{"id":5084,"date":"2026-07-30T11:07:17","date_gmt":"2026-07-30T09:07:17","guid":{"rendered":"https:\/\/www.cgtdartyouest.com\/live\/?page_id=5084"},"modified":"2026-07-30T11:07:19","modified_gmt":"2026-07-30T09:07:19","slug":"accord-qvct-harcelement-sante-mentale-darty","status":"publish","type":"page","link":"https:\/\/www.cgtdartyouest.com\/live\/accord-qvct-harcelement-sante-mentale-darty\/","title":{"rendered":"Harc\u00e8lement et sant\u00e9 mentale chez Darty : ce que pr\u00e9voit l\u2019accord QVCT"},"content":{"rendered":"\n<style>\n.cgt-qvct-harcelement {\n    max-width: 940px;\n    margin: 0 auto;\n    font-family: Arial, sans-serif;\n    color: #252525;\n    line-height: 1.65;\n}\n\n.cgt-qvct-harcelement * {\n    box-sizing: border-box;\n}\n\n.cgt-qvct-harcelement .intro {\n    max-width: 860px;\n    margin: 0 auto 25px;\n    font-size: 18px;\n}\n\n.cgt-qvct-harcelement .bandeau {\n    padding: 28px;\n    margin: 25px 0 32px;\n    border-radius: 13px;\n    background: 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text-decoration: none !important;\n}\n\n.cgt-qvct-harcelement .bouton-sombre {\n    background: #333333;\n}\n\n.cgt-qvct-harcelement .bouton-violet {\n    background: #7357a8;\n}\n\n.cgt-qvct-harcelement .bouton:hover {\n    opacity: 0.88;\n}\n\n.cgt-qvct-harcelement .contact-final {\n    padding: 29px;\n    margin-top: 38px;\n    border-radius: 12px;\n    background: #292929;\n    color: #ffffff;\n    text-align: center;\n}\n\n.cgt-qvct-harcelement .contact-final h2 {\n    margin-top: 0;\n    color: #ffffff;\n}\n\n.cgt-qvct-harcelement .contact-final p {\n    max-width: 750px;\n    margin-right: auto;\n    margin-left: auto;\n}\n\n.cgt-qvct-harcelement .retour {\n    margin-top: 28px;\n    text-align: center;\n}\n\n@media (max-width: 760px) {\n    .cgt-qvct-harcelement .grille {\n        grid-template-columns: 1fr;\n    }\n}\n\n@media (max-width: 540px) {\n    .cgt-qvct-harcelement .intro {\n        font-size: 17px;\n    }\n\n    .cgt-qvct-harcelement .bandeau {\n        padding: 23px 17px;\n    }\n\n    .cgt-qvct-harcelement .bandeau h2 {\n        font-size: 24px;\n    }\n\n    .cgt-qvct-harcelement .bouton {\n        display: block;\n        width: 100%;\n        margin: 9px 0;\n        text-align: center;\n    }\n}\n<\/style>\n\n<div class=\"cgt-qvct-harcelement\">\n\n    <p class=\"intro\">\n        L\u2019accord Groupe relatif \u00e0 la qualit\u00e9 de vie et aux conditions\n        de travail et \u00e0 l\u2019\u00e9galit\u00e9 professionnelle a \u00e9t\u00e9 conclu le 13 juin 2025.\n        Il s\u2019applique notamment aux salari\u00e9s de Darty Grand Ouest et pr\u00e9voit\n        plusieurs engagements concernant le harc\u00e8lement, les incivilit\u00e9s,\n        le soutien psychologique et la sant\u00e9 mentale.\n    <\/p>\n\n    <section class=\"bandeau\">\n        <h2>L\u2019accord compl\u00e8te les obligations l\u00e9gales de l\u2019employeur<\/h2>\n\n        <p>\n            Il pr\u00e9voit des r\u00e8gles internes concernant le traitement\n            des d\u00e9clarations de harc\u00e8lement, la protection des salari\u00e9s,\n            l\u2019accompagnement psychologique et la pr\u00e9vention des incivilit\u00e9s.\n        <\/p>\n    <\/section>\n\n    <div class=\"prudence\">\n        <strong>La CGT a particip\u00e9 \u00e0 la n\u00e9gociation mais n\u2019a pas sign\u00e9\n        cet accord.