{"id":5960,"date":"2016-05-03T10:37:41","date_gmt":"2016-05-03T08:37:41","guid":{"rendered":"https:\/\/www.gereso.com\/actualites\/?p=5960"},"modified":"2016-05-02T17:38:23","modified_gmt":"2016-05-02T15:38:23","slug":"arret-travail-sorties-libres","status":"publish","type":"post","link":"https:\/\/www.gereso.com\/actualites\/2016\/05\/03\/arret-travail-sorties-libres\/","title":{"rendered":"Arr\u00eat de travail et sorties libres : prudence en cas de d\u00e9part"},"content":{"rendered":"<h2>La contre-visite m\u00e9dicale en cas d&rsquo;arr\u00eat maladie<\/h2>\n<p>L\u2019employeur qui verse un maintien de salaire \u00e0 un salari\u00e9 en arr\u00eat-maladie peut, en contrepartie, organiser une <strong>contre-visite m\u00e9dicale<\/strong>.<\/p>\n<p><em>Code du travail <a href=\"http:\/\/rfpaye.grouperf.com\/lien_spad\/?base=LEGI&amp;orig=REVUE_RF_FH&amp;code=LEGITEXT000006072050&amp;numero=L1226-1&amp;idspad=LEGIARTI000031687748\" target=\"_blank\" rel=\"nofollow\">article L. 1226-1<\/a><\/em><\/p>\n<p>Cette contre-visite lui permet d\u2019<strong>appr\u00e9cier si l\u2019arr\u00eat de travail du salari\u00e9 est justifi\u00e9<\/strong> par rapport \u00e0 la r\u00e9alit\u00e9 de sa maladie. Si la contre-visite aboutit \u00e0 l\u2019absence de justification de l\u2019arr\u00eat de travail ou qu\u2019il y a impossibilit\u00e9 du contr\u00f4le (absence sans motif l\u00e9gitime ou refus du contr\u00f4le), l\u2019employeur peut cesser de verser les indemnit\u00e9s journali\u00e8res compl\u00e9mentaires \u00e0 sa charge pour la p\u00e9riode post\u00e9rieure au contr\u00f4le.<\/p>\n<p><em>Cass. soc. 14 juin 1995, n\u00b0 <a href=\"http:\/\/rfpaye.grouperf.com\/lien_spad\/?base=JURI&amp;orig=REVUE_RF_FH&amp;juridiction=CASS&amp;chambre=SOC.&amp;numero=91-44831&amp;sp=\/juri\/inca\/global\/sociale\/JURI\/TEXT\/00\/00\/07\/26\/86\/JURITEXT000007268636.xml&amp;date=1995-06-14\" target=\"_blank\" rel=\"nofollow\">91-44831<\/a> D<\/em><\/p>\n<h2>Pr\u00e9venir l&#8217;employeur en cas de\u00a0changement de r\u00e9sidence<\/h2>\n<p>Sauf disposition conventionnelle contraire, <strong>l\u2019employeur n\u2019a pas l\u2019obligation de pr\u00e9venir le salari\u00e9 de la contre-visite<\/strong> (cass. soc. 20 janvier 1999,\u00a0<span style=\"line-height: 1.5;\">n\u00b0 <\/span><a style=\"line-height: 1.5;\" href=\"http:\/\/rfpaye.grouperf.com\/lien_spad\/?base=JURI&amp;orig=REVUE_RF_FH&amp;juridiction=CASS&amp;chambre=SOC.&amp;numero=96-45023&amp;sp=\/juri\/inca\/global\/sociale\/JURI\/TEXT\/00\/00\/07\/39\/73\/JURITEXT000007397385.xml&amp;date=1999-01-20\" target=\"_blank\" rel=\"nofollow\">96-45023<\/a><span style=\"line-height: 1.5;\"> D) qui s\u2019effectue, en principe, au domicile du salari\u00e9. Mais il peut arriver que l\u2019int\u00e9ress\u00e9 soit autoris\u00e9 \u00e0 prendre un repos hors de son domicile. D\u00e8s lors que le lieu de repos est situ\u00e9 hors de la r\u00e9sidence habituelle, <strong>le salari\u00e9 doit en informer l\u2019employeur <\/strong>au pr\u00e9alable et lui communiquer l\u2019adresse correspondante.<\/span><\/p>\n<p><em>Cass. soc. 19 mai 1999, n\u00b0 <a href=\"http:\/\/rfpaye.grouperf.com\/lien_spad\/?base=JURI&amp;orig=REVUE_RF_FH&amp;juridiction=CASS&amp;chambre=SOC.