{"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\/nb\/labandon-de-poste-droit-du-travail-sur-antibes\/","title":{"rendered":"H\u00e5ndtere jobbnedleggelse: Arbeidsrett i Antibes"},"content":{"rendered":"[et_pb_section fb_built=\u00a0\u00bb1&Prime; _builder_version=\u00a0\u00bb4.9.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][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; header_text_color=\u00a0\u00bb#E02B20&Prime; header_2_font=\u00a0\u00bbPoppins|300|||||||\u00a0\u00bb header_2_text_color=\u00a0\u00bb#923233&Prime; header_2_font_size=\u00a0\u00bb40px\u00a0\u00bb header_2_line_height=\u00a0\u00bb1.4em\u00a0\u00bb custom_margin_tablet=\u00a0\u00bb-16px||7px\u00a0\u00bb custom_margin_phone=\u00a0\u00bb-13px||6px\u00a0\u00bb custom_margin_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb header_2_font_size_tablet=\u00a0\u00bb\u00a0\u00bb header_2_font_size_phone=\u00a0\u00bb25px\u00a0\u00bb header_2_font_size_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<h2><strong>H\u00e5ndtere en ansatts jobbnedleggelse<\/strong><\/h2>[\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.9.7&Prime; text_font=\u00a0\u00bbPoppins||||||||\u00a0\u00bb text_text_color=\u00a0\u00bb#000000&Prime; 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 custom_padding=\u00a0\u00bb||0px|||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<div class=\"kvgmc6g5 cxmmr5t8 oygrvhab hcukyx3x c1et5uql ii04i59q\">\n<div dir=\"auto\">\n<p>Plutselig frav\u00e6r av en ansatt, som ikke er berettiget innen de lovbestemte fristene, eller frav\u00e6r av gjenopptakelse av arbeidet etter en arbeidsstans, vil sannsynligvis sette selskapets funksjon og organisering i fare.<\/p>\n<ul>\n<li>Hva skal arbeidsgiver gj\u00f8re?<\/li>\n<\/ul>\n<\/div>\n<\/div>[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=\u00a0\u00bb1_2,1_2&Prime; _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\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_text _builder_version=\u00a0\u00bb4.9.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_padding=\u00a0\u00bb3px|||||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<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\">N\u00e5r en arbeidstaker slutter \u00e5 m\u00f8te opp p\u00e5 sin arbeidsplass uten legitim grunn og uten autorisasjon og uten \u00e5 sende et brev til sin arbeidsgiver innen 48 timer etter frav\u00e6ret, anses denne holdningen som \u00e5 forlate sin stilling, noe som kan f\u00f8re til oppsigelse p\u00e5 grunn av alvorlig tjenesteforseelse.<\/div>\n<\/div>\n<div class=\"o9v6fnle cxmmr5t8 oygrvhab hcukyx3x c1et5uql ii04i59q\">\n<div dir=\"auto\">Oppsigelsen for <a href=\"https:\/\/www.cecile-zakine.fr\/nb\/peut-on-transiger-en-cas-de-faute-grave\/\" rel=\"dofollow\" >alvorlig forseelse<\/a> er begrunnet med at det er et brudd p\u00e5 sine kontraktsforpliktelser.<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>Det er viktig \u00e5 ta den riktige avgj\u00f8relsen og reagere raskt p\u00e5 denne situasjonen.<\/p>\n<p>Generelt sett, ved sykdom eller ulykke, gir avtalebestemmelsene en frist p\u00e5 48 timer for \u00e5 varsle arbeidsgiver. Men denne forpliktelsen er kun n\u00f8dvendig for \u00e5 f\u00e5 erstatning fra selskapet.