{"id":2571,"date":"2026-08-13T10:16:49","date_gmt":"2026-08-13T08:16:49","guid":{"rendered":"https:\/\/www.sud-industrie-capgemini.fr\/?p=2571"},"modified":"2026-08-13T11:52:51","modified_gmt":"2026-08-13T09:52:51","slug":"paec-vs-rcc-le-paec-nest-pas-un-formulaire-cest-un-contrat","status":"publish","type":"post","link":"https:\/\/www.sud-industrie-capgemini.fr\/index.php\/2026\/08\/13\/paec-vs-rcc-le-paec-nest-pas-un-formulaire-cest-un-contrat\/","title":{"rendered":"PAEC vs RCC : LE PAEC N&rsquo;EST PAS UN FORMULAIRE. C&rsquo;EST UN CONTRAT."},"content":{"rendered":"\n[et_pb_section fb_built=\u00a0\u00bb1&Prime; _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_row _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4&Prime; _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_code _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<div class=\"sud-tract\"><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block sud-illus\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <figure><!-- [et_pb_line_break_holder] -->        <img decoding=\"async\" src=\"https:\/\/www.sud-industrie-capgemini.fr\/wp-content\/uploads\/2026\/08\/caricature_PAEC_25ko-1.jpg\" alt=\"Illustration : un cadeau \u00ab PAEC \u00bb qui cache un pi\u00e8ge \u00ab RCC \u00bb, face \u00e0 une \u00e9lue SUD tenant le Code du travail.\"><!-- [et_pb_line_break_holder] -->        <figcaption>Illustration originale &#8211; A.C.<\/figcaption><!-- [et_pb_line_break_holder] -->      <\/figure><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><\/div>[\/et_pb_code][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4&Prime; _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_code _builder_version=\u00a0\u00bb4.27.7&Prime; 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.sud-masthead .sud-wrap{flex-wrap:wrap;gap:4px 14px;}<!-- [et_pb_line_break_holder] -->  .sud-masthead .sud-meta{text-align:left;}<!-- [et_pb_line_break_holder] -->  .sud-legal .ref{white-space:normal;}<!-- [et_pb_line_break_holder] -->  .sud-2col,.sud-split{gap:16px;}<!-- [et_pb_line_break_holder] -->  .sud-shead{gap:12px;}<!-- [et_pb_line_break_holder] -->}<!-- [et_pb_line_break_holder] -->@media(prefers-reduced-motion:reduce){.sud-tract *{transition:none!important;}}<!-- [et_pb_line_break_holder] --><\/style><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] --><div class=\"sud-tract\"><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block--flush sud-masthead\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <div class=\"sud-logo\">SUD <b>INDUSTRIE<\/b><\/div><!-- [et_pb_line_break_holder] -->      <div class=\"sud-meta\">Altran \/ Capgemini Engineering<!\u2013- [et_pb_br_holder] -\u2013>Communication du 12 ao\u00fbt 2026<\/div><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block sud-hero\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <span class=\"sud-eyebrow\">Plan PAEC &#8211; Rupture conventionnelle collective<\/span><!-- [et_pb_line_break_holder] -->      <h1 class=\"sud-h1\"><span>Le PAEC n&rsquo;est pas un formulaire.<\/span><span class=\"mark\">C&rsquo;est un contrat.<\/span><\/h1><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><\/div>[\/et_pb_code][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4&Prime; _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_code _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<div class=\"sud-tract\"><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block sud-hero\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <pee class=\"sud-lead\">Quatre organisations vous ont expliqu\u00e9 le plan. Aucune ne vous a donn\u00e9 vos droits. Voici les v\u00f4tres, v\u00e9rifi\u00e9s article par article.