FLAVI<\/span><\/a><\/p>\n[\/et_pb_text][et_pb_button button_url=\u00a0\u00bbhttps:\/\/app.flavi.fr\/recherche-non-connecte\/\u00a0\u00bb button_text=\u00a0\u00bbJE TROUVE UNE AUXILIAIRE DE VIE\u00a0\u00bb _builder_version=\u00a0\u00bb4.24.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_button=\u00a0\u00bbon\u00a0\u00bb button_text_color=\u00a0\u00bb#2E5C9F\u00a0\u00bb button_bg_color=\u00a0\u00bb#FFC600″ button_border_width=\u00a0\u00bb0px\u00a0\u00bb button_font=\u00a0\u00bb|800|||||||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][\/et_pb_button][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.24.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.24.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.27.4″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_font=\u00a0\u00bbLato||||||||\u00a0\u00bb text_font_size=\u00a0\u00bb18px\u00a0\u00bb text_font_size_tablet=\u00a0\u00bb18px\u00a0\u00bb text_font_size_phone=\u00a0\u00bb18px\u00a0\u00bb text_font_size_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n
Vous \u00eates (ou allez devenir) particulier employeur et vous vous sentez un peu perdu avec le CESU, les d\u00e9marches, ou les obligations l\u00e9gales ?<\/span>
On a pr\u00e9par\u00e9 un <\/span>guide complet, simple et gratuit<\/strong>, pour vous aider \u00e0 tout comprendre et d\u00e9marrer sereinement.<\/span><\/p>\n[\/et_pb_text][et_pb_button button_url=\u00a0\u00bbhttps:\/\/forms.gle\/GjMWbpTAENkiK3JM8″ button_text=\u00a0\u00bbR\u00e9cup\u00e9rer mon guide CESU\u00a0\u00bb _builder_version=\u00a0\u00bb4.27.4″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_button=\u00a0\u00bbon\u00a0\u00bb button_text_color=\u00a0\u00bb#2E5C9F\u00a0\u00bb button_bg_color=\u00a0\u00bb#FFC600″ button_border_width=\u00a0\u00bb0px\u00a0\u00bb button_font=\u00a0\u00bb|800|||||||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][\/et_pb_button][et_pb_text _builder_version=\u00a0\u00bb4.24.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb header_2_font=\u00a0\u00bbABeeZee||||||||\u00a0\u00bb header_2_text_color=\u00a0\u00bb#5800a6″ header_2_font_size=\u00a0\u00bb35px\u00a0\u00bb header_2_font_size_tablet=\u00a0\u00bb35px\u00a0\u00bb header_2_font_size_phone=\u00a0\u00bb30px\u00a0\u00bb header_2_font_size_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n
<\/span>Motif l\u00e9gitime de licenciement<\/b><\/span><\/h2>\n[\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.24.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_font=\u00a0\u00bbLato||||||||\u00a0\u00bb text_font_size=\u00a0\u00bb18px\u00a0\u00bb text_font_size_tablet=\u00a0\u00bb18px\u00a0\u00bb text_font_size_phone=\u00a0\u00bb18px\u00a0\u00bb text_font_size_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n
Tout d\u2019abord, pour licencier un salari\u00e9 en CESU, l\u2019employeur doit disposer d\u2019un motif r\u00e9el et s\u00e9rieux. Les raisons peuvent \u00eatre :<\/span><\/p>\n\n- Personnelles : d\u00e9m\u00e9nagement, faute du salari\u00e9, d\u00e9c\u00e8s de l\u2019employeur\u2026<\/span><\/li>\n
- \u00c9conomiques : r\u00e9duction de ressources financi\u00e8res ou suppression de poste.<\/span><\/li>\n<\/ul>\n
Le motif doit \u00eatre clairement formul\u00e9 pour \u00e9viter tout litige ult\u00e9rieur.<\/span><\/p>\nLe particulier employeur doit respecter la proc\u00e9dure de licenciement d\u00e9crite \u00e0 l’article 161-1-1-1 de la convention collective.<\/span><\/p>\n[\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.24.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb header_2_font=\u00a0\u00bbABeeZee||||||||\u00a0\u00bb header_2_text_color=\u00a0\u00bb#5800a6″ header_2_font_size=\u00a0\u00bb35px\u00a0\u00bb header_2_font_size_tablet=\u00a0\u00bb35px\u00a0\u00bb header_2_font_size_phone=\u00a0\u00bb30px\u00a0\u00bb header_2_font_size_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n
<\/span>Convocation \u00e0 un entretien pr\u00e9alable<\/b><\/span><\/h2>\n[\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.24.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_font=\u00a0\u00bbLato||||||||\u00a0\u00bb text_font_size=\u00a0\u00bb18px\u00a0\u00bb text_font_size_tablet=\u00a0\u00bb18px\u00a0\u00bb text_font_size_phone=\u00a0\u00bb18px\u00a0\u00bb text_font_size_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n