<\/p>\n<p>Det interne regelverket som er fastsatt i virksomheter gir heller en periode p\u00e5 mellom 24 timer og 48 timer for \u00e5 varsle arbeidsgiver ved frav\u00e6r fra jobben.<\/p>\n<p>Arbeidsgiver har derfor etter denne perioden rett til \u00e5 anse at frav\u00e6ret utgj\u00f8r et uberettiget frav\u00e6r.<\/p>\n<p>Derfra, og uansett hvilken kontekst det er snakk om, m\u00e5 vi beskytte oss mot enhver impulsiv reaksjon. Selv om vedkommende hadde en sv\u00e6rt viktig ansettelse eller frav\u00e6ret fikk uheldige konsekvenser for selskapet, er det n\u00f8dvendig <a href=\"https:\/\/www.cecile-zakine.fr\/nb\/postulation-avocat-docteur-droit\/\" rel=\"dofollow\" >\u00e5 s\u00f8ke<\/a> at sistnevnte er basert p\u00e5 en gyldig grunn.<\/p>\n<p>Dersom arbeidsgiver kan bli fristet til \u00e5 vente p\u00e5 at arbeidstakeren kommer tilbake uten \u00e5 reagere p\u00e5 hans uberettigede og langvarige frav\u00e6r, uten \u00e5 betale ham godtgj\u00f8relse siden han ikke lenger stiller seg til disposisjon for selskapet, er denne stillingen ikke uten fare selv om den i realiteten ligger bak dette. holdning ligger et \u00f8nske om \u00e5 f\u00e5 sparken for \u00e5 ha forlatt en stilling og i det minste \u00e5 motta ubetalte dagpenger ved oppsigelse.<\/p>\n<p>Faren for \u00e5 unnlate \u00e5 reagere p\u00e5 arbeidstakers frav\u00e6r ligger i at det i ettertid vil v\u00e6re sv\u00e6rt vanskelig \u00e5 si opp arbeidstakeren. Der <a href=\"https:\/\/www.cecile-zakine.fr\/nb\/accompagnement-en-urgence-en-cas-de-faute-grave-ou-de-faute-lourde-dun-salarie\/\" rel=\"dofollow\" >alvorlig forseelse<\/a> kan bare p\u00e5beropes n\u00e5r arbeidsgiver gjennom brev som det ikke er gitt svar p\u00e5 har merket arbeidstakers frav\u00e6r.<\/p>\n<p>&nbsp;<\/p>\n<p>Arbeidsgivers reaktivitet er derfor \u00e5 foretrekke fremfor passivitet som til slutt kan vende seg mot ham.<\/p>\n<ul>\n<li>Fallgruver for arbeidsgivere \u00e5 unng\u00e5:<\/li>\n<\/ul>\n<p>Betrakt ikke arbeidstakeren som sagt opp i den grad oppsigelsen best\u00e5r i et klart og entydig \u00f8nske om \u00e5 si opp arbeidsavtalen.<\/p>\n<p>Det er \u00e5penbart situasjoner, beholdt av rettspraksis, som har blitt karakterisert som et klart \u00f8nske fra arbeidstakeren om \u00e5 si opp. For eksempel en ansatt som utvikler en profesjonell aktivitet i samme sektor (v\u00e6r imidlertid forsiktig med konkurranseklausulen).\u00a0<\/p>\n<ul>\n<li>S\u00e5 hva er den riktige avgj\u00f8relsen for arbeidsgiveren \u00e5 ta?<\/li>\n<\/ul>\n<p>Arbeidsgiver m\u00e5 kunne begrunne arbeidstakerens manglende svar p\u00e5 de ulike brevene han mottok der han ble bedt om \u00e5 g\u00e5 tilbake til sin stilling. Hvis dette ikke lykkes, kan det anses at han har misligholdt sine kontraktsmessige og lojalitetsforpliktelser, og han kan v\u00e6re underlagt <a href=\"https:\/\/www.cecile-zakine.fr\/nb\/le-licenciement-pour-faute-grave\/\" rel=\"dofollow\" >avskjediget for alvorlig forseelse<\/a>, s\u00e5 lenge det ikke gis noen begrunnelse og funksjonssvikten i selskapet karakteriseres.<\/p>\n<ul>\n<li>Frav\u00e6rsfellen basert p\u00e5 helsetilstand<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>Arbeidsgiver m\u00e5 imidlertid v\u00e6re sv\u00e6rt forsiktig og enda mer \u00e5rv\u00e5ken dersom arbeidstaker p\u00e5beroper seg frav\u00e6r ut fra sin helsetilstand.