{"id":231581,"date":"2022-01-17T16:40:58","date_gmt":"2022-01-17T20:40:58","guid":{"rendered":"https:\/\/olsquebec.com\/?page_id=231581"},"modified":"2026-06-15T16:25:21","modified_gmt":"2026-06-15T20:25:21","slug":"laval","status":"publish","type":"page","link":"https:\/\/olsquebec.com\/fr\/laval\/","title":{"rendered":"Avocats droit du travail \u00e0 Laval"},"content":{"rendered":"[et_pb_section fb_built=\u00a0\u00bb1&Prime; custom_padding_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb background_color=\u00a0\u00bb#1B5191&Prime; use_background_color_gradient=\u00a0\u00bbon\u00a0\u00bb background_color_gradient_stops=\u00a0\u00bbrgba(0,0,0,0.25) 0%|rgba(0,0,0,0.25) 100%\u00a0\u00bb background_color_gradient_overlays_image=\u00a0\u00bbon\u00a0\u00bb background_color_gradient_start=\u00a0\u00bbrgba(0,0,0,0.25)\u00a0\u00bb background_color_gradient_end=\u00a0\u00bbrgba(0,0,0,0.25)\u00a0\u00bb background_image=\u00a0\u00bbhttps:\/\/olsquebec.com\/wp-content\/uploads\/2021\/06\/constructive-ismissal.jpg\u00a0\u00bb custom_padding=\u00a0\u00bb130px||130px||true|\u00a0\u00bb custom_padding_tablet=\u00a0\u00bb\u00a0\u00bb custom_padding_phone=\u00a0\u00bb30px||30px||true|false\u00a0\u00bb box_shadow_style=\u00a0\u00bbpreset1&Prime; 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_module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_button=\u00a0\u00bbon\u00a0\u00bb button_text_size=\u00a0\u00bb22px\u00a0\u00bb button_text_color=\u00a0\u00bb#5685BD\u00a0\u00bb button_bg_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb button_border_width=\u00a0\u00bb1px\u00a0\u00bb button_border_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb button_font=\u00a0\u00bb|700|||||||\u00a0\u00bb button_icon=\u00a0\u00bb&#xe076;||divi||400&Prime; global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1&Prime; custom_padding_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_padding=\u00a0\u00bb5%||5%||true|false\u00a0\u00bb custom_padding_tablet=\u00a0\u00bb\u00a0\u00bb custom_padding_phone=\u00a0\u00bb4%||2.5%||false|false\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_row column_structure=\u00a0\u00bb1_2,1_2&Prime; use_custom_gutter=\u00a0\u00bbon\u00a0\u00bb make_equal=\u00a0\u00bbon\u00a0\u00bb _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb max_width=\u00a0\u00bb1280px\u00a0\u00bb custom_padding=\u00a0\u00bb6px||18px||false|false\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb1_2&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb background_image=\u00a0\u00bbhttps:\/\/olsquebec.com\/wp-content\/uploads\/2021\/07\/bigstock-African-serious-businessman-wr-346102423-1.jpg\u00a0\u00bb custom_padding_tablet=\u00a0\u00bb\u00a0\u00bb custom_padding_phone=\u00a0\u00bb25vw||25vw||true|false\u00a0\u00bb custom_padding_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb background_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb background_image_tablet=\u00a0\u00bbhttps:\/\/olsquebec.com\/wp-content\/uploads\/2021\/07\/bigstock-Female-Young-Hispanic-School-M-380110870.jpg\u00a0\u00bb background_image_phone=\u00a0\u00bbhttps:\/\/olsquebec.com\/wp-content\/uploads\/2021\/07\/bigstock-Female-Young-Hispanic-School-M-380110870.jpg\u00a0\u00bb background_enable_image_tablet=\u00a0\u00bbon\u00a0\u00bb background_enable_image_phone=\u00a0\u00bbon\u00a0\u00bb border_color_right=\u00a0\u00bbrgba(51,51,51,0.32)\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][\/et_pb_column][et_pb_column type=\u00a0\u00bb1_2&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb