Yeah. Yeah. The employer is considered to be the custodian of the personal objects of his employees (clothing, vehicle, mobile phone, etc.).

This is a contractual liability of the employer arising out of the employment relationship.

The employer must take appropriate measures to ensure the proper preservation of the personal belongings of his employees, to reduce thefts and damage to the premises of the company.

The employer has an obligation to establish a locker room or secure furniture dedicated to the storage of personal effects.

Individual cabinets must have a lock or a lock.

However, the employer may release itself from any liability in any of the following cases:

• In case of force majeure
• If he proves an employee's fault (for example, if the employee forgot to lock his record)
• By posting a disclaimer in the company

In the event of theft or damage to these personal items, the employee may to refer the matter to the labor council to claim compensation from the employer.

If the employee wishes to incur the liability of the employer, he must prove that the employer has committed a gross negligence.

That serious misconduct may be held by the court, in particular, in the following cases:

• Lack of monitoring of access to premises
• Absence of a closed locker for the employee
• Lack of employer response to numerous thefts

The judge looks at whether the employer has met its obligations.

The employer may bring legal proceedings against the thief (whether employed or not by the company).

If the thief is an employee of the company, he or she is liable to the following penalties:

• Disciplinary punishment up to dismissal
• Criminal Conviction
• Sentence to pay damages