[et_pb_section fb_built=\u00a0\u00bb1″ next_background_color=\u00a0\u00bb#ffffff\u00a0\u00bb padding_top_bottom_link_1=\u00a0\u00bbfalse\u00a0\u00bb padding_top_1=\u00a0\u00bb10%\u00a0\u00bb padding_1_last_edited=\u00a0\u00bboff|desktop\u00a0\u00bb admin_label=\u00a0\u00bbHeader Section\u00a0\u00bb _builder_version=\u00a0\u00bb4.4.8″ background_color=\u00a0\u00bbrgba(5,5,5,0.56)\u00a0\u00bb background_color_gradient_direction=\u00a0\u00bb125deg\u00a0\u00bb background_image=\u00a0\u00bbhttps:\/\/www.cecile-zakine.fr\/wp-content\/uploads\/2019\/07\/ma\u00eetre-c\u00e9cile-zakine-Antibes.jpg\u00a0\u00bb background_blend=\u00a0\u00bboverlay\u00a0\u00bb custom_margin=\u00a0\u00bb||-200px||false|false\u00a0\u00bb custom_margin_tablet=\u00a0\u00bb||-180px||false|false\u00a0\u00bb custom_margin_phone=\u00a0\u00bb\u00a0\u00bb custom_margin_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb custom_padding=\u00a0\u00bb8%|0px|8%|0px|true|false\u00a0\u00bb bottom_divider_style=\u00a0\u00bbarrow3″ bottom_divider_height=\u00a0\u00bb82px\u00a0\u00bb bottom_divider_repeat=\u00a0\u00bb2x\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_row use_custom_gutter=\u00a0\u00bbon\u00a0\u00bb gutter_width=\u00a0\u00bb1″ make_equal=\u00a0\u00bbon\u00a0\u00bb _builder_version=\u00a0\u00bb3.26.3″ width=\u00a0\u00bb100%\u00a0\u00bb max_width=\u00a0\u00bb1435px\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb3.25″ custom_padding=\u00a0\u00bb|||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb custom_padding__hover=\u00a0\u00bb|||\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb3.27.4″ header_font=\u00a0\u00bbSignika|||||on|||\u00a0\u00bb header_text_align=\u00a0\u00bbleft\u00a0\u00bb header_text_color=\u00a0\u00bb#ffffff\u00a0\u00bb header_font_size=\u00a0\u00bb6vw\u00a0\u00bb header_line_height=\u00a0\u00bb1.4em\u00a0\u00bb header_2_font=\u00a0\u00bbPoppins|700||on|||||\u00a0\u00bb header_2_text_align=\u00a0\u00bbleft\u00a0\u00bb header_2_text_color=\u00a0\u00bb#b51212″ header_2_font_size=\u00a0\u00bb30px\u00a0\u00bb header_2_letter_spacing=\u00a0\u00bb5px\u00a0\u00bb custom_margin=\u00a0\u00bb|||80px|false|false\u00a0\u00bb custom_margin_tablet=\u00a0\u00bb|||80px|false|false\u00a0\u00bb custom_margin_phone=\u00a0\u00bb|||50px|false|false\u00a0\u00bb custom_margin_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb animation_style=\u00a0\u00bbzoom\u00a0\u00bb animation_direction=\u00a0\u00bbleft\u00a0\u00bb header_font_size_tablet=\u00a0\u00bb45px\u00a0\u00bb header_font_size_phone=\u00a0\u00bb35px\u00a0\u00bb header_font_size_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb header_2_font_size_tablet=\u00a0\u00bb30px\u00a0\u00bb header_2_font_size_phone=\u00a0\u00bb15px\u00a0\u00bb header_2_font_size_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb header_text_shadow_style=\u00a0\u00bbpreset2″ header_text_shadow_blur_strength=\u00a0\u00bb0.1em\u00a0\u00bb header_text_shadow_color=\u00a0\u00bbrgba(0,0,0,0.77)\u00a0\u00bb header_2_text_shadow_style=\u00a0\u00bbpreset2″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n
