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<p style="margin: 0cm 0cm 0pt; text-align: center;"><strong><span style="color: black; font-family: &quot;Verdana&quot;,&quot;sans-serif&quot;; font-size: 10pt;">Syntec&nbsp;: conclusion d&rsquo;un avenant en date du 1<sup>er</sup> avril 2014 consacr&eacute; aux modalit&eacute;s du forfait annuel en jours</span></strong></p>
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<p><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Le 1er avril dernier, la F&eacute;d&eacute;ration Syntec, la CGC, la CFDT et CINOV ont sign&eacute; un avenant &agrave; l'accord national du 22 juin 1999 relatif &agrave; la dur&eacute;e du travail visant &agrave; renforcer les dispositions relatives au forfait annuel en jours. </span></p>
<p><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">On se souvient en effet que le 24 avril 2013, la Haute Juridiction a estim&eacute; que la Convention Collective Syntec n&rsquo;assurait pas aux salari&eacute;s la garantie du respect des dur&eacute;es maximales de travail ainsi que des repos journaliers et hebdomadaires.</span></p>
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<p style="margin: 0cm 0cm 0pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">&nbsp;</span></p>
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<p style="margin: 0cm 0cm 0pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">D&eacute;j&agrave;, le 19 f&eacute;vrier 2013, un accord collectif portant sur la sant&eacute; au travail et les risques psychosociaux (RPS) contenant des dispositions concernant les modalit&eacute;s de suivi de la dur&eacute;e du travail, de l&rsquo;amplitude des journ&eacute;es travaill&eacute;es, de la charge de travail et de l&rsquo;analyse de l&rsquo;ad&eacute;quation des moyens aux t&acirc;ches confi&eacute;es avait &eacute;t&eacute; conclu dans la branche Syntec. </span></p>
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<p style="margin: 0cm 0cm 0pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Pour compl&eacute;ter cet accord, les partenaires sociaux ont engag&eacute;, d&egrave;s l&rsquo;autonome dernier, des n&eacute;gociations sp&eacute;cifiques ayant abouti &agrave; la conclusion d&rsquo;un avenant consacr&eacute; aux modalit&eacute;s du forfait annuel en jours (cf. avenant du 1er avril 2014). </span></p>
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<p style="margin: 0cm 0cm 0pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">La Garanderie &amp; Associ&eacute;s vous pr&eacute;sente ses principales dispositions :</span></p>
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<p style="text-align: justify; color: #000000; font-size: 12pt; font-style: normal; font-weight: normal; margin-top: 0cm; margin-bottom: 0pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Mise en place d&rsquo;une convention de forfait individuelle &eacute;num&eacute;rant la nature des missions justifiant le recours au forfait jours, le nombre de jours travaill&eacute;s, la r&eacute;mun&eacute;ration correspondante ainsi que le nombre d&rsquo;entretiens ;</span></p>
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<p style="text-align: justify; color: #000000; font-size: 12pt; font-style: normal; font-weight: normal; margin-top: 0cm; margin-bottom: 0pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Positionnement des jours de repos au choix du salari&eacute; en concertation avec la hi&eacute;rarchie et possibilit&eacute;, en concertation avec l&rsquo;employeur, de&nbsp;rachat des jours de repos ne pouvant avoir pour cons&eacute;quence de porter le nombre de jours travaill&eacute;s au-del&agrave; de 230 jours ;</span></p>
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<p style="text-align: justify; color: #000000; font-size: 12pt; font-style: normal; font-weight: normal; margin-top: 0cm; margin-bottom: 0pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Mise en place de deux entretiens annuels obligatoires et d&rsquo;un entretien suppl&eacute;mentaire en cas de difficult&eacute; inhabituelle ;</span></p>
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<p style="text-align: justify; color: #000000; font-size: 12pt; font-style: normal; font-weight: normal; margin-top: 0cm; margin-bottom: 0pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Instauration d&rsquo;un dispositif fiable et contradictoire de contr&ocirc;le du d&eacute;compte des jours travaill&eacute;s/non-travaill&eacute;s&nbsp;;&nbsp; </span></p>
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<p style="text-align: justify; color: #000000; font-size: 12pt; font-style: normal; font-weight: normal; margin-top: 0cm; margin-bottom: 0pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Instauration d&rsquo;une obligation de d&eacute;connexion des outils de communication &agrave; distance ;</span></p>
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<p style="text-align: justify; color: #000000; font-size: 12pt; font-style: normal; font-weight: normal; margin-top: 0cm; margin-bottom: 0pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Suivi encadr&eacute; de la charge de travail et de l&rsquo;amplitude des journ&eacute;es de travail permettant de garantir l&rsquo;&eacute;quilibre vie priv&eacute;e et vie professionnelle ;</span></p>
