{"id":7624,"date":"2014-04-22T08:59:37","date_gmt":"2014-04-22T06:59:37","guid":{"rendered":"https:\/\/valoxy.org\/blog\/?p=7624"},"modified":"2024-07-16T13:04:56","modified_gmt":"2024-07-16T11:04:56","slug":"rupture-conventionnelle-attention-aux-sanctions-injustifiees-04222014avalau1","status":"publish","type":"post","link":"https:\/\/valoxy.org\/blog\/rupture-conventionnelle-attention-aux-sanctions-injustifiees-04222014avalau1\/","title":{"rendered":"La rupture conventionnelle et les sanctions injustifi\u00e9es"},"content":{"rendered":"<p><span style=\"line-height: 1.5em;\">Les conditions de r\u00e9alisation d&rsquo;une rupture conventionnelle peuvent avoir des cons\u00e9quences sur l\u2019entreprise. Il est par cons\u00e9quent important pour le dirigeant de porter une attention particuli\u00e8re \u00e0 la pr\u00e9paration de cette d\u00e9marche. En effet, <span class=\"exergue\">si la Cour de cassation a r\u00e9cemment\u00a0 reconnu qu\u2019il \u00e9tait possible de signer une telle rupture\u00a0dans une situation conflictuelle, les juges restent tr\u00e8s prudents sur la notion de libert\u00e9 du consentement donn\u00e9 par le salari\u00e9<\/span>. Valoxy, cabinet d&rsquo;expertise comptable dans les Hauts de France revient sur les conditions de la rupture.<\/span><\/p>\n<figure id=\"attachment_6465\" aria-describedby=\"caption-attachment-6465\" style=\"width: 215px\" class=\"wp-caption aligncenter\"><img decoding=\"async\" class=\" wp-image-6465 \" title=\"Savoir pr\u00e9parer une rupture conventionnelle\" src=\"https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2013\/10\/man-on-a-yellow-target.jpg\" alt=\"la rupture conventionnelle\" width=\"215\" height=\"152\" \/><figcaption id=\"caption-attachment-6465\" class=\"wp-caption-text\">Attention aux sanctions injustifi\u00e9es avant une rupture<\/figcaption><\/figure>\n<h2>Les conditions qui entourent la rupture conventionnelle<\/h2>\n<div class=\"encadre-style\">Dans l\u2019esprit du l\u00e9gislateur, cette rupture est la cons\u00e9quence d\u2019une discussion libre et \u00e9quitable entre l\u2019employeur et l\u2019employ\u00e9. Le consentement des deux parties s&rsquo;obtient alors sans qu\u2019aucune pression n\u2019ait \u00e9t\u00e9 ressentie de part et d\u2019autre. En cas de remise en cause de ce type de rupture, les juges s\u2019attachent notamment \u00e0 v\u00e9rifier le libre consentement du salari\u00e9.<\/div>\n<p>Une salari\u00e9e avait sign\u00e9 une <a title=\"Rupture conventionnelle : d\u00e9finition, convention et indemnisation\" href=\"https:\/\/valoxy.org\/blog\/la-rupture-conventionnelle\/\" target=\"_blank\" rel=\"noopener noreferrer\">rupture conventionnelle<\/a>. L&rsquo;administration l&rsquo;avait homologu\u00e9e, mais l&rsquo;a cependant requalifi\u00e9e en licenciement sans cause r\u00e9elle et s\u00e9rieuse. Pourquoi ? Elle a motiv\u00e9 c<span class=\"exergue\">ette requalification par le fait que l\u2019employeur avait<\/span>\u00a0:<\/p>\n<ul>\n<li>entam\u00e9 une proc\u00e9dure de licenciement quelques semaines avant la signature de la convention de rupture,<\/li>\n<li>ordonn\u00e9 une mise \u00e0 pied disciplinaire injustifi\u00e9e quelques semaines avant de proposer une rupture<\/li>\n<li>convoqu\u00e9 l\u2019employ\u00e9e\u00a0 \u00e0 un entretien d\u20191\/4 d\u2019heure pour d\u00e9terminer les modalit\u00e9s de la rupture.<\/li>\n<\/ul>\n<p><img decoding=\"async\" class=\" wp-image-6463 alignright\" style=\"margin-left: 10px;\" title=\"Les experts-comptables peuvent vous aider \u00e0 bien pr\u00e9parer une rupture convenitonnelle\" src=\"https:\/\/valoxy.org\/blog\/wp-content\/uploads\/2013\/10\/man-injustice.jpg\" alt=\"Rupture conventionnelle : faites vous accompagner par votre expert-comptable\" width=\"193\" height=\"170\" \/><\/p>\n<p>L\u2019employeur estimait que le d\u00e9lai de plusieurs semaines entre la sanction disciplinaire et l\u2019accord de rupture ne permettait pas d\u2019en d\u00e9duire l\u2019existence d\u2019un litige entre les parties pouvant vicier le contrat de rupture. La Cour de cassation \u00e9tait d\u2019un autre avis.