{"id":2451,"date":"2023-05-12T17:00:40","date_gmt":"2023-05-12T15:00:40","guid":{"rendered":"https:\/\/www.sn-pweb.fr\/?p=2451"},"modified":"2023-10-16T11:27:51","modified_gmt":"2023-10-16T09:27:51","slug":"breves-de-mai-2023-partie-2","status":"publish","type":"post","link":"https:\/\/www.sn-pweb.fr\/?p=2451","title":{"rendered":"Br\u00e8ves de Mai 2023 partie 2"},"content":{"rendered":"<p>[et_pb_section fb_built=\u00a0\u00bb1&Prime; admin_label=\u00a0\u00bbsection\u00a0\u00bb _builder_version=\u00a0\u00bb4.16&Prime; background_color=\u00a0\u00bbRGBA(0,0,0,0)\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbpost_content\u00a0\u00bb][et_pb_row admin_label=\u00a0\u00bbrow\u00a0\u00bb _builder_version=\u00a0\u00bb4.16&Prime; background_size=\u00a0\u00bbinitial\u00a0\u00bb background_position=\u00a0\u00bbtop_left\u00a0\u00bb background_repeat=\u00a0\u00bbrepeat\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbpost_content\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4&Prime; _builder_version=\u00a0\u00bb4.16&Prime; custom_padding=\u00a0\u00bb|||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb custom_padding__hover=\u00a0\u00bb|||\u00a0\u00bb theme_builder_area=\u00a0\u00bbpost_content\u00a0\u00bb][et_pb_image src=\u00a0\u00bbhttps:\/\/www.sn-pweb.fr\/wp-content\/uploads\/2021\/09\/2109_SNP-VisuelActu3.png\u00a0\u00bb title_text=\u00a0\u00bb2109_SNP-VisuelActu3&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbpost_content\u00a0\u00bb][\/et_pb_image][et_pb_text admin_label=\u00a0\u00bbText\u00a0\u00bb _builder_version=\u00a0\u00bb4.16&Prime; background_size=\u00a0\u00bbinitial\u00a0\u00bb background_position=\u00a0\u00bbtop_left\u00a0\u00bb background_repeat=\u00a0\u00bbrepeat\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb theme_builder_area=\u00a0\u00bbpost_content\u00a0\u00bb]<\/p>\n<p style=\"font-weight: 400;\"><strong><u><span>Augmentation du SMIC au 1<sup>er<\/sup> mai 2023 confirm\u00e9e<\/span><\/u><\/strong><\/p>\n<p style=\"font-weight: 400;\"><span>\u00a0<\/span><\/p>\n<p style=\"font-weight: 400;\"><span>Cons\u00e9quence d\u2019une inflation sup\u00e9rieure \u00e0 2% entre novembre 2022 et mars 2023, <strong>le SMIC augmente au 1<sup>er<\/sup> mai 2023<\/strong><\/span><\/p>\n<p style=\"font-weight: 400;\"><span>Ainsi par <\/span><a href=\"https:\/\/www.legifrance.gouv.fr\/jorf\/id\/JORFTEXT000047495817\"><span>arr\u00eat\u00e9 du 26 avril 2023\u00a0<\/span><\/a><span>:<\/span><\/p>\n<p style=\"font-weight: 400;\">\u00e8<span>Le SMIC augmente de 2,22% au 1<sup>er<\/sup> mai 2023<\/span><\/p>\n<p style=\"font-weight: 400;\">\u00e8<span>Il passe de 11,27\u20ac\/heure \u00e0 <strong>11,52\u20ac\/heure<\/strong> (soit 1747,24\u20ac base 151,67h)<\/span><\/p>\n<p style=\"font-weight: 400;\">\u00e8<span>Le <strong>minimum garanti<\/strong> (pour calculer les avantages en nature repas dans le secteur des HCR) <strong>passe \u00e0 4,10\u20ac<\/strong><\/span><\/p>\n<p style=\"font-weight: 400;\"><span>\u00a0<\/span><\/p>\n<p style=\"font-weight: 400;\"><span>\u00a0<\/span><\/p>\n<p style=\"font-weight: 400;\"><strong><u><span>Activit\u00e9 partielle \u2013 augmentation des montants plancher<\/span><\/u><\/strong><\/p>\n<p style=\"font-weight: 400;\"><span>\u00a0<\/span><\/p>\n<p style=\"font-weight: 