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Collective Bargaining Agreement In Italiano

Decree-Law 66/2003 provides that workers are entitled to annual leave of at least four weeks, outside the provisions of Article 2109 of the Italian Civil Code. Unless otherwise provided for in the applicable national collective agreement, two of these four weeks must be taken in the year in which they are in force; the remaining two weeks can be taken within the next 18 months. annual leave must be taken by workers; severance pay is not possible unless the employment relationship has ended. In order to prevent legislative interventions from restricting freedom of collective bargaining, trade unions are classified in the field of private law by their classification as unrecosted associations. National collective agreements are set up by employers` organisations, on the one hand, and trade unions, on the other, within the framework of different sectors of activity (e.g.B. Metallurgy, trade and higher education, chemistry and pharmacy, food) were negotiated. These agreements establish, inter alia, the minimum economic and legal standards that apply to employees in the sector of activity concerned. In the absence of a national collective agreement, the assessment of the proportionality and adequacy of the wage granted to a worker in accordance with Article 36 of the Italian Constitution shall be carried out by the Labour Court taking into account the minimum wages set by any national collective agreement applicable in the sector in which the employer operates. In these cases, the employer has the right to exempt the worker from work during the notice period and to pay him (or his heirs in the event of death). This payment must be calculated taking into account the worker`s gross annual basic salary, as well as any additional monthly salaries provided for in the national collective agreement in force, the variable remuneration paid during the last three years and the value of the ancillary benefits granted to the worker.

Collective agreements may also be concluded at company level by the employer, on the one hand, and by the works councils on its premises, on the other. These agreements generally govern different aspects of the employment relationship and provide for conditions more favourable to workers than those of the national collective agreement in force. This is usually defined by national collective agreements that set different minimum wages depending on the qualifications and levels (e.g. managers.B, middle managers, employees or manual workers) of the worker. As a general rule, the national collective agreements in force (where appropriate – under Italian legislation, except in certain limited cases, no obligation that employment relationships be governed by a collective agreement) provide for annual leave of more than four weeks at least fixed by Italian legislation. . . . .



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