{"id":14061,"date":"2023-11-20T09:14:22","date_gmt":"2023-11-20T08:14:22","guid":{"rendered":"https:\/\/www.kanzlei-steinwachs.de\/jugements-en-droit-du-travail\/arrets-bag-2006\/handicap-grave\/"},"modified":"2023-12-01T13:09:13","modified_gmt":"2023-12-01T12:09:13","slug":"handicap-grave","status":"publish","type":"page","link":"https:\/\/www.kanzlei-steinwachs.de\/fr\/jugements-en-droit-du-travail\/arrets-bag-2006\/handicap-grave\/","title":{"rendered":"Handicap grave"},"content":{"rendered":"<div class=\"wpb-content-wrapper\"><p>[vc_row triangle_shape=\u00a0\u00bbno\u00a0\u00bb][vc_column][vc_column_text]Conform\u00e9ment \u00e0 l&rsquo;article 81 al. 2 Phrase 2 n\u00b0 2 SGB IX aF, un candidat gravement handicap\u00e9 qui a \u00e9t\u00e9 d\u00e9savantag\u00e9 lors de son embauche en raison de son grave handicap a droit \u00e0 une indemnisation appropri\u00e9e. \u00a7 81 al. 2 Phrase 2 No. 3 Phrase 1 SGB IX aF limite le droit \u00e0 une indemnisation \u00e0 un maximum de trois mois de salaire si le candidat gravement handicap\u00e9 n&rsquo;aurait pas \u00e9t\u00e9 embauch\u00e9 m\u00eame si la s\u00e9lection s&rsquo;\u00e9tait d\u00e9roul\u00e9e sans discrimination 51. Avec son arr\u00eat du 12 septembre 2006 (- 9 AZR 807\/05 -), le Neuvi\u00e8me S\u00e9nat a confirm\u00e9 sa jurisprudence, selon laquelle l&#8217;employeur supporte la charge de la preuve conform\u00e9ment \u00e0 l&rsquo;article 81, paragraphe 2, phrase 2, n\u00b0 1, phrase 3. SGB \u200b\u200bIX ancienne version Il y avait des raisons objectives pour la d\u00e9cision de s\u00e9lection qui n&rsquo;\u00e9taient pas li\u00e9es au handicap, \u00e0 condition que le candidat gravement handicap\u00e9 fournisse de mani\u00e8re cr\u00e9dible des faits sugg\u00e9rant une discrimination en raison du handicap. Conform\u00e9ment \u00e0 l&rsquo;article 81 al. 1 phrase 2 SGB IX, tout employeur est tenu de s&rsquo;adresser \u00e0 temps \u00e0 l&rsquo;Agence f\u00e9d\u00e9rale pour l&#8217;emploi avant de pourvoir un poste vacant. Si l&#8217;employeur manque \u00e0 cette obligation, cela donne lieu \u00e0 une pr\u00e9somption de discrimination en raison du handicap. S. de l&rsquo;article 81, paragraphe 2, phrase 2, n\u00b0 1, phrase 3 SGB IX aF. Si un employeur du secteur public r\u00e9fute ensuite cette pr\u00e9somption en faisant valoir que le candidat gravement handicap\u00e9 ne r\u00e9pond pas aux exigences de formation formelle requises dans le profil des exigences, il doit expliquer et, le cas \u00e9ch\u00e9ant, prouver que les qualifications acquises par le candidat ne sont pas \u00e9quivalentes. Cela d\u00e9coule du droit d&rsquo;acc\u00e8s aux fonctions publiques conform\u00e9ment \u00e0 l&rsquo;article 33, paragraphe 2, de la Loi fondamentale. Ce droit emp\u00eache l&#8217;employeur du secteur public d&rsquo;exiger une qualification formelle sp\u00e9cifique pour des raisons qui ne d\u00e9coulent pas objectivement des exigences du poste. Dans le cas contraire, l&rsquo;acc\u00e8s \u00e0 la fonction publique serait restreint sans que cela soit justifi\u00e9 par des raisons d&rsquo;aptitude, de capacit\u00e9 et de performance professionnelle du candidat. Le montant appropri\u00e9 de l&rsquo;indemnisation d\u00e9pend du type et de la gravit\u00e9 de la violation ainsi que des cons\u00e9quences pour le demandeur