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Collegato lavoro: prime osservazioni sull'articolo 32, III° comma

As mentioned in previous posting, double decanza period (60 days from written notice of dismissal or by the statement of the grounds and the next term of 270 days within which the application is filed must be in Court) shall apply to all cases of dismissal invalid.
In this regard it is already clear that layoffs are disabled, according to the letter of the rule, means:
1 - the canceled license for lack of just cause or justifiable reason;
2 - nil or those layoffs discriminatory because of that intimacy and that intimacy marriage to her during the period of gestation.
It is excluded, however, that the above double decadenziale term affects them, even the dismissal hearing. The above interpretation
option, which is considered consistent with the letter of the rule, and this must be kept firm for the proper exegesis of Article 32, paragraph III, a) and b) for the reasons that we will be here soon .
Article 32, third paragraph, states:
"The provisions of Article 6 of Law No. 604 July 15, 1966, as amended by this Article shall also apply:
a) redundancies which require the resolution of issues qualification of the employment relationship or the legitimacy of the term applied to the contract
b) the withdrawal of the principal in collaboration coordinated and continuous, even in draft mode, referred to in Article 409, number 3), CCP. "
Now, quickly read the Article 32 letter a), one could argue that the two-term decadenziale (+270 60 days) is also applicable to dismissals (of course oral) intervened in an employment black (or reports in which, Because of the lack of formalization, it always asks the issuance of a preliminary investigation on the verge of qualification of the report).
In fact, in the opinion of the writer, this can reading is incorrect.
Indeed, assuming that the letter a), Article 32 provides for the application of double limitation period also oral redundancies, which intervened in the termination of an employment black, would lead to the irrationality of the system regulatory as well as an irreconcilable conflict with the principles already expressed by the Constitutional Court.
Therefore, using the known techniques of interpretation must be considered: 1
- twice the limitation period that invests exclusively layoffs invalids and intimacy in writing,
2 - that Article 32, third paragraph, letter a), refers to cases of intimate recesses in writing in formal employment relationship, however, assume that the resolution of issues concerning the traceability of the project in the mode of subordination, with the result that the worker or the worker must (because of the term in accordance with the present "within Livenza that ...") at the end of each contract of project work and in which there is a withdrawal in writing, provide both, to appeals within 60 days, the filing of the appeal in the next 270;
3 - that Article 32, third paragraph, letter b) reports, unlike the case in point a), the only event of withdrawal in collaboration, even in draft mode, in which there is no question raised on the qualifications of rapprto.

these conditions, in the opinion of the writer, it seems appropriate to continue the appeal to Article 32, paragraph III.
So that provision continues by stating:
"The provisions of Article 6 of Law No. 604 July 15, 1966 as amended by paragraph 1 of this Article shall also apply:
c) the transfer under Article 2103 cc and ending after the date of receipt of notice of transfer;
d) the action for revocation of the term applied to the employment contract, in accordance with Articles 1, 2 and 4 of Legislative Decree 6 September 2001, No. 368, and amended, commencing with the expiry of that term. "
Moreover, continuing the call of the measure, following the fourth paragraph:
"The provisions of Article 6 of Law July 15, 1966, No. 604, as amended by paragraph 1 of this article applications simultaneously including:
a) contracts of employment term stipulated under Articles 1, 2 and 4 of Legislative Decree no. September 6, 2001, No. 368, in progress at the date of entry into force of this Act with effect from the expiry of the period;
b) contracts work completed, stipulated in the application of the law that existed prior to September 6, 2001 Decree No 368 and completed prior to the entry into force of this Act, with effect from that date of entry into force of this Act ;
c) alla cessione di contratto di lavoro avvenuta ai sensi dell'articolo 2112 c.c. con termine decorrente dalla data di trasferimento;
d) in ogni altro caso in cui, compresa l'ipotesi prevista dall'articolo 27 del D.lgs 10 settembre 2003 n. 276 si chieda la costituzione o l'accertamento di un rapporto di lavoro in capo a un soggetto diverso dal titolare del contratto".

