|  | | | 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 | | Sickness And Maternity Leave | Sickness Leave
Female and male workers are entitled to paid leave of three working days per year in the event of serious illness or death of their spouse or second degree relative or a partner certified to be cohabiting by appropriate documentation. Different working arrangements may be agreed with the
employer in the event of severe illness. Continuous or discontinuous leave of up to two years may be allowed for serious, documented family reasons. The worker is not entitled to receive a salary and the period is not taken into consideration when calculating service seniority for social security purposes.
Other Types of Leave:
Maternity and paternity leave (compulsory leave)
It is forbidden to expect female employees to work for two months prior to and three months following the
expected date of childbirth. Before leaving work, the female worker must submit an application on plain paper to the paying institute or INPS and the employer, attaching a medical certificate of pregnancy indicating the expected birth date. Throughout the maternity or paternity leave, a daily allowance is granted equal to 80% of the last salary paid through the social security system [INPS], including any other sickness allowances due.
Parental leave (optional leave)
During the
first 8 years of the child’s life, the parents are entitled to take up to 6 months of the year off work. During the period of parental leave, a daily allowance equal to 30% of the last salary payment is due for up to six months and the notional contribution. During the working day, special paid leave is granted to attend prenatal tests and clinical check-ups.
Leave due to child’s illness
During the first 8 years of a child’s life, the parents are entitled to be absent from work when
their child is ill. A working mother is entitled to a daily rest period for breast-feeding upon application to her employer.
At the end of the compulsory period of maternity or paternity leave, and optional periods of leave (if taken), female and male workers are entitled to keep their job.
An application must be submitted on the "HAND 4" form (special parental leave) or the "HAND 5" form (special sibling leave). A copy of the application with the INPS
receipt must be submitted to the employer. | | Termination Of Employment | Under the Italian system, an employment relationship may be terminated after the trial period due to:
the company or worker ending the working relationship because the interested
party has exceeded the period for which the job has been kept open and any waiting period and also because of permanent disability paid on the basis of the law on disability insurance and old age benefits
the company ending the working relationship with a female or male worker over the age of sixty in possession of pension entitlement, provided he or she has not opted to continue working under the terms of current law
the company ending the working relationship for a justifiable reason or for just cause
the working relationship being ended by the male or female worker for just cause
dismissal
death
To safeguard the worker, the employer must notify the worker of dismissal for just cause and justified reason in full compliance with 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 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).
When withdrawing from the employment contract, each of the parties to the agreement is bound to give notice in accordance with the terms and procedures laid down in the collective agreements under the terms of art. 2118 of the
Italian civil code. If no notice is given, the party withdrawing from the agreement is bound to pay the other party compensation equivalent to the amount of salary that would have been paid for the notice period. | | Women In Employment | Protection of working mothers
Female employees have the right to be absent from work for two months before and three months after childbirth, for an overall period of 5 months’ off work. If complications occur in the pregnancy or when the working conditions are considered hazardous to the mother or unborn child, application may be made to the Ministry of Employment inspection service to take early leave from one or one or more periods, whose length will be determined by the service. Female workers performing heavy
jobs that are detrimental to the pregnancy, included on a special list, must by law be moved to other duties. If this is not possible, the Ministry of Employment inspection service may decide to ban the woman from working throughout her pregnancy. The female worker is also free to choose to abstain from work from one month before and during the four months after the birth, if this decision is not detrimental to the health of the mother and baby.
It is forbidden to force women to work
between the hours of midnight and 6 am from the time the pregnancy is established to when the baby is one year of age.
Night work by women
The following are excused from night work: female workers with a child aged under three or the working father cohabiting with the female worker; a female or male working parent who has sole charge of a child under twelve who is living with him or her; a male or female worker who has charge of a disabled individual. |
| Rights For Special Categories | Disabled Persons' Right to Employment
Law No 68 of 12 March 1999, entitled ‘Regulations on disabled persons' right to employment' is intended to encourage the employment of disabled persons through support services and targeted employment.
The
provisions of this law apply to persons with physical, sensorial or mental disabilities or mentally-retarded persons with a reduced working capacity greater then 45 percent which has been ascertained by a medical committee competent for the recognition of physical and mental disability; persons who have been certified disabled (with a degree of incapacity to work greater than 33 percent) by the Italian Workers' Compensation Authority (Istituto nazionale per l'assicurazione contro gli
infortuni sul lavoro e le malattie professionali) (INAIL); the blind and the deaf and dumb; disabled war veterans; civilian war victims and civilians injured during the performance of their work or service.
