frederic.chhum

Par frederic.chhum le 30/04/20
Dernier commentaire ajouté il y a 3 mois 2 semaines

The work stoppage for childcare (arrêt de travail pour garde d'enfants) allows an employee who is forced to keep his children because of the closure of educational establishments to benefit from a salary maintenance scheme up to 90% of his current remuneration.

From May 1st 2020, employees on work stoppage for these reasons will be placed in partial activity and will receive compensation up to 70% of gross salary, or approximately 84% of net salary. These amounts will be raised to 100% of the salary for employees paid at the minimum wage. This indemnity will be paid to the employee on the normal due date of pay by the company, who will be reimbursed in full by the State under the same conditions as the rest of the partial activity.

This measure makes it possible to avoid a reduction in the compensation of the persons concerned: without this measure, the level of compensation for employees would have decreased to reach 66% of the salary after 30 days of stoppage for employees with less seniority at 5, for example.

I) Compensation of employees by issuing a work stoppage (arrêt de travail) in connection with the epidemic (until April 30, 2020)

1) What are the conditions to benefit from a Covid-19 work stoppage?

1.1) Conditions relating to children

The Coronavirus work stoppage to keep children at home concerns parents of children:

• Aged under 16 on the day of the start of the sick leave. [1]

• With a disability of less than 18 years old taken care of in a specialized establishment. [2] [3]

The work stoppage must be the only possible solution to face the situation of forced custody of the child.

1.2) Conditions relating to parents

• The parent must be affiliated with Améli.fr. Can benefit from the stop of work for childcare:

o Employees of the general scheme;

o Self-employed workers;

o Artist-authors;
o Contract agents in the public service;

o Agricultural workers, sailors;

o Clerks and notary employees;

o Training organizations which can declare their trainees in vocational training there. [4]

Civil servants, as well as other special schemes, are excluded from this system.

• Only one parent at a time can benefit from the judgment. [1]

It is possible to split the judgment or share it between the parents over the period of closure of the establishment. [3]

2) What is the procedure for obtaining a work stoppage for childcare (arrêt de travail pour garde d’enfants) ?

The employee must give his employer an attestation form indicating the surname, first name of the child, his age and the establishment attended.

For a certificate model follow the following link:

 https://travail-emploi.gouv.fr/IMG/pdf/19032020-attestation-de-garde.pdf

The employer must declare this work stoppage via the site: https://declare.ameli.fr/ with the delivery of the elements necessary for the payment of the daily allowance according to the common law procedure applicable to sick leave. [4]

The declaration for childcare made by the employer via declare.ameli.fr replaces the medical prescription.

It is therefore not necessary for an employee to consult his general practitioner to benefit from this stop.

3) Terms of compensation for the employee during his stoppage

The employee on sick leave benefits from the maintenance of his remuneration up to 90% * of his salary thanks to the payment:

- Daily Social Security allowances;

- Additional employer compensation *.

Certain collective agreements provide for full salary maintenance, which brings the additional remuneration to 50% of the basic salary.
 

Please note: an employee cannot benefit cumulatively from the partial unemployment and work stoppage mechanism for childcare.

3.1) Payment of Daily Social Security Allowances (IJSS)

3.1.1) Alleviation of eligibility conditions due to Covid-19

Given the exceptional circumstances related to Covid-19:

- The waiting period is deleted; [1]

- No previous working hours or contribution conditions are required [1].

As a reminder, apart from the Covid-19 epidemic, to be compensated during the first 6 months of a stoppage, the employee had to justify, on the day of the work interruption, the following conditions:

• Have worked at least 150 hours during the 3 calendar months or the 90 days preceding the stop,

OR

• Have contributed, during the 6 calendar months preceding the termination, on the basis of remuneration at least equal to 1015 times the amount of the hourly minimum wage fixed at the start of this period. [5]

The daily allowances were paid to him after a waiting period of 3 days, the employee received an allowance only during the 4th day. [6]

For example, in the event of a cessation from March 1, daily allowances are paid from March 4th.

These two conditions being deleted, the employee can benefit from benefits from the first day without having to prove a minimum period of contribution.

3.1.2) Reminder – Amount of payment of IJSS and duration of compensation

The daily social security allowance is 50% of the basic daily salary.

This daily salary is equal to the total of the last 3 months of gross salary.

The salary taken into account is capped at 1.8 times the monthly minimum wage, i.e. € 2,770.95 per month for 2020

The daily allowances are paid every 14 days by the CPAM which sends a statement which the employee can download.

The decree specifies that the employee on work stoppage for childcare may benefit from daily allowances for the entire duration of the closure of the establishment welcoming this child. [1]

3.2) Additional compensation paid by the employer

3.2.1) Alleviation of the eligibility conditions linked to Covid-19

Except in an exceptional pandemic situation, the employee must fulfill the following conditions to receive additional compensation:

1. Justify at least one year of seniority in the company;

2. Have sent the medical certificate to the employer within 48 hours;

3. Benefit from the daily allowances paid by Social Security;

4. Be treated in France or in one of the member states of the European Economic Area (EEA);

5. Not be a home worker or seasonal, intermittent or temporary employee. [7]

Given the exceptional circumstances linked to Covid-19, these conditions have been adapted and only the condition for payment of daily allowances is maintained. [8]

The additional remuneration must now be paid:

• Without seniority condition;

• Without obligation to transmit the medical certificate within 48 hours;

• Without obligation to be treated in France or in one of the member states of the EEA;

• Without limitation of the employees covered, can therefore benefit from the compensation:

- Employees working at home;

- Seasonal employees;

- Intermittent employees;

- Temporary employees.

3.2.2) Amount and duration of the additional compensation paid by the employer

The employee on sick leave receives additional remuneration paid by the employer, which is added to the IJSS.

This is a legal and sometimes conventional obligation, but to benefit from it the employee must fulfill certain conditions.

Unless more favorable conventional provisions, a waiting period of 7 days is provided for each work stoppage. [9]

However, this waiting period has been eliminated and the employee may receive additional compensation from the 1st day of the work stoppage for childcare. [10]

According to the labor code, the amount paid by the employer depends on the duration of the work stoppage:

- During the first 30 days: the employee receives 90% of the gross remuneration that the employee would have received if he had continued to work.

- From the 31st to the 60th day: the employee receives 2/3 of this remuneration, ie 66.66% of the remuneration. [11]

The amount paid by the employer is calculated as a deduction from the daily social security benefits paid.

The longer the employee has worked in the company, the longer their compensation will be. [12]

Compensation table during Covid-19 period:

Seniority in the company Maximum duration of compensation payments

0 to 5 years 60 days (30 days at 90% and 30 days at 66.66%)

6-10 years 80 days (40 days 90% and 40 days 66.66%)

11 to 15 years 100 days (50 days at 90% and 50 days at 66.66%)

16 to 20 years 120 days (60 days at 90% and 60 days at 66.66%)

21 to 25 years 140 days (70 days at 90% and 70 days at 66.66%)

These compensation procedures apply in the absence of more favorable contractual provisions.

EXAMPLE:

An employee is placed on sick leave in order to babysit her children, she has 10 months of seniority and receives 2,500 euros gross per month. How much will she receive?