<\/strong> Elle pr\u00e9sente n\u00e9anmoins les dispositions\n        que les salari\u00e9s peuvent invoquer et dont l\u2019application doit\n        \u00eatre contr\u00f4l\u00e9e.\n    <\/div>\n\n    <h2 class=\"titre-section\">1. Quel accord s\u2019applique ?<\/h2>\n\n    <section class=\"bloc\">\n\n        <p>\n            L\u2019accord QVCT et \u00e9galit\u00e9 professionnelle du Groupe Fnac Darty :\n        <\/p>\n\n        <ul>\n            <li>a \u00e9t\u00e9 conclu le 13 juin 2025 ;<\/li>\n            <li>est pr\u00e9vu pour une dur\u00e9e de quatre ans ;<\/li>\n            <li>s\u2019applique jusqu\u2019au 12 juin 2029 ;<\/li>\n            <li>concerne notamment Darty Grand Ouest et A2I Darty Ouest ;<\/li>\n            <li>constitue un socle commun au Groupe.<\/li>\n        <\/ul>\n\n        <p>\n            Des dispositions plus favorables peuvent n\u00e9anmoins continuer\n            \u00e0 s\u2019appliquer ou \u00eatre n\u00e9goci\u00e9es au niveau de l\u2019entreprise.\n        <\/p>\n\n        <div class=\"a-retenir\">\n            <strong>En cas de difficult\u00e9 individuelle, le texte complet\n            de l\u2019accord reste la r\u00e9f\u00e9rence.<\/strong> Une pr\u00e9sentation CGT\n            permet d\u2019en comprendre les principales dispositions, mais\n            elle ne remplace pas le texte sign\u00e9.\n        <\/div>\n\n    <\/section>\n\n    <h2 class=\"titre-section\">2. \u00c0 qui le salari\u00e9 peut-il s\u2019adresser ?<\/h2>\n\n    <section class=\"bloc\">\n\n        <p>\n            Selon l\u2019accord, un salari\u00e9 qui estime \u00eatre victime\n            de harc\u00e8lement peut notamment s\u2019adresser :\n        <\/p>\n\n        <ul>\n            <li>\u00e0 son manager ;<\/li>\n            <li>aux ressources humaines ;<\/li>\n            <li>\u00e0 la m\u00e9decine du travail ;<\/li>\n            <li>au r\u00e9f\u00e9rent charg\u00e9 des agissements sexistes ;<\/li>\n            <li>aux repr\u00e9sentants du personnel.<\/li>\n        <\/ul>\n\n        <div class=\"info\">\n            Les coordonn\u00e9es du r\u00e9f\u00e9rent harc\u00e8lement, de l\u2019assistance sociale\n            et du service de pr\u00e9vention et de sant\u00e9 au travail sont disponibles\n            sur l\u2019affichage permanent de chaque site.\n        <\/div>\n\n        <p>\n            Le salari\u00e9 peut \u00e9galement utiliser le portail d\u2019alerte du Groupe\n            ou demander l\u2019accompagnement de la CGT.\n        <\/p>\n\n        <a class=\"bouton\"\n           href=\"https:\/\/www.cgtdartyouest.com\/live\/faire-un-signalement-chez-darty\/\">\n            Comment faire un signalement ?\n        <\/a>\n\n    <\/section>\n\n    <h2 class=\"titre-section\">3. Une enqu\u00eate pr\u00e9vue par l\u2019accord<\/h2>\n\n    <section class=\"bloc\">\n\n        <p>\n            L\u2019accord indique que toute d\u00e9claration de faits de harc\u00e8lement\n            doit faire l\u2019objet d\u2019une enqu\u00eate interne.\n        <\/p>\n\n        <p>\n            Cette disposition interne est importante : elle va au-del\u00e0\n            de la seule existence d\u2019une proc\u00e9dure l\u00e9gale uniforme\n            et g\u00e9n\u00e9rale pour tous les signalements.\n        <\/p>\n\n        <p>Selon l\u2019accord, le traitement du signalement doit respecter :<\/p>\n\n        <ul>\n            <li>la rapidit\u00e9 de l\u2019examen ;<\/li>\n            <li>la dignit\u00e9 des personnes ;<\/li>\n            <li>la confidentialit\u00e9 ;<\/li>\n            <li>l\u2019impartialit\u00e9.