{"id":32767,"date":"2026-09-16T15:34:44","date_gmt":"2026-09-16T13:34:44","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/la-violazione-reiterata-delle-procedure-aziendali\/"},"modified":"2026-09-24T23:25:46","modified_gmt":"2026-09-24T21:25:46","slug":"la-violation-repetee-des-procedures-internes-de-lentreprise-peut-justifier-le-licenciement-du-responsable-dun-point-de-vente","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/insights\/la-violation-repetee-des-procedures-internes-de-lentreprise-peut-justifier-le-licenciement-du-responsable-dun-point-de-vente\/","title":{"rendered":"Le saviez-vous… La violation r\u00e9p\u00e9t\u00e9e des proc\u00e9dures internes de l\u2019entreprise peut justifier le licenciement du responsable d\u2019un point de vente ?"},"content":{"rendered":"\n

La Cour de cassation, chambre sociale, par l\u2019ordonnance n\u00b0 25231 du 11 septembre 2026, a confirm\u00e9 la l\u00e9galit\u00e9 du licenciement<\/a> pour faute grave prononc\u00e9 \u00e0 l\u2019encontre d\u2019une responsable de point de vente qui avait, \u00e0 plusieurs reprises, omis d\u2019\u00e9liminer des produits p\u00e9rim\u00e9s en violation des proc\u00e9dures internes de l\u2019entreprise. La Haute juridiction a estim\u00e9 qu\u2019une violation syst\u00e9matique des politiques internes, en particulier lorsqu\u2019elle est commise par une personne occupant un poste \u00e0 responsabilit\u00e9, peut constituer un manquement grave aux obligations de diligence et de loyaut\u00e9 et entra\u00eener la rupture d\u00e9finitive du lien de confiance.<\/p>\n\n\n\n

L\u2019affaire concernait une responsable de supermarch\u00e9 comptant plus de vingt-sept ann\u00e9es d\u2019anciennet\u00e9 au sein de l\u2019entreprise, licenci\u00e9e \u00e0 la suite de la d\u00e9couverte de nombreux produits p\u00e9rim\u00e9s qui n\u2019avaient pas \u00e9t\u00e9 \u00e9limin\u00e9s conform\u00e9ment aux proc\u00e9dures pr\u00e9vues par la soci\u00e9t\u00e9. La Cour d\u2019appel de Venise, confirmant la d\u00e9cision rendue en premi\u00e8re instance, a consid\u00e9r\u00e9 que la faute grave justifiant le licenciement \u00e9tait \u00e9tablie au regard de la gravit\u00e9 des faits et des fonctions exerc\u00e9es par la salari\u00e9e.<\/p>\n\n\n\n

Les juges du fond ont notamment constat\u00e9 que la salari\u00e9e, bien qu\u2019elle f\u00fbt responsable du point de vente, avait enfreint \u00ab\u202fde mani\u00e8re r\u00e9p\u00e9t\u00e9e et syst\u00e9matique\u202f\u00bb les proc\u00e9dures internes relatives au contr\u00f4le des dates de p\u00e9remption et \u00e0 l\u2019\u00e9limination des marchandises. Cette conclusion \u00e9tait \u00e9tay\u00e9e par le grand nombre de produits p\u00e9rim\u00e9s d\u00e9couverts ainsi que par la longue p\u00e9riode pendant laquelle ces produits \u00e9taient rest\u00e9s en stock sans \u00eatre correctement g\u00e9r\u00e9s.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

La Cour d\u2019appel avait \u00e9galement relev\u00e9 qu\u2019une partie des marchandises avait \u00e9t\u00e9 retir\u00e9e des rayons et stock\u00e9e en r\u00e9serve sans \u00eatre \u00e9limin\u00e9e, circonstance consid\u00e9r\u00e9e comme r\u00e9v\u00e9latrice de la pleine conscience de la situation par la salari\u00e9e. D\u00e8s lors, selon les juges, ce comportement ne pouvait \u00eatre attribu\u00e9 \u00e0 un simple oubli ou \u00e0 un manque d\u2019organisation ponctuel.<\/p>\n\n\n\n

