{"id":13576,"date":"2019-09-05T09:28:48","date_gmt":"2019-09-05T13:28:48","guid":{"rendered":"https:\/\/staging.schneiderlegal.com\/?p=13576"},"modified":"2019-09-05T09:28:48","modified_gmt":"2019-09-05T13:28:48","slug":"5-choses-a-savoir-pour-reconnaitre-un-congediement-abusif","status":"publish","type":"post","link":"https:\/\/staging.schneiderlegal.com\/fr\/2019\/09\/05\/5-choses-a-savoir-pour-reconnaitre-un-congediement-abusif\/","title":{"rendered":"5 choses \u00e0 savoir pour reconna\u00eetre un cong\u00e9diement abusif"},"content":{"rendered":"[vc_row][vc_column][vc_column_text]Lorsqu\u2019un travailleur individuel se fait cong\u00e9dier par son employeur, certains \u00e9l\u00e9ments sont \u00e0 reconna\u00eetre afin d\u2019\u00e9viter un cong\u00e9diement abusif tel que couvert notamment par la <em>Loi sur les normes du travail (LNT)<a href=\"#_ftn1\" name=\"_ftnref1\">[1]<\/a><\/em>, le <em>Code canadien du travail<\/em> et le <em>Code civil du Qu\u00e9bec.<\/em><\/p>\n<ol>\n<li><u> Cong\u00e9diement avec cause juste et suffisante<\/u><\/li>\n<\/ol>\n<ul>\n<li>Apr\u00e8s deux (2) ans de service continu avec son employeur, un travailleur ne peut \u00eatre cong\u00e9di\u00e9 que si l\u2019employeur a une cause juste et suffisante pour ce cong\u00e9diement.<\/li>\n<li>Sans cause juste et suffisante, l\u2019employ\u00e9 pourra d\u00e9poser une plainte bas\u00e9e sur l\u2019article 124 de la <em>LNT<\/em> pour cong\u00e9diement abusif.<\/li>\n<li>Une cause juste et suffisante peut notamment \u00eatre d\u00e9finie par une faute grave de l\u2019employ\u00e9 tel que\u00a0:\n<ul>\n<li>L\u2019insubordination;<\/li>\n<li>L\u2019incomp\u00e9tence;<\/li>\n<li>Manquement grave du salari\u00e9 \u00e0 son obligation de loyaut\u00e9;<\/li>\n<li>Double sanction.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li>Un travailleur suspendu pour une erreur commise au travail qui re\u00e7oit une lettre de cong\u00e9diement pendant sa suspension, peut \u00eatre un exemple de double sanction. Il pourrait s\u2019agir d\u2019un cong\u00e9diement abusif puisque le travailleur a \u00e9t\u00e9 r\u00e9primand\u00e9 deux (2) fois pour cette m\u00eame erreur.<\/li>\n<\/ul>\n<p>Pour plus d\u2019information sur les recours d\u2019un cong\u00e9diement abusif, veuillez consulter\u00a0: <a href=\"https:\/\/staging.schneiderlegal.com\/fr\/droit-du-travail\/recours\/\">https:\/\/staging.schneiderlegal.com\/fr\/droit-du-travail\/recours\/<\/a><\/p>\n<ol start=\"2\">\n<li><u> Cong\u00e9diement pour discrimination <\/u><\/li>\n<\/ol>\n<ul>\n<li>Selon l\u2019article 16 de la <em>Charte des droits et libert\u00e9 de la personne<\/em><a href=\"#_ftn2\" name=\"_ftnref2\">[2]<\/a><em>; \u2039\u2039 Nul ne peut exercer de discrimination dans (\u2026) la mise \u00e0 pied (\u2026) d\u2019emploi. \u203a\u203a.<\/em><\/li>\n<li>La discrimination<a href=\"#_ftn3\" name=\"_ftnref3\">[3]<\/a> peut \u00eatre d\u00e9finie comme une distinction, exclusion ou pr\u00e9f\u00e9rence concernant\u00a0:\n<ul>\n<li>Votre race, couleur, votre origine ethnique ou nationale;<\/li>\n<li>Votre identit\u00e9 ou votre expression de genre;<\/li>\n<li>Le fait d\u2019\u00eatre enceinte;<\/li>\n<li>Votre orientation sexuelle;<\/li>\n<li>Votre \u00e9tat civil;<\/li>\n<li>Votre \u00e2ge;<\/li>\n<li>Votre religion;<\/li>\n<li>Vos convictions politiques;<\/li>\n<li>Votre langue;<\/li>\n<li>Votre condition sociale;<\/li>\n<li>Le fait d\u2019avoir un handicap.