Transaction et CRP: c'est possible !
04-juil.-2011TRANSACTION et CRP : c'est possible !
La transaction a pour objet de régler les conséquences pécuniaires de la rupture du contrat de travail, et n'est valable que si elle est conclue postérieurement à la rupture définitive du contrat.
La CRP (Convention de Reclassement Personnalisé) est proposée aux salariés faisant l’objet d’un licenciement pour motif économique. Le salarié dispose d’un délai de 21 jours pour accepter ou refuser la CRP. En cas d’acceptation, le contrat de travail sera rompu à l’expiration de ce délai.
Dans un arrêt du 31 mai 2011, le cas d’espèce a mené la Cour de cassation à ocnfirmer sa jurisprudence antérieure: la transaction est valablement conclue par le salarié licencié lorsqu'il a eu connaissance effective des motifs de cette rupture par la réception de la lettrre recommandée lui notifiant son licenciement.
Le salarié qui adhère à une CRP peut donc signer une transaction avant l'expiration du délai de réflexion
TRANSACTION and CRP : it is quite possible!
The transaction is intended to close the financial consequences of breach of contract and is only valid if made after the final breach of the employment contract.
CRP (Convention de Reclassement Personnalisé) is available to employees subject to dismissal for economic reasons. The employee has a period of 21 days to accept or reject the CRP. If accepted, the contract of employment would be terminated on the expiry of that period.
In a decision dated May 31, 2011, in this specific case, French Supreme Court confirmed its previous case: the transaction is validl by the dismissed employee when he had actual knowledge of the reasons for this break by receiving the registered letter notifying him his dismissal.
So, an employee adhering to a CRP can sign a "Transaction" before the end of the reflection period
The transaction is intended to close the financial consequences of breach of contract and is only valid if made after the final breach of the employment contract.
CRP (Convention de Reclassement Personnalisé) is available to employees subject to dismissal for economic reasons. The employee has a period of 21 days to accept or reject the CRP. If accepted, the contract of employment would be terminated on the expiry of that period.
In a decision dated May 31, 2011, in this specific case, French Supreme Court confirmed its previous case: the transaction is validl by the dismissed employee when he had actual knowledge of the reasons for this break by receiving the registered letter notifying him his dismissal.
So, an employee adhering to a CRP can sign a "Transaction" before the end of the reflection period