{"id":51311,"date":"2021-09-24T19:20:17","date_gmt":"2021-09-24T19:20:17","guid":{"rendered":"https:\/\/www.cecile-zakine.fr\/?p=51311"},"modified":"2023-07-30T22:53:46","modified_gmt":"2023-07-30T20:53:46","slug":"labandon-de-poste-droit-du-travail-sur-antibes","status":"publish","type":"post","link":"https:\/\/www.cecile-zakine.fr\/en\/labandon-de-poste-droit-du-travail-sur-antibes\/","title":{"rendered":"Management of the abandonment of a post: Labour law in Antibes"},"content":{"rendered":"[et_pb_section fb_built=\"1\u2033 _builder_version=\"4.9.7\u2033 _module_preset=\"default \" global_colors_info=\"{} \"][et_pb_row _builder_version=\"4.9.7\u2033 _module_preset=\"default \" global_colors_info=\"{} \"][et_pb_column type=\"4_4\u2033 _builder_version=\"4.9.7\u2033 _module_preset=\"default \" global_colors_info=\"{} \"][et_pb_text _builder_version=\"4.9.7\u2033 header_text_color=\"#E02B20\u2033 header_2_font=\"Poppins|300||||||| \" header_2_text_color=\"#923233\u2033 header_2_font_size=\"40px \" header_2_line_height=\"1.4em \" custom_margin_tablet=\"-16px||7px \" custom_margin_phone=\"-13px||6px \" custom_margin_last_edited=\"on|desktop \" header_2_font_size_tablet= \" \" header_2_font_size_phone=\"25px \" header_2_font_size_last_edited=\"on|desktop \" global_colors_info=\"{}\"]<h2><strong>Managing an employee's abandonment of post<\/strong><\/h2>[\/et_pb_text][et_pb_text _builder_version=\"4.9.7\u2033 text_font=\"Poppins|||||||| \" text_text_color=\"#000000\u2033 text_font_size=\"18px \" text_line_height=\"1.8em \" max_width=\"100% \" max_width_tablet=\"100% \" max_width_phone=\" \" max_width_last_edited=\"on|desktop \" custom_padding=\"||0px||\" global_colors_info=\"{}\"]<div class=\"kvgmc6g5 cxmmr5t8 oygrvhab hcukyx3x c1et5uql ii04i59q\">\n<div dir=\"auto\">\n<p>The sudden absence of an employee, not justified within the legal time limits, or the failure to return to work following a stoppage, is likely to jeopardise the proper functioning and organisation of the company.<\/p>\n<ul>\n<li>What should the employer do?<\/li>\n<\/ul>\n<\/div>\n<\/div>[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=\"1_2,1_2\u2033 _builder_version=\"4.9.7\u2033 _module_preset=\"default \" global_colors_info=\"{} \"][et_pb_column type=\"1_2\u2033 _builder_version=\"4.9.7\u2033 _module_preset=\"default \" global_colors_info=\"{} \"][et_pb_text _builder_version=\"4.9.7\u2033 _module_preset=\"default \" custom_padding=\"3px||||| \" global_colors_info=\"{} \"]<div>\n<div class=\"\" dir=\"auto\">\n<div class=\"ecm0bbzt hv4rvrfc ihqw7lf3 dati1w0a\" data-ad-comet-preview=\"message\" data-ad-preview=\"message\" id=\"jsc_c_z\">\n<div class=\"j83agx80 cbu4d94t ew0dbk1b irj2b8pg\">\n<div class=\"qzhwtbm6 knvmm38d\">\n<div class=\"kvgmc6g5 cxmmr5t8 oygrvhab hcukyx3x c1et5uql ii04i59q\"><\/div>\n<div class=\"o9v6fnle cxmmr5t8 oygrvhab hcukyx3x c1et5uql ii04i59q\">\n<div dir=\"auto\">If an employee fails to report to work without a legitimate reason and without permission and without writing to his employer within 48 hours of his absence, this is considered to be an abandonment of post, which may lead to dismissal for serious misconduct.<\/div>\n<\/div>\n<div class=\"o9v6fnle cxmmr5t8 oygrvhab hcukyx3x c1et5uql ii04i59q\">\n<div dir=\"auto\">Dismissal for <a href=\"https:\/\/www.cecile-zakine.fr\/en\/peut-on-transiger-en-cas-de-faute-grave\/\" rel=\"dofollow\" >serious misconduct<\/a> is justified by the fact that it is a breach of its contractual obligations.<span style=\"font-size: 14px;\"><\/span><span class=\"d2edcug0 hpfvmrgz qv66sw1b c1et5uql lr9zc1uh a8c37x1j keod5gw0 nxhoafnm aigsh9s9 d3f4x2em fe6kdd0r mau55g9w c8b282yb iv3no6db jq4qci2q a3bd9o3v lrazzd5p m9osqain\" dir=\"auto\"><\/span><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>[\/et_pb_text][\/et_pb_column][et_pb_column type=\u00a0\u00bb1_2&Prime; _builder_version=\u00a0\u00bb4.9.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_image src=\u00a0\u00bbhttps:\/\/www.cecile-zakine.fr\/wp-content\/uploads\/2021\/07\/avocat-droit_travail_antibes-1.jpg\u00a0\u00bb alt=\u00a0\u00bbavocat en droit du travial antibes\u00a0\u00bb title_text=\u00a0\u00bbavocat-droit_travail_antibes\u00a0\u00bb _builder_version=\u00a0\u00bb4.9.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][\/et_pb_image][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.9.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4&Prime; _builder_version=\u00a0\u00bb4.9.