<\/li>\n        <\/ul>\n\n        <div class=\"a-retenir\">\n            <strong>Le salari\u00e9 peut donc rappeler express\u00e9ment cette disposition\n            de l\u2019accord QVCT lorsqu\u2019il demande l\u2019examen de faits\n            de harc\u00e8lement.<\/strong>\n        <\/div>\n\n        <div class=\"prudence\">\n            L\u2019ouverture d\u2019une enqu\u00eate ne signifie pas que les faits sont\n            d\u00e9j\u00e0 \u00e9tablis. Elle doit permettre de recueillir les d\u00e9clarations,\n            les documents et les t\u00e9moignages avant de tirer une conclusion.\n        <\/div>\n\n        <a class=\"bouton bouton-sombre\"\n           href=\"https:\/\/www.cgtdartyouest.com\/live\/enquete-interne-harcelement-darty\/\">\n            Comprendre l\u2019enqu\u00eate interne\n        <\/a>\n\n    <\/section>\n\n    <h2 class=\"titre-section\">4. La protection de la personne ayant signal\u00e9 les faits<\/h2>\n\n    <section class=\"bloc\">\n\n        <p>\n            L\u2019accord rappelle que la personne ayant d\u00e9clar\u00e9 des faits\n            de harc\u00e8lement doit \u00eatre prot\u00e9g\u00e9e contre :\n        <\/p>\n\n        <ul>\n            <li>les sanctions ;<\/li>\n            <li>le licenciement ;<\/li>\n            <li>les mesures discriminatoires ;<\/li>\n            <li>les cons\u00e9quences d\u00e9favorables li\u00e9es au signalement.<\/li>\n        <\/ul>\n\n        <p>\n            En pratique, le salari\u00e9 doit continuer \u00e0 noter toute \u00e9volution\n            survenue apr\u00e8s son signalement :\n        <\/p>\n\n        <ul>\n            <li>changement inhabituel d\u2019horaires ;<\/li>\n            <li>retrait de missions ;<\/li>\n            <li>mise \u00e0 l\u2019\u00e9cart ;<\/li>\n            <li>remarques ou pressions ;<\/li>\n            <li>modification de l\u2019\u00e9valuation ;<\/li>\n            <li>changement d\u2019affectation ou de poste.<\/li>\n        <\/ul>\n\n        <div class=\"prudence\">\n            Toute d\u00e9cision professionnelle prise apr\u00e8s un signalement\n            n\u2019est pas automatiquement une repr\u00e9saille. Elle doit cependant\n            \u00eatre examin\u00e9e lorsqu\u2019elle para\u00eet injustifi\u00e9e ou li\u00e9e \u00e0 la d\u00e9marche.\n        <\/div>\n\n        <a class=\"bouton\"\n           href=\"https:\/\/www.cgtdartyouest.com\/live\/demander-mesures-protection-darty\/\">\n            Demander des mesures de protection\n        <\/a>\n\n    <\/section>\n\n    <h2 class=\"titre-section\">5. Les cons\u00e9quences lorsque les faits sont \u00e9tablis<\/h2>\n\n    <section class=\"bloc\">\n\n        <p>\n            L\u2019accord pr\u00e9voit que lorsque les faits sont \u00e9tablis, leur auteur\n            peut faire l\u2019objet d\u2019une sanction disciplinaire pouvant aller\n            jusqu\u2019au licenciement selon leur gravit\u00e9.\n        <\/p>\n\n        <div class=\"a-retenir\">\n            <strong>La sanction disciplinaire rel\u00e8ve de l\u2019employeur.<\/strong>\n            La personne ayant signal\u00e9 les faits ne d\u00e9cide pas elle-m\u00eame\n            de la sanction, mais elle peut demander que la situation cesse\n            et que les mesures n\u00e9cessaires soient prises.