Par frederic.chhum le 02/02/18

This Template agreement is intended for companies and unions that wish to set up Collective Mutual Agreed Termination (CMAT) [Rupture conventionelle collective] in accordance with Articles L.1237-19 and following of French Labour Code.

It is however specified that it is a standardized template which imperatively needs to be adapted to the peculiarities of each company and the targets pursued.

Collective Mutual Agreed Termination (CMAT): Template collective agreement for (...)

NB: The agreement creating the CMAT is a majority collective agreement signed by representative unions that obtained at least 50% of the votes at the last employee’s elections (Article 40, III, Ordinance 2017-1387 of 22 Sep. 2017)

The validly concluded agreement must then be approved by the territorially competent DIRECCTE (Director of regional companies, competition, consumption, labor and employment/ Directions régionales des entreprises, de la concurrence, de la consommation, du travail et de l'emploi),.

No deadline is provided for the transmission of the agreement for approval but the employer has every interest to act as soon as possible as in the absence of approval by DIRECCTE, the agreement cannot take effect.

Template collective agreement on CMAT.

(Articles L. 1237-19 and following of French Labour Code)

Copyright © CHHUM Lawyers

All rights reserved

ENTER:

_____________, registered under number _________, whose registered head office is _______________________, represented by M./Mrs. _________________ in his quality of __________.

AND:

(1) The representative trade union organization __________, represented by Mr / Ms. ______________, in his quality of ___________.

 

(2) The representative trade union organization __________, represented by Mr./Mr. ______________, as ___________.

(3) The representative trade union organization __________, represented by Mr / Ms. ______________, in his quality of ___________.

(4) The representative trade union organization __________, represented by Mr / Ms. ______________, in his quality of ___________.

PREAMBULE:

This Agreement is concluded in the context presented to the [Economic and Social Committee / Works Council / Staff Delegates (Comité social et économique / au Comité d’entreprise / aux délégués du personnel)] at the meeting __ / __ / __.

[Explain the reasons for using CMAT: downsizing to maintain competitiveness, due to economic difficulties, reorganization, abandonment of activity, etc.]

IT HAS BEEN AGREED AS FOLLOWS:

 

Article 1 - Presentation of the device

1.1 - The collective Mutual Agreement Termination set up by this agreement is governed by Articles L. 1237-19 et seq. French Labour Code.

This agreement establishes a system whereby lay-offs (dispositif de suppression d’emplois) can be made solely on the basis of voluntary termination (depart volontaire) and without redundancies (licenciement économique).

1.2 - The company __________ will offer employees fulfilling the conditions referred to in Article 9 a termination in their employment contract by mutual agreement.

If their application is accepted, the employment contract will be broken under the conditions below.

 

Article 2 - Date of entry into force and duration of the agreement

2.1 - This agreement will not take effect until it has been approved by the DIRECCTE of [insert location].

2.2 - It is concluded for a duration of __________.

2.3 - It can be renewed once, for a maximum duration of _____, if the number of desired departures is not reached during the initial period.

[If applicable, specify the terms and conditions of the renewal: initiative, renewal deadlines, formalization of the renewal agreement].

 

Article 3 - Information [of the Economic and Social Committee / Works Council / Staff Delegates]

3.1 - A general presentation of the device will take place on __ / __ / __, before the approval of this agreement by DIRECCTE.

A question and answer session will take place within 15 days of this first meeting.

3.2 - After the entry into force of this Agreement, [the Economic and Social Committee / Works Council will be convened / the staff representatives will be convened] every [3/6 months] as part of the follow-up of the application of the agreement.

These periodic meetings shall include the follow-up of the processing of applications submitted, the cases of casting votes, the number of actual departures and their proportion to the maximum number provided for in this Agreement.

Opinions issued by [the Social and Economic Committee / Works Council / Staff Delegates] within this framework will be forwarded to DIRECCTE.

3.3 - [In the event that a possibility of renewal is provided] In the event that a renewal of the agreement is envisaged in accordance with Article 2, a meeting [of the Social and Economic Committee / Works Council / staff representatives] will be held at least one month before the planned date of renewal.

3.4 - A meeting [of the Social and Economic Committee / Works Council / Staff Delegates] will be held on the closing date of the device in order to review its application.

The balance sheet thus drawn up shall be transmitted to the DIRECCTE within a maximum of one month after the end of the implementation of the measures referred to in Article 5.

 

Article 4 - Indemnities paid to the employee in the context of the collective contractual termination of his/her employment contract

4.1 - Employees whose application has been selected will receive an indemnity payment equal to ____________ euros [Ex: 1/2/3 months’ salary per year of seniority - Minimum = amount of the legal indemnity pay (indemnité de licenciement).

4.2 - The termination indemnity thus paid will be entirely exempt from income tax (impôt sur le revenue).

The indemnity pay will be subject to social security contributions only for the fraction exceeding twice the annual ceiling of social security (ie 79,464 euros in 2018).

The fraction of the indemnity pay corresponding to the amount of [legal / contractual] indemnity pay (la fraction de l’indemnité de rupture) will be exempted from CSG-CRDS [GSC (Generalized Social Contribution) - CGS (contribution sociale généralisée) / SDRC (Social debt repayment contribution) - CRDS (contribution pour le remboursement de la dette sociale)].