[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ admin_label=\u00a0\u00bbAbout Section\u00a0\u00bb _builder_version=\u00a0\u00bb3.26.3″ background_color=\u00a0\u00bb#ffffff\u00a0\u00bb background_color_gradient_direction=\u00a0\u00bb90deg\u00a0\u00bb custom_margin=\u00a0\u00bb160px||6px||false|false\u00a0\u00bb custom_padding=\u00a0\u00bb80px||0px||false|false\u00a0\u00bb box_shadow_style=\u00a0\u00bbpreset7″ box_shadow_horizontal=\u00a0\u00bb1120px\u00a0\u00bb box_shadow_vertical=\u00a0\u00bb0px\u00a0\u00bb box_shadow_color=\u00a0\u00bbrgba(0,0,0,0.1)\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_row column_structure=\u00a0\u00bb1_3,1_3,1_3″ _builder_version=\u00a0\u00bb3.27.4″ locked=\u00a0\u00bboff\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb1_3″ _builder_version=\u00a0\u00bb3.27.4″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_cta title=\u00a0\u00bbEmployeurs ou salari\u00e9s, ne prenez pas ce risque !\u00a0\u00bb button_url=\u00a0\u00bb\/employeurs-ou-salaries\u00a0\u00bb button_text=\u00a0\u00bbLire la suite\u00a0\u00bb _builder_version=\u00a0\u00bb4.4.8″ header_font=\u00a0\u00bbMontserrat|700||on|||||\u00a0\u00bb header_text_align=\u00a0\u00bbcenter\u00a0\u00bb header_text_color=\u00a0\u00bb#000000″ header_font_size=\u00a0\u00bb14px\u00a0\u00bb header_letter_spacing=\u00a0\u00bb5px\u00a0\u00bb body_font=\u00a0\u00bbMontserrat|500|||||||\u00a0\u00bb body_text_align=\u00a0\u00bbjustify\u00a0\u00bb body_text_color=\u00a0\u00bb#424951″ body_line_height=\u00a0\u00bb1.9em\u00a0\u00bb background_color=\u00a0\u00bbrgba(0,0,0,0.15)\u00a0\u00bb custom_button=\u00a0\u00bbon\u00a0\u00bb button_text_size=\u00a0\u00bb13px\u00a0\u00bb button_text_color=\u00a0\u00bb#c5c5c5″ button_bg_color=\u00a0\u00bb#923233″ button_border_radius=\u00a0\u00bb0px\u00a0\u00bb button_font=\u00a0\u00bbMontserrat|700||on|||||\u00a0\u00bb button_alignment=\u00a0\u00bbcenter\u00a0\u00bb button_custom_margin=\u00a0\u00bb20px||||false|false\u00a0\u00bb button_custom_margin_tablet=\u00a0\u00bb0px||||false|false\u00a0\u00bb button_custom_margin_phone=\u00a0\u00bb\u00a0\u00bb button_custom_margin_last_edited=\u00a0\u00bbon|tablet\u00a0\u00bb button_custom_padding=\u00a0\u00bb|70px||70px|false|true\u00a0\u00bb header_font_size_tablet=\u00a0\u00bb15px\u00a0\u00bb header_font_size_phone=\u00a0\u00bb15px\u00a0\u00bb header_font_size_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n
Oppsigelse, formell oppsigelse, rettslig avgj\u00f8relse, fratredelse og konvensjonell oppsigelse utgj\u00f8r de forskjellige metodene for oppsigelse av arbeidsavtalen fastsatt i arbeidsloven.
Rettspraksis finpusser dermed reglene p\u00e5 omr\u00e5det.
Dette er hva den gjorde med hensyn til konvensjonell oppsigelse ved \u00e5 fastsl\u00e5 at det ikke er nok at CERFA-skjemaet nevner at oppsigelsesavtalen er utformet i to eksemplarer.<\/p>\n
[\/et_pb_cta][\/et_pb_column][et_pb_column type=\u00a0\u00bb1_3″ _builder_version=\u00a0\u00bb3.27.4″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_cta title=\u00a0\u00bbL’obligation de loyaut\u00e9 d\u00e9coulant du contrat de travail conclu entre un employeur et un salari\u00e9 s’applique aussi entre salari\u00e9s!