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
Purpose and limits of paid leave of absence permits under Law no. 104/1992 (to assist disabled family members)
Coronavirus – Italian Data Protection Authority: No to any “do-it-yourself” data collection initiatives
Executive (dirigente) role: the hetero-direction is essential for the subordinate nature of the relationship.