 

Article 5 - Measures to facilitate external relocation

5.1 - [Example 1: Training] Employees whose application has been accepted and who justify a training project (projet de formation) validated by the Management shall receive an allowance that will cover all training costs up to an annual limit of _______ euros.

They will also be able to benefit from reimbursement of documentation and computer equipment costs (frais de documentation et d’équipement informatique) upon presentation of an invoice.

5.2 - [Example 2: Creation / taking over a business] Employees whose application has been selected and who justify a project to create or take over a business will benefit from a participation in the financing of this project within the limit of _______ euros.

This indemnity will be paid upon presentation of the proof of creation or takeover of business.

They will also be able to benefit from an individualized follow-up for the support of their project which notably includes help in set up of a "business plan".

5.3 - [Example 3: Differential remuneration in the event of external reclassification] Employees whose candidacy has been retained and who justify, within 12 months of their permanent exit from the workforce, a hiring on permanent or fixed-term contracts of at least 6 months from a new employer will be able to receive a pay differential.

The amount of this difference in compensation will be calculated by comparing the average previous net salary received over the last 12 months preceding the break-up and the net reclassification salary, up to a limit of ______ gross euros of CSG-CRDS monthly.

The salary differential may be paid for a maximum of 12 months following the hiring of the new employer.

5.4 - [Example 4: Geographical mobility project] Employees whose application has been selected and who justify a geographical mobility project will benefit from a mobility help of ______________ euros.

They will also benefit from a contribution to housing costs (frais de logement) up to ___% within the monthly limit of ___________ euros.

Moving assistance (aide au déménagement) and participation in housing costs may be combined with the measures provided for in Articles 5.1 to 5.3.

 

Article 6 - Maximum number of departures envisaged and associated job losses

6.1 - Under this Agreement, the maximum number of departures envisaged is __________.

6.2 - The number of jobs elimination (suppressions d’emploi associées) is _______.

These job elimination (suppression d’emploi) are distributed as follows:

[Number of job losses by occupational category, occupation, establishment, geographic area]

Article 7 - Duration of implementation of the device

The duration of implementation of the device shall be ___________ [days, months, years - free duration] from the date of entry into force of this Agreement.

Article 8 - Staff information

This agreement and the device it establishes will be presented to all staff [during a special information meeting / through the company Intranet].

Article 9 - Requirements to be an applicant (candidate)

In view of the purpose of this Agreement, the conditions to be fulfilled in acceding to a Collective Agreed Termination in this context are as follows:

[List of conditions according to the objective pursued - Ex: belonging to one of the occupational categories concerned, occupation of a job in the trades concerned, belonging to one of the targeted institutions, belonging to one of the targeted sectors of activity, seniority, training project, business creation / takeover or geographical mobility etc.]

 

Article 10 - Submission of applications.

10.1 - The application form and the list of documents in the file [will be made available to employees on the company Intranet / should be requested from the Human Resources Department].

10.2 - The complete application file must be sent [electronically / by post] to the Human Resources Department.

All applications must be [sent / submitted] no later than midnight on __ / __ / __.

10.3 - [Assuming the possibility of renewal] In the event of renewal, the renewal agreement will specify the date on which the second wave of applications will be closed.

 

Article 11 - Examination of applications.

11.1 - Applications will be examined by [the Human Resources Department / Joint Commission].

[The Director of Human Resources / Commission] will have a period of _____ days to decide.

In this context, [the Director of Human Resources / the Commission] will hear the applicant in the course of an interview.

11.2 - In case of incomplete file, [the Human Resources Department / the Commission] will invite the applicant to provide the missing parts.

The applicant will then have a period of ___ days to complete his file.

11.3 - Any refusal must be the subject of a written and reasoned reply.

Article 12 - Criteria for distinguishing CMAT Applicants

In the event that the number of applicants exceeds the maximum number of departures envisaged mentioned in Article 6, to separate the applicants, [the Director of Human Resources / the Commission referred to in Article 11] [will apply a criteria of chronological order’s applications / will give priority to employees who justify the seniority / give priority to employees who justify a project to create or take over a business / give priority to employees located in the geographical area of ________]. [Freely determined criteria]

Article 13 - Procedures for monitoring the agreement

[The Director of Human Resources / Commission referred to in Article 11] will present a report on the application of this Agreement to each periodic monitoring meeting [of the Social and Economic Committee / Works Council / Staff Delegates]], as mentioned in Article 3.2.

Article 14 - Revision of the Agreement

This Agreement may be revised, inter alia, to make such modifications as may be necessary at the regular follow-up meetings referred to in Article 3.2.

The revised agreement will be concluded and submitted to the DIRECCTE for approval under the same conditions as this agreement.

Article 15 – Litigation

In accordance with Article L. 1237-19-8 of French Labour Code, disputes relating to this agreement, its content or the regularity of the procedure cannot be the subject of a separate dispute from that relating to the decision to approval issued by the DIRECCTE with territorial jurisdiction.

Article 16 - Prohibition of dismissal for economic reasons

In accordance with Article L. 1237-19 of the Labour Code, the company waives any dismissal during the term of this agreement and until the end of its implementation.

Done in______________, on ______, in ___ (number in letters) copies, one for each part.

