{"id":231198,"date":"2021-12-07T13:43:24","date_gmt":"2021-12-07T17:43:24","guid":{"rendered":"https:\/\/olsquebec.com\/?p=231198"},"modified":"2022-01-10T18:12:28","modified_gmt":"2022-01-10T22:12:28","slug":"5-choses-que-les-cadres-devraient-savoir-sur-le-licenciement-abusif","status":"publish","type":"post","link":"https:\/\/olsquebec.com\/fr\/5-choses-que-les-cadres-devraient-savoir-sur-le-licenciement-abusif\/","title":{"rendered":"5 choses que les cadres devraient savoir sur le licenciement abusif"},"content":{"rendered":"[et_pb_section fb_built=\u00a0\u00bb1″ _builder_version=\u00a0\u00bb4.14.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb hover_enabled=\u00a0\u00bb0″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb custom_padding=\u00a0\u00bb0px||0px||false|false\u00a0\u00bb sticky_enabled=\u00a0\u00bb0″][et_pb_row _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n

Lorsqu’un cadre ou un manager perd son emploi, le terme juridique souvent utilis\u00e9 pour cela est le licenciement injustifi\u00e9. Qu’est-ce que \u00e7a veut dire? Cela signifie que l’employeur a cong\u00e9di\u00e9 le cadre ou le gestionnaire sans motif juridique suffisant. Il peut \u00e9galement \u00eatre appel\u00e9 : licenciement abusif, licenciement abusif ou licenciement abusif. Le licenciement abusif est un terme qui couvre un large \u00e9ventail de licenciements et voici quelques points que tout cadre ou manager devrait savoir :<\/span><\/p>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ _builder_version=\u00a0\u00bb4.11.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb background_color=\u00a0\u00bb#0a4c88″ custom_padding=\u00a0\u00bb0px||0px|||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.11.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.11.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb header_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb header_2_font=\u00a0\u00bb|600|||||||\u00a0\u00bb header_2_text_align=\u00a0\u00bbcenter\u00a0\u00bb header_2_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb max_width=\u00a0\u00bb100%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb border_width_left=\u00a0\u00bb1px\u00a0\u00bb border_color_left=\u00a0\u00bb#FFFFFF\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n

\u00a01. Un licenciement sans motif n’\u00e9quivaut pas automatiquement \u00e0 un licenciement abusif\u00a0\u00a0<\/b><\/h2>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ _builder_version=\u00a0\u00bb4.14.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb hover_enabled=\u00a0\u00bb0″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb custom_padding=\u00a0\u00bb0px||0px||false|false\u00a0\u00bb sticky_enabled=\u00a0\u00bb0″][et_pb_row _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n

Tous les licenciements ne sont pas des licenciements abusifs. Abusif implique que la r\u00e9siliation \u00e9tait une violation de la loi. Cependant, il existe un certain nombre de raisons valables pour mettre fin \u00e0 l’emploi. En cons\u00e9quence, parfois m\u00eame s’il n’y a pas de motif valable, les termes du licenciement peuvent <\/span>toujours <\/span><\/i>ne pas constituer un licenciement injustifi\u00e9. \u00c0 titre d’exemple, si l’employeur met fin \u00e0 l’emploi pour des raisons \u00e9conomiques l\u00e9gitimes et fournit une indemnisation \u00e9quitable, il ne peut pas \u00eatre l\u00e9galement qualifi\u00e9 de licenciement injustifi\u00e9.\u00a0\u00a0\u00a0<\/span><\/p>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ _builder_version=\u00a0\u00bb4.11.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb background_color=\u00a0\u00bb#0a4c88″ custom_padding=\u00a0\u00bb0px||0px|||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.11.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.11.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.14.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb header_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb header_2_font=\u00a0\u00bb|600|||||||\u00a0\u00bb header_2_text_align=\u00a0\u00bbcenter\u00a0\u00bb header_2_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb max_width=\u00a0\u00bb100%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb hover_enabled=\u00a0\u00bb0″ border_width_left=\u00a0\u00bb1px\u00a0\u00bb border_color_left=\u00a0\u00bb#FFFFFF\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb sticky_enabled=\u00a0\u00bb0″]\n

\u00a02. Le licenciement abusif est un concept\u00a0 \u00a0juridique distinct et important\u00a0\u00a0<\/b><\/h2>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ _builder_version=\u00a0\u00bb4.14.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb hover_enabled=\u00a0\u00bb0″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb custom_padding=\u00a0\u00bb0px||0px||false|false\u00a0\u00bb sticky_enabled=\u00a0\u00bb0″][et_pb_row _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n