"Targeted employment" refers to the process of accurately evaluating the degree of disability of disabled persons and their capacity for work by means of appropriate technical instruments and subsequent suitable employment. The process of evaluation includes the study of
various, appropriate forms of employment and working duties, the creation of support systems and positive action and solutions relating to various problems connected with working environments and interpersonal relations in the workplace.
Services for the integration of disabled persons into the workplace are managed by Italian provincial authorities and operate in liaison with other social, health, education and training services at provincial level and with the support of a
"technical committee" formed by a panel of experts.
Unemployed disabled persons who wish to find a form of employment suitable for their limited working capacities must register with the competent authorities to be assisted by the targeted employment schemes.
Employers' Obligations and Benefits for Firms and Organisations Hiring Disabled Persons'
Employers in the private sector and in the various branches of the Italian Civil Service are obliged to hire a certain
proportion of disabled persons:
seven percent of workers employed, if they have more than 50 employees
two workers, if they have between 36 and 50 employees
one worker, if they have between 15 and 35 employees
Employers obliged to hire a certain number of disabled persons must present to the competent offices information concerning their form of organisation and structure and submit a request for the employment of a quota of disabled persons. Penalties are applied in the
case of employers who do not conform to the provisions of law. Firms and organisations, both private and public, which intend to take part in competitions for public contracts or seek contracts or concessions with public boards and administrations, must certify that they have satisfied the requirements of the regulations governing disabled persons' right to employment.
To facilitate the integration of disabled persons into the workplace, the competent authorities may establish special
agreements for firms and may grant employers in the private sector certain benefits when they hire persons with a limited capacity for work. This may include the total or partial reduction of social security contributions paid on behalf of disabled employees for a period of five to eight years and partial reimbursement of expenses incurred for the adaptation of working facilities where necessary, for equipment needed for teleworking and adaptations made to working premises.
Terms of Employment
Disabled persons employed through compulsory employment schemes are granted the same terms of payment and employed under the same statutory regulations as all other workers, in accordance with the laws and collective contracts which regulate the general terms of employment. Moreover, employers must not require disabled persons to perform duties which are inappropriate for their condition.
Private sector and public administration employers must keep work positions
open for those workers who were not disabled at the time of being hired but subsequently developed a handicap or form of disability following an accident in the workplace or a work-related illness. In the case of dismissal or redundancy, protective measures are provided for disabled workers who are hired in accordance with compulsory employment rulings.
Competitions held by public administrations
Disabled persons may take part in all public competitions organised by the Italian
civil service. For this reason, the organisation of competitions must provide for the possibility of introducing special examination conditions to allow disabled persons to participate in the examination process and have the same opportunities as everyone else.
Other Benefits and Privileges for Integration in the Workplace
Law No 104 of 5 February 1992, and subsequent amendments and additions, contains a number of provisions for the assistance, social integration and rights of
disabled persons. Disabled persons are individuals with a form of physical or mental disability or sensory impairment, which is the cause of difficulties in learning and social relations and involves a limited working capacity. Disabilities result in a considerable disadvantage at the level of interpersonal relationships and the risk of marginalisation.
Ascertainment of a disability is performed by local health authorities with the assistance of special medical committees.
In
particular, as far as integration into the workplace is concerned, various privileges are provided for: seriously disabled workers may be granted special daily or monthly periods of paid leave; they may also choose, where possible, to work at a site close to their home and must not be transferred to another location without their prior consent; parents of a disabled minor and anyone who takes care of a seriously disabled person who is a close relative has the right to have three days of paid
leave every month, the right to choose where he or she would like to work and may not be transferred without his or her consent.
Young People
Protection of young people at work
Council Directive 94/33/EC on the protection of young people at work was implemented in Italian law by Legislative Decree No 345 of 4 August 1999. The Decree lays down various forms of protection for persons under 18 who are working.
Working age
The minimum working age is set at the moment the
minor concludes the period of compulsory education and, in any event, the minor must not be less than 15 years of age.
Provision has been made for some limited exceptions (work activities of a cultural, artistic, sporting or promotional nature and within the entertainment industry). In these cases parental consent is always required, as well as specific authorisation from the local job centre (Direzione Provinciale del Lavoro).
Pending general restructuring of the school and
education system, compulsory education currently lasts for eight years.
Harmful work
Use of minors for dangerous or harmful work, identified in a special list, is prohibited. These works may only be carried out on the grounds that they are vital for educational or occupational training purposes, only for the time that is strictly necessary and under the supervision of trainers who are also competent in the area of safety at work.
An exception is made for occupational
education and training institutions. In these cases, special authorisation is required, issued by the Direzione Provinciale del Lavoro, subject to approval from the local health authority (Azienda Unità Sanitaria Locale (ASL)).
