{"id":214,"date":"2018-08-13T12:01:14","date_gmt":"2018-08-13T12:01:14","guid":{"rendered":"http:\/\/hr4free.web-romandie.ch\/?p=214"},"modified":"2019-02-18T12:27:26","modified_gmt":"2019-02-18T12:27:26","slug":"integration-du-collaborateur-reglement-du-personnel","status":"publish","type":"post","link":"https:\/\/hr4free.com\/fr\/Int%C3%A9gration-du-collaborateur\/R%C3%A8glement-du-personneli-et-processus-int%C3%A9gration","title":{"rendered":"Le r\u00e8glement du personnel de l&rsquo;entreprise \u2013 Exemple &#8211; Guide du collaborateur"},"content":{"rendered":"<p style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\"><strong>Le r\u00e8glement du personnel et les processus d&rsquo;entreprise sont garants de l\u2019application par tous les collaborateurs de diff\u00e9rentes r\u00e8gles fix\u00e9es par l\u2019organisation.<\/strong> Cela est notamment n\u00e9cessaire \u00e0 l&rsquo;application de <em>sanctions disciplinaires<\/em>. En outre, certaines entreprises sont tenues l\u00e9galement d\u2019avoir un tel r\u00e8glement (cf. section \u00ab\u00a0Droit suisse\u00a0\u00bb, ci-dessous). <\/span><\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">L\u2019objectif d&rsquo;un r\u00e8glement du personnel est de:<\/span><\/span><\/p>\n<ol>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">Permettre aux nouveaux collaborateurs d&rsquo;apprendre \u00e0 conna\u00eetre les r\u00e8gles, us et coutumes de l\u2019entreprise (c.f. <strong><a href=\"http:\/\/www.hr4free.com\/fr\/Integration-du-collaborateur\/P%C3%A9riode-essai-et-processus-int%C3%A9gration\" target=\"_blank\" rel=\"noopener\">\u00ab\u00a0Le processus d&rsquo;int\u00e9gration des nouveaux collaborateurs\u00a0\u00bb<\/a><\/strong>)<\/span><\/span><\/li>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">Confronter l\u2019entreprise \u00e0 ses devoirs d\u2019employeur en \u00e9tablissant des r\u00e8gles valables pour chaque collaborateur et en les faisant appliquer de mani\u00e8re uniforme<\/span><\/span><\/li>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">Emp\u00eacher tout diff\u00e9rend en clarifiant les r\u00e8gles par \u00e9crit<\/span><\/span><\/li>\n<\/ol>\n<h5 style=\"text-align: center;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 20px;\"><strong>PRATIQUE<\/strong><\/span><\/span><\/h5>\n<p style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">Le r\u00e8glement du personnel doit imp\u00e9rativement inclure les normes suivantes (Art. 38 LT):<\/span><\/span><\/p>\n<ol>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">L\u2019hygi\u00e8ne et la pr\u00e9vention des accidents<\/span><\/span><\/li>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">Le comportement dans l\u2019entreprise<\/span><\/span><\/li>\n<\/ol>\n<p style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">De plus, les chapitres suivants devraient au minimum \u00eatre ajout\u00e9s:<\/span><\/span><\/p>\n<ol>\n<li><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">Le traitement de l\u2019horaire et des absences<\/span><\/span><\/li>\n<li><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">Le r\u00e8glement de la Fondation de Pr\u00e9voyance et des assurances sociales<\/span><\/span><\/li>\n<li><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">La protection des donn\u00e9es et de la personnalit\u00e9<\/span><\/span><\/li>\n<\/ol>\n<p style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">Sans aller trop dans les d\u00e9tails, il devrait encore comprendre les r\u00e8gles suivantes:<\/span><\/span><\/p>\n<ul>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">Le d\u00e9but et la fin des rapports de travail<\/span><\/span><\/li>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">La communication<\/span><\/span><\/li>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">Les salaires<\/span><\/span><\/li>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">Le droit aux vacances<\/span><\/span><\/li>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">Les diff\u00e9rents avantages<\/span><\/span><\/li>\n<li style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">Les activit\u00e9s accessoires<\/span><\/span><\/li>\n<\/ul>\n<p style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">Le r\u00e8glement du personnel \u00e9tabli par convention peut aussi contenir d\u2019autres dispositions concernant les rapports entre l\u2019employeur et les travailleurs, pour autant que de telles dispositions ne portent pas sur des questions usuellement r\u00e9gl\u00e9es dans la branche par <em>convention collective <\/em>ou autre accord collectif. <strong>Dans tous les cas, le contenu du r\u00e8glement du personnel ne doit pas \u00eatre contraire au droit imp\u00e9ratif ni aux conventions collectives de travail (CCT) qui lient l\u2019employeur.