border_color_right=\u00a0\u00bbrgba(51,51,51,0.32)\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_font=\u00a0\u00bb||||||||\u00a0\u00bb link_text_color=\u00a0\u00bb#0a4c88&Prime; custom_margin=\u00a0\u00bb||-2px|||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n<p>Laval b\u00e9n\u00e9ficie d\u2019une position privil\u00e9gi\u00e9e au nord de Montr\u00e9al et concentre l\u2019un des plus importants p\u00f4les biotechnologiques du Qu\u00e9bec. La Cit\u00e9 de la Biotech, Sanofi Pasteur, Pfizer et Pharmascience emploient \u00e0 eux seuls plusieurs milliers de chercheurs et de techniciens, aux c\u00f4t\u00e9s du Centre hospitalier de la Cit\u00e9-de-la-Sant\u00e9 (premier employeur public de l\u2019\u00cele J\u00e9sus) et d\u2019une concentration grandissante de soci\u00e9t\u00e9s en a\u00e9rospatiale et en sciences des mat\u00e9riaux (NEOMED, ELYSIS). Ces secteurs g\u00e9n\u00e8rent des litiges en droit du travail aux contours bien particuliers : non-respect de clauses de confidentialit\u00e9 ou de non-concurrence chez les chercheurs, dossiers complexes de propri\u00e9t\u00e9 intellectuelle dans les sorties de poste, cong\u00e9diements collectifs lors des restructurations pharmaceutiques.<\/p>\n<p>Notre cabinet OLS, \u00e9tabli \u00e0 Montr\u00e9al, accompagne employeurs et cadres dirigeants de la grande r\u00e9gion de Laval depuis plus de 75 ans. Nos dossiers couvrent Chomedey, Sainte-Doroth\u00e9e, Vimont, Sainte-Rose, Fabreville, Duvernay, Pont-Viau et Auteuil, mais aussi les communaut\u00e9s voisines de Boisbriand, Sainte-Th\u00e9r\u00e8se et Blainville. Nous plaidons r\u00e9guli\u00e8rement au Palais de justice de Laval (rue Saint-Louis) ainsi que devant les tribunaux administratifs qu\u00e9b\u00e9cois comp\u00e9tents (TAT, CRT) et offrons aux clients lavallois un acc\u00e8s direct \u00e0 un <a href=\"https:\/\/olsquebec.com\/fr\/\">avocat droit du travail \u00e0 Montr\u00e9al<\/a> sans d\u00e9placement contraignant.<\/p>\n<h4>OLS, cabinet d\u2019avocats r\u00e9f\u00e9rence en droit du travail \u00e0 Laval<\/h4>\n<p>La proximit\u00e9 imm\u00e9diate de l\u2019\u00cele de Montr\u00e9al n\u2019efface pas les sp\u00e9cificit\u00e9s du march\u00e9 lavallois &#8211; dont l\u2019industrie pharmaceutique et le secteur public hospitalier repr\u00e9sentent la part dominante des dossiers que nous traitons quotidiennement.<\/p>\n<h2>Avocats droit du travail et<\/h2>\n<h2>Cong\u00e9diement de la haute direction \u00e0 Laval<\/h2>\n<p>Avant tout, il convient de souligner que les entreprises accordent une lourde responsabilit\u00e9 \u00e0 un ex\u00e9cutif ou \u00e0 un manager. Cela va sans dire qu\u2019il est consid\u00e9r\u00e9 comme un cadre sup\u00e9rieur de ladite entreprise. Dans ces conditions, il est normal que le <a href=\"https:\/\/olsquebec.com\/fr\/licenciement-executif\/\">cong\u00e9diement sans cause au Qu\u00e9bec<\/a> de la haute direction comporte un enjeu de taille.<\/p>\n<p>Si vous \u00eates sur le point de subir un tel acte, il est conseill\u00e9 de recourir au service d\u2019un cabinet d\u2019avocats. Cette approche vous est profitable dans la mesure o\u00f9 toutes vos r\u00e9clamations doivent respecter un d\u00e9lai bien pr\u00e9cis\u00e9 par la loi. Et il n\u2019y a qu\u2019un sp\u00e9cialiste en droit du travail pour vous accompagner dans cette proc\u00e9dure si vous \u00eates \u00e0 Saint-Nicolas, \u00e0 Hilard ou \u00e0 Avesni\u00e8res.<\/p>\n<p>\u00c0 cet effet, notre cabinet, sp\u00e9cialiste en droit du travail \u00e0 Laval, vous ouvre ses portes afin de vous donner une chance de b\u00e9n\u00e9ficier d\u2019un traitement \u00e9quitable.