{"id":959,"date":"2019-06-08T14:38:37","date_gmt":"2019-06-08T12:38:37","guid":{"rendered":"http:\/\/cfdt-spie.com\/?p=959"},"modified":"2019-12-08T15:57:13","modified_gmt":"2019-12-08T14:57:13","slug":"remise-et-maintien-au-travail-dun-travailleur-handicape-pas-de-consultation-des-elus-pour-un-cas-individuel","status":"publish","type":"post","link":"https:\/\/cfdt-spie.com\/?p=959","title":{"rendered":"Remise et maintien au travail d\u2019un travailleur handicap\u00e9 : pas de consultation des \u00e9lus pour un cas individuel"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"> <strong>Les dispositions des articles L. 2323-30 et L. 4612-11 du code  du travail, alors en vigueur, n\u2019imposent pas \u00e0 l\u2019employeur de consulter  le comit\u00e9 d\u2019entreprise, en liaison avec le comit\u00e9 d\u2019hygi\u00e8ne, de s\u00e9curit\u00e9  et des conditions de travail, sur le cas individuel de chaque  travailleur handicap\u00e9.<\/strong> <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Arr\u00eat n\u00b0894 du 05 juin 2019<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Demandeur&nbsp;: M.&nbsp;M&#8230;<br><\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>D\u00e9fendeur&nbsp;: Soci\u00e9t\u00e9 France location distribution<\/em><br><\/p>\n\n\n\n<hr class=\"wp-block-separator\"\/>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>&nbsp;Sur le moyen unique&nbsp;:<\/strong><br><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Attendu, selon l\u2019arr\u00eat attaqu\u00e9 (Paris, 3\n f\u00e9vrier 2017), que M.&nbsp;M&#8230;&nbsp;, engag\u00e9 le 27 avril 1988 en qualit\u00e9 de \nchauffeur poids lourd par la soci\u00e9t\u00e9 France location distribution, a \n\u00e9t\u00e9, le 1er septembre 2012, reconnu travailleur handicap\u00e9&nbsp;; que \nreprochant notamment \u00e0 son employeur un manquement \u00e0 l\u2019obligation de \ns\u00e9curit\u00e9, il a saisi, le 8 d\u00e9cembre 2014, la juridiction prud\u2019homale de \ndemandes tendant \u00e0 la r\u00e9siliation judiciaire du contrat de travail et au\n paiement de diverses sommes&nbsp;;<br><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Attendu que le salari\u00e9 fait grief \u00e0 \nl\u2019arr\u00eat de rejeter ses demandes alors, selon le moyen, qu\u2019il r\u00e9sulte de \nl\u2019article L. 4612-11 du code du travail que la remise au travail d\u2019un \ntravailleur handicap\u00e9 doit \u00eatre pr\u00e9c\u00e9d\u00e9e d\u2019une consultation du comit\u00e9 \nd\u2019hygi\u00e8ne, de s\u00e9curit\u00e9 et des conditions de travail, ce dont il \nappartient \u00e0 l\u2019employeur de justifier&nbsp;; qu\u2019il r\u00e9sulte \u00e9galement de \nl\u2019article L. 2323-30 du code, qu\u2019en liaison avec le CHSCT, le comit\u00e9 \nd\u2019entreprise est consult\u00e9 sur les mesures prises en vue de faciliter la \nremise au travail des travailleurs handicap\u00e9s et qu\u2019en s\u2019abstenant de \nv\u00e9rifier si l\u2019employeur avait satisfait \u00e0 l\u2019obligation impartie par ces \ntextes de consulter les instances repr\u00e9sentatives du personnel \npr\u00e9alablement \u00e0 la remise au travail de M.&nbsp;M&#8230;&nbsp;, la cour d\u2019appel a \npriv\u00e9 sa d\u00e9cision de toute base l\u00e9gale au regard des articles L. \n2323-30, dans sa r\u00e9daction applicable, et L. 4612-11 du code du \ntravail&nbsp;;<br><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Mais attendu que les dispositions des \narticles L. 2323-30 et L. 4612-11 du code du travail, alors en vigueur, \nn\u2019imposent pas \u00e0 l\u2019employeur de consulter le comit\u00e9 d\u2019entreprise, en \nliaison avec le comit\u00e9 d\u2019hygi\u00e8ne, de s\u00e9curit\u00e9 et des conditions de \ntravail, sur le cas individuel de chaque travailleur handicap\u00e9&nbsp;;<br><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Et attendu que la cour d\u2019appel, devant \nlaquelle le salari\u00e9 soutenait qu\u2019en d\u00e9pit de son statut de travailleur \nhandicap\u00e9, aucune consultation n\u2019avait \u00e9t\u00e9 effectu\u00e9e en vue de sa mise, \nde sa remise et de son maintien au travail, n\u2019\u00e9tait pas tenue de \nproc\u00e9der \u00e0 une recherche inop\u00e9rante&nbsp;;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">D\u2019o\u00f9 il suit que le moyen n\u2019est pas fond\u00e9&nbsp;;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>PAR CES MOTIFS&nbsp;:<\/strong><br><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">REJETTE le pourvoi&nbsp;;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Les dispositions des articles L. 2323-30 et L. 4612-11 du code du travail, alors en vigueur, n&rsquo;imposent pas &agrave; l&rsquo;employeur de consulter le comit&eacute; d&rsquo;entreprise,<a href=\"https:\/\/cfdt-spie.com\/?p=959\" class=\"more-link\">(plus&#8230;)<\/a><\/p>\n","protected":false},"author":1,"featured_media":685,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[150],"tags":[175,144,176,174],"class_list":["post-959","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-jurisprudences","tag-consultation","tag-cse","tag-rejet","tag-travailleur-handicape"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Remise et maintien au travail d\u2019un travailleur handicap\u00e9 : pas de consultation des \u00e9lus pour un cas individuel - CFDT SPIE ICS<\/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:\/\/cfdt-spie.com\/?p=959\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" 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