{"id":2117,"date":"2007-02-01T00:00:00","date_gmt":"2007-01-31T22:00:00","guid":{"rendered":"https:\/\/www.gereso.com\/actualites\/2007\/02\/suppression-dun-usage-lemployeur-doit-respecter-certaines-regles\/"},"modified":"2007-02-01T00:00:00","modified_gmt":"2007-01-31T22:00:00","slug":"suppression-dun-usage-lemployeur-doit-respecter-certaines-regles","status":"publish","type":"post","link":"https:\/\/www.gereso.com\/actualites\/2007\/02\/01\/suppression-dun-usage-lemployeur-doit-respecter-certaines-regles\/","title":{"rendered":"Suppression d'un usage : l'employeur doit respecter certaines r\u00e8gles"},"content":{"rendered":"

L’histoire<\/h3>\n

Un employeur versait, depuis 1979, une prime annuelle \u00e0 ses salari\u00e9s<\/b>. <\/p>\n

Suite \u00e0 sa suppression en 1997, ils ont saisi la juridiction prud’homale d’une demande de rappel de primes<\/b>.<\/p>\n

L’employeur conteste cette action. Selon lui, la prime n’avait pas \u00e9t\u00e9 supprim\u00e9e<\/b>. Il avait seulement modifi\u00e9 les modalit\u00e9s de sa mise en oeuvre.<\/b><\/p>\n

Ce que disent les juges :<\/h3>\n

La prime avait \u00e9t\u00e9 supprim\u00e9e.<\/p>\n

Cependant, les r\u00e8gles de d\u00e9nonciation d’un usage n’ayant pas \u00e9t\u00e9 respect\u00e9es, il demeure en vigueur.<\/b>
<\/span><\/p>\n

\u00a0<\/span>Les salari\u00e9s ont donc droit au paiement de la prime.<\/p>\n

Ce qu’il faut retenir<\/h3>\n

– L’usage est cr\u00e9ateur de droits pour les salari\u00e9s et d’obligations pour l’employeur.
<\/b>
– Ainsi, l’employeur ne peut pas le supprimer sans respecter les r\u00e8gles de la d\u00e9nonciation :
<\/b><\/p>\n

  • \u00a0\u00a0 une information des repr\u00e9sentants du personnel<\/b><\/li>\n
  • \u00a0\u00a0 une information individuelle des salari\u00e9s concern\u00e9s<\/b><\/li>\n
  • \u00a0\u00a0\u00a0-e respect d’un d\u00e9lai de pr\u00e9venance suffisant<\/b><\/li>\n

    Lorsque l’usage est r\u00e9guli\u00e8rement d\u00e9nonc\u00e9, le salari\u00e9 ne peut pas pr\u00e9tendre au maintien<\/b> de l’avantage qui en d\u00e9coulait.<\/p>\n

  • Cependant, en l’absence d’une d\u00e9nonciation r\u00e9guli\u00e8re, l’usage est maintenu<\/b>. Le salari\u00e9 peut donc en demander l’application.<\/li>\n
  • \u00a0Notez que le salari\u00e9 qui demande l’application d’un usage doit apporter la preuve de son existence<\/b>.<\/li>\n

    Source : juritravail.com, Arr\u00eat de la chambre sociale de la Cour de cassation du 21 f\u00e9vrier 2007 n\u00b0 05-41870<\/p>\n","protected":false},"excerpt":{"rendered":"

    L’histoire Un employeur versait, depuis 1979, une prime annuelle \u00e0 ses salari\u00e9s. Suite \u00e0 sa suppression en 1997, ils ont saisi la juridiction prud’homale d’une demande de rappel de primes. L’employeur conteste cette action. Selon lui, la prime n’avait pas \u00e9t\u00e9 supprim\u00e9e. Il avait seulement modifi\u00e9 les modalit\u00e9s de sa mise en oeuvre. Ce que […]<\/p>\n","protected":false},"author":32,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_mi_skip_tracking":false,"footnotes":""},"categories":[8],"tags":[],"class_list":["post-2117","post","type-post","status-publish","format-standard","hentry","category-paie-et-administration-du-personnel"],"acf":[],"yoast_head":"\nSuppression d'un usage : l'employeur doit respecter certaines r\u00e8gles - Le Blog GERESO<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.gereso.com\/actualites\/2007\/02\/01\/suppression-dun-usage-lemployeur-doit-respecter-certaines-regles\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Suppression d'un usage : l'employeur doit respecter certaines r\u00e8gles - Le Blog GERESO\" \/>\n<meta property=\"og:description\" content=\"L’histoire Un employeur versait, depuis 1979, une prime annuelle \u00e0 ses salari\u00e9s. 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