{"id":2223,"date":"2020-02-14T12:18:30","date_gmt":"2020-02-14T11:18:30","guid":{"rendered":"http:\/\/ressource.grouperf.com\/?p=2223"},"modified":"2020-12-02T12:49:51","modified_gmt":"2020-12-02T11:49:51","slug":"egalite-professionnelle-a-travail-egal-salaire-egal","status":"publish","type":"post","link":"https:\/\/www.revue-fiduciaire.com\/blog\/egalite-professionnelle-a-travail-egal-salaire-egal\/","title":{"rendered":"\u00c9galit\u00e9 professionnelle \u2013 \u00c0 travail \u00e9gal salaire \u00e9gal"},"content":{"rendered":"<h2>Salari\u00e9s \u00e0 \u00ab comparer\u00a0\u00bb<\/h2>\n<h3><strong>Principe applicable \u00e0 tous les salari\u00e9s<\/strong><\/h3>\n<p>L\u2019employeur est tenu d\u2019assurer l\u2019\u00e9galit\u00e9 de r\u00e9mun\u00e9ration entre tous les salari\u00e9s, de l\u2019un ou l\u2019autre sexe, quand ils sont plac\u00e9s dans une situation identique (cass. soc. 29 octobre 1996, n\u00b0\u00a0<a href=\"https:\/\/rfsocial.grouperf.com\/lien_spad\/?base=JURI&amp;orig=REVUE_RF_FH&amp;juridiction=CASS&amp;chambre=SOC.&amp;numero=92-43680&amp;sp=\/juri\/cass\/global\/sociale\/JURI\/TEXT\/00\/00\/07\/03\/82\/JURITEXT000007038205.xml&amp;date=1996-10-29\">92-43680<\/a>, BC V n\u00b0 359 ; cass. soc. 15 d\u00e9cembre 1998, n\u00b0\u00a0<a href=\"https:\/\/rfsocial.grouperf.com\/lien_spad\/?base=JURI&amp;orig=REVUE_RF_FH&amp;juridiction=CASS&amp;chambre=SOC.&amp;numero=95-43630&amp;sp=\/juri\/cass\/global\/sociale\/JURI\/TEXT\/00\/00\/07\/03\/97\/JURITEXT000007039770.xml&amp;date=1998-12-15\">95-43630<\/a>, BC V n\u00b0 551).<\/p>\n<p>Ainsi, les diff\u00e9rences de traitement entre des salari\u00e9s plac\u00e9s dans des situations identiques non fond\u00e9es sur un \u00e9l\u00e9ment objectif sont interdites (voir ci-apr\u00e8s), sous peine pour l\u2019employeur d\u2019\u00eatre condamn\u00e9, notamment, \u00e0 verser des rappels de salaire.<\/p>\n<h4><strong>Principe applicable entre les femmes et les hommes<\/strong><\/h4>\n<p>L\u2019employeur doit assurer, pour un m\u00eame travail ou pour un travail de valeur \u00e9gale, l\u2019\u00e9galit\u00e9 de r\u00e9mun\u00e9ration entre les femmes et les hommes (c. trav.\u00a0<a href=\"https:\/\/rfsocial.grouperf.com\/lien_spad\/?base=LEGI&amp;orig=REVUE_RF_FH&amp;code=LEGITEXT000006072050&amp;numero=L3221-2&amp;idspad=LEGIARTI000006902818\">art. L. 3221-2<\/a>).<\/p>\n<h2><strong>Appr\u00e9ciation du travail \u00ab\u00a0\u00e9gal\u00a0\u00bb et du salaire \u00ab\u00a0\u00e9gal\u00a0\u00bb<\/strong><\/h2>\n<h4><strong>Appr\u00e9ciation du travail \u00ab\u00a0\u00e9gal\u00a0\u00bb en mati\u00e8re d\u2019\u00e9galit\u00e9 femmes\/hommes<\/strong><\/h4>\n<p>S\u2019agissant de l\u2019<a href=\"https:\/\/rfsocial.grouperf.com\/dictionnaire\/social\/20120327101617591.html\">\u00e9galit\u00e9 professionnelle<\/a> entre les femmes et les hommes, ont une valeur \u00e9gale les travaux exigeant des salari\u00e9s un ensemble comparable de (c. trav.\u00a0<a href=\"https:\/\/rfsocial.grouperf.com\/lien_spad\/?base=LEGI&amp;orig=REVUE_RF_FH&amp;code=LEGITEXT000006072050&amp;numero=L3221-4&amp;idspad=LEGIARTI000006902820\">art. L. 3221-4<\/a>)\u00a0:<\/p>\n<ul>\n<li>connaissances professionnelles consacr\u00e9es par un titre, un dipl\u00f4me ou une pratique professionnelle\u00a0;<\/li>\n<li>capacit\u00e9s d\u00e9coulant de l\u2019exp\u00e9rience acquise\u00a0;<\/li>\n<li>responsabilit\u00e9s\u00a0;<\/li>\n<li>charge physique ou nerveuse.