{"version":"1.0","provider_name":"Le Blog GERESO","provider_url":"https:\/\/www.gereso.com\/actualites","author_name":"Amandine Lecomte","author_url":"https:\/\/www.gereso.com\/actualites\/author\/a-lecomte\/","title":"Suppression d\u2019une prime fond\u00e9e sur un usage d\u2019entreprise : quelles obligations pour l\u2019employeur ? - Le Blog GERESO","type":"rich","width":600,"height":338,"html":"<blockquote class=\"wp-embedded-content\" data-secret=\"E1uLMtmpTf\"><a href=\"https:\/\/www.gereso.com\/actualites\/2024\/11\/28\/suppression-prime-fondee-usage-entreprise\/\">Suppression d\u2019une prime fond\u00e9e sur un usage d\u2019entreprise : quelles obligations pour l\u2019employeur ?<\/a><\/blockquote><iframe sandbox=\"allow-scripts\" security=\"restricted\" src=\"https:\/\/www.gereso.com\/actualites\/2024\/11\/28\/suppression-prime-fondee-usage-entreprise\/embed\/#?secret=E1uLMtmpTf\" width=\"600\" height=\"338\" title=\"\u00ab\u00a0Suppression d\u2019une prime fond\u00e9e sur un usage d\u2019entreprise : quelles obligations pour l\u2019employeur ?\u00a0\u00bb &#8212; Le Blog GERESO\" data-secret=\"E1uLMtmpTf\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" class=\"wp-embedded-content\"><\/iframe><script type=\"text\/javascript\">\n\/* <![CDATA[ *\/\n\/*! This file is auto-generated *\/\n!function(d,l){\"use strict\";l.querySelector&&d.addEventListener&&\"undefined\"!=typeof URL&&(d.wp=d.wp||{},d.wp.receiveEmbedMessage||(d.wp.receiveEmbedMessage=function(e){var t=e.data;if((t||t.secret||t.message||t.value)&&!\/[^a-zA-Z0-9]\/.test(t.secret)){for(var s,r,n,a=l.querySelectorAll('iframe[data-secret=\"'+t.secret+'\"]'),o=l.querySelectorAll('blockquote[data-secret=\"'+t.secret+'\"]'),c=new RegExp(\"^https?:$\",\"i\"),i=0;i<o.length;i++)o[i].style.display=\"none\";for(i=0;i<a.length;i++)s=a[i],e.source===s.contentWindow&&(s.removeAttribute(\"style\"),\"height\"===t.message?(1e3<(r=parseInt(t.value,10))?r=1e3:~~r<200&&(r=200),s.height=r):\"link\"===t.message&&(r=new URL(s.getAttribute(\"src\")),n=new URL(t.value),c.test(n.protocol))&&n.host===r.host&&l.activeElement===s&&(d.top.location.href=t.value))}},d.addEventListener(\"message\",d.wp.receiveEmbedMessage,!1),l.addEventListener(\"DOMContentLoaded\",function(){for(var e,t,s=l.querySelectorAll(\"iframe.wp-embedded-content\"),r=0;r<s.length;r++)(t=(e=s[r]).getAttribute(\"data-secret\"))||(t=Math.random().toString(36).substring(2,12),e.src+=\"#?secret=\"+t,e.setAttribute(\"data-secret\",t)),e.contentWindow.postMessage({message:\"ready\",secret:t},\"*\")},!1)))}(window,document);\n\/\/# sourceURL=https:\/\/www.gereso.com\/actualites\/wp-includes\/js\/wp-embed.min.js\n\/* ]]> *\/\n<\/script>\n","description":"GERESO vous r\u00e9pond Question&nbsp;: Bernard est DRH dans une entreprise de 250 salari\u00e9s. Compte tenu de la conjoncture \u00e9conomique, ce dernier s\u2019interroge sur la possibilit\u00e9 de supprimer le 13\u00e8me mois accord\u00e9 aux salari\u00e9s par usage depuis 13 ans. Il n\u2019est pas certain d\u2019avoir le droit d\u2019autant plus qu\u2019un salari\u00e9 lui a expliqu\u00e9 que cela constituait [&hellip;]"}