Une entreprise embauche une salari\u00e9e dans le cadre d\u2019un CDD dit \u00ab d\u2019usage \u00bb. Mais, en fin de contrat, la salari\u00e9e r\u00e9clame sa requalification en CDI, au motif qu\u2019elle n\u2019a pas \u00ab sign\u00e9 \u00bb son CDD. Sauf que la salari\u00e9e est ici de mauvaise foi, conteste l\u2019employeur\u2026<\/p>\n
\n
D\u00e9faut de signature du CDD = CDI, sauf exceptions\u2026<\/h2>\n
Une soci\u00e9t\u00e9 sp\u00e9cialis\u00e9e dans l\u2019enseignement recrute une enseignante dans le cadre d\u2019un CDD d\u2019usage pour une p\u00e9riode de 8 mois correspondant \u00e0 l\u2019ann\u00e9e scolaire. A l\u2019issue de ce contrat, la soci\u00e9t\u00e9 lui remet ses documents de fin de contrat mentionnant qu\u2019elle a occup\u00e9 un poste de professeur selon un contrat de travail \u00e0 dur\u00e9e d\u00e9termin\u00e9e\u2026<\/p>\n
\u2026 qui doit \u00eatre requalifi\u00e9 en CDI conteste la salari\u00e9e ! Son argument est le suivant : parce qu\u2019elle n\u2019a pas sign\u00e9 son contrat, celui-ci doit \u00eatre automatiquement requalifi\u00e9 en CDI.<\/p>\n
Ce qu\u2019admet l\u2019employeur, sauf si la salari\u00e9e a d\u00e9lib\u00e9r\u00e9ment refus\u00e9 de signer le CDD, ce qu\u2019il estime \u00eatre le cas ici. Pour preuve, il rappelle qu\u2019il a invit\u00e9 la salari\u00e9e \u00e0 signer son CDD, mais qu\u2019elle n\u2019a jamais donn\u00e9 suite \u00e0 cette sollicitation.<\/p>\n
Il met, en outre, en avant le fait que la salari\u00e9e savait pertinemment que son contrat ne pouvait \u00eatre qu\u2019\u00e0 dur\u00e9e d\u00e9termin\u00e9e : cela est clairement mentionn\u00e9 dans son certificat de travail et les autres documents remis \u00e0 la fin de son contrat ; l\u2019annonce parue dans P\u00f4le emploi, corrobor\u00e9e par 2 mails, mentionnait express\u00e9ment un contrat d\u2019enseignement d\u2019une dur\u00e9e de 9 mois, ce qui avait \u00e9t\u00e9 parfaitement convenu entre eux.<\/p>\n
Ce qui ne suffit toutefois pas \u00e0 convaincre le juge, lequel rappelle la r\u00e8gle selon laquelle faute de comporter la signature de la salari\u00e9e, le CDD d’usage invoqu\u00e9 par l’employeur ne pouvait \u00eatre consid\u00e9r\u00e9 comme ayant \u00e9t\u00e9 \u00e9tabli par \u00e9crit : il est donc r\u00e9put\u00e9 conclu pour une dur\u00e9e ind\u00e9termin\u00e9e.<\/p>\n
Le juge rel\u00e8ve ici que la mauvaise foi de la salari\u00e9e ne peut \u00eatre mise en avant faute pour l\u2019employeur d\u2019avoir mis en demeure la salari\u00e9e de signer ce contrat. Une simple invitation \u00e0 le faire n\u2019est donc pas suffisant\u2026<\/p>\n
Source : Arr\u00eat de la Cour de Cassation, chambre sociale, du 10 mars 2021, n\u00b0 20-13265 (NP)<\/p>\n
Contrat \u00e0 dur\u00e9e d\u00e9termin\u00e9e : \u00e0 faire (imp\u00e9rativement) signer !<\/a> \u00a9 Copyright WebLex – 2021<\/p>\n<\/div>\n
<\/p>\n","protected":false},"excerpt":{"rendered":"
Une entreprise embauche une salari\u00e9e dans le cadre d\u2019un CDD dit \u00ab\u00a0d\u2019usage \u00bb. Mais, en fin de contrat, la salari\u00e9e r\u00e9clame sa requalification en CDI, au motif qu\u2019elle n\u2019a pas \u00ab sign\u00e9 \u00bb son CDD. Sauf que la salari\u00e9e est ici de mauvaise foi, conteste l\u2019employeur\u2026<\/p>\n","protected":false},"author":0,"featured_media":3247,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[8,7],"tags":[],"class_list":["post-333","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actu-sociale","category-actualites"],"acf":[],"yoast_head":"\n
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