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.9.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<div class=\"o9v6fnle cxmmr5t8 oygrvhab hcukyx3x c1et5uql ii04i59q\">\n<div dir=\"auto\"><\/div>\n<\/div>\n<div class=\"o9v6fnle cxmmr5t8 oygrvhab hcukyx3x c1et5uql ii04i59q\">\n<div dir=\"auto\">\n<ul>\n<li><\/li>\n<\/ul>\n<p>The right decision needs to be made and the situation needs to be addressed quickly.<\/p>\n<p>In general, in the event of illness or accident, the collective bargaining agreement provides for a 48-hour deadline for notifying the employer. However, this obligation is only necessary in order to obtain compensation from the company.<\/p>\n<p>Instead, company rules provide for a period of between 24 hours and 48 hours to notify the employer of absence from work.<\/p>\n<p>After this period, the employer is entitled to consider the absence as unjustified.<\/p>\n<p>From that point on, and whatever the context, it is important to avoid any knee-jerk reactions. Even if the person concerned had a very important appointment or his absence had unfortunate consequences for the company, you must <a href=\"https:\/\/www.cecile-zakine.fr\/en\/postulation-avocat-docteur-droit\/\" rel=\"dofollow\" >apply at<\/a> there is a valid reason for it.<\/p>\n<p>While the employer may be tempted to wait for the employee's return without reacting to his unjustified and prolonged absence, without paying him any remuneration since he is no longer effectively at the company's disposal, this position is not without danger even if in reality, behind this attitude lies a desire to be dismissed for abandoning his post and at least to receive the unemployment benefits not paid in the event of resignation.<\/p>\n<p>The danger of failing to react to the employee's absence lies in the fact that it will be very difficult to dismiss the employee at a later date. The <a href=\"https:\/\/www.cecile-zakine.fr\/en\/accompagnement-en-urgence-en-cas-de-faute-grave-ou-de-faute-lourde-dun-salarie\/\" rel=\"dofollow\" >serious misconduct<\/a> can only be invoked when the employer has noted the employee's absence in letters to which no reply has been received.<\/p>\n<p>&nbsp;<\/p>\n<p>The employer's reactivity is therefore preferable to passivity, which could ultimately backfire.<\/p>\n<ul>\n<li>Pitfalls to avoid for the employer :<\/li>\n<\/ul>\n<p>Do not consider the employee as resigning insofar as the resignation consists of a clear and unequivocal will to break the employment contract.<\/p>\n<p>Obviously, there are situations, retained by the case law, which have been characterised as a clear desire of the employee to resign. For example, an employee who develops a professional activity in the same sector (but beware of the non-competition clause).\u00a0<\/p>\n<ul>\n<li>So what is the right decision for the employer?<\/li>\n<\/ul>\n<p>The employer must be able to justify the employee's failure to respond to the various letters he has received asking him to return to his job. Failing this, the employer may be deemed to have breached his contractual obligations and his duty of loyalty, and may be liable to <a href=\"https:\/\/www.cecile-zakine.fr\/en\/le-licenciement-pour-faute-grave\/\" rel=\"dofollow\" >dismissed for serious misconduct<\/a>If no justification is provided and the company is clearly dysfunctional.<\/p>\n<ul>\n<li>The health-based absence trap<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>However, the employer should be very careful and all the more vigilant if the employee invokes an absence based on his state of health.<\/p>\n<p>A fair balance must be struck between the needs of the company and the employee's state of health in order to avoid invalidating the dismissal on the grounds of health discrimination.<\/p>\n<p>The many examples of case law show the extent to which judges assess disputes arising from this type of difficulty on a case-by-case basis, which places employers in such a state of legal uncertainty that a very scrupulous analysis of the situation is essential.<\/p>\n<p>Because a good <a href=\"https:\/\/www.cecile-zakine.fr\/en\/accompagnement-du-dirigeant-dans-la-gestion-de-ses-salaries-au-cours-de-lexecution-du-contrat-de-travail\/\" rel=\"dofollow\" >employee management<\/a> To help you avoid disputes and legal action, C\u00e9cile ZAKINE can advise you on all matters relating to employees in the performance of their employment contract.