{"id":2528,"date":"2021-10-28T13:30:00","date_gmt":"2021-10-28T11:30:00","guid":{"rendered":"https:\/\/avocat-lbv.com\/?p=2528"},"modified":"2025-04-22T11:21:40","modified_gmt":"2025-04-22T09:21:40","slug":"diritti-dei-dipendenti-e-digitali","status":"publish","type":"post","link":"https:\/\/avocat-lbv.com\/it\/diritti-dei-dipendenti-e-digitali\/","title":{"rendered":"DIRITTI DEI DIPENDENTI E DIGITALI"},"content":{"rendered":"\n<p>Les\nsalari\u00e9s travaillent de plus en plus avec des outils num\u00e9riques et \u00e0 distance.\nLe droit du travail et des donn\u00e9es personnelles vient les prot\u00e9ger dans le\ncadre de l\u2019ex\u00e9cution de leur contrat de travail. <\/p>\n\n<p>\u00c0 ce titre, le Minist\u00e8re du travail a mis en ligne le 16 janvier 2020 le <a href=\"https:\/\/code.travail.gouv.fr\/\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (s&#x2019;ouvre dans un nouvel onglet)\">Code du travail num\u00e9rique <\/a>permettant aux salari\u00e9s d\u2019obtenir des r\u00e9ponses \u00e0 leurs questions. Les salari\u00e9s trouveront des r\u00e9ponses notamment sur\u00a0:<\/p>\n\n<ul class=\"wp-block-list\"><li>le\nt\u00e9l\u00e9travail (i), <\/li><li>le\ndroit \u00e0 la d\u00e9connexion (ii), <\/li><li>l\u2019usage\nde l\u2019internet par un salari\u00e9 (iii),<\/li><li>ou\nencore la possibilit\u00e9 de surveillance d\u2019un salari\u00e9 (iv). <\/li><\/ul>\n\n<ol class=\"wp-block-list\"><li>La mise en place du t\u00e9l\u00e9travail<\/li><\/ol>\n\n<p>Le droit fran\u00e7ais n\u2019a\npas instaur\u00e9 de droit au t\u00e9l\u00e9travail mais renvoie les parties \u00e0 une \u00e9ventuelle\nn\u00e9gociation \u00e0 ce sujet. <\/p>\n\n<p>La mise en place du\nt\u00e9l\u00e9travail ne constitue pas une limite \u00e0 l\u2019obligation pesant sur l\u2019employeur\nd\u2019assurer la s\u00e9curit\u00e9 physique \u2013 et psychique \u2013 de ses salari\u00e9s. Bien au\ncontraire, l\u2019employeur reste soumis \u00e0 une obligation de s\u00e9curit\u00e9 dite de\nmoyens. Le t\u00e9l\u00e9travail implique \u00e0 l\u2019inverse pour l\u2019employeur d\u2019assurer la\ns\u00e9curit\u00e9 de ses salari\u00e9s sur un site qu\u2019il ne contr\u00f4le pas \u2013 par d\u00e9finition \u2013 \u00e0\nsavoir le domicile de son salari\u00e9. En cons\u00e9quence, l\u2019employeur est tenu de\nfaire ses meilleurs efforts afin de les prot\u00e9ger. <\/p>\n\n<p>Que le salari\u00e9\neffectue son travail dans les locaux de l\u2019entreprise ou \u00e0 domicile dans le\ncadre du t\u00e9l\u00e9travail, l\u2019employeur est responsable des accidents survenus\npendant les heures de travail sur le lieu d\u2019ex\u00e9cution du contrat de travail. Il\ndevra donc s\u2019assurer de la conformit\u00e9 du logement. <\/p>\n\n<p>La difficult\u00e9\npremi\u00e8re dans l\u2019ex\u00e9cution du contrat de travail \u00e0 domicile r\u00e9side dans la\nn\u00e9cessit\u00e9 pour l\u2019employeur d\u2019obtenir une autorisation pr\u00e9alable du salari\u00e9\navant de s\u2019y rendre et de proc\u00e9der \u00e0 une mise en conformit\u00e9. Le t\u00e9l\u00e9travailleur\nconserve en effet un droit \u00e0 la vie priv\u00e9e \u00e0 son domicile. Ainsi, \u00e0 titre\nd\u2019exemple, il est peu probable que le local utilis\u00e9 par le t\u00e9l\u00e9travailleur\ndispose d\u2019une sortie de secours (et encore moins que le t\u00e9l\u00e9travailleur proc\u00e8de\naux travaux n\u00e9cessaires) alors qu\u2019elle est obligatoire. Il conviendra d\u00e8s lors\nd\u2019opter pour l\u2019ex\u00e9cution du contrat de travail dans une pi\u00e8ce conforme. <\/p>\n\n<p>L\u2019implication du\nsalari\u00e9 dans la mise en conformit\u00e9 de son espace de travail peut aller jusqu\u2019\u00e0\nl\u2019application de la qualit\u00e9 de ma\u00eetre d\u2019ouvrage lorsqu\u2019il adapte son espace de\ntravail. Or, les am\u00e9nagements ne doivent repr\u00e9senter aucune charge financi\u00e8re\npour le salari\u00e9. L\u2019employeur pourrait donc vouloir commander un audit du lieu\nd\u2019ex\u00e9cution du contrat de travail. Ainsi, les caract\u00e9ristiques du logement\ndoivent \u00eatre transcrites dans un document unique r\u00e9pertoriant les risques afin\nde satisfaire aux exigences de coh\u00e9rence, de commodit\u00e9 et de tra\u00e7abilit\u00e9 et\ndevra \u00eatre mis \u00e0 jour annuellement.