<\/p>\n<p>Elle a notamment rappel\u00e9 que \u00ab\u00a0<strong><span class=\"exergue\">la rupture conventionnelle ne peut \u00eatre impos\u00e9e par l\u2019une ou l\u2019autre des parties<\/span><\/strong> \u00bb. Or selon elle, la nature des faits qui ont pr\u00e9c\u00e9d\u00e9 l\u2019accord permettait de douter du consentement\u00a0 libre et \u00e9clair\u00e9 de l\u2019employ\u00e9e.<\/p>\n<h2>Les sanctions disciplinaires invalident-elles syst\u00e9matiquement les ruptures ?<\/h2>\n<p>La volont\u00e9 de proposer une rupture conventionnelle \u00e0 un salari\u00e9 <span class=\"exergue\"><strong>ne doit<\/strong> cependant <strong>pas <\/strong>emp\u00eacher les dirigeants de prendre des mesures disciplinaires envers leurs employ\u00e9s. <\/span>Un arr\u00eat\u00e9 du 15 janvier 2014 a en effet valid\u00e9 une telle rupture d&rsquo;un salari\u00e9 qui s\u2019\u00e9tait vu infliger quelques mois auparavant deux avertissements. (cons\u00e9cutifs \u00e0 la mauvaise qualit\u00e9 de son travail).<\/p>\n<div class=\"encadre-style\">Dans une d\u00e9marche de rupture conventionnelle, l\u2019employeur doit s\u2019attacher \u00e0 permettre \u00e0 l\u2019employ\u00e9 de consentir ou non \u00e0 la proposition qu&rsquo;i lui\u00a0 fait. Et ce, de mani\u00e8re libre et \u00e9clair\u00e9e.<\/div>\n<p>Dans notre exemple : La r\u00e9cente sanction grave et injustifi\u00e9e inflig\u00e9e \u00e0 une employ\u00e9e qui n\u2019avait fait preuve d\u2019aucune observation au pr\u00e9alable a convaincu la cour du cot\u00e9 vici\u00e9 de la rupture. N&rsquo;h\u00e9sitez pas \u00e0 <a title=\"Le r\u00f4le et les responsabilit\u00e9s de l\u2019expert-comptable\" href=\"https:\/\/valoxy.org\/blog\/role-et-responsabilites-de-l-expert-comptable\/\" target=\"_blank\" rel=\"noopener noreferrer\">vous faire accompagner de votre expert-comptable.<\/a> Il dispose des comp\u00e9tences sociales et juridiques pour vous accompagner.<\/p>\n<p class=\"p1\"><span class=\"s1\">Vous souhaitez en savoir plus sur la rupture conventionnelle ? Retrouvez nos articles sur le blog de Valoxy :<\/span><\/p>\n<ul class=\"ul1\">\n<li class=\"li2\"><span class=\"s2\"><a href=\"https:\/\/valoxy.org\/blog\/la-rupture-conventionnelle-collective\/\"><span class=\"s3\">La rupture conventionnelle collective<\/span><\/a><\/span><\/li>\n<li class=\"li2\"><span class=\"s2\"><a href=\"https:\/\/valoxy.org\/blog\/rupture-conventionnelle-transaction-04152014avala1\/\"><span class=\"s3\">Rupture conventionnelle : vers la fin des transactions ?<\/span><\/a><\/span><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Les conditions de r\u00e9alisation d&rsquo;une rupture conventionnelle peuvent avoir des cons\u00e9quences sur l\u2019entreprise. Il est par cons\u00e9quent important pour le dirigeant de porter une attention particuli\u00e8re \u00e0 la pr\u00e9paration de cette d\u00e9marche. En effet, si la Cour de cassation a&#8230;<\/p>\n","protected":false},"author":1,"featured_media":6466,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"class_list":["post-7624","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-social-rh"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>La rupture conventionnelle et les sanctions injustifi\u00e9es | Blog Valoxy - Expertise comptable<\/title>\n<meta name=\"description\" content=\"Lors d&#039;une rupture conventionnelle, il est important de faire attention aux sanctions injustifi\u00e9es qui la pr\u00e9c\u00e8dent.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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