Excluding coronavirus, the employee who does not benefit from one year of seniority could not have claimed the payment of a supplement by the employer.

However, this rule being set aside, the employee may receive:

- Daily social security allowances;

- The additional salary paid by his employer.

The amount of his remuneration will vary according to the duration of the compensation:

- During the first 30 days: she will receive 2,250 euros, or 1,274 from IJSS and 975 euros from her employer.

- From the 31st to the 60th day: she will receive 1,667.50 euros, or 1,274 from IJSS and 393 euros from her employer.

- From the 60th day: she will no longer receive from her employer and only 1,250 from IJSS.

II) From May 1st, 2020: compensation of employees by the implementation of the partial activity system (activité partielle)

Law n ° 2020-473 of April 25th, 2020 of amending finances for 2020 was published in the official journal on April 26th, 2020 and provides for the transition to the partial activity system for employees compensated in particular for a work stoppage for child care. [13] Explanations in detail.

1) Employees eligible for change to the compensation scheme

Confirming the announcements of the Ministry of Labor, Article 20 of Law No. 2020-473 specifies that employees in private law who are unable to continue working for one of the employees are placed in a position of partial activity. following reasons:

- The employee is a vulnerable person at risk of developing a serious form of infection with the SARS-CoV-2 virus;

- The employee shares the same domicile as a vulnerable person;

- The employee is the parent of a child under the age of sixteen or of a person with a disability who is the subject of an isolation, eviction or home support measure.

Consequently, the self-employed workers, civil servants and contract agents under public law will continue to benefit from the work stoppage system (see I).

2) What device implemented? What steps should the employee take?

As of May 1st, the law specifies that employees in the aforementioned situations will receive the partial activity allowance, even if they do not meet the criteria provided for in article L.5122-1 of the Labor Code.

 

As a reminder, this article specifies that “are placed in a position of partial activity, after express or implied authorization from the administrative authority, if they suffer an attributable loss of remuneration:

-or the temporary closure of their establishment or part of establishment;

- or to the reduction of the working hours practiced in the establishment or part of establishment below the legal working time. "

The law n° 2020-473 of April 25, 2020 by excluding the conditions of article L.5122-1 of the Labor code, would it also dismiss the authorization of the administrative authority?

The ministry of work (ministre du Travail), specified in its press release that this compensation for the partial activity would be done "under the same conditions as for the companies which undergo a fall of activity. "

Under these conditions, the transition from the compensation scheme for work stoppages to the partial activity scheme should take place automatically, without any particular action on the part of the employee or the employer.

These elements should nevertheless be specified by decree in the coming days.

3) Date of triggering of the device and duration

The law is clear, it will apply from May 1, 2020 "regardless of the date of the start of the work stoppage."

The duration is however different according to the categories of employees concerned:

- For vulnerable employees and employees living with a vulnerable person: the duration of compensation under the partial activity scheme applies until a date fixed by decree and no later than December 31, 2020.

- For employees who are parents of a child under the age of 16 or of a person with a disability: the partial activity system will apply for the entire duration of the isolation, eviction or maintenance measure at home concerning their child.

The law provides that the modalities of application of the article will be defined by regulatory means, the decrees will also have to specify the modalities of compensation of employees receiving the minimum wage in accordance with the announcements of the Ministry of Labor.

 

[1] Article 1 of decree n ° 2020-73 of January 31, 2020 adopting suitable conditions for the benefit of cash benefits for people exposed to the coronavirus modified by decree n ° 2020-227 of March 9, 2020 - art 1 .

[2] Article L3141-8 Labor Code

[3] Améli.fr https://www.ameli.fr/assure/actualites/covid-19-des-arrets-de-travail-simplifies-pour-les-salaries-contraints-de-garder-leurs-enfants

[4] https://declare.ameli.fr/employeur/conditions

[5] Article R313-3 of the Social Security Code

[6] Article R323-1 of the Social Security Code

[7] Article L1226-1 of the Labor Code

[8] Article 1 1 ° ordinance n ° 2020-322 of March 25, 2020 temporarily adapting the terms and conditions of allocation of the additional compensation provided for in article L. 1226-1 of the labor code

[9] Article D1226-3 of the Labor Code

[10] Article 1 of Decree No. 2020-193 of March 4, 2020 relating to the waiting period applicable to the additional allowance to the daily allowance for persons exposed to the coronavirus

[11] Article D1226-1 of the Labor Code

[12] Article D1226-2 of the Labor Code

[13] https://www.legifrance.gouv.fr/eli/loi/2020/4/25/CPAX2009624L/jo/texte

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris (mandat 2019-2021)

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 30/04/20
Dernier commentaire ajouté il y a 3 mois 2 semaines

Rappel : l’arrêt de travail pour garde d’enfants permet au salarié qui est contraint de garder ses enfants en raison de la fermeture des établissements scolaire de bénéficier d’un dispositif de maintien de salaire jusqu’à 90% de sa rémunération actuelle.

1) Indemnisation des salariés par la délivrance d’un arrêt de travail en lien avec l’épidémie (avant le 1er mai 2020).

1) Quelles sont les conditions pour bénéficier d’un arrêt de travail Covid-19 ?

1.1) Conditions tenant aux enfants.

L’arrêt de travail Coronavirus pour garder ses enfants à domicile concerne les parents d’enfant :

Agés de moins de 16 ans au jour du début de l’arrêt [1] ; En situation de handicap de moins de 18 ans pris en charge dans un établissement spécialisé [2] [3].

L’arrêt de travail doit être la seule solution possible pour face à la situation de garde contrainte de l’enfant.

1.2) Conditions tenant aux parents.

Le parent doit être affilié à Améli.fr. Peuvent bénéficier de l’arrêt de travail pour garde d’enfant : Les salariés du régime général ;
Les travailleurs indépendants ;
Les artistes-auteurs ;

Les agents contractuels de la fonction publique ; Les salariés agricoles, marins ; Les clercs et employés de notaire ; Les organismes de formation qui peuvent y déclarer leurs stagiaires en formation professionnelle [4].

Sont exclus de ce dispositif les agents de la fonction publique, ainsi que les autres régimes spéciaux.

Un seul parent à la fois peut bénéficier de l’arrêt.

Il est possible de fractionner l’arrêt ou de le partager entre les parents sur la durée de fermeture de l’établissement [5].

2) Quelle est la démarche pour obtenir un arrêt de travail pour garde d’enfants ?

Le salarié doit remettre à son employeur un formulaire d’attestation indiquant le nom, prénom de l’enfant, son âge et l’établissement fréquenté.

Pour un modèle d’attestation suivre le lien suivant.

L’employeur doit déclarer cet arrêt de travail via le site avec la remise des éléments nécessaires à la liquidation de l’indemnité journalière selon la procédure de droit commun applicable aux arrêts maladie [6].

La déclaration pour garde d’enfant réalisée par l’employeur via declare.ameli.fr se substitue à la prescription médicale.

Il n’est donc pas nécessaire pour un salarié de consulter son médecin traitant pour bénéficier de cet arrêt.

3) Modalités d’indemnisation du salarié pendant son arrêt.