For the Compagny _______ For the Union (1) _________

Mr / Mrs _________________ Mr / Mrs __________________

 

For the Union (2) _______ For the Union (3) _________

Mr / Mrs ________________ Mr / Mrs __________________

For the Union (4) _______

Mr / Mrs _________________

 

Copyright © CHHUM Lawyers

All rights reserved

Par frederic.chhum le 31/01/18

Ce modèle d’accord est à destination des entreprises et syndicats qui souhaitent mettre en place des ruptures conventionnelles collectives conformément aux articles L.1237-19 et suivants du Code du travail.

Il est toutefois précisé qu’il s’agit d’un modèle standardisé qui requiert impérativement d’être adapté aux particularités de chaque entreprise et aux objectifs poursuivis.

En savoir plus sur https://www.village-justice.com/articles/rupture-conventionnelle-collective-rcc-modele-accord-collectif-pour-les,27067.html#sy0IVSV7fWMcYvHa.99

Frédéric CHHUM, Avocats à la Cour (Paris et Nantes)

. Paris : 4 rue Bayard 75008 Paris - Tel: 01 42 56 03 00 ou 01 42 89 24 48
. Nantes : 41, Quai de la Fosse 44000 Nantes -  Tel: 02 28 44 26 44

e-mail : chhum@chhum-avocats.com

Blog : www.chhum-avocats.fr

http://twitter.com/#!/fchhum

 

 

Par frederic.chhum le 29/01/18

421000 ruptures conventionnelles ont été homologuées en 2017 (contre 390 000 RC en 2016).

Les ruptures conventionnelles collectives sont-elles supplanter les ruptures conventionnelles individuelles ?

CHHUM AVOCATS a publié les articles suivants si la Rupture Conventionnelle Collective :

Rupture Conventionnelle Collective : comment ça marche ?

Rupture Conventionnelle Collective : Ce que propose le projet d’accord PSA en supra légal

Rupture Conventionnelle Collective (RCC) : le jackpot fiscal pour les salariés ! (Merci Macron)

Le dispositif de Rupture Conventionnelle Collective a été inséré aux articles L. 1237-17 à L. 1237-19-14 et D. 1237-4 et D.1237-5 du code du travail.

Deux décrets n°2017-1723 et n°2017-1724 du 20 décembre 2017 ont été pris pour sa mise en application.

N’hésitez pas à nous contacter.

Frédéric CHHUM, Avocats à la Cour (Paris et Nantes)

. Paris : 4 rue Bayard 75008 Paris - Tel: 01 42 56 03 00 ou 01 42 89 24 48
. Nantes : 41, Quai de la Fosse 44000 Nantes -  Tel: 02 28 44 26 44

e-mail : chhum@chhum-avocats.com

Blog : www.chhum-avocats.fr

http://twitter.com/#!/fchhum

 

 

Par frederic.chhum le 24/01/18

Implemented by the ordinance n ° 2017-1387 of September 22nd, 2017 (articles L. 1237-17 to L. 1237-19-14 and articles D. 1237-4 and D.1237 -5 of the French Labour Code), is a completely new device that has not finished talking about him. (See our previous article)   

A fundamental question for the employees that will be affected by these Collective Mutual Agreed Termination (CMAT) is the incame tax and social security rules that will be applicable to the sums received in this context.

It is the Finance Law for 2018 (law n ° 2017-1837 of December 30th, 2017), adopted on December 21st, 2017, which determines this regime which turns out to be particularly favourable since the taxation and the social charges are aligned on the applicable allowances paid in the context of an employment protection plan (ESP) (Plan de sauvegarde de l’emploi – PSE)

Thereby, the legislator has chosen to make the Collective Mutual Agreed Termination (RCC: Rupture Conventionnelle Collective) much more advantageous from a tax point of view than an individual Agreed Termination (Rupture conventionnelle individuelle).

1) Exemption from income tax for the total amount of benefits

Article 3 of the 2018 Finance Act for 2017-1837 of 30 December 2017 amends Article 80 of the French General Tax Code as follows:

"1. Any compensation paid on the occasion of the termination of the employment contract constitutes a taxable remuneration, subject to the following provisions.

Does not constitute taxable remuneration:

1 ° The indemnities mentioned in articles L. 1235-1, L. 1235-2, L. 1235-3, L. 1235-3-1, L. 1235-11 to L. 1235-13, at 7 ° of the Article L. 1237-18-2 and 5 ° of Article L. 1237-19-1 of the French Labour Code; [...] "

Thus, the benefits paid under a CMAT are fully exempt from income tax with no limit of amount, like those paid under an ESP.

Example 1: Take an employee who has 8 year’s seniority and whose gross monthly salary is 3,000 euros.

If he receives a CMAT allowance of 2 months’ salary per year’s seniority, ie 48,000 euros, this sum will be entirely exempt from income tax.

Example 2: Take an employee who has 15 year’s seniority and whose gross monthly salary is 4,500 euros.

If he receives a CMAT indemnity of 1 ½ month salary per year’s seniority, ie 101,250 euros, this sum will be entirely exempt from income tax.

2) Exemption from social security contributions up to 2 ASSC (the annual social security ceiling) (PASS: Plafond annuel de la sécurité sociale).

As for social security contributions, the CMAT allowances will also be exempt but within the limit of twice the annual ceiling of the social security (ASSC) is 79.464 euros. (Article L. 242-1 of the French Social Security Code).

