{"id":17239,"date":"2025-01-14T12:46:41","date_gmt":"2025-01-14T10:46:41","guid":{"rendered":"https:\/\/peoplesphere.be\/fr\/?p=17239"},"modified":"2025-01-14T12:46:41","modified_gmt":"2025-01-14T10:46:41","slug":"concertation-sociale-renforcee-en-cas-de-transfert-conventionnel-dentreprise-cct32bis","status":"publish","type":"post","link":"https:\/\/peoplesphere.be\/fr\/concertation-sociale-renforcee-en-cas-de-transfert-conventionnel-dentreprise-cct32bis\/","title":{"rendered":"Concertation sociale renforc\u00e9e en cas de transfert conventionnel d’entreprise (CCT32bis)"},"content":{"rendered":"

Le 17 d\u00e9cembre 2024, le Conseil national du travail a ajout\u00e9 un nouvel article 15\/2 \u00e0 la CCT n\u00b0 32bis. A travers cette modification, les partenaires sociaux souhaitent que les (repr\u00e9sentants des) travailleurs concern\u00e9s soient inform\u00e9s et consult\u00e9s de mani\u00e8re plus qualitative et plus efficace. La nouvelle obligation d’information entrera en vigueur le 1er f\u00e9vrier 2025.<\/p>\n

Quelles nouvelles obligations? Information et invitation.<\/em><\/strong><\/h3>\n

Principe: au cours de la proc\u00e9dure de transfert conventionnel d’entreprise, l’employeur\/le c\u00e9dant doit communiquer au nouvel employeur, \u00e0 la demande des (repr\u00e9sentants des) travailleurs concern\u00e9s, le contenu de l’information et de la consultation. Cela n\u2019emp\u00eache pas le fait que le nouvel employeur informera \u00e0 son tour son propre personnel (via les organes de concertation comp\u00e9tents) du transfert d’entreprise.<\/p>\n

L’information et la consultation vis\u00e9es comprennent, d’une part, les informations communiqu\u00e9es au conseil d’entreprise, \u00e0 la d\u00e9l\u00e9gation syndicale ou au comit\u00e9 \u00e0 la suite d’un transfert d’entreprise. Ces informations concernent les \u00e9l\u00e9ments qui sont \u00e0 l’origine et qui justifient le transfert d’entreprise et ses cons\u00e9quences sociales, financi\u00e8res et \u00e9conomiques. D’autre part, il s’agit \u00e9galement du contenu de la consultation de ces m\u00eames organes de concertation concernant notamment les moyens \u00e0 mettre en \u0153uvre en vue d’\u00e9viter les licenciements et les mutations.<\/p>\n

En l’absence d’organe de concertation, il s’agit simplement de l’information communiqu\u00e9e aux travailleurs concern\u00e9s conform\u00e9ment \u00e0 l’article 15bis (aujourd’hui article 15\/1) de la CCT n\u00b0 32bis.<\/p>\n

En outre, l’employeur\/le c\u00e9dant devra \u00e9galement inviter le nouvel employeur \u00e0 se pr\u00e9senter aupr\u00e8s des travailleurs concern\u00e9s.<\/p>\n

D\u00e9lais des nouvelles obligations<\/em><\/strong><\/h3>\n

Le nouvel employeur doit d’abord \u00eatre identifi\u00e9 comme la personne morale ou physique qui assumera le r\u00f4le d’employeur pour les travailleurs concern\u00e9s par le transfert. Les repr\u00e9sentants des travailleurs ne peuvent donc introduire une demande qu’une fois que l’identit\u00e9 de ce nouvel employeur a \u00e9t\u00e9 d\u00e9finitivement \u00e9tablie.<\/p>\n

D\u00e8s que la demande est formul\u00e9e par les (repr\u00e9sentants des) travailleurs, l’employeur\/le c\u00e9dant doit communiquer le contenu de l’information (et de la consultation) en temps utile. Le fait que le nouvel employeur r\u00e9ponde positivement ou non \u00e0 la demande d’invitation \u00e0 se pr\u00e9senter, n\u2019a pas d\u2019incidence sur cette obligation.<\/p>\n

La communication des informations doit se faire en temps utile, c’est-\u00e0-dire pendant l’information (et la consultation) des (repr\u00e9sentants des) travailleurs, et avant le transfert conventionnel.<\/p>\n

L’invitation du cessionnaire\/nouvel employeur doit \u00e9galement \u00eatre faite en temps utile et, dans tous les cas, avant le transfert conventionnel.<\/p>\n

Actions pour les employeurs<\/em><\/strong><\/h3>\n

Au cours d’une proc\u00e9dure d’information et de consultation, les employeurs devront tenir compte du fait que les repr\u00e9sentants des travailleurs peuvent formuler une telle demande, ce qui implique qu’ils devront communiquer le contenu de l’information et de la consultation au cessionnaire\/nouvel employeur en temps utile et donc avant le transfert de l’entreprise, et l’inviter \u00e0 se pr\u00e9senter.<\/p>\n

 <\/p>\n

Source: Lydian<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

Le 17 d\u00e9cembre 2024, le Conseil national du travail a ajout\u00e9 un nouvel article 15\/2 \u00e0 la CCT n\u00b0 32bis. 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