400;\"><span>Cons\u00e9quence de la hausse du SMIC, le <\/span><a href=\"https:\/\/www.legifrance.gouv.fr\/jorf\/id\/JORFTEXT000047506276\"><span>D\u00e9cret n\u00b0 2023-322 du 28 avril 2023<\/span><\/a><span> fixe les nouveaux taux d\u2019indemnisation plancher pour les allocations vers\u00e9es dans le cadre de l\u2019activit\u00e9 partielle\u00a0(hors Mayotte) :<\/span><\/p>\n<ul style=\"font-weight: 400;\">\n<li><span>Activit\u00e9 partielle : le taux horaire de l\u2019allocation rembours\u00e9e \u00e0 l\u2019employeur passe de 8,03\u20ac \u00e0 <strong>8,21\u20ac<\/strong><\/span><\/li>\n<li><span>Activit\u00e9 partielle de longue dur\u00e9e\u00a0: il passe de 8,92\u20ac \u00e0 <strong>9,12\u20ac<\/strong><\/span><\/li>\n<\/ul>\n<p style=\"font-weight: 400;\"><span>Les montants sont applicables au 1<sup>er<\/sup> mai 2023<\/span><\/p>\n<p style=\"font-weight: 400;\"><span>\u00a0<\/span><\/p>\n<p style=\"font-weight: 400;\"><span>\u00a0<\/span><\/p>\n<p style=\"font-weight: 400;\"><strong><u><span>Aides au poste pour les entreprises adapt\u00e9es \u2013 nouveaux montants<\/span><\/u><\/strong><\/p>\n<p style=\"font-weight: 400;\"><span>\u00a0<\/span><\/p>\n<p style=\"font-weight: 400;\"><span>L\u2019<\/span><a href=\"https:\/\/www.legifrance.gouv.fr\/jorf\/id\/JORFTEXT000047476869\"><span>arr\u00eat\u00e9 du 3 f\u00e9vrier 2023<\/span><\/a> fixe les montants des aides financi\u00e8res susceptibles d&rsquo;\u00eatre attribu\u00e9s aux entreprises adapt\u00e9es hors exp\u00e9rimentation.<\/p>\n<p style=\"font-weight: 400;\">Ces montants sont revaloris\u00e9s suite \u00e0 l\u2019augmentation du SMIC au 1<sup>er<\/sup> janvier<\/p>\n<p style=\"font-weight: 400;\">La revalorisation est effective au 1<sup>er<\/sup> janvier 2023<\/p>\n<p style=\"font-weight: 400;\"><a href=\"https:\/\/www.centre-inffo.fr\/site-droit-formation\/actualites-droit\/revalorisation-des-aides-en-faveur-des-entreprises-adaptees\"><span>Centre-inffo.fr &#8211; Revalorisation des aides en faveur des entreprises adapt\u00e9es hors exp\u00e9rimentation<\/span><\/a><\/p>\n<p style=\"font-weight: 400;\"><span>\u00a0<\/span><\/p>\n<p style=\"font-weight: 400;\"><span>\u00a0<\/span><\/p>\n<p style=\"font-weight: 400;\"><strong><u><span>Proposition de loi en cours\u00a0: des absences sp\u00e9cifiques pour douleurs menstruelles, endom\u00e9triose, ou suite \u00e0 une fausse couche<\/span><\/u><\/strong><\/p>\n<p style=\"font-weight: 400;\"><span>\u00a0<\/span><\/p>\n<p style=\"font-weight: 400;\"><span>Une <\/span><a href=\"https:\/\/www.senat.fr\/leg\/ppl22-537.html\"><span>proposition de loi a \u00e9t\u00e9 d\u00e9pos\u00e9e au S\u00e9nat le 18 avril 2023<\/span><\/a><span> (il ne s\u2019agit pour l\u2019heure que d\u2019une proposition) et pourrait d\u00e9boucher sur des mesures int\u00e9ressant la paie et les RH, puisqu\u2019elle pr\u00e9voit notamment\u00a0:<\/span><\/p>\n<ul style=\"font-weight: 400;\">\n<li><span>Un arr\u00eat maladie sp\u00e9cifique en cas de douleurs menstruelles (sans jour de carence s\u00e9curit\u00e9 sociale)<\/span><\/li>\n<li><span>Un recours facilit\u00e9 au t\u00e9l\u00e9travail pour les femmes souffrant de r\u00e8gles douloureuses<\/span><\/li>\n<li><span>Un cong\u00e9 pour \u00e9v\u00e8nement familial de 5 jours ouvrables pour la femme