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li>L\u2019article 20 de la <em>Charte des droits et libert\u00e9s de la personne<a href=\"#_ftn4\" name=\"_ftnref4\">[4]<\/a><\/em> \u00e9nonce certains crit\u00e8res pouvant \u00eatre exclus de la discrimination, notamment sur des aptitudes ou qualit\u00e9s requises pour un emploi.<\/li>\n<\/ul>\n<ol start=\"3\">\n<li><u> Cong\u00e9diement d\u2019une femme enceinte <\/u><\/li>\n<\/ol>\n<ul>\n<li>Le cong\u00e9diement d\u00fb \u00e0 des raisons m\u00e9dicales tel que la grossesse est consid\u00e9r\u00e9e comme un cong\u00e9diement abusif.<\/li>\n<li>En plus d\u2019\u00eatre de la discrimination couverte par la <em>Charte<\/em><a href=\"#_ftn5\" name=\"_ftnref5\">[5]<\/a> au point pr\u00e9c\u00e9dent, il s\u2019agit d\u2019un cong\u00e9diement ill\u00e9gal couvert par l\u2019article 122 de la <em>LNT<\/em>.<\/li>\n<li>Une employ\u00e9e croyant \u00eatre cong\u00e9di\u00e9 abusivement par son employeur parce qu\u2019elle est enceinte, peut d\u00e9poser une plainte contre celui selon l\u2019article 124 de la <em>LNT <\/em>dans les quarante-cinq (45) jours suivants le cong\u00e9diement.<\/li>\n<\/ul>\n<ol start=\"4\">\n<li><span style=\"text-decoration: underline;\">Perte de temps ou vol de temps au travail<\/span><\/li>\n<\/ol>\n<ul>\n<li>Il est maintenant tr\u00e8s courant pour des employ\u00e9s de surfer sur le web pendant les heures de travail. Il est important ici de faire la distinction entre la perte de temps au travail et le vol de temps au travail.<\/li>\n<li>La perte de temps au travail peut engendrer une diminution de productivit\u00e9 chez l\u2019employ\u00e9, et par le fait m\u00eame, affecter ses performances.<\/li>\n<li>Un vol de temps au travail est un manque \u00e0 l\u2019obligation de loyaut\u00e9 et de diligence<a href=\"#_ftn6\" name=\"_ftnref6\">[6]<\/a> de l\u2019employ\u00e9 envers son employeur. Il s\u2019agit d\u2019un cas plus s\u00e9v\u00e8re et abusif que la perte de temps puisqu\u2019il se rapproche de la fraude.<\/li>\n<li>Ceci a notamment \u00e9t\u00e9 consid\u00e9r\u00e9 comme du vol de temps par la jurisprudence; dormir au travail, aller faire l\u2019\u00e9picerie sur les heures de travail, faire du commerce personnel sur les heures de travail.<\/li>\n<li>Plusieurs crit\u00e8res peuvent \u00eatre analys\u00e9s afin de faire la distinction entre les deux, tel que\u00a0:\n<ul>\n<li>La collaboration \u00e0 l\u2019enqu\u00eate men\u00e9e;<\/li>\n<li>La reconnaissance du comportement fautif;<\/li>\n<li>L\u2019expression de remords et de la volont\u00e9 de changer ;<\/li>\n<li>L\u2019absence de tentative de camoufler son usage d\u00e9raisonnable d\u2019Internet;<\/li>\n<li>La nature des sites consult\u00e9s, l\u2019utilit\u00e9 qu\u2019en retire l\u2019employ\u00e9;<\/li>\n<li>Fr\u00e9quence et dur\u00e9e des usages personnels d\u2019Internet;<\/li>\n<li>L\u2019absence de politique interne concernant l\u2019usage des technologies au travail;<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>Cette liste est non-exhaustive et l\u2019analyse se fera au cas par cas.<\/p>\n<ul>\n<li>Malgr\u00e9 tout, dans les deux cas il peut s\u2019agir d\u2019une cause juste et suffisante pour cong\u00e9dier l\u2019employ\u00e9 en question.<\/li>\n<li>Except\u00e9 certains cas de grands abus ou de bris de confiance d\u00e9finitif, il est important de mentionner que la gradation des sanctions disciplinaires est requise avant d\u2019arriver \u00e0 un cong\u00e9diement, sans quoi il pourrait \u00eatre consid\u00e9r\u00e9 abusif.