Le salarié en arrêt de travail bénéficie du maintien de sa rémunération à hauteur de 90% de son salaire grâce au versement :

Des indemnités journalières de la Sécurité Sociale ; D’un complément de rémunération employeur.

Certaines conventions collectives prévoient le maintien intégral du salaire, ce qui porte le complément de rémunération a 50% du salaire de base.

Attention : un salarié ne peut bénéficier de manière cumulative du mécanisme de prise en charge du chômage partiel et de l’arrêt de travail pour garde d’enfants.

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

https://www.village-justice.com/articles/arret-travail-pour-garde-enfants-comment-marche,35032.html

 

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris (mandat 2019-2021)

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 30/04/20
Dernier commentaire ajouté il y a 3 mois 2 semaines

The COVID-19 pandemic posed many problems in labor law (droit du travail).

All aspects of labor law have been impacted (contractual ruptures, paid holidays, telework, accidents and occupational disease, dismissals, partial activities).

The lawyers and jurists of CHHUM AVOCATS (Paris, Nantes, Lille) have written 15 articles summarizing the issues raised by the COVID 19 pandemic.

1) Covid-19: Partial activity (activité partielle) of executives, freelance workers and freelancers: how does it work?

https://www.village-justice.com/articles/activite-partielle-durant-covid-cadres-dirigeants-intermittents-spectacle,35054.html

2) Childcare stoppage (arrêt de travail pour garde d'enfants) : how does it work?

https://www.village-justice.com/articles/arret-travail-pour-garde-enfants-comment-marche,35032.html

3) Telework (télétravail) and Covid-19: what protection for employees against moral harassment (harcèlement moral) ?

https://www.village-justice.com/articles/teletravail-covid-quelle-protection-des-salaries-contre-harcelement-moral,34905.html.

4) Covid-19: industrial accident (accident du travail) or occupational disease (maladie professionnelle) ?

https://www.village-justice.com/articles/covid-accident-travail-maladie-professionnelle,34790.html

5) Paid leave (congés payés), RTT, day packages and Covid-19: employees what are your rights?

https://www.village-justice.com/articles/conges-payes-rtt-forfaits-jours-covid-salaries-quels-sont-vos-droits,34709.html

6) Staff representation and Covid-19: 5 questions and answers on employers' obligations (part 2)

https://www.village-justice.com/articles/representation-personnel-covid-questions-reponses-sur-les-obligations-des,34691.html

7) Occupational health and Covid 19: 5 questions and answers on employers' obligations (part 1).

https://www.village-justice.com/articles/sante-travail-covid-questions-reponses-sur-les-obligations-des-employeurs,34690.html

8) Occupational medicine (médecine du travail) and COVID-19: what does ordinance N° 2020-386 of April 1, 2020 provide for?

https://www.village-justice.com/articles/medecine-travail-covid-que-prevoit-ordonnance-no2020-386-1er-avril-2020,34660.html

9) Intermittent (intermittents du spectacle): is the COVID-19 epidemic a case of force majeure allowing the rupture of the CDDU?

https://www.village-justice.com/articles/intermittents-spectacle-epidemie-covid-est-elle-cas-force-majeure-permettant,34681.html

10) Staff representation and Covid 19: this changes with the Order of April 1st, 2020.

https://www.village-justice.com/articles/representation-personnel-covid-qui-change-avec-ordonnance-1er-avril-2020,34576.html

11) Conventional ruptures and COVID-19: should we wait until June 24, 2020 before signing them?

https://www.village-justice.com/articles/rupture-conventionnelle-covid-faut-attendre-juin-2020-avant-signer,34571.html

12) Telecommuting and Covid 19: employees, what are your rights and obligations?

https://www.village-justice.com/articles/teletravail-covid-salaries-quels-sont-vos-droits-obligations,34481.html

13) COVID-19: update on the right of employees to withdraw (Droit de retrait).

https://www.village-justice.com/articles/covid-point-sur-droit-retrait-des-salaries,34403.html

14) Protected employees and COVID-19: adjustment of the dismissal authorization procedure.

https://www.village-justice.com/articles/salaries-proteges-covid-amenagement-procedure-autorisation-licenciement,34328.html

15) Covid-19: Employees of "essential businesses", what are your rights?

https://www.village-justice.com/articles/coronavirus-covid-salaries-quels-sont-vos-droits,34265.html

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris (mandat 2019-2021)

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 30/04/20
Dernier commentaire ajouté il y a 3 mois 2 semaines

The homologation of approved conventional ruptures was disturbed by ordinance n ° 2020-306 of March 25, 2020 relating to the extension of deadlines expired during the health emergency period and to the adaptation of procedures during this same period and the ordinance n ° 2020-427 of April 15, 2020 laying down various provisions in terms of deadlines to deal with the covid-19 epidemic.

Decree No. 2020-471 of April 24, 2020 https://www.legifrance.gouv.fr/eli/decret/2020/4/24/MTRZ2010186D/jo/texte derogating from the principle of suspension of deadlines during the period of state of health emergency linked to the epidemic of covid-19 provides that the period of homologation of conventional ruptures by the DIRECCTE which was suspended due to the COVID pandemic- 19 (art. 7 ordinance n° 2020-306) of March 25th, 2020) resumes its course from the day after the day of publication of the decree.

This decree clarifies the regime for the approval of conventional breakages during the COVID-19 period.

This brief is current as of April 30, 2020.

Employees are reminded that 50% of contractual ruptures are disguised dismissals and that it is preferable to have the assistance of a lawyer to best negotiate their departure from the company.

We must distinguish 3 cases.

1) From April 27, 2020: return to normal for the approval of conventional breakages by the DIRECCTE!

Decree No. 2020-471 of April 24, 2020 https://www.legifrance.gouv.fr/eli/decret/2020/4/24/MTRZ2010186D/jo/texte derogating from the principle of suspension of deadlines during the period of state of health emergency linked to the epidemic of covid-19 provides that the period of homologation of conventional ruptures by the DIRECCTE which was suspended due to the COVID pandemic- 19 resumes its course from the day after the day of publication of the decree.

This derogation is based on a reason for securing employment relationships (see Decree n° 2020-471 of April 24th, 2020).

The deadline for DIRECCTE to approve or refuse to approve a rupture agreement:

  if it had been suspended since March 12th, 2020: resumes its course on April 27th, 2020 (April 26th falls on a Sunday, non-working day), for the time remaining to March 12th, 2020;
if he had to start running during the legally protected period (March 12th, 2020 - June 24th, 2020): begins, as the case may be:

• either on April 27th, 2020, for requests received between March 12th and Friday, April 24th, 2020 and will end on May 15th at midnight, given that two legal holidays (May 1st and 8th, 2020) and three Sundays are included in the deadline;

• either upon receipt of the request (the next day) for requests for contractual breakages which will arrive after April 25th, 2020, in accordance with the provisions of article L.1237-14 (see Normandy Direct Communiqué of April 27, 2020 http://normandie.direccte.gouv.fr/Coronavirus-COVID-19-Homologation-des-ruptures-conventionnelles)

The silence kept by the administration during the investigation period, calculated as indicated above, constitutes tacit approval of the termination agreement.

