FAQ
Is it possible to compromise in the case of serious misconduct?
Mr. Grognon, an employee of the company ELLE EST BELLE LA VIE, refused to answer a customer's order for party supplies. It appears this is not his first act of insubordination, as he is prone to mood swings and sometimes refuses to respond to customers without explanation. Mr. Grognon was therefore dismissed for serious misconduct. His employer, wishing to avoid potential legal action, opted for a settlement.Did he have the opportunity?
➢ The employer may reach a settlement even in the event of serious misconduct committed by its employee. ➢ It should be noted that in the event of a settlement agreement, the employer waives the right to classify the serious misconduct and agrees to pay a settlement. ➢ The settlement agreement must clearly demonstrate the existence of reciprocal concessions from both the employee and the employer, otherwise the settlement will be void. ➢ These concessions will include the employee waiving their right to compensation in lieu of notice, and the employer waiving any claim of gross misconduct. FOCUS ON THE DRAFTING OF THE TRANSACTIONAL PROTOCOL TO AVOID ANY RISK OF URSSAF ADJUSTMENT:First, let us recall that: Article L. 242-1 of the Security Code The French social security system provides that sums paid to an employee on termination of an employment contract are included in the basis of assessment for social security contributions.The employer must prove that all or part of the amount is used to compensate a loss.
✓ In its ruling of 15 March 2018, the French Supreme Court (Cour de cassation) clarifies that the settlement indemnity paid following termination of a contract for gross misconduct may be exempt from social security contributions provided that the employer proves that the disputed settlement indemnity has an exclusively compensatory basis(reparation of a damage suffered) as it does not necessarily include compensation in lieu of notice.
Under these conditions, to be exempt from social security contributions, the settlement agreement must include a clause clearly, precisely, and unambiguously stating that the employee "expressly waives any claim for payment of any compensation and/or sum of any kind resulting from the conclusion, performance, and/or termination of their contract." This clause is based on case law from the Court of Cassation.(Cass. soc., 2 Nov. 1989, no. 87-11.117) which clarified the management of a Settlement Protocol in cases of serious misconduct:THE CLARITY AND PRECISION OF THE TRANSACTION PROTOCOL ARE ESSENTIAL TO AVOID ANY DIFFICULTIES
". The Cécile ZAKINE Law Firm assists business leaders in drafting settlement agreements in employment law. A good settlement is always more advantageous than a bad decision!
Frequently asked questions
Is it possible to compromise in the case of serious misconduct?
Oui, il est possible de conclure une transaction même en cas de faute grave, à condition que les deux parties consentent librement. La transaction permet d’éviter un procès en fixant une indemnité forfaitaire, mais elle doit être équilibrée.
Puis-je négocier une transaction après un licenciement pour faute grave ?
Oui, vous pouvez proposer une transaction à votre employeur. Celle-ci doit être signée après la rupture du contrat et inclure des concessions réciproques. L’indemnité transactionnelle ne peut pas être inférieure à l’indemnité légale de licenciement.
Quels sont les délais pour signer une transaction après un licenciement pour faute grave ?
La transaction peut être signée à tout moment après la notification du licenciement, mais il est conseillé de le faire rapidement pour éviter une action en justice. Le délai de prescription pour contester le licenciement est de 12 mois.
Quels sont les coûts d’une transaction en cas de faute grave ?
Les honoraires d’avocat pour négocier une transaction varient, généralement entre 500 et 1 500 € TTC. L’indemnité transactionnelle est librement fixée mais doit être raisonnable. Une consultation préalable est recommandée.
Que faire si mon employeur refuse de transiger après un licenciement pour faute grave ?
Vous pouvez contester le licenciement devant le conseil de prud’hommes. Si la faute grave n’est pas reconnue, vous pourrez obtenir des indemnités. Un avocat vous aidera à évaluer vos chances et à préparer votre dossier.
