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 first two implementing decrees of the Jobs Acts, the one on contracts with increased protection based on seniority and the one for overhaul of social shock absorbers, were published in the Official Gazette of 6 March this month, becoming effective 7 March 2015.
According to the Cassation decision no. 4237/2015 the conduct of a worker, who during a period of leave due to injury worked at a third party performing a job substantially coinciding with his employment does not constitute just cause for dismissal.
Starting in May 2015 13 weeks of contributions paid in the four years prior to unemployment will be sufficient for obtaining the new unemployment benefit called NASpI.
The draft of the Legislative Decree overhauling contracts examined last 20 February by the Council of Ministers would result in some significant changes in policies for reconciling free time and work.
When the decree becomes effective the rules for long-term hiring and dismissal will change substantially.
Last 20 February the draft of the legislative decree was examined concerning an overhaul of contracts which, among other things, entails the gradual elimination of project-based contracts, that, with certain exceptions, will no longer be stipulated and will be converted into normal employment contracts starting 1 January 2016.
With its ruling no. 2904 of 13 February 2015, the Court of Cassation established that it is legitimate to dismiss an assembly line worker who continuously fills car seats with paper and trash in order to play a joke on a colleague.
With its ruling no. 2692/15, the Court of Cassation established that an employee’s use of offensive and vulgar words to a company manager of a higher rank constitutes insubordination of a minor degree and, based on the provisions set out in the collective contract, can be punished with a conservative fine. On the contrary any measure for dismissal is considered wrongful.