&amp;numero=98-44376&amp;sp=\/juri\/inca\/global\/sociale\/JURI\/TEXT\/00\/00\/07\/40\/13\/JURITEXT000007401348.xml&amp;date=1999-05-19\" target=\"_blank\" rel=\"nofollow\">98-44376<\/a> D<\/em><\/p>\n<h2>La d\u00e9cision de la Cour de cassation<\/h2>\n<p>Une salari\u00e9e avait \u00e9t\u00e9 plac\u00e9e en arr\u00eat de travail du 12\u00a0f\u00e9vrier au 31\u00a0ao\u00fbt 2013, avec les mentions \u00ab\u00a0sorties libres\u00a0\u00bb. Elle s\u2019\u00e9tait rendue en Bretagne entre le 10 et le 25\u00a0ao\u00fbt 2013.<\/p>\n<p>L\u2019employeur avait fait proc\u00e9der \u00e0 deux visites de contr\u00f4le les 21 et 27\u00a0ao\u00fbt 2013, a priori au domicile habituel de la salari\u00e9e, qui avaient donn\u00e9 lieu \u00e0 des <strong>retenues sur salaire en raison de l\u2019absence de l\u2019int\u00e9ress\u00e9e<\/strong>. Celle-ci avait alors contest\u00e9 ces retenues.<\/p>\n<p>Les juges du fond lui avaient donn\u00e9 raison et condamn\u00e9 l\u2019employeur \u00e0 payer \u00e0 la salari\u00e9e un rappel de salaire. Ils consid\u00e9raient, d\u2019une part, que l\u2019employeur aurait d\u00fb avertir la salari\u00e9e de son intention de proc\u00e9der \u00e0 un contr\u00f4le m\u00e9dical afin d\u2019\u00e9viter une absence, et d\u2019autre part que l\u2019\u00e9tat de sant\u00e9 de l\u2019int\u00e9ress\u00e9e \u00e9tait reconnu par le m\u00e9decin du travail et par le m\u00e9decin traitant.<\/p>\n<p>\u00c0 tort pour la Cour de cassation, qui estime que les juges auraient d\u00fb <strong>rechercher si la salari\u00e9e avait inform\u00e9 l\u2019employeur de son lieu de r\u00e9sidence<\/strong> pour le mettre en mesure de faire proc\u00e9der \u00e0 une contre-visite m\u00e9dicale. Par cons\u00e9quent, l\u2019affaire devra \u00eatre rejug\u00e9e.<\/p>\n<p><em>Cass. soc. 16 mars 2016, n\u00b0 <a href=\"http:\/\/rfpaye.grouperf.com\/lien_spad\/?base=JURI&amp;orig=REVUE_RF_FH&amp;juridiction=CASS&amp;chambre=SOC.&amp;numero=14-16588&amp;sp=\/juri\/inca\/global\/sociale\/JURI\/TEXT\/00\/00\/32\/27\/14\/JURITEXT000032271483.xml&amp;date=2016-03-16\" target=\"_blank\" rel=\"nofollow\">14-16588<\/a> D<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>La contre-visite m\u00e9dicale en cas d&rsquo;arr\u00eat maladie L\u2019employeur qui verse un maintien de salaire \u00e0 un salari\u00e9 en arr\u00eat-maladie peut, en contrepartie, organiser une contre-visite m\u00e9dicale. Code du travail article L. 1226-1 Cette contre-visite lui permet d\u2019appr\u00e9cier si l\u2019arr\u00eat de travail du salari\u00e9 est justifi\u00e9 par rapport \u00e0 la r\u00e9alit\u00e9 de sa maladie. Si la [&hellip;]<\/p>\n","protected":false},"author":32,"featured_media":5964,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_mi_skip_tracking":false,"footnotes":""},"categories":[8],"tags":[922],"class_list":["post-5960","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-paie-et-administration-du-personnel","tag-arret-travail"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Arr\u00eat de travail et sorties libres : prudence en cas de d\u00e9part - 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\/2016\/05\/03\/arret-travail-sorties-libres\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Arr\u00eat de travail et sorties libres : prudence en cas de d\u00e9part - Le Blog GERESO\" \/>\n<meta property=\"og:description\" content=\"La contre-visite m\u00e9dicale en cas d&rsquo;arr\u00eat maladie L\u2019employeur qui verse un maintien de salaire \u00e0 un salari\u00e9 en arr\u00eat-maladie peut, en contrepartie, organiser une contre-visite m\u00e9dicale. 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