\u00a0\u00bb button_url=\u00a0\u00bb\/lobligation-de-loyaute\/\u00a0\u00bb button_text=\u00a0\u00bbLire la suite\u00a0\u00bb _builder_version=\u00a0\u00bb3.28″ header_font=\u00a0\u00bbMontserrat|700||on|||||\u00a0\u00bb header_text_align=\u00a0\u00bbcenter\u00a0\u00bb header_text_color=\u00a0\u00bb#000000″ header_font_size=\u00a0\u00bb14px\u00a0\u00bb header_letter_spacing=\u00a0\u00bb5px\u00a0\u00bb body_font=\u00a0\u00bbMontserrat|500|||||||\u00a0\u00bb body_text_align=\u00a0\u00bbjustify\u00a0\u00bb body_text_color=\u00a0\u00bb#424951″ body_line_height=\u00a0\u00bb1.9em\u00a0\u00bb background_color=\u00a0\u00bbrgba(0,0,0,0.15)\u00a0\u00bb custom_button=\u00a0\u00bbon\u00a0\u00bb button_text_size=\u00a0\u00bb13px\u00a0\u00bb button_text_color=\u00a0\u00bb#c5c5c5″ button_bg_color=\u00a0\u00bb#923233″ button_border_radius=\u00a0\u00bb0px\u00a0\u00bb button_font=\u00a0\u00bbMontserrat|700||on|||||\u00a0\u00bb button_alignment=\u00a0\u00bbcenter\u00a0\u00bb button_custom_margin=\u00a0\u00bb20px||||false|false\u00a0\u00bb button_custom_margin_tablet=\u00a0\u00bb0px||||false|false\u00a0\u00bb button_custom_margin_phone=\u00a0\u00bb\u00a0\u00bb button_custom_margin_last_edited=\u00a0\u00bbon|tablet\u00a0\u00bb button_custom_padding=\u00a0\u00bb|70px||70px|false|true\u00a0\u00bb header_font_size_tablet=\u00a0\u00bb15px\u00a0\u00bb header_font_size_phone=\u00a0\u00bb15px\u00a0\u00bb header_font_size_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]Un salari\u00e9 prot\u00e9g\u00e9, \u00e0 savoir un repr\u00e9sentant du personne, a utilis\u00e9 de mani\u00e8re abusive des outils informatiques mis \u00e0 sa disposition par l’employeur dans le but de s’introduire dans la messagerie professionnelle d’un autre salari\u00e9, sans l’accord de celui-ci.[\/et_pb_cta][\/et_pb_column][et_pb_column type=\u00a0\u00bb1_3″ _builder_version=\u00a0\u00bb3.27.4″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_cta title=\u00a0\u00bbEmployeurs, salari\u00e9s : la charge de la preuve des heures suppl\u00e9mentaires est partag\u00e9e !\u00a0\u00bb button_url=\u00a0\u00bb\/heures-supplementaires\u00a0\u00bb button_text=\u00a0\u00bbLire la suite\u00a0\u00bb _builder_version=\u00a0\u00bb4.0.6″ header_font=\u00a0\u00bbMontserrat|700||on|||||\u00a0\u00bb header_text_align=\u00a0\u00bbcenter\u00a0\u00bb header_text_color=\u00a0\u00bb#000000″ header_font_size=\u00a0\u00bb14px\u00a0\u00bb header_letter_spacing=\u00a0\u00bb5px\u00a0\u00bb body_font=\u00a0\u00bbMontserrat|500|||||||\u00a0\u00bb body_text_align=\u00a0\u00bbjustify\u00a0\u00bb body_text_color=\u00a0\u00bb#424951″ body_line_height=\u00a0\u00bb1.9em\u00a0\u00bb background_color=\u00a0\u00bbrgba(0,0,0,0.15)\u00a0\u00bb custom_button=\u00a0\u00bbon\u00a0\u00bb button_text_size=\u00a0\u00bb13px\u00a0\u00bb button_text_color=\u00a0\u00bb#c5c5c5″ button_bg_color=\u00a0\u00bb#923233″ button_border_radius=\u00a0\u00bb0px\u00a0\u00bb button_font=\u00a0\u00bbMontserrat|700||on|||||\u00a0\u00bb button_alignment=\u00a0\u00bbcenter\u00a0\u00bb button_custom_margin=\u00a0\u00bb20px||||false|false\u00a0\u00bb button_custom_margin_tablet=\u00a0\u00bb0px||||false|false\u00a0\u00bb button_custom_margin_phone=\u00a0\u00bb\u00a0\u00bb button_custom_margin_last_edited=\u00a0\u00bbon|tablet\u00a0\u00bb button_custom_padding=\u00a0\u00bb|70px||70px|false|true\u00a0\u00bb header_font_size_tablet=\u00a0\u00bb15px\u00a0\u00bb header_font_size_phone=\u00a0\u00bb15px\u00a0\u00bb header_font_size_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/br>Artikkel L. 3171-4 i arbeidsloven bestemmer at i tilfelle en tvist knyttet til eksistensen eller antall timer med fullf\u00f8rt arbeid, m\u00e5 arbeidsgiveren gi dommeren elementene i natur<\/a> \u00e0 justifier les horaires effectivement r\u00e9alis\u00e9s par le salari\u00e9.