Medical check-ups: prior to being accepted for employment, minors must be deemed to be fit for the work for which they are to be employed, following a medical check-up. The minor's suitability for the work must, in addition, be ascertained by means of periodic
medical check-ups, to be performed at intervals of no more than one year. The work provider is responsible for arranging and paying for medical check-ups with a doctor from the National Health Service (Servizio Sanitario Nazionale).
Night work
Using minors for night work is prohibited, apart from some limited exceptions laid down by law.
Weekly break
Minors must be guaranteed a weekly rest period of at least two days, possibly consecutive, and including a Sunday. Once
again, some limited exceptions are provided for by law.
Sanctions
Failure to adhere to provisions relating to the protection of minors at work is punishable with both administrative and penal sanctions.
Training requirement
In order to boost cultural and professional development in the young, compulsory attendance at training activities until the age of 18 has been introduced.
Compulsory training applies to minors who have reached 15 years of age and have already
completed the mandatory period of schooling. To comply with compulsory training, young people can choose between three options: attending the more advanced section of school and gaining a school-leaving diploma; attending a vocational training course and obtaining a qualification certificate, or entering employment through an apprenticeship which provides for at least 240 annual hours of training outside the firm, and obtaining a skills certificate.
Employment contracts, other than
apprenticeships, to which young people subject to the training requirement are party, must, in any event, guarantee the opportunity to attend training activities.
Tools for integration into the employment market
Adolescents (minors aged between 15 and 18 who have completed the period of compulsory education) and young individuals aged between 18 and 25, or up to 29 if they have a university degree), who are unemployed and seeking work, may contact job centres (Centri per l'Impiego)
in order to access various back-to-work employment initiatives. Employment services must offer at least one careers advice session within three months of commencement of the period of unemployment and must suggest back-to-work or vocational training initiatives or other measures encouraging integration into the labour market, no later than four months after the period of unemployment commences.
Apprenticeships and integration contracts (contratti di inserimento) are special contracts
with a training content which aim to facilitate young people's return to the job market. These contracts were regulated by the recent Law No 30/2003 and subsequent Implementing Decrees.
The new type of apprenticeship will become operational once the relevant regional regulations have been issued and may be of three types.
The first is apprenticeship for the fulfilment of the right/duty of education and training: this applies to young people and adolescents aged at least 15, may
last for no longer than three years and is designed to confer a vocational qualification.
The second type is an apprenticeship with a specialist professional bias targeted at young people between 18 and 29 and aimed at conferring an occupational qualification through on-the-job training and the acquisition of basic, transverse and technical/occupational skills. This apprenticeship may last between two and six years.
The third is an apprenticeship to obtain a diploma or follow
higher education and is targeted at young people between 18 and 29 and is designed to confer a secondary level qualification, university or higher education qualifications.
Companies from all sectors can take on apprentices. The contributions relief given to companies taking on apprentices covers nearly one hundred percent of the national insurance and social security contributions for which the work provider is responsible, but is, however, subject to the actual training given being
checked.
The new apprenticeship regulation is not yet operative in so far as we are still awaiting the regulations that the individual local authorities will be obliged to adopt. Thus, at the moment, the previous regulations on apprenticeship continue to apply: young people aged between 15 and 24 who have completed the period of compulsory education may be taken on as apprentices.
The age limit can be raised to 26 in Areas Eligible for Programmes under Objectives 1 and 2
(Southern Italy (the "Mezzogiorno") and areas with structural difficulties) and up to 29 in craft firms for duties with a highly vocational content. Age limits can be raised by another two years for those with disabilities.
A company agrees to provide the young apprentice with the training required to become a qualified worker. To this end, the company must appoint a tutor to work alongside the apprentice and pass on the necessary skills.
Alongside workplace
training, the apprentice must attend training courses outside the company, amounting to an average of at least 120 hours a year, or at least 240 hours if the apprentice is a minor.
The duration of the apprenticeship is fixed by national collective employment contracts and may run from a minimum of 18 months to a maximum of 4 years, extendable to 5 years for craft firms. Companies are given tax incentives
The contratto di inserimento is targeted at young people between 18 and 29
years of age and at other categories demonstrating particular difficulties when it comes to entering the labour market. It lasts for between nine and eighteen months and is not renewable. | | Safety In The Workplace | By Legislative Decree No 626/94, subsequently
updated by Legislative Decree No 242 of 19 March 1996, Italy complied with the regulations laid down by the European Union on safety in the workplace.