<\/li>\n<\/ul>\n<p>Un travail de \u00ab\u00a0valeur \u00e9gale\u00a0\u00bb n\u2019est pas forc\u00e9ment un travail avec les m\u00eames fonctions (cass. soc. 22 octobre 2014, n\u00b0\u00a0<a href=\"https:\/\/rfsocial.grouperf.com\/lien_spad\/?base=JURI&amp;orig=REVUE_RF_FH&amp;juridiction=CASS&amp;chambre=SOC.&amp;numero=13-18362&amp;sp=\/juri\/cass\/global\/sociale\/JURI\/TEXT\/00\/00\/29\/63\/27\/JURITEXT000029632781.xml&amp;date=2014-10-22\">13-18362<\/a>, BC V n\u00b0 252).<\/p>\n<p>La salari\u00e9e a obtenu un rappel de salaire car, pour une anciennet\u00e9 plus importante et un niveau d\u2019\u00e9tudes similaire, elle percevait une r\u00e9mun\u00e9ration inf\u00e9rieure \u00e0 celles de ses coll\u00e8gues masculins. Elle avait \u00e9t\u00e9 victime d\u2019une in\u00e9galit\u00e9 de traitement, l\u2019employeur ne rapportant pas la preuve d\u2019\u00e9l\u00e9ments \u00e9trangers \u00e0 toute discrimination justifiant cette in\u00e9galit\u00e9 (cass. soc. 6 juillet 2010, n\u00b0\u00a0<a href=\"https:\/\/rfsocial.grouperf.com\/lien_spad\/?base=JURI&amp;orig=REVUE_RF_FH&amp;juridiction=CASS&amp;chambre=SOC.&amp;numero=09-40021&amp;sp=\/juri\/cass\/global\/JURI\/TEXT\/00\/00\/07\/03\/34\/JURITEXT000007033475.xml&amp;date=2010-07-06\">09-40021<\/a>, BC V n\u00b0 158).<\/p>\n<h4><strong>Appr\u00e9ciation du travail \u00e9gal entre les salari\u00e9s de l\u2019un ou l\u2019autre sexe<\/strong><\/h4>\n<p>S\u2019agissant du principe g\u00e9n\u00e9ral \u00ab\u00a0\u00e0 travail \u00e9gal, salaire \u00e9gal\u00a0\u00bb applicable entre tous les salari\u00e9s de l\u2019un ou l\u2019autre sexe, les juges appr\u00e9cient le travail \u00e9gal compte tenu, notamment, de la qualification, du niveau de responsabilit\u00e9 et de la charge de travail (cass. soc. 28 novembre 2006, n\u00b0\u00a0<a href=\"https:\/\/rfsocial.grouperf.com\/lien_spad\/?base=JURI&amp;orig=REVUE_RF_FH&amp;juridiction=CASS&amp;chambre=SOC.&amp;numero=05-41414&amp;sp=\/juri\/cass\/global\/sociale\/JURI\/TEXT\/00\/00\/07\/05\/35\/JURITEXT000007053506.xml&amp;date=2006-11-28\">05-41414<\/a>, BC V n\u00b0 353 ; cass. soc. 1er juillet 2009, n\u00b0\u00a0<a href=\"https:\/\/rfsocial.grouperf.com\/lien_spad\/?base=JURI&amp;orig=REVUE_RF_FH&amp;juridiction=CASS&amp;chambre=SOC.&amp;numero=07-42691&amp;sp=\/juri\/cass\/global\/sociale\/JURI\/TEXT\/00\/00\/20\/82\/30\/JURITEXT000020823031.xml&amp;date=2009-07-01\">07-42691<\/a>, BC V n\u00b0 169).<\/p>\n<p>L\u2019identit\u00e9 de fonctions n\u2019est pas exig\u00e9e pour appr\u00e9cier un travail \u00e9gal entre des salari\u00e9s de l\u2019un ou l\u2019autre sexe (cass. soc. 4 juin 2014, n\u00b0\u00a0<a href=\"https:\/\/rfsocial.grouperf.com\/lien_spad\/?base=JURI&amp;orig=REVUE_RF_FH&amp;juridiction=CASS&amp;chambre=SOC.&amp;numero=12-23759&amp;sp=\/juri\/inca\/global\/sociale\/JURI\/TEXT\/00\/00\/29\/06\/10\/JURITEXT000029061074.xml&amp;date=2014-06-04\">12-23759<\/a>\u00a0D). La r\u00e8gle est identique en mati\u00e8re d\u2019\u00e9galit\u00e9 femmes-hommes (voir ci-avant) (cass. soc. 6 juillet 2010, n\u00b0\u00a0<a href=\"https:\/\/rfsocial.grouperf.com\/lien_spad\/?base=JURI&amp;orig=REVUE_RF_FH&amp;juridiction=CASS&amp;chambre=SOC.