<\/p>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row make_equal=\u00a0\u00bbon\u00a0\u00bb _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb max_width=\u00a0\u00bb1280px\u00a0\u00bb custom_padding=\u00a0\u00bb6px||18px||false|false\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb border_color_right=\u00a0\u00bbrgba(51,51,51,0.32)\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text ul_position=\u00a0\u00bbinside\u00a0\u00bb ul_item_indent=\u00a0\u00bb30px\u00a0\u00bb module_class=\u00a0\u00bbblue-bullet\u00a0\u00bb _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_font=\u00a0\u00bb||||||||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n<h2>Cong\u00e9diement d\u00e9guis\u00e9 \u00e0 Laval<\/h2>\n<p>Le <a href=\"https:\/\/olsquebec.com\/fr\/congediement-deguise\/\">cong\u00e9diement d\u00e9guis\u00e9<\/a> constitue une ruse de la part des employeurs \u00e0 Th\u00e9valles (Laval). En r\u00e9alit\u00e9, le cong\u00e9diement d\u2019un employ\u00e9 expose l\u2019employeur, dans la plupart des cas, \u00e0 des sanctions juridiques. C\u2019est pour cela qu\u2019ils choisissent la m\u00e9thode du licenciement cach\u00e9 afin de pousser l\u2019employ\u00e9 \u00e0 partir de son plein gr\u00e9. <\/p>\n<p><p>Par exemple, ils peuvent proc\u00e9der \u00e0 une r\u00e9duction de salaire de fa\u00e7on injustifi\u00e9e. Ainsi, compte tenu de votre condition de d\u00e9part, ils estimeront que vous n\u2019avez droit \u00e0 aucune indemnit\u00e9 de d\u00e9part. Ce qui ne devrait pas \u00eatre le cas. <\/p>\n<p>\nM\u00eame dans cette situation, nous nous distinguons comme une r\u00e9f\u00e9rence en la mati\u00e8re. Nous sommes conscients que tout le monde a droit \u00e0 l\u2019emploi. C\u2019est pour cela que nous employons une approche proactive et pratique afin de vous trouver une meilleure compensation.<\/p>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb background_color=\u00a0\u00bb#5685BD\u00a0\u00bb max_width=\u00a0\u00bb1280px\u00a0\u00bb custom_margin=\u00a0\u00bb3%||3%||true|false\u00a0\u00bb custom_padding=\u00a0\u00bb2%|2%|2%|2%|true|true\u00a0\u00bb box_shadow_style=\u00a0\u00bbpreset1&Prime; box_shadow_vertical=\u00a0\u00bb0px\u00a0\u00bb box_shadow_blur=\u00a0\u00bb5px\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_font_size=\u00a0\u00bb17px\u00a0\u00bb text_line_height=\u00a0\u00bb1.8em\u00a0\u00bb background_layout=\u00a0\u00bbdark\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n<h2>Cong\u00e9diement injustifi\u00e9 \u00e0 Laval<\/h2>\n<p>S\u2019il arrive que vous perdiez votre emploi pour une raison ill\u00e9gitime, il s\u2019agit d\u2019un cong\u00e9diement injustifi\u00e9. Lorsque l\u2019on est contraint \u00e0 une d\u00e9mission forc\u00e9e sur la base d\u2019une fausse accusation, il est normal de mener les d\u00e9marches pour une r\u00e9clamation l\u00e9gale. <\/p>\n<p>Pour ce genre de situation, OLS vous offre ses services dans toute la ville de Laval pour vous trouver une compensation financi\u00e8re.<\/p>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=\u00a0\u00bb1_2,1_2&Prime; use_custom_gutter=\u00a0\u00bbon\u00a0\u00bb make_equal=\u00a0\u00bbon\u00a0\u00bb _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb max_width=\u00a0\u00bb1280px\u00a0\u00bb custom_padding=\u00a0\u00bb6px||18px||false|false\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb1_2&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb background_enable_image=\u00a0\u00bboff\u00a0\u00bb custom_padding_tablet=\u00a0\u00bb\u00a0\u00bb custom_padding_phone=\u00a0\u00bb25vw||25vw||true|false\u00a0\u00bb custom_padding_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb background_last_edited=\u00a0\u00bbon|phone\u00a0\u00bb background_image_tablet=\u00a0\u00bbhttps:\/\/olsquebec.com\/wp-content\/uploads\/2021\/07\/bigstock-Female-Young-Hispanic-School-M-380110870.jpg\u00a0\u00bb background_image_phone=\u00a0\u00bbhttps:\/\/olsquebec.com\/wp-content\/uploads\/2021\/07\/bigstock-Female-Young-Hispanic-School-M-380110870.jpg\u00a0\u00bb background_enable_image_tablet=\u00a0\u00bbon\u00a0\u00bb background_enable_image_phone=\u00a0\u00bbon\u00a0\u00bb border_color_right=\u00a0\u00bbrgba(51,51,51,0.32)\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_font=\u00a0\u00bb||||||||\u00a0\u00bb link_text_color=\u00a0\u00bb#0a4c88&Prime; custom_margin=\u00a0\u00bb||-2px|||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n<h2>Discrimination fond\u00e9e sur l\u2019\u00e2ge \u00e0 Laval<\/h2>\n<p><span class=\"stylecaps\" style=\"color: #1b5191;\">L<\/span>a discrimination fond\u00e9e sur l\u2019\u00e2ge est le fait que vous subissiez un mauvais traitement en raison de votre \u00e2ge (vous \u00eates consid\u00e9r\u00e9 soit trop jeune, soit trop vieux pour ex\u00e9cuter les missions). Il est donc ais\u00e9 d\u2019assister \u00e0 un isolement lorsque l\u2019employ\u00e9 est marginalis\u00e9 au travail. G\u00e9n\u00e9ralement, les gestionnaires plus \u00e2g\u00e9es sont les plus expos\u00e9es \u00e0 ce genre de discrimination. Pour se justifier, les employeurs estiment qu\u2019ils n\u2019ont plus une vision moderne des choses. La n\u00e9gociation d\u2019une <a href=\"https:\/\/olsquebec.com\/fr\/indemnite-de-licenciement\/\">indemnit\u00e9 de d\u00e9part<\/a> juste reste souvent l\u2019aboutissement principal de ce type de dossier.<\/p>\n<p>Engag\u00e9s dans le domaine du droit de travail depuis des ann\u00e9es, nous sommes disponibles pour vous aider \u00e0 surmonter cette difficult\u00e9 \u00e0 Pritz (Laval). Nous avons la capacit\u00e9 pour d\u00e9barrasser les employ\u00e9s de ces soucis de diff\u00e9renciation ou de pr\u00e9f\u00e9rence fond\u00e9e sur l\u2019\u00e2ge dans votre lieu de travail. <\/p>\n[\/et_pb_text][\/et_pb_column][et_pb_column type=\u00a0\u00bb1_2&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb background_image=\u00a0\u00bbhttps:\/\/olsquebec.com\/wp-content\/uploads\/2022\/01\/2-jeunes-employe-qui-parlent-a-2-employes-senior.jpg\u00a0\u00bb border_color_right=\u00a0\u00bbrgba(51,51,51,0.32)\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][\/et_pb_column][\/et_pb_row][et_pb_row custom_padding_last_edited=\u00a0\u00bbon|desktop\u00a0\u00bb _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb max_width=\u00a0\u00bb1280px\u00a0\u00bb custom_padding=\u00a0\u00bb0px||0px||false|false\u00a0\u00bb custom_padding_tablet=\u00a0\u00bb\u00a0\u00bb custom_padding_phone=\u00a0\u00bb\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4&Prime; _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_divider color=\u00a0\u00bbrgba(0,0,0,0.29)\u00a0\u00bb divider_position=\u00a0\u00bbcenter\u00a0\u00bb _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_margin=\u00a0\u00bb||10px|||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][\/et_pb_divider][et_pb_toggle title=\u00a0\u00bbJ&rsquo;ai des publications scientifiques en cours &#8211; mon ancien employeur peut-il les bloquer ?