[\/et_pb_cta][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=\u00a0\u00bb1_3,1_3,1_3″ _builder_version=\u00a0\u00bb3.27.4″ locked=\u00a0\u00bboff\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb1_3″ _builder_version=\u00a0\u00bb3.27.4″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_cta title=\u00a0\u00bbLa Cour de justice de l\u2019Union europ\u00e9enne doit aussi respecter les donn\u00e9es personnelles\u00a0\u00bb button_url=\u00a0\u00bb\/les-donnees-personnelles\u00a0\u00bb button_text=\u00a0\u00bbLire la suite\u00a0\u00bb _builder_version=\u00a0\u00bb4.0.6″ header_font=\u00a0\u00bbMontserrat|700||on|||||\u00a0\u00bb header_text_align=\u00a0\u00bbcenter\u00a0\u00bb header_text_color=\u00a0\u00bb#000000″ header_font_size=\u00a0\u00bb14px\u00a0\u00bb header_letter_spacing=\u00a0\u00bb5px\u00a0\u00bb body_font=\u00a0\u00bbMontserrat|500|||||||\u00a0\u00bb body_text_align=\u00a0\u00bbjustify\u00a0\u00bb body_text_color=\u00a0\u00bb#424951″ body_line_height=\u00a0\u00bb1.9em\u00a0\u00bb background_color=\u00a0\u00bbrgba(0,0,0,0.15)\u00a0\u00bb custom_button=\u00a0\u00bbon\u00a0\u00bb button_text_size=\u00a0\u00bb13px\u00a0\u00bb button_text_color=\u00a0\u00bb#c5c5c5″ button_bg_color=\u00a0\u00bb#923233″ button_border_radius=\u00a0\u00bb0px\u00a0\u00bb button_font=\u00a0\u00bbMontserrat|700||on|||||\u00a0\u00bb button_alignment=\u00a0\u00bbcenter\u00a0\u00bb button_custom_margin=\u00a0\u00bb20px||||false|false\u00a0\u00bb button_custom_margin_tablet=\u00a0\u00bb0px||||false|false\u00a0\u00bb button_custom_margin_phone=\u00a0\u00bb\u00a0\u00bb button_custom_margin_last_edited=\u00a0\u00bbon|tablet\u00a0\u00bb button_custom_padding=\u00a0\u00bb|70px||70px|false|true\u00a0\u00bb header_font_size_tablet=\u00a0\u00bb15px\u00a0\u00bb header_font_size_phone=\u00a0\u00bb15px\u00a0\u00bb header_font_size_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]Dans une d\u00e9cision du 1er octobre 2019 (JOUE L 261\/97, 14 oct. 2019), la Cour de justice de l\u2019Union europ\u00e9enne instaure un m\u00e9canisme interne de contr\u00f4le en mati\u00e8re de traitement des donn\u00e9es \u00e0 caract\u00e8re personnel effectu\u00e9 dans le cadre des fonctions juridictionnelles de la Cour. Dans le cadre de leur travail, les institutions europ\u00e9ennes sont amen\u00e9es \u00e0 traiter les personlig informasjon<\/a> de citoyens avec lesquelles elles \u00e9changent. [\/et_pb_cta][\/et_pb_column][et_pb_column type=\u00a0\u00bb1_3″ _builder_version=\u00a0\u00bb3.27.4″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_cta title=\u00a0\u00bbTravail dissimul\u00e9: quels risques pour l\u2019entreprise? \u00a0\u00bb button_url=\u00a0\u00bbhttps:\/\/www.cecile-zakine.fr\/wp-content\/uploads\/2020\/03\/TRAVAIL-DISSIMULE-QUEL-RISQUE-POUR-LENTREPRRISE-converti.pdf\u00a0\u00bb button_text=\u00a0\u00bbLire la suite\u00a0\u00bb _builder_version=\u00a0\u00bb4.3.4″ header_font=\u00a0\u00bbMontserrat|700||on|||||\u00a0\u00bb header_text_align=\u00a0\u00bbcenter\u00a0\u00bb