Alla luce di tali disposizioni, chi scrive potrebbe anche ritenere costituzionalmente legittimo il termine di decadenza apposto ai licenziamenti invalidi, avendo la Corte Costituzionale già affermato la legittimità del termine di decadenza previsto per i soli casi di licenziamento, stante l'esistenza di un provvedimento espulsivo e il conseguente interesse della parte working to rapidly define the question concerning the asserted illegality of the act of dismissal.
But in other cases?
Article 32, third and fourth paragraphs (in so far provides twice decadenziale term in the event of reports to the project, individual trasferimernti, transfer company or its branch, the nullity of the term and irregular administration) to good to see you moving in two directions.
First, increase the difficulty of the action, to protect their rights, working for the party;
Second grant, the party giver, a possible amnesty, arising from any breach of the terms decadenziali, while in the presence of invalid measures.
Against this background, the constitutionality of the legislation appears, in the opinion of the writer, at least doubtful. Indeed
:
Doubtful, in point of contracts, is the keeping of that legislation in the light of that community and the principle laid down by the Constitutional Court ruling in footnote 314-2009.
Doubtful, in point of transfer of individual or company or a branch, it is the keeping of the law, where there provides for the same period in constant relationship is not supported by stability. Questionable
appears as a whole, the entire estate if there legislation provides only for employees, limitation periods are not provided, to the knowledge of the writer, for any other cases challenging the contracts invalid. Questionable
Finally, the estate appears to Article 32, fourth paragraph, letter d) because of its failure to identify from which the term shall commence on the decline.

Chambers. Vincenzo Caponera, Network legal Rome

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Collegato lavoro: prime osservazioni sull’articolo 32, I° e II° comma

First observations on Article 32, paragraph I and II

" Article 32.

(Forfeiture and provisions on fixed-term employment contract)
1. The first and second paragraphs of Article 6 of Law July 15, 1966, No 604, are replaced by the following:
"The dismissal must be challenged under penalty of forfeiture within sixty days after receipt of a notice in writing, or communication, also in writing, of the reasons, if not simultaneously, by any written document, including the courts, such as to make known the will of the worker also through the direct intervention of the union to challenge the dismissal.

The appeal is ineffective unless it is followed by the next term of two hundred seventy days from filing the appeal in the clerk of the court on the basis of an employment tribunal or by notifying the other party's request to attempt to conciliation or arbitration firm precluding the possibility of producing new documents formed after the filing of the appeal.
If conciliation or arbitration required to be withheld or not reached the necessary agreement to its completion, the application should be submitted to the court under penalty of forfeiture within sixty days from the refusal or failure to agree. "

" 2. The provisions of Article 6 of Law July 15, 1966, No 604, as amended by paragraph 1 of this Article shall also apply to all cases of invalidity of the dismissal. "

* ° *

Article 32, new Article 6 of Law 604-1966, provides, in contrast to the previously existing provision, a two-term decadenziale accident on the entire area of \u200b\u200bthe dismissal invalid.

Given this forecast, there is, immediately prior to the interpreter, the problem of defining the area of \u200b\u200bdismissal invalid, because only through this pre-definition, it is possible to identify cases for which there, on pain of forfeiture, the burden of appeal and operating under the terms of the statutory threshold.

Certainly, in the opinion of the writer, the burden of appeal is not orally active in the event of dismissal notice, military, in support of this reading, two distinct topics:

1 - dismissal oral notice is, as is well known genus due to the inefficient, unproductive since it legal effect. The inefficiency term, which originally appeared in conjunction with the category of disability, in the original formulation of the standard, does not appear in the text of the law, here in a comment.

2 - The first paragraph dell’articolo 32 si riferisce espressamente ai licenziamenti comunicati in forma scritta, con conseguente inapplicabilità della norma e, indi, del doppio termine decadenziale, a tutti i casi in cui il licenziamento sia stato intimato verbalmente.

Risolto, positivamente, tale aspetto, resta irrisolto il problema dell’esatta individuazione dell’area dei licenziamenti invalidi.

A mio modo di vedere l’area dell’invalidità comprende non solo, i casi di licenziamento intimati per giusta causa o giustificato motivo ma anche, la categoria dei licenziamenti nulli, essendo l’area della nullità ricompresa in quella dell’invalidità.