\u00a0\u00bb open_toggle_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb open_toggle_background_color=\u00a0\u00bb#5685BD\u00a0\u00bb closed_toggle_background_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb icon_color=\u00a0\u00bb#5685BD\u00a0\u00bb use_icon_font_size=\u00a0\u00bbon\u00a0\u00bb icon_font_size=\u00a0\u00bb32px\u00a0\u00bb open_icon_color=\u00a0\u00bb#5685BD\u00a0\u00bb open_use_icon_font_size=\u00a0\u00bbon\u00a0\u00bb open_icon_font_size=\u00a0\u00bb32px\u00a0\u00bb module_id=\u00a0\u00bbdismissal\u00a0\u00bb _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb title_text_color=\u00a0\u00bb#5685BD\u00a0\u00bb title_level=\u00a0\u00bbh2&Prime; title_font=\u00a0\u00bb||||||||\u00a0\u00bb body_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb body_line_height=\u00a0\u00bb1.4em\u00a0\u00bb body_ul_position=\u00a0\u00bbinside\u00a0\u00bb body_ul_item_indent=\u00a0\u00bb30px\u00a0\u00bb body_link_font=\u00a0\u00bb|700|||||||\u00a0\u00bb body_link_text_color=\u00a0\u00bb#0A4C88&Prime; border_radii=\u00a0\u00bbon|5px|5px|5px|5px\u00a0\u00bb border_width_all=\u00a0\u00bb0px\u00a0\u00bb box_shadow_style=\u00a0\u00bbpreset1&Prime; box_shadow_vertical=\u00a0\u00bb0px\u00a0\u00bb box_shadow_blur=\u00a0\u00bb10px\u00a0\u00bb box_shadow_color=\u00a0\u00bbrgba(86,133,189,0.25)\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n<p>Distinction importante : ce qui est sous confidentialit\u00e9 contractuelle (r\u00e9sultats exp\u00e9rimentaux, donn\u00e9es brutes, protocoles propri\u00e9taires) reste effectivement bloqu\u00e9, g\u00e9n\u00e9ralement pour cinq \u00e0 dix ans selon l&rsquo;article 2088 du Code civil. Ce qui rel\u00e8ve du savoir-faire g\u00e9n\u00e9ral accumul\u00e9 en carri\u00e8re ne l&rsquo;est pas &#8211; les tribunaux qu\u00e9b\u00e9cois ont trac\u00e9 cette fronti\u00e8re plusieurs fois.<\/p>\n<p>Le pi\u00e8ge fr\u00e9quent dans les contrats Sanofi, Pfizer ou Pharmascience : des clauses de confidentialit\u00e9 formul\u00e9es si largement qu&rsquo;elles incluraient potentiellement vos propres apprentissages m\u00e9thodologiques. Une analyse au cas par cas s&rsquo;impose, id\u00e9alement avant la soumission d&rsquo;un article ou d&rsquo;un brevet.<\/p>\n[\/et_pb_toggle]\n[et_pb_toggle title=\u00a0\u00bbUn employeur biotech exige un &quot;garden leave&quot; pay\u00e9 de 6 mois &#8211; o\u00f9 est le pi\u00e8ge habituel ?\u00a0\u00bb open_toggle_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb open_toggle_background_color=\u00a0\u00bb#5685BD\u00a0\u00bb closed_toggle_background_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb icon_color=\u00a0\u00bb#5685BD\u00a0\u00bb use_icon_font_size=\u00a0\u00bbon\u00a0\u00bb icon_font_size=\u00a0\u00bb32px\u00a0\u00bb open_icon_color=\u00a0\u00bb#5685BD\u00a0\u00bb open_use_icon_font_size=\u00a0\u00bbon\u00a0\u00bb open_icon_font_size=\u00a0\u00bb32px\u00a0\u00bb module_id=\u00a0\u00bbdismissal\u00a0\u00bb _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb title_text_color=\u00a0\u00bb#5685BD\u00a0\u00bb title_level=\u00a0\u00bbh2&Prime; title_font=\u00a0\u00bb||||||||\u00a0\u00bb body_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb body_line_height=\u00a0\u00bb1.4em\u00a0\u00bb body_ul_position=\u00a0\u00bbinside\u00a0\u00bb body_ul_item_indent=\u00a0\u00bb30px\u00a0\u00bb body_link_font=\u00a0\u00bb|700|||||||\u00a0\u00bb body_link_text_color=\u00a0\u00bb#0A4C88&Prime; border_radii=\u00a0\u00bbon|5px|5px|5px|5px\u00a0\u00bb border_width_all=\u00a0\u00bb0px\u00a0\u00bb box_shadow_style=\u00a0\u00bbpreset1&Prime; box_shadow_vertical=\u00a0\u00bb0px\u00a0\u00bb box_shadow_blur=\u00a0\u00bb10px\u00a0\u00bb box_shadow_color=\u00a0\u00bbrgba(86,133,189,0.25)\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n<p>Le garden leave en soi est avantageux pour le salari\u00e9 : pay\u00e9 sans obligation de travailler. Le pi\u00e8ge se trouve presque toujours dans l&rsquo;articulation avec la clause de non-concurrence qui suit. Cas typique : 6 mois de garden leave pay\u00e9s, suivis de 12 mois de non-concurrence non r\u00e9mun\u00e9r\u00e9e &#8211; soit 18 mois d&rsquo;inactivit\u00e9 forc\u00e9e dont 12 sans revenu.