|  | | | Working In Italy For EU Citizens | | Looking For Work - Job Applications - Qualifications - Work Contracts
Changes To Work Contracts
- Remuneration - Working Time
Work Training - Public Holidays - Sickness And Maternity Leave - Termination of Employment - Women In Employment
Rights For Special Categories - Safety In The Workplace - Sexual Harassment
Workers Representation - Work Disputes | | Looking For Work In Italy
| You will need to register with a job centre in order to find work in Italy. Job seekers must go to the job centre in the area where they are living. Look on the Ministry of Work and Social Security (Ministero del lavoro e della Previdenza Sociale] website to find the Centro per l’impiego (Job Centre] nearest to your home.
The EURES service within each job centre provides information on job opportunities within the European Economic Area.
Italy also has a system for matching job seekers and work providers known as the Borsa Continua Nazionale Lavoro (National Labour Exchange], where you can upload your CV to search for job opportunities.
You can also contact private job agencies. Seven hundred are currently authorised by the Ministry of Employment. Many newspapers (dailies, weeklies and
magazines) also publish regional and national classified job advertisements. | | Job Applications | You can apply for a particular job or send in an application on spec. In the former case, the application procedures are generally detailed in the job offer or the advertisement. You may need to fax or email a CV with a
covering letter stating your reasons for wanting the job to the contact numbers indicated. Sometimes your first contact may be by telephone, either directly with the company or the person responsible for recruitment (employment services, private agencies, staff recruitment companies etc.).
Your CV should be geared for the position for which you are applying, using the standard European format or Europass model. It should contain an authorisation for the processing of personal data
pursuant to Legislative Decree 196/2003. It is not advisable to send in your CV without a covering letter that describes your strengths and the reasons why you believe you are the best candidate for the job. Unless specifically requested, you do not need to include a photo or any qualifications, references etc. (either originals or copies).
If you are sending in a CV on spec., you could opt to send in a CV and covering letter or fill out the on-line application forms available on the
websites of major companies (chains of supermarkets, hotels, ITC companies etc.). Look for “Lavora con noi” (work for us), “Offerte di lavoro” (job opportunities), “Candidature” (applications) etc.
For some local businesses, it may be a good idea to turn up in person and leave your CV with the human resources or personnel manager. | | Qualifications
| The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers
The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only
such a system will ensure that a lack of recognition of professional qualifications will become an obstacle to workers’ mobility within the EU.
Main Principles for the Recognition of Professional Qualifications in the EU
As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.
For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.
Steps Towards a Transparency of Qualifications in Europe
The European Union has taken important steps towards the objective
of achieving transparency of qualifications in Europe:
An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
The development of concrete actions in the field of recognition and quality in vocational education and training.
Going Beyond the Differences in Education and Training
Systems Throughout the EU
Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.
In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of
instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.
The European Qualifications Framework
The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.
The National Academic Recognition Information Centres (NARICs)
A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.
The European Credit Transfer System (ECTS)
The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.
Europass
Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents
a CV (Curriculum Vitae)
a language passport,
certificate supplements
diploma supplements, and
a Europass-Mobility document.
The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system. | |
| Work Contracts | Work contracts are the agreement stipulated between employers and workers, on the basis of which workers offer their services in exchange for a salary paid by an employer.
The various terms of a contract (salary, working hours, holidays, etc.) are normally already established by collective national labour contracts.
Work contracts are normally open-ended. However, this does not exclude the possibility of introducing expiry dates into a contract for certain technical reasons or owing to special conditions created by production or organisational factors or for the purpose of providing for the possibility of replacement as determined by recent legislation governing fixed-term employment contracts contained in Legislative Decree No 368/01, which introduces Council Directive (EC) No 1999/70/EC into Italian
law.
Fixed-term contracts must be in writing and must specify the length of the contract: at the expiry date the contract is considered to be terminated.
Stipulation of a work contract, whether for fixed-term or permanent employment, may include conditions relating to a trial period, the aim of which is to verify the suitability of workers for the duties and tasks they have to perform. The duration of such periods is laid down in the collective contracts.
