{"id":2403,"date":"2017-08-07T02:12:00","date_gmt":"2017-08-07T00:12:00","guid":{"rendered":"https:\/\/www.service-public.pf\/trav\/?post_type=avada_faq&p=2403"},"modified":"2023-01-17T16:00:06","modified_gmt":"2023-01-18T02:00:06","slug":"types-de-sanctions-2","status":"publish","type":"avada_faq","link":"https:\/\/www.service-public.pf\/trav\/faq-items\/types-de-sanctions-2\/","title":{"rendered":"Notification et contestation d’une sanction"},"content":{"rendered":"
Comment une sanction doit-elle \u00eatre notifi\u00e9e\u00a0?<\/strong> <\/div><\/li> Dans une lettre, le salari\u00e9 peut exposer ses explications \u00e0 son employeur. Il peut \u00e9galement passer par l\u2019interm\u00e9diaire des d\u00e9l\u00e9gu\u00e9s du personnel ou engager une proc\u00e9dure devant le tribunal du Travail.<\/p>\n <\/div><\/li><\/ul>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":71,"featured_media":0,"menu_order":0,"comment_status":"open","ping_status":"closed","template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"","_seopress_titles_title":"","_seopress_titles_desc":"","_seopress_robots_index":"","footnotes":""},"faq_category":[22],"class_list":["post-2403","avada_faq","type-avada_faq","status-publish","format-standard","hentry","faq_category-sanctions-disciplinaires"],"_links":{"self":[{"href":"https:\/\/www.service-public.pf\/trav\/wp-json\/wp\/v2\/avada_faq\/2403","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.service-public.pf\/trav\/wp-json\/wp\/v2\/avada_faq"}],"about":[{"href":"https:\/\/www.service-public.pf\/trav\/wp-json\/wp\/v2\/types\/avada_faq"}],"author":[{"embeddable":true,"href":"https:\/\/www.service-public.pf\/trav\/wp-json\/wp\/v2\/users\/71"}],"replies":[{"embeddable":true,"href":"https:\/\/www.service-public.pf\/trav\/wp-json\/wp\/v2\/comments?post=2403"}],"version-history":[{"count":0,"href":"https:\/\/www.service-public.pf\/trav\/wp-json\/wp\/v2\/avada_faq\/2403\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.service-public.pf\/trav\/wp-json\/wp\/v2\/media?parent=2403"}],"wp:term":[{"taxonomy":"faq_category","embeddable":true,"href":"https:\/\/www.service-public.pf\/trav\/wp-json\/wp\/v2\/faq_category?post=2403"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
Avant de prendre une sanction, l\u2019employeur doit convoquer le salari\u00e9 \u00e0 un entretien pr\u00e9alable afin que ce dernier puisse s\u2019expliquer sur les faits qui lui sont reproch\u00e9s. Puis, la sanction doit lui \u00eatre notifi\u00e9e par \u00e9crit avec les griefs qui ont \u00e9t\u00e9 retenus contre lui. Aucun fait fautif ne peut donner lieu \u00e0 lui seul \u00e0 l\u2019engagement de poursuites disciplinaires au- del\u00e0 d\u2019un d\u00e9lai de deux mois \u00e0 compter du jour o\u00f9 l\u2019employeur en a eu connaissance, \u00e0 moins que ce fait ait donn\u00e9 lieu dans le m\u00eame d\u00e9lai \u00e0 l\u2019exercice de poursuites p\u00e9nales. Aucune sanction ant\u00e9rieure de 12 mois \u00e0 l\u2019engagement des poursuites disciplinaires ne peut \u00eatre invoqu\u00e9e \u00e0 l\u2019appui d\u2019une nouvelle sanction.
Article Lp. 1322-1 – Article Lp. 1323-1 \u00e0 l\u2019Article Lp. 1323-2<\/i><\/p>\n