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<p class="MsoNormal"><strong style="mso-bidi-font-weight: normal;"><span style="font-size: 10.0pt; font-family: &amp;quot;Verdana&amp;quot;,&amp;quot;sans-serif&amp;quot;;">Statut collectif&nbsp;: le co&ucirc;t cach&eacute; de l&rsquo;autonomie, voire des baronnies</span></strong></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-size: 10.0pt; font-family: &amp;quot;Verdana&amp;quot;,&amp;quot;sans-serif&amp;quot;;">Le principe d&rsquo;&eacute;galit&eacute; de traitement oblige l'employeur &agrave; assurer les m&ecirc;mes droits en mati&egrave;re de r&eacute;mun&eacute;ration, cong&eacute;s et avantages divers entre les salari&eacute;s plac&eacute;s dans une situation identique, voire &eacute;quivalente. Ce principe n'interdit pas pour autant &agrave; l'employeur d'individualiser des avantages &agrave; condition qu&rsquo;il justifie toute diff&eacute;rence par des crit&egrave;res objectifs, non discriminatoires et pertinents.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-size: 10.0pt; font-family: &amp;quot;Verdana&amp;quot;,&amp;quot;sans-serif&amp;quot;;">La Cour de cassation consid&egrave;re que l&rsquo;appartenance &agrave; des &eacute;tablissements diff&eacute;rents peut constituer un crit&egrave;re pertinent lorsque nous sommes en pr&eacute;sence d&rsquo;accords d&rsquo;&eacute;tablissements. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-size: 10.0pt; font-family: &amp;quot;Verdana&amp;quot;,&amp;quot;sans-serif&amp;quot;;">En effet, un tel accord n&rsquo;a pas vocation &agrave; s&rsquo;appliquer aux autres &eacute;tablissements d&rsquo;une m&ecirc;me entreprise dans la mesure o&ugrave; ces autres &eacute;tablissements ne sont, par hypoth&egrave;se, pas compris dans le champ d&rsquo;application de l&rsquo;accord. Dans ce cas, il peut valablement &ecirc;tre cr&eacute;&eacute;e une diff&eacute;rence de traitement entre des salari&eacute;s appartenant &agrave; des &eacute;tablissements diff&eacute;rents d&rsquo;une m&ecirc;me entreprise (Cass. Soc. 27 octobre 1999, n&deg; 98-40.769, Cass. Soc. 7 avril 2004, 01-42.758).</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-size: 10.0pt; font-family: &amp;quot;Verdana&amp;quot;,&amp;quot;sans-serif&amp;quot;;">A l&rsquo;inverse, notamment dans une affaire Pfizer (Cass. Soc. 28 octobre 2009, n&deg; 08-40.457), la Cour a consid&eacute;r&eacute; qu&rsquo;un accord d'entreprise ne pouvait pr&eacute;voir de diff&eacute;rences de traitement entre salari&eacute;s d'&eacute;tablissements diff&eacute;rents d'une m&ecirc;me entreprise exer&ccedil;ant un travail &eacute;gal ou de valeur &eacute;gale, que si elles reposent sur des raisons objectives dont le juge doit contr&ocirc;ler concr&egrave;tement la r&eacute;alit&eacute; et la pertinence. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-size: 10.0pt; font-family: &amp;quot;Verdana&amp;quot;,&amp;quot;sans-serif&amp;quot;;">Elle va aujourd&rsquo;hui encore plus loin en pr&eacute;cisant que, sauf &agrave; d&eacute;montrer l&rsquo;existence de raisons objectives r&eacute;elles et pertinentes, des &eacute;tablissements d&rsquo;une m&ecirc;me entreprise ne peuvent pas interpr&eacute;ter, et donc appliquer, diff&eacute;remment les dispositions d&rsquo;un accord d&rsquo;entreprise (Cass. Soc., 14 novembre 2012, n&deg; 11-22.644).