Trial periods of
employment must be recorded in written form. Documents certifying such periods of employment must be drawn up before or at the same time the period of employment begins.
In accordance with Article 2118 of the Italian Civil Code (Codice Civile), in the case of withdrawal from a work contract, each of the contracting parties must provide prior notice within the time period and in compliance with the procedure laid down in the collective contract. If notice is not given, the party
withdrawing from the contract is obliged to pay the other party compensation of an amount equating to the anticipated remuneration over the period of notice.
For open-ended contracts, and fixed-term contracts before the end of the fixed term of the contract, there are the following possibilities for terminating the contract:
Unilateral termination by the worker: resignation. Resignation is the act by which a worker withdraws from a contract. Resignation must be recognised as an
act of unilateral withdrawal, and as such it does not require a concurrent intention on the part of the recipient. Workers may withdraw from a work contract at any time provided they respect the terms of notice;
Mutual termination of contract (Article No 2113 of the Codice Civile): termination characterised by a mutual intention on the part of the employer and worker.
Unilateral termination by the employer: dismissal. There are various types of dismissal:
Dismissal without
restrictions (ad nutum) requires no specification of a motivation and is applicable in a limited number of cases. This type of dismissal may apply in domestic work, to managerial staff, workers who have acquired the right to retire and workers undergoing a period of trial employment.
Dismissal for a just cause (Article No 2119 of the Codice Civile) may occur when there is a cause for dismissal which impedes even temporary continuation of employment. In such cases, termination of the
contract occurs without notice. A just cause is the behaviour of a worker (either in the workplace or in any other place) which damages the element of trust at the basis of a working relationship, e.g. acts of violence committed to the detriment of a co-worker, theft of company property, etc.).
Dismissal for a justified reason. This can be connected to a worker's failure to fulfil a requirement (subjectively justified reason) or for reasons of productivity, the organisation of work and
its smooth operation (objectively justified reason) (operations have ceased; bankruptcy; removal of worker's post). Dismissal for a justified reason requires the employer to give notice to the worker. To protect workers, dismissal for a justified reason must be notified by the employer in full observance of the formalities and procedure established by law.
Within 60 days following receipt of a notice of dismissal, workers may make an appeal by filing a petition against such action at the
Court of a labour magistrate (Pretore del Lavoro) or by attempting to obtain a settlement with the support of a trade union or the provincial labour commission (Direzione Provinciale del Lavoro).
Withdrawal without a just cause or a justified reason results in the obligation on the part of employers who have up to 15 staff to reintegrate workers (obligatory protection) in their former status of employment or to re-employ them, establishing a new contract and working relationship.
In the case of employers with more than 15 staff, a declaration of illegitimacy of the termination of a contract results in an order to reinstate workers in their former status of employment with the same position and duties (real protection).
Dismissal through force majeure occurs when it is impossible to continue a working relationship due to causes beyond the control of the parties involved. Such causes include death of the employee, or arrest or imprisonment in cases where the
absence of the employee is incompatible with the requirements of a firm or organisation and/or when a crime committed by the employee has a negative effect on the working relationship and/or undermines the trust between the parties involved. | | Changes To Work Contracts | An individual employment contract is the
source of a working relationship and constitutes an agreement between an employee and an employer, by means of which the former undertakes to place his/her activity and services at the disposal of the employer, while the latter undertakes to pay his/her employee a salary.
In accordance with Italian regulations, the binding nature of the hierarchical relationship between employee and employer is the fundamental defining criterion of an employment contract. The parties indicated in an
employment contract must possess certain requisites of a legal nature and also the technical and physical suitability to perform the work in question. With regard to juridical requisites, both must possess the juridical capacity (i.e. the suitability to form part of an employment relationship, which in the case of the workers is intended as the capacity to perform work at fifteen years of age, i.e. the minimum age indicated by Italian law) and the capacity to ‘act’ (meant as the capacity to
conclude an employment contract and to exercise all rights and perform all duties deriving therefrom) which in Italian law is acquired at the age of eighteen, unless special laws apply. The lack of capacity to act and the lack of a technical capacity (the latter regarding in particular those cases where diplomas, licences or registration in professional registers or other certificates issued by public authorities are required) leads to a contract being nullified, while the lack of juridical
capacity implies the possibility of cancellation of the contract.