\n        <\/div>\n\n        <p>\n            Des mesures de pr\u00e9vention ou d\u2019organisation peuvent \u00e9galement\n            \u00eatre n\u00e9cessaires m\u00eame lorsque le harc\u00e8lement n\u2019est pas finalement\n            retenu :\n        <\/p>\n\n        <ul>\n            <li>rappel des r\u00e8gles ;<\/li>\n            <li>modification de l\u2019organisation ;<\/li>\n            <li>formation ou accompagnement du management ;<\/li>\n            <li>mesures destin\u00e9es \u00e0 restaurer des conditions de travail normales ;<\/li>\n            <li>suivi de la sant\u00e9 et de la situation du salari\u00e9.<\/li>\n        <\/ul>\n\n    <\/section>\n\n    <h2 class=\"titre-section\">6. Le soutien psychologique<\/h2>\n\n    <section class=\"bloc\">\n\n        <p>\n            L\u2019accord pr\u00e9voit un service gratuit, anonyme et confidentiel\n            d\u2019\u00e9coute et de soutien psychologique accessible \u00e0 tous\n            les salari\u00e9s.\n        <\/p>\n\n        <span class=\"telephone\">0 800 513 032<\/span>\n\n        <p>\n            <strong>Service et appel gratuits \u2013 24 h\/24 et 7 j\/7.<\/strong>\n        <\/p>\n\n        <p>\n            Le salari\u00e9 peut \u00eatre orient\u00e9 vers un psychologue pour \u00eatre\n            accompagn\u00e9 face \u00e0 une difficult\u00e9 personnelle ou professionnelle.\n        <\/p>\n\n        <p>\n            Une intervention collective sur le lieu de travail peut \u00e9galement\n            \u00eatre organis\u00e9e apr\u00e8s un \u00e9v\u00e9nement traumatique ou particuli\u00e8rement\n            marquant.\n        <\/p>\n\n        <a class=\"bouton bouton-violet\" href=\"tel:0800513032\">\n            Appeler la cellule d\u2019\u00e9coute\n        <\/a>\n\n        <div class=\"prudence\">\n            Le recours \u00e0 la cellule psychologique ne constitue pas\n            n\u00e9cessairement un signalement officiel aupr\u00e8s de l\u2019employeur\n            et ne d\u00e9clenche pas automatiquement une enqu\u00eate.\n        <\/div>\n\n    <\/section>\n\n    <h2 class=\"titre-section\">7. L\u2019auto-\u00e9valuation de la sant\u00e9 mentale<\/h2>\n\n    <section class=\"bloc\">\n\n        <p>\n            L\u2019accord mentionne \u00e9galement un dispositif permettant\n            aux salari\u00e9s de r\u00e9aliser anonymement un questionnaire\n            d\u2019auto-\u00e9valuation de leur sant\u00e9 mentale.\n        <\/p>\n\n        <p>\n            Selon les r\u00e9sultats, un accompagnement individuel et une orientation\n            vers des professionnels de sant\u00e9 peuvent \u00eatre propos\u00e9s,\n            sans avance de frais.\n        <\/p>\n\n        <div class=\"a-retenir\">\n            <strong>Un questionnaire d\u2019auto-\u00e9valuation n\u2019est pas\n            un diagnostic m\u00e9dical.<\/strong> Lorsque la sant\u00e9 se d\u00e9grade,\n            il reste important de consulter un m\u00e9decin et, si n\u00e9cessaire,\n            de demander une visite aupr\u00e8s du m\u00e9decin du travail.\n        <\/div>\n\n    <\/section>\n\n    <h2 class=\"titre-section\">8. Les incivilit\u00e9s et agressions de clients<\/h2>\n\n    <section class=\"grille\">\n\n        <article class=\"carte\">\n            <span class=\"etiquette\">Signalement<\/span>\n            <h3>Fiches de signalement<\/h3>\n\n            <p>\n                L\u2019accord pr\u00e9voit la mise \u00e0 disposition de fiches permettant\n                de signaler les agressions verbales ou physiques dans les magasins.