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Articles

Trade union agreement pursuant to art. 4(11) of Law 223/1991

Oral dismissal: burden of proof on the employee

Fraudulent Dismissal

Disciplinary sanctions: limits to the Judge’s power to redetermine them

Damages for demotion and burden of proof

Binding effect of company level collective bargaining agreements

Legitimate controls on an employee who harasses a colleague and accesses her husband’s bank account

Waivers and settlement agreements: purpose and interpretation

Nature and requirements of the subordinate employment relationship of dirigente (executives)

Purpose and limits of paid leave of absence permits under Law no. 104/1992 (to assist disabled family members)

Collective redundancy and the pool of workers affected

Covert monitoring by a superior is legitimate

Injunctive relief interrupts prescription

COVID-19 quarantine/precautionary monitoring and social security cover for illness

Unlawful placement in redundancy scheme (CIG) and demotion: independently indemnifiable

Secondment of staff: an anti-crisis tool

Exceeding the period of sick leave: timeliness and notice

Unpaid contributions, damages and prescription

Contractual framework and correct level of classification

Collective and individual protective measures

Deadline to challenge the dismissal in Court

Dismissal for justified objective reason: formal requirements

Luncheon vouchers and remuneration

Employment Courts and Bankruptcy Courts: allocation of jurisdiction

Mutual termination and collective redundancies

Dismissal for poor performance

Dismissal for insubordination

Disciplinary dismissal and reinstatement

Individual transfer and legitimacy requirements

The absorbability of the so-called superminimum

Special paid leave and holidays

The requirements for a non-competition agreement to be deemed valid

Probationary period and duration limits

CIGS: effects of late application according to the Constitutional Court

INAIL (National Institute for Insurance against Accidents at Work) and indemnifiable illnesses

Safety at work and delegation of the prevention obligations

Same conduct, different sanctions

Is the employer obliged to grant smart working at the employee’s request? [Spoiler: NO]

Incomplete letter of complaint and disciplinary dismissal

Employees and Company files

Overalls time

Riders and protections against COVID-19

COVID-19 Global Payroll Costs Reduction Analysis

Coronavirus “COVID-19” and management of the workforce for companies operating in Italy – UPDATE

Coronavirus – Italian Data Protection Authority: No to any “do-it-yourself” data collection initiatives

Smart Working and Coronavirus “COVID-19”

Dismissal for justified objective reason and burden of proof

Executive (dirigente) role: the hetero-direction is essential for the subordinate nature of the relationship.

Occupational illness or injury and protected period

Disciplinary process: illness is not always sufficient grounds to request postponement of hearing

Riders: employment protections confirmed

Increasing protections regime and fixed-term contract

Dismissal of executive

Retaliatory dismissal

Transfer of an Undertaking

Service contract

Reilly & Tesoro – Studio Legale Associato

Registered office: Bastioni di Porta Nuova 21, 20121 Milan – Italy
VAT code: 11031870964
Tel: +39 02 8904 1268
info@reillytesoro.com
www.reillytesoro.com

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  • Ita / En
  • About us
  • People
    • Sharon Reilly
    • Marco Tesoro
    • Chiara Perrone
  • Expertise
    • Company Restructuring & Reorganisation
    • M&A, Outsourcing and TUPE – all employment law aspects
    • Managing the employment relationships and litigation
    • Industrial relations
    • Foreign companies
    • Sports law
    • Privacy
    • Executives management
  • News and articles
    • Articles
    • Newsletter
    • News
  • Contacts
  • Careers
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