<\/p>\n\n<p>Enfin, les salari\u00e9s\ndoivent \u00eatre form\u00e9s aux gestes de protection afin de se prot\u00e9ger sur leur lieu\nde travail. Les employeurs doivent, gr\u00e2ce \u00e0 leur pouvoir disciplinaire,\nintroduire des obligations en ce sens. <\/p>\n\n<ol class=\"wp-block-list\"><li>Le droit \u00e0 la d\u00e9connexion<\/li><\/ol>\n\n<p>L\u2019employeur devra\n\u00eatre attentif \u00e0 la sant\u00e9 psychologique de ses salari\u00e9s et notamment des\nt\u00e9l\u00e9travailleurs. En effet, pour ces derniers, le sentiment d\u2019isolement, le\nnombre souvent r\u00e9duit de pauses, le possible manque de consid\u00e9ration cr\u00e9\u00e9 par\nla distance risquent de peser sur la sant\u00e9 mentale des t\u00e9l\u00e9travailleurs. <\/p>\n\n<p>Les employeurs\ndoivent n\u00e9anmoins la prot\u00e9ger au m\u00eame titre que la sant\u00e9 physique. Ils sont\nainsi avis\u00e9s de conclure un \u00ab\u00a0contrat psychologique\u00a0\u00bb avec leurs\ncollaborateurs. Dans cette perspective, l\u2019employeur doit veiller au respect du\ndroit \u00e0 la d\u00e9connexion des salari\u00e9s. Il est ainsi tenu d\u2019un devoir de\nd\u00e9connexion et de d\u00e9tection des situations \u00e0 risque. En pratique, cela peut\ns\u2019effectuer par une suspension de l\u2019acc\u00e8s aux serveurs \u00e0 certains horaires. <\/p>\n\n<p>L\u2019application\nconcr\u00e8te du droit \u00e0 la d\u00e9connexion n\u2019est pas pr\u00e9vue par la loi mais renvoy\u00e9e \u00e0\nune n\u00e9gociation interne \u00e0 l\u2019entreprise. La charte de l\u2019entreprise doit au\nminimum pr\u00e9ciser les modalit\u00e9s de l\u2019exercice du droit \u00e0 la d\u00e9connexion ainsi\nque les actions de formation et de sensibilisation \u00e0 un usage raisonnable des\noutils num\u00e9riques. \u00c0 d\u00e9faut d\u2019accord au sein de l\u2019entreprise, l\u2019employeur\nd\u00e9finit les modalit\u00e9s d\u2019exercice du droit \u00e0 la d\u00e9connexion en veillant \u00e0 ce\nqu\u2019elles soient raisonnables.<\/p>\n\n<p>Le droit \u00e0 la\nd\u00e9connexion vise \u00e0 pr\u00e9server la sant\u00e9 mentale des t\u00e9l\u00e9travailleurs en mettant\nen place des mesures r\u00e9cepteurs et \u00e9metteurs. <\/p>\n\n<p>Les mesures\n\u00ab\u00a0r\u00e9cepteurs\u00a0\u00bb peuvent \u00eatre notamment : <\/p>\n\n<ul class=\"wp-block-list\"><li>L\u2019introduction d\u2019une absence d\u2019obligation de\nr\u00e9pondre \u00e0 un e-mail professionnel le soir ou le week-end.<\/li><li>Une mention automatique ins\u00e9r\u00e9e dans le corps du\nmail rappelant que les mails tardifs n\u2019appellent pas de r\u00e9ponse imm\u00e9diate.<\/li><li>L\u2019utilisation de la fonction d\u2019envoi diff\u00e9r\u00e9 pour\nl\u2019envoi de mails tardifs. <\/li><\/ul>\n\n<p>Les mesures\n\u00ab\u00a0\u00e9metteurs\u00a0\u00bb incluent notamment :<\/p>\n\n<ul class=\"wp-block-list\"><li>L\u2019obligation de mettre une r\u00e9ponse automatique\nd\u2019absence sur sa messagerie professionnelle.<\/li><li>La fermeture des serveurs au-del\u00e0 d\u2019une certaine\nheure<\/li><li>L\u2019alerte du service ressources humaines en cas de\nsur-connexion\u2026<\/li><\/ul>\n\n<ol class=\"wp-block-list\"><li>Usage de l\u2019internet par le salari\u00e9<\/li><\/ol>\n\n<p>L\u2019employeur\npeut limiter l\u2019acc\u00e8s \u00e0 internet \u00e0 ses salari\u00e9s. Cependant, il est compliqu\u00e9 de\nlimiter trop drastiquement l\u2019acc\u00e8s \u00e0 internet. Il est ainsi tol\u00e9r\u00e9 que le\nsalari\u00e9 utilise internet dans un but personnel tant que l\u2019usage reste\nraisonnable, ne menace