{"id":7066,"date":"2016-09-21T17:07:51","date_gmt":"2016-09-21T15:07:51","guid":{"rendered":"https:\/\/www.gereso.com\/actualites\/?p=7066"},"modified":"2017-06-09T09:24:43","modified_gmt":"2017-06-09T07:24:43","slug":"pouvoir-disciplinaire-reglement-interieur","status":"publish","type":"post","link":"https:\/\/www.gereso.com\/actualites\/2016\/09\/21\/pouvoir-disciplinaire-reglement-interieur\/","title":{"rendered":"R\u00e8glement int\u00e9rieur et pouvoir disciplinaire de l&#8217;employeur"},"content":{"rendered":"<p style=\"text-align: justify;\">Obligatoire dans les entreprises de plus de 20 salari\u00e9s, facultatif, mais vivement recommand\u00e9 dans les entreprises d&rsquo;un effectif de moins de 20 salari\u00e9s, le <strong>r\u00e8glement int\u00e9rieur<\/strong> est un document \u00e9crit qui contient les diff\u00e9rentes dispositions relatives :<\/p>\n<ul style=\"text-align: justify;\">\n<li>\u00e0 la<strong> discipline<\/strong> (plus particuli\u00e8rement la nature et l&rsquo;\u00e9chelle des sanctions applicables que l&#8217;employeur peut prendre),<\/li>\n<li>aux mesures d&rsquo;application de la r\u00e9glementation en mati\u00e8re de<strong> sant\u00e9<\/strong><\/li>\n<li>aux mesures de<strong> s\u00e9curit\u00e9 et de protection<\/strong> des salari\u00e9s dans l&rsquo;entreprise.<\/li>\n<\/ul>\n<p style=\"text-align: justify;\">Devant \u00eatre <strong>r\u00e9guli\u00e8rement mis \u00e0 jour<\/strong>, le r\u00e8glement int\u00e9rieur doit \u00eatre <strong>affich\u00e9 et ais\u00e9ment accessible<\/strong> dans les lieux de travail, y compris \u00e0 la porte des locaux o\u00f9 l&#8217;embauche s&rsquo;effectue (pour plus de d\u00e9tails, consulter <a href=\"https:\/\/www.gereso.com\/actualites\/2016\/03\/04\/fiche-pratique-le-reglement-interieur\/\" target=\"_blank\" rel=\"nofollow\">la fiche pratique sur le r\u00e8glement int\u00e9rieur)<\/a>.<\/p>\n<p style=\"text-align: justify;\">Plus particuli\u00e8rement au niveau des sanctions disciplinaires, l&#8217;employeur, en tant que garant de la bonne marche et de l&rsquo;organisation de l&rsquo;entreprise, peut prendre \u00e0 l&rsquo;encontre des salari\u00e9s qui commettent une faute, toute sanction disciplinaire qu&rsquo;il jugera utile, proportionn\u00e9e au but recherch\u00e9, et pouvant aller de l&rsquo;avertissement au licenciement, conform\u00e9ment \u00e0 l&rsquo;<strong>\u00e9chelle des sanctions stipul\u00e9es<\/strong> dans le r\u00e8glement int\u00e9rieur.<\/p>\n<p style=\"text-align: justify;\">Toutefois, pour les entreprises et les \u00e9tablissements de <strong>plus de 20 salari\u00e9s<\/strong>, le <strong>d\u00e9faut de r\u00e8glement int\u00e9rieur<\/strong>, de par son caract\u00e8re obligatoire, entra\u00eene l&rsquo;<strong>impossibilit\u00e9 de sanctionner un salari\u00e9<\/strong>. Ainsi, en ces circonstances, un salari\u00e9 sanctionn\u00e9 pourra demander l&rsquo;annulation de cette sanction devant un juge.<\/p>\n<p style=\"text-align: justify;\">Cependant, <strong>l&rsquo;absence de r\u00e8glement int\u00e9rieur n&#8217;emp\u00eache pas l&#8217;employeur de licencier un salari\u00e9,<\/strong> \u00e9tant donn\u00e9 que le licenciement r\u00e9sulte du r\u00e9gime l\u00e9gal, et du moment que l&#8217;employeur peut justifier sa d\u00e9cision, par exemple dans le cas d&rsquo;une faute grave ou d&rsquo;une faute lourde constat\u00e9e. Dans ce cas, il n&rsquo;y a pas de risque d&rsquo;annulation du licenciement.<\/p>\n<p style=\"text-align: justify;\">Source :<\/p>\n<p><a href=\"http:\/\/www.juritravail.com\/Actualite\/reglement-interieur-employeur\/Id\/63851\" target=\"_blank\" rel=\"nofollow\">www.juritravail.com<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Obligatoire dans les entreprises de plus de 20 salari\u00e9s, facultatif, mais vivement recommand\u00e9 dans les entreprises d&rsquo;un effectif de moins de 20 salari\u00e9s, le r\u00e8glement int\u00e9rieur est un document \u00e9crit qui contient les diff\u00e9rentes dispositions relatives : \u00e0 la discipline (plus particuli\u00e8rement la nature et l&rsquo;\u00e9chelle des sanctions applicables que l&#8217;employeur peut prendre), aux mesures [&hellip;]<\/p>\n","protected":false},"author":32,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"quote","meta":{"_acf_changed":false,"_mi_skip_tracking":false,"footnotes":""},"categories":[5],"tags":[913,685],"class_list":["post-7066","post","type-post","status-publish","format-quote","hentry","category-droit-du-travail","tag-reglement-interieur","tag-sanction-disciplinaire","post_format-post-format-quote"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.4 - 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