Example 1: Take again an employee who has 8 year’s seniority and whose gross monthly salary is 3,000 euros.

If he receives a CMAT allowance of 2 months’ salary per year’s seniority, ie 48,000 euros, this sum will be entirely exempt from social security contributions.

Example 2: Take again an employee who has 15 year’s seniority and whose gross monthly salary is 4,500 euros.

If he receives a CMAT allowance of 1 ½ month salary per year’s seniority, ie 101,250 euros, this sum will be entirely exempt from social security contributions up to a limit of 79,464 euros.

The contributions will therefore apply only to the sum of 21,786 euros.

3) Exemption from “CSG-CRDS” up to the amount of the legal or contractual severance indemnity [GSC (Generalized Social Contribution)-  CGS (contribution sociale généralisée) / SDRC (Social debt repayment contribution) - CRDS (contribution pour le remboursement de la dette sociale)]

“CSG- CRDS” will apply to the part of the CMAT indemnity exceeding the amount of the legal or contractual severance pay. (Article L. 136-2 of the French Social Security Code).

However, if the total amount of compensation paid exceeds 10 PASS, or 331,100 euros, the “CSG-CRDS” will apply from the first euro. (Article L. 136-2 of the French Social Security Code).

Example 1: Let us again take the example of an employee who has 8 year’s seniority and whose gross monthly salary is 3,000 euros.

If he receives a CMAT allowance of 2 months’ salary per year’s seniority, ie 48,000 euros, this sum will be exempted from  GSC-SDRC up to a limit of 6,000 euros (statutory severance pay = [(3,000 euros x ¼) x 8 years]).

GSC-SDRC will therefore apply only on the sum of 42,000 euros.

Example 2: Take again an employee who has 15 year’s seniority and whose gross monthly salary is 4,500 euros.

It must be an allowance of CMAT ½ month salary per year’s seniority, ie 101.250 euros, this amount will be exempts from “CSG-CRDS” up to 16.875 euros x ¼) x 15 years]).

“CSG-CRDS” is part of the sum of 84,375 euros.

Frédéric CHHUM, Avocats à la Cour (Paris et Nantes)

. Paris : 4 rue Bayard 75008 Paris - Tel: 01 42 56 03 00 ou 01 42 89 24 48
. Nantes : 41, Quai de la Fosse 44000 Nantes -  Tel: 02 28 44 26 44

e-mail : chhum@chhum-avocats.com

Blog : www.chhum-avocats.fr

http://twitter.com/#!/fchhum

 

Par frederic.chhum le 23/01/18

Click on the link to read the comments of case law.

1) Law of the entertainment workers (intermittents du spectacle) : an upgrade from fixed-term contracts to permanent contracts

. Reclassification of fixed-term contract into  permanent contract for an entertainment employee (intermittent du spectacle)  at Endemol (CA Paris 4 juillet 2017, arrêt définitif)

. Reclassification of fixed term contract of an Antenna Manager of France 3 Corsica (Via Stella) (CA Paris 18 oct. 2017, arrêt non définitif pourvoi en cassation en cours)

. A stripper of a cabaret obtains 47,000 euros in appeal of the labor courts for reclassification of fixed term contrat, reminder of wages during interstitial periods and concealed work  (CA Paris 19 sept. 2017, arrêt définitsif)
 

2) Reminder of variable pay / bonuses and unjustified lay-off of a business engineer

. IBM FRANCE business engineer gets € 300,000 at Nanterre labor court for bonus / bonus reminder and abusive lay-off (CPH Nanterre 5 octobre 2017, arrêt définitif)

3) Executive officers: nullity of the status, payment of overtime, co employment, dismissal without cause

. "False" senior executive (cadre dirigeant): a hotel manager obtains the nullity of his senior management status and 105,000 euros of overtime (recognition of co-employment) (CA 15 nov. 2017) (final judgment).

. Executive Director of Ernst & Young gets 166,000 euros on appeal for concealed work (travail dissimulé), moral harassment (harcèlement moral) and judicial termination (CA Versailles 12 oct. 2017, arrêt définitif) (final judgment)

CHHUM AVOCATS defends employees, executives, entertainment workers (intermittent du spectacle),  journalists, executive managers (cadre dirigeant), expatriates, impatriates and seconded employees.

We also plead throughout France (Labor Court, Court of Appeal, Tribunal correctionnel, TGI).

1) Paris

CHHUM AVOCATS pleads before the Courts of Appeal (Paris, Versailles, etc.), before all the labour tribunals of Ile de France (Paris, Melun, Meaux, Fontainebleau, Auxerre, Sens, Creteil, Bobigny, Evry) and all over France (Lyon, Marseille, Lille, etc.).

CHHUM AVOCATS also pleads before the TASS (tribunaux des affaires de sécurité sociale, social security affairs courts) the Tribunal de Grande Instance and the Tribunal correctionnel.

2) Nantes

CHHUM AVOCATS Paris, lawyers in labor law and labor criminal law, has a secondary office in Nantes.

The Nantes office is located at 41, quai de la Fosse in Nantes (infront of the courthouse).

We plead any case related to the Court of Appeal of Rennes, especially for Rennes, Saint-Malo, Nantes, Saint-Nazaire, Lorient, Vannes, etc.).

