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{"id":1677,"date":"2013-05-08T20:54:33","date_gmt":"2013-05-08T18:54:33","guid":{"rendered":"http:\/\/travail.avocat-broquet.fr\/?page_id=1677"},"modified":"2013-05-08T20:54:33","modified_gmt":"2013-05-08T18:54:33","slug":"la-situation-du-salarie-en-conge-individuel-de-formation","status":"publish","type":"page","link":"https:\/\/avocat-broquet.fr\/travail\/formation-professionnelle\/formation-continue\/le-conge-individuel-de-formation-cif\/la-situation-du-salarie-en-conge-individuel-de-formation\/","title":{"rendered":"La situation du salari\u00e9 en cong\u00e9 individuel de formation (CIF)"},"content":{"rendered":"La situation du salari\u00e9 en CIF<\/b> vis-\u00e0-vis de l’organisme de formation<\/b><\/h2>\n
Le salari\u00e9 doit respecter les conditions de travail et la discipline de l’organisme de formation en se pliant, notamment, \u00e0 son r\u00e8glement int\u00e9rieur.<\/p>\n
En cas de sanction, l’employeur et l’Opacif qui a pris en charge la formation doivent \u00eatre inform\u00e9s de la sanction prise.<\/p>\n
Le salari\u00e9 est tenu de suivre son stage dans son int\u00e9gralit\u00e9. Il ne peut que s’absenter pour des motifs valables (maladie, maternit\u00e9…).<\/p>\n
En cas d’absences injustifi\u00e9es, il peut \u00eatre renvoy\u00e9. Dans ce cas, il perd ses droits \u00e0 la prise en charge de sa r\u00e9mun\u00e9ration.<\/p>\n
La situation du salari\u00e9 en CIF<\/b> vis<\/b>–<\/b>\u00e0<\/b>–<\/b>vis de l’employeur<\/b><\/h2>\n
Le contrat de travail est suspendu pendant toute la dur\u00e9e du CIF. Le salari\u00e9 conserve n\u00e9anmoins les droits d\u00e9coulant de son appartenance \u00e0 l’entreprise (anciennet\u00e9, droit aux cong\u00e9s pay\u00e9s). Il reste \u00e9lecteur et \u00e9ligible aux \u00e9lections des repr\u00e9sentants du personnel.<\/p>\n
De m\u00eame, le salari\u00e9 reste affili\u00e9 et couvert par les r\u00e9gimes de S\u00e9curit\u00e9 sociale dont il relevait avant son d\u00e9part.<\/p>\n
Le salari\u00e9 peut \u00eatre licenci\u00e9 pendant son CIF \u00e0 condition que ce licenciement ne soit pas motiv\u00e9 par le CIF lui-m\u00eame. Ainsi l’employeur ne peut licencier l’int\u00e9ress\u00e9 parce qu’il est incapable de suivre la formation choisie, qu’il a abandonn\u00e9 son stage ou m\u00eame en raison de sanctions disciplinaires ou d’un renvoi prononc\u00e9 par l’orga\u00adnisme de formation.<\/p>\n
\u00c0 l’issue de son CIF, le salari\u00e9 doit \u00eatre r\u00e9int\u00e9gr\u00e9 dans son poste de travail ou, \u00e0 d\u00e9faut, dans un emploi \u00e9quivalent.<\/p>\n
Le salari\u00e9 qui abandonne sa formation avant son terme peut demander sa r\u00e9int\u00e9gra\u00adtion anticip\u00e9e dans l’entreprise mais l’employeur n’est pas tenu de l’accepter.<\/p>\n","protected":false},"excerpt":{"rendered":"
La situation du salari\u00e9 en CIF vis-\u00e0-vis de l’organisme de formation Le salari\u00e9 doit respecter les conditions de travail et la discipline de l’organisme de formation en se pliant, notamment, \u00e0 son r\u00e8glement int\u00e9rieur. En cas de sanction, l’employeur et l’Opacif qui a pris en charge la formation doivent \u00eatre […]<\/p>\n","protected":false},"author":1,"featured_media":3560,"parent":1671,"menu_order":0,"comment_status":"open","ping_status":"open","template":"","meta":{"footnotes":""},"class_list":["post-1677","page","type-page","status-publish","has-post-thumbnail","hentry"],"yoast_head":"\n
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