header_text_color=\u00a0\u00bb#000000″ header_font_size=\u00a0\u00bb14px\u00a0\u00bb header_letter_spacing=\u00a0\u00bb5px\u00a0\u00bb body_font=\u00a0\u00bbMontserrat|500|||||||\u00a0\u00bb body_text_align=\u00a0\u00bbjustify\u00a0\u00bb body_text_color=\u00a0\u00bb#424951″ body_line_height=\u00a0\u00bb1.9em\u00a0\u00bb background_color=\u00a0\u00bbrgba(0,0,0,0.15)\u00a0\u00bb custom_button=\u00a0\u00bbon\u00a0\u00bb button_text_size=\u00a0\u00bb13px\u00a0\u00bb button_text_color=\u00a0\u00bb#c5c5c5″ button_bg_color=\u00a0\u00bb#923233″ button_border_radius=\u00a0\u00bb0px\u00a0\u00bb button_font=\u00a0\u00bbMontserrat|700||on|||||\u00a0\u00bb button_alignment=\u00a0\u00bbcenter\u00a0\u00bb button_custom_margin=\u00a0\u00bb20px||||false|false\u00a0\u00bb button_custom_margin_tablet=\u00a0\u00bb0px||||false|false\u00a0\u00bb button_custom_margin_phone=\u00a0\u00bb\u00a0\u00bb button_custom_margin_last_edited=\u00a0\u00bbon|tablet\u00a0\u00bb button_custom_padding=\u00a0\u00bb|70px||70px|false|true\u00a0\u00bb header_font_size_tablet=\u00a0\u00bb15px\u00a0\u00bb header_font_size_phone=\u00a0\u00bb15px\u00a0\u00bb header_font_size_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]Le travail dissimul\u00e9, auparavant appel\u00e9 \u00ab travail clandestin \u00bb consiste en une dissimulation frauduleuse d\u2019une activit\u00e9 \u00e9conomique, laquelle peut prendre plusieurs formes d\u2019agissements illicites. L\u2019\u00e9valuation chiffr\u00e9e du travail ill\u00e9gale s\u2019av\u00e8re tr\u00e8s complexe tant les agissements demeurent occultes. Toutefois, une estimation \u00e9tablie par l\u2019INSEE r\u00e9v\u00e8le que le co\u00fbt \u00e9conomique et sosialt arbeid<\/a> ill\u00e9gal en France..[\/et_pb_cta][\/et_pb_column][et_pb_column type=\u00a0\u00bb1_3″ _builder_version=\u00a0\u00bb3.27.4″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_cta title=\u00a0\u00bbResponsabilit\u00e9 m\u00e9dicale suite \u00e0 une faute \u00a0\u00bb button_url=\u00a0\u00bbhttps:\/\/www.cecile-zakine.fr\/wp-content\/uploads\/2020\/03\/La-responsabilit\u00e9-m\u00e9dicale-\u00e0-la-suite-dune-faute-converti.pdf\u00a0\u00bb button_text=\u00a0\u00bbLire la suite\u00a0\u00bb _builder_version=\u00a0\u00bb4.3.4″ header_font=\u00a0\u00bbMontserrat|700||on|||||\u00a0\u00bb header_text_align=\u00a0\u00bbcenter\u00a0\u00bb header_text_color=\u00a0\u00bb#000000″ header_font_size=\u00a0\u00bb14px\u00a0\u00bb header_letter_spacing=\u00a0\u00bb5px\u00a0\u00bb body_font=\u00a0\u00bbMontserrat|500|||||||\u00a0\u00bb body_text_align=\u00a0\u00bbjustify\u00a0\u00bb body_text_color=\u00a0\u00bb#424951″ body_line_height=\u00a0\u00bb1.9em\u00a0\u00bb background_color=\u00a0\u00bbrgba(0,0,0,0.15)\u00a0\u00bb custom_button=\u00a0\u00bbon\u00a0\u00bb button_text_size=\u00a0\u00bb13px\u00a0\u00bb button_text_color=\u00a0\u00bb#c5c5c5″ button_bg_color=\u00a0\u00bb#923233″ button_border_radius=\u00a0\u00bb0px\u00a0\u00bb button_font=\u00a0\u00bbMontserrat|700||on|||||\u00a0\u00bb button_alignment=\u00a0\u00bbcenter\u00a0\u00bb button_custom_margin=\u00a0\u00bb20px||||false|false\u00a0\u00bb button_custom_margin_tablet=\u00a0\u00bb0px||||false|false\u00a0\u00bb button_custom_margin_phone=\u00a0\u00bb\u00a0\u00bb button_custom_margin_last_edited=\u00a0\u00bbon|tablet\u00a0\u00bb