{"id":3456,"date":"2014-07-15T14:07:30","date_gmt":"2014-07-15T12:07:30","guid":{"rendered":"https:\/\/www.gereso.com\/actualites\/?p=3456"},"modified":"2014-07-15T14:07:30","modified_gmt":"2014-07-15T12:07:30","slug":"delai-pour-notifier-un-licenciement-disciplinaire-a-un-salarie-protege","status":"publish","type":"post","link":"https:\/\/www.gereso.com\/actualites\/2014\/07\/15\/delai-pour-notifier-un-licenciement-disciplinaire-a-un-salarie-protege\/","title":{"rendered":"D\u00e9lai pour notifier un licenciement disciplinaire \u00e0 un salari\u00e9 prot\u00e9g\u00e9"},"content":{"rendered":"<p><strong>(Cass. soc., 7 mai 2014, 13-12090) <\/strong><\/p>\n<figure id=\"attachment_3457\" aria-describedby=\"caption-attachment-3457\" style=\"width: 531px\" class=\"wp-caption aligncenter\"><img fetchpriority=\"high\" decoding=\"async\" class=\"size-full wp-image-3457\" src=\"https:\/\/www.gereso.com\/actualites\/wp-content\/uploads\/2014\/07\/licenciement-disciplinaire-1.jpg\" alt=\"Licenciement disciplinaire\" width=\"531\" height=\"360\" srcset=\"https:\/\/www.gereso.com\/actualites\/wp-content\/uploads\/2014\/07\/licenciement-disciplinaire-1.jpg 531w, https:\/\/www.gereso.com\/actualites\/wp-content\/uploads\/2014\/07\/licenciement-disciplinaire-1-300x203.jpg 300w\" sizes=\"(max-width: 531px) 100vw, 531px\" \/><figcaption id=\"caption-attachment-3457\" class=\"wp-caption-text\">Licenciement disciplinaire<\/figcaption><\/figure>\n<p>&nbsp;<\/p>\n<p>Le droit commun du licenciement disciplinaire impose de respecter un <strong>d\u00e9lai maximal d\u20191 mois<\/strong> entre l\u2019entretien pr\u00e9alable et la notification de la rupture. Par rapport aux salari\u00e9s prot\u00e9g\u00e9s, la jurisprudence accorde \u00e0 l\u2019employeur qui licencie un salari\u00e9, titulaire d\u2019un mandat, un report du point de d\u00e9part de ce d\u00e9lai au jour o\u00f9 l\u2019employeur re\u00e7oit la notification de l\u2019autorisation administrative.<\/p>\n<p>Dans cette affaire, <strong>l\u2019autorisation de licencier a \u00e9t\u00e9 annul\u00e9e<\/strong> au motif que le salari\u00e9 n\u2019avait pas le statut de salari\u00e9 prot\u00e9g\u00e9, puisqu\u2019il avait, certes, sollicit\u00e9 l\u2019organisation des \u00e9lections mais sa demande n\u2019avait pas \u00e9t\u00e9 relay\u00e9e en temps utile, par un syndicat. Le salari\u00e9 a donc fait valoir que le licenciement \u00e9tait sans cause r\u00e9elle et s\u00e9rieuse au motif du <strong>d\u00e9passement du d\u00e9lai de notification de la sanction.<\/strong><\/p>\n<p>Or, la Cour de cassation estime que\u00a0<em>\u00ab\u00a0l\u2019annulation ult\u00e9rieure de la d\u00e9cision de l\u2019inspecteur du travail ne remet pas en cause le report, \u00e0 la date de notification de cette d\u00e9cision, du point de d\u00e9part du d\u00e9lai d\u2019un mois, m\u00eame lorsque l\u2019annulation est prononc\u00e9e au motif que le salari\u00e9 n\u2019\u00e9tait pas ou plus prot\u00e9g\u00e9 au moment de la d\u00e9cision administrative\u00a0\u00bb.<\/em><\/p>\n<p>Ainsi, l\u2019employeur de bonne foi n\u2019aura pas \u00e0 supporter les cons\u00e9quences de l\u2019erreur commise en saisissant, indument, l\u2019inspecteur du travail d\u2019une demande d\u2019autorisation.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>(Cass. soc., 7 mai 2014, 13-12090) &nbsp; Le droit commun du licenciement disciplinaire impose de respecter un d\u00e9lai maximal d\u20191 mois entre l\u2019entretien pr\u00e9alable et la notification de la rupture. Par rapport aux salari\u00e9s prot\u00e9g\u00e9s, la jurisprudence accorde \u00e0 l\u2019employeur qui licencie un salari\u00e9, titulaire d\u2019un mandat, un report du point de d\u00e9part de ce [&hellip;]<\/p>\n","protected":false},"author":12,"featured_media":3457,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_mi_skip_tracking":false,"footnotes":""},"categories":[5],"tags":[28,152],"class_list":["post-3456","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-droit-du-travail","tag-licenciement","tag-salarie-protege"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>D\u00e9lai pour notifier un licenciement disciplinaire \u00e0 un salari\u00e9 prot\u00e9g\u00e9 - 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\/2014\/07\/15\/delai-pour-notifier-un-licenciement-disciplinaire-a-un-salarie-protege\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"D\u00e9lai pour notifier un licenciement disciplinaire \u00e0 un salari\u00e9 prot\u00e9g\u00e9 - Le Blog GERESO\" \/>\n<meta property=\"og:description\" content=\"(Cass. soc., 7 mai 2014, 13-12090) &nbsp; Le droit commun du licenciement disciplinaire impose de respecter un d\u00e9lai maximal d\u20191 mois entre l\u2019entretien pr\u00e9alable et la notification de la rupture. 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