Legislative Decree no. 101/2018 will enter into force on September 19, 2018 and is aimed to harmonize and coordinate the national privacy legislation (the so-called “Privacy Code”) to the new provisions of the “GDPR” concerning personal data protection and processing. The general part of the Italian Privacy Code has been almost entirely replaced by the provisions of the EU Regulation, so that rules on processing, information and prior consent of the data subject are repealed and replaced by the European ones
The so-called “Dignity Decree” has introduced important innovations concerning fixed-term employment contracts, supply of work and penalties in the event of illegitimate dismissal, as provided by the so-called Jobs Act (i.e., for open-ended contracts stipulated after March 2015.) These provisions respond to the Government purpose of fighting the issue of unstable employment
The so-called “Dignity Decree”, approved by the Council of Ministers on July 2nd 2018, introduces important innovations concerning fixed-term employment contracts, supply of work and penalties in the event of illegitimate dismissal, as provided by the so-called. Jobs Act (i.e., for open-ended contracts stipulated after March 2015)
According to the Joined Chambers of the Court of Cassation, dismissal due to continuous absences of the employee is null and void if ordered before the expiry of the sickness “grace period”.
In a recent Ruling, Italian Court of Cassation stated that the employee’s incapability in accomplishing certain duties with a new technology, radically excludes the employee’s chance of relocation in all the tasks – even lower – which do require the use of that new technology.
Court of Cassation confirmed that the company is legitimate to carry out investigations on employees only if they do not result in monitoring the employees’ performance of working activity.
Court of Turin rejected the appeal brought by six Foodora riders against the most famous German food delivery company, Foodora.
According to the disciplinary procedure pursuant to article 7 of Law no. 300/1970 – there is no obligation for the employer to show the employee the documentation on which the charges are based.
The old “voucher system” has been replaced with the new procedures of the “family book” and the “occasional employment contracts”.
Court ruling held that the dismissal is lawful if the employee continuously surfs the internet rather than working.