{"id":4632,"date":"2015-11-24T12:26:18","date_gmt":"2015-11-24T11:26:18","guid":{"rendered":"https:\/\/www.legalife.fr\/blog\/?p=4632"},"modified":"2018-11-08T11:23:52","modified_gmt":"2018-11-08T10:23:52","slug":"salaries-et-reseaux-sociaux","status":"publish","type":"post","link":"https:\/\/www.legalife.fr\/guides-juridiques\/salaries-et-reseaux-sociaux\/","title":{"rendered":"Salari\u00e9s et r\u00e9seaux sociaux"},"content":{"rendered":"<p class=\"row baseline--default\" style=\"text-align: justify;\">On pourrait penser que les r\u00e9seaux sociaux (Facebook, LinkedIn, Twitter pour ne citer que les plus fr\u00e9quent\u00e9s), et l\u2019usage qu\u2019en font les salari\u00e9s, ne concernent pas les employeurs. Or, la vie priv\u00e9e du salari\u00e9, lorsqu\u2019elle fait peser des cons\u00e9quences n\u00e9fastes sur l\u2019entreprise, peut avoir un int\u00e9r\u00eat pour les employeurs.<\/p>\n<div class=\"col-left span6\" style=\"text-align: justify;\"><\/div>\n<div class=\"col-left span6\">\n<div id=\"toc_container\" class=\"no_bullets\"><p class=\"toc_title\">Table des mati&egrave;res<\/p><ul class=\"toc_list\"><li><a href=\"#Au_recrutement_dun_salarie\"><span class=\"toc_number toc_depth_1\">1<\/span> Au recrutement d\u2019un salari\u00e9<\/a><\/li><li><a href=\"#Les_enjeux_juridiques_de_la_vie_privee_du_salarie\"><span class=\"toc_number toc_depth_1\">2<\/span> Les enjeux juridiques de la vie priv\u00e9e du salari\u00e9<\/a><\/li><li><a href=\"#Reseau_social_et_sanction_disciplinaire\"><span class=\"toc_number toc_depth_1\">3<\/span> R\u00e9seau social et sanction disciplinaire<\/a><\/li><\/ul><\/div>\n<h2 style=\"text-align: justify;\"><span id=\"Au_recrutement_dun_salarie\">Au recrutement d\u2019un salari\u00e9<\/span><\/h2>\n<p class=\"row baseline--default\" style=\"text-align: justify;\">De plus en plus d\u2019employeurs consultent Internet pendant le processus de recrutement pour s\u2019assurer de la probit\u00e9 d\u2019un candidat qui les int\u00e9resse. La recherche intervient donc \u00e0 un stade avanc\u00e9 du processus de recrutement, et non d\u00e8s la r\u00e9ception d\u2019un CV.<\/p>\n<p style=\"text-align: justify;\">Si les informations disponibles sont publiques, il ne pourra pas \u00eatre reproch\u00e9 au patron d\u2019avoir d\u00e9couvert des informations. Cette recherche ne doit toutefois pas conduire \u00e0 \u00e9carter un candidat pour des raisons discriminatoires. (d\u00e9couverte de l\u2019appartenance religieuse, ou de l\u2019orientation sexuelle, par exemple). Mais la pratique demeure l\u00e9gale.<\/p>\n<p style=\"text-align: justify;\">En revanche, un employeur ne peut en aucun cas chercher \u00e0 conna\u00eetre des informations priv\u00e9es. (notamment en cas de profil Facebook bloqu\u00e9 pour les tiers). Et ce, m\u00eame avec l\u2019accord du candidat.<\/p>\n<p style=\"text-align: justify;\">M\u00eame si rien ne vous y oblige, il est pr\u00e9f\u00e9rable d\u2019informer un candidat sur votre intention d\u2019effectuer des recherches sur Internet \u00e0 son propos.<\/p>\n<h2 style=\"text-align: justify;\"><span id=\"Les_enjeux_juridiques_de_la_vie_privee_du_salarie\">Les enjeux juridiques de la vie priv\u00e9e du salari\u00e9<\/span><\/h2>\n<p class=\"row baseline--default\" style=\"text-align: justify;\">Une fois le contrat de travail sign\u00e9, il est possible d\u2019engager la responsabilit\u00e9 d\u2019un salari\u00e9 qui aurait viol\u00e9 une obligation \u00e0 laquelle il est soumis sur son r\u00e9seau social priv\u00e9. Toute violation de propri\u00e9t\u00e9 intellectuelle, d\u2019un secret professionnel, tout contenu diffamant pour la soci\u00e9t\u00e9, tout propos discriminatoire ou toute action causant un pr\u00e9judice \u00e0 l\u2019entreprise peut faire l\u2019objet d\u2019un litige.<\/p>\n<p style=\"text-align: justify;\">Le probl\u00e8me est que l\u2019employeur est souvent amen\u00e9 \u00e0 faire irruption dans la vie priv\u00e9e du salari\u00e9 pour \u00eatre au courant de ces violations. Heureusement, le fait que ces r\u00e9seaux sociaux soient publics permet \u00e0 l\u2019employeur de d\u00e9couvrir les propos litigieux sans s\u2019immiscer dans la vie priv\u00e9e du salari\u00e9, et sans aller \u00e0 l\u2019encontre de la libert\u00e9 d\u2019expression du salari\u00e9.