gravement handicap\u00e9. Il peut \u00eatre important de savoir si les d\u00e9fauts de proc\u00e9dure ont \u00e9t\u00e9 caus\u00e9s intentionnellement ou accidentellement. Conform\u00e9ment \u00e0 l&rsquo;article 81 al. 4 Phrase 1 n\u00b0 1 SGB IX, les salari\u00e9s gravement handicap\u00e9s ont droit \u00e0 un emploi aupr\u00e8s de leur employeur dans lequel ils peuvent utiliser et d\u00e9velopper davantage leurs comp\u00e9tences et leurs connaissances de la mani\u00e8re la plus compl\u00e8te possible. L&#8217;employeur remplit r\u00e9guli\u00e8rement le droit \u00e0 l&#8217;emploi en confiant au salari\u00e9 le travail convenu dans le contrat de travail. Si le salari\u00e9 n&rsquo;est plus en mesure d&rsquo;exercer les activit\u00e9s associ\u00e9es en raison de la nature ou de la gravit\u00e9 de son handicap, il peut avoir droit \u00e0 un autre emploi. Selon un arr\u00eat du neuvi\u00e8me S\u00e9nat du 13 juin 2006 (- 9 AZR 229\/05 -), le travailleur gravement handicap\u00e9 peut demander une telle autre activit\u00e9 conform\u00e9ment \u00e0 l&rsquo;article 81, paragraphe 4, phrase 1 SGB IX, m\u00eame en cas d&rsquo;incapacit\u00e9 de travail persistante. dans le cadre de la r\u00e9int\u00e9gration, qui est prise en charge par les prestataires de s\u00e9curit\u00e9 sociale. La condition pr\u00e9alable \u00e0 l&rsquo;\u00e9ligibilit\u00e9 est la pr\u00e9sentation d&rsquo;un certificat m\u00e9dical qui, outre l&rsquo;incapacit\u00e9 de travail certifi\u00e9e, contient un plan de r\u00e9int\u00e9gration sur un travail autoris\u00e9 d&rsquo;un point de vue m\u00e9dical. Le certificat m\u00e9dical doit \u00e9galement contenir un pronostic indiquant si et quand la capacit\u00e9 de travail totale ou partielle peut \u00eatre r\u00e9tablie. Dans le cas contraire, l&#8217;employeur ne peut pas d\u00e9cider s&rsquo;il est d\u00e9raisonnable pour lui d&#8217;embaucher le salari\u00e9 et donc i. S. a le droit de refuser de participer \u00e0 la r\u00e9int\u00e9gration en vertu de l&rsquo;article 41, paragraphe 4, phrase 3 SGB IX.[\/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":"<p>[vc_row triangle_shape=\u00a0\u00bbno\u00a0\u00bb][vc_column][vc_column_text]Conform\u00e9ment \u00e0 l&rsquo;article 81 al. 2 Phrase 2 n\u00b0 2 SGB IX aF, un candidat gravement handicap\u00e9 qui a \u00e9t\u00e9 d\u00e9savantag\u00e9 lors de son embauche en raison de son grave handicap a droit \u00e0 une indemnisation appropri\u00e9e. \u00a7 81 al. 2 Phrase 2 No. 3 Phrase 1 SGB IX aF limite le droit \u00e0 une indemnisation \u00e0 un maximum de trois mois de salaire si le candidat gravement handicap\u00e9 n&rsquo;aurait pas \u00e9t\u00e9 embauch\u00e9 m\u00eame si la s\u00e9lection s&rsquo;\u00e9tait d\u00e9roul\u00e9e sans discrimination 51. Avec son arr\u00eat du 12 septembre 2006 (- 9 AZR 807\/05 -), le Neuvi\u00e8me S\u00e9nat a confirm\u00e9&#8230;<\/p>\n","protected":false},"author":1,"featured_media":10681,"parent":13685,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-14061","page","type-page","status-publish","has-post-thumbnail","hentry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.2 (Yoast SEO v27.6) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Rechtsanwaltskanzlei 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\" 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