{"id":12227,"date":"2017-11-08T14:30:25","date_gmt":"2017-11-08T18:30:25","guid":{"rendered":"https:\/\/staging.schneiderlegal.com\/fr\/?page_id=12227"},"modified":"2019-10-28T19:08:05","modified_gmt":"2019-10-28T23:08:05","slug":"definitions-congediement-licenciement-mise-a-pied-quelle-est-la-difference","status":"publish","type":"page","link":"https:\/\/staging.schneiderlegal.com\/fr\/droit-du-travail\/definitions-congediement-licenciement-mise-a-pied-quelle-est-la-difference\/","title":{"rendered":"D\u00e9finitions \u2013 Cong\u00e9diement, licenciement, mise \u00e0 pied \u2013 quelle est la diff\u00e9rence?"},"content":{"rendered":"[vc_row fullwidth=&nbsp;&raquo;true&nbsp;&raquo; css=&nbsp;&raquo;.vc_custom_1466444759232{border-bottom-width: 2px !important;padding-top: 0px !important;padding-right: 0px !important;padding-bottom: 0px !important;padding-left: 0px !important;border-bottom-color: #568db6 !important;border-bottom-style: solid !important;}&nbsp;&raquo;][vc_column][mk_page_title_box page_title=&nbsp;&raquo;D\u00c9FINITIONS &#8211; CONG\u00c9DIEMENT, LICENCIEMENT, MISE \u00c0 PIED &#8211; QUELLE EST LA DIFF\u00c9RENCE?&nbsp;&raquo; section_height=&nbsp;&raquo;300&Prime; bg_image=&nbsp;&raquo;https:\/\/staging.schneiderlegal.com\/wp-content\/uploads\/2017\/11\/labour-law-header.jpg&nbsp;&raquo; bg_position=&nbsp;&raquo;center center&nbsp;&raquo; bg_stretch=&nbsp;&raquo;true&nbsp;&raquo; overlay=&nbsp;&raquo;rgba(0,0,0,0.21)&nbsp;&raquo; font_size=&nbsp;&raquo;40&Prime; font_color=&nbsp;&raquo;#ffffff&nbsp;&raquo; font_weight=&nbsp;&raquo;bold&nbsp;&raquo; underline=&nbsp;&raquo;false&nbsp;&raquo; sub_font_size=&nbsp;&raquo;20&Prime; sub_font_color=&nbsp;&raquo;#ffffff&nbsp;&raquo; sub_font_weight=&nbsp;&raquo;bold&nbsp;&raquo; el_class=&nbsp;&raquo;titleshadow&nbsp;&raquo;][\/vc_column][\/vc_row][vc_row][vc_column][mk_padding_divider size=&nbsp;&raquo;75&Prime;][vc_column_text css=&nbsp;&raquo;.vc_custom_1572282917344{margin-bottom: 0px !important;}&nbsp;&raquo;]Il est d\u2019abord pertinent d\u2019\u00e9tablir la distinction entre un cong\u00e9diement, un licenciement collectif et une mise \u00e0 pied, afin d\u2019\u00e9viter toute confusion lors des proc\u00e9dures et recours ult\u00e9rieurs.<\/p>\n<p><strong>a)\u00a0<\/strong><u style=\"font-weight: bold;\">Cong\u00e9diement<\/u> = Rupture d\u00e9finitive du lien de l\u2019emploi d\u00e9cid\u00e9 unilat\u00e9ralement par l\u2019employeur pour diff\u00e9rentes raisons (non limitatives)\u00a0:<\/p>\n<p>Il est important de noter que le cong\u00e9diement peut survenir \u00e0 la suite d\u2019un seul manquement grave (ex. voler de l\u2019argent de la caisse), ou bien de plusieurs manquements r\u00e9p\u00e9titifs (ex. arriver en retard au travail fr\u00e9quemment).<\/p>\n<p>Le <em>cong\u00e9diement<\/em> implique que l\u2019employeur a toujours besoin d\u2019un individu pour remplir les t\u00e2ches de la personne cong\u00e9di\u00e9e, mais que l\u2019ancien employ\u00e9 n\u2019est plus d\u00e9sir\u00e9 au sein de l\u2019organisation.<\/p>\n<p>Veuillez consulter la section \u00ab\u00a0<a href=\"https:\/\/staging.schneiderlegal.com\/fr\/droit-du-travail\/le-congediement\/\">Cong\u00e9diement<\/a>\u00a0\u00bb pour plus d\u2019information.