\n            <\/p>\n        <\/article>\n\n        <article class=\"carte\">\n            <span class=\"etiquette\">Tra\u00e7abilit\u00e9<\/span>\n            <h3>Recenser les incidents<\/h3>\n\n            <p>\n                Les agressions et incivilit\u00e9s doivent \u00eatre trac\u00e9es\n                et leur gravit\u00e9 \u00e9valu\u00e9e afin de d\u00e9cider des mesures n\u00e9cessaires.\n            <\/p>\n        <\/article>\n\n        <article class=\"carte\">\n            <span class=\"etiquette\">Accompagnement<\/span>\n            <h3>D\u00e9p\u00f4t de plainte<\/h3>\n\n            <p>\n                Le manager peut proposer d\u2019accompagner le salari\u00e9 lors\n                d\u2019un d\u00e9p\u00f4t de plainte apr\u00e8s une agression.\n            <\/p>\n        <\/article>\n\n        <article class=\"carte\">\n            <span class=\"etiquette\">Pr\u00e9vention<\/span>\n            <h3>Formation<\/h3>\n\n            <p>\n                Des formations \u00e0 la gestion des conflits et des incivilit\u00e9s\n                sont pr\u00e9vues. Une formation sp\u00e9cifique d\u2019une journ\u00e9e peut\n                \u00eatre organis\u00e9e apr\u00e8s un incident majeur.\n            <\/p>\n        <\/article>\n\n    <\/section>\n\n    <div class=\"info\">\n        L\u2019accord pr\u00e9voit \u00e9galement un affichage visible rappelant aux clients\n        les r\u00e8gles de respect et de courtoisie envers les salari\u00e9s.\n    <\/div>\n\n    <h2 class=\"titre-section\">9. Ce que l\u2019accord ne remplace pas<\/h2>\n\n    <div class=\"tableau-wrapper\">\n        <table>\n            <thead>\n                <tr>\n                    <th>Disposition de l\u2019accord<\/th>\n                    <th>Ce qu\u2019elle ne remplace pas<\/th>\n                <\/tr>\n            <\/thead>\n            <tbody>\n                <tr>\n                    <td>Enqu\u00eate interne apr\u00e8s une d\u00e9claration de harc\u00e8lement<\/td>\n                    <td>\n                        Le droit d\u2019alerte sp\u00e9cifique pouvant \u00eatre exerc\u00e9\n                        par un membre du CSE\n                    <\/td>\n                <\/tr>\n                <tr>\n                    <td>Cellule d\u2019\u00e9coute psychologique<\/td>\n                    <td>\n                        Le signalement officiel et l\u2019action sur\n                        l\u2019organisation du travail\n                    <\/td>\n                <\/tr>\n                <tr>\n                    <td>R\u00e9f\u00e9rent harc\u00e8lement<\/td>\n                    <td>\n                        La possibilit\u00e9 de saisir les RH, la direction,\n                        la CGT ou un interlocuteur ext\u00e9rieur\n                    <\/td>\n                <\/tr>\n                <tr>\n                    <td>Protection contre les mesures d\u00e9favorables<\/td>\n                    <td>\n                        La n\u00e9cessit\u00e9 de conserver les faits et les documents\n                        permettant d\u2019\u00e9tablir une \u00e9ventuelle repr\u00e9saille\n                    <\/td>\n                <\/tr>\n                <tr>\n                    <td>Dispositifs internes<\/td>\n                    <td>\n                        Les