button_custom_padding=\u00a0\u00bb|70px||70px|false|true\u00a0\u00bb header_font_size_tablet=\u00a0\u00bb15px\u00a0\u00bb header_font_size_phone=\u00a0\u00bb15px\u00a0\u00bb header_font_size_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]La responsabilit\u00e9 est l\u2019obligation de r\u00e9pondre de ses actes. Selon l\u2019\u00e9tymologie latine, respondere signifie \u00ab r\u00e9pondre de \u00bb, \u00ab se porter garant \u00bb.D\u2019un point de vue juridique, la responsabilit\u00e9 est le fait de r\u00e9pondre d\u2019un acte ayant g\u00e9n\u00e9r\u00e9 des cons\u00e9quences dommageables. Trois types de responsabilit\u00e9s \u00e9mergent de la responsabilit\u00e9 m\u00e9dicale. D\u2019une part, les responsabilit\u00e9s civile et administrative visant \u00e0 obtenir r\u00e9paration d\u2019un pr\u00e9judice par l\u2019obtention de dommages et int\u00e9r\u00eats. [\/et_pb_cta][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ _builder_version=\u00a0\u00bb4.10.6″ custom_padding=\u00a0\u00bb0px|||||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_row column_structure=\u00a0\u00bb1_3,1_3,1_3″ _builder_version=\u00a0\u00bb3.28″ custom_padding=\u00a0\u00bb44px||20px|||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb1_3″ _builder_version=\u00a0\u00bb3.28″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.4.8″ text_font=\u00a0\u00bbMontserrat||||||||\u00a0\u00bb text_text_color=\u00a0\u00bb#000000″ text_font_size=\u00a0\u00bb15px\u00a0\u00bb link_option_url=\u00a0\u00bb\/mes-articles\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n < Forrige side<\/p>\n [\/et_pb_text][\/et_pb_column][et_pb_column type=\u00a0\u00bb1_3″ _builder_version=\u00a0\u00bb3.28″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.10.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb background_color=\u00a0\u00bbRGBA(0,0,0,0)\u00a0\u00bb custom_padding=\u00a0\u00bb11px|||||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n JURIDISK UKE<\/strong><\/p>\n For et godt ledelse av sine ansatte<\/a><\/p>\n N\u00e5r arbeidsgiver st\u00e5r overfor et varsel om medisinsk inhabilitet<\/p>\n Dersom forfatteren av den medisinske uttalelsen ikke er bedriftslegen, trenger ikke arbeidsgiver \u00e5 sette i gang n\u00f8dvendig prosedyre ved medisinsk konstatert inhabilitet.<\/p>\n Selvf\u00f8lgelig m\u00e5 arbeidsgiveren ta hensyn til legens mening om helsetilstanden til hans ansatte, i samsvar med hans forpliktelse til \u00e5 forhindre profesjonell risiko, men han vil ikke ha plikten til \u00e5 tilpasse stillingen eller yte<\/a> et annet alternativ dersom det ikke er Arbeidslegen som er opphav til uttalelsen om medisinsk uegnethet.<\/p>\n Fra konkret inngripen fra Arbeidslegen, etter den f\u00f8rste medisinske unders\u00f8kelsen, kontakter denne arbeidsgiveren og informerer om at han mistenker medisinsk uegnethet for sin stilling eller for alle stillinger og informerer om sin vilje til \u00e5 bes\u00f8ke bedriftens lokaler.<\/p>\n Arbeidsgiver m\u00e5 svare positivt.<\/p>\n Melding om uf\u00f8rhet skal skje senest femten dager etter f\u00f8rste eksamen. Det kan skje at Arbeidslegen organiserer en ny unders\u00f8kelse av den ansatte<\/a>, slik at han kan samle elementene og tydelig motivere sin beslutning.