<\/li>\n<\/ul>\n<ol start=\"5\">\n<li><span style=\"text-decoration: underline;\">Harc\u00e8lement psychologique et cong\u00e9diement abusif<\/span><\/li>\n<\/ol>\n<ul>\n<li>Bien que ces deux sujets soient fr\u00e9quemment li\u00e9s, il est important de faire la distinction entre ces deux concepts qui sont couvert par deux recours distincts.<\/li>\n<li>Le harc\u00e8lement psychologique, qui inclut \u00e9galement le harc\u00e8lement sexuel, est couvert notamment par les articles 81,18 et 123,6 de la <em>LNT<\/em> et par l\u2019article 240 du <em>Code canadien du travail.<\/em><\/li>\n<li>Peut notamment \u00eatre consid\u00e9r\u00e9 comme harc\u00e8lement au travail\u00a0:\n<ul>\n<li>Une conduite vexatoire ayant un caract\u00e8re de r\u00e9p\u00e9tition ou de gravit\u00e9;<\/li>\n<li>Un caract\u00e8re hostile ou non d\u00e9sir\u00e9;<\/li>\n<li>Une atteinte \u00e0 la dignit\u00e9 ou \u00e0 l\u2019int\u00e9grit\u00e9 physique ou psychologique;<\/li>\n<li>Un milieu de travail n\u00e9faste.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li>\u00c0 l\u2019oppos\u00e9, ce qui ne constitue pas du harc\u00e8lement peut notamment \u00eatre\u00a0:\n<ul>\n<li>L\u2019exercice normal du droit de g\u00e9rance;<\/li>\n<li>Certaines situations p\u00e9nibles ou conflictuelles au travail.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li>Dans une situation ou le travailleur vit du harc\u00e8lement de la part de l\u2019employeur ou de ses coll\u00e8gues, suivi d\u2019un cong\u00e9diement abusif, il y aura deux (2) plaintes \u00e0 d\u00e9poser sur la base de la <em>LNT\u00a0<\/em>:\n<ul>\n<li>Harc\u00e8lement sur la base de l\u2019article 123.6 de la <em>LNT;<\/em><\/li>\n<li>Cong\u00e9diement abusif sur la base de l\u2019article 122 et 124 de la<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>Chaque cas est diff\u00e9rent et varie selon les faits et les circonstances.<\/p>\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> N-1.1\u00a0&#8211; Loi sur les normes du travail<\/p>\n<p><a href=\"#_ftnref2\" name=\"_ftn2\">[2]<\/a> Charte des droits et libert\u00e9s de la personne, RLRQ c C-12<\/p>\n<p><a href=\"#_ftnref3\" name=\"_ftn3\">[3]<\/a> Article 10, Charte des droits et libert\u00e9s de la personne, RLRQ c C-12<\/p>\n<p><a href=\"#_ftnref4\" name=\"_ftn4\">[4]<\/a> Charte des droits et libert\u00e9s de la personne, RLRQ c C-12<\/p>\n<p><a href=\"#_ftnref5\" name=\"_ftn5\">[5]<\/a> Charte des droits et libert\u00e9s de la personne, RLRQ c C-12<\/p>\n<p><a href=\"#_ftnref6\" name=\"_ftn6\">[6]<\/a> Article 2088, CCQ-1991\u00a0&#8211; Code civil du Qu\u00e9bec<\/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>Lorsqu\u2019un travailleur individuel se fait cong\u00e9dier par son employeur, certains \u00e9l\u00e9ments sont \u00e0 reconna\u00eetre afin d\u2019\u00e9viter un cong\u00e9diement abusif <\/p>\n","protected":false},"author":2,"featured_media":13568,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[90],"tags":[],"class_list":["post-13576","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>5 choses \u00e0 savoir pour reconna\u00eetre un cong\u00e9diement abusif<\/title>\n<meta name=\"description\" content=\"Lorsqu\u2019un travailleur individuel se fait cong\u00e9dier par son employeur, certains \u00e9l\u00e9ments sont \u00e0 