La Cour de cassation a jug\u00e9 exempt de critique le raisonnement de la Cour d\u2019appel, laquelle s\u2019\u00e9tait fond\u00e9e sur une pluralit\u00e9 d\u2019\u00e9l\u00e9ments de fait : les fonctions de responsable du point de vente exerc\u00e9es par la salari\u00e9e, son importante anciennet\u00e9 dans l\u2019entreprise, sa connaissance des proc\u00e9dures internes, le nombre \u00e9lev\u00e9 de produits p\u00e9rim\u00e9s et la dur\u00e9e significative pendant laquelle ils n\u2019avaient pas \u00e9t\u00e9 correctement g\u00e9r\u00e9s. La Haute juridiction a observ\u00e9 que la conviction des juges du fond ne reposait pas sur de simples hypoth\u00e8ses, mais sur \u00ab une pluralit\u00e9 de circonstances factuelles \u00e9tablies \u00bb, de nature \u00e0 justifier l\u2019appr\u00e9ciation de la gravit\u00e9 du comportement.<\/p>\n\n\n\n

La Cour de cassation a \u00e9galement approuv\u00e9 l\u2019analyse de la Cour d\u2019appel selon laquelle le comportement en cause \u00e9tait contraire aux obligations pr\u00e9vues par la convention collective applicable, qui impose au salari\u00e9 d\u2019ex\u00e9cuter ses fonctions \u00ab avec la plus grande diligence \u00bb et de contribuer \u00e0 la prosp\u00e9rit\u00e9 de l\u2019entreprise. Selon les juges, la violation syst\u00e9matique des proc\u00e9dures internes relatives \u00e0 la gestion des produits p\u00e9rim\u00e9s \u00e9tait susceptible non seulement de favoriser l\u2019obtention de primes indues, mais aussi d\u2019exposer l\u2019entreprise \u00e0 des risques suppl\u00e9mentaires et \u00e0 des cons\u00e9quences pr\u00e9judiciables.<\/p>\n\n\n\n

La Cour a enfin pr\u00e9cis\u00e9 que la gravit\u00e9 du comportement suffisait \u00e0 elle seule \u00e0 justifier le licenciement, m\u00eame en l\u2019absence de preuve d\u2019une intention frauduleuse. Selon la Haute juridiction, \u00ab la violation syst\u00e9matique et prolong\u00e9e des proc\u00e9dures internes de l\u2019entreprise \u00bb par la responsable du point de vente \u00e9tait, en elle-m\u00eame, de nature \u00e0 rompre irr\u00e9m\u00e9diablement le lien de confiance.<\/p>\n\n\n\n

En conclusion, cette d\u00e9cision confirme que le respect des proc\u00e9dures internes rev\u00eat une importance particuli\u00e8re pour les salari\u00e9s occupant des fonctions \u00e0 responsabilit\u00e9. Le non-respect r\u00e9p\u00e9t\u00e9 des r\u00e8gles internes, surtout lorsqu\u2019il se prolonge dans le temps et concerne des activit\u00e9s essentielles \u00e0 la bonne gestion de l\u2019entreprise, peut constituer une violation grave des obligations <\/a>contractuelles et justifier un licenciement pour faute grave.<\/p>\n","protected":false},"excerpt":{"rendered":"

La Cour de cassation, chambre sociale, par l\u2019ordonnance n\u00b0 25231 du 11 septembre 2026, a confirm\u00e9 la l\u00e9galit\u00e9 du licenciement pour faute grave prononc\u00e9 \u00e0 l\u2019encontre d\u2019une responsable de point de vente qui avait, \u00e0 plusieurs reprises, omis d\u2019\u00e9liminer des produits p\u00e9rim\u00e9s en violation des proc\u00e9dures internes de l\u2019entreprise. La Haute juridiction a estim\u00e9 qu\u2019une […]<\/p>\n","protected":false},"author":2,"featured_media":32768,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[175,222],"tags":[2102,1975],"class_list":["post-32767","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-insights","category-tu-sais-que","tag-dismissal-fr","tag-labour-law-2"],"acf":[],"yoast_head":"\nLa violation r\u00e9p\u00e9t\u00e9e des proc\u00e9dures internes de l\u2019entreprise peut justifier le licenciement du responsable d\u2019un point de vente ?\u00a0 - De Luca & Partners<\/title>\n<meta name=\"description\" content=\"La Cour de cassation italienne (section Travail), par son ordonnance n\u00b0 25231 du 11 septembre 2026, a confirm\u00e9 la l\u00e9galit\u00e9 du licenciement pour faute grave d\u2019une responsable de point de vente qui avait, \u00e0 plusieurs reprises, omis d\u2019\u00e9liminer des produits p\u00e9rim\u00e9s en violation des proc\u00e9dures internes de l\u2019entreprise.\" \/>\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\/32767\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"La violation r\u00e9p\u00e9t\u00e9e des proc\u00e9dures internes de l\u2019entreprise peut justifier le licenciement du responsable d\u2019un point de vente ?\u00a0 - 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