For faster handling of the request by the administration, it is recommended that you enter the approval request online and send it directly to Direccte via the teleservice www.teleRC.travail.gouv.fr

2) Conventional rupture signed before February 25th, 2020 inclusive and approval request filed before February 22nd, 2020 inclusive

If the contractual termination was signed before February 25th, 2020 inclusive and the approval request was submitted to the administration (by registered mail or via the TéléRC website www.teleRC.travail.gouv.fr) before February 22nd 2020, it was the subject of a tacit approval within 15 days of its filing.

The employment contract can therefore be terminated on the scheduled date.

3) Conventional rupture signed before February 25th, 2020 inclusive and approval request filed after February 22nd, 2020 inclusive

If the contractual termination was signed before February 25th, 2020 inclusive and the approval request was submitted to the administration (by registered mail or via the TéléRC website) after February 22, 2020, it will not be subject to tacit approval due to the suspension of the investigation periods (article 7 of ordinance n ° 2020-306 of March 25, 2020).

It could nevertheless be the subject of an express authorization on the part of DIRECCTE; the most diligent party may send DIRECCTE 75 the following elements by email:

o the rupture form (cerfa);

o proof of deposit (scanned acknowledgment or teleRC);

o the registration number in TéléRC;

o An email address of each party to whom the approval decision must be sent (employer and employee).

If no express approval decision was taken, the tacit approval of the rupture will take place at the end of the instruction period of 15 calendar days which is suspended from March 12, 2020 and which will resume from June 24th, 2020 , date of the end of the legal period protected (the date is fixed at June 24th, 2020 but it can be modified).

4) Conventional rupture signed between February 25th, 2020 and April 25th, 2020

4.1) 15 days right of withdrawal

If the contractual termination was signed after February 25, 2020, the withdrawal period of 15 days is not extended following Article 2 of Ordinance n° 2020-427 of April 15, 2020.

Therefore, the parties have a period of 15 calendar days to exercise their right of withdrawal which runs from the date of signature of the agreement.

This right of withdrawal is exercised in the form of a letter sent by any means attesting to its date of receipt by the other party (art. 1237-13 of the labor code).

4.2) Between February 25th, 2020 and April 27th, 2020: Express / explicit approval of the “rupture conventionnelle” by the DIRECCTE

The investigation period for the homologation of the “rupture conventionnelle” was suspended in application of article 7 of ordinance n ° 2020-306 of March 25, 2020 until the decree of April 24, 2020.

The suspension of the time taken to examine the request for approval of the breach of contract did not deprive the DIRECCTE of formulating an explicit decision of approval could take place during the period of the state of health emergency increased by one month.

An explicit homologation, like a refusal of homologation, could thus be notified to the employer and the employee concerned during this period (see press release from the Normandy DIRECCTE of April 27, 2020 http://normandie.direccte.gouv.fr/Coronavirus-COVID-19-Homologation-des-ruptures-conventionnelles).

Sources:

. Ordinance N° 2020-427 of April 15th, 2020

https://www.legifrance.gouv.fr/affichTexte.do?cidTexte=JORFTEXT000041800899&categorieLien=id

. Ordinance N° 2020-306 of March 25th, 2020

https://www.legifrance.gouv.fr/affichTexte.do?cidTexte=JORFTEXT000041755644

. Decree N° 2020-471 of 24 April 2020 derogating from the principle of suspension of time limits during the period of health emergency linked to the epidemic of covid-19 in the field of work and employment

https://www.legifrance.gouv.fr/eli/decret/2020/4/24/MTRZ2010186D/jo/texte

. Homologation des ruptures conventionnelles – Communiqué DIRRECTE de Normandie du 27 avril 2020

http://normandie.direccte.gouv.fr/Coronavirus-COVID-19-Homologation-des-ruptures-conventionnelles

. Service de saisie d’une demande d’homologation d’une rupture conventionnelle

www.teleRC.travail.gouv.fr

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris (mandat 2019-2021)

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 29/04/20
Dernier commentaire ajouté il y a 3 mois 2 semaines

La pandémie COVID-19 a posé beaucoup de problématiques en droit du travail.

Tous les aspects du droit du travail ont été impactés (ruptures conventionnelles, congés payés, télétravail, accidents et maladie professionnelle, licenciements, activités partielles).

Les avocats et juristes du cabinet CHHUM AVOCATS (Paris, Nantes, Lille) ont rédigé 15 articles résumant les problématiques posées par la pandémie COVID 19.

 

1) Covid-19 : Activité partielle des cadres dirigeants, intermittents du spectacle et pigistes : comment ça marche ?

https://www.village-justice.com/articles/activite-partielle-durant-covid-cadres-dirigeants-intermittents-spectacle,35054.html

2) Arrêt de travail pour garde d’enfants : comment ça marche ? https://www.village-justice.com/articles/arret-travail-pour-garde-enfants-comment-marche,35032.html 3) Télétravail et Covid-19 : quelle protection des salariés contre le harcèlement moral ? https://www.village-justice.com/articles/teletravail-covid-quelle-protection-des-salaries-contre-harcelement-moral,34905.html. 4) Covid-19 : accident du travail ou maladie professionnelle ? https://www.village-justice.com/articles/covid-accident-travail-maladie-professionnelle,34790.html 5) Congés payés, RTT, forfaits jours et Covid-19 : salariés quels sont vos droits ? https://www.village-justice.com/articles/conges-payes-rtt-forfaits-jours-covid-salaries-quels-sont-vos-droits,34709.html 6)  Représentation du personnel et Covid-19 : 5 questions/réponses sur les obligations des employeurs (partie 2) https://www.village-justice.com/articles/representation-personnel-covid-questions-reponses-sur-les-obligations-des,34691.html 7) Santé au travail et Covid 19 : 5 questions/réponses sur les obligations des employeurs (partie 1). https://www.village-justice.com/articles/sante-travail-covid-questions-reponses-sur-les-obligations-des-employeurs,34690.html 8) Médecine du travail et COVID-19 : que prévoit l’ordonnance n°2020-386 du 1er avril 2020 ? https://www.village-justice.com/articles/medecine-travail-covid-que-prevoit-ordonnance-no2020-386-1er-avril-2020,34660.html 9) Intermittents du spectacle : l’épidémie COVID-19 est-elle un cas de force majeure permettant la rupture des CDDU ?

https://www.village-justice.com/articles/intermittents-spectacle-epidemie-covid-est-elle-cas-force-majeure-permettant,34681.html

10)  Représentation du personnel et Covid 19 : ce qui change avec l’Ordonnance du 1er avril 2020.

https://www.village-justice.com/articles/representation-personnel-covid-qui-change-avec-ordonnance-1er-avril-2020,34576.html

11)  Ruptures conventionnelles et COVID-19 : faut-il attendre le 24 juin 2020 avant de les signer ?

https://www.village-justice.com/articles/rupture-conventionnelle-covid-faut-attendre-juin-2020-avant-signer,34571.html

12)  Télétravail et Covid 19 : salariés, quels sont vos droits et obligations ?

https://www.village-justice.com/articles/teletravail-covid-salaries-quels-sont-vos-droits-obligations,34481.html

13) COVID-19 : le point sur le droit de retrait des salariés.

https://www.village-justice.com/articles/covid-point-sur-droit-retrait-des-salaries,34403.html

14) Salariés protégés et COVID-19 : aménagement de la procédure d’autorisation de licenciement.

https://www.village-justice.com/articles/salaries-proteges-covid-amenagement-procedure-autorisation-licenciement,34328.html

15) Covid-19 : Salariés des "commerces indispensables", quels sont vos droits ?

https://www.village-justice.com/articles/coronavirus-covid-salaries-quels-sont-vos-droits,34265.html

 

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris (mandat 2019-2021)

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 29/04/20
Dernier commentaire ajouté il y a 3 mois 2 semaines

La prise en charge au titre d’un accident du travail ou d’une maladie professionnelle ouvre droit à une indemnisation majorée s’agissant notamment du montant des indemnités journalières de sécurité sociale plus élevées, mais également le cas échéant de la rente ou du capital versé en cas d’incapacité permanente, de même que la prise en charge à 100 % des frais médicaux.