<\/p>\n \u00a0Arbeidsgiver m\u00e5 derfor s\u00f8rge for at Arbeidslegen respekterer denne lovbestemte fristen.<\/p>\n Merk at dersom Arbeidslegen ikke er i stand til \u00e5 gi sin mening innen 15 dagers fristen, vil han ha mulighet til \u00e5 gi varsel om midlertidig inhabilitet.<\/p>\n Videre m\u00e5 arbeidsgiver avgj\u00f8re om uf\u00f8rheten er av yrkesmessig opprinnelse eller ikke.<\/p>\n Du b\u00f8r vite at ved medisinsk inhabilitet av yrkesopprinnelse (etter en arbeidsulykke eller yrkessykdom) f\u00e5r den ansatte s\u00e6rskilt sluttvederlag som tilsvarer det dobbelte av det lovlige eller konvensjonelle sluttvederlaget.<\/p>\n \u00a0Arbeidsgiver kan ogs\u00e5 be om avklaringer fra Arbeidslegen ved delvis egnethet eller inhabilitet s\u00e5 lenge denne ikke begrenser seg til \u00e5 angi "skikket" eller "uskikket", men tar en mer nyansert avgj\u00f8relse som: "skikket med forbehold om ikke". \u201d eller \u201cuskikket, men kan prestere\u201d.<\/p>\n \u00a0Ved bestridelse av varselet om inhabilitet fra arbeidstakeren for N\u00e6ringsnemnda, har arbeidsgiveren all interesse i \u00e5 ikke fortsette prosedyrene etter varsel om inhabilitet og i \u00e5 ikke si opp arbeidstakeren. I dette tilfellet vil det v\u00e6re hensiktsmessig \u00e5 gjenoppta utbetaling av l\u00f8nn innen en m\u00e5ned etter varselet om inhabilitet. \u00a0<\/p>\n Dersom arbeidstaker ikke varsler arbeidsgiveren om at han anklager den medisinske uttalelsen, b\u00f8r en beslutning om \u00e5 heve eller avgi en ny uttalelse v\u00e6re ugjennomtrengelig overfor arbeidsgiveren, og oppsigelsen p\u00e5 grunn av arbeidsuf\u00f8rhet b\u00f8r ikke by p\u00e5 noen vanskeligheter.<\/p>\n Av forsiktighet og p\u00e5 grunn av mangel p\u00e5 klarhet i tekstene, m\u00e5 arbeidsgiveren imidlertid stanse enhver oppsigelsesprosedyre s\u00e5 snart han er informert, ogs\u00e5 muntlig, om at en prosedyre som bestrider den medisinske uttalelsen er igangsatt av arbeidstakeren.<\/p>\n \u00a0Bortsett fra disse hypotesene, n\u00e5r oppsigelse p\u00e5 grunn av inhabilitet oppst\u00e5r, har arbeidsgiver en plikt til \u00e5 omklassifisere. Forskningen m\u00e5 v\u00e6re reell og presis (som oppsigelse av \u00f8konomiske \u00e5rsaker). Ellers vil oppsigelsen v\u00e6re blottet for reell og alvorlig \u00e5rsak.<\/p>\n Merk imidlertid at dette ikke er en resultatplikt og at arbeidsgiver ikke vil bli sanksjonert dersom s\u00f8ket etter omklassifisering viser seg \u00e5 v\u00e6re mislykket eller hvis det er arbeidstakeren selv som har avsl\u00e5tt den foresl\u00e5tte stillingen.<\/p>\n Fordi god medarbeiderledelse er avgj\u00f8rende og bidrar til produktiviteten til selskapet ved \u00e5 unng\u00e5 omstridte situasjoner, bist\u00e5r C\u00e9cile ZAKINE-firmaet bedriftsledere med alle sp\u00f8rsm\u00e5l knyttet til gjennomf\u00f8ring av arbeidskontrakter<\/p>\n <\/p>\n <\/p>\n [\/et_pb_text][\/et_pb_column][et_pb_column type=\u00a0\u00bb1_3″ _builder_version=\u00a0\u00bb3.28″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.10.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_padding=\u00a0\u00bb13px|||||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n JURIDISK UKE<\/strong><\/p>\n Helsepasset: en hodepine for arbeidsgivere: mellom forebyggingsplikt og forbud mot oppsigelser, hva skal man gj\u00f8re?