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DROIT DE REPONSE D’UNE SALARIEE D’INTERMARCHE A L’ARTICLE SUR LE TRAVAIL DOMINICAL DE L’AISNE NOUVELLE DU SAMEDI 27 AVRIL 2013

DROIT DE REPONSE D’UNE SALARIEE D’INTERMARCHE A L’ARTICLE SUR LE TRAVAIL DOMINICAL DE L’AISNE NOUVELLE DU SAMEDI 27 AVRIL 2013

Selon le Code du Travail, les établissements de commerce de détail à prédominance alimentaire sont autorisés de plein droit à occuper des salariés le dimanche matin jusqu’à 13 heures.

Cette loi comporte une faille dans laquelle mon employeur se faufile avec aisance. En effet, est considéré le pourcentage de chiffre d’affaires moyen du lundi au dimanche inclus.

Or, s’il s’agissait uniquement du chiffre d’affaires du dimanche, il pourrait être constaté que le chiffre d’affaires en « marchandises générales » non alimentaires est largement plus important que le chiffre d’affaires alimentaire.

Ce qu’il faut savoir, c’est que lorsque le magasin Intermarché de Gauchy a déménagé suite à son agrandissement, tous les salariés espéraient ne plus avoir à travailler le dimanche, c’était sans compter les bonnes relations de notre employeur avec le sous-préfet. Ce qu’il faut savoir également c’est qu’il est à la tête de 5 magasins Intermarché de la région axonaise.

Lorsque le directeur de magasin d’Intermarché Chauny dit « Mais si on n’a pas le dimanche, on baisse purement et simplement le rideau », sortez les mouchoirs !!! Le chiffre d’affaires fait le dimanche se reporterait, alors, sur les autres jours de la semaine ! En effet, l’hypermarché est sensé ouvrir pour la partie alimentaire. Une famille qui a besoin d’une livre de beurre, d’un litre de lait, ou tout autre aliment présent sur sa liste de courses, l’achètera un autre jour. D’autant que l’amplitude des horaires d’ouverture est adaptée au plus grand nombre (8h30-20h30). Les propos du directeur créditent les miens sur le pourcentage de chiffre d’affaires fait en marchandises non alimentaires le dimanche matin !!! C’est bien de ça dont il est question !

Lorsque je lis que «des étudiants ont été embauchés pour les samedi et dimanche. Pour les autres salariés c’est un roulement qui fait partie du contrat de travail, qui va du lundi au dimanche », mon poil s’hérisse !!! Oui, il y a quelques étudiants qui viennent renforcer l’effectif du dimanche. (On pourrait aussi débattre de l’effet du travail sur les études mais là n’est pas le sujet.) Mais la plupart de l’effectif du dimanche comprend des salariés autres qui n’ont pas le choix parce qu’en effet, c’est inscrit dans leur contrat de travail. De plus, lorsque le salarié n’est pas bien perçu par sa hiérarchie, la loi autorise l’employeur à le faire travailler 7 dimanches consécutifs avant de lui en accorder un en repos ! Technique fortement prisée et appliquée bien volontiers !!! «C’est juste une question de planning » dit un autre dirigeant, et oui !!! Le salarié n’a aucun pouvoir sur son planning, il ne fait que subir !!!

Comment mobiliser une équipe à agir pour obtenir des droits basiques du Code de Travail ? Actuellement, les chefs de rayon (agent de maîtrise) ne bénéficient pas du paiement double et de la récupération des jours fériés travaillés. L’employé, quant à lui, n’est pas rémunéré aux taux légal des heures supplémentaires faites à la demande express de l’employeur ou du supérieur très régulièrement.

En effet, la peur du licenciement en temps de crise est bien présente. Elle est entretenue savamment par les directeurs de magasin, bons petits lieutenants de notre adhérent, voire même par les chefs de rayon eux-mêmes. Leur argument favori face aux équipiers est : «je ne suis pas payé plus pourquoi le serais-tu ? ».

Chacun a sa maison à rembourser, une famille à charge, des factures à honorer. La menace de la suppression des primes aussi est un argument bien exploité.

L’organisation syndicale est inexistante et difficile à mettre en place. Les rares tentatives ont conduit à la stigmatisation des personnes voire à une procédure à leur encontre en vue d’un licenciement.

Quant au dimanche prétendument jour de repos faisant écho à la tradition chrétienne, notre calendrier n’y ferait-il pas référence dans son entièreté !?? Oui, le bien-être des salariés devrait être une préoccupation de l’employeur. Un salarié heureux en famille est meilleur travailleur. Le dimanche et les jours fériés sont des moments de repos dédiés aux activités personnelles et familiales indispensables au bien-être de chacun.

La loi devrait plutôt interdire le travail le dimanche (voire le samedi), à croire que la consommation est la seule distraction du quidam. Qu’en est-il des ballades en forêt, des repas familiaux, des relations avec nos enfants et nos conjoints,… ? La loi (d’autant plus celle du travail) est censée protéger le petit contre le gros, le faible contre le fort, le salarié contre son patron. Depuis quelques années la loi favorise les soi-disant intérêts collectifs contre l’individu, ces intérêts allant souvent (hasard ?) dans le sens du patron.

Témoignage d’une sympathisante qui, pour des raisons évidentes, a souhaité garder l’anonymat

 

Mots-clefs :, , , , , , ,

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