Categories: Insights, Practice


29 May 2018

Statement of Agreement Signed for the Rubber Plastic Sector

On 2 May 2018, the Plastic Rubber Federation signed a statement of agreement with Filctem CGIL, Femca CISL and Uiltec UIL which, in line with the Interconfederal Agreement of 9 March, has the purpose of creating a contractual model capable of responding appropriately to the needs of employees and companies operating in the sector. This with particular reference “by way of example” to the following: (i) the role of the National Collective Bargaining Agreement; (ii) industrial relations and (iii) a new remuneration by determining the fundamental elements of the Overall Remuneration and Minimum Remuneration. Moreover, key element of the statement of agreement, in order to make the next renewal of the National Collective Bargaining Agreement consistent with the principles of the interconfederal agreement, is the drafting by 30 September 2019 of a joint document containing the guidelines for the renewal of the agreement. Therefore, the parties have agreed to postpone the expiry of the current National Collective Bargaining Agreement (scheduled for 31 December 2018) to 30 June 2019, guaranteeing, as it was established at time of renewal (10 December 2015), an average gross increase of EUR 76 for level F but with the introduction of two new tranches: EUR 21.00 on 1 May 2018 and EUR 14.00 on 1 January 2019.

Subscribe to our newsletter

Contact

Need information? Write to us and our team of experts will respond as soon as possible.

Fill in the form

More news and insights

6 Feb 2026

Pay equity and transparency: draft implementing decree presented

Italy is among the first Member States to have adopted the draft implementing legislative decree of EU Directive 2023/970, which yesterday received its initial approval from the Council…

30 Jan 2026

A conviction for stalking can justify dismissal for just cause

With Ordinance No. 32952 of 17 December 2025, the Italian Supreme Court, Labour Section, ruled that a final conviction for stalking and abuse can justify dismissal for just…

30 Jan 2026

We continue to be a Great Place to Work!

For the third consecutive year, De Luca & Partners has been awarded the prestigious Great Place to Work® certification, a significant recognition of the value we place on…

29 Jan 2026

Italian Supreme Court: Employer Monitoring and the Use of Corporate Chats for Disciplinary Purposes

Corporate chats “intended for work-related communications by employees accessing them through company accounts constitute work tools, pursuant to Article 4, paragraph 2, of Law No. 300 of 1970,…

28 Jan 2026

Anti-union conduct: the Supreme Court moves beyond formalism and focuses on substance

With order no. 789 of 14 January 2026, the Italian Supreme Court addressed the issue of anti-union conduct by employers in relation to information and consultation obligations on…

27 Jan 2026

DID YOU KNOW THAT… the use of artificial intelligence may justify a dismissal for objective justified reason?

With Judgment No. 9135 of November 19, 2025, the Labour Section of the Court of Rome held that the dismissal for objective justified reason (i.e. “giustificato motivo oggettivo”,…