{"id":1220144,"date":"2026-06-30T07:59:24","date_gmt":"2026-06-30T05:59:24","guid":{"rendered":"https:\/\/kohenavocats.com\/cour-dappel-de-bordeaux-le-28-avril-2026-n24-00698\/"},"modified":"2026-06-30T07:59:24","modified_gmt":"2026-06-30T05:59:24","slug":"cour-dappel-de-bordeaux-le-28-avril-2026-n24-00698","status":"publish","type":"post","link":"https:\/\/kohenavocats.com\/en\/cour-dappel-de-bordeaux-le-28-avril-2026-n24-00698\/","title":{"rendered":"Cour d&#8217;appel de Bordeaux, le 28 avril 2026, n\u00b024\/00698"},"content":{"rendered":"<div class='article-content'>\n<style scoped>.toc-article{background:#f8f9fa;border:1px solid #e2e6ea;border-left:4px solid #2c5f8a;border-radius:6px;padding:20px 24px;margin:0 0 32px;font-size:15px;line-height:1.6}.toc-article p{margin:0 0 10px;font-size:16px;font-weight:600;color:#1a1a1a}.toc-article ul{list-style:none;margin:0;padding:0}.toc-article li.toc-h2{padding:4px 0}.toc-article li.toc-h3{padding:2px 0 2px 20px;font-size:14px}.toc-article a{color:#2c5f8a;text-decoration:none;border-bottom:1px dotted #a0b4c8}.toc-article a:hover{color:#1a3d5c;border-bottom-color:#1a3d5c}<\/style>\n<nav class=\"toc-article\" role=\"navigation\" aria-label=\"Sommaire\">\n<p>Sommaire<\/p>\n<ul>\n<li class=\"toc-h2\"><a href=\"#i-la-requalification-du-licenciement-pour-insuffisance-professionnelle-en-licenc\">I. La requalification du licenciement pour insuffisance professionnelle en licenciement disciplinaire d\u00e9pourvu de cause r\u00e9elle et s\u00e9rieuse<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-labsence-de-caracterisation-de-linsuffisance-professionnelle-face-a-des-griefs\">A. L&#8217;absence de caract\u00e9risation de l&#8217;insuffisance professionnelle face \u00e0 des griefs volontaires<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-la-prescription-des-griefs-et-labsence-de-faits-recents-etablis\">B. La prescription des griefs et l&#8217;absence de faits r\u00e9cents \u00e9tablis<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#ii-les-consequences-indemnitaires-et-le-rejet-de-la-demande-pour-execution-deloy\">II. Les cons\u00e9quences indemnitaires et le rejet de la demande pour ex\u00e9cution d\u00e9loyale du contrat<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#a-lindemnisation-du-licenciement-sans-cause-reelle-et-serieuse\">A. L&#8217;indemnisation du licenciement sans cause r\u00e9elle et s\u00e9rieuse<\/a><\/li>\n<li class=\"toc-h3\"><a href=\"#b-le-rejet-de-la-demande-pour-execution-deloyale-du-contrat\">B. Le rejet de la demande pour ex\u00e9cution d\u00e9loyale du contrat<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#jurisprudences-utilisees-pour-enrichir-le-commentaire\">Jurisprudences utilis\u00e9es pour enrichir le commentaire<\/a><\/li>\n<li class=\"toc-h2\"><a href=\"#fondements-juridiques\">Fondements juridiques<\/a><\/li>\n<\/ul>\n<\/nav>\n<p>La Cour d&#8217;appel de Bordeaux, dans un arr\u00eat rendu le 28 avril 2026 (n\u00b024\/00698), \u00e9tait saisie du licenciement d&#8217;un salari\u00e9 pour insuffisance professionnelle. Le salari\u00e9, employ\u00e9 depuis vingt ans, avait vu son poste \u00e9voluer sans avenant. Apr\u00e8s un arr\u00eat maladie de cinq mois, il fut licenci\u00e9 sur le fondement d&#8217;une insuffisance professionnelle, l&#8217;employeur lui reprochant des dysfonctionnements, un d\u00e9sint\u00e9r\u00eat et une activit\u00e9 de traiteur exerc\u00e9e pendant son arr\u00eat.<\/p>\n<p>Le conseil de prud&#8217;hommes de Bordeaux avait valid\u00e9 ce licenciement. En cause d&#8217;appel, le salari\u00e9 soutenait que les griefs \u00e9taient vagues, non dat\u00e9s, et que l&#8217;employeur avait contourn\u00e9 les r\u00e8gles de la prescription disciplinaire. La soci\u00e9t\u00e9 maintenait que l&#8217;\u00e9volution du poste avait \u00e9t\u00e9 accept\u00e9e et que le licenciement reposait sur une inex\u00e9cution des missions.