{"id":3436,"date":"2018-12-03T20:00:45","date_gmt":"2018-12-03T19:00:45","guid":{"rendered":"https:\/\/flinn.law\/?p=3436"},"modified":"2020-07-24T12:17:35","modified_gmt":"2020-07-24T10:17:35","slug":"sanction-de-1800e-applicable-des-le-1er-janvier-2019-a-tout-employeur-flamand-en-defaut-de-proposer-une-offre-de-reclassement-professionnel-a-ses-travailleurs-de-plus-de-45-ans","status":"publish","type":"post","link":"https:\/\/flinn.law\/fr\/sanction-de-1800e-applicable-des-le-1er-janvier-2019-a-tout-employeur-flamand-en-defaut-de-proposer-une-offre-de-reclassement-professionnel-a-ses-travailleurs-de-plus-de-45-ans\/","title":{"rendered":"Pas d&rsquo;offre d&rsquo;outplacement : 1800\u20ac de sanction pour tout employeur situ\u00e9 en r\u00e9gion flamande \u00e0 partir du 1er janvier 2019 \u00e0 certaines conditions"},"content":{"rendered":"[vc_row][vc_column][vc_column_text]Actuellement, deux r\u00e9gimes de reclassement professionnel coexistent.<\/p>\n<p>Le <strong>r\u00e9gime g\u00e9n\u00e9ral<\/strong> applicable \u00e0 tout travailleur licenci\u00e9 moyennant un d\u00e9lai ou une indemnit\u00e9 compensatoire de pr\u00e9avis d&rsquo;au moins 30 semaines (1).<\/p>\n<p>Et un <strong>r\u00e9gime sp\u00e9cial<\/strong> &#8211; r\u00e9siduaire &#8211; qui concerne les seuls travailleurs (2):<\/p>\n<ul>\n<li>\u00e2g\u00e9s d&rsquo;au moins 45 ans au jour du licenciement ;<\/li>\n<li>ayant au moins un an d&rsquo;anciennet\u00e9 ininterrompue ;<\/li>\n<li>relevant d&rsquo;une entreprise du secteur priv\u00e9 ;<\/li>\n<li>n&rsquo;ayant pas droit \u00e0 un d\u00e9lai ou une indemnit\u00e9 compensatoire de pr\u00e9avis de plus de 30 semaines ;<\/li>\n<li>et licenci\u00e9s en dehors de tout motif grave.<\/li>\n<\/ul>\n<p>Suite \u00e0 la 6\u00e8me r\u00e9forme de l&rsquo;Etat, l&rsquo;imposition de sanctions aux employeurs ne respectant pas leurs obligations en mati\u00e8re d&rsquo;outplacement, a \u00e9t\u00e9 r\u00e9gionalis\u00e9e.<\/p>\n<p>Le Gouvernement flamand a ainsi adopt\u00e9 un arr\u00eat\u00e9 du 19 octobre 2018 (M.B. 22\/11\/2018) fixant une sanction financi\u00e8re d&rsquo;un montant de 1.500\u20ac (\u00e0 majorer de 300\u20ac au titre de frais administratifs et financiers) \u00e0 tout employeur restant en d\u00e9faut d&rsquo;offrir un reclassement professionnel dans le cadre du r\u00e9gime sp\u00e9cial de reclassement professionnel (3).<\/p>\n<p>Concr\u00e8tement, tout travailleur \u00e2g\u00e9 de plus de 45 ans, r\u00e9pondant aux conditions \u00e9nonc\u00e9es <em>supra,<\/em> occup\u00e9 dans une unit\u00e9 d&rsquo;\u00e9tablissement situ\u00e9 en R\u00e9gion flamande et qui, suite \u00e0 son licenciement, a mis en demeure son employeur de lui fournir une offre d&rsquo;outplacement &#8211; sans succ\u00e8s -, doit en informer le VDAB end\u00e9ans les 12 mois suivant l&rsquo;envoi de sa mise en demeure \u00e0 son employeur. Sous r\u00e9serve d&rsquo;apporter les justificatifs d\u00e9montrant qu&rsquo;il remplit les conditions du r\u00e9gime sp\u00e9cial d&rsquo;outplacement professionnel ainsi qu&rsquo;une copie de la lettre de licenciement, il pourra alors b\u00e9n\u00e9ficier d&rsquo;une proc\u00e9dure d&rsquo;outplacement aux frais de l&rsquo;autorit\u00e9 flamande.<\/p>\n<p>L&rsquo;autorit\u00e9 flamande (\u00ab\u00a0Het Departement Werk en Sociale Economie\u00a0\u00bb) se retournera alors vers l&#8217;employeur d\u00e9faillant et lui r\u00e9clamera la sanction de 1.800\u20ac<\/p>\n<p>&nbsp;<\/p>\n<p><em>(1) Art. 11\/1 \u00e0 11\/12 du chapitre V de la loi du 5 septembre 2001 visant \u00e0 am\u00e9liorer le taux d&#8217;emploi des travailleurs salari\u00e9s.<\/em><\/p>\n<p><em>(2) CCT n\u00b0 82 relative au reclassement professionnel pour les travailleurs de 45 ans et plus qui sont licenci\u00e9s<\/em><\/p>\n<p><em>(3)\u00a0 Le montant de la sanction r\u00e9gionale est en r\u00e9alit\u00e9 identique \u00e0 celle en vigueur pr\u00e9c\u00e9demment lorsque la mati\u00e8re \u00e9tait f\u00e9d\u00e9rale.\u00a0<\/em>[\/vc_column_text][\/vc_column][\/vc_row]\n","protected":false},"excerpt":{"rendered":"<p>Actuellement, deux r\u00e9gimes de reclassement professionnel coexistent. Le r\u00e9gime g\u00e9n\u00e9ral applicable \u00e0 tout travailleur licenci\u00e9 moyennant un d\u00e9lai ou une indemnit\u00e9 compensatoire de pr\u00e9avis d&rsquo;au moins 30 semaines (1). Et un r\u00e9gime sp\u00e9cial &#8211; r\u00e9siduaire &#8211; qui concerne les seuls travailleurs (2):<\/p>\n","protected":false},"author":33,"featured_media":3165,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"expertises":[],"co_authors":[],"class_list":["post-3436","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Pas d&#039;offre d&#039;outplacement : les sanctions pour employeurs (01\/01\/2019)<\/title>\n<meta name=\"description\" content=\"Pas d&#039;offre d&#039;outplacement : 1800\u20ac de sanction pour tout employeur situ\u00e9 en r\u00e9gion flamande \u00e0 partir du 1er janvier 2019 \u00e0 certaines conditions...\" \/>\n<meta name=\"robots\" content=\"index, follow, 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