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Ansattes sikkerhetsadvokat, Ma\u00eetre Zakine, doktor i juss, er i dette feltet gjennom sin oppl\u00e6ring og erfaring. Faktisk er arbeidsgiveren ansvarlig for sine ansatte med spesifikt hensyn til deres sikkerhet.<\/p>\n
Han har en forpliktelse til resultater og midler. Jeg Zakine, advokat i arbeidsrett med spesiell oppmerksomhet p\u00e5 sikkerhet<\/a> av ansatte st\u00f8tter bedrifter og ansatte til \u00e5 h\u00e5ndheve denne forpliktelsen.<\/p>\n Du finner en liste over vanlige sp\u00f8rsm\u00e5l nedenfor.<\/p>\n [\/et_pb_text][\/et_pb_column][et_pb_column type=\u00a0\u00bb2_5″ _builder_version=\u00a0\u00bb4.14.6″ _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\/10\/5127313.svg\u00a0\u00bb alt=\u00a0\u00bbavocat s\u00e9curit\u00e9 salari\u00e9\u00a0\u00bb title_text=\u00a0\u00bbavocat s\u00e9curit\u00e9 salari\u00e9\u00a0\u00bb _builder_version=\u00a0\u00bb4.14.6″ _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\u00bb4.14.8″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb][et_pb_column 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_builder_version=\u00a0\u00bb4.14.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.14.6″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.0.7″ text_font=\u00a0\u00bbCormorant Garamond|500|||||||\u00a0\u00bb text_text_color=\u00a0\u00bb#5e5e5e\u00a0\u00bb text_font_size=\u00a0\u00bb20px\u00a0\u00bb text_line_height=\u00a0\u00bb1.9em\u00a0\u00bb header_font=\u00a0\u00bb||||||||\u00a0\u00bb header_2_font=\u00a0\u00bbPlayfair Display SC||||||||\u00a0\u00bb header_2_font_size=\u00a0\u00bb40px\u00a0\u00bb header_2_line_height=\u00a0\u00bb1.3em\u00a0\u00bb header_3_font=\u00a0\u00bbPoppins|700||on|||||\u00a0\u00bb header_3_text_align=\u00a0\u00bbjustify\u00a0\u00bb header_3_text_color=\u00a0\u00bb#000000″ header_3_letter_spacing=\u00a0\u00bb5px\u00a0\u00bb header_3_line_height=\u00a0\u00bb1.3em\u00a0\u00bb header_4_font=\u00a0\u00bb||||||||\u00a0\u00bb header_6_font=\u00a0\u00bb||||||||\u00a0\u00bb text_orientation=\u00a0\u00bbjustify\u00a0\u00bb max_width_last_edited=\u00a0\u00bboff|desktop\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb custom_margin=\u00a0\u00bb||||false|false\u00a0\u00bb custom_padding=\u00a0\u00bb0px||||false|false\u00a0\u00bb animation_style=\u00a0\u00bbfade\u00a0\u00bb text_font_size_tablet=\u00a0\u00bb20px\u00a0\u00bb text_font_size_phone=\u00a0\u00bb19px\u00a0\u00bb text_font_size_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb header_2_font_size_tablet=\u00a0\u00bb35px\u00a0\u00bb header_2_font_size_phone=\u00a0\u00bb25px\u00a0\u00bb header_2_font_size_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb header_3_text_align_tablet=\u00a0\u00bbleft\u00a0\u00bb header_3_text_align_phone=\u00a0\u00bbleft\u00a0\u00bb header_3_text_align_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb header_3_font_size_tablet=\u00a0\u00bb22px\u00a0\u00bb header_3_font_size_phone=\u00a0\u00bb20px\u00a0\u00bb header_3_font_size_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb header_2_text_shadow_style=\u00a0\u00bbpreset2″ text_text_align=\u00a0\u00bbjustify\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n Sikkerhetsplikt og skader: Helse og sikkerhet p\u00e5 arbeidsplassen er full av mening og ansvar<\/i><\/p>\n \u2756 Bedrift X, en bruker av kjemikalier og maskiner, er bekymret for helsen og sikkerheten til sine ansatte. <\/strong><\/p>\n Hvordan b\u00f8r den g\u00e5 frem for \u00e5 implementere sin sikkerhetsforpliktelse p\u00e5 den mest effektive m\u00e5ten?<\/a> ? \u2756 Hva med arbeidsforhold? Gjelder sikkerhetsplikten ogs\u00e5 forebygging av moralsk eller seksuell trakassering p\u00e5 arbeidsplassen? <\/strong><\/span><\/p>\n Mrs. D\u2026, ansatt i 12 \u00e5r i selskapet <\/strong> \u2756 Kan vold p\u00e5 jobb f\u00f8re til at arbeidsgiver stilles til ansvar?