<\/pee><!-- [et_pb_line_break_holder] -->      <div class=\"sud-callout\" style=\"margin-top:22px;\"><pee>Le PAEC est un nom d&rsquo;accord. Le mot qui vous donne des droits, c&rsquo;est <strong>RCC<\/strong> &#8211; articles L1237-19 et suivants du Code du travail.<\/pee><\/div><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <div class=\"sud-shead\"><span class=\"num\">01<\/span><span class=\"ttl\">Les trois dates qui d\u00e9cident de tout<\/span><\/div><!-- [et_pb_line_break_holder] -->      <div class=\"sud-dates\"><!-- [et_pb_line_break_holder] -->        <div class=\"sud-datecard\"><!-- [et_pb_line_break_holder] -->          <div class=\"big\">27 ao\u00fbt<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"kind\">Cl\u00f4ture<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"desc\">Fin de la deuxi\u00e8me p\u00e9riode de candidature. Apr\u00e8s cette date, le dispositif se referme sur les cat\u00e9gories encore ouvertes.<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"ref\">2026<\/div><!-- [et_pb_line_break_holder] -->        <\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-datecard\"><!-- [et_pb_line_break_holder] -->          <div class=\"big\">2 mois<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"kind\">Recours<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"desc\">Pour contester la d\u00e9cision de validation devant le tribunal administratif, \u00e0 compter du jour o\u00f9 elle a \u00e9t\u00e9 port\u00e9e \u00e0 votre connaissance. \u00c0 l&rsquo;exclusion de tout autre recours.<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"ref\">Art. L1235-7-1<\/div><!-- [et_pb_line_break_holder] -->        <\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-datecard sud-datecard--dark\"><!-- [et_pb_line_break_holder] -->          <div class=\"big\">12 mois<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"kind\">Forclusion<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"desc\">Toute contestation portant sur la rupture de votre contrat doit \u00eatre form\u00e9e <strong>\u00e0 peine d&rsquo;irrecevabilit\u00e9<\/strong> dans les douze mois de la rupture.<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"ref\">Art. L1237-19-8<\/div><!-- [et_pb_line_break_holder] -->        <\/div><!-- [et_pb_line_break_holder] -->      <\/div><!-- [et_pb_line_break_holder] -->      <div class=\"sud-callout\" style=\"margin-top:16px;\"><pee>Ce que personne ne vous a dit. Pass\u00e9 douze mois, aucun juge ne vous entendra. Et si l&#8217;employeur n&rsquo;a pas port\u00e9 la d\u00e9cision de validation et les voies de recours \u00e0 votre connaissance par affichage ou par tout moyen conf\u00e9rant date certaine (art. L1237-19-4), le d\u00e9lai de deux mois ne peut pas vous \u00eatre oppos\u00e9.<\/pee><\/div><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <div class=\"sud-shead\"><span class=\"num\">02<\/span><span class=\"ttl\">Avant de signer : les cinq v\u00e9rifications<\/span><\/div><!-- [et_pb_line_break_holder] -->      <div class=\"sud-checks\"><!-- [et_pb_line_break_holder] -->        <div class=\"sud-checkcol\"><!-- [et_pb_line_break_holder] -->          <div class=\"sud-check\"><span class=\"n\">1<\/span><span class=\"c\"><strong>Le montant.<\/strong> Les indemnit\u00e9s de rupture garanties au salari\u00e9 ne peuvent \u00eatre inf\u00e9rieures aux indemnit\u00e9s l\u00e9gales dues en cas de licenciement. Calculez. Comparez. \u00c9crivez si l&rsquo;\u00e9cart existe.