<\/strong><\/span><\/span><\/p>\n<h5 style=\"text-align: center;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 20px;\"><strong>EXEMPLE<\/strong><\/span><\/span><\/h5>\n<p style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">Voici quelques extraits d\u2019un <strong><a href=\"http:\/\/www.hr4free.com\/PDF_Files\/Blog_RH_reglement_personnel_exemple (Guide du collaborateur).pdf\" target=\"_blank\" rel=\"noopener\">exemple de r\u00e8glement du personnel (guide du collaborateur)<\/a><\/strong>\u00a0correspondant \u00e0 une <em>soci\u00e9t\u00e9 suisse<\/em> active dans le d\u00e9veloppement et la commercialisation de <em>logiciels de gestion d\u2019entreprise (ERP)<\/em>.<\/span><\/span><\/p>\n<h5 style=\"text-align: center;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 20px;\"><strong>DROIT SUISSE<\/strong><\/span><\/span><\/h5>\n<p style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">Le r\u00e8glement du personnel doit imp\u00e9rativement contenir des dispositions sur la <em>protection de la sant\u00e9<\/em> et la <em>pr\u00e9vention des accidents<\/em> et, si n\u00e9cessaire, sur l\u2019<em>ordre int\u00e9rieur<\/em> et le <em>comportement des travailleurs<\/em> dans l\u2019entreprise; <strong>des sanctions disciplinaires ne peuvent \u00eatre inflig\u00e9es qu\u2019au cas et dans la mesure o\u00f9 le r\u00e8glement du personnel le pr\u00e9voit d\u2019une mani\u00e8re pr\u00e9cise.<\/strong> (Art. 38 LT)<\/span><\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\">La <strong>Loi f\u00e9d\u00e9rale sur le Travail (LT)<\/strong> pr\u00e9voit que <strong>toute entreprise r\u00e9put\u00e9e industrielle au sens de l&rsquo;Art. 5 LT, est tenue d\u2019avoir un r\u00e8glement du personnel<\/strong> (Art. 37 LT, al. 1). Ce m\u00eame article offre \u00e0 l\u2019employeur deux possibilit\u00e9s pour \u00e9tablir le r\u00e8glement du personnel (Art. 37 LT, al. 4):<\/span><\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\"><strong>1. L\u2019employeur peut convenir par \u00e9crit du texte du r\u00e8glement avec une d\u00e9l\u00e9gation librement \u00e9lue par les travailleurs:<\/strong> la d\u00e9l\u00e9gation des travailleurs est r\u00e9put\u00e9e librement \u00e9lue au sens de la loi lorsque son \u00e9lection a lieu conform\u00e9ment \u00e0 un r\u00e8glement \u00e9tabli par une <em>convention collective de travail (CCT) <\/em>ou un accord analogue. Une commission ouvri\u00e8re non \u00e9lue l\u00e9galement ne saurait jouer le r\u00f4le d\u2019une telle d\u00e9l\u00e9gation.<\/span><\/span><\/p>\n<p style=\"text-align: justify;\"><span style=\"font-family: lucida sans unicode,lucida grande,sans-serif;\"><span style=\"font-size: 16px;\"><strong>2. L\u2019employeur peut \u00e9galement \u00e9tablir le r\u00e8glement seul, apr\u00e8s avoir entendu les travailleurs:<\/strong> lorsque l\u2019employeur \u00e9tablit lui-m\u00eame le r\u00e8glement, il est tenu d\u2019en <em>afficher le\u200b projet dans l\u2019entreprise pendant 4 semaines<\/em>, \u00e0 un endroit bien en vue, ou de le distribuer aux travailleurs. Pendant ce d\u00e9lai, l\u2019employeur est tenu d\u2019entendre les travailleurs, \u00e0 moins qu\u2019ils ne lui aient donn\u00e9 leur avis par \u00e9crit.<\/span><\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Le r\u00e8glement du personnel et les processus d&rsquo;entreprise sont garants de l\u2019application par tous les collaborateurs de diff\u00e9rentes r\u00e8gles fix\u00e9es par l\u2019organisation. Cela est notamment n\u00e9cessaire \u00e0 l&rsquo;application de sanctions disciplinaires. En outre, certaines entreprises sont tenues l\u00e9galement d\u2019avoir un tel r\u00e8glement (cf. section \u00ab\u00a0Droit suisse\u00a0\u00bb, ci-dessous). L\u2019objectif d&rsquo;un r\u00e8glement du personnel est de: Permettre [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":530,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[14],"tags":[128,130,124],"class_list":["post-214","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-integration-du-collaborateur","tag-developpement-strategique","tag-gestion-administrative","tag-ressources-humaines"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Le r\u00e8glement du personnel de l&#039;entreprise \u2013 Exemple - Guide du collaborateur - HR4Free<\/title>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Le r\u00e8glement du personnel de l&#039;entreprise \u2013 Exemple - Guide du collaborateur - HR4Free\" \/>\n<meta property=\"og:description\" content=\"Le r\u00e8glement du personnel et les processus d&rsquo;entreprise sont garants de l\u2019application par tous les collaborateurs de diff\u00e9rentes r\u00e8gles fix\u00e9es par l\u2019organisation. Cela est notamment n\u00e9cessaire \u00e0 l&rsquo;application de sanctions disciplinaires. En outre, certaines entreprises sont tenues l\u00e9galement d\u2019avoir un tel r\u00e8glement (cf. section \u00ab\u00a0Droit suisse\u00a0\u00bb, ci-dessous). 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