<\/p>\n<p>La n\u00e9gociation doit cibler le d\u00e9compte int\u00e9gral du garden leave dans la p\u00e9riode totale de restriction. Pas un mois de plus. C&rsquo;est un point qui se gagne quasi syst\u00e9matiquement lorsqu&rsquo;on l&rsquo;exige avant la signature.<\/p>\n[\/et_pb_toggle]\n[et_pb_toggle title=\u00a0\u00bbLa fin d&rsquo;un projet R&#038;D entra\u00eene mon cong\u00e9diement chez un employeur de la Cit\u00e9 de la Biotech &#8211; quels droits ?\u00a0\u00bb open_toggle_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb open_toggle_background_color=\u00a0\u00bb#5685BD\u00a0\u00bb closed_toggle_background_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb icon_color=\u00a0\u00bb#5685BD\u00a0\u00bb use_icon_font_size=\u00a0\u00bbon\u00a0\u00bb icon_font_size=\u00a0\u00bb32px\u00a0\u00bb open_icon_color=\u00a0\u00bb#5685BD\u00a0\u00bb open_use_icon_font_size=\u00a0\u00bbon\u00a0\u00bb open_icon_font_size=\u00a0\u00bb32px\u00a0\u00bb module_id=\u00a0\u00bbdismissal\u00a0\u00bb _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb title_text_color=\u00a0\u00bb#5685BD\u00a0\u00bb title_level=\u00a0\u00bbh2&Prime; title_font=\u00a0\u00bb||||||||\u00a0\u00bb body_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb body_line_height=\u00a0\u00bb1.4em\u00a0\u00bb body_ul_position=\u00a0\u00bbinside\u00a0\u00bb body_ul_item_indent=\u00a0\u00bb30px\u00a0\u00bb body_link_font=\u00a0\u00bb|700|||||||\u00a0\u00bb body_link_text_color=\u00a0\u00bb#0A4C88&Prime; border_radii=\u00a0\u00bbon|5px|5px|5px|5px\u00a0\u00bb border_width_all=\u00a0\u00bb0px\u00a0\u00bb box_shadow_style=\u00a0\u00bbpreset1&Prime; box_shadow_vertical=\u00a0\u00bb0px\u00a0\u00bb box_shadow_blur=\u00a0\u00bb10px\u00a0\u00bb box_shadow_color=\u00a0\u00bbrgba(86,133,189,0.25)\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n<p>Si vous \u00e9tiez salari\u00e9 permanent, la fin du projet ne change rien \u00e0 la qualification : il s&rsquo;agit d&rsquo;un <a href=\"https:\/\/olsquebec.com\/fr\/licenciement-executif\/\">cong\u00e9diement sans cause<\/a> et les d\u00e9lais de pr\u00e9avis de Bardal s&rsquo;appliquent. L&rsquo;argument employeur du type \u00ab\u00a0le projet est termin\u00e9\u00a0\u00bb n&rsquo;a aucune valeur juridique pour \u00e9chapper \u00e0 l&rsquo;indemnit\u00e9.<\/p>\n<p>Si vous \u00e9tiez sous contrat \u00e0 dur\u00e9e d\u00e9termin\u00e9e explicitement li\u00e9 au projet, c&rsquo;est diff\u00e9rent : l&rsquo;article 2125 du Code civil ferme la voie \u00e0 une indemnit\u00e9 suppl\u00e9mentaire d\u00e8s lors que le terme convenu est atteint. La diff\u00e9rence porte sur des dizaines de milliers de dollars &#8211; relisez attentivement la qualification dans votre contrat initial.<\/p>\n[\/et_pb_toggle]\n[et_pb_toggle title=\u00a0\u00bbMes bonus annuels et stock-options non encore acquis sont-ils dus si je suis cong\u00e9di\u00e9 en octobre ?