<span class=\"ref\">Art. L1237-19-1, 5\u00b0<\/span><\/span><\/div><!-- [et_pb_line_break_holder] -->          <div class=\"sud-check\"><span class=\"n\">2<\/span><span class=\"c\"><strong>La r\u00e9tractation.<\/strong> L&rsquo;accord fixe lui-m\u00eame les modalit\u00e9s de conclusion de la convention et d&rsquo;exercice du droit de r\u00e9tractation. Ce d\u00e9lai n&rsquo;est pas dans la loi : il est dans l&rsquo;accord. Lisez-le avant de signer.<span class=\"ref\">Art. L1237-19-1, 4\u00b0 bis<\/span><\/span><\/div><!-- [et_pb_line_break_holder] -->          <div class=\"sud-check\"><span class=\"n\">3<\/span><span class=\"c\"><strong>Les crit\u00e8res de d\u00e9partage.<\/strong> Ils figurent obligatoirement dans l&rsquo;accord. Dossier rejet\u00e9 ? Demandez par \u00e9crit le crit\u00e8re exact qui vous a \u00e9t\u00e9 oppos\u00e9 et votre position dans le classement.<span class=\"ref\">Art. L1237-19-1, 6\u00b0<\/span><\/span><\/div><!-- [et_pb_line_break_holder] -->        <\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-checkcol\"><!-- [et_pb_line_break_holder] -->          <div class=\"sud-check\"><span class=\"n\">4<\/span><span class=\"c\"><strong>La convention prime sur le discours.<\/strong> Un webinaire n&rsquo;engage personne. Un entretien RH n&rsquo;engage personne. Seule la convention que vous signez fait foi. Si une promesse orale n&rsquo;y figure pas, elle n&rsquo;existe pas.<span class=\"ref\">R\u00e8gle de preuve<\/span><\/span><\/div><!-- [et_pb_line_break_holder] -->          <div class=\"sud-check\"><span class=\"n\">5<\/span><span class=\"c\"><strong>\u00c9lu, DS, RSS, membre du CSE, conseiller du salari\u00e9 ?<\/strong> La rupture est soumise \u00e0 l&rsquo;autorisation de l&rsquo;inspecteur du travail et ne peut intervenir que le lendemain du jour de l&rsquo;autorisation. Aucune signature ne remplace cette autorisation.<span class=\"ref\">Art. L1237-19-2<\/span><\/span><\/div><!-- [et_pb_line_break_holder] -->        <\/div><!-- [et_pb_line_break_holder] -->      <\/div><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><\/div>[\/et_pb_code][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4&Prime; _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_code _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<div class=\"sud-tract\"><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <div class=\"sud-shead\"><span class=\"num\">03<\/span><span class=\"ttl\">Vous restez ? L&rsquo;article qu&rsquo;on ne vous a pas montr\u00e9<\/span><\/div><!-- [et_pb_line_break_holder] -->      <div class=\"sud-legal\"><!-- [et_pb_line_break_holder] -->        <div class=\"ref\">Art. L1237-19<\/div><!-- [et_pb_line_break_holder] -->        <div class=\"txt\">\u00ab Un accord collectif peut d\u00e9terminer le contenu d&rsquo;une rupture conventionnelle collective excluant tout licenciement pour atteindre les objectifs qui lui sont assign\u00e9s en termes de suppression d&#8217;emplois. \u00bb<\/div><!-- [et_pb_line_break_holder] -->      <\/div><!-- [et_pb_line_break_holder] -->      <div class=\"sud-split\"><!-- [et_pb_line_break_holder] -->        <div class=\"sud-figbox\"><!-- [et_pb_line_break_holder] -->          <div class=\"n\">1 456<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"lab\">Postes restant \u00e0 supprimer<\/div><!-- [et_pb_line_break_holder] -->        <\/div><!-- [et_pb_line_break_holder] -->        <div class=\"txt\"><!