Le Centre d’étude de De Luca & Partners gère et coordonne les activités de recherche, de formation (interne et externe) et les activités éditoriales en matière de droit du travail, de protection des données personnelles et de responsabilité administrative des personnes morales.
De Luca & Partners investit en effet dans l’étude et la diffusion de sujets relevant de sa compétence et collabore à ce titre avec le journal italien Sole 24 Ore et avec les principales revues et publications spécialisées.
The second stage of the so called “Job Act” regards the amendment of the social security “cushion”. Among these ones, the bill, pending of the approval of the Government, provides for amendments on requirements and duration of the redundancy fund.
April 12 is the deadline for the submission of applications for obtaining the contributive bonus of Eur 190 per month. This bonus is provided in favor of private employers who, in 2013, hired employees dismissed in the previous 12 months for objective justified reason, related to reduction, transformation or termination of business or employment by companies with less than fifteen employees.
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.
Court of Rome, with judgment of March 5, 2014, stated that terminating an apprenticeship contract may not be challenged with the new procedure introduced by Law 92/2012 (so called “Rito Fornero”), but with the ordinary procedure.
Labour Ministry, with note no. 2642/2014, stated that the employer who pays cash in hand overtime is subject to a double penalty.