{"id":14016,"date":"2023-11-20T09:04:38","date_gmt":"2023-11-20T08:04:38","guid":{"rendered":"https:\/\/www.kanzlei-steinwachs.de\/jugements-en-droit-du-travail\/arrets-bag-2006\/dossier-personnel\/"},"modified":"2023-12-01T12:34:54","modified_gmt":"2023-12-01T11:34:54","slug":"dossier-personnel","status":"publish","type":"page","link":"https:\/\/www.kanzlei-steinwachs.de\/fr\/jugements-en-droit-du-travail\/arrets-bag-2006\/dossier-personnel\/","title":{"rendered":"Dossier personnel"},"content":{"rendered":"

[vc_row triangle_shape=\u00a0\u00bbno\u00a0\u00bb][vc_column][vc_column_text]Selon un arr\u00eat du Neuvi\u00e8me S\u00e9nat du 12 septembre 2006 ( 9 AZR 271\/06 ), l’employeur a le souci l\u00e9gitime que les dossiers du personnel qu’il tient soient complets. Selon un arr\u00eat du Neuvi\u00e8me S\u00e9nat du 12 septembre 2006 ( 9 AZR 271\/06 ), l’employeur a le souci l\u00e9gitime que les dossiers du personnel qu’il tient soient complets. En principe, l’employeur a \u00e9galement un int\u00e9r\u00eat primordial \u00e0 collecter des informations sur la personnalit\u00e9 et la sant\u00e9 du salari\u00e9 qui sont pertinentes pour la relation de travail en vue d’une utilisation ult\u00e9rieure l\u00e9gitime. Cela s’applique \u00e9galement aux preuves indiquant une d\u00e9pendance\/un trouble alcoolique de la part du salari\u00e9. De telles maladies peuvent justifier le licenciement du salari\u00e9 pour cause de maladie si le pronostic futur est n\u00e9gatif. Toutefois, l’int\u00e9r\u00eat l\u00e9gitime de l’employeur \u00e0 conserver ces informations n’inclut pas automatiquement le droit de les conserver sans protection dans le dossier du personnel. Le stockage non prot\u00e9g\u00e9 de donn\u00e9es de sant\u00e9 dans le dossier du personnel est contraire aux droits personnels g\u00e9n\u00e9raux du travailleur garantis par l’article 1 de la Loi fondamentale et l’article 2 de la Loi fondamentale. Il prot\u00e8ge contre la collecte et la diffusion d’informations sur l’\u00e9tat de sant\u00e9, l’\u00e9tat mental et le caract\u00e8re. L’employ\u00e9 a le droit de faire \u00e9liminer toute atteinte \u00e0 ses droits personnels conform\u00e9ment au. \u00a7 12, \u00a7 862, \u00a7 1004 BGB. L’employeur est donc tenu de conserver les donn\u00e9es sensibles concernant le salari\u00e9 de mani\u00e8re particuli\u00e8re. Ils doivent \u00eatre prot\u00e9g\u00e9s contre toute connaissance accidentelle. Le groupe de personnes autoris\u00e9es \u00e0 recevoir des informations doit \u00eatre limit\u00e9. Les droits de l’employeur \u00e0 la libert\u00e9 de travail conform\u00e9ment \u00e0 Art. 12 abdos. 1 GG et libert\u00e9 d’expression conform\u00e9ment \u00e0. Art. 5 abdos. 1 Phrase 1 GG ne sont pas ind\u00fbment entrav\u00e9s par ces exigences. Le dossier personnel reste complet. En principe, l’employeur doit d\u00e9cider lui-m\u00eame de la mani\u00e8re dont il garantit la protection des donn\u00e9es sensibles du personnel. Si la disposition est omise, elle suit les principes juridiques de l\u2019article 316 et de l\u2019article 264 paragraphe. 2 Phrase 2 BGB \u00e0 l’employ\u00e9.[\/vc_column_text][\/vc_column][\/vc_row][vc_row triangle_shape=\u00a0\u00bbno\u00a0\u00bb][vc_column][vc_empty_space][\/vc_column][\/vc_row]<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"

[vc_row triangle_shape=\u00a0\u00bbno\u00a0\u00bb][vc_column][vc_column_text]Selon un arr\u00eat du Neuvi\u00e8me S\u00e9nat du 12 septembre 2006 ( 9 AZR 271\/06 ), l’employeur a le souci l\u00e9gitime que les dossiers du personnel qu’il tient soient complets. Selon un arr\u00eat du Neuvi\u00e8me S\u00e9nat du 12 septembre 2006 ( 9 AZR 271\/06 ), l’employeur a le souci l\u00e9gitime que les dossiers du personnel qu’il tient soient complets. En principe, l’employeur a \u00e9galement un int\u00e9r\u00eat primordial \u00e0 collecter des informations sur la personnalit\u00e9 et la sant\u00e9 du salari\u00e9 qui sont pertinentes pour la relation de travail en vue d’une utilisation ult\u00e9rieure l\u00e9gitime. Cela s’applique \u00e9galement aux preuves indiquant une…<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":13685,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-14016","page","type-page","status-publish","hentry"],"yoast_head":"\nRechtsanwaltskanzlei in Hamburg Berlin Bremen Hannover L\u00fcbeck<\/title>\n<meta name=\"description\" content=\"Rechtsanwaltskanzlei f\u00fcr Arbeitsrecht, Arzthaftung, Mietrecht, Gewerbemietrecht ,Gastronomierecht, Immobilienrecht, Schadensersatz Yachtrecht\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.kanzlei-steinwachs.de\/fr\/jugements-en-droit-du-travail\/arrets-bag-2006\/dossier-personnel\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" 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