DLP Insights

The employee, reinstated by the Court, must not be transferred in different premises from the ones where he/she worked at the time of employment termination, unless the employer does not demonstrate the existence of technical, productive or organizational needs, which makes the change of the work place necessary.

The subordinate employee has a binding obligation of “correct and timely information to the employer” of his/her incapability to carry out the duties he has been assigned to, starting from his own presence on the work place.

The Inter-union Agreement, signed on April 24, between Confindustria, on the one hand, and the three main trade union associations (Cgil, Cisl e Uil), on the other, allows companies without internal trade unions to enter into agreements concerning tax reduction in order to apply tax reduction for performance incomes in the measure of 10% for the activity exceeding the ordinary working hours.

The Court of Voghera, with the decision of March 14, 2013, confirmed that when the dismissal for just cause is not proportioned to the employee’s behavior it is unlawful, but implies just a compensation and not the reinstatement if the contested behavior occurred and the collective agreement does not provide a conservative penalty for the employee’s lack.

Court of Cassation, with sentence no. 8863 of April 11, 2013, stated that within a contract of services the employment relationships are not charged on the principal if its employees, having though unlawfully exercised the directive power on the contractor employees’, were not empowered with the necessary powers to behave in the name and on behalf of the company.