{"id":26926,"date":"2015-09-02T22:00:00","date_gmt":"2015-09-02T20:00:00","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/court-of-milan-disciplinary-dismissal-and-the-requirements-of-the-national-collective-contract-2\/"},"modified":"2026-02-13T11:23:58","modified_gmt":"2026-02-13T10:23:58","slug":"court-of-milan-disciplinary-dismissal-and-the-requirements-of-the-national-collective-contract-2","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/news\/court-of-milan-disciplinary-dismissal-and-the-requirements-of-the-national-collective-contract-2\/","title":{"rendered":"Court of Milan: disciplinary dismissal and the requirements of the national collective contract"},"content":{"rendered":"\n<p>With its ruling no. 6150 of 13 July 2015, the Court of Milan clarified that if the relative contract contains a penalty preserving employment for the fact claimed against an employee, dismissal of such employee is considered illegal, with his consequent right to be reinstated in his job (in addition to payment for damages). However, this is a ruling which is only applicable to those hired before 7 March 2015, the date the \u00ab\u00a0contract with increased protection based on seniority\u00a0\u00bb became effective. This is based on the fact that for the latter cases the real protection will be applied only if no grounds for the claimed fact are directly proven in court.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>With its ruling no. 6150 of 13 July 2015, the Court of Milan clarified that if the relative contract contains a penalty preserving employment for the fact claimed against an employee, dismissal of such employee is considered illegal, with his consequent right to be reinstated in his job (in addition to payment for damages). However, [&hellip;]<\/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":[168,175,198],"tags":[],"class_list":["post-26926","post","type-post","status-publish","format-standard","hentry","category-case-law","category-insights","category-news"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Court of Milan: disciplinary dismissal and the requirements of the national collective contract - De Luca &amp; 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\/fr\/wp-json\/wp\/v2\/posts\/26926\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Court of Milan: disciplinary dismissal and the requirements of the national collective contract - De Luca &amp; Partners\" \/>\n<meta property=\"og:description\" content=\"With its ruling no. 6150 of 13 July 2015, the Court of Milan clarified that if the relative contract contains a penalty preserving employment for the fact claimed against an employee, dismissal of such employee is considered illegal, with his consequent right to be reinstated in his job (in addition to payment for damages). 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