Jump to content

Arret maladie


Recommended Posts

I hope this the right place for this post, as it is a health issue as well. I have a CDI contract, and work as a delivery driver. In Feb last year, I hurt my back, and in July I had an operation. I am much better, had an appointment with the doctor at CPAM, who are stopping my money at the beginning of March. Tomorrow I have an appointment with the work's doctor who will decide if i am fit enough to return to work or not. Anyway, there are 3 options, I am fit to go back to my previous post, I am not fit, but can take another role in the company, or none of these and become part of COTOREP, as handicapped. Yesterday, I went to see my boss to explain the situation, and for him, the best option is COTOREP, as he needs to have a proportion of disabled people working in the company. For me it is to return to my job as normal. Now, my question is, has he an obligation to let me return to my job, and could he say there is no job for me and effectively make me redundant? I have a good relationship with him, but our interests differ. He also said to me that if I am off sick longer than I vave worked there, he can basically show me the door. However, I have one week on my side.

Sorry for going on, but any sound advice is much appreciated, by the way it is not classified as an accident at work.
Link to comment
Share on other sites

This might help (in French):

[quote]L’employeur ne peut licencier le salarié pendant la

période de suspension de contrat sauf faute grave ou impossibilité de

maintenir le contrat pour un motif étranger à l’accident du travail.

Lors de la reprise du travail, si le salarié est reconnu

apte par le médecin du travail, il doit retrouver son emploi ou un

emploi similaire assorti d’une rémunération équivalente.

Si le salarié est déclaré inapte, l’employeur doit lui

proposer un emploi adapté à ses aptitudes et aussi comparable que

possible à l’emploi occupé auparavant même s’il doit pour cela mettre en

œuvre des mesures telles que transformation du poste ou aménagement du

poste. S’il ne peut proposer un autre poste, l’employeur est tenu de

faire connaître par écrit les motifs qui empêchent le reclassement. Si

le salarié n’est pas reclassé à l’issue d’un délai d’un mois à compter

de la date de l’examen de reprise du travail ou s’il n’est pas licencié,

l’employeur est tenu de lui verser son salaire.

En cas de refus par le salarié du poste proposé ou

d’impossibilité de reclassement, l’employeur ne peut prononcer le

licenciement que s’il justifie cette impossibilité.




http://www.travail-emploi-sante.gouv.fr/ ... l-accident-du-travail-l-accident,1055.html

Link to comment
Share on other sites

Create an account or sign in to comment

You need to be a member in order to leave a comment

Create an account

Sign up for a new account in our community. It's easy!

Register a new account

Sign in

Already have an account? Sign in here.

Sign In Now

  • Create New...