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Sainte-Lucie
Sources et champ d'application - 2011
Références
- Contract of service Act [CSA], Act 14 of 1970, Revised editions. Chap. 16.03 including Contract of service regulations [CSR], Statutory Instrument 26/1972, as last amended by SI 21/1995
Date: 09 Mar 1995; voir le site internet »
- Equality of Opportunity and Treatment in Employment and Occupation Act [EOTEOA], Act 9 of 2000, Chap. 16.14
Date: 01 Apr 2000; voir le site internet »
- Registration, Status and Recognition of Trade Unions and Employers' Organisations Act [TUEOA], Act No. 42 of 1999 (not available in electronic format)
Date: 11 Jan 2000 (voir dans NATLEX »)
Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: fonctionnaires; membres de la famille de l'employeur
Réforme législative en cours A new Labour Code was passed in 2006. However, as of February 2011, it has not been implemented. This text which has been re-drafted to include new amendments is still under discussion.
Types de contrats de travail - 2011
+ show references
- Contract of service Act [CSA], Act 14 of 1970, Revised editions. Chap. 16.03 including Contract of service regulations [CSR], Statutory Instrument 26/1972, as last amended by SI 21/1995
Date: 09 Mar 1995; voir le site internet »
- Equality of Opportunity and Treatment in Employment and Occupation Act [EOTEOA], Act 9 of 2000, Chap. 16.14
Date: 01 Apr 2000; voir le site internet »
- Registration, Status and Recognition of Trade Unions and Employers' Organisations Act [TUEOA], Act No. 42 of 1999 (not available in electronic format)
Date: 11 Jan 2000 (voir dans NATLEX »)
Durée maximale de la période d'essai: 3 mois 
Contrat à durée déterminée (CDD):
- Motifs autorisés de recours au CDD: aucune limitation
- Nombre maximum de CDD successifs: aucune limitation
- Durée cumulée maximum de CDD successifs: aucune limitation
Conditions de fond du licenciement (motifs autorisés et prohibés) - 2011
+ show references
- Contract of service Act [CSA], Act 14 of 1970, Revised editions. Chap. 16.03 including Contract of service regulations [CSR], Statutory Instrument 26/1972, as last amended by SI 21/1995
Date: 09 Mar 1995; voir le site internet »
- Equality of Opportunity and Treatment in Employment and Occupation Act [EOTEOA], Act 9 of 2000, Chap. 16.14
Date: 01 Apr 2000; voir le site internet »
- Registration, Status and Recognition of Trade Unions and Employers' Organisations Act [TUEOA], Act No. 42 of 1999 (not available in electronic format)
Date: 11 Jan 2000 (voir dans NATLEX »)
Obligation d'informer le travailleur des raisons du licenciement: Non
Motifs autorisés (licenciement justifié): aucun
Motifs prohibés: état matrimonial; grossesse; responsabilités familiales; avoir déposé une plainte contre l'employeur; couleur; sexe; religion; opinion politique; origine sociale; nationalité/origine nationale; âge; affiliation et activités syndicales; handicap; dénoncer des violations; origine ethnique
Travailleurs bénéficiant d'une protection particulière: aucun groupe protégé
Conditions de forme / procédure du licenciement individuel - 2011
+ show references
- Contract of service Act [CSA], Act 14 of 1970, Revised editions. Chap. 16.03 including Contract of service regulations [CSR], Statutory Instrument 26/1972, as last amended by SI 21/1995
Date: 09 Mar 1995; voir le site internet »
- Equality of Opportunity and Treatment in Employment and Occupation Act [EOTEOA], Act 9 of 2000, Chap. 16.14
Date: 01 Apr 2000; voir le site internet »
- Registration, Status and Recognition of Trade Unions and Employers' Organisations Act [TUEOA], Act No. 42 of 1999 (not available in electronic format)
Date: 11 Jan 2000 (voir dans NATLEX »)
Forme de la notification du licenciement au travailleur: aucune forme particulière requise 
Délai de préavis:  - ancienneté ≥ 6 mois
- ancienneté ≥ 9 mois
- ancienneté ≥ 2 ans
- ancienneté ≥ 4 ans
- ancienneté ≥ 5 ans
- ancienneté ≥ 10 ans
- ancienneté ≥ 20 ans
Indemnité compensatrice de préavis: Oui 
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
Conditions de forme / procédure des licenciements collectifs pour motif économique - 2011
+ show references
- Contract of service Act [CSA], Act 14 of 1970, Revised editions. Chap. 16.03 including Contract of service regulations [CSR], Statutory Instrument 26/1972, as last amended by SI 21/1995
Date: 09 Mar 1995; voir le site internet »
- Equality of Opportunity and Treatment in Employment and Occupation Act [EOTEOA], Act 9 of 2000, Chap. 16.14
Date: 01 Apr 2000; voir le site internet »
- Registration, Status and Recognition of Trade Unions and Employers' Organisations Act [TUEOA], Act No. 42 of 1999 (not available in electronic format)
Date: 11 Jan 2000 (voir dans NATLEX »)
Définition du licenciement collectif (nombre d'employés concernés): No statutory definition collective dismissal. 
Consultation préalable des syndicats (représentants des travailleurs): Non
Notification à l'administration publique: Non 
Notification aux représentants des travailleurs: Non 
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Non
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non
Règles de priorité de réembauche: Non
Notes / Remarques There are no specific notification or consultation requirements applicable to collective dismissals. However, any employer who intends to close an undertaking must notify the trade union and the Labour Commissionner of its intention and indicate the reasons for closure and the number of categories affected (sec. 35 (1) Registration, Status and Recognition of Trade Unions and Employers' Organisations Act).
