{"id":13571,"date":"2019-09-05T09:17:07","date_gmt":"2019-09-05T13:17:07","guid":{"rendered":"https:\/\/staging.schneiderlegal.com\/fr\/?p=13571"},"modified":"2019-09-05T09:17:07","modified_gmt":"2019-09-05T13:17:07","slug":"3-choses-a-savoir-pour-differencier-un-congediement-et-un-licenciement","status":"publish","type":"post","link":"https:\/\/staging.schneiderlegal.com\/fr\/2019\/09\/05\/3-choses-a-savoir-pour-differencier-un-congediement-et-un-licenciement\/","title":{"rendered":"3 choses \u00e0 savoir pour diff\u00e9rencier un cong\u00e9diement et un licenciement"},"content":{"rendered":"[vc_row][vc_column][vc_column_text]\n<ol>\n<li><strong><u> Licenciement et cong\u00e9diement :<\/u><\/strong><\/li>\n<\/ol>\n<p>Il est important tout d\u2019abord de faire la distinction entre ces deux concepts ainsi que leurs d\u00e9finitions respectives\u00a0:<\/p>\n<p><u>Licenciement\u00a0:<\/u> l\u2019employeur n\u2019a plus besoin des services d\u2019un employ\u00e9 pour le poste en question, et ceci n\u2019est pas li\u00e9 \u00e0 l\u2019employ\u00e9 (ex\u00a0: motifs \u00e9conomiques, organisationnels, etc.)<\/p>\n<p><u>Cong\u00e9diement\u00a0:<\/u> l\u2019employeur a toujours besoin des services d\u2019un employ\u00e9 pour le poste en question, mais ne souhaite plus que ces services soient rendus par cet employ\u00e9 d\u00fb \u00e0 ses comp\u00e9tences ou \u00e0 son comportement.<\/p>\n<ol start=\"2\">\n<li><strong><u> Licenciement comme cong\u00e9diement d\u00e9guis\u00e9 :<\/u><\/strong><\/li>\n<\/ol>\n<p>La notion de cong\u00e9diement d\u00e9guis\u00e9, reprise dans la d\u00e9cision <em>Romeo et Antoine Laoun Inc<\/em><em>.<a href=\"#_ftn1\" name=\"_ftnref1\"><strong>[1]<\/strong><\/a><\/em> par le Tribunal administratif du travail (TAT) \u00e9nonce trois (3) crit\u00e8res pour bien faire la distinction entre licenciement et cong\u00e9diement d\u00e9guis\u00e9\u00a0:<\/p>\n<ul>\n<li>Pour faire le choix des employ\u00e9s gard\u00e9s, l\u2019employeur doit se baser sur des crit\u00e8res objectifs et raisonnables, par exemple ; anciennet\u00e9, exp\u00e9rience, comp\u00e9tences, \u00e9valuations de rendements, etc.;<\/li>\n<li>L\u2019application de ces crit\u00e8res doit \u00eatre faite de fa\u00e7on uniforme et objective;<\/li>\n<li>Le d\u00e9faut de l\u2019employeur de faire des efforts pour garder le \u2039\u2039 lien d\u2019emploi \u203a\u203a avec l\u2019employ\u00e9 licenci\u00e9;<\/li>\n<\/ul>\n<p style=\"padding-left: 30px;\"><u>A. Licenciement<\/u><\/p>\n<ul>\n<li>Concernant le 3<sup>e<\/sup> crit\u00e8re, des indices de l\u2019intention de l\u2019employeur peuvent \u00eatre pris en compte afin de d\u00e9montrer qu\u2019il s\u2019agit d\u2019un licenciement :\n<ul>\n<li>Les offres que l\u2019employeur fait \u00e0 l\u2019employ\u00e9 afin de modifier ses conditions de travail, par exemple; passer \u00e0 un poste \u00e0 temps partiel plut\u00f4t que temps plein;<\/li>\n<li>L\u2019offre que l\u2019employeur fait \u00e0 l\u2019employ\u00e9 d\u2019\u00eatre rediriger g\u00e9ographiquement;<\/li>\n<li>La possibilit\u00e9 de prendre un autre poste vacant \u00e0 l\u2019interne dans l\u2019entreprise.