<\/strong><\/span><\/p>\n Fru D... ble til slutt overfalt av sentralbordoperat\u00f8ren som ikke aksepterte \u00e5 motta bestillinger fra sin kollega? <\/strong> N\u00e5r en ansatt er utsatt for et angrep fra en annen kollega p\u00e5 hans arbeidsplass<\/a>, kan arbeidsgiverens ansvar bli engasjert. \u27a3 Konsekvensene av vold beg\u00e5tt p\u00e5 arbeidsplassen kan v\u00e6re s\u00e6rlig skadelig for samfunnet.<\/strong><\/span><\/p>\n Arbeidsgiver anses \u00e5 ha misligholdt sin resultatplikt da arbeidstakeren ble utsatt for vold fra en annen kollega, selv om han hadde truffet n\u00f8dvendige tiltak for \u00e5 stanse handlingene. <\/i><\/p>\n Arbeidstakeren trenger ikke engang \u00e5 vise at arbeidsgiveren ble informert om en konflikt mellom den angrepne arbeidstakeren og en annen kollega, men ikke gjorde noe for \u00e5 f\u00e5 slutt p\u00e5 den. Det er nok at fakta har oppst\u00e5tt for at arbeidsgiver kan erkl\u00e6res ansvarlig.<\/p>\n Fru D... vil derfor kunne holde sin arbeidsgiver ansvarlig eller til og med sette i gang et s\u00f8ksm\u00e5l for Industridomstolen med sikte p\u00e5 omklassifisering av sin sak som en oppsigelse uten reell og alvorlig grunn. <\/strong><\/p>\n Oppsummert er det hensiktsmessig \u00e5 v\u00e6re sv\u00e6rt forsiktig n\u00e5r forholdet mellom kolleger har en tendens til \u00e5 forverres fordi en voldshandling mot en arbeidstaker n\u00f8dvendigvis medf\u00f8rer et ansvar for arbeidsgiver. S\u00e5 lenge arbeidsgiveren ikke har truffet alle n\u00f8dvendige tiltak for \u00e5 sikre helsen \u2013 fysisk og psykisk til sine ansatte \u2013 kan dens utilgivelige feil erkjennes. <\/i> Fru D\u2026. ble til slutt gjenstand for en arbeidsstans og klarte \u00e5 h\u00e5ndtere utbrentheten hennes i henhold til lovgivningen om yrkesrisiko. Med andre ord, fru Ds utbrenthet ... ble anerkjent som en yrkessykdom<\/strong><\/p>\n Oversikt over handlingen som erkjennelse av handlingen for utilgivelig skyld:<\/strong><\/p>\n \u2013 Anerkjennelse av yrkessykdom el [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.0.7″ text_font=\u00a0\u00bbCormorant Garamond||||||||\u00a0\u00bb text_text_color=\u00a0\u00bb#5e5e5e\u00a0\u00bb text_font_size=\u00a0\u00bb20px\u00a0\u00bb text_line_height=\u00a0\u00bb1.9em\u00a0\u00bb text_orientation=\u00a0\u00bbcenter\u00a0\u00bb text_font_size_tablet=\u00a0\u00bb20px\u00a0\u00bb text_font_size_phone=\u00a0\u00bb19px\u00a0\u00bb text_font_size_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]Tentative de conciliation entre la victime et l\u2019employeur sur la r\u00e9alit\u00e9 de la faute inexcusable, sur le montant de la majoration et sur les indemnit\u00e9s correspondant aux skade<\/a> extrapatrimoniaux que la victime soutient avoir subi[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.14.6″ custom_padding=\u00a0\u00bb0px|0px|34px|0px|false|false\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb3.26.3″ custom_padding=\u00a0\u00bb50px|||\u00a0\u00bb custom_padding_tablet=\u00a0\u00bb0px|||\u00a0\u00bb custom_padding_phone=\u00a0\u00bb\u00a0\u00bb custom_padding_last_edited=\u00a0\u00bbon|tablet\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb custom_padding__hover=\u00a0\u00bb|||\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.0.7″ text_font=\u00a0\u00bbCormorant Garamond||||||||\u00a0\u00bb text_text_color=\u00a0\u00bb#5e5e5e\u00a0\u00bb text_font_size=\u00a0\u00bb20px\u00a0\u00bb text_line_height=\u00a0\u00bb1.9em\u00a0\u00bb text_orientation=\u00a0\u00bbcenter\u00a0\u00bb text_font_size_tablet=\u00a0\u00bb20px\u00a0\u00bb text_font_size_phone=\u00a0\u00bb19px\u00a0\u00bb text_font_size_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\u00c0 d\u00e9faut d’accord des parties, la victime initie une action en reconnaissance de la faute inexcusable devant le TGI P\u00f4le socialER ARBEIDSGIVER ANSVARLIG FOR HELSE OG SIKKERHET TIL SINE ANSATTE P\u00c5 ARBEIDSPLASEN?<\/h3>\n
Bedrift X skal vite at denne plikten omfatter arbeidsforhold, arbeidstid og arbeidsforhold.