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<p style="text-align: justify; color: #000000; font-size: 12pt; font-style: normal; font-weight: normal; margin-top: 0cm; margin-bottom: 0pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Mise en place d&rsquo;un droit d&rsquo;alerte et d&rsquo;une information des repr&eacute;sentants du personnel ;</span></p>
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<p style="text-align: justify; color: #000000; font-size: 12pt; font-style: normal; font-weight: normal; margin-top: 0cm; margin-bottom: 0pt; mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Mise en place, &agrave; la demande du salari&eacute;, d&rsquo;une visite m&eacute;dicale distincte pour les salari&eacute;s relevant du forfait jours.</span></p>
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<p style="margin: 0cm 0cm 0pt 36pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">&nbsp;</span></p>
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<p style="margin: 0cm 0cm 0pt 36pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Cet avenant entrerait en vigueur le premier jour du mois civil suivant la date de publication au Journal Officiel de son arr&ecirc;t&eacute; d&rsquo;extension.</span></p>
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<p style="margin: 0cm 0cm 0pt 36pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">&nbsp;</span></p>
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<p style="margin: 0cm 0cm 0pt 36pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">La volont&eacute; des partenaires sociaux de &laquo; s&eacute;curiser &raquo; le dispositif du forfait jours ne permet toutefois pas d&rsquo;exclure tout risque et nombre de questions demeurent sans r&eacute;ponse (cf. notre article IPhone du 14 mai 2013).</span></p>
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<p style="margin: 0cm 0cm 0pt 36pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">&nbsp;</span></p>
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<p style="margin: 0cm 0cm 0pt 36pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Notamment, ces nouvelles dispositions ne permettront pas de couvrir la nullit&eacute; des conventions de forfait pass&eacute;es dans la mesure o&ugrave; de telles dispositions ne peuvent, conform&eacute;ment au droit des contrats, que produire effet pour l&rsquo;avenir.&nbsp; </span></p>
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<p style="margin: 0cm 0cm 0pt 36pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">&nbsp;</span></p>
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<p style="margin: 0cm 0cm 0pt 36pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Pour l&rsquo;avenir pr&eacute;cis&eacute;ment,&nbsp; la Cour de Cassation, dont la rigueur en la mati&egrave;re ne cesse de se manifester au gr&eacute; des arr&ecirc;ts publi&eacute;s, jugera-t-elle ces nouvelles dispositions suffisamment protectrices ?</span></p>
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<p style="margin: 0cm 0cm 0pt 36pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">&nbsp;</span></p>
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<p style="margin: 0cm 0cm 0pt 36pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">La prudence s&rsquo;impose dans la mesure o&ugrave; cet accord laisse la place &agrave; diff&eacute;rentes interpr&eacute;tations et mises en &oelig;uvre, notamment sur la mise en place de la "d&eacute;connexion des outils de communication &agrave; distance". </span></p>
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<p style="margin: 0cm 0cm 0pt 36pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">&nbsp;</span></p>
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<p style="margin: 0cm 0cm 0pt 36pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Dans la pratique, cette contrainte, pour &ecirc;tre efficace, devrait obliger l'employeur &agrave; fournir du mat&eacute;riel professionnel et interdire son utilisation personnelle pour pouvoir restreindre les temps de connexions. </span></p>
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<p style="margin: 0cm 0cm 0pt 36pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">&nbsp;</span></p>
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<p style="margin: 0cm 0cm 0pt 36pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">La Garanderie &amp; Associ&eacute;s vous tiendra inform&eacute; de toute &eacute;volution jurisprudentielle et/ou l&eacute;gislative sur ce th&egrave;me et reste bien &eacute;videmment &agrave; votre disposition pour mener une r&eacute;flexion sur vos accords et vos conventions de forfait jours.</span></p>
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<p style="margin: 0cm 0cm 0pt; text-align: justify;"><span style="color: black; font-family: &amp;amp;amp; font-size: 10pt; mso-ascii-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;">Saskia Henninger &amp; Jessica Martin </span></p>
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