<\/p>\n<p>Det vil da v\u00e6re n\u00f8dvendig \u00e5 s\u00f8ke en rettferdig balanse mellom behovene for at bedriften skal fungere og helsetilstanden til arbeidstakeren for \u00e5 unng\u00e5 ugyldiggj\u00f8ring av oppsigelsen p\u00e5 grunn av diskriminering p\u00e5 grunn av deres helsetilstand.<\/p>\n<p>De mange rettspraksis-eksemplene viser i hvilken grad dommere vurderer tvister som oppst\u00e5r p\u00e5 grunn av denne typen vanskeligheter fra sak til sak, noe som setter arbeidsgivere i en slik juridisk usikkerhet at en sv\u00e6rt n\u00f8ye analyse av situasjonen fortsatt er avgj\u00f8rende.<\/p>\n<p>Fordi en god <a href=\"https:\/\/www.cecile-zakine.fr\/nb\/accompagnement-du-dirigeant-dans-la-gestion-de-ses-salaries-au-cours-de-lexecution-du-contrat-de-travail\/\" rel=\"dofollow\" >medarbeiderledelse<\/a> lar deg unng\u00e5 tvister og rettslige handlinger, Cabinet C\u00e9cile ZAKINE st\u00f8tter deg i alle sp\u00f8rsm\u00e5l som ber\u00f8rer ansatte i utf\u00f8relsen av deres arbeidskontrakt.<\/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>Du kommer kanskje ogs\u00e5 til \u00e5 like\u2026<\/h2>[\/et_pb_text][\/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_blog fullwidth=\u00a0\u00bboff\u00a0\u00bb posts_number=\u00a0\u00bb3&Prime; include_categories=\u00a0\u00bbcurrent\u00a0\u00bb excerpt_length=\u00a0\u00bb120&Prime; show_author=\u00a0\u00bboff\u00a0\u00bb show_date=\u00a0\u00bboff\u00a0\u00bb show_categories=\u00a0\u00bboff\u00a0\u00bb show_pagination=\u00a0\u00bboff\u00a0\u00bb _builder_version=\u00a0\u00bb4.9.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb meta_font_size=\u00a0\u00bb13px\u00a0\u00bb border_radii=\u00a0\u00bbon|20px|20px|20px|20px\u00a0\u00bb border_width_all=\u00a0\u00bb0px\u00a0\u00bb box_shadow_style=\u00a0\u00bbpreset1&Prime; box_shadow_blur=\u00a0\u00bb21px\u00a0\u00bb box_shadow_spread=\u00a0\u00bb-4px\u00a0\u00bb box_shadow_color=\u00a0\u00bbrgba(0,0,0,0.27)\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][\/et_pb_blog][\/et_pb_column][\/et_pb_row][\/et_pb_section]","protected":false},"excerpt":{"rendered":"<p>Cecile Zakine gir sitt synspunkt p\u00e5 post oppgivelse og dens juridiske implikasjoner i arbeidsretten i de maritime alpene ved 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\/nb\/wp-json\/wp\/v2\/posts\/51311","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.cecile-zakine.fr\/nb\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.cecile-zakine.fr\/nb\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.cecile-zakine.fr\/nb\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.cecile-zakine.fr\/nb\/wp-json\/wp\/v2\/comments?post=51311"}],"version-history":[{"count":0,"href":"https:\/\/www.cecile-zakine.fr\/nb\/wp-json\/wp\/v2\/posts\/51311\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.cecile-zakine.fr\/nb\/wp-json\/wp\/v2\/media?parent=51311"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.cecile-zakine.fr\/nb\/wp-json\/wp\/v2\/categories?post=51311"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.cecile-zakine.fr\/nb\/wp-json\/wp\/v2\/tags?post=51311"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}