reconna\u00eetre afin d\u2019\u00e9viter un cong\u00e9diement abusif\" \/>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"5 choses \u00e0 savoir pour reconna\u00eetre un cong\u00e9diement abusif\" \/>\n<meta property=\"og:description\" content=\"Lorsqu\u2019un travailleur individuel se fait cong\u00e9dier par son employeur, certains \u00e9l\u00e9ments sont \u00e0 reconna\u00eetre afin d\u2019\u00e9viter un cong\u00e9diement abusif\" \/>\n<meta property=\"og:url\" content=\"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/\" \/>\n<meta property=\"og:site_name\" content=\"Schneider Legal\" \/>\n<meta property=\"article:published_time\" content=\"2019-09-05T13:28:48+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/staging.schneiderlegal.com\/wp-content\/uploads\/2019\/09\/wrongful-dismissal.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"847\" \/>\n\t<meta property=\"og:image:height\" content=\"565\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"gexception\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"gexception\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/\"},\"author\":{\"name\":\"gexception\",\"@id\":\"https:\/\/staging.schneiderlegal.com\/#\/schema\/person\/9e88e86ddb788701f066284834bb182c\"},\"headline\":\"5 choses \u00e0 savoir pour reconna\u00eetre un cong\u00e9diement abusif\",\"datePublished\":\"2019-09-05T13:28:48+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/\"},\"wordCount\":1220,\"commentCount\":0,\"image\":{\"@id\":\"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/staging.schneiderlegal.com\/wp-content\/uploads\/2019\/09\/wrongful-dismissal.jpg\",\"articleSection\":[\"Travail\"],\"inLanguage\":\"fr-FR\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/\",\"url\":\"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/\",\"name\":\"5 choses \u00e0 savoir pour reconna\u00eetre un cong\u00e9diement abusif\",\"isPartOf\":{\"@id\":\"https:\/\/staging.schneiderlegal.com\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/staging.schneiderlegal.com\/wp-content\/uploads\/2019\/09\/wrongful-dismissal.jpg\",\"datePublished\":\"2019-09-05T13:28:48+00:00\",\"author\":{\"@id\":\"https:\/\/staging.schneiderlegal.com\/#\/schema\/person\/9e88e86ddb788701f066284834bb182c\"},\"description\":\"Lorsqu\u2019un travailleur individuel se fait cong\u00e9dier par son employeur, certains \u00e9l\u00e9ments sont \u00e0 reconna\u00eetre afin d\u2019\u00e9viter un cong\u00e9diement abusif\",\"breadcrumb\":{\"@id\":\"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/#breadcrumb\"},\"inLanguage\":\"fr-FR\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"fr-FR\",\"@id\":\"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/#primaryimage\",\"url\":\"https:\/\/staging.schneiderlegal.com\/wp-content\/uploads\/2019\/09\/wrongful-dismissal.jpg\",\"contentUrl\":\"https:\/\/staging.schneiderlegal.com\/wp-content\/uploads\/2019\/09\/wrongful-dismissal.jpg\",\"width\":847,\"height\":565},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/staging.schneiderlegal.com\/fr\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"5 choses \u00e0 savoir pour reconna\u00eetre un cong\u00e9diement abusif\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/staging.schneiderlegal.com\/#website\",\"url\":\"https:\/\/staging.schneiderlegal.com\/\",\"name\":\"Schneider Legal\",\"description\":\"Real Estate Lawyer Montreal - Estate Lawyer\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/staging.schneiderlegal.com\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"fr-FR\"},{\"@type\":\"Person\",\"@id\":\"https:\/\/staging.schneiderlegal.com\/#\/schema\/person\/9e88e86ddb788701f066284834bb182c\",\"name\":\"gexception\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"fr-FR\",\"@id\":\"https:\/\/staging.schneiderlegal.com\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/b0ff548b992002df93803e2d6f1183667a2b9c9565be0a81bb7a0c399c84746d?