Par ailleurs, l\u2019entretien pr\u00e9alable est obligatoire, sauf en cas de faute grave ou lourde. En effet, il permet au salari\u00e9 de s\u2019exprimer sur les faits reproch\u00e9s ou sur les raisons du possible licenciement.<\/span><\/p>\nAinsi voici les d\u00e9marches \u00e0 suivre :<\/span><\/p>\n\n- Adresser une convocation par lettre recommand\u00e9e avec accus\u00e9 de r\u00e9ception ou remise en main propre contre d\u00e9charge.<\/span><\/li>\n
- Mentionner dans la lettre la date, l\u2019heure et le lieu de l\u2019entretien.<\/span><\/li>\n
- Respecter un d\u00e9lai minimum de 5 jours ouvrables entre la r\u00e9ception de la convocation et l\u2019entretien<\/span><\/li>\n<\/ul>\n
[\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.24.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb header_3_font=\u00a0\u00bbABeeZee||||||||\u00a0\u00bb header_3_text_color=\u00a0\u00bb#7c00dc\u00a0\u00bb header_3_font_size=\u00a0\u00bb25px\u00a0\u00bb header_3_font_size_tablet=\u00a0\u00bb25px\u00a0\u00bb header_3_font_size_phone=\u00a0\u00bb25px\u00a0\u00bb header_3_font_size_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n
<\/span>D\u00e9roulement de l’entretien pr\u00e9alable<\/b><\/span><\/h3>\n[\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.24.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_font=\u00a0\u00bbLato||||||||\u00a0\u00bb text_font_size=\u00a0\u00bb18px\u00a0\u00bb text_font_size_tablet=\u00a0\u00bb18px\u00a0\u00bb text_font_size_phone=\u00a0\u00bb18px\u00a0\u00bb text_font_size_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n
Lors de l\u2019entretien, l\u2019employeur explique les motifs du probable licenciement. Le salari\u00e9 peut pr\u00e9senter ses observations et d\u00e9fendre sa position. En effet, cet \u00e9change doit \u00eatre sinc\u00e8re et permettre une v\u00e9ritable discussion.<\/span><\/p>\n[\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.24.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb header_2_font=\u00a0\u00bbABeeZee||||||||\u00a0\u00bb header_2_text_color=\u00a0\u00bb#5800a6″ header_2_font_size=\u00a0\u00bb35px\u00a0\u00bb header_2_font_size_tablet=\u00a0\u00bb35px\u00a0\u00bb header_2_font_size_phone=\u00a0\u00bb30px\u00a0\u00bb header_2_font_size_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n
<\/span>Notification de licenciement<\/b><\/span><\/h2>\n[\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.24.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_font=\u00a0\u00bbLato||||||||\u00a0\u00bb text_font_size=\u00a0\u00bb18px\u00a0\u00bb text_font_size_tablet=\u00a0\u00bb18px\u00a0\u00bb text_font_size_phone=\u00a0\u00bb18px\u00a0\u00bb text_font_size_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n
Apr\u00e8s l\u2019entretien, l\u2019employeur d\u00e9cide s\u2019il poursuit ou non la proc\u00e9dure de licenciement. Si oui :<\/span><\/p>\n\n- Une lettre de licenciement est envoy\u00e9e par recommand\u00e9 avec accus\u00e9 de r\u00e9ception.<\/span><\/li>\n
- Cette lettre doit pr\u00e9ciser le motif du licenciement et la date de fin de contrat.<\/span><\/li>\n
- Un d\u00e9lai de pr\u00e9avis est \u00e0 respecter, sauf en cas de faute grave ou lourde.<\/span><\/li>\n<\/ul>\n
ATTENTION ! La notification de licenciement ne peut pas \u00eatre pr\u00e9sent\u00e9e le jour de l\u2019entretien pr\u00e9alable.<\/span><\/p>\nLe pr\u00e9avis commence \u00e0 la date de pr\u00e9sentation du courrier de licenciement :<\/span><\/p>\nSi le salari\u00e9 en CESU a moins de 6 mois d\u2019anciennet\u00e9, alors le pr\u00e9avis sera d\u20191 semaine.<\/span><\/p>\nS\u2019il a entre 6 mois et 2 ans d\u2019anciennet\u00e9 alors le pr\u00e9avis sera d\u20191 mois.<\/span><\/p>\nEnfin, pour plus de 2 ans d\u2019anciennet\u00e9, le pr\u00e9avis sera de 2 mois.<\/span><\/p>\n[\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.24.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb header_2_font=\u00a0\u00bbABeeZee||||||||\u00a0\u00bb header_2_text_color=\u00a0\u00bb#5800a6″ header_2_font_size=\u00a0\u00bb35px\u00a0\u00bb header_2_font_size_tablet=\u00a0\u00bb35px\u00a0\u00bb header_2_font_size_phone=\u00a0\u00bb30px\u00a0\u00bb header_2_font_size_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n