ayant subi une fausse couche, ainsi que son conjoint<\/span><\/li>\n<\/ul>\n<p style=\"font-weight: 400;\"><a href=\"https:\/\/rfsocial.grouperf.com\/actu\/51843.html\"><span>RF Social &#8211; Une proposition de loi en faveur des femmes souffrant de douleurs menstruelles, d\u2019endom\u00e9triose, ou ayant subi une fausse couche<\/span><\/a><\/p>\n<p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Augmentation du SMIC au 1er mai 2023 confirm\u00e9e \u00a0 Cons\u00e9quence d\u2019une inflation sup\u00e9rieure \u00e0 2% entre novembre 2022 et mars 2023, le SMIC augmente au 1er mai 2023 Ainsi par arr\u00eat\u00e9 du 26 avril 2023\u00a0: \u00e8Le SMIC augmente de 2,22% au 1er mai 2023 \u00e8Il passe de 11,27\u20ac\/heure \u00e0 11,52\u20ac\/heure (soit 1747,24\u20ac base 151,67h) \u00e8Le [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":2254,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"<!-- wp:paragraph -->\n<p>Une question r\u00e9currente&nbsp;: celle du droit des salari\u00e9s en situation de t\u00e9l\u00e9travail au b\u00e9n\u00e9fice des titres-restaurant, lorsqu\u2019un tel dispositif existe dans l\u2019entreprise.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Le minist\u00e8re du travail a donn\u00e9 en ligne son avis \u00e0 l\u2019occasion du&nbsp;<a href=\"https:\/\/travail-emploi.gouv.fr\/le-ministere-en-action\/coronavirus-covid-19\/questions-reponses-par-theme\/article\/teletravail\">question-r\u00e9ponses sur le t\u00e9l\u00e9travail<\/a>.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>L\u2019administration rappelle qu\u2019en principe, au nom de l\u2019\u00e9galit\u00e9 de traitement, les t\u00e9l\u00e9travailleurs peuvent pr\u00e9tendre au b\u00e9n\u00e9fice des titres-restaurant&nbsp;:<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p><em>En application du principe g\u00e9n\u00e9ral d\u2019\u00e9galit\u00e9 de traitement entre salari\u00e9s, les t\u00e9l\u00e9travailleurs b\u00e9n\u00e9ficient des m\u00eames droits et avantages l\u00e9gaux et conventionnels que ceux applicables aux salari\u00e9s en situation comparable travaillant dans les locaux de l\u2019entreprise. Il s\u2019agit d\u2019une r\u00e8gle d\u2019ordre public rappel\u00e9e par l\u2019Ani du 19 juillet 2005 (art. 4) et reprise dans le code du travail : \u00ab le t\u00e9l\u00e9travailleur a les m\u00eames droits que le salari\u00e9 qui ex\u00e9cute son travail dans les locaux de l\u2019entreprise \u00bb (L. 1222-9).<\/em><\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p><em>D\u00e8s lors que les salari\u00e9s exer\u00e7ant leur activit\u00e9 dans les locaux de l\u2019entreprise b\u00e9n\u00e9ficient des titres-restaurant, les t\u00e9l\u00e9travailleurs doivent aussi en recevoir si leurs conditions de travail sont \u00e9quivalentes. L\u2019attribution d\u2019un titre restaurant \u00e9tant seulement conditionn\u00e9e \u00e0 ce que le repas du salari\u00e9 soit compris dans son horaire de travail journalier (R. 3262-7), les t\u00e9l\u00e9travailleurs recevront un titre restaurant par jour travaill\u00e9 d\u00e8s lors que leur journ\u00e9e de travail recouvre, \u00ab 2 vacations entrecoup\u00e9es d\u2019une pause r\u00e9serv\u00e9e \u00e0 la prise d\u2019un repas \u00bb (ex. : salari\u00e9 travaillant de 9 \u00e0 17 heures).