FPH : quelques décisions marquantes en 2006

Insuffisance professionnelle

L’insuffisance professionnelle se caractérise par diverses inaptitudes de l’agent à exercer ses fonctions et l’avis de la commission des recours ne lie pas le chef d’établissement ((CAA Nancy, 2 février 2006, Dame Adnet, n°03NC00628 et 03NC00629.)).

Discipline

La gravité des faits reprochés à un agent, s’ils sont avérés, justifie sa révocation. En l’espèce, il faut relever ici que les faits reprochés à la requérante sont nombreux et graves : retards et absences répétés injustifiés ; fonctions et tâches non respectées ; menaces et injures à l’encontre de collègues de travail ; comportement d’une vulgarité indigne d’un agent ; attitude familière à l’endroit des patients ; grave déstabilisation d’un patient ; manquement au devoir de loyauté ((CAA Paris, 2 mars 2006, dame Robalo, n°03PA04207.)).

Organisation de la carrière

La prorogation d’un stage prononcée avec effet rétroactif n’est pas illégale ((CAA Nancy, 12 janvier 2006, dame Dinet, n°04NC00543.)).

Un contrat à durée déterminée reconduit tacitement envers un attaché associé ne procure pas un contrat à durée indéterminée, mais sa résiliation en cours d’exercice entraîne le versement d’une indemnité pour préjudice financier et moral ((CAA Nancy, 26 janvier 2006, Hôpitaux universitaires de Strasbourg, n°02NC00671.)).

Congé de maladie

Le refus d’un agent de se soumettre à une contre-visite ne peut entraîner la suspension de la rémunération en application des dispositions de l’article 25 du décret du 14 mars 1986 que s’il ressort des pièces du dossier qu’il a entendu se soustraire à ce contrôle. En l’espèce, il ne ressort pas des pièces du dossier que l’agent ait entendu se soustraire à ce contrôle, dès lors qu’il n’est pas contesté que son absence était fortuite, l’intéressée n’ayant pas été prévenue du passage du médecin et s’étant rendue chez ses parents en raison de son état dépressif causé par une agression sur son lieu de travail.
En outre, le seul fait qu’elle avait quitté sa résidence sans autorisation préalable ne peut davantage justifier une telle suspension, en l’absence de toute disposition législative ou réglementaire prévoyant une telle sanction pour ce motif ((CAA Marseille, 2ème Chambre, 31 janvier 2006, Mme X, n° 01MA01794.)).

Procédure de licenciement des agents contractuels

La formalité prévue à l’article 40 du décret n° 91-155 du 6 février 1991, selon laquelle l’agent contractuel à l’encontre duquel une sanction disciplinaire est engagée a droit à la communication de l’intégralité de son dossier individuel et doit être informé par écrit de ses droits, a un caractère substantiel. La méconnaissance de cette formalité n’a pu être régularisée par la convocation de l’intéressé à un entretien préalable.
Toutefois, dès lors que le motif retenu était de nature à justifier la mesure de licenciement, l’irrégularité de la procédure n’ouvre pas droit à indemnité ((CAA Marseille, 2ème ch. 7 mars 2006, Établissement français du sang, n° 02MA022595.)).

Harcèlement moral au travail : indifférence de la faute de l’employeur

Sur le fondement de son obligation de sécurité de résultat en matière de protection de la santé et de la sécurité des travailleurs de l’entreprise, la Cour de cassation a retenu la responsabilité de l’employeur, même sans faute de sa part, pour les actes de harcèlement moral commis par un salarié à l’égard de ses subordonnés ((Cass. Soc., 21 juin 2006, n° 05-43.914, n° 1733, Lamy social, juill. 2006, n° 204, p. 5.)).
Dans un communiqué édité sur son site, la Cour de cassation indique que les actes de harcèlement moral sont nécessairement intentionnels. Ils sont « de la nature de ceux qui, fussent-ils commis dans l’intérêt, voire même sur les ordres de l’employeur, engagent la responsabilité personnelle du salarié qui s’en rend coupable à l’égard de ses subordonnés ».

Accident de service

Les ayants-droit d’un agent public hospitalier peuvent obtenir la réparation intégrale des préjudices qu’ils ont subis à la suite du décès de cet agent en lien avec une maladie professionnelle imputable à une faute de nature à engager la responsabilité du centre hospitalier l’employant ((TA Châlons-en-Champagne, 19 sept. 2006, Consorts Pilardeau, n° 0102456, AJDA, 11 déc. 2006, p. 2348.)).

