{"id":3279,"date":"2012-08-08T07:17:13","date_gmt":"2012-08-08T07:17:13","guid":{"rendered":"https:\/\/gregorydamy.niceavocats.fr\/?p=3279"},"modified":"2023-08-30T11:41:47","modified_gmt":"2023-08-30T11:41:47","slug":"protected-employees-limits-of-the-employers-disciplinary-power","status":"publish","type":"post","link":"https:\/\/gregorydamy.niceavocats.fr\/en\/protected-employees-limits-of-the-employers-disciplinary-power\/","title":{"rendered":"Protected employees: limits of the employer’s disciplinary power"},"content":{"rendered":"

[et_pb_section fb_built=”1″ admin_label=”section” _builder_version=”4.19.5″ custom_margin=”||0px||false|false” custom_padding=”||0px||false|false” locked=”off” global_colors_info=”{}”][et_pb_row column_structure=”1_3,1_3,1_3″ _builder_version=”4.19.5″ _module_preset=”default” background_enable_mask_style=”on” background_mask_style=”wave” background_mask_color=”rgba(0,0,0,0.08)” custom_padding=”||6px|||” locked=”off” global_colors_info=”{}”][et_pb_column type=”1_3″ _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_circle_counter title=” Temps de lecture estim\u00e9 (en minutes)” number=”2″ percent_sign=”off” _builder_version=”4.19.5″ _module_preset=”default” title_font=”Amiri||||||||” max_width=”137px” global_colors_info=”{}”][\/et_pb_circle_counter][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.19.5″ _module_preset=”default” custom_margin=”||0px||false|false” custom_padding=”||0px||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_divider _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_divider][\/et_pb_column][\/et_pb_row][et_pb_row admin_label=”row” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/gregorydamy.niceavocats.fr\/wp-content\/uploads\/2023\/08\/people-4498458_1280-2.png” title_text=”people-4498458_1280-2″ _builder_version=”4.21.0″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][\/et_pb_image][et_pb_text admin_label=”Text” _builder_version=”4.21.0″ text_font=”Amiri||||||||” header_2_font=”Amiri||||||||” header_3_font=”Amiri||||||||” background_size=”initial” background_position=”top_left” background_repeat=”repeat” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n

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Disciplinary sanctions and union delegates: judgment of the Court of Cassation<\/span><\/h2>\n

The Court of Cassation criticized the decision of an appeal court which upheld a warning addressed to a union delegate for having fomented a conflict with another employee.\u00a0This decision raises important considerations regarding the disciplinary power of employers with regard to\u00a0\u00a0<\/span>protected employees\u00a0<\/span>\u00a0.<\/span><\/p>\n

Since a ruling of June 30, 2010, the Court of Cassation has limited the disciplinary\u00a0<\/span>power\u00a0\u00a0<\/span>\u00a0of employers to cases where employees fail to fulfill their professional obligations (\u00a0<\/span>Cass. soc., June 30, 2010<\/span><\/a>\u00a0).\u00a0The High Court provides a new example of this principle by overturning the decision of an appeal court having validated the warning given to a union representative (called DS) for having provoked a conflict with another employee.\u00a0<\/span>The Court of Cassation determined that the employee had only belatedly claimed that his actions were carried out in his capacity as a union delegate.<\/span><\/span><\/p>\n

Protected employees: limits of the employer’s disciplinary power<\/span><\/h2>\n

According to the Court of Cassation, if the employee’s intervention was part of his representation mandate, he could not be subject to sanctions.\u00a0<\/span>However, it is important to note that the Court leaves open the possibility of a different outcome if the judges were to establish abuse in the behavior of the staff representative, which was not the case in this case.<\/span><\/span><\/p>\n

This decision highlights the limits placed on employers when disciplining protected employees, such as union representatives.\u00a0The Court of Cassation emphasizes that disciplinary measures can only be taken in the event of a clear violation of professional obligations by the employee.\u00a0<\/span>The Court’s decision protects the rights and activities of union representatives, recognizing their role in defending the interests of employees and promoting collective bargaining.<\/span><\/span><\/p>\n

It is essential that employers are aware of the specific legal framework that applies to protected employees and ensure that any disciplinary action is based on legitimate grounds and not in conflict with their representative mandates.\u00a0<\/span><\/span>This decision recalls that disciplinary power must be exercised in a fair and proportionate manner, while respecting the rights and responsibilities of employees protected within the framework of employment relations.\u00a0<\/span><\/p>\n

DAMY Law\u00a0Firm<\/span><\/a>\u00a0<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n

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Disciplinary sanctions and union delegates: judgment of the Court of Cassation The Court of Cassation criticized the decision of an appeal court which upheld a warning addressed to a union delegate for having fomented a conflict with another employee.\u00a0This decision raises important considerations regarding the disciplinary power of employers with regard to\u00a0\u00a0protected employees\u00a0\u00a0. Since a […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[308],"tags":[],"class_list":["post-3279","post","type-post","status-publish","format-standard","hentry","category-labour-law"],"yoast_head":"\nProtected employees: limits of the employer's disciplinary power - Soci\u00e9t\u00e9 d'avocats Damy<\/title>\n<meta name=\"description\" content=\"Protected employees: limits of the employer's disciplinary power It is essential for employers to be mindful of the specific legal framework\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/gregorydamy.niceavocats.fr\/en\/protected-employees-limits-of-the-employers-disciplinary-power\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Protected employees: limits of the employer's disciplinary power - 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