<\/p>\n<p><strong>b)<\/strong>\u00a0<u style=\"font-weight: bold;\">Licenciement<\/u>\u00a0= Rupture d\u00e9finitive du lien contractuel pour des motifs li\u00e9s \u00e0 la vie interne ou \u00e9conomique de l\u2019entreprise, pouvant inclure ce qui:<\/p>\n<ul>\n<li>baisse des affaires<\/li>\n<li>restructuration<\/li>\n<li>faillite<\/li>\n<li>perte de contrats<\/li>\n<\/ul>\n<p>Le <strong><em>licenciement <\/em><\/strong>implique que l\u2019employeur, malgr\u00e9 sa satisfaction \u00e0 l\u2019\u00e9gard de l\u2019employ\u00e9, n\u2019a plus besoin de ses services ou est dor\u00e9navant incapable de rencontrer ses obligations contractuelles envers ce dernier.<\/p>\n<p><strong><u>Licenciement collectif<\/u><\/strong><\/p>\n<p>Pour qualifier la terminaison d\u2019emploi de licenciement collectif, le salari\u00e9 vis\u00e9 doit faire partie d\u2019un groupe\u00a0:<\/p>\n<ul>\n<li>d\u2019au moins dix (10) salari\u00e9s d\u2019un m\u00eame \u00e9tablissement;<\/li>\n<li>qui est en cessation de travail ou mis \u00e0 pieds pour au moins six (6) mois;<\/li>\n<li>au cours de deux (2) mois cons\u00e9cutifs.<\/li>\n<\/ul>\n<p><strong>c)\u00a0<\/strong><strong><u>Mise \u00e0 pied<\/u><\/strong>\u00a0= Suspension temporaire du contrat de travail. L\u2019employ\u00e9 peut donc \u00eatre rappel\u00e9 \u00e0 tout moment, selon la situation \u00e9conomique de l\u2019entreprise. Il est important de mentionner que lors d\u2019une mise \u00e0 pied, l\u2019employ\u00e9\u00a0<u>conserve son lien d\u2019emploi<\/u> et sa <u>relation contractuelle est maintenue.<\/u><\/p>\n<ul>\n<li>La mise \u00e0 pied est souvent le v\u00e9hicule juridique utilis\u00e9 dans les centres de production, lorsque la production ralentie suite \u00e0 une baisse de la demande de la client\u00e8le, pour une p\u00e9riode ind\u00e9termin\u00e9e. C\u2019est aussi le v\u00e9hicule juridique privil\u00e9gi\u00e9 applicable dans le cadre d\u2019emplois saisonniers.<\/li>\n<\/ul>\n<p>Selon l\u2019article 82 de la Loi sur les normes du travail, l\u2019employ\u00e9 doit recevoir un avis \u00e0 cet effet si la mise \u00e0 pied est pr\u00e9vue pour une p\u00e9riode de six (6) mois ou plus.<\/p>\n<p><u>L\u2019avis\u00a0:<\/u><\/p>\n<p>L\u2019avis de mise \u00e0 pied devra \u00eatre donn\u00e9 dans un d\u00e9lai qui variera en fonction de la dur\u00e9e du service continu de l\u2019employ\u00e9 vis\u00e9\u00a0:[\/vc_column_text][mk_image src=&nbsp;&raquo;https:\/\/staging.schneiderlegal.com\/wp-content\/uploads\/2017\/11\/Screen-Shot-2017-11-08-at-1.29.08-PM.png&nbsp;&raquo; image_size=&nbsp;&raquo;full&nbsp;&raquo; align=&nbsp;&raquo;center&nbsp;&raquo;][mk_padding_divider size=&nbsp;&raquo;20&Prime;][vc_column_text el_class=&nbsp;&raquo;saviezvous&nbsp;&raquo;]<strong><u>Mise en situation<\/u><\/strong><\/p>\n<p><strong>Question<\/strong>\u00a0: Maxime travail dans une usine depuis sept (7) ans. Il a \u00e9t\u00e9 mis \u00e0 pied il y a quatre (4) mois. Aujourd\u2019hui, il a re\u00e7u par courrier une lettre de son employeur l\u2019avisant que son contrat de travail prendra fin dans quatre (4) semaines.<\/p>\n<p>Est-ce que cet avis est l\u00e9gal?<\/p>\n<p><strong>R\u00e9ponse<\/strong>\u00a0: Non, un avis de mise \u00e0 pied qui est donn\u00e9 alors que l\u2019employ\u00e9 est d\u00e9j\u00e0 en arr\u00eat de travail est nul et n\u2019a aucun effet. En fonction du tableau ci-haut, l\u2019employeur devra alors lui verser une indemnit\u00e9 compensatoire \u00e9quivalent \u00e0 quatre (4) semaines de travail.