recours aupr\u00e8s du m\u00e9decin du travail,\n                        de l\u2019inspection du travail, du D\u00e9fenseur des droits\n                        ou de la justice\n                    <\/td>\n                <\/tr>\n            <\/tbody>\n        <\/table>\n    <\/div>\n\n    <section class=\"lecture-cgt\">\n\n        <h2>La lecture de la CGT Darty Grand Ouest<\/h2>\n\n        <p>\n            L\u2019accord contient plusieurs engagements utiles : enqu\u00eate interne\n            apr\u00e8s une d\u00e9claration de harc\u00e8lement, protection de la personne\n            ayant signal\u00e9 les faits et acc\u00e8s permanent au soutien psychologique.\n        <\/p>\n\n        <p>\n            Leur efficacit\u00e9 d\u00e9pend cependant de leur application concr\u00e8te :\n        <\/p>\n\n        <ul>\n            <li>rapidit\u00e9 r\u00e9elle du traitement ;<\/li>\n            <li>impartialit\u00e9 des personnes charg\u00e9es de l\u2019enqu\u00eate ;<\/li>\n            <li>audition des t\u00e9moins utiles ;<\/li>\n            <li>prise en compte des documents ;<\/li>\n            <li>mesures de protection pendant l\u2019examen ;<\/li>\n            <li>suivi apr\u00e8s les conclusions ;<\/li>\n            <li>absence de repr\u00e9sailles.<\/li>\n        <\/ul>\n\n        <p>\n            La CGT n\u2019\u00e9tant pas signataire de l\u2019accord, elle ne si\u00e8ge pas\n            dans sa commission de suivi, sauf adh\u00e9sion ult\u00e9rieure.\n            Les \u00e9lus du CSE conservent n\u00e9anmoins leurs comp\u00e9tences propres\n            en mati\u00e8re de sant\u00e9, de s\u00e9curit\u00e9, de conditions de travail\n            et de pr\u00e9vention des risques.\n        <\/p>\n\n    <\/section>\n\n    <h2 class=\"titre-section\">10. Questions fr\u00e9quentes<\/h2>\n\n    <details>\n        <summary>L\u2019accord oblige-t-il l\u2019entreprise \u00e0 enqu\u00eater ?<\/summary>\n\n        <div class=\"contenu\">\n            <p>\n                Oui. L\u2019accord pr\u00e9voit que toute d\u00e9claration de faits\n                de harc\u00e8lement doit faire l\u2019objet d\u2019une enqu\u00eate interne.\n            <\/p>\n\n            <p>\n                Le salari\u00e9 peut rappeler cette disposition dans son signalement\n                ou dans une relance adress\u00e9e \u00e0 l\u2019entreprise.\n            <\/p>\n        <\/div>\n    <\/details>\n\n    <details>\n        <summary>L\u2019accord garantit-il que le harc\u00e8lement sera reconnu ?<\/summary>\n\n        <div class=\"contenu\">\n            <p>\n                Non. L\u2019accord impose l\u2019examen des faits, mais la conclusion\n                d\u00e9pend des \u00e9l\u00e9ments recueillis pendant l\u2019enqu\u00eate.\n            <\/p>\n        <\/div>\n    <\/details>\n\n    <details>\n        <summary>La cellule psychologique informe-t-elle automatiquement les RH ?<\/summary>\n\n        <div class=\"contenu\">\n            <p>\n                Non n\u00e9cessairement. La cellule est d\u2019abord un dispositif\n                d\u2019\u00e9coute et de soutien. Un signalement distinct peut \u00eatre\n                n\u00e9cessaire pour demander une action de l\u2019entreprise.\n            <\/p>\n        <\/div>\n    <\/details>\n\n    <details>\n        <summary>Puis-je utiliser une autre voie que celles cit\u00e9es dans l\u2019accord ?