\u00a0\u00bb open_toggle_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb open_toggle_background_color=\u00a0\u00bb#5685BD\u00a0\u00bb closed_toggle_background_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb icon_color=\u00a0\u00bb#5685BD\u00a0\u00bb use_icon_font_size=\u00a0\u00bbon\u00a0\u00bb icon_font_size=\u00a0\u00bb32px\u00a0\u00bb open_icon_color=\u00a0\u00bb#5685BD\u00a0\u00bb open_use_icon_font_size=\u00a0\u00bbon\u00a0\u00bb open_icon_font_size=\u00a0\u00bb32px\u00a0\u00bb module_id=\u00a0\u00bbdismissal\u00a0\u00bb _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb title_text_color=\u00a0\u00bb#5685BD\u00a0\u00bb title_level=\u00a0\u00bbh2&Prime; title_font=\u00a0\u00bb||||||||\u00a0\u00bb body_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb body_line_height=\u00a0\u00bb1.4em\u00a0\u00bb body_ul_position=\u00a0\u00bbinside\u00a0\u00bb body_ul_item_indent=\u00a0\u00bb30px\u00a0\u00bb body_link_font=\u00a0\u00bb|700|||||||\u00a0\u00bb body_link_text_color=\u00a0\u00bb#0A4C88&Prime; border_radii=\u00a0\u00bbon|5px|5px|5px|5px\u00a0\u00bb border_width_all=\u00a0\u00bb0px\u00a0\u00bb box_shadow_style=\u00a0\u00bbpreset1&Prime; box_shadow_vertical=\u00a0\u00bb0px\u00a0\u00bb box_shadow_blur=\u00a0\u00bb10px\u00a0\u00bb box_shadow_color=\u00a0\u00bbrgba(86,133,189,0.25)\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n<p>La r\u00e8gle de base au Qu\u00e9bec : un bonus prorata est d\u00fb pour la portion d&rsquo;ann\u00e9e travaill\u00e9e, sauf si le contrat exclut express\u00e9ment cette portion. Beaucoup d&#8217;employeurs incluent une clause \u00ab\u00a0actively employed on payment date\u00a0\u00bb qu&rsquo;ils croient blind\u00e9e &#8211; les tribunaux qu\u00e9b\u00e9cois l&rsquo;ont invalid\u00e9e \u00e0 plusieurs reprises quand elle aboutit \u00e0 un r\u00e9sultat manifestement d\u00e9raisonnable.<\/p>\n<p>Pour les options non vest\u00e9es, c&rsquo;est diff\u00e9rent : l&rsquo;acquisition acc\u00e9l\u00e9r\u00e9e ne se pr\u00e9sume pas. Elle doit \u00eatre explicitement pr\u00e9vue. \u00c0 d\u00e9faut, vous perdez les tranches non vest\u00e9es au moment du d\u00e9part. Point n\u00e9gocier en amont : exiger une vesting acc\u00e9l\u00e9r\u00e9e en cas de cong\u00e9diement sans cause, ce qui est devenu courant dans les contrats de cadres pharma.<\/p>\n[\/et_pb_toggle]\n[et_pb_toggle title=\u00a0\u00bbMon employeur veut me d\u00e9placer de Laval \u00e0 un site de Saint-Hyacinthe &#8211; obligation d&rsquo;accepter ?\u00a0\u00bb open_toggle_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb open_toggle_background_color=\u00a0\u00bb#5685BD\u00a0\u00bb closed_toggle_background_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb icon_color=\u00a0\u00bb#5685BD\u00a0\u00bb use_icon_font_size=\u00a0\u00bbon\u00a0\u00bb icon_font_size=\u00a0\u00bb32px\u00a0\u00bb open_icon_color=\u00a0\u00bb#5685BD\u00a0\u00bb open_use_icon_font_size=\u00a0\u00bbon\u00a0\u00bb open_icon_font_size=\u00a0\u00bb32px\u00a0\u00bb module_id=\u00a0\u00bbdismissal\u00a0\u00bb _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb title_text_color=\u00a0\u00bb#5685BD\u00a0\u00bb title_level=\u00a0\u00bbh2&Prime; title_font=\u00a0\u00bb||||||||\u00a0\u00bb body_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb body_line_height=\u00a0\u00bb1.4em\u00a0\u00bb body_ul_position=\u00a0\u00bbinside\u00a0\u00bb body_ul_item_indent=\u00a0\u00bb30px\u00a0\u00bb body_link_font=\u00a0\u00bb|700|||||||\u00a0\u00bb body_link_text_color=\u00a0\u00bb#0A4C88&Prime; border_radii=\u00a0\u00bbon|5px|5px|5px|5px\u00a0\u00bb border_width_all=\u00a0\u00bb0px\u00a0\u00bb box_shadow_style=\u00a0\u00bbpreset1&Prime; box_shadow_vertical=\u00a0\u00bb0px\u00a0\u00bb box_shadow_blur=\u00a0\u00bb10px\u00a0\u00bb box_shadow_color=\u00a0\u00bbrgba(86,133,189,0.25)\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n<p>Question du test Farber c. Cie Trust Royal (CSC 1997). Trois facteurs : votre contrat initial pr\u00e9voit-il une mobilit\u00e9 explicite ? La distance nouvelle repr\u00e9sente-t-elle un changement substantiel ? Un employ\u00e9 raisonnable aurait-il refus\u00e9 ?