{"id":26390,"date":"2019-03-28T23:00:00","date_gmt":"2019-03-28T22:00:00","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/la-sanction-de-mise-a-pied-disciplinaire-est-illegitime-si-les-faits-justifient-le-licenciement-diritto-24-de-il-sole-24-ore-29-mars-2019-alberto-de-luca-gabriele-scafati\/"},"modified":"2026-02-16T16:25:55","modified_gmt":"2026-02-16T15:25:55","slug":"la-sanction-de-mise-a-pied-disciplinaire-est-illegitime-si-les-faits-justifient-le-licenciement-diritto-24-de-il-sole-24-ore-29-mars-2019-alberto-de-luca-gabriele-scafati","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/insights\/la-sanction-de-mise-a-pied-disciplinaire-est-illegitime-si-les-faits-justifient-le-licenciement-diritto-24-de-il-sole-24-ore-29-mars-2019-alberto-de-luca-gabriele-scafati\/","title":{"rendered":"La sanction de mise \u00e0 pied disciplinaire est ill\u00e9gitime si les faits justifient le licenciement (Diritto 24 de Il Sole 24 Ore, 29 mars 2019 \u2013 Alberto De Luca, Gabriele Scafati)"},"content":{"rendered":"\n

Par sa r\u00e9cente sentence n\u00b0 285 du 1er<\/sup> f\u00e9vrier 2019, le Tribunal de Milan a statu\u00e9 sur la l\u00e9gitimit\u00e9 du comportement d’un employeur qui demande \u00e0 un candidat de pr\u00e9senter un \u00ab extrait des proc\u00e9dures p\u00e9nales en cours \u00bb (certificato dei carichi pendenti<\/em>) le concernant et indique si ce dernier est tenu d’honorer la demande. L’affaire na\u00eet de la proc\u00e9dure disciplinaire engag\u00e9e \u00e0 l’encontre d’un travailleur auquel il a \u00e9t\u00e9 reproch\u00e9 de ne pas avoir indiqu\u00e9, lors de son entretien d’embauche, qu’il avait \u00e9t\u00e9 condamn\u00e9 p\u00e9nalement, deux ans auparavant, \u00e0 une peine de 4 ans et 4 mois de r\u00e9clusion, pour des d\u00e9lits informatiques. La sentence reporte l’int\u00e9gralit\u00e9 de la lettre de l’avertissement disciplinaire remise au travailleur, o\u00f9 \u00e9taient d\u00e9crits en d\u00e9tail les faits imput\u00e9s, comme, notamment, le fait d’utiliser les donn\u00e9es abusivement d\u00e9rob\u00e9es \u00e0 une femme, travaillant par ailleurs pour le m\u00eame employeur, dans le but de les utiliser ensuite pour harceler sa coll\u00e8gue. En particulier, il \u00e9tait contest\u00e9 au travailleur, d’une part, d’avoir adopt\u00e9 une conduite (celle du harc\u00e8lement) portant pr\u00e9juice \u00e0 la sant\u00e9 et \u00e0 la s\u00e9curit\u00e9 sur le lieu de travail, au d\u00e9triment d’une coll\u00e8gue et, d’autre part, d’avoir dissimul\u00e9 les faits (et l’existence d’une condamnation p\u00e9nale d’une telle importance), lors de son embauche. Suite \u00e0 la proc\u00e9dure, le travailleur avait \u00e9t\u00e9 sanctionn\u00e9 par une mise \u00e0 pied, et par cons\u00e9quent une suspension de salaire, de 10 jours. Le Tribunal de Milan, appel\u00e9 \u00e0 se prononcer sur le recours du travailleur, a annul\u00e9 la mesure de sanction. Sur le premier point, de l’avis du soussign\u00e9, le juge s’est prononc\u00e9 de mani\u00e8re discutable sur le fait que la mesure de suspension n’\u00e9tait pas ad\u00e9quate pour sanctionner une atteinte \u00e0 la sant\u00e9 et \u00e0 la s\u00e9curit\u00e9 sur le lieu de travail, qui aurait plut\u00f4t d\u00fb \u00eatre sanctionn\u00e9 par une mesure d’expulsion. En effet, le juge a fait valoir que, compte tenu de la gravit\u00e9 des faits contest\u00e9s, \u00ab la nature [NDLR, conservatoire] de la sanction disciplinaire inflig\u00e9e (\u2026) appara\u00eet contradictoire et antith\u00e9tique par rapport