-- [et_pb_line_break_holder] -->          <pee><strong>Ce que cela signifie :<\/strong> l&#8217;employeur ne peut pas atteindre son objectif de suppressions de postes par des licenciements. Le dispositif repose sur ce principe, et la validation administrative en d\u00e9pend.<\/pee><!-- [et_pb_line_break_holder] -->          <pee>Si, dans les mois qui viennent, la pression manag\u00e9riale, la mise \u00e0 l&rsquo;\u00e9cart, le refus de mission, l&rsquo;insuffisance professionnelle ou une \u00e9valuation d\u00e9grad\u00e9e servent \u00e0 faire partir celles et ceux que le volontariat n&rsquo;a pas emport\u00e9s, ce n&rsquo;est plus de la gestion des ressources humaines. C&rsquo;est un contournement du dispositif, et cela se combat.<\/pee><!-- [et_pb_line_break_holder] -->        <\/div><!-- [et_pb_line_break_holder] -->      <\/div><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <div class=\"sud-shead\"><span class=\"num\">04<\/span><span class=\"ttl\">Se prot\u00e9ger : trois r\u00e9flexes, un mod\u00e8le<\/span><\/div><!-- [et_pb_line_break_holder] -->      <div class=\"sud-actions\"><!-- [et_pb_line_break_holder] -->        <div class=\"sud-action\"><h4>Tracer<\/h4><pee>Chaque pression, chaque objectif intenable, chaque demande hors comp\u00e9tences, chaque mission refus\u00e9e : un courriel factuel, le jour m\u00eame.<\/pee><\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-action\"><h4>Conserver<\/h4><pee>Vos \u00e9valuations, comptes rendus d&rsquo;entretien et \u00e9changes avec le management et les clients. En dehors des seuls outils de l&#8217;employeur.<\/pee><\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-action\"><h4>Signaler<\/h4><pee>\u00c0 vos repr\u00e9sentants du personnel, par \u00e9crit, sans attendre que la situation se d\u00e9grade. Un signalement dat\u00e9 vaut mieux qu&rsquo;un souvenir.<\/pee><\/div><!-- [et_pb_line_break_holder] -->      <\/div><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->      <pee class=\"sud-banner\" style=\"margin-top:30px;\">Sans trace \u00e9crite, il n&rsquo;y a pas de dossier. <span class=\"mark\">Avec des traces, il y a un dossier.<\/span><\/pee><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->      <div class=\"sud-2col\" style=\"margin-top:22px;\"><!-- [et_pb_line_break_holder] -->        <div class=\"sud-letter\"><!-- [et_pb_line_break_holder] -->          <div class=\"obj\">Objet : Demande de confirmation \u00e9crite &#8211; [objet de la demande]<\/div><!-- [et_pb_line_break_holder] -->          <pee>Bonjour [Nom],<\/pee><!-- [et_pb_line_break_holder] -->          <pee>Je fais suite \u00e0 notre \u00e9change du [date] concernant [objet].<\/pee><!-- [et_pb_line_break_holder] -->          <pee>Afin d&rsquo;\u00e9viter toute ambigu\u00eft\u00e9 et de pouvoir y donner suite dans de bonnes conditions, je vous remercie de bien vouloir me confirmer par \u00e9crit :<\/pee><!-- [et_pb_line_break_holder] -->          <ul><!-- [et_pb_line_break_holder] -->            <li>la demande exacte qui m&rsquo;est adress\u00e9e ;<\/li><!-- [et_pb_line_break_holder] -->            <li>le fondement de cette demande au regard de mon contrat de travail et de ma classification ;<\/li><!-- [et_pb_line_break_holder] -->            <li>les cons\u00e9quences envisag\u00e9es en cas de r\u00e9ponse n\u00e9gative de ma part.<\/li><!-- [et_pb_line_break_holder] -->          <\/ul><!-- [et_pb_line_break_holder] -->          <pee>Dans l&rsquo;attente de votre retour, je reste \u00e0 votre disposition.<\/pee><!-- [et_pb_line_break_holder] -->          <pee class=\"sign\">[Pr\u00e9nom NOM] &#8211; [Fonction]<\/pee><!-- [et_pb_line_break_holder] -->        <\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-side\"><!