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/b0ff548b992002df93803e2d6f1183667a2b9c9565be0a81bb7a0c399c84746d?s=96&d=mm&r=g\",\"caption\":\"gexception\"},\"url\":\"https:\/\/staging.schneiderlegal.com\/fr\/author\/groupe\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"5 choses \u00e0 savoir pour reconna\u00eetre un cong\u00e9diement abusif","description":"Lorsqu\u2019un travailleur individuel se fait cong\u00e9dier par son employeur, certains \u00e9l\u00e9ments sont \u00e0 reconna\u00eetre afin d\u2019\u00e9viter un cong\u00e9diement abusif","robots":{"index":"noindex","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"og_locale":"fr_FR","og_type":"article","og_title":"5 choses \u00e0 savoir pour reconna\u00eetre un cong\u00e9diement abusif","og_description":"Lorsqu\u2019un travailleur individuel se fait cong\u00e9dier par son employeur, certains \u00e9l\u00e9ments sont \u00e0 reconna\u00eetre afin d\u2019\u00e9viter un cong\u00e9diement abusif","og_url":"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/","og_site_name":"Schneider Legal","article_published_time":"2019-09-05T13:28:48+00:00","og_image":[{"width":847,"height":565,"url":"https:\/\/staging.schneiderlegal.com\/wp-content\/uploads\/2019\/09\/wrongful-dismissal.jpg","type":"image\/jpeg"}],"author":"gexception","twitter_card":"summary_large_image","twitter_misc":{"Written by":"gexception","Est. reading time":"6 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/#article","isPartOf":{"@id":"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/"},"author":{"name":"gexception","@id":"https:\/\/staging.schneiderlegal.com\/#\/schema\/person\/9e88e86ddb788701f066284834bb182c"},"headline":"5 choses \u00e0 savoir pour reconna\u00eetre un cong\u00e9diement abusif","datePublished":"2019-09-05T13:28:48+00:00","mainEntityOfPage":{"@id":"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/"},"wordCount":1220,"commentCount":0,"image":{"@id":"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/#primaryimage"},"thumbnailUrl":"https:\/\/staging.schneiderlegal.com\/wp-content\/uploads\/2019\/09\/wrongful-dismissal.jpg","articleSection":["Travail"],"inLanguage":"fr-FR","potentialAction":[{"@type":"CommentAction","name":"Comment","target":["https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/#respond"]}]},{"@type":"WebPage","@id":"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/","url":"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/","name":"5 choses \u00e0 savoir pour reconna\u00eetre un cong\u00e9diement abusif","isPartOf":{"@id":"https:\/\/staging.schneiderlegal.com\/#website"},"primaryImageOfPage":{"@id":"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/#primaryimage"},"image":{"@id":"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/#primaryimage"},"thumbnailUrl":"https:\/\/staging.schneiderlegal.com\/wp-content\/uploads\/2019\/09\/wrongful-dismissal.jpg","datePublished":"2019-09-05T13:28:48+00:00","author":{"@id":"https:\/\/staging.schneiderlegal.com\/#\/schema\/person\/9e88e86ddb788701f066284834bb182c"},"description":"Lorsqu\u2019un