<\/em><\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p><em>Si les titres-restaurant constituent un avantage consenti par l\u2019employeur qui b\u00e9n\u00e9ficie des exon\u00e9rations fiscales et sociales a l\u2019instar des remboursements de frais professionnels, leur octroi n\u2019est pour autant pas conditionn\u00e9 \u00e0 l\u2019existence d\u2019une d\u00e9pense suppl\u00e9mentaire et inh\u00e9rente \u00e0 l\u2019emploi engag\u00e9e par le salari\u00e9.<\/em><\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Cependant elle apporte une nuance \u00e0 ce principe, en rappelant que, n\u2019\u00e9tant pas un dispositif r\u00e9sultant d\u2019une obligation l\u00e9gale, l\u2019attribution du titre-restaurant est parfois subordonn\u00e9, dans l\u2019entreprise, \u00e0 un certain nombre de crit\u00e8res n\u2019\u00e9tant pas forc\u00e9ment li\u00e9s aux seuls horaires de travail, par exemple l\u2019\u00e9loignement du lieu de travail par rapport au domicile, \u00e0 condition que ces crit\u00e8res soient objectifs&nbsp;:<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p><em>Toutefois, le titre restaurant est un avantage consenti par l\u2019employeur qui ne r\u00e9sulte d\u2019aucune obligation l\u00e9gale ; il n\u2019est donc pas interdit de subordonner l\u2019attribution de cet avantage \u00e0 certains crit\u00e8res \u00e0 condition qu\u2019ils soient objectifs, c\u2019est-\u00e0-dire des crit\u00e8res qui s\u2019appliquent autant aux t\u00e9l\u00e9travailleurs qu\u2019aux salari\u00e9s travaillant dans l\u2019entreprise. Ainsi, l\u2019employeur peut diff\u00e9rencier l\u2019attribution des titres repas en fonction de l\u2019\u00e9loignement du travail par rapport au domicile, d\u00e8s lors que cette diff\u00e9renciation est fond\u00e9e sur un crit\u00e8re objectif, c\u2019est-\u00e0-dire la distance s\u00e9parant le lieu du travail du domicile (Cass. soc., 22 janv. 1992, n\u00b0 88-40.938 ; CA N\u00eemes, 27 mars 2012, n\u00b010-4144).<\/em><\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p><em>Un accord collectif de travail, existant ou \u00e0 n\u00e9gocier, pourrait pr\u00e9voir des stipulations particuli\u00e8res en mati\u00e8re d\u2019octroi de titres-restaurant, assurant un mode d\u2019organisation en t\u00e9l\u00e9travail qui tienne compte le mieux possible de la situation propre \u00e0 chaque activit\u00e9, \u00e0 chaque service et \u00e0 chaque salari\u00e9, sous r\u00e9serve du respect du principe d\u2019\u00e9galit\u00e9 de traitement entre le salari\u00e9 qui ex\u00e9cute son travail en t\u00e9l\u00e9travail et celui qui l\u2019ex\u00e9cute dans les locaux de l\u2019entreprise (L. 1222-9).<\/em><\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Reste \u00e0 s\u2019assurer que les crit\u00e8res retenus, le cas \u00e9ch\u00e9ant, soient suffisamment objectifs et valables.<\/p>\n<!-- \/wp:paragraph -->","_et_gb_content_width":"","inline_featured_image":false,"footnotes":""},"categories":[14],"tags":[],"class_list":["post-2451","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-poste"],"_et_post_bg_color":"#ffffff","_et_post_bg_layout":"light","_et_pb_show_title":"on","_dp_original":"2407","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.0 - 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