Should you require our services, please feel free to reach out to us.

Frédéric CHHUM, Lawyer (Paris et Nantes)

. Paris : 4 rue Bayard 75008 Paris - Tel: 01 42 56 03 00 ou 01 42 89 24 48
. Nantes : 41, Quai de la Fosse 44000 Nantes -  Tel: 02 28 44 26 44

e-mail : chhum@chhum-avocats.com

Blog : www.chhum-avocats.fr

http://twitter.com/#!/fchhum

 

Par frederic.chhum le 23/01/18

L’article 6 de l’ordonnance n°2017-1387 du 22 septembre 2017 modifie le délai de prescription pour les demandes portant sur la rupture du contrat de travail, passant ainsi d’un délai de 24 mois à 12 mois.

Depuis 2008, le législateur s’emploie à réduire les délais de prescription applicables en droit du travail.

Ainsi, alors que la prescription de l’action en justice était de 30 ans avant 2008, la loi n°2008-561 du 17 juin 2008 avait drastiquement réduit les délais, les fixant à 5 ans quelles que soient les demandes (rupture du contrat de travail, rappels de salaire, discrimination, harcèlement etc.).

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

En savoir plus sur https://www.village-justice.com/articles/ordonnances-macron-prescription-est-qui-change-pour-les-salaries-cadres,26989.html#bhPKV10GPyTGYXLH.99

Frédéric CHHUM, Avocats à la Cour (Paris et Nantes)

. Paris : 4 rue Bayard 75008 Paris - Tel: 01 42 56 03 00 ou 01 42 89 24 48
. Nantes : 41, Quai de la Fosse 44000 Nantes -  Tel: 02 28 44 26 44

e-mail : chhum@chhum-avocats.com

Blog : www.chhum-avocats.fr

http://twitter.com/#!/fchhum

Par frederic.chhum le 22/01/18

The rules of the Collective Mutual Agreed Termination (CMAT) are listed from articles L. 1237-17 to L. 1237-19-14 and articles D. 1237-4 and D.1237-5 of the French Labor code. 2 orders n°2017-1723 and n°2017-1724 from December, 20 2017, are based on Article 10 of September, 22nd 2017.

Will Collective Mutual Agreed Termination have the same success than the mutual agreed termination (Rupture Conventionnelle individuelle)?

Is it a way to legalize the so-called golden handshakes?

Will these agreements send thousands of employees to their local jobs centers (Pole Emploi) or will they create employment due to more flexible labor market (flexibilisation du marché du travail)?

1) Conclusion of a majority agreement (accord majoritaire) with unions

A collective agreement may define the content of a CMAT excluding any dismissal (licenciement) possibilities with the aim to reach the goal that is tied to it relative to job cuts (suppression d’emploi).

Therefore, this collective agreement should be a majority agreement, that is (i) voted by representative labor unions that obtained more than 50% of all votes casts or (ii) adopted by referendum, organized at the request of labor organizations that represent at least 30% of all votes cast.

Administration is informed without any delay of the opening of negotiations in preparation of the above-mentioned agreement. (L. Code. ; Art. L. 1237-19)

The Decree of December 20, 2017 sets forth that “when an employer intends to open a negotiation in preparation of a GPEC agreement to determine the CMAT content, he/she should inform the Direccte (Director of regional companies, competition, consumption, labor and employment/ Directions régionales des entreprises, de la concurrence, de la consommation, du travail et de l'emploi), in a dematerialized way”. (Article D. 1237-7 of French Labor Code).

When necessary, the signed agreement is sent to him/her using the dematerialized way.

The decision to submit this agreement and to ensure the following ups of the agreement’s implementation goes to the same administrative authority. 

The Direccte in charge is the one that is affiliated with the involved institution.

When the chaft of agreement involves multiple instituations with different Direcctes, the Direccte from the company’s headquarters is in charge.

The latter refers the matter to the French Minister of Labor in order to nominate the competent Direccte. This nomination should be communicated to the company within ten days after the employer asked to open a negotiation. If a decision is not made on time, the competent Direccte remains the one from the company’s headquarters. Thereafter, the employer should communicate on his/her nomination to the Worker’s Council and to the company’s labor organizations.

2) Content of the Collective Mutual Agreed Termination

The collective agreement determines:

1° The terms and conditions of information of the Worker’s Council;

2° The maximum number of scheduled departures, associated job losses, and the duration of implementation of collective mutual agreed termination;

3° The conditions that the employee must fulfill in order to benefit from it;

4° The starting criteria between the potential candidates at departure;

5° The methods for calculating severance indemnities (indemnités de depart) guaranteed to the employee, which cannot be lower than the statutory indemnities (indemnités légales conventionnelles) in case of dismissal;

6° the methods of presentation and examination of candidacies at the departure of the employees, including conditions of the transmission of the written agreement of the employer to the device considered by the collective agreement"

7° Measures to facilitate the rehiring of employees to equivalent jobs, such as training activities, the validation of experience or conversion experience, or actions to support the creation of new activities or the resumption of existing activities by employees;

8° The procedures for monitoring the effective implementation of the collective mutual agreed termination (L. Code Article L. 1237-19-1).

3) Acceptance by the employer of the employee's application

The employer’s agreement of the employee's application in the context of the CMAT entails the breach of the contract (rupture de contrat) of employment by mutual agreement of the parties.