1) Covid 19 et accident du travail.

1.1) Définition et critères de l’accident du travail.

L’accident du travail est défini par le Code de la Sécurité Sociale dans les termes suivants : « Est considéré comme accident du travail, quelle qu’en soit la cause, l’accident survenu par le fait ou à l’occasion du travail à toute personne salariée ou travaillant, à quelque titre ou en quelque lieu que ce soit, pour un ou plusieurs employeurs ou chefs d’entreprise » [1].

La jurisprudence exige en outre que soit caractérisé : « la survenance d’un événement soudain aux temps et lieu de travail » [2].

Aussi, pour que l’accident du travail soit reconnu, la Cour de cassation exige que soit apportée la preuve d’un ou plusieurs évènements soudain qu’il est possible d’identifier précisément dans le temps ce qui semble exclure que la contamination par une maladie infectieuse puisse être qualifiée d’accident du travail.

C’est en ce sens qu’avait statué l’Assemblée plénière dans un arrêt du 21 mars 1969 au sujet d’un médecin qui avait contracté la poliomyélite à l’exercice de ses fonctions jugeant que : « la simple contagion ne pouvait être assimilé à un traumatisme » [3].

Ensuite, le fait accidentel doit nécessairement provoquer une lésion, qu’elle soit immédiate ou différée.

A titre d’exemple, la Cour de cassation a pu considérer que la maladie survenue suite à la vaccination imposée par l’employeur constituait un accident du travail, dès lors néanmoins que le lien entre la pathologie constatée et la vaccination était médicalement reconnue [4].

Enfin et surtout, il doit y avoir un lien entre le fait accidentel et le travail.

1.2) Accident du travail et contamination par le Covid-19.

Rappelons que le coronavirus se transmet par les gouttelettes (invisibles et projetées lors d’une discussion, d’éternuements ou de la toux) et par contact via les mains non lavées sur lesquelles peut se déposer le virus et que l’on porte ensuite à son visage.

Aussi, l’exigence d’un évènement accidentel précis et soudain rend à a priori difficile la qualification de la contamination par le Covid-19 d’accident du travail, en raison de la difficulté d’identifier avec précision l’origine de la contamination.

Néanmoins, l’employeur, dans le cadre de son obligation de sécurité de prévention est tenu de suivre les recommandations du gouvernement pour protéger les salariés du risque d’infection, parmi lesquelles figurent la nécessité d’informer les autres salariés si l’un d’entre eux contracte la maladie.

Aussi, si les règles édictées par le gouvernement relatives aux gestes barrières n’ont pas été mises en œuvre par l’employeur ou surtout, si le salarié a été en contact avec l’un de ses collègues malades, alors il pourra être possible d’identifier l’origine de la lésion avec plus de précision.

Notons par ailleurs que la preuve de la contamination sur le lieu de travail pourra se faire plus aisément en période de confinement dès lors que les possibilités de contamination en dehors du cadre de travail se trouvent beaucoup plus limitées. Cela d’autant plus si l’on peut établir que personne n’a contracté le virus dans l’entourage privé du salarié.

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

https://www.village-justice.com/articles/covid-accident-travail-maladie-professionnelle,34790.html

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris (mandat 2019-2021)

Mathilde MERMET–GUYENNET avocat

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 17/04/20
Dernier commentaire ajouté il y a 3 mois 4 semaines

Coverage for an accident at work or an occupational disease entitles you to increased compensation, particularly with regard to the amount of the higher daily social security benefits, but also, where applicable, the pension or capital paid in the event of permanent incapacity, as well as 100% coverage of medical costs.

In this regard, in a press release dated April 6th, 2020, the Academy of Medicine recommended treatment under professional legislation of the disease caused by COVID 19 for employees in the medical sector but also those in the food sector security and transportation.

What has happened to date, taking into account the legislative and jurisprudential provisions, of the possibility of having the occupational nature of the disease caused by COVID 19 recognized?

1) Covid 19 and work accident

1.1) Definition and criteria of the industrial accident

Accident at work is defined by the Social Security Code in the following terms: “An accident at work, regardless of the cause, is considered to be an accident that occurs as a result of or during work at any employee or worker, in any capacity or in any place whatsoever, for one or more employers or business managers. "(Article L.411-1 of the Social Security Code)

Jurisprudence also requires that be characterized: "the occurrence of a sudden event at work time and place". (Cass, soc, June 18, 2015, n ° 14-17.691)

Also, for the accident at work to be recognized, the Court of Cassation requires that proof of one or more sudden events be brought that it is possible to identify precisely in time, which seems to exclude that contamination by a infectious disease can be classified as an occupational accident.

It was in this sense that the plenary assembly ruled in a judgment of March 21, 1969 concerning a doctor who had contracted poliomyelitis in the exercise of his functions, holding that: "mere contagion could not be assimilated trauma. " (Ass, Plé 21 March 1969) n ° 66-11.181)

Then, the accidental fact must necessarily cause an injury, whether immediate or deferred.

For example, the Court of Cassation may have considered that the illness which arose following the vaccination imposed by the employer constituted an accident at work, since nevertheless the link between the pathology observed and the vaccination was medically recognized (Cass 2nd civ., March 22, 2005, n ° 03-30.551)

Last but not least, there must be a link between the accident and the job.

1.2) Accident at work and contamination by COVID 19

Recall that the coronavirus is transmitted by droplets (invisible and projected during a discussion, sneezing or coughing) and by contact via unwashed hands on which the virus can be deposited and which is then brought to his face.

Also, the requirement for a precise and sudden accidental event makes it a priori difficult to qualify COVID 19 contamination as an occupational accident, due to the difficulty of identifying precisely the origin of the contamination.

Nevertheless, the employer, as part of his obligation of safety prevention is required to follow the recommendations of the government to protect employees from the risk of infection, which include the need to inform other employees if one of between them contracts the disease.

Also, if the rules decreed by the government relating to barrier actions have not been implemented by the employer or especially, if the employee has been in contact with one of his sick colleagues, then it may be possible to identify the origin of the lesion more precisely.

It should also be noted that proof of contamination in the workplace can be more easily done during the confinement period when the possibilities of contamination outside the workplace are much more limited. This is all the more so if it can be established that no one has contracted the virus in the private circle of the employee.