In both cases, the right of the worker to receive a salary for the work and services provided is safeguarded.
The obligatory requisites of an employment contract are the following:
agreement of both parties, taking account of the fact that the contractual offer by the employer is governed by the conditions set out in the national collective labour contract and the implementation of the employment
procedure laid down in Presidential Decree No 442/2000 and Legislative Decree No 297/2002;
the purpose, that is, the exchange of work for payment;
the object, that is, the content of the work or service rendered and the payment, which must be lawful, possible and specifiable or specified.
Unlawfulness of the object of the work contract (when the service is contrary to the legal rules on public order or morality) shall be penalised by the total and definitive nullity
of the contract such that the worker shall not have the right to payment for services rendered;
and, finally, the form, which is in general unregulated. In this regard however, the law expressly requires it to be drawn up in writing: failure to comply with such requirement will result in the entire contract being made null and void. For example, the written form is required in the case of contracts for part-time work, work performed in the sports sector, the supply of labour
resources, trial periods of employment, identification of the expiry of a period of employment or a pact imposing restrictions on competition. Finally, the written form is required in all cases in which the clauses forming part of a contract are unfavourable for the worker with respect to general regulations.
Agreements on Trial Periods of Employment
The law provides that in the provisions of an employment contract, the parties may include clauses relating to a trial period of
employment, which must be clarified in writing and must occur at the same time or before the date when employment begins. Its function is to verify reciprocal interest and the usefulness of continuing a working relationship. Terms regarding trial periods may be included in any employment contract, and also, for example, contracts concluded with disabled workers hired within the framework of compulsory employment rulings regarding handicapped persons. Such terms may also be included in
fixed-term or part-time contracts.
According to current laws, the maximum duration established for trial periods is six months for all workers and three months for office workers without managerial duties. It is understood that the terms laid down by law or established in national contracts may not be extended but may be reduced if both parties are in agreement. A clause in an individual contract specifying a trial period lasting longer than the maximum length of time set out in the
collective contract, without prejudice to the legal limit, may be considered legitimate only in the case where the especial complexity of the tasks assigned to the employee makes it vital to have a longer period than is normally considered valid in the collective contract.
In general terms, both parties during and at the expiry of the trial period are free to break the contract without any obligation to provide reasons or to give notice and without any obligation to pay compensation,
except for cases where termination during the trial period is caused by discrimination and/or a factor extraneous to the work relationship; where the worker has not been assigned his or her tasks clearly and the trial period therefore does not provide a suitable assessment of his or her capabilities or where the worker is absent through illness.
If a worker can demonstrate the unlawfulness of termination on the part of the employer during a trial period, he or she has the right to
complete the trial period with payment of salary for the period remaining.
On expiry of the trial period, it is not necessary for employers to provide written notification of their intention to continue the working relationship; the mere fact that the working relationship continues for a brief time beyond expiry of the trial period is sufficient for the working relationship to be considered as having been confirmed on account of successful completion of the trial period.
Obligation to Provide Information
In implementation of Directive (EC) 91/533, Italian legislators issued Legislative Decree No 152 of 26 May 1997, which determines the obligation on the part of employers to inform employees in writing of conditions applying to their employment contract. This obligation applies in all possible working relationships, both public and private, created between a worker and employer. However, this obligation does not apply to work relationships lasting not more
than one month in total and where the working hours do not exceed eight hours per week; work relationships with spouses or parents, work relationships at diplomatic representations and associated offices abroad. Within thirty days following the date an employee is hired, employers must comply with the ‘obligation to provide information’ by providing the employee with a written employment contract or a letter confirming that the worker has been hired or by means of any other document delivered
to the worker. The employment contract may be of the fixed-term or open-ended kind.