<\/p>\n<p>La question de droit portait sur la qualification des griefs \u00e9nonc\u00e9s dans la lettre de licenciement. Il s&#8217;agissait de d\u00e9terminer si des faits proc\u00e9dant d&#8217;un comportement volontaire pouvaient relever de l&#8217;insuffisance professionnelle, motif non disciplinaire, ou s&#8217;ils devaient \u00eatre examin\u00e9s sous l&#8217;angle disciplinaire, avec les garanties aff\u00e9rentes.<\/p>\n<p>La cour a infirm\u00e9 le jugement et dit le licenciement d\u00e9pourvu de cause r\u00e9elle et s\u00e9rieuse, condamnant l&#8217;employeur \u00e0 verser 40 000 euros de dommages et int\u00e9r\u00eats. Elle a rejet\u00e9 la demande d&#8217;ex\u00e9cution d\u00e9loyale du contrat. Cette d\u00e9cision illustre le contr\u00f4le rigoureux de la qualification des motifs de rupture.<\/p>\n<h2 id=\"i-la-requalification-du-licenciement-pour-insuffisance-professionnelle-en-licenc\">I. La requalification du licenciement pour insuffisance professionnelle en licenciement disciplinaire d\u00e9pourvu de cause r\u00e9elle et s\u00e9rieuse<\/h2>\n<p><\/p>\n<h3 id=\"a-labsence-de-caracterisation-de-linsuffisance-professionnelle-face-a-des-griefs\">A. L&#8217;absence de caract\u00e9risation de l&#8217;insuffisance professionnelle face \u00e0 des griefs volontaires<\/h3>\n<p>La cour rappelle que l&#8217;insuffisance professionnelle suppose une incapacit\u00e9 ou une incomp\u00e9tence involontaire du salari\u00e9. Elle souligne que <em>&#8220;les griefs qui sont \u00e9nonc\u00e9s \u00e0 la lettre ne rel\u00e8vent pas d&#8217;une incapacit\u00e9 ou incomp\u00e9tence du salari\u00e9 \u00e0 ex\u00e9cuter correctement le travail pour lequel il a \u00e9t\u00e9 embauch\u00e9&#8221;<\/em> <strong>(Cour d&#8217;appel de Bordeaux, 28 avril 2026, n\u00b024\/00698)<\/strong>. Les faits reproch\u00e9s, tels que les retards, l&#8217;\u00e9vitement des t\u00e2ches administratives ou l&#8217;activit\u00e9 de traiteur, proc\u00e8dent d&#8217;une omission d\u00e9lib\u00e9r\u00e9e. Ils rel\u00e8vent donc de la sph\u00e8re disciplinaire. L&#8217;employeur avait lui-m\u00eame \u00e9voqu\u00e9 un <em>&#8220;comportement fautif&#8221;<\/em> dans ses \u00e9critures, confirmant l&#8217;ambigu\u00eft\u00e9 de la qualification retenue.<\/p>\n<h3 id=\"b-la-prescription-des-griefs-et-labsence-de-faits-recents-etablis\">B. La prescription des griefs et l&#8217;absence de faits r\u00e9cents \u00e9tablis<\/h3>\n<p>Ayant requalifi\u00e9 le licenciement en licenciement disciplinaire, la cour applique les r\u00e8gles de prescription. Elle constate que <em>&#8220;les pi\u00e8ces produites par l&#8217;employeur sont pour l&#8217;essentiel ant\u00e9rieures de plus de deux mois \u00e0 l&#8217;introduction de la proc\u00e9dure disciplinaire&#8221;<\/em> <strong>(Cour d&#8217;appel de Bordeaux, 28 avril 2026, n\u00b024\/00698)<\/strong>. Seuls deux faits post\u00e9rieurs \u00e0 la reprise sont mentionn\u00e9s : un retard et un \u00e9tat de stress d&#8217;une coll\u00e8gue. Le retard, unique et de dix minutes, ne saurait justifier une rupture. L&#8217;\u00e9tat de stress n&#8217;est pas objectivement imputable au salari\u00e9. La cour conclut que l&#8217;employeur a choisi le terrain de l&#8217;insuffisance professionnelle pour <em>&#8220;\u00e9viter les r\u00e8gles de la prescription disciplinaire&#8221;<\/em>.