Recourse to the conciliation scheme also includes an interest in unemployment and especially unemployment.

In fact, since the sums paid to the employee, due to the termination of the contract (severance pay or transactional indemnity), exceed the amount stipulated by law, they are included in the calculation of the Pôle Emploi compensation differential ( Article 21 of the Unemployment Insurance Regulation).

However, this specific delay of compensation can sometimes have important consequences for the employees who can be found during 150 days (maximum) without being compensated.

The use of conciliation minutes allows the employee to limit this risk.

Indeed, the sheet 4 of the UNEDIC Circular 2017-20 of 24 July 2017 specifies the list of allowances excluded from the basis of calculation of the deferred.

Thus, the sums paid in the context of a conciliation statement are not taken into account for the determination of the specific deferral, within the limit of the amount provided for in the scale.

Example:

Mr. X is an employee with 17 years of seniority and a monthly reference salary of 2,000 euros gross. He is fired for simple misconduct and makes his notice.

In this respect, he receives a legal compensation of 9,620 euros for dismissal.

As part of an agreement following the dismissal, the employee receives an additional compensation of 30,000 euros gross.

The specific deferral of compensation is calculated by dividing the amount of supra-legal compensation by 92.6.

In any case, the deferred compensation can not be greater than 150 days (75 days in case of dismissal for economic reasons).

Hypothesis 1: compensation is paid outside the minutes of conciliation

Mr X having received 30.000 euros of supra-legal compensation, the total sum is taken into account in the calculation of the specific deferred compensation, ie:

30,000 / 92.6 = 323.

The employee must wait 150 days before being compensated (the deferred compensation can not be greater than 150 days).

Hypothesis 2: compensation is paid as part of a conciliation statement

The flat rate of conciliation provides a lump sum compensation of 14 months, or 28,000 euros.

Mr. X having received a supra-legal indemnity of 30,000 euros, only 2,000 euros will be taken into account in the calculation of the specific deferred compensation, ie:

2.000 / 92.6 = 21 days.

The employee must wait 21 days before being compensated.

4) Conciliation scheme and direct referral to the Labor Court (conseil de prud’hommes)

The Labor Code provides in certain cases (requalification of fixed-term, fixed-term contract or internship agreement, taking of act) the possibility of directly seizing the judgment office of the Labor Court.

In such a case, the employees do not benefit from a conciliation and orientation hearing, the case being brought directly before the Judgment Office.

Nevertheless, what happens when the parties intend to reconcile visas to articles L.1235-1 and D.1235-21 of the Labor Code?

The Judgment Bureau has the opportunity to meet in conciliation training, in particular to approve any conciliation minutes.

However, in such a case, it appeared that certain organizations, such as Pôle Emploi, considered that the approved agreement did not fall within the provisions of Articles L.1235-1 and D.1235-21 of the Labor Code. =

In order to ensure that you benefit from the tax, social and unemployment benefits of the Conciliation Schedule, it is therefore advisable to go through a voluntary presentation to the Conciliation and Orientation Office.

5) Voluntary presentation of the parties to the Conciliation and Orientation Office (Bureau de conciliation et d’orientation) (Article R.1452-1 of the French Labor Code)

Article R.1452-1 of the Labor Code stipulates that "The request to the courts shall be made either by an application or by a voluntary presentation of the parties to the Conciliation and Orientation Office".

In practice and as an example, before the Labor Court of Paris, it is advisable to contact the Registry for a BCO date.

The parties must then address to the registry the text of the PV that they wish to homologate, as well as the information relating to the parties (name, surname, legal name, addresses, nationality, profession, activity, collective agreement, legal representative, etc.). .

At the date of the hearing indicated, the parties must appear at the registry at 10 am, the case not being mentioned on the roll.

The parties are then heard by the conciliation board which homologates the agreement transmitted.

As for the other industrial tribunals, it is better to inquire beforehand to know the dates and hours of voluntary presentation.

 

Frédéric CHHUM, avocat and member of the Paris Bar Council (conseil de l’ordre des avocats de Paris)

CHHUM AVOCATS (Paris, Nantes, Lille)

e-mail: chhum@chhum-avocats.com

www.chhum-avocats.fr

https://www.instagram.com/fredericchhum/?hl=fr

.Paris: 4 rue Bayard 75008 Paris tel: 0142560300

.Nantes: 41, Quai de la Fosse 44000 Nantes tel: 0228442644

.Lille: 25, rue Gounod 59000 Lille tel: 0320135083