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.
Italian government has eliminated the norms on the voucher system, but a transitional phase is foreseen.
Court ruling held that it is lawful to dismiss for just cause an employee who participates in a soccer game during a sickness leave.
Court ruling held that a dismissal shall be considered unlawful if the disciplinary procedure is not promptly started, with the letter of charge, in the light of the principle of the immediate reporting of any misconduct. In this case, the action of which the employee was accused should be considered unfounded and the employee has the right to be reinstated.
The new NCBA for metalworkers has re-designed the relations between the National and Company level agreements.
The relationship between the director and the company is not characterised by coordination, therefore it cannot be considered as a para-subordinate work relationship.