Employees enjoying the protection referred to in Chapter I of Title I, Book IV, Part Two of French Labor Code may benefit from the provisions of the collective agreement.

By way of derogation from the first paragraph of this article, the breach by mutual agreement in the context of the CMAT is subject to the authorization of the labor inspector under the conditions laid down in Chapter I of Title II of Book IV of the second part.

In this case the termination of the employment contract can only occur the day following the day of the authorization.

For the labour doctor (médecin du travail), the termination of the contract is subject to the authorization of the labor inspector, after consulting the medical inspector of work (médecin inspecteur du travail). (L. Code Article L. 1237-19-2)

4) Control by the Direccte

The collective agreement mentioned in Article L. 1237-19 of French Labor Code is sent to the administrative authority for validation.

4.1) Validation of the agreement by the Direccte

The administrative authority validates the collective agreement when she has ensured:

1° Conformity with Article L. 1237-19;

2° The presence in the collective mutual agreed termination of the measures provided in the Article L. 1237-19-1;

3° The regularity of the information procedure of the Workers Council. (French Labor Code Article L. 1237-19-3)

The administrative authority shall notify to the employer the validation decision within 15 days of receiving the collective agreement mentioned in Article L. 1237-19.

This delay of 15 days left to the Direccte to validate the agreement, runs from the receipt of the complete file (Decree 20 December 2017).

This file must include the collective agreement and information to verify that it has been concluded under regular conditions, in particular by informing the Worker’s Council, or, pending its establishment, the EC or the staff representatives.

The Direccte may request any additional supporting material necessary for its control (Decree 20 December 2017).

It shall notify it, within the same deadlines, to the Worker’s Council and the signatory representative trade unions. The decision taken by the administrative authority must be motivated.

The silence kept by the administrative authority during the period provided for in the first paragraph constitutes a decision to accept validation. In this case, the employer sends a copy of the validation request, accompanied by its acknowledgment of receipt (accusé de reception) by the administration, to Worker’s Council and  representative trade union organisations signatories (organisations syndicales représentatives).

The validation decision or, failing that, the documents referred to in the fifth paragraph and the appeal procedures and deadlines shall be made known to the employees by posting at their workplace or by any other means allowing a certain date to this information. (French Labor Code Article L. 1237-19-4)

The administrative authority competent to take the validation decision is the one of the place where the company or establishment concerned by the draft voluntary agreement plan is established.

If the draft agreement concerning a collective conventional break relates to establishments coming under the jurisdiction of different authorities, the Minister in charge of employment designates the competent authority. (French Labor Code, Article L. 1237-19-5)

4.2) Refusal of validation

In the event of a decision refusing validation, the employer, if he wishes to resume his project, submits a new request after having made the necessary modifications and informed Worker’s Council (Comité social et économique) (French Labor. Code, Article L. 1237-19-6)

In case of a refusal of validation, the employer who wishes to formulate a new application must transmit it electronically under the same conditions as the initial application (Decree 20 December 2017, Article D. 1237-11 of the Labor Code).

5) Follow-up of the agreement (suivi de l’accord)

The monitoring of the implementation of the Collective mutual agreed termination is the subject of a regular and detailed consultation of the Worker’s Council whose opinions are forwarded to the administrative authority.

The administrative authority is involved in the follow-up of these measures and receives a report, drawn up by the employer, of the implementation of the collective agreement breaking agreement. (French Labor Code, Article L. 1237-19-7)

As for the assessment of the implementation of the agreement on the CMAT (Collective mutual agreed termination), it has to be communicated to the Direccte within one month after the end of the rehiring measures. The content of this report will be fixed in a future order (Decree 20 December 2017).

6) Litigation

The collective agreement mentioned in Article L. 1237-19, the content of the collective agreed termination, and the regularity of the procedure preceding the decision of the administrative authority cannot be the subject of litigation. Separate from that relating to the validation decision referred to the Article L. 1237-19-3.

Appeals against the decision of validation are formed, educated and judged in the conditions defined in article L. 1235-7-1.

Any other dispute concerning the breach of contract must be filed, under penalty of inadmissibility (peine d’irrecevabilité), before the expiry of a period of twelve months from the date of termination of the contract. (French Labor Code, Art L. 1237-19-8)

7) CMAT and activity creation (création d’activités)

When job cuts resulting from the collective mutual agreed planned in the article L. 1237-19 affect, by their importance, the balance of employment aeras in which they are implanted, companies or establishments of at least one thousand employees as well as companies were mentioned in the article L. 2331-1 and those answering the conditions mentioned to articles L. 2341-1 and L. 2341-2, since they employ all in all at least one thousand employees, have to contribute to the creation of activities and to the development of jobs and to limit the effects of the collective agreed termination envisaged on the other companies in labor pool (bassin d’emploi).

These measures are not applicable in companies in recovery or in liquidation (French Labor Code; Art. L. 1237-19-9)

8) CMAT and social and territorial impact study (étude d’impact social et territorial)

An agreement between the undertaking and the administrative authority, concluded within six months of the validation provided for in Article L. 1237-19-3, shall determine, where appropriate on the basis of a study of the social and territorial impact prescribed by the administrative authority, the nature as well as the methods of financing and implementing the actions provided for in Article L. 1237-19-9.