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p style=\"padding-left: 30px;\"><u>B. Cong\u00e9diement d\u00e9guis\u00e9<\/u><\/p>\n<ul>\n<li>\u00c0 l\u2019oppos\u00e9, il est possible d\u2019observer un facteur important concernant le 3<sup>e<\/sup> crit\u00e8re sur l\u2019intention de l\u2019employeur dans un cong\u00e9diement d\u00e9guis\u00e9\u00a0:\n<ul>\n<li>Il s\u2019agit d\u2019observer s\u2019il a eu embauche d\u2019un nouvel employ\u00e9 suite au licenciement;<\/li>\n<li>Post\u00e9rieurement au licenciement et sans d\u2019abord offrir le poste vacant \u00e0 l\u2019employ\u00e9 licenci\u00e9, l\u2019employeur embauche un nouvel employ\u00e9.<\/li>\n<li>Qui plus est, ceci peut \u00eatre un indice important de l\u2019intention de l\u2019employeur si l\u2019employ\u00e9 aurait accept\u00e9 ce poste vacant, mais en a pas eu l\u2019occasion.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>Pour plus d\u2019information sur le cong\u00e9diement d\u00e9guis\u00e9, veuillez consulter\u00a0: <a href=\"https:\/\/staging.schneiderlegal.com\/fr\/droit-du-travail\/le-congediement\/\">https:\/\/staging.schneiderlegal.com\/fr\/droit-du-travail\/le-congediement\/<\/a><\/p>\n<ol start=\"3\">\n<li><strong><u> Non-obligation du lien d\u2019emploi : <\/u><\/strong><\/li>\n<\/ol>\n<ul>\n<li>Il est important d\u2019apporter une nuance au lien d\u2019emploi. Il ressort de la d\u00e9cision <em>Groupe Technologies Desjardins<a href=\"#_ftn2\" name=\"_ftnref2\"><strong>[2]<\/strong><\/a><\/em> qu\u2019il n\u2019y a aucune obligation pour l\u2019employeur d\u2019entreprendre des d\u00e9marches de r\u00e9affectation de l\u2019employ\u00e9 lorsque son poste est aboli.<\/li>\n<li>Les indices et facteurs cit\u00e9s ci-haut sont des indicateurs pouvant \u00eatre observ\u00e9s afin de distinguer un cas de cong\u00e9diement d\u00e9guis\u00e9 lors d\u2019un licenciement.<\/li>\n<li>Chaque cas est diff\u00e9rent selon les circonstances de celui-ci.<\/li>\n<\/ul>\n<p>Pour c\u00e9duler une consultation avec un avocat, veuillez consulter\u00a0: <a href=\"https:\/\/staging.schneiderlegal.com\/fr\/rencontrez-un-avocat\/\">https:\/\/staging.schneiderlegal.com\/fr\/rencontrez-un-avocat\/<\/a><\/p>\n<p><a href=\"#_ftnref1\" name=\"_ftn1\">[1]<\/a> Romeo et Antoine Laoun inc., 2019 QCTAT 2887 (CanLII)<\/p>\n<p><a href=\"#_ftnref2\" name=\"_ftn2\">[2]<\/a> Groupe technologies Desjardins inc. c. Tribunal administratif du travail, Division des relations du travail, 2018 QCCS 4557<\/p>\n[\/vc_column_text][mk_divider style=&nbsp;&raquo;shadow_line&nbsp;&raquo; margin_bottom=&nbsp;&raquo;50&Prime;][vc_column_text]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>[\/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>Il est important tout d\u2019abord de faire la distinction entre le terme licenciement et cong\u00e9diement ainsi que leur d\u00e9finition respective<\/p>\n","protected":false},"author":2,"featured_media":13567,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[90],"tags":[],"class_list":["post-13571","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-travail"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>3 choses \u00e0 savoir pour 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