pas la s\u00e9curit\u00e9 du r\u00e9seau de l\u2019entreprise et ne ralentit\npas sa productivit\u00e9. <\/p>\n\n<p>L\u2019employeur\na donc int\u00e9r\u00eat \u00e0 r\u00e9diger une charte \u00e0 l\u2019intention de ses salari\u00e9s r\u00e9gulant\nl\u2019usage d\u2019internet au travail. Cependant, m\u00eame en l\u2019absence de charte relative\n\u00e0 l\u2019usage d\u2019internet, le salari\u00e9 pourra \u00eatre licenci\u00e9 pour faute d\u00e8s lors que\nl\u2019usage d\u2019internet est d\u00e9raisonnable. <\/p>\n\n<ol class=\"wp-block-list\"><li>La mise en place de mesures de\nsurveillance du salari\u00e9<\/li><\/ol>\n\n<p>L\u2019employeur\npeut installer un syst\u00e8me de vid\u00e9osurveillance de l\u2019entreprise afin d\u2019assurer la\ns\u00e9curit\u00e9 des biens et des personnes. Il est n\u00e9cessaire de d\u00e9terminer, en amont\nde l\u2019installation de la vid\u00e9osurveillance, l\u2019objectif de la vid\u00e9osurveillance\n(s\u00e9curit\u00e9 des personnes, s\u00e9curit\u00e9 des biens, dissuasion, identification des\nauteurs d\u2019infractions etc\u2026). <\/p>\n\n<p>Les\ncam\u00e9ras ne doivent pas filmer les salari\u00e9s sur leur poste de travail ni les\nsalles de pause, les locaux syndicaux ou les toilettes. Quelques exceptions \u00e0\nce principe ont \u00e9t\u00e9 reconnues\u00a0: <\/p>\n\n<ul class=\"wp-block-list\"><li>Manipulation\nd\u2019argent par le salari\u00e9 dans le cadre de son contrat de travail, <\/li><li>Entrep\u00f4t\nstockant des biens de valeur. <\/li><\/ul>\n\n<p>Seules\nles personnes express\u00e9ment habilit\u00e9es par l\u2019employeur et dument form\u00e9es peuvent\nconsulter les vid\u00e9os. L\u2019employeur doit d\u00e9terminer la dur\u00e9e de conservation des\nimages qui doit \u00eatre en lien avec l\u2019objectif poursuivi par la\nvid\u00e9osurveillance. <\/p>\n\n<p>Si\nles cam\u00e9ras filment un lieu ouvert au public une autorisation pr\u00e9fectorale doit\n\u00eatre obtenue. <\/p>\n\n<table class=\"wp-block-table\"><tbody><tr><td>En   r\u00e9sum\u00e9\u00a0: Il est de bonne pratique de r\u00e9diger une charte num\u00e9rique (pr\u00e9voyant notamment les conditions d\u2019exercice du t\u00e9l\u00e9travail, le droit \u00e0 la d\u00e9connexion et l\u2019usage d\u2019internet) au sein de l\u2019entreprise (qui pr\u00e9voira \u00e9galement les bons r\u00e9flexes \u00e0 avoir afin de pr\u00e9server la s\u00e9curit\u00e9 informatique de l\u2019entreprise), En cas de vid\u00e9osurveillance une charte ainsi qu\u2019un marquage sp\u00e9ciaux devront \u00eatre pr\u00e9vus au sein de l\u2019entreprise.      <\/td><\/tr><\/tbody><\/table>\n","protected":false},"excerpt":{"rendered":"<p>Les salari\u00e9s travaillent de plus en plus avec des outils num\u00e9riques et \u00e0 distance. Le droit du travail et des donn\u00e9es personnelles vient les prot\u00e9ger dans le cadre de l\u2019ex\u00e9cution de leur contrat de travail. \u00c0 ce titre, le Minist\u00e8re du travail a mis en ligne le 16 janvier 2020 le Code du travail num\u00e9rique [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":1692,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[52,47,6],"tags":[],"class_list":["post-2528","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diritto-del-lavoro","category-legge-sulle-nuove-tecnologie-diritto-di-internet","category-droit-des-nouvelles-technologies-internet"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>DIRITTI DEI DIPENDENTI E DIGITALI - LBV Avocat<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/avocat-lbv.com\/it\/diritti-dei-dipendenti-e-digitali\/\" \/>\n<meta property=\"og:locale\" content=\"it_IT\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"DIRITTI DEI DIPENDENTI E DIGITALI - LBV Avocat\" \/>\n<meta property=\"og:description\" content=\"Les salari\u00e9s travaillent de plus en plus avec des outils num\u00e9riques et \u00e0 distance. 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