<\/p>\n<p style=\"text-align: justify;\">Une politique interne claire quant \u00e0 l\u2019usage des r\u00e9seaux sociaux peut permettre d\u2019\u00e9viter ce genre de contentieux. Cela semble \u00eatre l\u2019un des meilleurs outils de pr\u00e9vention. Car l\u2019employeur ne peut pas interdire \u00e0 ses salari\u00e9s de raisonnablement consulter Internet sur le lieu de travail. En effet, il doit \u00eatre pr\u00e9cis\u00e9 au salari\u00e9 que leur activit\u00e9 sur les r\u00e9seaux sociaux est susceptible d\u2019\u00eatre suivie.<br \/>\nDans le doute sur le comportement ou la politique \u00e0 mener, vous pouvez toujours <a href=\"https:\/\/www.legalife.fr\/consulter-un-avocat\">consulter un avocat en ligne<\/a>.<\/p>\n<h2 style=\"text-align: justify;\"><span id=\"Reseau_social_et_sanction_disciplinaire\">R\u00e9seau social et sanction disciplinaire<\/span><\/h2>\n<p class=\"row baseline--default\" style=\"text-align: justify;\">L\u2019employeur qui aura licitement d\u00e9couvert une utilisation inappropri\u00e9e d\u2019un r\u00e9seau social est en droit d\u2019engager une proc\u00e9dure disciplinaire.<\/p>\n<p style=\"text-align: justify;\">Cela commence avec un <a href=\"https:\/\/www.legalife.fr\/document\/avertissement-a-un-salarie\">avertissement au salari\u00e9<\/a>.\u00a0Mais les sanctions peuvent \u00eatre plus s\u00e9v\u00e8res, en fonction de la gravit\u00e9 de la faute commise.<\/p>\n<\/div>\n\n<div class=\"kk-star-ratings\n     kksr-valign-bottom     kksr-align-left    \"\n    data-payload=\"{&quot;align&quot;:&quot;left&quot;,&quot;id&quot;:&quot;4632&quot;,&quot;slug&quot;:&quot;default&quot;,&quot;valign&quot;:&quot;bottom&quot;,&quot;reference&quot;:&quot;auto&quot;,&quot;count&quot;:&quot;1&quot;,&quot;readonly&quot;:&quot;&quot;,&quot;score&quot;:&quot;5&quot;,&quot;best&quot;:&quot;5&quot;,&quot;gap&quot;:&quot;5&quot;,&quot;greet&quot;:&quot;Rate this post&quot;,&quot;legend&quot;:&quot;5\\\/5 - (1 vote)&quot;,&quot;size&quot;:&quot;24&quot;,&quot;width&quot;:&quot;142.5&quot;,&quot;_legend&quot;:&quot;{score}\\\/{best} - ({count} {votes})&quot;}\">\n    \n<div class=\"kksr-stars\">\n    \n<div class=\"kksr-stars-inactive\">\n            <div class=\"kksr-star\" data-star=\"1\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"2\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"3\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"4\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" data-star=\"5\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n    <\/div>\n    \n<div class=\"kksr-stars-active\" style=\"width: 142.5px;\">\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n            <div class=\"kksr-star\" style=\"padding-right: 5px\">\n            \n\n<div class=\"kksr-icon\" style=\"width: 24px; height: 24px;\"><\/div>\n        <\/div>\n    <\/div>\n<\/div>\n    \n<div class=\"kksr-legend\">\n            5\/5 - (1 vote)    <\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>On pourrait penser que les r\u00e9seaux sociaux (Facebook, LinkedIn, Twitter pour ne citer que les plus fr\u00e9quent\u00e9s), et l\u2019usage qu\u2019en font les salari\u00e9s, ne concernent pas les employeurs. Or, la vie priv\u00e9e du salari\u00e9, lorsqu\u2019elle fait peser des cons\u00e9quences n\u00e9fastes sur l\u2019entreprise, peut avoir un int\u00e9r\u00eat pour les employeurs. Table des mati&egrave;res1 Au recrutement d\u2019un [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":4633,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[405],"tags":[63,90,88],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v19.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Salari\u00e9s et r\u00e9seaux sociaux - LegaLife<\/title>\n<meta name=\"description\" content=\"On pourrait penser que les r\u00e9seaux sociaux (Facebook, LinkedIn, Twitter pour ne citer que les plus fr\u00e9quent\u00e9s), et l\u2019usage qu\u2019en font les salari\u00e9s, ne concernent pas les employeurs. Or, la vie priv\u00e9e du salari\u00e9, lorsqu\u2019elle fait peser des cons\u00e9quences n\u00e9fastes sur l\u2019entreprise, peut avoir un int\u00e9r\u00eat pour les employeurs.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.legalife.fr\/guides-juridiques\/salaries-et-reseaux-sociaux\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Salari\u00e9s et r\u00e9seaux sociaux - LegaLife\" \/>\n<meta property=\"og:description\" content=\"On pourrait penser que les r\u00e9seaux sociaux (Facebook, LinkedIn, Twitter pour ne citer que les plus fr\u00e9quent\u00e9s), et l\u2019usage qu\u2019en font les salari\u00e9s, ne concernent pas les employeurs. 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