Le licenciement abusif est un concept juridique sp\u00e9cifique, pas seulement le jargon des avocats. Il a une <\/span>d\u00e9finition <\/span>ainsi que la l\u00e9gislation et la jurisprudence qui d\u00e9terminent comment il est appliqu\u00e9 – et o\u00f9 il ne peut pas \u00eatre appliqu\u00e9. <\/span>Le cong\u00e9diement injustifi\u00e9<\/span><\/a><\/span> est une notion juridique particuli\u00e8rement importante dans la l\u00e9gislation qu\u00e9b\u00e9coise <\/span>et <\/span><\/i>pour les employ\u00e9s sous juridiction f\u00e9d\u00e9rale. Au Qu\u00e9bec, le fait qu’un cong\u00e9diement soit injustifi\u00e9 ou non a un impact significatif sur la r\u00e9mun\u00e9ration qu’un dirigeant ou un gestionnaire a droit de recevoir.\u00a0<\/span>\u00a0<\/span>\u00a0\u00a0\u00a0<\/span><\/p>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ _builder_version=\u00a0\u00bb4.11.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb background_color=\u00a0\u00bb#0a4c88″ custom_padding=\u00a0\u00bb0px||0px|||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.11.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.11.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb header_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb header_2_font=\u00a0\u00bb|600|||||||\u00a0\u00bb header_2_text_align=\u00a0\u00bbcenter\u00a0\u00bb header_2_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb max_width=\u00a0\u00bb100%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb border_width_left=\u00a0\u00bb1px\u00a0\u00bb border_color_left=\u00a0\u00bb#FFFFFF\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n

\u00a03. Ne rien signer\u00a0<\/b><\/h2>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ _builder_version=\u00a0\u00bb4.14.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_margin=\u00a0\u00bbauto||||false|false\u00a0\u00bb hover_enabled=\u00a0\u00bb0″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb custom_padding=\u00a0\u00bb0px||0px||false|false\u00a0\u00bb sticky_enabled=\u00a0\u00bb0″][et_pb_row _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n

Nous le r\u00e9p\u00e9tons beaucoup. C’est parce que c’est important. Si vous signez quelque chose, la partie est presque in\u00e9vitablement termin\u00e9e. M\u00eame si votre r\u00e9clamation est parfaite, la signature d’une d\u00e9charge ou d’une lettre d’offre d\u00e9truira g\u00e9n\u00e9ralement la r\u00e9clamation. Par cons\u00e9quent, il est essentiel de ne <\/span>rien <\/span><\/i>signer avant de s’assurer qu’il s’agit d’une offre \u00e9quitable.\u00a0\u00a0<\/span><\/p>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ _builder_version=\u00a0\u00bb4.11.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb background_color=\u00a0\u00bb#0a4c88″ custom_padding=\u00a0\u00bb0px||0px|||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.11.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.11.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb header_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb header_2_font=\u00a0\u00bb|600|||||||\u00a0\u00bb header_2_text_align=\u00a0\u00bbcenter\u00a0\u00bb header_2_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb max_width=\u00a0\u00bb100%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb border_width_left=\u00a0\u00bb1px\u00a0\u00bb border_color_left=\u00a0\u00bb#FFFFFF\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n

\u00a04. Les d\u00e9lais sont extr\u00eamement courts\u00a0\u00a0<\/b><\/h2>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ _builder_version=\u00a0\u00bb4.14.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb hover_enabled=\u00a0\u00bb0″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb custom_padding=\u00a0\u00bb0px||0px||false|false\u00a0\u00bb sticky_enabled=\u00a0\u00bb0″][et_pb_row _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n

