{"id":26436,"date":"2017-07-23T22:00:00","date_gmt":"2017-07-23T20:00:00","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/le-licenciement-pour-violation-des-pratiques-de-lentreprise-est-legal\/"},"modified":"2026-02-16T16:26:12","modified_gmt":"2026-02-16T15:26:12","slug":"le-licenciement-pour-violation-des-pratiques-de-lentreprise-est-legal","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/insights\/giurisprudenza\/le-licenciement-pour-violation-des-pratiques-de-lentreprise-est-legal\/","title":{"rendered":"Le licenciement pour violation des pratiques de l\u2019entreprise est l\u00e9gal"},"content":{"rendered":"\n<p style=\"text-align: justify;\">Le Tribunal de Bologne \u2013 Section sp\u00e9cialis\u00e9e en droit du travail -, par sa d\u00e9cision n<sup>o<\/sup> 734 du 7 juillet 2017 en vertu de l\u2019article 1 de la loi n<sup>o<\/sup> 92\/2012, confirmant l\u2019ordonnance \u00e9mise dans la proc\u00e9dure de r\u00e9f\u00e9r\u00e9, a d\u00e9clar\u00e9 l\u00e9gal le <strong>licenciement pour juste cause<\/strong> d\u2019un salari\u00e9 pour s\u2019\u00eatre absent\u00e9 du travail pendant une p\u00e9riode continue de 3 semaines, sans avoir respect\u00e9 la proc\u00e9dure n\u00e9cessaire de demande d\u2019autorisation en vigueur dans l\u2019entreprise. En particulier, le travailleur au cours du mois de juin 2015, se conformant aux <strong>r\u00e8gles de l\u2019entreprise<\/strong>, demandait et obtenait une p\u00e9riode de vacances de 3 semaines sans interruption. Le travailleur organisait \u00e9galement une deuxi\u00e8me p\u00e9riode continue de vacances, toujours de 3 semaines tombant dans le mois suivant de septembre, se limitant \u00e0 informer le responsable de production de ce nouveau besoin. Le responsable de production donnait son accord, en l\u2019invitant toutefois \u00e0 remplir les formulaires d\u2019autorisation pour approbation d\u00e9finitive de ses vacances par l\u2019administrateur d\u00e9l\u00e9gu\u00e9. Le salari\u00e9 ne s\u2019est pas conform\u00e9 aux r\u00e8gles de l\u2019entreprise et n\u2019a communiqu\u00e9 oralement son absence qu\u2019au d\u00e9but du mois de septembre 2015 \u00e0 l\u2019administrateur d\u00e9l\u00e9gu\u00e9, qui lui a refus\u00e9 ses vacances vu qu\u2019il avait d\u00e9j\u00e0 \u00e9puis\u00e9 toutes ses permissions\/jours de vacances \u00e0 disposition. Malgr\u00e9 cela, celui-ci <strong>a d\u00e9cid\u00e9 de s\u2019absenter<\/strong> pour la p\u00e9riode communiqu\u00e9e. \u00c0 son retour dans le service, il a fait l\u2019objet d\u2019une proc\u00e9dure disciplinaire se concluant par son licenciement pour juste cause. Licenciement que le salari\u00e9 a attaqu\u00e9 en justice en invoquant entre autres son caract\u00e8re discriminatoire puisque l\u2019absence \u00e9tait li\u00e9e \u00e0 un p\u00e8lerinage prescrit par sa religion. Le tribunal charg\u00e9 de l\u2019affaire a consid\u00e9r\u00e9, en rejetant le recours, que le travailleur <strong>avait,<\/strong> par sa conduite, <strong>viol\u00e9 consciemment les proc\u00e9dures et les directives de l\u2019entreprises<\/strong>, d\u00e9montrant <strong>sa volont\u00e9 de ne pas tenir compte du pouvoir d\u2019organisation et de direction du travail <\/strong>de l\u2019entreprise. Selon le tribunal, en agissant ainsi, le travailleur a irr\u00e9m\u00e9diablement rompu le rapport de confiance qui est \u00e0 la base d\u2019une relation de travail normale et a consid\u00e9r\u00e9 surtout que conclure au caract\u00e8re discriminatoire du licenciement \u00e9tait outrancier et trompeur.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Le Tribunal de Bologne \u2013 Section sp\u00e9cialis\u00e9e en droit du travail -, par sa d\u00e9cision no 734 du 7 juillet 2017 en vertu de l\u2019article 1 de la loi no 92\/2012, confirmant l\u2019ordonnance \u00e9mise dans la proc\u00e9dure de r\u00e9f\u00e9r\u00e9, a d\u00e9clar\u00e9 l\u00e9gal le licenciement pour juste cause d\u2019un salari\u00e9 pour s\u2019\u00eatre absent\u00e9 du travail pendant [&hellip;]<\/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-26436","post","type-post","status-publish","format-standard","hentry","category-insights"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Le licenciement pour violation des pratiques de l\u2019entreprise est l\u00e9gal - De Luca &amp; 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\/26436\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Le licenciement pour violation des pratiques de l\u2019entreprise est l\u00e9gal - De Luca &amp; Partners\" \/>\n<meta property=\"og:description\" content=\"Le Tribunal de Bologne \u2013 Section sp\u00e9cialis\u00e9e en droit du travail -, par sa d\u00e9cision no 734 du 7 juillet 2017 en vertu de l\u2019article 1 de la loi no 92\/2012, confirmant l\u2019ordonnance \u00e9mise dans la proc\u00e9dure de r\u00e9f\u00e9r\u00e9, a d\u00e9clar\u00e9 l\u00e9gal le licenciement pour juste cause d\u2019un salari\u00e9 pour s\u2019\u00eatre absent\u00e9 du travail pendant [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.delucapartners.it\/fr\/insights\/giurisprudenza\/le-licenciement-pour-violation-des-pratiques-de-lentreprise-est-legal\/\" \/>\n<meta property=\"og:site_name\" content=\"De Luca &amp; 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