<\/p>\n<h2 id=\"ii-les-consequences-indemnitaires-et-le-rejet-de-la-demande-pour-execution-deloy\">II. Les cons\u00e9quences indemnitaires et le rejet de la demande pour ex\u00e9cution d\u00e9loyale du contrat<\/h2>\n<p><\/p>\n<h3 id=\"a-lindemnisation-du-licenciement-sans-cause-reelle-et-serieuse\">A. L&#8217;indemnisation du licenciement sans cause r\u00e9elle et s\u00e9rieuse<\/h3>\n<p>La cour fixe les dommages et int\u00e9r\u00eats \u00e0 40 000 euros en application de l&#8217;article L. 1235-3 du code du travail. Elle tient compte de l&#8217;anciennet\u00e9 de vingt ans, du salaire mensuel de 3 441,40 euros, de l&#8217;\u00e2ge du salari\u00e9 et de sa situation de ch\u00f4mage indemnis\u00e9 jusqu&#8217;en juin 2023. Cette \u00e9valuation, mod\u00e9r\u00e9e, respecte le bar\u00e8me l\u00e9gal. Elle ordonne en outre le remboursement des indemnit\u00e9s ch\u00f4mage dans la limite de six mois. Cette solution est conforme \u00e0 la jurisprudence qui, dans des cas similaires, valorise le pr\u00e9judice r\u00e9el sans exc\u00e8s.<\/p>\n<h3 id=\"b-le-rejet-de-la-demande-pour-execution-deloyale-du-contrat\">B. Le rejet de la demande pour ex\u00e9cution d\u00e9loyale du contrat<\/h3>\n<p>Le salari\u00e9 invoquait des modifications de poste sans avenant pour caract\u00e9riser une ex\u00e9cution d\u00e9loyale. La cour rappelle que la mauvaise foi ne se pr\u00e9sume pas et qu&#8217;il appartient au salari\u00e9 de la d\u00e9montrer. Elle rel\u00e8ve que <em>&#8220;\u00e0 chaque fois il manifestait son accord de sorte que l&#8217;absence d&#8217;avenant ne rel\u00e8ve pas d&#8217;une question d&#8217;ex\u00e9cution de mauvaise foi du contrat&#8221;<\/em> <strong>(Cour d&#8217;appel de Bordeaux, 28 avril 2026, n\u00b024\/00698)<\/strong>. Aucun pr\u00e9judice sp\u00e9cifique n&#8217;est \u00e9tabli. Cette position rejoint celle d&#8217;autres juridictions, comme la Cour d&#8217;appel d&#8217;Angers qui, le 13 mars 2025 (n\u00b022\/00271), a jug\u00e9 qu&#8217;<em>&#8220;aucun manquement de l&#8217;employeur dans l&#8217;ex\u00e9cution du contrat de travail n&#8217;est caract\u00e9ris\u00e9&#8221;<\/em> en l&#8217;absence de pr\u00e9judice d\u00e9montr\u00e9. Elle s&#8217;inscrit \u00e9galement dans la droite ligne de la Cour d&#8217;appel de Montpellier, qui, le 29 avril 2025 (n\u00b022\/02619), a retenu qu&#8217;une affectation diff\u00e9rente sans avenant peut \u00eatre admise lorsque le salari\u00e9 l&#8217;accepte. La demande est donc rejet\u00e9e.<\/p>\n<p><h2 id=\"jurisprudences-utilisees-pour-enrichir-le-commentaire\">Jurisprudences utilis\u00e9es pour enrichir le commentaire<\/h2>\n<p><\/p>\n<ul class=\"jurisprudences-rag-sources\">\n<li><a href=\"https:\/\/www.courdecassation.fr\/decision\/67d3cff9810821fa07d68117\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel d\u2019Angers, le 13 mars 2025, n\u00b022\/00271<\/a><\/li>\n<li><a href=\"https:\/\/www.courdecassation.fr\/decision\/6811b37e893ab038bd466075\" rel=\"nofollow\" target=\"_blank\">Cour d&#x27;appel de Montpellier, le 29 avril 2025, n\u00b022\/02619<\/a><\/li>\n<\/ul>\n<\/div>\n<style scoped>.fondements-juridiques{margin:40px 0 0;padding:0}.fondements-juridiques>h2{font-size:22px;color:#1a1a1a;border-bottom:2px solid #2c5f8a;padding-bottom:10px;margin-bottom:20px}.fj-article{background:#fdfdfd;border:1px solid #e8e8e8;border-radius:6px;padding:20px;margin-bottom:16px}.fj-article h3{font-size:17px;color:#2c5f8a;margin:0 0 12px;font-weight:600}.fj-texte{font-size:15px;line-height:1.7;color:#333}.fj-texte p{margin:8px 0}.fj-badge{font-size:11px;padding:2px 8px;border-radius:3px;margin-left:8px;font-weight:500;vertical-align:middle}.fj-en-vigueur{background:#e8f5e9;color:#2e7d32}.fj-abroge{background:#ffebee;color:#c62828}.fj-modifie{background:#fff3e0;color:#e65100}<\/style>\n<section class=\"fondements-juridiques\">\n<h2 id=\"fondements-juridiques\">Fondements juridiques<\/h2>\n<div class=\"fj-article\">\n<h3><a