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Bvsx Case Essay

581 words - 3 pages

1) La procédure suivie vous paraît-elle régulière ?

En cas de licenciement à l’initiative de l’employeur, ce dernier doit se soumettre à un certains nombres d’exigences pour que le licenciement soit légal.
En effet, l’employeur doit obligatoirement adresser une convocation au préalable à son salarié, en vue d’un entretien des deux parties (l’employeur et l’employé), et éventuellement une tierce personne qui assistera le salarié durant l’entretien.
L’employeur devra ensuite soumettre un temps de réflexion à l’employé, un délai qui devra être respecté par l’employeur, et qui donnera suite à une notification de licenciement, une lettre qui doit contenir le motif du licenciement envoyé par lettre recommandée et accusé de réception.
Finalement, le salarié quittera l’entreprise après avoir exécuté le préavis ; il ...view middle of the document...

On peut en conclure que la procédure suivie n’est pas régulière.

2) Dans quelles conditions Monsieur Viré est-il susceptible d’obtenir des dommages & intérêts ? Argumentez votre réponse.

Dans la mesure où le motif de licenciement durant l’entretien porte sur un manque d’activité entraînant le défaut de rentabilité de son secteur, alors que sur la lettre de licenciement, Monsieur Viré a été licencié non seulement pour manque de rentabilité mais aussi pour négligence ( il n’aurait pas répondu à certaines lettres commerciales) et désinvolture vis-à-vis de clients de société ; cela veut dire que Monsieur Viré n’était pas en mesure de se défendre de façon efficace durant l’entretien car il n’était pas informé de tout ce qu’on lui reprochait, alors que le motif de licenciement durant l’entretien doit correspondre à celui qui figure dans la lettre de licenciement.
D’un autre côté, Monsieur Viré n’a pas reçu la notification de licenciement par lettre recommandée mais sur son bureau par la secrétaire du DRH.
En droit, la lettre de licenciement n’est pas valable, si et seulement si, elle est envoyée par lettre recommandée avec accusé de réception. Ce qui veut dire que Monsieur Viré est tout à fait en droit de ne pas prendre compte de cette lettre.
Finalement, la raison principale du licenciement de Monsieur Viré qui n’est autre que manque d’activité entraînant un défaut de rentabilité, demeure contestable dans la mesure où les résultats réalisés par Monsieur Viré et les résultats réalisés par ses collègues, ne lui donnent guère un statut défavorable.

Pour ces raisons ci-dessus, Monsieur Viré est tout à fait en mesure d’obtenir des dommages et intérêts, car la procédure suivie ne correspond pas totalement à la procédure légale, et le motif utilisé pour le licencier est totalement contestable.


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