[\/vc_column_text][mk_divider style=&nbsp;&raquo;shadow_line&nbsp;&raquo; margin_bottom=&nbsp;&raquo;50&Prime;][vc_column_text]\n<p style=\"text-align: justify;\">Si vous recherchez un cabinet d\u2019avocat qui propose des honoraires raisonnables, un traitement rapide et efficace de vos dossiers et un suivi personnalis\u00e9 et efficace, n\u2019h\u00e9sitez pas \u00e0 communiquer avec Schneider Avocats\u00a0au (514) 439-1322 ext. 112 ou par courriel \u00e0 l\u2019adresse :\u00a0<a href=\"mailto:info@schneiderlegal.com\">info@schneiderlegal.com<\/a><\/p>\n[\/vc_column_text][mk_divider style=&nbsp;&raquo;shadow_line&nbsp;&raquo; margin_bottom=&nbsp;&raquo;50&Prime;][vc_column_text]\n<p style=\"text-align: justify; font-size: 10px;\"><i><span lang=\"FR-CA\">Le processus pr\u00e9sent\u00e9 ci-dessus ne constitue qu\u2019un outil de r\u00e9f\u00e9rence et ne comporte aucune garantie relative \u00e0 votre dossier. Nous vous recommandons fortement de recourir aux conseils juridiques d\u2019un avocat, membre en r\u00e8gle du Barreau du Qu\u00e9bec. Les particularit\u00e9s propres \u00e0 chaque cas d\u2019esp\u00e8ce doivent faire l\u2019objet d\u2019une analyse exhaustive puisque le processus peut s\u2019av\u00e9rer complexe et techniquement difficile.<\/span><\/i><\/p>\n[\/vc_column_text][mk_padding_divider][\/vc_column][\/vc_row]\n","protected":false},"excerpt":{"rendered":"<p>[vc_row fullwidth=&nbsp;&raquo;true&nbsp;&raquo; css=&nbsp;&raquo;.vc_custom_1466444759232{border-bottom-width: 2px !important;padding-top: 0px !important;padding-right: 0px !important;padding-bottom: 0px !important;padding-left: 0px !important;border-bottom-color: #568db6 !important;border-bottom-style: solid !important;}&nbsp;&raquo;][vc_column][mk_page_title_box page_title=&nbsp;&raquo;D\u00c9FINITIONS &#8211; CONG\u00c9DIEMENT, LICENCIEMENT, MISE \u00c0 PIED &#8211; QUELLE EST LA DIFF\u00c9RENCE?&nbsp;&raquo; section_height=&nbsp;&raquo;300&Prime; bg_image=&nbsp;&raquo;https:\/\/staging.schneiderlegal.com\/wp-content\/uploads\/2017\/11\/labour-law-header.jpg&nbsp;&raquo; bg_position=&nbsp;&raquo;center center&nbsp;&raquo; bg_stretch=&nbsp;&raquo;true&nbsp;&raquo; overlay=&nbsp;&raquo;rgba(0,0,0,0.21)&nbsp;&raquo; font_size=&nbsp;&raquo;40&Prime; font_color=&nbsp;&raquo;#ffffff&nbsp;&raquo; font_weight=&nbsp;&raquo;bold&nbsp;&raquo; underline=&nbsp;&raquo;false&nbsp;&raquo; sub_font_size=&nbsp;&raquo;20&Prime; sub_font_color=&nbsp;&raquo;#ffffff&nbsp;&raquo; sub_font_weight=&nbsp;&raquo;bold&nbsp;&raquo; el_class=&nbsp;&raquo;titleshadow&nbsp;&raquo;][\/vc_column][\/vc_row][vc_row][vc_column][mk_padding_divider size=&nbsp;&raquo;75&Prime;][vc_column_text css=&nbsp;&raquo;.vc_custom_1572282917344{margin-bottom: 0px !important;}&nbsp;&raquo;]Il est d\u2019abord pertinent d\u2019\u00e9tablir la distinction entre un [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"parent":12190,"menu_order":0,"comment_status":"open","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-12227","page","type-page","status-publish","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - 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