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.
The aim of this new law is to improve competitiveness and facilitating the reconciliation of working and living times.
It is irrelevant that the installation of a surveillance system has been previously authorized by all employees through a consent expressed in accordance with Privacy Law; the right to convene the Trade Union Assembly does not only belong to the RSU as a collective body, but also to its individual members.