-- [et_pb_line_break_holder] -->          <div class=\"cap\">R\u00e8gle d&rsquo;usage<\/div><!-- [et_pb_line_break_holder] -->          <div class=\"sud-callout\"><pee>Envoyez depuis votre messagerie professionnelle et gardez-en une copie personnelle. Un \u00e9change oral ne se prouve pas.<\/pee><\/div><!-- [et_pb_line_break_holder] -->          <div class=\"sud-mini\"><span class=\"lab\">Rappel<\/span><span class=\"big\">12 mois<\/span>Toute contestation sur la rupture doit \u00eatre form\u00e9e dans les douze mois, \u00e0 peine d&rsquo;irrecevabilit\u00e9. Ce d\u00e9lai court, que vous soyez parti ou rest\u00e9.<span class=\"ref\">Art. L1237-19-8<\/span><\/div><!-- [et_pb_line_break_holder] -->        <\/div><!-- [et_pb_line_break_holder] -->      <\/div><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><\/div>[\/et_pb_code][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4&Prime; _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_code _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb]<div class=\"sud-tract\"><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <div class=\"sud-shead\"><span class=\"num\">05<\/span><span class=\"ttl\">La formation est une obligation, pas une faveur<\/span><\/div><!-- [et_pb_line_break_holder] -->      <div class=\"sud-legal\"><!-- [et_pb_line_break_holder] -->        <div class=\"ref\">Art. L6321-1<\/div><!-- [et_pb_line_break_holder] -->        <div class=\"txt\">\u00ab L&#8217;employeur assure l&rsquo;adaptation des salari\u00e9s \u00e0 leur poste de travail. Il veille au maintien de leur capacit\u00e9 \u00e0 occuper un emploi, au regard notamment de l&rsquo;\u00e9volution des emplois, des technologies et des organisations. \u00bb<\/div><!-- [et_pb_line_break_holder] -->      <\/div><!-- [et_pb_line_break_holder] -->      <pee style=\"margin-top:18px;\">Si votre cat\u00e9gorie d&#8217;emploi est aujourd&rsquo;hui d\u00e9clar\u00e9e \u00ab en d\u00e9clin \u00bb apr\u00e8s des ann\u00e9es sans action d&rsquo;adaptation, ce n&rsquo;est pas votre parcours qui a \u00e9chou\u00e9. C&rsquo;est une obligation l\u00e9gale de l&#8217;employeur qui n&rsquo;a pas \u00e9t\u00e9 tenue. Cette question se pose, et nous la posons.<\/pee><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <div class=\"sud-shead\"><span class=\"num\">06<\/span><span class=\"ttl\">Dossier rejet\u00e9 ? Ce qui reste possible<\/span><\/div><!-- [et_pb_line_break_holder] -->      <pee>Sur 717 dossiers pr\u00e9sent\u00e9s \u00e0 la premi\u00e8re commission, 94 ont \u00e9t\u00e9 rejet\u00e9s au titre des crit\u00e8res de d\u00e9partage et 6 \u00e9cart\u00e9s comme non conformes. On vous a dit qu&rsquo;aucun recours n&rsquo;\u00e9tait pr\u00e9vu. Trois choses restent vraies.<\/pee><!-- [et_pb_line_break_holder] -->      <ul class=\"sud-qlist\"><!-- [et_pb_line_break_holder] -->        <li class=\"sud-qitem\"><span class=\"qn\">01<\/span><span class=\"qt\"><strong>Exigez le motif exact<\/strong> de la d\u00e9cision et le crit\u00e8re de d\u00e9partage appliqu\u00e9. Les crit\u00e8res figurent obligatoirement dans l&rsquo;accord. Une d\u00e9cision qui ne s&rsquo;y rattache pas est contestable.<\/span><\/li><!-- [et_pb_line_break_holder] -->        <li class=\"sud-qitem\"><span class=\"qn\">02<\/span><span class=\"qt\"><strong>Faites remonter votre situation.<\/strong> Le suivi de l&rsquo;accord fait l&rsquo;objet d&rsquo;une consultation r\u00e9guli\u00e8re et d\u00e9taill\u00e9e du CSE, dont les avis sont transmis \u00e0 l&rsquo;autorit\u00e9 administrative, laquelle re\u00e7oit un bilan \u00e9tabli par l&#8217;employeur (art. L1237-19-7).