{"id":3325,"date":"2012-08-17T07:20:41","date_gmt":"2012-08-17T07:20:41","guid":{"rendered":"https:\/\/gregorydamy.niceavocats.fr\/?p=3325"},"modified":"2023-08-30T10:26:01","modified_gmt":"2023-08-30T10:26:01","slug":"do-not-confuse-mobility-and-mobility-clause","status":"publish","type":"post","link":"https:\/\/gregorydamy.niceavocats.fr\/en\/do-not-confuse-mobility-and-mobility-clause\/","title":{"rendered":"Do not confuse mobility and mobility clause"},"content":{"rendered":"

[et_pb_section fb_built=”1″ _builder_version=”4.19.5″ _module_preset=”default” 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=”Estimated reading time (in minutes)” number=”1″ 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” 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 _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.19.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https:\/\/gregorydamy.niceavocats.fr\/wp-content\/uploads\/2023\/08\/central-station-1527780_1280-2.jpg” title_text=”central-station-1527780_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 _builder_version=”4.21.0″ _module_preset=”default” text_font=”Amiri||||||||” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n

A trip abroad may be part of the employee’s usual activity, and therefore does not fall under the implementation of a mobility clause.<\/span><\/h2>\n

An employee of an international firm is dismissed for serious misconduct for refusing a trip abroad for a meeting.\u00a0The employer relied on the contract of employment of the person concerned, which provided that he might be called upon to carry out assignments abroad, and recognized that the mobility of the employee in the performance of his duties constituted a substantial condition of the CONTRACT.<\/span>
For the trial judges, the contract clause had to be analyzed as\u00a0<\/span>a mobility clause<\/span><\/a>\u00a0and, since it did not set a geographical limit, this mobility clause was void.\u00a0Also the termination of the contract had to be analyzed as a dismissal without real and serious cause.<\/span>
The Court of Cassation does not approve of this decision: for it, the simple observation that the travel refused by the employee was part of the usual framework of his activity as an international consultant was sufficient to justify the employer’s decision.\u00a0It was not necessary in this case to inquire whether the clause in the contract was valid or not.<\/span><\/p>\n

Lawyer\u00a0<\/span>Gr\u00e9gory DAMY<\/span><\/a>\u00a02022 Nice labor law<\/span><\/p>\n

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A trip abroad may be part of the employee’s usual activity, and therefore does not fall under the implementation of a mobility clause. An employee of an international firm is dismissed for serious misconduct for refusing a trip abroad for a meeting.\u00a0The employer relied on the contract of employment of the person concerned, which provided […]<\/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-3325","post","type-post","status-publish","format-standard","hentry","category-labour-law"],"yoast_head":"\nDo not confuse mobility and mobility clause - Soci\u00e9t\u00e9 d'avocats Damy<\/title>\n<meta name=\"description\" content=\"Do not confuse mobility and mobility clause An employee of an international firm is dismissed for serious misconduct for refusing\" \/>\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\/do-not-confuse-mobility-and-mobility-clause\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Do not confuse mobility and mobility clause - 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