{"id":4578,"date":"2017-09-20T14:48:11","date_gmt":"2017-09-20T14:48:11","guid":{"rendered":"https:\/\/content.staffsocial.fr\/?p=4578"},"modified":"2017-10-31T10:48:30","modified_gmt":"2017-10-31T10:48:30","slug":"discrimination-hopital","status":"publish","type":"post","link":"https:\/\/www.staffsocial.fr\/contenu\/discrimination-hopital\/","title":{"rendered":"Racisme, pr\u00e9jug\u00e9s, conflits religieux : comment r\u00e9agir ?"},"content":{"rendered":"

La\u00efcit\u00e9, fait religieux, racisme\u2026 Autant de th\u00e9matiques qui font r\u00e9guli\u00e8rement la Une des m\u00e9dias fran\u00e7ais, particuli\u00e8rement depuis la vague d\u2019attentats qu\u2019a connu la France. Mais comment appr\u00e9hender ces ph\u00e9nom\u00e8nes dans la sph\u00e8re professionnelle ? Le point sur ce sujet encore tabou avec Ma\u00eetre Christophe No\u00ebl, avocat du travail et des affaires sp\u00e9cialiste des cas de discrimination.<\/em><\/p>\n

Quelle libert\u00e9 religieuse existe-t-il dans les secteurs sanitaire et social ?<\/h2>\n

Dans la sph\u00e8re publique<\/strong>, r\u00e8gne un principe de neutralit\u00e9. La la\u00efcit\u00e9 s\u2019impose donc \u00e0 toutes repr\u00e9sentations publiques, en particulier aux services publics et aux agents qui y collaborent, y compris lorsque ceux-ci sont assur\u00e9s par des organismes de droit priv\u00e9.<\/p>\n

Dans la sph\u00e8re priv\u00e9e<\/strong>, le principe de la\u00efcit\u00e9 n\u2019est pas applicable au sein d\u2019une entreprise priv\u00e9e lorsqu’elle ne g\u00e8re pas, a minima, un service public. Ainsi, une interdiction g\u00e9n\u00e9rale de porter le voile dans une entreprise priv\u00e9e commerciale n\u2019est pas licite car elle violerait le principe de la libert\u00e9 de manifester ses convictions religieuses consacr\u00e9 par la Constitution de 1946 et par la Convention europ\u00e9enne des droits de l\u2019homme. Toutefois, si la pratique de la religion est susceptible de nuire \u00e0 la bonne organisation, \u00e0 l\u2019image de l\u2019entreprise ou encore pour des raisons de sant\u00e9 ou de s\u00e9curit\u00e9 (combinaison, blouse, casque, chaussures de s\u00e9curit\u00e9…), l\u2019employeur est en droit d\u2019imposer des restrictions \u00e0 la libert\u00e9 religieuse de ses salari\u00e9s.<\/p>\n

Cela a \u00e9t\u00e9 le cas pour la cr\u00e8che associative Baby Loup : la Cour de cassation a consid\u00e9r\u00e9 que le licenciement d\u2019une salari\u00e9e qui avait refus\u00e9 de retirer son voile islamique conform\u00e9ment \u00e0 l\u2019obligation de neutralit\u00e9 pr\u00e9vue par le r\u00e8glement int\u00e9rieur de la cr\u00e8che, \u00e9tait justifi\u00e9, en raison du public pouvant \u00eatre qualifi\u00e9 de \u00ab sensible \u00bb et de la mission de service public des salari\u00e9s.<\/p>\n

Qu\u2019est-ce que la discrimination ?<\/h2>\n

La discrimination est une distinction entre plusieurs personnes sur le fondement d\u2019un crit\u00e8re consid\u00e9r\u00e9 comme illicite. Le Code du travail pose un principe g\u00e9n\u00e9ral de non-discrimination : l\u2019employeur a donc interdiction de prendre en consid\u00e9ration certains crit\u00e8res (notamment son origine ou sa religion) lorsqu\u2019il prend une d\u00e9cision vis-\u00e0-vis d\u2019un salari\u00e9.<\/p>\n

Que doit faire un employeur lorsqu\u2019il apprend un cas de discrimination raciale\/sociale\/religieuse au sein de son \u00e9quipe ?<\/h2>\n