<\/span><\/li><!-- [et_pb_line_break_holder] -->        <li class=\"sud-qitem\"><span class=\"qn\">03<\/span><span class=\"qt\"><strong>Le d\u00e9lai de douze mois court aussi pour vous.<\/strong> Ne laissez pas le calendrier d\u00e9cider \u00e0 votre place.<\/span><\/li><!-- [et_pb_line_break_holder] -->      <\/ul><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <div class=\"sud-shead\"><span class=\"num\">07<\/span><span class=\"ttl\">Ce que SUD Industrie exige<\/span><\/div><!-- [et_pb_line_break_holder] -->      <div class=\"sud-demands\"><!-- [et_pb_line_break_holder] -->        <div class=\"sud-demand\"><pee>La communication \u00e0 tous les salari\u00e9s du bilan de mise en \u0153uvre transmis \u00e0 l&rsquo;autorit\u00e9 administrative, cat\u00e9gorie d&#8217;emploi par cat\u00e9gorie d&#8217;emploi.<\/pee><\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-demand\"><pee>La motivation \u00e9crite et individualis\u00e9e de chaque dossier rejet\u00e9.<\/pee><\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-demand\"><pee>Un engagement \u00e9crit de la Direction sur le traitement des 1 456 postes restants, sans recours au licenciement pour atteindre l&rsquo;objectif.<\/pee><\/div><!-- [et_pb_line_break_holder] -->        <div class=\"sud-demand\"><pee>Un plan d&rsquo;adaptation et de formation opposable pour les cat\u00e9gories d\u00e9clar\u00e9es en d\u00e9clin, au titre de l&rsquo;article L6321-1.<\/pee><\/div><!-- [et_pb_line_break_holder] -->      <\/div><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block sud-cta\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <pee class=\"kick\">SUD Industrie ne vous vend pas un plan.<!\u2013- [et_pb_br_holder] -\u2013><span class=\"y\">Il vous arme.<\/span><\/pee><!-- [et_pb_line_break_holder] -->      <pee class=\"sub\">Une pression, un doute, un dossier rejet\u00e9, une convention \u00e0 relire : contactez-nous avant de signer.<\/pee><!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><!-- [et_pb_line_break_holder] -->  <section class=\"sud-block--flush sud-fine\"><!-- [et_pb_line_break_holder] -->    <div class=\"sud-wrap\"><!-- [et_pb_line_break_holder] -->      <strong>Sources :<\/strong> Code du travail, art. L1237-19, L1237-19-1, L1237-19-2, L1237-19-4, L1237-19-7, L1237-19-8, L1235-7-1 et L6321-1, en vigueur au 12 ao\u00fbt 2026. Chiffres : communications syndicales UES Altran \/ Capgemini Engineering, ao\u00fbt 2026. &#8211; Ne pas jeter sur la voie publique.<!-- [et_pb_line_break_holder] -->    <\/div><!-- [et_pb_line_break_holder] -->  <\/section><!-- [et_pb_line_break_holder] --><\/div>[\/et_pb_code][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_column type=\u00a0\u00bb4_4&Prime; _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][et_pb_button button_url=\u00a0\u00bbhttps:\/\/www.sud-industrie-capgemini.fr\/wp-content\/uploads\/2026\/08\/SUD_Tract_le_PAEC_vs_RCC.pdf\u00a0\u00bb url_new_window=\u00a0\u00bbon\u00a0\u00bb button_text=\u00a0\u00bbTELECHARGER\u00a0\u00bb button_alignment=\u00a0\u00bbcenter\u00a0\u00bb _builder_version=\u00a0\u00bb4.27.7&Prime; _module_preset=\u00a0\u00bbdefault\u00a0\u00bb custom_button=\u00a0\u00bbon\u00a0\u00bb button_icon=\u00a0\u00bb&#x41;||divi||400&Prime; global_colors_info=\u00a0\u00bb{}\u00a0\u00bb][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section]\n","protected":false},"excerpt":{"rendered":"<p>03Vous restez ? L&rsquo;article qu&rsquo;on ne vous a pas montr\u00e9 Art. 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