Les d\u00e9lais pour une demande de cong\u00e9diement injustifi\u00e9 sont spectaculairement courts. C’est une autre information que nous r\u00e9p\u00e9tons beaucoup. C’est parce que nous avons \u00e9t\u00e9 contact\u00e9s de tr\u00e8s nombreuses fois par des gens alors qu’il est d\u00e9j\u00e0 beaucoup trop tard pour que nous puissions faire quoi que ce soit pour eux. Il est n\u00e9cessaire de prendre des d\u00e9cisions le plus rapidement possible. N’h\u00e9sitez pas \u00e0 contacter un avocat sp\u00e9cialis\u00e9 en droit du travail, et n’h\u00e9sitez pas \u00e0 contacter un avocat car vous pensez avoir manqu\u00e9 le d\u00e9lai. Un expert peut vous dire rapidement si vous avez manqu\u00e9 la journ\u00e9e. Cependant, plus vous attendez, plus vous avez de chances que votre affaire parte en fum\u00e9e. Il est \u00e9galement important de consid\u00e9rer strat\u00e9giquement si votre r\u00e9clamation vaut la peine d’\u00eatre poursuivie et la meilleure fa\u00e7on de s’y prendre. Id\u00e9alement, les conseils d’un expert ayant une exp\u00e9rience significative en mati\u00e8re de licenciement de cadres seront probablement les plus utiles.\u00a0<\/span><\/p>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ _builder_version=\u00a0\u00bb4.11.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb background_color=\u00a0\u00bb#0a4c88″ custom_padding=\u00a0\u00bb0px||0px|||\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.11.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.11.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.14.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb text_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb header_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb header_2_font=\u00a0\u00bb|600|||||||\u00a0\u00bb header_2_text_align=\u00a0\u00bbcenter\u00a0\u00bb header_2_text_color=\u00a0\u00bb#FFFFFF\u00a0\u00bb max_width=\u00a0\u00bb100%\u00a0\u00bb module_alignment=\u00a0\u00bbcenter\u00a0\u00bb hover_enabled=\u00a0\u00bb0″ border_width_left=\u00a0\u00bb1px\u00a0\u00bb border_color_left=\u00a0\u00bb#FFFFFF\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb sticky_enabled=\u00a0\u00bb0″]\n

\u00a05. Agissez rapidement !\u00a0<\/b><\/h2>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=\u00a0\u00bb1″ _builder_version=\u00a0\u00bb4.14.2″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb hover_enabled=\u00a0\u00bb0″ global_colors_info=\u00a0\u00bb{}\u00a0\u00bb custom_padding=\u00a0\u00bb0px||0px||false|false\u00a0\u00bb sticky_enabled=\u00a0\u00bb0″][et_pb_row _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4″ _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_text _builder_version=\u00a0\u00bb4.13.0″ _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]\n

En raison des courts d\u00e9lais et des d\u00e9cisions strat\u00e9giques qui doivent \u00eatre prises, il est essentiel que vous agissiez rapidement. Lorsqu’un licenciement se produit, il est important d’\u00e9valuer rapidement vos options afin de pouvoir passer aux \u00e9tapes suivantes sans que les portes qui devraient \u00eatre ouvertes se referment sur vous. Si une offre de d\u00e9part a \u00e9t\u00e9 faite, vous pouvez b\u00e9n\u00e9ficier de conseils d’experts afin de d\u00e9terminer si l’offre est une bonne offre qui vaut la peine d’\u00eatre accept\u00e9e ou s’il vaut la peine de tenter d’obtenir une plus grande indemnit\u00e9. Cependant, vous devez vous rappeler que prendre les mesures n\u00e9cessaires prend du temps. Il faut du temps pour contacter un expert, du temps pour \u00e9valuer votre situation et votre offre, du temps pour revoir vos options et vous conseiller, du temps pour agir dans les d\u00e9lais l\u00e9gaux\u2026 Le temps passe vite. Alors n’oubliez pas d’agir aussi vite que possible ; sinon, vos options peuvent se fermer avant que vous le sachiez.\u00a0\u00a0<\/span><\/p>\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]\n","protected":false},"excerpt":{"rendered":"

Lorsqu’un cadre ou un manager perd son emploi, le terme juridique souvent utilis\u00e9 pour cela est le licenciement injustifi\u00e9. Qu’est-ce que \u00e7a veut dire? Cela signifie que l’employeur a cong\u00e9di\u00e9 le cadre ou le gestionnaire sans motif juridique suffisant. Il peut \u00e9galement \u00eatre appel\u00e9 : licenciement abusif, licenciement abusif ou licenciement abusif. Le licenciement abusif […]<\/p>\n","protected":false},"author":101018,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[55],"tags":[],"class_list":["post-231198","post","type-post","status-publish","format-standard","hentry","category-non-classifiee"],"yoast_head":"\n5 choses que les cadres devraient savoir sur le licenciement abusif - OLS Quebec<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/olsquebec.com\/fr\/5-choses-que-les-cadres-devraient-savoir-sur-le-licenciement-abusif\/\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:title\" content=\"5 choses que les cadres devraient savoir sur le licenciement abusif - OLS Quebec\" \/>\n<meta name=\"twitter:description\" content=\"Lorsqu'un cadre ou un manager perd son emploi, le terme juridique souvent utilis\u00e9 pour cela est le licenciement injustifi\u00e9. 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