Indemnités de licenciement et indemnités spécifques aux licenciements économiques - 2011
+ show references
- Contract of service Act [CSA], Act 14 of 1970, Revised editions. Chap. 16.03 including Contract of service regulations [CSR], Statutory Instrument 26/1972, as last amended by SI 21/1995
Date: 09 Mar 1995; voir le site internet »
- Equality of Opportunity and Treatment in Employment and Occupation Act [EOTEOA], Act 9 of 2000, Chap. 16.14
Date: 01 Apr 2000; voir le site internet »
- Registration, Status and Recognition of Trade Unions and Employers' Organisations Act [TUEOA], Act No. 42 of 1999 (not available in electronic format)
Date: 11 Jan 2000 (voir dans NATLEX »)
Indemnité de licenciement: Indemnité de licenciement pour motif économique: ![* An employee, who has been continuously employed for more than 104 weeks (counted after the age of 16), is entitled to severance pay if he or she has been dismissed dismissed by his or her employer "by reason of the fact that an organisation where he or she is so employed is closed down, or reorganised or amalgamated with another organisation under a new name or change of ownership has taken place".
Dismissal is deemed to be based on those reasons if the dismissal is attributable wholly or mainly to:
"(a) the fact that his or her employer has ceased, or intends to cease, to carry on the business for the purposes for which the employee was employed by him or her, or has ceased, or intends to cease, to carry on that business in the place where the employee was so employed; or
(b) the fact that the requirements of that business for employees to carry out the work of a particular kind, or for an employee to carry out the work of a particular kind in the place where he or she was so employed, have ceased or diminished" (see sec. 10 CSA).
* According to regulation 14 of the Contract of service regulations, an employee who becomes redundant under the meaning of the Act shall receive a severance payment calculated as follows:
- one weeks' wages for each period of 52 weeks of continuous employment covering a period up to 156 weeks;
- two weeks' wages for 52 weeks of continuous employment covering a period of employment in excess of 156 weeks but not exceeding 364 weeks;
- three weeks' wages for each period of 52 weeks of continuous employment covering a period in excess of 364 weeks.
[i.e an employee with 20 year's service would be entitled to:
(3 x 1 week) + (4 x 2 weeks) + (13 x 3 weeks) = 50 weeks' wages]
* Redundancy payment is not due in the following circumstances:
(a) where a man has reached the age of 65 and a woman the age of 60;
(b) where the employer is entitled to terminate the contract of service of the employee without notice by reason of the employee's conduct;
(c) where the contract of service is for a fixed term and that term expires without being renewed under the same contract (sec. 11 CSA).](/webcommon/dyn/images/terminate/info.gif) - ancienneté ≥ 6 mois: 0 semaine(s)
- ancienneté ≥ 9 mois: 0 semaine(s)
- ancienneté ≥ 1 an: 0 semaine(s)
- ancienneté ≥ 2 ans: 2 semaine(s)
- ancienneté ≥ 4 ans: 4 semaine(s)
- ancienneté ≥ 5 ans: 7 semaine(s)
- ancienneté ≥ 10 ans: 20 semaine(s)
- ancienneté ≥ 20 ans: 50 semaine(s)
Voies de recours et procédure contentieuse en cas de litiges individuels - 2011
+ show references
- Contract of service Act [CSA], Act 14 of 1970, Revised editions. Chap. 16.03 including Contract of service regulations [CSR], Statutory Instrument 26/1972, as last amended by SI 21/1995
Date: 09 Mar 1995; voir le site internet »
- Equality of Opportunity and Treatment in Employment and Occupation Act [EOTEOA], Act 9 of 2000, Chap. 16.14
Date: 01 Apr 2000; voir le site internet »
- Registration, Status and Recognition of Trade Unions and Employers' Organisations Act [TUEOA], Act No. 42 of 1999 (not available in electronic format)
Date: 11 Jan 2000 (voir dans NATLEX »)
Compensation pour licenciement injustifié - montant librement déterminé par la cour: Oui 
Possibilité de réintégration dans l'emploi: Oui 
Conciliation préalable obligatoire: Non 
Courts ou tribunaux compétents: juridiction ordinaire; tribunal du travail 
Règlement des litiges individuels par arbitrage: Oui 
Information supplémentaire - 2011
+ show references
- Contract of service Act [CSA], Act 14 of 1970, Revised editions. Chap. 16.03 including Contract of service regulations [CSR], Statutory Instrument 26/1972, as last amended by SI 21/1995
Date: 09 Mar 1995; voir le site internet »
- Equality of Opportunity and Treatment in Employment and Occupation Act [EOTEOA], Act 9 of 2000, Chap. 16.14
Date: 01 Apr 2000; voir le site internet »
- Registration, Status and Recognition of Trade Unions and Employers' Organisations Act [TUEOA], Act No. 42 of 1999 (not available in electronic format)
Date: 11 Jan 2000 (voir dans NATLEX »)
Liens ILO Committee of Experts on the Application of Conventions and Recommendations - Comments on the ILO Termination of Employment Convention, 1982, No. 158 (from 1990) »
Caribbean Digest of Legislation on Termination of Employment, ILO Subregional Office for the Caribbean »
CARIBLEX »ILO's database of national labour legislation (including on termination of employment) for the 13 ILO member States of the English- and Dutch-speaking Caribbean.
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