{"id":1562,"date":"2018-05-21T09:24:55","date_gmt":"2018-05-21T07:24:55","guid":{"rendered":"https:\/\/cftc-dartyidf.fr\/?p=1562"},"modified":"2018-05-21T09:24:55","modified_gmt":"2018-05-21T07:24:55","slug":"inaptitude-au-travail-procedure-et-droits-du-salarie","status":"publish","type":"post","link":"https:\/\/cftc-dartyidf.fr\/index.php\/2018\/05\/21\/inaptitude-au-travail-procedure-et-droits-du-salarie\/","title":{"rendered":"Inaptitude au travail : proc\u00e9dure et droits du salari\u00e9"},"content":{"rendered":"

Un salari\u00e9 confront\u00e9 \u00e0 une maladie ou \u00e0 un accident ne peut \u00eatre d\u00e9clar\u00e9 inapte au poste de travail qu’apr\u00e8s une visite m\u00e9dicale <\/span>effectu\u00e9e par le m\u00e9decin du travail. A l’issue de cette visite m\u00e9dicale, l’employeur doit respecter une proc\u00e9dure particuli\u00e8re qui peut notamment aboutir \u00e0 un licenciement pour inaptitude <\/span>du salari\u00e9.<\/span><\/b> <\/span><\/p>\n

 <\/p>\n

Examens m\u00e9dicaux<\/span><\/h2>\n

Visites m\u00e9dicales<\/span><\/h3>\n

Le m\u00e9decin peut constater que le salari\u00e9 ne peut pas \u00eatre r\u00e9int\u00e9gr\u00e9 sur son poste de travail pour des raisons de sant\u00e9. Sa d\u00e9cision ne peut \u00eatre prise qu’apr\u00e8s un examen approfondi du poste de travail et un \u00e9change entre le salari\u00e9, l’employeur et le m\u00e9decin et \u00e0 l’issue d’un rendez-vous avec le salari\u00e9 concern\u00e9. <\/span>
\nIl existe toutefois deux situations dans lesquelles une inaptitude peut \u00eatre constat\u00e9e apr\u00e8s un seul examen. C’est le cas :
\n– lorsque le m\u00e9decin estime que le maintien du salari\u00e9 \u00e0 son poste l’exposerait \u00e0 un danger imm\u00e9diat pour sa sant\u00e9 ou sa s\u00e9curit\u00e9 ou pour celles des autres ;
\n– lorsqu’une visite m\u00e9dicale de pr\u00e9-reprise a d\u00e9j\u00e0 eu lieu moins de 30 jours avant l’examen.<\/samp><\/span><\/em><\/p>\n

Pendant cette p\u00e9riode, le salari\u00e9 continue en principe de travailler lorsqu’il en est capable. Si l’employeur refuse la reprise du travail du salari\u00e9, il doit n\u00e9anmoins maintenir sa r\u00e9mun\u00e9ration \u00e0 moins, selon l’expression utilis\u00e9e par les tribunaux, \u00ab qu’une situation contraignante l’emp\u00eache de lui fournir du travail \u00bb. <\/span>
\nSi le maintien du salari\u00e9 \u00e0 son poste de travail risque d’entrainer un danger imm\u00e9diat pour sa sant\u00e9 ou sa s\u00e9curit\u00e9 ou celle des tiers, l’inaptitude peut \u00eatre constat\u00e9e d\u00e8s le premier examen, y compris en cas de visite de pr\u00e9-reprise<\/a> lorsque celle-ci a \u00e9t\u00e9 pass\u00e9e il y a moins d’un mois.<\/samp><\/span><\/em><\/p>\n

D\u00e9claration<\/span><\/h3>\n

Avant de d\u00e9clarer le salari\u00e9 inapte, le m\u00e9decin du travail doit avoir au pr\u00e9alable \u00e9tudi\u00e9 le poste et les conditions de travail dans l’entreprise. Il peut adresser des propositions de reclassement \u00e0 l’employeur, en sugg\u00e9rant \u00e9ventuellement une mutation ou une transformation de poste. <\/span>
\nSi l’employeur ou le salari\u00e9 souhaite contester l’avis d’inaptitude rendu par le m\u00e9decin du travail, il doit exercer un recours dans les deux mois qui suivent le constat. La demande doit \u00eatre formul\u00e9e en r\u00e9f\u00e9r\u00e9 aupr\u00e8s du conseil de Prud’hommes<\/a>.<\/samp><\/span><\/em><\/p>\n

