[fusion_builder_container hundred_percent=\u00a0\u00bbno\u00a0\u00bb equal_height_columns=\u00a0\u00bbno\u00a0\u00bb menu_anchor=\u00a0\u00bb\u00a0\u00bb hide_on_mobile=\u00a0\u00bbsmall-visibility,medium-visibility,large-visibility\u00a0\u00bb class=\u00a0\u00bb\u00a0\u00bb id=\u00a0\u00bb\u00a0\u00bb background_color=\u00a0\u00bb\u00a0\u00bb background_image=\u00a0\u00bb\u00a0\u00bb background_position=\u00a0\u00bbcenter center\u00a0\u00bb background_repeat=\u00a0\u00bbno-repeat\u00a0\u00bb fade=\u00a0\u00bbno\u00a0\u00bb background_parallax=\u00a0\u00bbnone\u00a0\u00bb parallax_speed=\u00a0\u00bb0.3″ video_mp4=\u00a0\u00bb\u00a0\u00bb video_webm=\u00a0\u00bb\u00a0\u00bb video_ogv=\u00a0\u00bb\u00a0\u00bb video_url=\u00a0\u00bb\u00a0\u00bb video_aspect_ratio=\u00a0\u00bb16:9″ video_loop=\u00a0\u00bbyes\u00a0\u00bb video_mute=\u00a0\u00bbyes\u00a0\u00bb overlay_color=\u00a0\u00bb\u00a0\u00bb video_preview_image=\u00a0\u00bb\u00a0\u00bb border_size=\u00a0\u00bb\u00a0\u00bb border_color=\u00a0\u00bb\u00a0\u00bb border_style=\u00a0\u00bbsolid\u00a0\u00bb padding_top=\u00a0\u00bb\u00a0\u00bb padding_bottom=\u00a0\u00bb\u00a0\u00bb padding_left=\u00a0\u00bb\u00a0\u00bb padding_right=\u00a0\u00bb\u00a0\u00bb][fusion_builder_row][fusion_builder_column type=\u00a0\u00bb1_1″ layout=\u00a0\u00bb1_1″ background_position=\u00a0\u00bbleft top\u00a0\u00bb background_color=\u00a0\u00bb\u00a0\u00bb border_size=\u00a0\u00bb\u00a0\u00bb border_color=\u00a0\u00bb\u00a0\u00bb border_style=\u00a0\u00bbsolid\u00a0\u00bb border_position=\u00a0\u00bball\u00a0\u00bb spacing=\u00a0\u00bbyes\u00a0\u00bb background_image=\u00a0\u00bb\u00a0\u00bb background_repeat=\u00a0\u00bbno-repeat\u00a0\u00bb padding_top=\u00a0\u00bb\u00a0\u00bb padding_right=\u00a0\u00bb\u00a0\u00bb padding_bottom=\u00a0\u00bb\u00a0\u00bb padding_left=\u00a0\u00bb\u00a0\u00bb margin_top=\u00a0\u00bb0px\u00a0\u00bb margin_bottom=\u00a0\u00bb0px\u00a0\u00bb class=\u00a0\u00bb\u00a0\u00bb id=\u00a0\u00bb\u00a0\u00bb animation_type=\u00a0\u00bb\u00a0\u00bb animation_speed=\u00a0\u00bb0.3″ animation_direction=\u00a0\u00bbleft\u00a0\u00bb hide_on_mobile=\u00a0\u00bbsmall-visibility,medium-visibility,large-visibility\u00a0\u00bb center_content=\u00a0\u00bbno\u00a0\u00bb last=\u00a0\u00bbno\u00a0\u00bb min_height=\u00a0\u00bb\u00a0\u00bb hover_type=\u00a0\u00bbnone\u00a0\u00bb link=\u00a0\u00bb\u00a0\u00bb][fusion_text columns=\u00a0\u00bb\u00a0\u00bb column_min_width=\u00a0\u00bb\u00a0\u00bb column_spacing=\u00a0\u00bb\u00a0\u00bb rule_style=\u00a0\u00bbdefault\u00a0\u00bb rule_size=\u00a0\u00bb\u00a0\u00bb rule_color=\u00a0\u00bb\u00a0\u00bb hide_on_mobile=\u00a0\u00bbsmall-visibility,medium-visibility,large-visibility\u00a0\u00bb class=\u00a0\u00bb\u00a0\u00bb id=\u00a0\u00bb\u00a0\u00bb]<\/p>\n