Exposé en permanence aux poussières de bois dans l’atelier de menuiserie, l’ouvrier professionnel qualifié est décédé d’un cancer du sinus droit, affection bien connue puisqu’elle figure au tableau n°47 des maladies professionnelles annexé au code de la sécurité sociale. Ainsi que l’a suggéré le commissaire du gouvernement dans ses conclusions, le tribunal a fait application de la jurisprudence Mme Moya-Caville ((CE, 4 juillet 2003, AJDA 2003, p. 1598, chron. F. Donnat et D. Casas, notamment.)) : désormais, les agents titulaires d’une pension d’invalidité (ou leurs ayants droit) peuvent, d’une part, sur le fondement de la responsabilité sans faute, demander la réparation des préjudices non couverts par la pension (souffrances physiques et morales, troubles dans les conditions d’existence) et, d’autre part, sur le fondement de la responsabilité pour faute (simple), demander la réparation intégrale de l’ensemble du dommage subi.

Les congés maladie ou maternité ne peuvent donner lieu à des jours de RTT

Le tribunal administratif de Besançon, se prononçant sur une requête du syndicat Force ouvrière du CHU, a estimé que les congés maladie ou maternité ne constituaient pas du travail effectif et donc ne pouvaient ouvrir droit à des jours de réduction du temps de travail (RTT).

Il a refusé d’annuler la décision du directeur général du CHU et a estimé que le CHU n’avait pas à rétablir des « droits antérieurs » en matière d’heures ou de jours supplémentaires de repos au titre de la RTT ((TA Besançon, 19 déc. 2006, Syndicat Force ouvrière du centre hospitalier universitaire (CHU) de Besançon, n° 0401621.)).

« Ce jugement est intéressant dans la mesure où il lève une ambiguïté relative à la notion de temps de travail effectif, seul ce dernier pouvant ouvrir droit à des jours de RTT », commente la FHF sur son site internet. « Si les agents en congé maladie, maternité… sont bien en position d’activité, ils ne sont pas en travail effectif », ajoute-t-elle.

Sanction disciplinaire : des faits nécessairement avérés de manière suffisante

Une sanction disciplinaire doit reposer sur des faits suffisamment avérés et établis sinon elle s’expose à la censure des juges. C’est le cas de deux espèces jugées le même jour par la Cour administrative d’appel de Nancy. Dans les deux cas, les juges ont considéré que les faits reprochés n’étaient pas suffisamment établis et ont annulé la sanction de révocation pour l’un et d’exclusion temporaire de deux ans pour l’autre ((CAA Nancy, 4 août 2006, CH de Verdun, n° 04NC01080 ; CAA Nancy, 4 août 2006, institut de rééducation de Montmédy, n° 05NC00080.)).

Élections aux commissions administratives paritaires

Se fondant sur l’article 41 du décret n° 2003-655 du 18 juillet 2003, la Cour administrative d’appel de Nancy a jugé qu’en l’absence du quorum de 40 % des votants lors du premier tour aux élections aux commissions administratives paritaires, les candidatures présentées par une organisation syndicale doivent être considérées comme maintenues au deuxième tour ((CAA Nancy, 4 août 2006, Syndicat départemental CFDT des services de santé et des services sociaux de Moselle, n° 04NC00989.)).

Des licenciements à répétition en violation obstinée de la chose jugée !

Le tribunal administratif de Paris avait annulé le licenciement du directeur du service informatique de l’établissement public de santé de Ville-Evrard, M. Jean-Luc Tinland, qui était intervenu sans communication du dossier et sans faits établis. Le requérant a été réintégré après annulation du licenciement prononcé à son encontre. Un nouveau licenciement a prononcé contre lui après communication du dossier pour les mêmes faits sans tenir compte toutefois de l’inexactitude matérielle des faits relevée par les premiers juges. Le tribunal administratif de Cergy-Pontoise a annulé le second licenciement pour non-respect de l’autorité de la chose jugée, jugement confirmé en appel par la cour administrative d’appel de Versailles. En effet, il ressort de l’arrêté que l’administration doit respecter l’autorité de la chose jugée qui s’attache au dispositif d’un jugement et aux motifs qui en sont le soutien nécessaire. Ce principe s’opposait donc à ce que l’administration prît une nouvelle décision reposant sur les mêmes faits que la décision précédemment annulée pour licencier le requérant ((CAA Versailles, 11 juill. 2006, Établissement public de santé de Ville-Evrard, n°05VE01747)).

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