1.3) Presumption of accountability and declaration of an industrial accident (accident du travail)

Article L.411-1 of the Safety Code lays down a presumption of the responsibility for the accident at work as soon as the accident occurred by the fact or during the work.

This means that it is then up to the employer to establish that the accident has a cause unrelated to the workplace.

However, for the presumption to apply, the employee must first establish the reality of the injury as well as its occurrence at time and place of work, which proves to be difficult with regard to contamination by COVID 19.

This is the reason why employees declaring an industrial accident are advised to establish as much as possible that the contamination has occurred during working time.

The first step is to produce the medical certificate confirming the diagnosis and the results of the screening test if applicable.

It will then be necessary to establish and describe the working conditions that allowed the contamination (for example due to the lack of respect for the rules of distance and barrier gestures, promiscuity in the workplace, prolonged and close contact with the clientele or with a colleague in the contamination has been proven, the lack of personal protection or available sanitary equipment ...).

2) Covid and occupational disease (maladie professionnelle)

An illness can be recognized as professional in three hypotheses:

1) The disease is already listed in one of the tables of occupational diseases (tables appearing in the appendix to the Social Security Code which list the description of the disease, the period of treatment, work likely to cause the disease and sometimes the duration of exposure to the risk);

2) If the conditions required by the table are not met, the illness must be directly caused by usual work;

3) If the disease is not listed in one of the tables, it must be the consequence of an illness directly caused by work resulting in permanent disability at a rate of 25%.

In the last two hypotheses, it is the Regional Committee for the Recognition of Occupational Diseases (CRRMP), which decides, after investigation, on the occupational nature of the disease.

Regarding COVID 19, since the disease does not appear in any of the tables for the time being, the only avenue open remains recognition by the CRRMP.

But here again this recognition supposes that the proof is established that the coronavirus was contracted during the work.

In addition to increased compensation, the issue of qualification as an occupational disease or an industrial accident lies in the possibility of acting in inexcusable fault on the part of the employer.

This action is only open on condition that the professional nature has been retained, and that the employer had or would have had to be aware of the danger to which the employee was exposed and that he did not take the measures necessary to preserve it.

To carry out such an action, the work carried out by the personnel representatives within the company (for example within the framework of the right of alert for serious and imminent danger, or even investigations carried out) will be essential to establish a possible fault inexcusable.

Also if no answer is certain to date on the management of the disease under professional legislation, it is nevertheless highly likely that this recognition is made by sector of activity within which the professional origin will appear obvious, such as the medical sector (which has already been promised by the Minister of Health for carers) but also possibly the sectors of essential activities and very exposed to risk maintained during confinement.

For the rest, investigations will be carried out by French Social Security on a case-by-case basis, and it will be for the judges to decide.

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris (mandat 2019-2021)

Mathilde MERMET–GUYENNET avocat

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 17/04/20
Dernier commentaire ajouté il y a 3 mois 4 semaines

Among the regulatory arsenal of March 25th, 2020 is Ordinance n°2020-323 "on emergency measures with regard to paid holidays, hours of work and days of rest" (1).

As its name suggests, it gives the possibility to "the establishment, the branch or the employer" to review unilaterally the organization of the taking of paid holidays, in particular.

The ordinance of April 1st, 2020 n ° 2020-389 (2) enriched these provisions by prescribing the obligation, for the employer, to inform the CSE and to collect its opinion.

These measures are presented in the texts as derogations from conventional and legal provisions. They are intended to be applied "when the interests of the company justify it having regard to the economic difficulties linked to the spread of covid-19".

What is it really like?

1) Paid leave (Article 1 of the Ordinance)

1.1) Over the period and taking paid holidays

The provisions of public order of the Labor Code initially provide that "the holidays are taken in a period which includes in all cases the period from May 1 to October 31 of each year" (3).

Article L. 3141-16 of the same Code states that, by agreement, or failing this, by decision of the employer, are fixed "the period of taking leave" as well as the "order of departures". Finally, the same article provides that "the order and dates of departure" cannot be changed "less than a month before the scheduled departure date" (4).

The order in question changes these rules of principle. Henceforth, and where this is provided for by means of a company agreement, or failing this, a branch agreement, “the employer is authorized […] to decide to take days of paid leave acquired by a employee, including before the opening of the period during which they normally have the vocation to be taken, or to unilaterally modify the dates of taking paid holidays ”. The system provides that this authorization is valid "within the limit of six days of leave", and "subject to respecting a notice period which cannot be reduced to less than one clear day" (5).

1.2) On the splitting (fractionnement) of paid holidays (congés payés)

In principle, the Labor Code lays down the rule according to which "the duration of leave which can be taken at one time may not exceed twenty-four working days" (6). Splitting is not applied "when the leave does not exceed twelve working days", it "must be continuous" (7). It is "when the main leave is longer than twelve working days" that "it can be split with the employee's agreement" (8).

In addition, spouses and persons linked by a PACS who work "in the same company are entitled to simultaneous leave" (9).

From now on, it is possible to derogate, by agreement, from these provisions. Indeed, an agreement "may authorize the employer to split leave without being required to obtain the agreement of the employee and to fix the dates of leave without being required to grant simultaneous leave to spouses or partners linked by a civil solidarity pact working in his business ”.

 The effect of this device is however limited in time in that "the period of leave imposed or modified [...] cannot extend beyond December 31st, 2020" (10).

2) On the variation of these mechanisms to the different modes of organization of working time (Articles 2 to 5 of the Ordinance)

Articles 2 to 4 of the ordinance also give new possibilities to the employer with regard to the granting of rest days which does not involve the use of the different methods of organization of working time, conventionally and legally contemplated by the right of work.

Constants are observed for each of the devices:

• "the period of taking rest days imposed or modified [...] cannot extend beyond December 31, 2020" (11)

• "the total number of days of rest which the employer may require the employee to take or whose date he may modify in application of articles 2 to 4 of this order may not exceed ten" (12)

2.1) In the event of working time (temps de travail) arrangements

Article 2 of the ordinances also cover the procedures for granting JRTTs and conventional days of rest, respectively:

• collective agreements and conventions “instituting a mechanism to reduce working time” (13),

• or modes of organization of working time over a period longer than the week covered by the Labor Code (over a period of three or nine weeks depending on the type of founding act used) (14).

Employees subject to this type of organization can now see "establishment or branch" or their employer:

“1 ° Impose the taking, on dates determined by him, of days of rest at the choice of the employee acquired by the latter;

2 ° Unilaterally modify the dates for taking rest days. "

The employer must however respect a notice period of “at least one clear day”, again (15).

 

 

2.2) In case of fixed price agreements (convention de forfait)

In this case there too and on the same condition of respecting a notice period of at least one clear day, "the establishment, the branch or the employer" may, with regard to its employees subject to a fixed-price agreement :

"1 ° Deciding to take, on dates determined by him, days of rest provided for by a fixed-price agreement;

2 ° Unilaterally modify the dates for taking rest days provided for by a fixed-price agreement. »(16)

2.3) In the event of the existence of a Time Savings Account within the company

By way of derogation from the conventional and legal provisions applicable within the company, the employer, in particular, may "impose that the rights affected in the employee's time savings account be used by taking days off, which he determines the dates by respecting a notice period of at least one clear day ”(17).