<\/p>\n<p>Laval \u2192 Saint-Hyacinthe repr\u00e9sente environ 80 km suppl\u00e9mentaires par direction. Sans clause de mobilit\u00e9 au contrat initial, c&rsquo;est en g\u00e9n\u00e9ral qualifi\u00e9 de modification substantielle, ouvrant la voie au refus avec qualification de cong\u00e9diement d\u00e9guis\u00e9. Avec clause de mobilit\u00e9, l&rsquo;analyse devient plus serr\u00e9e mais la dur\u00e9e du pr\u00e9avis reste exigible.<\/p>\n[\/et_pb_toggle]\n[et_pb_toggle title=\u00a0\u00bbSuite \u00e0 une acquisition de l&rsquo;entreprise pharmaceutique par un groupe \u00e9tranger, mon poste est supprim\u00e9 &#8211; mes droits ?\u00a0\u00bb open_toggle_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb open_toggle_background_color=\u00a0\u00bb#5685BD\u00a0\u00bb closed_toggle_background_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb icon_color=\u00a0\u00bb#5685BD\u00a0\u00bb use_icon_font_size=\u00a0\u00bbon\u00a0\u00bb icon_font_size=\u00a0\u00bb32px\u00a0\u00bb open_icon_color=\u00a0\u00bb#5685BD\u00a0\u00bb open_use_icon_font_size=\u00a0\u00bbon\u00a0\u00bb open_icon_font_size=\u00a0\u00bb32px\u00a0\u00bb module_id=\u00a0\u00bbdismissal\u00a0\u00bb _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb title_text_color=\u00a0\u00bb#5685BD\u00a0\u00bb title_level=\u00a0\u00bbh2&Prime; title_font=\u00a0\u00bb||||||||\u00a0\u00bb body_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb body_line_height=\u00a0\u00bb1.4em\u00a0\u00bb body_ul_position=\u00a0\u00bbinside\u00a0\u00bb body_ul_item_indent=\u00a0\u00bb30px\u00a0\u00bb body_link_font=\u00a0\u00bb|700|||||||\u00a0\u00bb body_link_text_color=\u00a0\u00bb#0A4C88&Prime; border_radii=\u00a0\u00bbon|5px|5px|5px|5px\u00a0\u00bb border_width_all=\u00a0\u00bb0px\u00a0\u00bb box_shadow_style=\u00a0\u00bbpreset1&Prime; box_shadow_vertical=\u00a0\u00bb0px\u00a0\u00bb box_shadow_blur=\u00a0\u00bb10px\u00a0\u00bb box_shadow_color=\u00a0\u00bbrgba(86,133,189,0.25)\u00a0\u00bb locked=\u00a0\u00bboff\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n<p>L&rsquo;article 2097 du Code civil du Qu\u00e9bec est la pierre angulaire ici : en cas de transfert d&rsquo;entreprise, le nouvel employeur reprend les obligations du pr\u00e9c\u00e9dent envers les salari\u00e9s. Votre anciennet\u00e9, vos conditions, votre contrat &#8211; tout suit le transfert automatiquement.<\/p>\n<p>Lorsque l&rsquo;acqu\u00e9reur supprime votre poste post-acquisition, c&rsquo;est trait\u00e9 comme un cong\u00e9diement sans cause par lui &#8211; avec calcul de l&rsquo;indemnit\u00e9 sur la base de votre anciennet\u00e9 compl\u00e8te (cumulant l&#8217;employeur d&rsquo;origine). Le calcul de votre <a href=\"https:\/\/olsquebec.com\/fr\/indemnite-de-licenciement\/\">indemnit\u00e9 de d\u00e9part au Qu\u00e9bec<\/a> doit int\u00e9grer cette continuit\u00e9 &#8211; les acqu\u00e9reurs \u00e9trangers, mal familiers du droit qu\u00e9b\u00e9cois, sous-estiment souvent ce param\u00e8tre.<\/p>\n[\/et_pb_toggle]\n[\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1&Prime; module_id=\u00a0\u00bbcontact-form-ols\u00a0\u00bb _builder_version=\u00a0\u00bb4.16&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb background_color=\u00a0\u00bb#003366&Prime; background_image=\u00a0\u00bbhttps:\/\/olsquebec.com\/wp-content\/uploads\/2020\/11\/librairie.jpg\u00a0\u00bb background_enable_image=\u00a0\u00bboff\u00a0\u00bb background_blend=\u00a0\u00bbmultiply\u00a0\u00bb custom_padding=\u00a0\u00bb60px|||||\u00a0\u00bb saved_tabs=\u00a0\u00bball\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_row 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