Insights

Ministry of Labour replied negatively to the question no. 10/2014, with which it has been required if the staff performing the activity of inbound/outbound call center may be hired with the so called “job on call” contract, regardless from personal data and objectives requirements.

The text of the amended paragraph 1 of Article 1 of Legislative Decree no. 368/2001 provides, as only condition to be followed by companies entering into the new fixed term contract, the limit of 20% of the workforce.

Law Decree no. 34/2014, which became effective on March 21, 2014, abrogated the obligation for the fixed term employment contracts to be based on justifying reasons (i.e. technical, productive, organizational and replacement reasons), previously requested as essential condition for the lawfulness of temporary contracts exceeding 12 month duration.

The Court of Cassation, with judgment no. 6110 of yesterday, stated that the dismissal of executive can be justified for any cause supported by reasons in compliance with law and by a global assessment.

Labour Ministry, with note no. 2642/2014, stated that the employer who pays cash in hand overtime is subject to a double penalty.