Fixed Term Employment Contracts
The rules governing fixed-term employment contracts are contained in Legislative Decree No 368 of 6 September 2001, by which the Italian legal system transposed the EU Directive of 1999. In general the establishment of a fixed term of duration of an employment contract for technical, productivity, organisational or similar reasons is permitted, and must be done,
directly or indirectly, in writing, (i.e., the end date may, where not expressly indicated, be indirectly inferred from the particular wording of the contract) or the contract will be ineffective apart from fixed-term casual work relationships lasting no longer than twelve days.
Contracts must also indicate detailed reasons for establishing a fixed term. A copy of the document must be delivered to the worker within five days following the date of the beginning of the working
relationship.
It is forbidden to enter into fixed-term contracts in the following cases:
to replace workers exercising their right to strike;
to replace absent workers, unless the provisions of union agreements stipulate otherwise, in productive units in which in the previous six months there have been collective dismissals of workers with the same duties as are referred to in the fixed-term contracts, except for cases where the contracts lasted no more than three
months;
in cases where workers assigned to duties referred to by the fixed-term contracts have had their working hours suspended or reduced with the right to receive the earnings complement;
in companies which have not carried out an assessment of risks to workers’ health and safety.
It is also possible in fixed-term contracts to provide for a period of trial employment provided it is established before or on commencement of duties and this is confirmed in writing.
Extensions
Fixed-term contracts may be extended only once by consent of the worker, and only in cases where an initial contract was concluded for a period of less than three years, in such cases, the duration of the contract, including an extension, may not exceed three years.
Expiry
The law provides that the work relationship (both the initial one and any extended one) may continue after the expiry of the fixed term, for a maximum period of 20 days, if the term of the
contract is less than six months and 30 days, if the term of the contract is greater than six months. In such cases, the employer must increase the worker’s wages for each day of the work relationship by 20 percent for the first 10 days and 40 percent for each day thereafter. Finally, if a working relationship continues beyond such periods, a contract is considered as being of a permanent nature, starting from expiry of the aforesaid terms.
Succession of Contracts
A new fixed-term
contract may be concluded with the same worker if at least 10 days have passed since the expiry of the first contract (when the latter had a duration of under six months), at least 20 days have passed since the expiry of the first contract (when the latter has a duration of over six months). If an employer fails to respect these terms, the second contract shall be considered as being indefinite (a tempo indeterminato i.e. of a permanent nature). Working periods are moreover considered as
being indefinite from the date of signing of the first contract, in the case of two successive periods of employment on a fixed-term basis. Fixed-term employees have a right to contractual terms and all other conditions currently conceded within an organisation/firm to permanently employed persons, working in the same organisation/firm and categorised at the same level of employment. Such conditions of employment will be recognised in proportion to the period of work which is completed.
Workers hired with a fixed-term contract have the right to receive training sufficient and adequate for the type of duties to be performed so as to prevent specific risks related to the work in question. The national collective labour contracts may identify the manner in which the professional skills of workers may be improved.
Exclusions
The rules governing fixed-term contracts do not apply to the following contractual situations, insofar as they are already governed by specific
legislation:
staff-leasing contracts;
work-entry contracts;
apprenticeship contracts;
types of contract related to instances of on-the-job training which, although given a fixed-term, are not work relationships.
The law requires collective negotiation, to identify quantitative limits for use of fixed-term contracts; however, all fixed-term contracts lasting not longer than seven months are expressly excluded from such limits.
Included in the above stipulation are:
contracts concluded to provide replacements or for seasonal reasons in the initial phases of new operations;
contracts concluded because of an intensification in work operations over certain periods of the year;
contracts concluded at the end of a period of apprenticeship, with the aim of facilitating the entry of the young person into the working environment;
contracts concluded with workers over 55 years of age; contracts
linked to work or services that are specific or have a pre-determined time period of an occasional or exceptional nature.