3)  The obligation to inform and collect the opinion of the CSE

When the employer decides to use one of the above-mentioned mechanisms, he must inform the CSE, “without delay and by any means”. (18)

The CSE, once informed, must give its opinion within one month.

This notice is not necessarily a prerequisite for the implementation by the employer of the use of the device. Indeed, the order states that the latter "may intervene after the employer has made use of this option".

Sources :

Ordonnance n° 2020-323 du 25 mars 2020 portant mesures d'urgence en matière de congés payés, de durée du travail et de jours de repos : https://www.legifrance.gouv.fr/affichTexte.docidTexte=JORFTEXT000041755940&categorieLien=id

 

Ordonnance n° 2020-389 du 1er avril 2020 portant mesures d'urgence relatives aux instances représentatives du personnel :
https://www.legifrance.gouv.fr/affichTexte.do;jsessionid=C313E8BEB1C93E899C9943B071FED910.tplgfr27s_2?cidTexte=JORFTEXT000041776922&dateTexte=&oldAction=rechJO&categorieLien=id&idJO=JORFCONT000041776639

 

L. 3141-13, Code du travail :  https://www.legifrance.gouv.fr/affichCodeArticle.do?idArticle=LEGIARTI000033020772&cidTexte=LEGITEXT000006072050&dateTexte=20160810

 

L. 3141-16, Code du travail : https://www.legifrance.gouv.fr/affichCodeArticle.do?idArticle=LEGIARTI000035652687&cidTexte=LEGITEXT000006072050&dateTexte=20180101  

 

Article 1, Ordonnance n° 2020-323 du 25 mars 2020 portant mesures d'urgence en matière de congés payés, de durée du travail et de jours de repos :   https://www.legifrance.gouv.fr/affichTexte.docidTexte=JORFTEXT000041755940&categorieLien=i

 

L. 3141-17, Code du travail : https://www.legifrance.gouv.fr/affichCodeArticle.do;jsessionid=989A07007AFE60A847C52520B6BB022F.tplgfr41s_1?idArticle=LEGIARTI000033020757&cidTexte=LEGITEXT000006072050&dateTexte=20180101&categorieLien=id&oldAction=&nbResultRech=

 

L. 3141-18, Code du travail :   https://www.legifrance.gouv.fr/affichCodeArticle.do;jsessionid=989A07007AFE60A847C52520B6BB022F.tplgfr41s_1?idArticle=LEGIARTI000033020754&cidTexte=LEGITEXT000006072050&dateTexte=20180101&categorieLien=id&oldAction=&nbResultRech=

 

(8)       L. 3141-19, Code du travail :

https://www.legifrance.gouv.fr/affichCodeArticle.do;jsessionid=989A07007...=

 

L. 3141-14, Code du travail : https://www.legifrance.gouv.fr/affichCodeArticle.do?idArticle=LEGIARTI000006902651&cidTexte=LEGITEXT000006072050

 

Article 1, Ordonnance n° 2020-323 du 25 mars 2020 portant mesures d'urgence en matière de congés payés, de durée du travail et de jours de repos :  https://www.legifrance.gouv.fr/affichTexte.docidTexte=JORFTEXT000041755940&categorieLien=i Articles 2 à 4, Ordonnance n° 2020-323 du 25 mars 2020 portant mesures d'urgence en matière de congés payés, de durée du travail et de jours de repos :  https://www.legifrance.gouv.fr/affichTexte.docidTexte=JORFTEXT000041755940&categorieLien=i Article 5, Ordonnance n° 2020-323 du 25 mars 2020 portant mesures d'urgence en matière de congés payés, de durée du travail et de jours de repos :  https://www.legifrance.gouv.fr/affichTexte.docidTexte=JORFTEXT000041755940&categorieLien=i Article 2, Ordonnance n° 2020-323 du 25 mars 2020 portant mesures d'urgence en matière de congés payés, de durée du travail et de jours de repos :  https://www.legifrance.gouv.fr/affichTexte.docidTexte=JORFTEXT000041755940&categorieLien=i L. 3121-41 à L. 3121-47, Code du travail :    https://www.legifrance.gouv.fr/affichCode.do;jsessionid=D5789B150601C868813858BE90BB7493.tplgfr41s_1?idSectionTA=LEGISCTA000033020303&cidTexte=LEGITEXT000006072050&dateTexte=20160810 et https://www.legifrance.gouv.fr/affichCode.do?idSectionTA=LEGISCTA000033020293&cidTexte=LEGITEXT000006072050&dateTexte=20160810 Article 2, Ordonnance n° 2020-323 du 25 mars 2020 portant mesures d'urgence en matière de congés payés, de durée du travail et de jours de repos :  https://www.legifrance.gouv.fr/affichTexte.docidTexte=JORFTEXT000041755940&categorieLien=i Article 3, Ordonnance n° 2020-323 du 25 mars 2020 portant mesures d'urgence en matière de congés payés, de durée du travail et de jours de repos : https://www.legifrance.gouv.fr/affichTexte.docidTexte=JORFTEXT000041755940&categorieLien=i

 

Article 4, Ordonnance n° 2020-323 du 25 mars 2020 portant mesures d'urgence en matière de congés payés, de durée du travail et de jours de repos : https://www.legifrance.gouv.fr/affichTexte.docidTexte=JORFTEXT000041755940&categorieLien=i

 

Article 7, Ordonnance n° 2020-389 du 1er avril 2020 portant mesures d'urgence relatives aux instances représentatives du personnel: https://www.legifrance.gouv.fr/affichTexte.do;jsessionid=C313E8BEB1C93E899C9943B071FED910.tplgfr27s_2?cidTexte=JORFTEXT000041776922&dateTexte=&oldAction=rechJO&categorieLien=id&idJO=JORFCONT000041776639

 

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris (mandat 2019-2021)

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 17/04/20
Dernier commentaire ajouté il y a 3 mois 4 semaines

On February 28th, 2020, the Ministry of Labor (Ministre du Travail) published a question and answer for companies and employees regarding the context of the Covid-19.

Several updates have since taken place in order to take into account the development of the health situation and government measures, in particular with regard to collective bargaining.

1) What role for the CSE in the context of Covid-19?

The social and economic committee must be a major player in the company in crisis situations, especially health.

In fact, the CSE must be informed and consulted, in particular, on questions relating to the organization of work, to any arrangement that may modify the working conditions, health or safety of workers.

The Ministry of Labor therefore recalls that the CSE must be consulted in the following situations:

- Modification of the work organization;

- Use of partial activity;

- Derogations in terms of working hours and rest time.

In addition, employee representatives can request a meeting of the CSE in the event of matters relating to health, safety or working conditions, or in the presence of an employee exercising their right of withdrawal.

2) Can the CSE meet during a confinement period?

If the CSE meetings are not prohibited by the Ministry of Labor, it is still recommended to:

- Limit meetings to urgent ones, in particular with regard to legislative or contractual deadlines;

- Respect the barrier gestures and distance rules.

