{"id":957,"date":"2022-01-03T16:39:04","date_gmt":"2022-01-03T16:39:04","guid":{"rendered":"https:\/\/amstelseine.com\/?p=957"},"modified":"2022-01-03T16:48:17","modified_gmt":"2022-01-03T16:48:17","slug":"le-salarie-malade","status":"publish","type":"post","link":"https:\/\/amstelseine.com\/fr\/nouvelles\/le-salarie-malade\/","title":{"rendered":"Le salari\u00e9 malade"},"content":{"rendered":"<p>Dans cet article nous exposerons bri\u00e8vement les cons\u00e9quences juridiques et financi\u00e8res pour l\u2019entreprise lorsqu\u2019un salari\u00e9 est malade.<br \/>\nDes proc\u00e9dures sp\u00e9cifiques sont applicables en cas d\u2019accident de travail ou maladie professionnelle. Elles ne seront pas trait\u00e9es ici.<\/p>\n<h2>Indemnisation en cas de maladie<\/h2>\n<p>Lorsqu\u2019un salari\u00e9 tombe malade il doit d\u2019obtenir un arr\u00eat de travail aupr\u00e8s de son m\u00e9decin de famille et l\u2019adresser dans les 48 heures \u00e0 son employeur et \u00e0 la CPAM. La CPAM paie apr\u00e8s 3 jours de carence des Indemnit\u00e9s Journali\u00e8res de S\u00e9curit\u00e9 Sociale- IJSS d\u2019environ 50% du salaire net.<\/p>\n<p>Au bout de quelques mois, cette indemnisation est remplac\u00e9e par les indemnit\u00e9s pay\u00e9es par la pr\u00e9voyance (que l\u2019employeur doit obligatoirement mettre en place pour ses salari\u00e9s).<\/p>\n<p>L\u2019employeur lui-m\u00eame doit:<\/p>\n<ul>\n<li>Dans certains cas : payer le salaire des 3 premiers jours d\u2019absence<\/li>\n<li>Pendant plusieurs mois : compl\u00e9ter les indemnit\u00e9s jusqu\u2019\u00e0 un certain pourcentage du salaire.<\/li>\n<\/ul>\n<p>Ces obligations d\u00e9pendent de la Convention collective applicable et de l\u2019anciennet\u00e9 du salari\u00e9.<\/p>\n<p>Par cons\u00e9quent, les frais restants \u00e0 la charge de l\u2019entreprise sont relativement limit\u00e9s.<\/p>\n<h2>Subrogation<\/h2>\n<p>Puisque les indemnisations pay\u00e9es par les instances mettent souvent du temps \u00e0 se mettre en place, en pratique l\u2019employeur paie souvent 100% du salaire et est ensuite subrog\u00e9 dans les droits du salari\u00e9.<\/p>\n<h2>Relation employeur-salari\u00e9<\/h2>\n<p>Le salari\u00e9 est dispens\u00e9 d\u2019effectuer son travail mais reste li\u00e9 vis \u00e0 vis de son employeur par son obligation de loyaut\u00e9.<br \/>\nA la diff\u00e9rence des Pays-Bas, en France l\u2019employeur n\u2019est pas cens\u00e9 rentrer en contact avec le salari\u00e9 malade (il est toutefois autoris\u00e9 \u00e0 envoyer une carte ou des fleurs) et de son c\u00f4t\u00e9, le salari\u00e9 n\u2019a pas l\u2019obligation de donner de ses nouvelles<\/p>\n<h2>Visite m\u00e9dicale de reprise<\/h2>\n<p>Le salari\u00e9 qui revient apr\u00e8s 30 jours d\u2019absence maladie ou d\u2019un cong\u00e9 maternit\u00e9 doit \u00eatre vu par le m\u00e9decin du travail dans un d\u00e9lai de 8 jours suivant son retour. Le m\u00e9decin du travail peut alors le d\u00e9clarer apte, inapte ou apte sous conditions (pas de d\u00e9placements, pas de port de charges, travailler partiellement en t\u00e9l\u00e9travail, \u2026).<\/p>\n<h2>Rupture du contrat de travail pendant l\u2019absence pour maladie<\/h2>\n<p>Il est interdit de licencier un salari\u00e9 sur la base de son \u00e9tat de sant\u00e9 (ce serait discriminant). Un tel licenciement serait nul et le salari\u00e9 pourrait demander \u00e0 r\u00e9int\u00e9grer son poste.<\/p>\n<p>En revanche, le salari\u00e9 peut \u00eatre licenci\u00e9 si ses absences longues et\/ou fr\u00e9quentes d\u00e9sorganisent l\u2019entreprise. Dans ce cas, l\u2019employeur doit prouver la d\u00e9sorganisation et d\u00e9montrer qu\u2019il est impossible de remplacer le salari\u00e9 malade d\u2019une autre fa\u00e7on (par des int\u00e9rimaires par exemple) et qu\u2019il est donc indispensable d\u2019embaucher un autre salari\u00e9 en CDI.<br \/>\nDe nombreuses de conventions collectives pr\u00e9voient une garantie d\u2019emploi, \u00e0 savoir une certaine p\u00e9riode pendant laquelle il est impossible de licencier le salari\u00e9 pour cause d\u2019absence.<\/p>\n<p>Enfin, si les deux parties sont d\u2019accord, il est possible de rompre le contrat de travail au moyen d\u2019une rupture conventionnelle.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Dans cet article nous exposerons bri\u00e8vement les cons\u00e9quences juridiques et financi\u00e8res pour l\u2019entreprise lorsqu\u2019un salari\u00e9 est malade. Des proc\u00e9dures sp\u00e9cifiques sont applicables en cas d\u2019accident de travail ou maladie professionnelle. Elles ne seront pas trait\u00e9es ici. Indemnisation en cas de maladie Lorsqu\u2019un salari\u00e9 tombe malade il doit d\u2019obtenir un arr\u00eat de travail aupr\u00e8s de son [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":953,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[21],"tags":[],"class_list":["post-957","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-nouvelles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Le salari\u00e9 malade - Amstel &amp; Seine<\/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:\/\/amstelseine.com\/fr\/nouvelles\/le-salarie-malade\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Le salari\u00e9 malade - Amstel &amp; Seine\" \/>\n<meta property=\"og:description\" content=\"Dans cet article nous exposerons bri\u00e8vement les cons\u00e9quences juridiques et financi\u00e8res pour l\u2019entreprise lorsqu\u2019un salari\u00e9 est malade. 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