L\u2019employeur n\u2019a pas l\u2019obligation de supprimer totalement les risques, notamment en mati\u00e8re de discrimination, mais il doit prendre les mesures n\u00e9cessaires pour prot\u00e9ger les salari\u00e9s contre toutes formes de discrimination. En cas de discrimination commise par l\u2019un de ses subordonn\u00e9s, encore faut-il s\u2019entendre sur le terme \u00ab discrimination \u00bb, invoqu\u00e9 parfois trop facilement et abusivement par certains. C\u2019est au directeur d\u2019\u00e9tablissement d\u2019arbitrer et c\u2019est au juge qu\u2019il revient de dire si la mesure concern\u00e9e est (ou pas) discriminatoire.<\/p>\n

Que peut et doit faire un professionnel qui en est victime ?<\/h2>\n

Agir rapidement en justice, en saisissant le Conseil de Prud\u2019hommes ou en d\u00e9posant plainte.<\/p>\n

Au civil, il revient \u00e0 celui qui se pr\u00e9tend victime d\u2019apporter des \u00e9l\u00e9ments de fait laissant supposer l’existence d’une discrimination directe ou indirecte.<\/p>\n

Il est aussi possible de saisir le D\u00e9fenseur des droits<\/strong>, qui dispose d\u2019un pouvoir d\u2019enqu\u00eate \u00e9tendu et qui peut s\u2019associer \u00e0 leurs poursuites engag\u00e9es devant la justice.<\/p>\n

Enfin, le salari\u00e9 qui d\u00e9nonce une discrimination est prot\u00e9g\u00e9 et son licenciement abusif pourra donc \u00eatre annul\u00e9 s\u2019il est \u00e9tabli qu\u2019il n\u2019a pas de cause r\u00e9elle et s\u00e9rieuse.<\/p>\n

Comment la discrimination est-elle sanctionn\u00e9e ?<\/h2>\n

Le Code p\u00e9nal pr\u00e9voit des peines maximales de trois ans d’emprisonnement et de 45 000 euros d’amende et de cinq ans et 75 000 euros lorsque l’infraction a \u00e9t\u00e9 commise dans un lieu accueillant du public ou aux fins d’en interdire l’acc\u00e8s.<\/p>\n

Les peines d’amende sont quintupl\u00e9es pour les personnes morales et des peines compl\u00e9mentaires peuvent \u00eatre ajout\u00e9es (affichage et diffusion par voie de presse ou \u00e9lectronique de la d\u00e9cision prononc\u00e9e, exclusion de tout march\u00e9 public).<\/p>\n

Poursuivez votre lecture sur ce sujet : Religion et la\u00efcit\u00e9 : une ignorance g\u00e9n\u00e9ralis\u00e9e source de tensions<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

La\u00efcit\u00e9, fait religieux, racisme\u2026 Autant de th\u00e9matiques qui font r\u00e9guli\u00e8rement la Une des m\u00e9dias fran\u00e7ais, particuli\u00e8rement depuis la vague d\u2019attentats qu\u2019a connu la France. Mais comment appr\u00e9hender ces ph\u00e9nom\u00e8nes dans la sph\u00e8re professionnelle ? Le point sur ce sujet encore tabou avec Ma\u00eetre Christophe No\u00ebl, avocat du travail et des affaires sp\u00e9cialiste des cas de […]<\/p>\n","protected":false},"author":1,"featured_media":4579,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2],"tags":[],"class_list":["post-4578","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualites"],"acf":[],"yoast_head":"\nRacisme, pr\u00e9jug\u00e9s, conflits religieux : comment r\u00e9agir ? | Staffsocial<\/title>\n<meta name=\"description\" content=\"La\u00efcit\u00e9, fait religieux, racisme\u2026 Autant de th\u00e9matiques qui font r\u00e9guli\u00e8rement la Une des m\u00e9dias fran\u00e7ais, particuli\u00e8rement depuis la vague d\u2019attentats\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.staffsante.fr\/contenu\/discrimination-hopital\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Racisme, pr\u00e9jug\u00e9s, conflits religieux : comment r\u00e9agir ? 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