Regards croisés sur la délicate gestion quotidienne du handicap

Flickr - Creative  commons - Handicap sign / par SterlicDeux décisions judiciaires récentes. Deux solutions différentes. Un même cadre : celui du handicap en institution spécialisée.

La première peut se résumer succinctement de la façon suivante. Après voir envoyé un jeune handicapé seul, dans le froid, casser des pierres, un moniteur d’atelier est licencié pour faute grave. Les juges du fond, en l’absence de perturbation causée à l’intéressé ou à d’autres membres du groupe témoins des faits, considèrent cette rupture comme sans cause réelle et sérieuse.

La Cour de cassation ne l’entend pas de cette oreille et réforme la décision des magistrats versaillais. En effet, le fait pour un salarié chargé de l’insertion de travailleurs handicapés que leur état rendait vulnérables d’infliger à l’un d’eux, sans justification, un traitement spécifique, humiliant et dégradant est bien constitutif d’une faute grave justifiant en dépit de son ancienneté, la rupture immédiate des relations contractuelles.

La seconde aboutit à la solution inverse. Le licenciement pour faute grave d’une aide médico-psychologique après avoir giflé un adolescent lourdement handicapé a été considéré par les juges du fond comme dépourvu de cause réelle et sérieuse.

Cette décision a été confirmée par la Cour de casation, le geste de l’intéressée ayant été provoqué par l’attitude du jeune résident qui l’avait agrippée au bras, avait refusé de la lâcher et lui avait enfoncé les ongles dans la peau. Ces faits, au regard du comportement jusque-là irréprochable de cette salariée justifiant de 13 ans d’ancienneté, n’étaient pas de nature à rendre impossible son maintien dans l’entreprise mais ne constituaient pas non plus une cause réelle et sérieuse du licenciement.


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