Therefore, with the provision here under review must be challenged within 60 days (and then the appeal must be filed within 270 days, on pain of invalidity of the appeal itself) all zero redundancies, including given that intimate discriminatory grounds, for reasons of marriage or that intimate the worker in a state of gestation.

For these categories of licenses or, in the category of dismissal void and that intimacy for just cause and for good reason, should be paid by the worker, the greatest attention because, with effect from November 24 2010, will enter into force on the double decadenziale term of 60 to 270 days.

Otherwise, like the oral dismissal, is not subject to the new provision for dismissal of the case beyond the period of acting, dry or by summation (or time limit provided for in the various CCNL of legitimate absence from work due to illness), it is not classified in terms of objective justification.

Chambers. Vincenzo Caponera Retelegale Rome

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indennità sostitutiva delle ferie e decorrenza della prescrizione

Court of Rome, Case 11210-010

Al regard, given that it is common ground between the parties that the employment relationship is supported by real stability, resulting in placement of the starting date of commencement of the period in constant employment for loans that mature with this timing, there is in fact ... for which the allowance in lieu of leave not taken is not made any prescription-is that the term you want to consider a five-year, considering the claim at issue of a contractual nature, sia che lo si voglia considerare di natura decennale, ponendosene invece in rilievo la natura risarcitoria-, posto che il diritto alla monetizzazione delle ferie sorge solo all’atto della risoluzione del rapporto di lavoro …”.

* ° *

Corretta appare, ad opinione di chi scrive, la pronuncia resa dal Tribunale Ordinario di Roma, in funzione di giudice del lavoro, per le ragioni che da qui a breve verranno sviluppate.

L’articolo 10, dell’impianto normativo 66-2003, attutivo della direttiva comunitaria 93-104 e 2000-34, prevede, al primo e al secondo comma, che: “ this period should be enjoyed for at least two consecutive weeks in the case of the worker's request during the year of vesting and the remaining two weeks in the 18 months following the calendar year of maturation. The predicted minimum period of 4 weeks can not be replaced by its allowances for leave not taken, except in the event of termination of employment .

Moreover, the Court of Justice, also recently [1] [2] , ha affermato che “ nel momento in cui cessa il rapporto di lavoro non è più possibile l’effettiva fruizione delle ferie annuali retribuite. Per evitare che, a causa di detta impossibilità, il lavoratore non riesca in alcun modo a beneficiare di tale diritto, neppure in forma pecuniaria, l’art. 7, n. 2, della direttiva 2003-88 riconosce al l avoratore il diritto ad una indennità finanziaria. ”

Applicando tali principi ai rapporti lavorativi di lunga durata e caratterizzati da stabilità reale, è possibile risolvere la problematica afferente l’individuazione the fate of holidays accrued but not taken during the 18 months following the calendar year of maturation.

problem that does not appear to be irrelevant because, first, the rise of entitlement to replacement only at the time of termination and, secondly, the lack of recognition, the party workers, the right -power of self-assigned leave accrued but not taken.

Therefore, trying to provide a solution to the problem of interpretation in question, it is believed that if the entitlement to substitute for express provision of law, there is solo al momento della risoluzione del rapporto lavorativo, la prescrizione, qualsivoglia sia la natura del diritto alla predetta indennità, non potrà che iniziare a decorrere dal momento della cessazione del rapporto lavorativo, essendo quest’ultimo coincidente con il momento in cui il diritto può essere fatto valere. Tale soluzione esegetica, a cui la pronuncia in commento aderisce, appare ad opinione di chi scrive, sincrona con il dettato normativo che impone ed ancora, rispettivamente, la fruizione delle ferie maturate al termine prescritto e il sorgere del diritto all’indennità sostitutiva al momento della risoluzione del rapporto lavorativo.

avv. Vincenzo Caponera Retelegale Roma

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[1] Corte di Giustizia 20 gennaio 2009, cause riunite C-350/06 e C-520/06

[2] La Corte di Cass. a sez. unite, 24712-2008, aveva già affermato, su fattispecie precedente al D.lgs 66-2003, che: “ le ferie non sono monetizzabili nel corso del rapporto di lavoro, stante la irrinunciabilità del diritto alla loro effettiva fruizione, onde il diritto alla indennità sostitutiva non può che sorgere alla fine del rapporto ”