</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-size: 10.0pt; font-family: &amp;quot;Verdana&amp;quot;,&amp;quot;sans-serif&amp;quot;;">En l&rsquo;esp&egrave;ce, un accord d&rsquo;entreprise pr&eacute;voyait, dans son article relatif aux cong&eacute;s pay&eacute;s, que les salari&eacute;s dont le jour de repos co&iuml;ncidait avec un jour f&eacute;ri&eacute; b&eacute;n&eacute;ficieraient d&rsquo;un jour suppl&eacute;mentaire de cong&eacute;. Plusieurs &eacute;tablissements de l&rsquo;entreprise avaient adopt&eacute; une interpr&eacute;tation favorable de ces dispositions en octroyant ce jour de repos suppl&eacute;mentaire y compris hors p&eacute;riode de cong&eacute;s pay&eacute;s, si le jour f&eacute;ri&eacute; tombait lors d&rsquo;un jour de repos hebdomadaire par exemple.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-size: 10.0pt; font-family: &amp;quot;Verdana&amp;quot;,&amp;quot;sans-serif&amp;quot;;">D&rsquo;autres &eacute;tablissements faisaient une interpr&eacute;tation stricte de l&rsquo;accord en n&rsquo;accordant ce jour suppl&eacute;mentaire qu&rsquo;au salari&eacute; en cong&eacute; pay&eacute; lors du jour f&eacute;ri&eacute;.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-size: 10.0pt; font-family: &amp;quot;Verdana&amp;quot;,&amp;quot;sans-serif&amp;quot;;">La Cour de cassation impose la m&ecirc;me interpr&eacute;tation de l&rsquo;accord dans tous les &eacute;tablissements et sanctionne la Cour d&rsquo;Appel qui avait consid&eacute;r&eacute; que la pratique de certains directeurs de magasin consistant &agrave; accorder &agrave; leurs salari&eacute;s la r&eacute;cup&eacute;ration des jours de repos hebdomadaires s&rsquo;ils tombent un jour f&eacute;ri&eacute; ne saurait s&rsquo;imposer &agrave; l&rsquo;ensemble des salari&eacute;s de l&rsquo;entreprise, eu &eacute;gard &agrave; l&rsquo;autonomie de gestion de chacun des &eacute;tablissements de la Soci&eacute;t&eacute;. </span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-size: 10.0pt; font-family: &amp;quot;Verdana&amp;quot;,&amp;quot;sans-serif&amp;quot;;">L&rsquo;autonomie de gestion des &eacute;tablissements ne constitue donc pas une raison objective permettant de justifier qu&rsquo;un accord d&rsquo;entreprise cr&eacute;e une diff&eacute;renciation de traitement entre plusieurs &eacute;tablissements d&rsquo;une m&ecirc;me entreprise.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-size: 10.0pt; font-family: &amp;quot;Verdana&amp;quot;,&amp;quot;sans-serif&amp;quot;;">Une telle d&eacute;cision emporte, plus largement, un risque d&rsquo;extension des usages ou engagements unilat&eacute;raux &nbsp;d&rsquo;un &eacute;tablissement aux autres &eacute;tablissements d&rsquo;une m&ecirc;me entreprise, si cet usage ou cet engagement peut &ecirc;tre rattach&eacute; &agrave; une obligation figurant dans un accord d&rsquo;entreprise, dans un accord de groupe, voire dans la Loi&hellip;</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="font-size: 10.0pt; font-family: &amp;quot;Verdana&amp;quot;,&amp;quot;sans-serif&amp;quot;;">La Garanderie et Associ&eacute;s rappelle &agrave; cette occasion qu&rsquo;il est important que la Direction des Ressources Humaines, au niveau du si&egrave;ge, supervise attentivement les pratiques au sein des diff&eacute;rents &eacute;tablissements de l&rsquo;entreprise et qu&rsquo;elle dispose des pouvoirs et des moyens pour inviter les &eacute;tablissements &agrave; une certaine harmonisation. &nbsp;</span></p>
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