L’inspecteur du travail doit s’assurer notamment, de l’application de la l\u00e9gislation du travail. Par principe, tous les salari\u00e9s peuvent faire appel \u00e0 lui. Principe naturellement limit\u00e9, l\u2019inspecteur du travail ne doit pas \u00eatre saisi en toute circonstance, il peut arriver qu\u2019un salari\u00e9 se sente victime d’une injustice sur son lieu de travail, alors que la situation est l\u00e9galement possible.<\/p>\n
Outre une mission d’information permanente du ministre charg\u00e9 du travail qui lui incombe en application de l’article R 8112-5 du Code du travail, l’inspection du travail exerce une activit\u00e9 de contr\u00f4le ainsi qu’une mission de conseil et de conciliation en vue de la pr\u00e9vention et du r\u00e8glement des conflits.<\/p>\n
L’inspection du travail peut th\u00e9oriquement intervenir et formuler des observations \u00e9crites pour toute violation du droit du travail, mais elle ne peut intervenir avec un moyen de contrainte (proc\u00e8s-verbal d’infraction ou demande de r\u00e9gularisation avec \u00ab\u00a0menace\u00a0\u00bb de proc\u00e8s-verbal si elle n’est pas r\u00e9alis\u00e9e) que si le manquement concern\u00e9 constitue une infraction p\u00e9nale.<\/p>\n
Par ailleurs, la loi lui conf\u00e8re dans certains domaines un pouvoir de d\u00e9cision et s’il constate une infraction, il peut mettre en demeure l\u2019employeur pour r\u00e9gulariser la situation.<\/p>\n
L\u2019inspecteur du travail peut \u00eatre saisi en pr\u00e9sence d\u2019un travail dissimul\u00e9, de discrimination, de non-respect des r\u00e8gles de dur\u00e9e maximales du travail, r\u00e8gles relatives \u00e0 la sant\u00e9, travail dissimul\u00e9. Ainsi, le champ d\u2019action peut concerner tant les conditions de travail que les relations individuelles et collectives de travail.<\/p>\n
En revanche, l\u2019inspecteur du travail ne peut pas \u00eatre saisi dans certaines situations, notamment lorsqu\u2019il s\u2019agit d\u2019une comp\u00e9tence du Conseil de prud\u2019hommes et seule une action devant cette juridiction devra \u00eatre envisag\u00e9e (Tel est le cas pour le non-respect d\u2019une proc\u00e9dure de licenciement, pour la contestation d\u2019un licenciement ou encore le non-respect d’une clause du contrat de travail).<\/p>\n
En amont, lorsqu\u2019il existe des repr\u00e9sentants du personnel, il convient de leur faire part des difficult\u00e9s rencontr\u00e9es par le salari\u00e9 sur l\u2019ex\u00e9cution du contrat de travail.<\/p>\n
La saisine de l\u2019inspection du travail peut \u00eatre effectu\u00e9e par courrier \u00e0 l\u2019inspection du travail comp\u00e9tente dont d\u00e9pend l\u2019entreprise, l\u2019employeur ne sera pas inform\u00e9 de la d\u00e9marche.[\/fusion_text][\/fusion_builder_column][\/fusion_builder_row][\/fusion_builder_container]<\/p>\n","protected":false},"excerpt":{"rendered":"
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