<\/p>\n Fra n\u00e5r skal ansatte fremvise helsepass?<\/p>\n Som allerede angitt i tidligere lovlige ukeblader, vil ansatte bli p\u00e5lagt \u00e5 fremvise helsepass for \u00e5 g\u00e5 til stedene nevnt i loven av 6. august 2021 fra 30. august 2021. For praktikanter og l\u00e6rlinger er denne datoen utsatt til 30. september, 2021. N\u00e5r det gjelder omsorgspersoner og personer som arbeider med utsatte mennesker, m\u00e5 de v\u00e6re vaksinert innen 15. september 2021.<\/p>\n Kan arbeidsgiver p\u00e5legge vaksinasjon mot covid-19 som en del av forpliktelsen til forebygging og sikkerhet overfor sine ansatte?<\/p>\n Implementeringen av denne forpliktelsen kan ikke gjelde for denne typen vaksinasjon s\u00e5 lenge denne vaksinen ikke er obligatorisk i henhold til arbeidsloven, for eksempel tetanusvaksinen.<\/p>\n Dette ville da v\u00e6re et brudd p\u00e5 arbeidsloven, men ogs\u00e5 et angrep p\u00e5 integriteten til menneskekroppen og retten til enhver til fritt \u00e5 disponere kroppen sin i henhold til bestemmelsene i sivilloven.<\/p>\n Regjeringen har fors\u00f8kt \u00e5 finne et balansert forlik mellom det konstitusjonelle verdim\u00e5let om helsevern og rettighetene og frihetene til arbeidstakere som kan bli ber\u00f8rt av helseberedskapstiltak.<\/p>\n Muligheten for oppsigelse i frav\u00e6r av vaksinasjon er utelukket av loven om h\u00e5ndtering av helsekrisen.<\/p>\n For ansatte p\u00e5 fast kontrakt er oppsigelse av ansatte som ikke fremviser vaksinasjonspass umuliggjort.<\/p>\n Det var lagt opp til at disse ansatte skulle bli utsatt for suspensjon av arbeidsavtalen ledsaget av et ubestemt l\u00f8nnsavbrudd.<\/p>\n Vil arbeidsgivere da kunne p\u00e5berope seg andre oppsigelsesgrunner som vil anses som reelle og alvorlige?<\/p>\n N\u00e5r det gjelder arbeidstakere p\u00e5 \u00e5rem\u00e5l, sensurerte Grunnlovsr\u00e5det lovendringen som \u00e5pnet for mulighet for \u00e5 si opp en \u00e5rem\u00e5lskontrakt tidlig p\u00e5 grunn av manglende fremvisning av helsepass. R\u00e5det baserte seg p\u00e5 et brudd i likestilling mellom ansatte p\u00e5 faste og \u00e5rem\u00e5lskontrakter:<\/p>\n \u00ab78. Derfor, ved \u00e5 s\u00f8rge for at manglende fremvisning av \u00abhelsepass\u00bb utgj\u00f8r en \u00e5rsak til oppsigelse av kun tidsbestemte eller oppdragskontrakter, har lovgiver etablert en forskjellsbehandling mellom ansatte iht. natur<\/a> av deres arbeidsavtale som ikke er relatert til det m\u00e5l som forf\u00f8lges (Betraktning 78 av beslutning fra det konstitusjonelle r\u00e5det nr. 2021-824 DC av 5. august 2021).<\/em><\/p>\n Det er derfor fornyelsen av CDD som vil skape vanskeligheter.<\/p>\n Videre vil det ikke v\u00e6re mulig \u00e5 inng\u00e5 fast kontrakt etter \u00e5rem\u00e5l dersom arbeidstaker ikke fremviser helsepass.<\/p>\n Andre oppsigelsesgrunner som arbeidsgiver kan klage p\u00e5 uten at oppsigelsen karakteriseres som usaklig:<\/p>\n Det gjenst\u00e5r derfor \u00e5 observere hvordan yrkesmedisin og industridomstoler vil reagere p\u00e5 dette sp\u00f8rsm\u00e5let som det ser ut til \u00e5 oppst\u00e5.<\/p>\n Til slutt kan vi sp\u00f8rre oss om sp\u00f8rsm\u00e5let om helsepasset er likt sp\u00f8rsm\u00e5let om diskriminering basert p\u00e5 helsetilstand.<\/p>\n\n