<\/span>Documents \u00e0 remettre au salari\u00e9<\/b><\/span><\/h2>\n[\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.24.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_font=\u00a0\u00bbLato||||||||\u00a0\u00bb text_font_size=\u00a0\u00bb18px\u00a0\u00bb text_font_size_tablet=\u00a0\u00bb18px\u00a0\u00bb text_font_size_phone=\u00a0\u00bb18px\u00a0\u00bb text_font_size_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n
L\u2019employeur doit fournir les documents suivants au salari\u00e9 au terme du contrat :<\/span><\/p>\n\n- Certificat de travail<\/span><\/li>\n
- Attestation P\u00f4le emploi<\/span><\/li>\n
- Solde de tout compte<\/span><\/li>\n<\/ul>\n
Ces documents sont essentiels pour permettre au salari\u00e9 de faire valoir ses droits, notamment au ch\u00f4mage.<\/span><\/p>\n[\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.24.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb header_2_font=\u00a0\u00bbABeeZee||||||||\u00a0\u00bb header_2_text_color=\u00a0\u00bb#5800a6″ header_2_font_size=\u00a0\u00bb35px\u00a0\u00bb header_2_font_size_tablet=\u00a0\u00bb35px\u00a0\u00bb header_2_font_size_phone=\u00a0\u00bb30px\u00a0\u00bb header_2_font_size_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n
<\/span>Indemnit\u00e9s de licenciement<\/b><\/span><\/h2>\n[\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.24.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_font=\u00a0\u00bbLato||||||||\u00a0\u00bb text_font_size=\u00a0\u00bb18px\u00a0\u00bb text_font_size_tablet=\u00a0\u00bb18px\u00a0\u00bb text_font_size_phone=\u00a0\u00bb18px\u00a0\u00bb text_font_size_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n
Le salari\u00e9 a droit \u00e0 une indemnisation sauf en cas de faute grave ou lourde. Elle est calcul\u00e9e en fonction de son anciennet\u00e9 et de sa r\u00e9mun\u00e9ration mensuelle brute.<\/span><\/p>\nOn dissocie 2 anciennet\u00e9s :\u00a0<\/span><\/p>\nCelle pour le droit \u00e0 l’indemnit\u00e9 de licenciement et celle pour le calcul de l’indemnit\u00e9. La r\u00e9ponse ne se trouve pas dans les textes de loi et elle est donc souvent complexe pour beaucoup.\u00a0<\/span><\/p>\nElle est r\u00e9gie par la jurisprudence donc par des d\u00e9cisions de justice rendues par la cour de cassation :\u00a0<\/span><\/p>\n1\/ On d\u00e9termine si le salari\u00e9 a droit \u00e0 l\u2019indemnit\u00e9 de licenciement en calculant l\u2019anciennet\u00e9 de la date d\u2019embauche \u00e0 la date d\u2019envoi de la lettre de licenciement, et bien s\u00fbr en soustrayant les p\u00e9riodes de suspension du contrat de travail (Chambre Sociale 11 janvier 2007 – n\u00b004-45250 Chambre Sociale 15 d\u00e9cembre 2010 – n\u00b0 09-40678).\u00a0<\/span><\/p>\n2\/ On calcule l\u2019anciennet\u00e9 permettant le calcul de l\u2019indemnit\u00e9 de licenciement de la date d\u2019embauche \u00e0 la date de cl\u00f4ture du contrat de travail, donc pr\u00e9avis inclus, et toujours en soustrayant les p\u00e9riodes de suspension du contrat de travail (Chambre Sociale 15 d\u00e9cembre 2010 – n\u00b0 09-40678).<\/span><\/p>\n[\/et_pb_text][et_pb_text _builder_version=\u00a0\u00bb4.24.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb header_2_font=\u00a0\u00bbABeeZee||||||||\u00a0\u00bb header_2_text_color=\u00a0\u00bb#5800a6″ header_2_font_size=\u00a0\u00bb35px\u00a0\u00bb header_2_font_size_tablet=\u00a0\u00bb35px\u00a0\u00bb header_2_font_size_phone=\u00a0\u00bb30px\u00a0\u00bb header_2_font_size_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<\/p>\n
<\/span>Si vous recherchez une aide \u00e0 domicile en CESU, vous pouvez vous rendre sur flavi.fr<\/b><\/span><\/h2>\n[\/et_pb_text][et_pb_button button_url=\u00a0\u00bbhttps:\/\/app.flavi.fr\/recherche-non-connecte\/\u00a0\u00bb button_text=\u00a0\u00bbJE TROUVE UNE AUXILIAIRE DE VIE\u00a0\u00bb _builder_version=\u00a0\u00bb4.24.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_button=\u00a0\u00bbon\u00a0\u00bb button_text_color=\u00a0\u00bb#2E5C9F\u00a0\u00bb button_bg_color=\u00a0\u00bb#FFC600″ button_border_width=\u00a0\u00bb0px\u00a0\u00bb button_font=\u00a0\u00bb|800|||||||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"
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