For dette form\u00e5l er det hans ansvar \u00e5 iverksette oppstr\u00f8ms beskyttelsestiltak, spesielt for individuelt og kollektivt utstyr, n\u00e5r ansatte h\u00e5ndterer farlige produkter eller n\u00e5r den ansatte er p\u00e5lagt \u00e5 arbeide under st\u00f8yende forhold eller utf\u00f8re gjentatte bevegelser. <\/span><\/p>\n
Selskap X m\u00e5 iverksette n\u00f8dvendige tiltak for \u00e5 stoppe disse handlingene mot fru D. <\/i>
I motsatt fall kan bedrift X bli erkl\u00e6rt ansvarlig for ikke \u00e5 ha iverksatt hensiktsmessige tiltak. forebygging av denne profesjonelle risikoen<\/a> som en del av sin sikkerhetsforpliktelse.
Trakassering kan utf\u00f8res mellom kolleger p\u00e5 ethvert hierarkisk niv\u00e5.<\/p>\n
Bedrift X lurer p\u00e5 om det kun er sentralbordoperat\u00f8ren som vil bli holdt ansvarlig for denne voldshandlingen. Hun frykter at hennes eget ansvar blir engasjert. <\/i><\/p>\n
Offeret har til og med mulighet til \u00e5 be om omklassifisering av sin sak som oppsigelse uten reell og alvorlig grunn.<\/p>\n
Arbeidsgiver m\u00e5 handle oppstr\u00f8ms for \u00e5 unng\u00e5 voldshandlinger, moralsk trakassering og psykososiale risikoer for \u00e5 bevare b\u00e5de den fysiske og psykiske helsen til sine ansatte.
Forebygging kan oppn\u00e5s gjennom sanksjonsmakten til arbeidsgiveren som kan ilegge en disiplin\u00e6rsanksjon mot den trakasserende kollegaen.<\/i><\/p>\nV\u00c6R FORSIKTIG MED GJENNOMF\u00d8RING AV EN UUT\u00c5KLET FEIL!<\/h3>\n
Vil fru D... v\u00e6re i stand til \u00e5 iverksette tiltak for \u00e5 anerkjenne den utilgivelige feilen til hennes arbeidsgiver p\u00e5 grunn av volden hun ble utsatt for? <\/strong>
I den grad arbeidsgiveren var eller burde v\u00e6rt klar over faren som tynger sin arbeidstaker, kan hans utilgivelige feil anerkjennes og hans ansvar p\u00e5dras for brudd p\u00e5 sikkerhetsforpliktelsen.<\/p>\nUUTILKELIG FEIL VED EN ARBEIDSULYKKE ELLER YRKESSYKDOM<\/h3>\n
av arbeidsulykker ved Prim\u00e6rtrygdekassen<\/p>\n
\nLa charge de la preuve de la faute inexcusable incombe \u00e0 la victime[\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.0.7″ text_font=\u00a0\u00bbCormorant Garamond||||||||\u00a0\u00bb text_text_color=\u00a0\u00bb#5e5e5e\u00a0\u00bb text_font_size=\u00a0\u00bb20px\u00a0\u00bb text_line_height=\u00a0\u00bb1.9em\u00a0\u00bb text_orientation=\u00a0\u00bbcenter\u00a0\u00bb text_font_size_tablet=\u00a0\u00bb20px\u00a0\u00bb text_font_size_phone=\u00a0\u00bb19px\u00a0\u00bb text_font_size_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]La victime (ou ses ayants droit) peuvent demander une majoration de la rente ou du capital allou\u00e9 par la CPAM ainsi que la r\u00e9paration des pr\u00e9judices extrapatrimoniaux (pr\u00e9judice esth\u00e9tique, pr\u00e9judice moral, d\u2019agr\u00e9ment etc\u2026), pr\u00e9judice li\u00e9 aux souffrances physiques, frais d\u2019am\u00e9nagement, [\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.0.7″ text_font=\u00a0\u00bbCormorant Garamond||||||||\u00a0\u00bb text_text_color=\u00a0\u00bb#5e5e5e\u00a0\u00bb text_font_size=\u00a0\u00bb20px\u00a0\u00bb text_line_height=\u00a0\u00bb1.9em\u00a0\u00bb text_orientation=\u00a0\u00bbcenter\u00a0\u00bb text_font_size_tablet=\u00a0\u00bb20px\u00a0\u00bb text_font_size_phone=\u00a0\u00bb19px\u00a0\u00bb text_font_size_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]Cons\u00e9quences financi\u00e8res pesant sur l’employeur en cas de faute inexcusable : versement d’une cotisation compl\u00e9mentaire ; remboursement des toutes les sommes vers\u00e9es par la CPAM \u00e0 la victime.[\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.14.6″ text_font=\u00a0\u00bbPoppins||||||||\u00a0\u00bb text_text_color=\u00a0\u00bb#000000″ text_font_size=\u00a0\u00bb18px\u00a0\u00bb text_line_height=\u00a0\u00bb1.8em\u00a0\u00bb max_width=\u00a0\u00bb100%\u00a0\u00bb max_width_tablet=\u00a0\u00bb100%\u00a0\u00bb max_width_phone=\u00a0\u00bb\u00a0\u00bb max_width_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n