{"id":26398,"date":"2019-06-06T22:00:00","date_gmt":"2019-06-06T20:00:00","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/le-licenciement-nest-pas-toujours-legitime-dans-les-cas-prevus-par-la-convention-collective-nationale-du-travail-il-quotidiano-del-lavoro-de-il-sole-24-ore-7-juin-2019-alberto-de-luca-raffaele-d\/"},"modified":"2026-02-16T16:26:02","modified_gmt":"2026-02-16T15:26:02","slug":"le-licenciement-nest-pas-toujours-legitime-dans-les-cas-prevus-par-la-convention-collective-nationale-du-travail-il-quotidiano-del-lavoro-de-il-sole-24-ore-7-juin-2019-alberto-de-luca-raffaele-d","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/insights\/le-licenciement-nest-pas-toujours-legitime-dans-les-cas-prevus-par-la-convention-collective-nationale-du-travail-il-quotidiano-del-lavoro-de-il-sole-24-ore-7-juin-2019-alberto-de-luca-raffaele-d\/","title":{"rendered":"Le licenciement n’est pas toujours l\u00e9gitime dans les cas pr\u00e9vus par la Convention collective nationale du travail (Il Quotidiano del Lavoro de Il Sole 24 Ore, 7 juin 2019 – Alberto De Luca, Raffaele Di Vuolo)"},"content":{"rendered":"\n

La Cour de cassation italienne, par un arr\u00eat n\u00b0 14063 du 23 mai 2019,<\/a><\/u> a de nouveau statu\u00e9 sur le principe de proportionnalit\u00e9 entre la sanction de licenciement et le manquement, pr\u00e9cisant que le juge ne peut se soustraire \u00e0 l’appr\u00e9ciation concr\u00e8te de l\u2019ad\u00e9quation entre le fait contest\u00e9 et la sanction adopt\u00e9e, m\u00eame si le comportement en cause est mentionn\u00e9 dans les exemples pr\u00e9vus dans la convention collective comme une cause de licenciement.<\/p>\n\n\n\n

Dans cette affaire, la salari\u00e9e avait \u00e9t\u00e9 licenci\u00e9e car elle avait utilis\u00e9 de fa\u00e7on indue la carte de fid\u00e9lit\u00e9 r\u00e9serv\u00e9e aux salari\u00e9s pour acheter des produits pour un membre de sa famille, procurant ainsi \u00e0 ce dernier un avantage indu.<\/p>\n\n\n\n

Le juge de premi\u00e8re instance avait rejet\u00e9 le recours de la salari\u00e9e par une d\u00e9cision qui avait ensuite \u00e9t\u00e9 confirm\u00e9e par la Cour d’appel italienne, reconnaissant que l’utilisation abusive de la carte, en plus d’\u00eatre express\u00e9ment interdite par le r\u00e8glement int\u00e9rieur de l’entreprise, avait gravement viol\u00e9 les devoirs de correction qui pesaient sur la salari\u00e9e et \u00e9tait susceptible de nuire irr\u00e9m\u00e9diablement au lien de confiance, l\u00e9gitimant ainsi le licenciement.<\/p>\n\n\n\n

La Cour de cassation italienne a estim\u00e9, quant \u00e0 elle, que lors de leur appr\u00e9ciation de la pertinence disciplinaire de la conduite, les juges du fond n’ont pas proc\u00e9d\u00e9 \u00e0 une appr\u00e9ciation comparative entre le comportement du salari\u00e9 et les dispositions de la convention collective (en l’esp\u00e8ce, celle du secteur commercial), qui r\u00e9servent la sanction de licenciement aux seuls cas de bien plus forte intentionnalit\u00e9 et d’offense, de nature \u00e0 constituer un d\u00e9lit \u00e9ventuel.<\/p>\n\n\n\n

En particulier, la Cour (conform\u00e9ment \u00e0 l’approche consolid\u00e9e) a rappel\u00e9 que la \u00ab juste cause \u00bb en tant qu’\u00e9v\u00e9nement ne permettant pas la poursuite du rapport de travail, m\u00eame temporairement, int\u00e8gre une \u00ab clause g\u00e9n\u00e9rale \u00bb dict\u00e9e par l’article 2119 du Code civil italien, et doit par cons\u00e9quent \u00eatre appliqu\u00e9e en tenant compte des param\u00e8tres ext\u00e9rieurs de nature juridique.<\/p>\n\n\n\n

Dans le cadre d’une telle \u00e9valuation, la juridiction n’est pas li\u00e9e par les dispositions du code disciplinaire de la convention collective. En fait, m\u00eame si le comportement sanctionn\u00e9 correspond au cas d’esp\u00e8ce pr\u00e9vu dans la convention collective, il doit n\u00e9anmoins syst\u00e9matiquement pouvoir \u00eatre mis en lien avec la notion de juste cause au moyen d’une \u00e9valuation concr\u00e8te de l\u2019ad\u00e9quation entre la sanction et l’infraction, y compris du point de vue subjectif de la faute et du dol.<\/p>\n\n\n\n

 <\/p>\n\n\n\n

Veuillez cliquer ici<\/a><\/strong> pour lire la version int\u00e9grale de l’article.<\/p>\n\n\n\n

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

La Cour de cassation italienne, par un arr\u00eat n\u00b0 14063 du 23 mai 2019, a de nouveau statu\u00e9 sur le principe de proportionnalit\u00e9 entre la sanction de licenciement et le manquement, pr\u00e9cisant que le juge ne peut se soustraire \u00e0 l’appr\u00e9ciation concr\u00e8te de l\u2019ad\u00e9quation entre le fait contest\u00e9 et la sanction adopt\u00e9e, m\u00eame si le comportement […]<\/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":[1013],"class_list":["post-26398","post","type-post","status-publish","format-standard","hentry","category-insights","tag-ccnl-fr"],"acf":[],"yoast_head":"\nLe licenciement n'est pas toujours l\u00e9gitime dans les cas pr\u00e9vus par la Convention collective nationale du travail (Il Quotidiano del Lavoro de Il Sole 24 Ore, 7 juin 2019 - Alberto De Luca, Raffaele Di Vuolo) - 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