 <\/p>\n

Reclassement ou licenciement<\/span><\/strong><\/p>\n

D\u00e9cision<\/span><\/h3>\n

A l’issue des examens m\u00e9dicaux, il appartient \u00e0 l’employeur de prendre sa d\u00e9cision sur le sort du salari\u00e9. Son choix doit \u00eatre fond\u00e9 sur les conclusions du m\u00e9decin du travail ainsi que sur l’existence de postes pouvant \u00e9ventuellement \u00eatre propos\u00e9s au salari\u00e9 au sein de l’entreprise. C’est de ce dernier crit\u00e8re que va principalement d\u00e9pendre la d\u00e9cision de reclasser ou de licencier le salari\u00e9 inapte<\/a>.
\nUne suspension du CDI est possible afin de permettre au salari\u00e9 de suivre un stage de reclassement.<\/samp> <\/em><\/a><\/p>\n

D\u00e9lai<\/span><\/h3>\n

A compter de la d\u00e9cision du m\u00e9decin du travail, l’employeur dispose d’un d\u00e9lai maximum d’un mois pour prendre sa d\u00e9cision de reclassement<\/a> ou de licenciement. Pendant ce d\u00e9lai, le salari\u00e9 ne peut pas demander \u00e0 \u00eatre r\u00e9mun\u00e9r\u00e9 (sauf si sa convention collective<\/a> le pr\u00e9voit). Ce n’est que lorsque cette p\u00e9riode est d\u00e9pass\u00e9e sans qu’aucune d\u00e9cision ne soit intervenue que l’employeur doit lui verser le salaire correspondant \u00e0 la p\u00e9riode prise en compte.<\/p>\n

Cette reprise du salaire ne peut pas \u00eatre remplac\u00e9e par une prise de cong\u00e9s pay\u00e9s demand\u00e9e par l’employeur ou par le versement d’une indemnit\u00e9 de cong\u00e9s pay\u00e9s<\/a> non-pris (chambre sociale de la Cour de Cassation<\/a>, arr\u00eat n\u00b0 15\u201328563 du 1er mars 2017).
\n<\/a><\/p>\n

Proposition<\/span><\/h3>\n

La proposition de reclassement adress\u00e9e par l’employeur doit contenir certaines mentions obligatoires. Elle doit notamment pr\u00e9ciser la qualification du poste envisag\u00e9, sa r\u00e9mun\u00e9ration et les horaires pr\u00e9vus.
\n<\/a><\/p>\n

Refus<\/span><\/h3>\n

Si le salari\u00e9 refuse le reclassement propos\u00e9, l’employeur pourra soit chercher un autre poste, soit engager une proc\u00e9dure de licenciement.\n<\/p>\n

 <\/p>\n

https:\/\/droit-finances.commentcamarche.com\/contents\/1479-inaptitude-au-travail-procedure-et-droits-du-salarie<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Un salari\u00e9 confront\u00e9 \u00e0 une maladie ou \u00e0 un accident ne peut \u00eatre d\u00e9clar\u00e9 inapte au poste de travail qu’apr\u00e8s une visite m\u00e9dicale effectu\u00e9e par le m\u00e9decin du travail. 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Alors, quand, pour des raisons ind\u00e9pendantes de sa volont\u00e9, le salari\u00e9 se rend soudain au travail \u00ab \u00e0 reculons \u00bb, parce que la motivation n\u2019est plus l\u00e0, ou, pire, qu\u2019il\u2026","rel":"","context":"Dans "Accueil"","block_context":{"text":"Accueil","link":"https:\/\/cftc-dartyidf.fr\/index.php\/category\/accueil\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/cftc-dartyidf.fr\/wp-content\/uploads\/2018\/09\/cftc.png?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/cftc-dartyidf.fr\/wp-content\/uploads\/2018\/09\/cftc.png?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/cftc-dartyidf.fr\/wp-content\/uploads\/2018\/09\/cftc.png?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/cftc-dartyidf.fr\/wp-content\/uploads\/2018\/09\/cftc.png?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/cftc-dartyidf.fr\/wp-content\/uploads\/2018\/09\/cftc.png?resize=1050%2C600&ssl=1 3x"},"classes":[]},{"id":1567,"url":"https:\/\/cftc-dartyidf.fr\/index.php\/2018\/05\/21\/les-5-principaux-facteurs-de-motivation-au-travail\/","url_meta":{"origin":1562,"position":5},"title":"Les 5 principaux facteurs de motivation au travail","author":"webcsfv","date":"21\/05\/2018","format":false,"excerpt":"La motivation des collaborateurs est un facteur d\u00e9terminant pour augmenter la productivit\u00e9 du personnel. 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