The agreement takes into account actions of a similar nature that may be implemented by anticipation within the framework of a collective agreement relating to the forward-looking management of jobs and skills or provided for in the context of a collective agreement establishing a collective contractual break established by the business or planned as part of a voluntary initiative of the company which is the subject of a framework document (l’objet d’un document cadre) concluded between the State and the company.

The content and methods of adoption of this document are defined by decree. When a group, company or establishment collective agreement provides for actions of this kind, accompanied by financial commitments from the company at least equal to the amount of the contribution provided for in Article L. 1237-19- 11, the agreement shall, at the request of the enterprise, take the place of the agreement provided for in this article between the enterprise and the administrative authority, unless the latter objects to it within two months from the date of the request. (French Labor Code. Art L. 1237-19-10)

The actions provided for in Article L. 1237-19-9 are determined after consultation with the local authorities concerned, the consular bodies and the social partners who are members of the Regional Joint interprofessional committee (commission paritaire interprofessionnelle régionale).

Their execution is subject to monitoring and evaluation, under the supervision of the administrative authority, in accordance with procedures defined by decree. This decree also determines the conditions under which companies whose head office is not established in the employment area affected by the collective agreement breaking agreement contribute to the planned actions. (French Labor Code, Article L. 1237-19-12)

Houses of employment (les maisons de l’emploi) may participate, under conditions fixed by agreement with the companies concerned, in the implementation of the measures relating to the revitalization of employment areas (bassins d’emploi). (L.Code, Art L. 1237-19-13)

9) Framework-Convention on Revitalization (Convention-cadre de revitalization).

A national framework revitalization agreement (convention-cadre nationale de revitalisation) is concluded between the minister in charge of employment and the company when the job cuts concern at least three departments.

In determining the amount of the contribution mentioned in Article L. 1237-19-11, the total number of jobs eliminated is taken into account.

The framework agreement is signed within six months of the validation provided for in Article L. 1237-19-3.

It gives rise, within four months of its signature, to one or more local agreements concluded between the State representative and the company. These conventions conform to the content of the national framework convention. (Art., L. 1237-19-14).

Frédéric CHHUM, Avocats à la Cour (Paris et Nantes)

. Paris : 4 rue Bayard 75008 Paris - Tel: 01 42 56 03 00 ou 01 42 89 24 48
. Nantes : 41, Quai de la Fosse 44000 Nantes -  Tel: 02 28 44 26 44

e-mail : chhum@chhum-avocats.com

Blog : www.chhum-avocats.fr

http://twitter.com/#!/fchhum

 

 

 

Par frederic.chhum le 19/01/18

En 2012, la société Odeolis, qui est spécialisée dans la maintenance de systèmes informatiques, notamment de terminaux de paiement, et dont l'activité s'étend sur tout le territoire national, a équipé les véhicules utilisés par ses techniciens itinérants de dispositifs de géolocalisation en temps réel afin, notamment, de mieux planifier ses interventions.

Ces dispositifs permettent de collecter diverses données relatives, notamment, aux incidents et évènements de conduite ou au temps de travail des salariés.

Le 13 janvier 2016, une délégation de la CNIL a procédé à un contrôle sur place dans les locaux de la société à Aix-en-Provence, à la suite duquel la présidente de la CNIL a, par une décision du 27 juillet 2016, mis en demeure la société d'adopter un certain nombre de mesures afin de faire cesser les manquements constatés à diverses dispositions de la loi du 6 janvier 1978 relative à l'informatique, aux fichiers et aux libertés.

La société demande l'annulation pour excès de pouvoir de cette décision en tant qu'elle la met en demeure de cesser de traiter les données issues de l'outil de géolocalisation afin de contrôler le temps de travail des salariés.

Dans un arrêt du 15 décembre 2017, n°403776, le Conseil d’Etat a rejeté la demande de la société.

Le Conseil d’Etat rappelle qu’aux termes de l'article 6 de la loi du 6 janvier 1978 : " Un traitement ne peut porter que sur des données à caractère personnel qui satisfont aux conditions suivantes : /1° Les données sont collectées et traitées de manière loyale et licite (...) / 3° Elles sont adéquates, pertinentes et non excessives au regard des finalités pour lesquelles elles sont collectées et de leurs traitements ultérieurs... ".

Aux termes de l'article L. 1121-1 du code du travail : " Nul ne peut apporter aux droits des personnes et aux libertés individuelles et collectives de restrictions qui ne seraient pas justifiées par la nature de la tâche à accomplir ni proportionnées au but recherché ".

Il résulte de ces dispositions que l'utilisation par un employeur d'un système de géolocalisation pour assurer le contrôle de la durée du travail de ses salariés n'est licite que lorsque ce contrôle ne peut pas être fait par un autre moyen, fût-il moins efficace que la géolocalisation.

En dehors de cette hypothèse, la collecte et le traitement de telles données à des fins de contrôle du temps de travail doivent être regardés comme excessifs au sens du 3° de l'article 6 de la loi du 6 janvier 1978 précité.

Enfin, le Conseil d’Etat relève que « si la décision attaquée prescrit à la société requérante de cesser de traiter les données collectées par l'outil de géolocalisation pour contrôler le temps de travail des salariés, elle ne lui interdit pas de traiter ces données en vue de procéder à la facturation des prestations à ses clients ».