These exemptions do not apply – and therefore with application of quantitative limits – for fixed-term employment relating to work with duties identical to those identified in a previous fixed-term contract which expired less than six months previously. Identification of a priority right in employment exclusively for those workers hired with a fixed-term contract
to allow organisations/firms to cope with an intensification of production is entrusted to national collective employment contracts. In any case, the priority right expires one year following the date a working relationship expires, and workers may exercise the right on the condition that they make manifest their intention to do so within three months after the working relationship has ceased. | | Remuneration | Article. 36 of the Italian Constitution states that Workers are entitled to remuneration commensurate with the quantity and quality of their work. The law does not quantify the minimum wage guaranteed to all workers, but it is common practice when establishing a minimum wage to refer to the national collective labour contracts (CCNL), which also cover workers who are not
affiliated to trade unions.
The sum of all components of the wage packet make up the gross salary, from which contributions payable by the worker are subtracted. Social security contributions are compulsory as they are payable by law and calculated as a percentage of the wage: part being payable by the company and part payable by the worker. The wage is made up of everything the worker receives in money or in kind, minus any sums withheld. Some items are, however, excluded from the wage
and are not subject to contributions, for example: family allowances, sums spent on study grants, nursery schools and holiday camps for employees’ dependents. The company must pay in and declare monthly contributions to the social security department [INPS].
Once the contributions have been deducted from the gross wage, the result is the taxable wage, from which taxes are deducted. What is left at the end is the net wage. The wage is made up of several parts, some are fixed and others
are variable.
Fixed payments include:
basic pay or minimum wage tariff constituting the remuneration for the person’s particular job. Each different grade is set at a given level with its own minimum wage tariff.
cost of living allowance, which is a mechanism to adjust the salary in line with inflation automatically. A Protocol of Understanding between Government and the Social Partners drawn up in 23/07/1993 made the cost of living allowance part of the salary and it is
renegotiated every 2 years.
wage supplement (EDR)
seniority increase, part of the worker’s pay linked to the length of time he/she has remained at the firm in the same professional category.
Superminimi, possible additional bonuses arising from negotiations on an individual or company level, determined by the worker’s professional capability
Variable payments include:
special rates of pay for overtime, night work and work on public holidays.
legal allowances, such as working through holidays
Contractual allowances, such as production/results-based bonuses and meals, on-call, unsociable hours, travel and cash allowances
tips
additional monthly payments (thirteenth and fourteenth month [tredicesima and quattordicesima] bonus payments)
The wage must be paid in a wage packet. The pay slip must include the worker’s details and professional grade, the period to which the wage refers, the family allowances and all other
elements making up the wage in addition to separate lists of individual deductions. The place of payment is normally the employee’s place of work and the employer must arrange to pay the salary by cheque or directly into a bank or post office account. | | Working Time | The normal working day is set at 40 hours per
week, not necessarily calculated on the basis of a working week but for each seven day period. Collective contracts may agree a normal working period of less than 40 hours. Whether an agreement has been signed or not, the number of hours worked per week cannot exceed 48 hours including overtime. The 48 hour limit is calculated over a seven day period within a time period of no more than four months. This ensures the 48 hour limit is complied with by applying a kind of compensation rule
whereby the limit may be exceeded over a working week provided the reference period includes working weeks of under 48 hours. A worker is entitled to a rest period of at least 24 consecutive hours every seven days.
Entitlement to an annual holiday period of at least 4 weeks is recognised. | | Work Training | The term Vocational Education and Training refers to practical activities and courses related to a specific occupation or vocation, aimed at preparing participants for their future careers. Vocational training is an essential means to achieve professional recognition and improve chances to get a job. It is therefore vital that vocational training systems in Europe respond to the needs of citizens and the labour market in order to facilitate access to employment.
Vocational
education and training has been an essential part of EU policy since the very establishment of the European Community. It is also a crucial element of the so-called EU Lisbon Strategy, which aims at transforming Europe into the world’s most competitive and dynamic knowledge-based society. In 2002 the European Council reaffirmed this vital role, and established yet another ambitious goal – to make European education and training renowned globally by the year 2010 – by championing a number of
world-class initiatives, and in particular by strengthening cooperation in the area of vocational training.
EU Initiatives for the Promotion of Vocational Training Cooperation
In its efforts to promote a collaborative approach to the development of vocational training systems in Europe, the European Union makes use of a variety of instruments and implements a wide series of programmes and initiatives.