The Ministry of Labor recalls that these meetings can be included in authorized derogatory trips (exercise of activities which cannot be organized in the form of telework).

However, it is strongly recommended to use remote meetings as soon as possible.

3) Collective bargaining and Covid-19

Collective bargaining presupposes respect for a principle of loyalty: all the parties to the negotiation are convened and, unless one party refuses to participate, negotiation can only take place in the presence of the different parties.

In the context of Covid-19, the Ministry of Labor recalls that collective bargaining can take place by videoconference or audioconference.

In addition, electronic signatures can be used to sign collective agreements.

This electronic signature must however meet certain requirements in order to guarantee the identity of the signatory and the security of the device.

These requirements, provided for by European regulation n ° 910-2014 and article 1367 of the Civil Code are recalled by the Ministry of Labor in the Questions / (https://travail-emploi.gouv.fr/actualites/l-actualite-du-ministere/article/coronavirus-questions-reponses-pour-les-entreprises-et-les-salaries )

If necessary, the Ministry of Labor recalls the possibility of manually signing the agreements:

- Either by printing the agreement and signing it;

- Either by receiving it by courier or mail.

In both cases, the parties can digitize or take a picture of their copy and transmit it electronically, the agreement then being made up of all the copies signed by each party.

The Ministry of Labor suggests favoring the written mandate from one union organization to another (employee or employer).

4) Branch negotiation and Covid-19

In terms of branch negotiations, the arrangements for filing agreements have been adapted as a result of the Covid-19.

Thus, the branches file in priority on their agreement electronically at the address depot.accord@travail.gouv.fr, mentioning in the subject line "Covid-19 ordinance agreement".

Branches must also attach a scanned and signed version of the agreement.

The paper deposit of the agreement may be made later but the date of registration will be that of electronic submission.

5) What about consulting employees during an epidemic?

Companies with fewer than 11 employees without a union representative, or companies with 11 to 20 employees without elected CSE members can propose collective agreement projects.

In this case, employee consultation must take place.

In order to avoid any gathering or displacement of employees, the companies concerned can set up remote voting.

The remote voting system then put in place must then guarantee the secrecy of the vote and the voter registration.

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris (mandat 2019-2021)

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 17/04/20
Dernier commentaire ajouté il y a 3 mois 4 semaines

On February 28, 2020, the Ministry of Labor published a question and answer for companies and employees regarding the context of the Covid-19.

Several updates have since taken place in order to take into account the development of the health situation and government measures.

This article deals with:

- Measures that the employer must implement to protect employees (1);

- The specific measures to be implemented for employees working in contact with the public (2);

- Updating the DUER with regard to COVID 19 (3);

- The conduct to be followed by the employer if an employee of the company is infected with the COVID 19 virus (4);

- The right of employees to withdraw (5).

1) What measures to take to protect the health of employees?

The employer is bound by an obligation of security of result towards his employees, he must therefore take the necessary measures to "ensure security and protect the physical and mental health of workers" (article L.4121-1 of the Labor Code ).

In view of the current health context and this obligation, several measures are recommended by the Ministry of Labor.

As a priority, the employer must place employees in telework as soon as their job allows and avoid professional travel.

If telework is not possible, the employer must then set up workstations to limit contact and avoid any risk of contamination.

This notably involves:

- Respect for distance rules and barrier gestures;

- Very regular hand washing;

- Limitation to the strictly necessary meetings;

- The limitation of groupings of employees in reduced spaces;

- Avoid places where fragile people are;

- The postponement / cancellation of any unnecessary travel;

- Work reorganization (the Ministry of Labor recommending, where possible, the rotation of teams).

Regarding the wearing of masks, the Ministry of Labor specifies that the employer can use FFP2 masks that have expired less than 24 months ago, provided that they have been stored in accordance with the manufacturer's recommendations and after being subject to 4 successive tests whose list is established on the website of the Ministry of Labor (https://travail-emploi.gouv.fr/actualites/l-actualite-du-ministere/article/coronavirus-questions-reponses-pour-les-entreprises-et-les-salaries)

Failing to take adequate measures to preserve the health of its employees, the employer engages its responsibility due to its obligation of security of result.

2) What measures for employees working in contact with the public?

The Ministry of Labor distinguishes two categories of contact with the public: brief contacts and prolonged and close contacts.

For brief contacts, only barrier measures are recommended, i.e. limit contact and wash your hands very regularly.

For prolonged and close contacts, the Ministry of Labor recommends, in addition to washing your hands very regularly, to maintain a distance of one meter between employees and customers and to clean the surfaces with a detergent.

3) Update of the DUER with regard to the Covid-19

Article R.4121-2 of the Labor Code provides for the updating of the DUER when a major planning decision modifies the health and safety conditions of employees.

In this case, due to the Covid-19 pandemic, companies must update the DUER in order to prevent possible contamination and protect their employees.

The objectives of this update of the DUER are:

- Identify the usual work situations that could lead to the transmission of Covid-19, in particular with regard to the conditions of transmission of the virus and "close contact" between employees;

- Anticipate "the risks linked to the epidemic" and in particular anticipate the risks linked to the evolution of the epidemic;

- Identify the risks associated with the new work organization implemented following the epidemic (telework, layout of premises, new work organization, etc.).

Due to the updating of the DUER, measures will have to be taken by companies, whether it be prevention, information, training or protection measures in the event of a risk.

4) What reaction does the employer have when employees show symptoms / are infected?

When an employee presents symptoms (fever, respiratory signs), the employer must send him home or, in case of serious symptoms, contact 15.

If an employee is found to be contaminated with Covid-19, and because of his obligation of safety of result, the employer is recommended to clean the floors and surfaces (the virus can probably survive 3 hours).

The conditions for cleaning company premises are also recommended by the Ministry of Labor (equipment for people in charge of cleaning, protective gear and disposable equipment, washing in 3 stages with a product detergent, potable water and bleach).

The Ministry of Labor specifies, however, that the closure of the company is not necessary in the presence of proven cases of Covid-19.

The employer must, however, comply with health recommendations. If necessary, they can approach occupational medicine in order to be supported in the implementation of preventive measures.

5) Can the employee invoke his right of withdrawal with regard to the Covid-19?

Provided for in article L.4131-1 of the Labor Code, the right of withdrawal allows an employee to withdraw from his workstation if there are reasonable grounds for believing that a work situation "presents a serious and imminent for his life or his health ”.

The Ministry of Labor recalls that the right of withdrawal can only be exercised in the face of a particular work situation and not in the face of a general context (in particular a pandemic).

Also, the Ministry of Labor considers that if the employer implements all the health recommendations, the right of withdrawal could not be applied.

However, the exercise of the right of withdrawal by employees will certainly be assessed on a case-by-case basis by the courts.

In the event of the improper exercise of the right of withdrawal, the employee may suffer withholding of wages and, if necessary, be dismissed for real and serious reasons.

For more information on the right of withdrawal during Covid-19 period: our article: COVID-19: update on the right of employees to withdraw https://www.village-justice.com/articles/covid-point-sur-droit-retrait-des-salaries,34403.html

 

Frédéric CHHUM avocat et membre du conseil de l’ordre des avocats de Paris (mandat 2019-2021)

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