<\/p>\n<\/div>\n<\/div>\n<div class=\"o9v6fnle cxmmr5t8 oygrvhab hcukyx3x c1et5uql ii04i59q\">\n<div dir=\"auto\"><\/div>\n<\/div>[\/et_pb_text][et_pb_button button_url=\u00a0\u00bbhttps:\/\/www.cecile-zakine.fr\/contact-devis\/\u00a0\u00bb button_text=\u00a0\u00bbPrenons contact\u00a0\u00bb button_alignment=\u00a0\u00bbleft\u00a0\u00bb _builder_version=\u00a0\u00bb4.9.7&Prime; custom_button=\u00a0\u00bbon\u00a0\u00bb button_text_size=\u00a0\u00bb22px\u00a0\u00bb button_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb button_bg_color=\u00a0\u00bb#923233&Prime; button_border_width=\u00a0\u00bb1px\u00a0\u00bb button_border_color=\u00a0\u00bb#383838&Prime; button_border_radius=\u00a0\u00bb0px\u00a0\u00bb button_letter_spacing=\u00a0\u00bb0px\u00a0\u00bb button_font=\u00a0\u00bbRoboto|||||on|||\u00a0\u00bb button_icon=\u00a0\u00bb%%20%%\u00a0\u00bb custom_margin=\u00a0\u00bb||\u00a0\u00bb custom_padding=\u00a0\u00bb17px|30px|17px|30px|true|true\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb button_bg_color__hover_enabled=\u00a0\u00bbon|hover\u00a0\u00bb button_bg_color__hover=\u00a0\u00bb#923233&Prime; button_letter_spacing__hover_enabled=\u00a0\u00bbon|hover\u00a0\u00bb button_letter_spacing__hover=\u00a0\u00bb0px\u00a0\u00bb button_border_color__hover_enabled=\u00a0\u00bbon\u00a0\u00bb button_border_color__hover=\u00a0\u00bb#923233&Prime; button_text_color__hover_enabled=\u00a0\u00bbon|hover\u00a0\u00bb button_text_color__hover=\u00a0\u00bb#FFFFFF\u00a0\u00bb button_bg_enable_color__hover=\u00a0\u00bbon\u00a0\u00bb button_border_radius__hover_enabled=\u00a0\u00bbon|hover\u00a0\u00bb][\/et_pb_button][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.9.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4&Prime; _builder_version=\u00a0\u00bb4.9.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_post_nav prev_text=\u00a0\u00bb %title\u00a0\u00bb next_text=\u00a0\u00bb%title\u00a0\u00bb _builder_version=\u00a0\u00bb4.9.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][\/et_pb_post_nav][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.9.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4&Prime; _builder_version=\u00a0\u00bb4.9.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.9.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<h2>You may also like...<\/h2>[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\"4.9.7\u2033 _module_preset=\"default \" global_colors_info=\"{} \"][et_pb_column type=\"4_4\u2033 _builder_version=\"4.9.7\u2033 _module_preset=\"default \" global_colors_info=\"{} \"][et_pb_blog fullwidth=\"off \" posts_number=\"3\u2033 include_categories=\"current \" excerpt_length=\"120\u2033 show_author=\"off \" show_date=\"off \" show_categories=\"off \" show_pagination=\"off \" _builder_version=\"4.9.7\u2033 _module_preset=\"default \" meta_font_size=\"13px \" border_radii=\"on|20px|20px|20px|20px \" border_width_all=\"0px \" box_shadow_style=\"preset1\u2033 box_shadow_blur=\"21px \" box_shadow_spread=\"-4px \" box_shadow_color=\"rgba(0,0,0.27)\" global_colors_info=\"{}\"][\/et_pb_blog][\/et_pb_column][\/et_pb_row][\/et_pb_section]","protected":false},"excerpt":{"rendered":"<p>Cecile Zakine gives her point of view on the abandonment of post and its legal implications in labour law in the Maritime Alps at the Grasse Bar<\/p>","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":[63],"tags":[],"class_list":["post-51311","post","type-post","status-publish","format-standard","hentry","category-professionnel"],"_links":{"self":[{"href":"https:\/\/www.cecile-zakine.fr\/en\/wp-json\/wp\/v2\/posts\/51311","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.cecile-zakine.fr\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.cecile-zakine.fr\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.cecile-zakine.fr\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.cecile-zakine.fr\/en\/wp-json\/wp\/v2\/comments?post=51311"}],"version-history":[{"count":0,"href":"https:\/\/www.cecile-zakine.fr\/en\/wp-json\/wp\/v2\/posts\/51311\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.cecile-zakine.fr\/en\/wp-json\/wp\/v2\/media?parent=51311"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.cecile-zakine.fr\/en\/wp-json\/wp\/v2\/categories?post=51311"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.cecile-zakine.fr\/en\/wp-json\/wp\/v2\/tags?post=51311"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}