Socrates
Socrates advocates European cooperation in all areas of
education. This cooperation takes different forms:
mobility (moving around Europe)
organising joint projects
setting up European networks (disseminating ideas and good practice), and
conducting studies and comparative analyses.
In practice, Socrates offers people grants to study, teach, undertake a placement or follow a training course in another country. It provides support for educational establishments to organise teaching projects and to exchange experiences. It
helps associations and NGOs in organising activities on educational topics, etc.
Leonardo da Vinci
The Leonardo da Vinci programme, adopted in 1994, has as a main objective the implementation of the EU’s training policy. It is one of the major instruments supporting trans-national mobility in Europe and provides funding to public and private organisations active in training issues. Leonardo also supports placement and exchange projects, study visits and trans-national networks,
amongst others.
Adult Education and Lifelong Learning in Europe
Lifelong learning is a process that involves all forms of education – formal, informal and non-formal – and lasts from the pre-school period until after retirement. It is meant to enable people to develop and maintain key competencies throughout their life as well as to empower citizens to move freely between jobs, regions and countries. Lifelong learning is also a core element of the previously mentioned Lisbon
Strategy, as it is crucial for self-development and the raising of competitiveness and employability. The EU has adopted several instruments for the promotion of adult education in Europe.
A European Area of Lifelong Learning
In order to make lifelong learning a reality in Europe, the European Commission has set itself the objective of creating a European Area of Lifelong Learning. In this context, the Commission focuses on identifying the needs of both learners and the labour
market in order to make education more accessible and subsequently create partnerships between public administrations, suppliers of educational services and civil society.
This EU initiative is based on the objective of providing basic skills – by strengthening counselling and information services at a European level, and by recognising all forms of learning, including formal education and informal and non-formal training.
Grundtvig
Grundtvig is one of the actions of the EU
education programme Socrates and aims primarily at improving the quality of vocational adult education. It also seeks to promote exchanges and cooperation that facilitate opportunities and access to lifelong learning for EU citizens.
EU organisations promoting vocational education in Europe
With the objective of facilitating cooperation and exchange in the field of vocational training, the EU has set up specialised bodies working in the field of VOCATIONAL TRAINING.
The
European Centre for Vocational Training (CEDEFOP / Centre Européen pour le Développement de la Formation Professionnelle) was created in 1975 as a specialised EU agency for the promotion and development of vocational education and training in Europe. Based in Thessaloniki, Greece, it carries out research and analysis on vocational training and disseminates its expertise to various European partners, such as related research institutions, universities or training facilities.
The
European Training Foundationwas established in 1995 and works in close collaboration with CEDEFOP. Its mission is to support partner countries (from outside the EU) to modernise and develop their systems for vocational training. | | Public Holidays | Under Italian law there are 12 public holidays:
New Year's Day;
6 January (Epiphany);
25 April (anniversary of the Liberation);
Easter Monday, 1 May (Labour Day);
2 June (Republic Day);
15 August (Assumption);
1 November (All Saints' Day);
8 December (Immaculate Conception);
25 December (Christmas Day);
26 December (Saint Stephen's Day) and the festival of the local patron saint.
If they do not work on these days, workers receive their normal daily pay. If
a public holiday falls on a Sunday (and for some employment contracts also on a Saturday), the day is paid in addition to normal pay. If a worker works on a public holiday, he receives extra remuneration in line with the rules on work on public holidays. | | Source: European Union © European Communities, 1995-2008 |
|
| | | | | | | | |
| | Contact
mike@tuscanyrealestate.co.uk | All material on this site is based on information that we consider reliable, but because it has been supplied by third parties, we cannot represent that it is accurate or
complete and should not be relied on as such.
All offerings are subject to errors, omissions, change of price or withdrawal without notice.
Copyright 2003,2004,2005,2006,2007,2008,2009,2010 Tuscany Overseas Real Estate.
All rights reserved
Part of the Overseas Real Estate Group
Italian property Florida property Turkey property | Restore an Italian Property Italy Blog Tuscany Properties Umbria Property 1million plus | Links, Resources1, Resources2, Resources3, Resources4, Resources5 | |
|
|
