{"id":26394,"date":"2019-05-08T22:00:00","date_gmt":"2019-05-08T20:00:00","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/les-relations-conflictuelles-du-fait-de-lemployeur-ne-constituent-pas-un-harcelement-moral-il-quotidiano-del-lavoro-de-il-sole-24-ore-9-mai-2019-alberto-de-luca-antonella-iacobellis\/"},"modified":"2026-02-16T16:26:00","modified_gmt":"2026-02-16T15:26:00","slug":"les-relations-conflictuelles-du-fait-de-lemployeur-ne-constituent-pas-un-harcelement-moral-il-quotidiano-del-lavoro-de-il-sole-24-ore-9-mai-2019-alberto-de-luca-antonella-iacobellis","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/insights\/les-relations-conflictuelles-du-fait-de-lemployeur-ne-constituent-pas-un-harcelement-moral-il-quotidiano-del-lavoro-de-il-sole-24-ore-9-mai-2019-alberto-de-luca-antonella-iacobellis\/","title":{"rendered":"Les relations conflictuelles du fait de l’employeur ne constituent pas un harc\u00e8lement moral (Il Quotidiano del Lavoro de Il Sole 24 Ore, 9 mai 2019 \u2013 Alberto De Luca, Antonella Iacobellis)"},"content":{"rendered":"\n

Par ordonnance n\u00b0 10043 du 10 avril 2019, la Cour de cassation<\/a><\/u> est revenue sur les conditions requises pour qu\u2019une s\u00e9rie de comportements adopt\u00e9s par l’employeur puissent constituer les conditions de harc\u00e8lement moral, dans le cas pr\u00e9sent d\u00e9nonc\u00e9 par un cadre qui s’\u00e9tait pr\u00e9tendu victime d’une s\u00e9rie de comportements pr\u00e9sent\u00e9s comme portant pr\u00e9judice \u00e0 sa position (notamment : changement injustifi\u00e9 de bureau, retard ou absence de r\u00e9ponse \u00e0 ses demandes de clarification organisationnelle, absence de directives).<\/p>\n\n\n\n

Dans les arr\u00eats sur le fond, le directeur a vu accueillies dans un premier temps et, en appel, rejet\u00e9es ses demandes de v\u00e9rification de l’existence des conditions de harc\u00e8lement moral et du droit \u00e0 r\u00e9paration du pr\u00e9judice moral en d\u00e9coulant.<\/p>\n\n\n\n

En particulier, la Cour d’appel avait conclu qu’aucune preuve de l’existence d’une strat\u00e9gie univoque de harc\u00e8lement moral contre le dirigeant n’avait \u00e9t\u00e9 obtenue, rejetant ainsi la demande en dommages-int\u00e9r\u00eats en question. N\u00e9anmoins, la Cour d’appel avait reconnu le droit du dirigeant \u00e0 \u00eatre indemnis\u00e9 du pr\u00e9judice \u00e0 titre de responsabilit\u00e9 en vertu de l’article 2087 du Code civil, pour un seul \u00e9pisode pendant lequel le dirigeant avait fait l’objet de d\u00e9clarations insultantes de la part du directeur g\u00e9n\u00e9ral de la soci\u00e9t\u00e9, pouvant \u00e9galement offrir en justice une preuve irr\u00e9futable de l’insulte subie, un pr\u00e9judice de la sant\u00e9 subi et du lien de causalit\u00e9 entre le comportement et le pr\u00e9judice (confirm\u00e9, d\u2019ailleurs, par le l\u2019expertise du m\u00e9decin l\u00e9giste acquise au cours de la proc\u00e9dure).<\/p>\n\n\n\n

L’administrateur a form\u00e9 un pourvoi en cassation contre l’arr\u00eat de la Cour d’appel, faisant valoir que les juridictions comp\u00e9tentes n’avaient pas examin\u00e9 certains faits d\u00e9terminants du litige.<\/p>\n\n\n\n

En rejetant le pourvoi du directeur, la Cour de cassation a pu souligner que l’appr\u00e9ciation globale des faits \u00e9tait claire et convaincante, la Cour d’appel ayant justifi\u00e9 sa d\u00e9cision de mani\u00e8re coh\u00e9rente et sans aucun vice logique dans ses arguments. \u00c0 cet \u00e9gard, la Cour supr\u00eame n’a accord\u00e9 aucune importance au fait que les juges comp\u00e9tentes n’avaient pas tenu compte, aux fins de la qualification de l’affaire, des pr\u00e9tendues \u00ab relations tendues et conflictuelles entre les parties \u00bb, car elles ne pouvaient d\u00e9montrer une intention de pers\u00e9cution envers le cadre.<\/p>\n\n\n\n

Il convient de noter que le principe exprim\u00e9 par la Cour supr\u00eame contraste en partie avec un autre arr\u00eat r\u00e9cent qui avait plut\u00f4t reconnu que les critiques de l’employeur pourraient bien remplir les conditions de harc\u00e8lement moral (Cour de cassation n\u00b0 23923\/2009).<\/p>\n\n\n\n

Ceci \u00e9tant dit, \u00e0 en juger de l’examen de l’orientation g\u00e9n\u00e9rale habituellement partag\u00e9e de la Cour de cassation, on peut en tout \u00e9tat de cause consid\u00e9rer comme \u00e9vident le fait que l’\u00e9valuation du harc\u00e8lement moral suppose non pas un seul acte pr\u00e9judiciable mais la r\u00e9it\u00e9ration de plusieurs comportements, et faits, m\u00eame s’ils n’ont pas de connotation p\u00e9nale, convergeant \u00e0 la fois dans l’expression de l’hostilit\u00e9 du sujet actif envers la victime et dans la capacit\u00e9 effective de mortifier et d’isoler le salari\u00e9 du milieu du travail. Des circonstances qui, dans le cas d’esp\u00e8ce, n’avaient pas \u00e9t\u00e9 concr\u00e8tement all\u00e9gu\u00e9es et prouv\u00e9es.<\/p>\n\n\n\n

En conclusion, avec l’ordonnance en question, la Cour de cassation a confirm\u00e9 la n\u00e9cessit\u00e9 pour le travailleur, qui a la charge de la preuve, de d\u00e9montrer le comportement de harc\u00e8lement moral d\u00e9nonc\u00e9 et subi, en citant les faits caract\u00e9ristiques (continus et d\u00e9cisifs), qui int\u00e8grent de mani\u00e8re irr\u00e9futable les caract\u00e9ristiques d’une intention de pers\u00e9cution.<\/p>\n\n\n\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

Par ordonnance n\u00b0 10043 du 10 avril 2019, la Cour de cassation est revenue sur les conditions requises pour qu\u2019une s\u00e9rie de comportements adopt\u00e9s par l’employeur puissent constituer les conditions de harc\u00e8lement moral, dans le cas pr\u00e9sent d\u00e9nonc\u00e9 par un cadre qui s’\u00e9tait pr\u00e9tendu victime d’une s\u00e9rie de comportements pr\u00e9sent\u00e9s comme portant pr\u00e9judice \u00e0 sa […]<\/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":[1869],"class_list":["post-26394","post","type-post","status-publish","format-standard","hentry","category-insights","tag-mobbing-fr"],"acf":[],"yoast_head":"\nLes relations conflictuelles du fait de l'employeur ne constituent pas un harc\u00e8lement moral (Il Quotidiano del Lavoro de Il Sole 24 Ore, 9 mai 2019 \u2013 Alberto De Luca, Antonella Iacobellis) - 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