{"id":3603,"date":"2020-04-01T15:16:16","date_gmt":"2020-04-01T13:16:16","guid":{"rendered":"https:\/\/projects.atxeit.ch\/syndicom\/?post_type=article&#038;p=3603"},"modified":"2025-07-30T09:41:19","modified_gmt":"2025-07-30T07:41:19","slug":"conges-forces-et-chomage-partiel","status":"publish","type":"article","link":"https:\/\/syndicom.ch\/fr\/article-guide\/conges-forces-et-chomage-partiel\/","title":{"rendered":"Cong\u00e9s forc\u00e9s et ch\u00f4mage partiel"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull has-background-color has-primary-background-color has-text-color has-background has-link-color wp-elements-098449756f2581d048c50f69cba996a6 is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group is-style-narrow is-layout-constrained wp-block-group-is-layout-constrained\">\n<p class=\"is-style-lead wp-block-paragraph\">Je travaille dans une entreprise qui souffre d\u2019un effondrement massif des commandes en raison de la pand\u00e9mie du coronavirus. Il ne se passe quasiment pas un seul jour sans que la direction communique de nouvelles mesures. Aujourd\u2019hui, elle a ordonn\u00e9 des vacances forc\u00e9es avec effet \u00e0 partir de la semaine prochaine \u00e0 divers employ\u00e9-es.<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-background-background-color has-background is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group is-style-narrow is-layout-constrained wp-block-group-is-layout-constrained\">\n<h3 class=\"wp-block-heading\"><strong>L\u2019entreprise peut-elle ordonner des vacances ?<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Les besoins des employ\u00e9-e-s doivent toujours \u00eatre pris en compte lors de la fixation des vacances, mais l\u2019employeur a \u00ab le dernier mot \u00bb : faute d\u2019entente entre l\u2019employ\u00e9-e et l\u2019employeur, c\u2019est ce dernier qui d\u00e9termine le moment des vacances. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Toutefois, cette injonction de prendre des vacances doit intervenir environ trois mois avant le d\u00e9but des vacances, de sorte que tu ne sois pas contraint d\u2019accepter des vacances obligatoires ordonn\u00e9es \u00e0 br\u00e8ve \u00e9ch\u00e9ance par ton employeur. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Informe ton employeur par courriel ou par lettre recommand\u00e9e que tu n\u2019acceptes pas les vacances et que tu proposes ton travail.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>La direction a \u00e9galement fait savoir que nous devons r\u00e9duire tous nos soldes horaires positifs. Certains employ\u00e9-es sont donc renvoy\u00e9s chez eux plus t\u00f4t ou pas du tout affect\u00e9s, et les soldes horaires diminuent. Par cons\u00e9quent, quelques employ\u00e9-es se retrouvent d\u00e9j\u00e0 avec des comptes de temps n\u00e9gatifs.<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Selon les soldes horaires en question, la situation juridique diff\u00e8re : <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>La compensation du <strong>temps suppl\u00e9mentaire<\/strong> suppose de mani\u00e8re imp\u00e9rative le consentement de l\u2019employ\u00e9-e. Une compensation peut \u00eatre refus\u00e9e en cons\u00e9quence.<\/li>\n\n\n\n<li>La compensation d\u2019<strong>heures suppl\u00e9mentaires<\/strong> n\u00e9cessite \u00e9galement le consentement des employ\u00e9-es. Bien que \u2013 en d\u00e9rogation \u00e0 la situation juridique en cas de temps suppl\u00e9mentaire \u2013 le contrat de travail ou la <a href=\"https:\/\/syndicom.ch\/fr\/conventions-collectives-de-travail-cct\/\" target=\"_blank\" rel=\"noreferrer noopener\">convention collective de travail (CCT)<\/a> applicable puisse s\u2019\u00e9carter de cette disposition et donner \u00e0 l\u2019employeur le droit d\u2019ordonner unilat\u00e9ralement une compensation. <br>Si ton contrat de travail ou la <a href=\"https:\/\/syndicom.ch\/fr\/conventions-collectives-de-travail-cct\/\" target=\"_blank\" rel=\"noreferrer noopener\">convention collective de travail (CCT)<\/a> applicable contient une telle disposition, l\u2019ordre doit \u00eatre accept\u00e9. <\/li>\n\n\n\n<li>En revanche, la compensation de <strong>soldes d\u2019horaire flexible<\/strong> peut \u00eatre ordonn\u00e9e en l\u2019absence d\u2019une disposition contraire explicite dans le contrat de travail. <\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Par contre, vous ne pouvez en aucun cas tomber dans les <strong>heures n\u00e9gatives<\/strong> en raison de la mauvaise situation des commandes : l\u2019employeur assume le risque d\u2019entreprise et ne peut pas le r\u00e9percuter sur les salari\u00e9-es. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Si l\u2019employeur ne vous autorise pas \u00e0 travailler conform\u00e9ment au contrat, d\u00e9fendez-vous contre les mesures et proposez votre travail par courriel ou par lettre recommand\u00e9e.\u00a0<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Notre employeur a indiqu\u00e9 qu\u2019il envisage d\u2019annoncer le ch\u00f4mage partiel. Quelles en seraient les cons\u00e9quences financi\u00e8res pour nous ?<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Le ch\u00f4mage partiel pr\u00e9suppose le consentement \u00e9crit des employ\u00e9-es. Par l\u2019introduction du ch\u00f4mage partiel, les employ\u00e9-es souffrent d\u2019une perte de salaire de jusqu\u2019\u00e0 20 %. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dans le cas concret, l\u2019ampleur de la perte d\u00e9pend de savoir dans quelle mesure les employ\u00e9s concern\u00e9s peuvent encore travailler.<\/p>\n\n\n\n<p class=\"has-tertiary-background-color has-background wp-block-paragraph\"><strong>Example en cas de ch\u00f4mage partiel \u00e0 50 %:<\/strong><br>Les heures de travail accomplies sont r\u00e9tribu\u00e9es \u00e0 100 % par l\u2019employeur. Par contre, les heures perdues sont r\u00e9mun\u00e9r\u00e9es \u00e0 80 % \u00e0 partir des prestations d\u2019assurances (indemnit\u00e9 en cas de r\u00e9duction de l\u2019horaire de travail). <br><br>L\u2019employ\u00e9-e doit donc accepter une perte de salaire de 10 %. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Pouvons-nous refuser le ch\u00f4mage partiel ?\u00a0<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Quiconque refuse le ch\u00f4mage partiel continue \u00e0 toucher son plein salaire, mais doit s\u2019attendre \u00e0 recevoir son cong\u00e9.<\/p>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Ton boss peut-il te dire de prendre des vacances ou imposer du ch\u00f4mage partiel ?<\/p>\n","protected":false},"featured_media":0,"template":"","meta":{"_acf_changed":false,"inline_featured_image":false,"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"article-category":[296],"class_list":["post-3603","article","type-article","status-publish","hentry","article-category-vacances-conges"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.9 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Cong\u00e9s forc\u00e9s et ch\u00f4mage partiel - syndicat syndicom<\/title>\n<meta name=\"description\" content=\"L&#039;entreprise a-t-elle le droit d&#039;imposer des cong\u00e9s forc\u00e9s ou du ch\u00f4mage partiel ? 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