{"id":13036,"date":"2020-11-17T19:15:54","date_gmt":"2020-11-17T18:15:54","guid":{"rendered":"https:\/\/ftpa-new.eliott-markus.digital\/reconfinement-quelle-gestion-des-salaries\/"},"modified":"2021-06-11T12:50:49","modified_gmt":"2021-06-11T10:50:49","slug":"reconfinement-quelle-gestion-des-salaries","status":"publish","type":"post","link":"https:\/\/ftpa.com\/en\/reconfinement-quelle-gestion-des-salaries\/","title":{"rendered":"Reconfinement : quelle gestion des salari\u00e9s ?"},"content":{"rendered":"

Intervention by\u00a0Elvira\u00a0Martinez<\/strong><\/a>, counsel, about penalties on companies that fail to implement remote working, in Chef d’Entreprise.<\/p>\n

Comme pour le premier confinement, cette nouvelle p\u00e9riode de crise complexifie l’organisation des ressources humaines. Entre cadre l\u00e9gal et situations sp\u00e9cifiques, voici quelques pistes pour traverser au mieux ce moment un peu d\u00e9licat.
\n<\/strong>
\n” Il est certain que ce nouveau confinement, avec son lot d’adaptations et d’attestations, g\u00e9n\u00e8re une surcharge de travail non n\u00e9gligeable “, souffle Caroline Boullier, CFO de l’entreprise Capsum, sp\u00e9cialis\u00e9e dans la fabrication de produits cosm\u00e9tiques (180 salari\u00e9s, CA 2019 : 33 M\u20ac). Elle note n\u00e9anmoins que\u00a0la situation est moins ” catastrophique “<\/strong> que lors du premier \u00e9pisode de confinement. ” En mars dernier, nous avons \u00e9t\u00e9 pris de court. Aujourd’hui, nous avons appris autant sur l’organisation permettant de respecter les gestes barri\u00e8res que sur les d\u00e9marches administratives ou le t\u00e9l\u00e9travail. “<\/p>\n

T\u00e9l\u00e9travail : entre r\u00e9glementation g\u00e9n\u00e9rale et situations individuelles<\/strong><\/h3>\n

Lors du premier confinement, les entreprises avaient en effet organis\u00e9 en urgence la mise en place du travail \u00e0 distance. La tr\u00e8s grande majorit\u00e9 des salari\u00e9s qui n’avaient pas d’obligation absolue d’\u00eatre sur site avaient ainsi \u00e9t\u00e9\u00a0plac\u00e9s en t\u00e9l\u00e9travail<\/strong>, avec l’adh\u00e9sion de la plupart d’entre eux<\/p>\n

Le contexte sanitaire incertain<\/strong>, associ\u00e9 \u00e0 la demande de beaucoup de salari\u00e9s, a d’ailleurs incit\u00e9 un grand nombre d’entreprises \u00e0 enclencher une d\u00e9marche de t\u00e9l\u00e9travail plus durable, en actant la mise en place p\u00e9renne de\u00a0quelques jours de remote<\/strong> par semaine.<\/p>\n

M\u00eames causes, m\u00eames cons\u00e9quences avec ce deuxi\u00e8me confinement<\/strong>, m\u00eame s’il est, pour l’heure, moins strict que le premier.<\/p>\n

A l’attention de ceux qui n’auraient pas compris, la ministre du Travail Elisabeth Borne a \u00e9t\u00e9 claire : ” Le t\u00e9l\u00e9travail n’est pas une option. ” Tous ceux qui le peuvent doivent donc t\u00e9l\u00e9travailler 5 jours sur 5. La ministre a m\u00eame \u00e9voqu\u00e9 des sanctions pour les entreprises<\/strong>\u00a0qui ne joueraient pas le jeu. ” Nous ne savons pas exactement quelles sanctions pourraient \u00eatre appliqu\u00e9es, il n’existe pas (encore ?) de texte r\u00e9glementaire sur le sujet. En revanche, nous savons que des risques p\u00e9naux et civils existent pour les employeurs qui ne placeraient pas en t\u00e9l\u00e9travail complet tous ceux qui pourraient l’\u00eatre, pr\u00e9cise\u00a0Elvira\u00a0Martinez, avocate au sein du cabinet juridique FTPA. Ils pourraient \u00eatre poursuivis pour mise en danger de la vie d’autrui et\/ou violation des obligations de s\u00e9curit\u00e9. “<\/p>\n

The full article is available on\u00a0Chef d’Entreprise<\/strong><\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"

Intervention by\u00a0Elvira\u00a0Martinez, counsel, about penalties on companies that fail to implement remote working, in Chef d’Entreprise. Comme pour le premier confinement, cette nouvelle p\u00e9riode de crise complexifie l’organisation des ressources humaines. Entre cadre l\u00e9gal et situations sp\u00e9cifiques, voici quelques pistes pour traverser au mieux ce moment un peu d\u00e9licat. ” Il est certain que ce […]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[28],"tags":[],"class_list":["post-13036","post","type-post","status-publish","format-standard","hentry","category-publications-en"],"acf":[],"yoast_head":"\nReconfinement : quelle gestion des salari\u00e9s ?<\/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:\/\/ftpa.com\/en\/reconfinement-quelle-gestion-des-salaries\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Reconfinement : quelle gestion des salari\u00e9s ?\" \/>\n<meta property=\"og:description\" content=\"Intervention by\u00a0Elvira\u00a0Martinez, counsel, about penalties on companies that fail to implement remote working, in Chef d’Entreprise. 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