href=\"https:\/\/www.legifrance.gouv.fr\/codes\/article_lc\/LEGIARTI000036762052\" rel=\"nofollow\" target=\"_blank\">Article L. 1235-3 du Code du travail<\/a> <span class=\"fj-badge fj-en-vigueur\">En vigueur<\/span><\/h3>\n<div class=\"fj-texte\">\n<p>Si le licenciement d&#8217;un salari\u00e9 survient pour une cause qui n&#8217;est pas r\u00e9elle et s\u00e9rieuse, le juge peut proposer la r\u00e9int\u00e9gration du salari\u00e9 dans l&#8217;entreprise, avec maintien de ses avantages acquis. <\/p>\n<p>Si l&#8217;une ou l&#8217;autre des parties refuse cette r\u00e9int\u00e9gration, le juge octroie au salari\u00e9 une indemnit\u00e9 \u00e0 la charge de l&#8217;employeur, dont le montant est compris entre les montants minimaux et maximaux fix\u00e9s dans le tableau ci-dessous. <\/p>\n<p><center><\/p>\n<table border=\"1\">\n<tbody>\n<tr>\n<th>Anciennet\u00e9 du salari\u00e9 dans l&#8217;entreprise <\/p>\n<p>(en ann\u00e9es compl\u00e8tes) <\/p>\n<\/th>\n<th>Indemnit\u00e9 minimale <\/p>\n<p>(en mois de salaire brut) <\/p>\n<\/th>\n<th>Indemnit\u00e9 maximale <\/p>\n<p>(en mois de salaire brut) <\/p>\n<\/th>\n<\/tr>\n<tr>\n<td align=\"center\">0 <\/td>\n<td align=\"center\">Sans objet <\/td>\n<td align=\"center\">1 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">1 <\/td>\n<td align=\"center\">1 <\/td>\n<td align=\"center\">2 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">2 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">3,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">4 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">4 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">5 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">6 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">6 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">7 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">7 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">8 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">8 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">8 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">9 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">9 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">10 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">10 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">11 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">10,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">12 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">11 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">13 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">11,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">14 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">12 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">15 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">13 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">16 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">13,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">17 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">14 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">18 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">14,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">19 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">15 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">20 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">15,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">21 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">16 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">22 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">16,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">23 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">17 