Dès lors, la circonstance que la société ne disposerait d'aucun autre moyen pour déterminer avec certitude le temps des interventions de ses employés et pour établir sur ce fondement les factures pour ses clients est sans incidence sur la légalité de la décision attaquée.

Enfin, le Conseil d’Etat relève que s'agissant du traitement des données collectées à des fins de contrôle du temps de travail, si la société fournit des exemples d'employés licenciés grâce à ces informations qui attestent des facilités offertes par la géolocalisation, il ressort des pièces du dossier qu'elle dispose d'autres moyens, notamment des documents déclaratifs mentionnés dans la décision attaquée, pour contrôler le temps de travail des employés.

Il s'ensuit que la présidente de la CNIL n'a pas fait une inexacte application des dispositions de l'article 6 de la loi du 6 janvier 1978 précité en caractérisant comme excessif, au sens de ces dispositions, le traitement par la société Odeolis des données collectées par géolocalisation à des fins de contrôle du temps de travail de ses employés.
Cet arrêt doit être approuvé.
 

Source Conseil d’Etat arrêt du 15 décembre 2017

http://www.conseil-etat.fr/fr/arianeweb/CE/decision/2017-12-15/403776

Frédéric CHHUM, Avocats à la Cour (Paris et Nantes)

. Paris : 4 rue Bayard 75008 Paris - Tel: 01 42 56 03 00 ou 01 42 89 24 48
. Nantes : 41, Quai de la Fosse 44000 Nantes -  Tel: 02 28 44 26 44

e-mail : chhum@chhum-avocats.com

Blog : www.chhum-avocats.fr

http://twitter.com/#!/fchhum

 

Par frederic.chhum le 17/01/18

Dans le classement Décideurs 2017, CHHUM AVOCATS (Paris, Nantes) est classé Excellent pour le Conseil des salariés et syndicats.

CHHUM AVOCATS est classé, pour 2017, Forte Notoriété dans le Classement Contentieux à risque et Droit pénal Social.

Frédéric CHHUM Avocat à la Cour (Paris et Nantes)

. Paris : 4 rue Bayard 75008 Paris - Tel: 01 42 56 03 00 ou 01 42 89 24 48
. Nantes : 41, Quai de la Fosse 44000 Nantes -  Tel: 02 28 44 26 44

e-mail : chhum@chhum-avocats.com

Blog : www.chhum-avocats.fr

http://twitter.com/#!/fchhum

 

Par frederic.chhum le 11/01/18

Le Cabinet CHHUM AVOCATS (Paris et Nantes) a obtenu les jurisprudences suivantes aux prud'hommes ou en appel des prud'hommes au 2ème semestre 2017

Cliquer sur le lien pour lire les commentaires des jurisprudences.

1) Droit des intermittents du spectacle : requalification de CDDU en CDI

. Requalification des CDD en CDI à temps complet d’une assistante de Production intermittente du spectacle d’ENDEMOL (CA Paris 4 juillet 2017, arrêt définitif)

. Requalification des CDD en CDI à temps complet d’une Gestionnaire d’Antenne de France 3 Corse (Via Stella)  (CA Paris 18 oct. 2017, arrêt non définitif pourvoi en cassation en cours)

. Une danseuse stripteaseuse d’un cabaret obtient 47.000 euros en appel des prud’hommes pour requalification en CDI, rappel de salaires pendant les périodes interstitielles et travail dissimulé (CA Paris 19 sept. 2017, arrêt définitif)
 

2) Rappel de rémunération variable/bonus et licenciement sans cause d’un ingénieur d’affaires

. Un ingénieur d’affaires d’IBM FRANCE obtient 300 000 euros aux prud’hommes de Nanterre pour rappel de prime variable / bonus et licenciement sans cause (CPH Nanterre 5 octobre 2017, arrêt définitif)

 

3) Cadres dirigeants : nullité du statut, paiement d’heures supplémentaires, co emploi, licenciement sans cause

. « Faux » cadre dirigeant : un Directeur d’hôtel obtient la nullité de son statut de cadre dirigeant et 105.000 euros d’heures supplémentaires (reconnaissance du co emploi) (CA 15 nov. 2017) (arrêt définitif).

. Un Directeur Exécutif de Ernst & Young obtient 166 000 euros en appel pour travail dissimulé, harcèlement moral et résiliation judiciaire (CA Versailles 12 oct. 2017, arrêt définitif)

CHHUM AVOCATS défend notamment des salariés, cadres, intermittents du spectacle, journalistes, cadres dirigeants, expatriés, impatriés et détachés

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.

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

Nous plaidons tout dossier relevant de la Cour d’Appel de Rennes et notamment du Rennes, Saint-Malo, Nantes, Saint-Nazaire, Lorient, Vannes, etc.).

N’hésitez pas à nous contacter.

Frédéric CHHUM, Avocats à la Cour (Paris et Nantes)

. Paris : 4 rue Bayard 75008 Paris - Tel: 01 42 56 03 00 ou 01 42 89 24 48
. Nantes : 41, Quai de la Fosse 44000 Nantes -  Tel: 02 28 44 26 44

e-mail : chhum@chhum-avocats.com

Blog : www.chhum-avocats.fr

http://twitter.com/#!/fchhum