travailleur individuel se fait cong\u00e9dier par son employeur, certains \u00e9l\u00e9ments sont \u00e0 reconna\u00eetre afin d\u2019\u00e9viter un cong\u00e9diement abusif","breadcrumb":{"@id":"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/#breadcrumb"},"inLanguage":"fr-FR","potentialAction":[{"@type":"ReadAction","target":["https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/"]}]},{"@type":"ImageObject","inLanguage":"fr-FR","@id":"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/#primaryimage","url":"https:\/\/staging.schneiderlegal.com\/wp-content\/uploads\/2019\/09\/wrongful-dismissal.jpg","contentUrl":"https:\/\/staging.schneiderlegal.com\/wp-content\/uploads\/2019\/09\/wrongful-dismissal.jpg","width":847,"height":565},{"@type":"BreadcrumbList","@id":"https:\/\/staging.schneiderlegal.com\/2019\/09\/05\/5-things-to-know-about-wrongful-dismissal\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/staging.schneiderlegal.com\/fr\/"},{"@type":"ListItem","position":2,"name":"5 choses \u00e0 savoir pour reconna\u00eetre un cong\u00e9diement abusif"}]},{"@type":"WebSite","@id":"https:\/\/staging.schneiderlegal.com\/#website","url":"https:\/\/staging.schneiderlegal.com\/","name":"Schneider Legal","description":"Real Estate Lawyer Montreal - Estate Lawyer","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/staging.schneiderlegal.com\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"fr-FR"},{"@type":"Person","@id":"https:\/\/staging.schneiderlegal.com\/#\/schema\/person\/9e88e86ddb788701f066284834bb182c","name":"gexception","image":{"@type":"ImageObject","inLanguage":"fr-FR","@id":"https:\/\/staging.schneiderlegal.com\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/b0ff548b992002df93803e2d6f1183667a2b9c9565be0a81bb7a0c399c84746d?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/b0ff548b992002df93803e2d6f1183667a2b9c9565be0a81bb7a0c399c84746d?s=96&d=mm&r=g","caption":"gexception"},"url":"https:\/\/staging.schneiderlegal.com\/fr\/author\/groupe\/"}]}},"_links":{"self":[{"href":"https:\/\/staging.schneiderlegal.com\/fr\/wp-json\/wp\/v2\/posts\/13576","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/staging.schneiderlegal.com\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/staging.schneiderlegal.com\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/staging.schneiderlegal.com\/fr\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/staging.schneiderlegal.com\/fr\/wp-json\/wp\/v2\/comments?post=13576"}],"version-history":[{"count":1,"href":"https:\/\/staging.schneiderlegal.com\/fr\/wp-json\/wp\/v2\/posts\/13576\/revisions"}],"predecessor-version":[{"id":13578,"href":"https:\/\/staging.schneiderlegal.com\/fr\/wp-json\/wp\/v2\/posts\/13576\/revisions\/13578"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/staging.schneiderlegal.com\/fr\/wp-json\/wp\/v2\/media\/13568"}],"wp:attachment":[{"href":"https:\/\/staging.schneiderlegal.com\/fr\/wp-json\/wp\/v2\/media?parent=13576"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/staging.schneiderlegal.com\/fr\/wp-json\/wp\/v2\/categories?post=13576"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/staging.schneiderlegal.com\/fr\/wp-json\/wp\/v2\/tags?post=13576"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}