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">24 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">17,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">25 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">18 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">26 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">18,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">27 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">19 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">28 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">19,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">29 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">20 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">30 et au-del\u00e0 <\/td>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">20 <\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><\/center><\/p>\n<p>En cas de licenciement op\u00e9r\u00e9 dans une entreprise employant habituellement moins de onze salari\u00e9s, les montants minimaux fix\u00e9s ci-dessous sont applicables, par d\u00e9rogation \u00e0 ceux fix\u00e9s \u00e0 l&#8217;alin\u00e9a pr\u00e9c\u00e9dent : <\/p>\n<p><center><\/p>\n<table border=\"1\">\n<tbody>\n<tr>\n<th>Anciennet\u00e9 du salari\u00e9 dans l&#8217;entreprise <\/p>\n<p>(en ann\u00e9es compl\u00e8tes) <\/p>\n<\/th>\n<th>Indemnit\u00e9 minimale <\/p>\n<p>(en mois de salaire brut) <\/p>\n<\/th>\n<\/tr>\n<tr>\n<td align=\"center\">0 <\/td>\n<td align=\"center\">Sans objet <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">1 <\/td>\n<td align=\"center\">0,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">2 <\/td>\n<td align=\"center\">0,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">3 <\/td>\n<td align=\"center\">1 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">4 <\/td>\n<td align=\"center\">1 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">5 <\/td>\n<td align=\"center\">1,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">6 <\/td>\n<td align=\"center\">1,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">7 <\/td>\n<td align=\"center\">2 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">8 <\/td>\n<td align=\"center\">2 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">9 <\/td>\n<td align=\"center\">2,5 <\/td>\n<\/tr>\n<tr>\n<td align=\"center\">10 <\/td>\n<td align=\"center\">2,5 <\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><\/center><\/p>\n<p>Pour d\u00e9terminer le montant de l&#8217;indemnit\u00e9, le juge peut tenir compte, le cas \u00e9ch\u00e9ant, des indemnit\u00e9s de licenciement vers\u00e9es \u00e0 l&#8217;occasion de la rupture, \u00e0 l&#8217;exception de l&#8217;indemnit\u00e9 de licenciement mentionn\u00e9e \u00e0 l&#8217;article L. 1234-9. <\/p>\n<p>Cette indemnit\u00e9 est cumulable, le cas \u00e9ch\u00e9ant, avec les indemnit\u00e9s pr\u00e9vues aux articles L. 1235-12, L. 1235-13 et L. 1235-15, dans la limite des montants maximaux pr\u00e9vus au pr\u00e9sent article.<\/p>\n<\/div>\n<\/div>\n<\/section>\n","protected":false},"excerpt":{"rendered":"<p>La Cour d&#8217;appel de Bordeaux, dans un arr\u00eat rendu le 28 avril 2026 (n\u00b024\/00698), \u00e9tait saisie du licenciement d&#8217;un salari\u00e9 pour insuffisance&#8230;<\/p>\n","protected":false},"author":232070755,"featured_media":4879,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_kj_source_type":"judilibre","_kj_official_id":"69f1a0b1cdc6046d47ee66e8","_kj_official_url":"https:\/\/www.courdecassation.fr\/decision\/69f1a0b1cdc6046d47ee66e8","_kj_judilibre_id":"69f1a0b1cdc6046d47ee66e8","_kj_jur":"Cour d'appel","_kj_lieu":"Bordeaux","_kj_chambre":"CHAMBRE SOCIALE SECTION 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