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Calculate several termination scenarios for this employee. We are not sure we can establish professional misconduct.
Reading the employment contract
Managerial employee — Journalism CBA
Reference salary: 3 100 €
Calculating termination scenarios
PARAMETERS
Length of service7 ans
Notice period3 mois
CBA severance8 060 €
TERMINATION SCENARIOS — JULIEN MERCIERGROSSEMPLOYEREMPLOYEEIT
SCENARIO 1 — DISMISSAL FOR PROFESSIONAL INADEQUACY
ILSeverance pay 8 060 €———
PRVNotice period (3 months) 9 300 €3 906 €2 046 €795 €
EMPLOYER COST — S121 266 €
SCENARIO 2 — MUTUAL TERMINATION
IRCMutual-termination indemnity 12 400 €3 720 €——
PRVNotice period (3 months) 9 300 €3 906 €2 046 €795 €
EMPLOYER COST — S229 326 €
SCENARIO 3 — DISMISSAL FOR GROSS MISCONDUCT
FGNo severance or notice 0 €———
EMPLOYER COST — S30 €
SETTLEMENT SIMULATIONGROSSEMPLOYEREMPLOYEETAX
SCENARIO A — IFC + DAMAGES
IFCStatutory conciliation indemnity 96 120 €———
DIDamages 21 500 €—2 085 €535 €
TOTAL COST TO COMPANY — A117 620 €
SCENARIO B — IFC + EXCEPTIONAL BONUS BACK-PAY
IFCStatutory conciliation indemnity 96 120 €———
BONUSExceptional bonus back-pay 27 000 €11 340 €5 940 €2 180 €
TOTAL COST TO COMPANY — B134 460 €
DIFFERENCE: 16 840 € IN FAVOUR OF SCENARIO A · 115 K€ NET TO EMPLOYEE IN BOTH CASES
The employee sent a sexist message to his manager. Does this justify dismissal? What procedure should we follow?
3 case-law searches running in parallel...
3 Courts of Appeal decisions accept the classification as gross misconduct for sending sexist messages, even isolated ones:
CACA Douai, 9 nov. 2023 N° 22/01784↗GROSS MISCONDUCT
CACA Versailles, 14 mars 2024 N° 23/00912↗GROSS MISCONDUCT
CACA Aix-en-Provence, 5 oct. 2023 N° 22/06331↗GROSS MISCONDUCT
ANSWER — DISMISSAL FOR GROSS MISCONDUCT: CLASSIFICATION & PROCEDURE

Sending a sexist message to his manager constitutes prohibited sexist conduct  L. 1142-2-1 C. trav.  and a breach of the duty of respect. The Courts of Appeal accept the classification of gross misconduct for comparable acts, even isolated ones    .

Procedure: precautionary suspension  L. 1332-3 C. trav., summons to a preliminary interview  L. 1232-2 C. trav., the interview, then a reasoned notice no earlier than 2 working days after the interview  L. 1232-6 C. trav.. The procedure must be started within a short time after learning of the facts  .

Poser une question…
If the facts are not materially established, what is our risk of reclassification as a dismissal without real and serious cause?
In the event of reclassification as a dismissal without real and serious cause, here is your financial exposure:
RISQUE — REQUALIFICATION LSCRS
LSCRSCompensation — Macron scale (7 years’ service, 8 months)24 800 €
PRVNotice (3 months) + employer contributions13 206 €
RISQUE TOTAL0 €