{"id":23053,"date":"2018-01-28T23:00:00","date_gmt":"2018-01-28T22:00:00","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/change-in-working-hours-no-anti-union-behaviour-in-case-of-implementing-an-agreement-already-reached-between-management-and-labour\/"},"modified":"2026-02-16T16:10:41","modified_gmt":"2026-02-16T15:10:41","slug":"change-in-working-hours-no-anti-union-behaviour-in-case-of-implementing-an-agreement-already-reached-between-management-and-labour","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/en\/insights\/giurisprudenza\/change-in-working-hours-no-anti-union-behaviour-in-case-of-implementing-an-agreement-already-reached-between-management-and-labour\/","title":{"rendered":"Change in working hours: no anti-union behaviour in case of implementing an agreement already reached between management and labour"},"content":{"rendered":"\n

The Court of Cassation, with judgement No. 88 dated 4 January 2018, ruled that an employer’s decision to change working hours<\/strong> without consulting the trade union delegation but merely providing a notification cannot<\/strong> be deemed anti-union conduct<\/strong> if the employer implemented an agreement already reached between management and labour<\/strong>. In this case, Poste Italiane S.p.A. was sued for anti-union conduct on the assumption that it had changed working hours in violation of the provisions referred to in the National Labour Collective Bargaining Agreement (CCNL) in force, that is without prior consultation with the trade union delegation. However, the Court of Cassation, in upholding the decision of the Territorial Court, pointed out that the company and the trade union organizations reached a specific agreement effective in the case of application of new working hours in the production unit of reference and calling for an obligation to inform the Trade Union Delegation, which was in charge, within five days, to summon a consultation, if necessary. However, in the Court’s opinion, the company complied with the information obligation, since the Delegation remained inactive, with the consequent correct conduct of the company, which complied both with the CCNL provisions and the trade union agreement.<\/p>\n","protected":false},"excerpt":{"rendered":"

The Court of Cassation, with judgement No. 88 dated 4 January 2018, ruled that an employer’s decision to change working hours without consulting the trade union delegation but merely providing a notification cannot be deemed anti-union conduct if the employer implemented an agreement already reached between management and labour. In this case, Poste Italiane S.p.A. […]<\/p>\n","protected":false},"author":5,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[167,177,190],"tags":[1153,1092],"class_list":["post-23053","post","type-post","status-publish","format-standard","hentry","category-case-law","category-insights","tag-condotta-antisindacale-en","tag-orario-di-lavoro-en"],"acf":[],"yoast_head":"\nChange in working hours: no anti-union behaviour in case of implementing an agreement already reached between management and labour - De Luca & Partners<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.delucapartners.it\/en\/wp-json\/wp\/v2\/posts\/23053\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Change in working hours: no anti-union behaviour in case of implementing an agreement already reached between management and labour - De Luca & Partners\" \/>\n<meta property=\"og:description\" content=\"The Court of Cassation, with judgement No. 88 dated 4 January 2018, ruled that an employer’s decision to change working hours without consulting the trade union delegation but merely providing a notification cannot be deemed anti-union conduct if the employer implemented an agreement already reached between management and labour. 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