<\/summary>\n\n        <div class=\"contenu\">\n            <p>\n                Oui. L\u2019accord ne supprime pas les autres possibilit\u00e9s :\n                portail d\u2019alerte, CGT, \u00e9lu du CSE, inspection du travail,\n                D\u00e9fenseur des droits, avocat ou autorit\u00e9s judiciaires\n                selon la situation.\n            <\/p>\n        <\/div>\n    <\/details>\n\n    <details>\n        <summary>Que faire si l\u2019accord n\u2019est pas appliqu\u00e9 ?<\/summary>\n\n        <div class=\"contenu\">\n            <p>\n                Rappelez par \u00e9crit la disposition concern\u00e9e, conservez\n                la r\u00e9ponse re\u00e7ue et contactez la CGT ou un \u00e9lu du CSE\n                pour examiner les d\u00e9marches possibles.\n            <\/p>\n        <\/div>\n    <\/details>\n\n    <section class=\"contact-final\">\n        <h2>La CGT peut vous aider \u00e0 faire appliquer l\u2019accord<\/h2>\n\n        <p>\n            La CGT Darty Grand Ouest peut vous aider \u00e0 invoquer les dispositions\n            de l\u2019accord QVCT, pr\u00e9parer un signalement, demander une enqu\u00eate\n            et v\u00e9rifier que les mesures de protection sont effectivement mises\n            en \u0153uvre.\n        <\/p>\n\n        <a class=\"bouton\"\n           href=\"https:\/\/www.cgtdartyouest.com\/live\/contact\/nous-ecrire\/\">\n            \u00c9crire \u00e0 la CGT\n        <\/a>\n\n        <a class=\"bouton bouton-sombre\"\n           href=\"https:\/\/www.cgtdartyouest.com\/live\/contact\/les-delegues-syndicaux-4\/\">\n            Contacter un d\u00e9l\u00e9gu\u00e9 syndical\n        <\/a>\n\n        <a class=\"bouton bouton-sombre\"\n           href=\"https:\/\/www.cgtdartyouest.com\/live\/enquete-interne-harcelement-darty\/\">\n            Comprendre l\u2019enqu\u00eate interne\n        <\/a>\n    <\/section>\n\n    <div class=\"retour\">\n        <a class=\"bouton bouton-sombre\"\n           href=\"https:\/\/www.cgtdartyouest.com\/live\/harcelement-souffrance-travail-signalement-darty\/\">\n            Retour au dossier complet\n        <\/a>\n    <\/div>\n\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>L\u2019accord Groupe relatif \u00e0 la qualit\u00e9 de vie et aux conditions de travail et \u00e0 l\u2019\u00e9galit\u00e9 professionnelle a \u00e9t\u00e9 conclu le 13 juin 2025. Il s\u2019applique notamment aux salari\u00e9s de Darty Grand Ouest et pr\u00e9voit plusieurs engagements concernant le harc\u00e8lement, les incivilit\u00e9s, le soutien psychologique et la sant\u00e9 mentale. L\u2019accord compl\u00e8te les obligations l\u00e9gales de&hellip;&nbsp;<a href=\"https:\/\/www.cgtdartyouest.com\/live\/accord-qvct-harcelement-sante-mentale-darty\/\" rel=\"bookmark\">Read More &raquo;<span class=\"screen-reader-text\">Harc\u00e8lement et sant\u00e9 mentale chez Darty : ce que pr\u00e9voit l\u2019accord QVCT<\/span><\/a><\/p>\n","protected":false},"author":4,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","neve_meta_reading_time":"","nv_restrict_types":{"user_id":"no","user_role":"no","password":"no"},"nv_restrict_user_ids":[],"nv_restrict_user_roles":[],"nv_restrict_password":"","footnotes":""},"class_list":["post-5084","page","type-page","status-publish","hentry"],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 4.9.10 - aioseo.com -->\n\t<meta name=\"description\" content=\"Ce que 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