aux pr\u00e9misses de l’avertissement disciplinaire \u00bb, ce qui conduirait \u00e0 la conclusion que la seule sanction l\u00e9gitime aurait pu \u00eatre celle du licenciement. Quant \u00e0 la violation pr\u00e9sum\u00e9e de la pr\u00e9tendue obligation de produire un extrait des proc\u00e9dures p\u00e9nales en cours (certificato dei carichi pendenti<\/em>), le juge milanais a exclu, en outre, que le travailleur \u00e9tait tenu \u00e0 un devoir d’information g\u00e9n\u00e9rique, lors de son embauche, concernant l’existence de pr\u00e9c\u00e9dents de natue p\u00e9nale \u00e0 sa charge, en dehors des hypoth\u00e8ses o\u00f9 cela fait l’objet d’une demande sp\u00e9cifique de la part de l’employeur, pour la fonction publique ou pour des emplois bien pr\u00e9cis. En conclusion, il est int\u00e9ressant de noter que la sentence en question a r\u00e9affirm\u00e9 – et pr\u00e9cis\u00e9 en ce qui concerne la phase de s\u00e9lection du personnel – le principe selon lequel il n’est licite que dans certaines circonstances de demander au travailleur de pr\u00e9senter un \u00ab relev\u00e9 des sanctions p\u00e9nales \u00bb ou \u00ab casier judiciaire \u00bb, faisant \u00e9tat des condamnations p\u00e9nales prononc\u00e9es (\u00e9galement conform\u00e9ment aux dispositions de l’art. 8 de la Loi italienne dite \u00ab Statuto dei Lavoratori \u00bb) ; tout en rappelant qu’il est encore absolument interdit de demander un \u00ab extrait des proc\u00e9dures p\u00e9nales en cours \u00bb (certificato dei carichi pendenti<\/em>), qui porterait atteinte \u00e0 la pr\u00e9somption d’innocence de chaque citoyen tant qu’une condamnation d\u00e9finitive n’a pas \u00e9t\u00e9 prononc\u00e9e (arr\u00eat n\u00b0 19012 du 17 juillet 2018 de la cour de cassation).<\/p>\n","protected":false},"excerpt":{"rendered":"

Par sa r\u00e9cente sentence n\u00b0 285 du 1er f\u00e9vrier 2019, le Tribunal de Milan a statu\u00e9 sur la l\u00e9gitimit\u00e9 du comportement d’un employeur qui demande \u00e0 un candidat de pr\u00e9senter un \u00ab extrait des proc\u00e9dures p\u00e9nales en cours \u00bb (certificato dei carichi pendenti) le concernant et indique si ce dernier est tenu d’honorer la demande. L’affaire na\u00eet […]<\/p>\n","protected":false},"author":5,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[190],"tags":[],"class_list":["post-26390","post","type-post","status-publish","format-standard","hentry","category-insights"],"acf":[],"yoast_head":"\nLa sanction de mise \u00e0 pied disciplinaire est ill\u00e9gitime si les faits justifient le licenciement (Diritto 24 de Il Sole 24 Ore, 29 mars 2019 \u2013 Alberto De Luca, Gabriele Scafati) - De Luca & Partners<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.delucapartners.it\/fr\/wp-json\/wp\/v2\/posts\/26390\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"La sanction de mise \u00e0 pied disciplinaire est ill\u00e9gitime si les faits justifient le licenciement (Diritto 24 de Il Sole 24 Ore, 29 mars 2019 \u2013 Alberto De Luca, Gabriele Scafati) - De Luca & Partners\" \/>\n<meta property=\"og:description\" content=\"Par sa r\u00e9cente sentence n\u00b0 285 du 1er f\u00e9vrier 2019, le Tribunal de Milan a statu\u00e9 sur la l\u00e9gitimit\u00e9 du comportement d’un employeur qui demande \u00e0 un candidat de pr\u00e9senter un \u00ab extrait des proc\u00e9dures p\u00e9nales en cours \u00bb (certificato dei carichi pendenti) le concernant et indique si ce dernier est tenu d’honorer la demande. 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