Cass. soc., 31 janvier 2024, n°22-18.792
La lettre de licenciement n’a pas à préciser la date des faits invoqués. Un salarié licencié pour faute grave conteste la rupture de son contrat de travail, en se fondant notamment...more
7/5/2024
/ Employee Monitoring ,
Employees ,
Employer Liability Issues ,
Employment Contract ,
Employment Litigation ,
France ,
Gross Misconduct ,
Hiring & Firing ,
International Labor Laws ,
Sexual Harassment ,
Surveillance ,
Termination
Cass. soc., 31 January 2024, n°22-18.792 -
A dismissal letter does not have to specify the date of the alleged acts. An employee dismissed for gross misconduct contested the termination of his employment contract, citing...more
7/5/2024
/ Employee Monitoring ,
Employees ,
Employer Liability Issues ,
Employment Contract ,
Employment Litigation ,
France ,
Gross Misconduct ,
Hiring & Firing ,
International Labor Laws ,
Sexual Harassment ,
Surveillance ,
Termination
Depuis le 1er novembre 2023, les employeurs sont tenus de porter à la connaissance de leurs salariés certaines informations sur la relation de travail.
L'identité des parties à la relation de travail...more
12/7/2023
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International Labor Laws
Cette newsletter revient sur quatre décisions notables en matière d’hygiène, sécurité et conditions de travail :
L’obligation de prévention du harcèlement moral est distincte de la prohibition des agissements de...more
This newsletter reviews four recent significant judicial decisions on health, safety and working conditions:
The duty to prevent harassment is distinct from, and should not be confused with, the prohibition of harassment...more
Cette newsletter présente quatre décisions de jurisprudence rendues au cours des derniers mois :
Un compte-rendu d’entretien annuel peut valoir sanction disciplinaire (Cass. soc., 2-2-2022, n° 20-13.833)...more
This newsletter summarises five significant judicial decisions over recent months:
A report of an annual performance evaluation can constitute a disciplinary sanction (Cass. soc., 2-2-2022, n° 20-13.833)....more
The French Supreme Court has just provided very useful guidance for employers on how to secure a valid termination: when justifying a termination on grounds of economic difficulties, the employer can only consider the period...more
Un employeur conclut une rupture conventionnelle avec une salariée après lui avoir adressé deux avertissements successifs. La salariée conteste par la suite cette rupture conventionnelle, en avançant que son consentement a...more
An employer concluded an amicable termination with an employee after giving her two successive disciplinary warnings. The employee subsequently contested this amicable termination, arguing that her consent was invalid due to...more
This newsletter summarises four significant judicial decisions over recent months.
1. The purpose of a probation period is for the employee’s skills to be assessed. Therefore an employee’s absence would extend the...more
1/21/2020
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Work Computer