&amp;numero=09-40021&amp;sp=\/juri\/cass\/global\/JURI\/TEXT\/00\/00\/07\/03\/34\/JURITEXT000007033475.xml&amp;date=2010-07-06\">09-40021<\/a>, BC V n\u00b0 158).<\/p>\n<h4><strong>Appr\u00e9ciation du salaire \u00e9gal<\/strong><\/h4>\n<p>Pour appr\u00e9cier s\u2019il y a \u00ab\u00a0salaire \u00e9gal\u00a0\u00bb, l\u2019employeur doit prendre en compte le salaire ou traitement ordinaire de base ou minimum et tous les autres avantages ou accessoires pay\u00e9s directement ou indirectement en esp\u00e8ces ou en nature (cass. soc. 10 avril 2002, n\u00b0\u00a0<a href=\"https:\/\/rfsocial.grouperf.com\/lien_spad\/?base=JURI&amp;orig=REVUE_RF_FH&amp;juridiction=CASS&amp;chambre=SOC.&amp;numero=00-42935&amp;sp=\/juri\/inca\/global\/sociale\/JURI\/TEXT\/00\/00\/07\/45\/00\/JURITEXT000007450053.xml&amp;date=2002-04-10\">00-42935<\/a>\u00a0D). Il doit aussi comparer les salaires compte tenu, le cas \u00e9ch\u00e9ant\u00a0:<\/p>\n<ul>\n<li>des parties fixe et variable de la r\u00e9mun\u00e9ration (cass. soc. 12 juillet 2006, n\u00b0\u00a0<a href=\"https:\/\/rfsocial.grouperf.com\/lien_spad\/?base=JURI&amp;orig=REVUE_RF_FH&amp;juridiction=CASS&amp;chambre=SOC.&amp;numero=04-46420&amp;sp=\/juri\/inca\/global\/sociale\/JURI\/TEXT\/00\/00\/07\/50\/88\/JURITEXT000007508802.xml&amp;date=2006-07-12\">04-46420<\/a>D)\u00a0;<\/li>\n<li>des majorations pour heures suppl\u00e9mentaires (cass. soc. 7 juin 2006, n\u00b0\u00a0<a href=\"https:\/\/rfsocial.grouperf.com\/lien_spad\/?base=JURI&amp;orig=REVUE_RF_FH&amp;juridiction=CASS&amp;chambre=SOC.&amp;numero=04-45592&amp;sp=\/juri\/inca\/global\/sociale\/JURI\/TEXT\/00\/00\/07\/49\/69\/JURITEXT000007496980.xml&amp;date=2006-06-07\">04-45592<\/a>D).<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Salari\u00e9s \u00e0 \u00ab comparer\u00a0\u00bb Principe applicable \u00e0 tous les salari\u00e9s L\u2019employeur est tenu d\u2019assurer l\u2019\u00e9galit\u00e9 de r\u00e9mun\u00e9ration entre tous les salari\u00e9s, de l\u2019un ou l\u2019autre sexe, quand ils sont plac\u00e9s dans une situation identique (cass. soc. 29 octobre 1996, n\u00b0\u00a092-43680, BC V n\u00b0 359 ; cass. soc. 15 d\u00e9cembre 1998, n\u00b0\u00a095-43630, BC V n\u00b0 551). &hellip;<\/p>\n<p class=\"read-more\"> <a class=\"\" href=\"https:\/\/www.revue-fiduciaire.com\/blog\/egalite-professionnelle-a-travail-egal-salaire-egal\/\"> <span class=\"screen-reader-text\">\u00c9galit\u00e9 professionnelle \u2013 \u00c0 travail \u00e9gal salaire \u00e9gal<\/span> Lire la suite\u00a0\u00bb<\/a><\/p>\n","protected":false},"author":7,"featured_media":4959,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"site-sidebar-layout":"default","site-content-layout":"default","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","footnotes":""},"categories":[7,3],"tags":[132,64,133],"class_list":["post-2223","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-infographies","category-social","tag-egalite-de-remuneration","tag-egalite-professionnelle","tag-infographie"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - 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