The main innovations brought in are:
the creation of organisational positions directly involved in maintaining a satisfactory degree of safety in companies, such as the prevention and protection department official, the competent doctor and the workers' safety representative
the obligation, for employers, to plan and put in
place the allocation of the financial, human and organisational resources needed to apply the safety measures laid down by the law, to check on their implementation and to supervise compliance with the obligations prescribed by law, to draw up a document containing an assessment of the risks in the working environment, as well as to identify the preventive measures needed and to draw up a programme to implement these measures
To comply with these obligations, employers must ensure the
collaboration of managers and employees entrusted with specific tasks, who will be responsible for implementing prevention and safety measures according to their professional roles and within the areas of their specific competence.
Failure to observe the obligations indicated for employers, managers and persons in charge of implementing safety measures will result in fines, which will vary in relation to the degree of violation of the specific law.
Provisions have also been
made for the active participation of all those involved, including employees and/or their representatives, ranging from the definition of risk situations to the choice of solutions for their prevention and/or limitation. To ensure that workers are more aware of the need to comply with measures to prevent risk in the workplace, employers must organise training and awareness-raising programmes.
A further innovation is the implementation of general protection measures, essentially
focusing on an evaluation of risks and their elimination or reduction to minimum levels in accordance with the most recent technical knowledge by means of intervention preferably carried out at source.
The above regulations also introduce:
compliance with ergonomic principles
priority for the adoption of collective measures as opposed to individual ones
the proper planning of working procedures in order to reduce workers' exposure to risk to a minimum
regular maintenance and cleaning of surroundings, equipment, machinery and plant
the consultation and participation through safety representatives of the workers in issues relating to safety at work
At least once a year, employers must organise a meeting with the aim of verifying the state of implementation of the programmes introduced and the effectiveness of the safety and protection measures implemented for the benefit of employees.
Workers' Obligations and Rights
There
is an express obligation for workers to ensure their own safety and health and, in accordance with specific instructions and the training they have received, to make correct use of safety devices and observe all safety regulations, both collective and individual, and any other means of protection, warning or control. This obligation also extends to the use of machinery, equipment, tools, substances and dangerous products to ensure that inappropriate use does not jeopardise the health and
safety of other employees and persons who may be present in the workplace.
Workers have the right to refuse, except in exceptional cases and upon a reasoned request,
to resume work in situations where there is a serious and immediate danger
to leave the workplace or a dangerous area, in the case of a serious and immediate danger which cannot be avoided, without being subject to any detrimental consequences for their conduct
to take appropriate steps to avert the
consequences of a serious and immediate danger, where it is impossible to contact a line manager or an appropriate person in the firm, without being suffering detrimental consequences for so doing, unless their conduct was seriously negligent
to have individual medical check-ups if there is a link that can be documented between workplace risks and the request for such a check-up
Training and Information Provided for Workers
All workers have the right to receive appropriate
information on prevention and protection.
Under Article 21 of Legislative Decree No 626/94, this must be provided in a form that can be easily understood and must relate to the safety and health risks connected with a firm's activities in general, the protective and preventive measures and actions taken, the specific risks to which workers are exposed in relation to: the activity they carry out and the safety regulations and the company rules on this subject; the dangers connected
with the use of dangerous substances and mixtures, the procedures and the names of the workers responsible for first-aid, fire and evacuation of workers, and the name of the person responsible for the prevention and protection department and the competent doctor (where one has been appointed).
Apart from general information, workers must be provided with specific information, the content of which derives from an evaluation of the risks carried out for individual workplaces or similar
workplaces. Failure to observe the obligations specified for workers will result in fines, which will vary in relation to the degree of violation of the specific law.
Industrial Accidents and Work-Related Illnesses
The Italian Constitution states that all citizens have the right to be provided with healthy conditions in the workplace and adequate means for the requirements of life in the case of an industrial accident or work-related illness. The law lays down an obligation to
insure against any physical or economic damages which workers may suffer following accidents or illnesses caused by work. It is the responsibility of INAIL (Istituto Nazionale per l'Assicurazione contro gli Infortuni sul lavoro e le Malattie Professionali) (Italian Workers' Compensation Authority) to insure all persons who perform paid work, using any machinery, equipment or industrial plants, or who work in organised environments, in whatever sector or category of industry, and who are
employed by any natural or legal person, private company or public administration. I
NAIL also insures artisans, agricultural workers and parasubordinate (quasi-subordinate) workers.
INAIL provides compensation for lost remuneration, for reduced working capacity or loss of working capacity with resulting disability of between 11 percent and 100 percent for workers who are the victim of an accident at work or who contract a work-related illness, in respect of events prior to 25
July 2000; for physical and/or mental impairment and its financial consequences, for events occurring after 25 July 2000; in addition, it grants an income to the survivors, in the event of death through an accident at work or a work-related illness.
To obtain an indemnity or pension, workers must apply to the Patronati (local charitable institutions). Italian law entrusts to the latter the task of providing assistance to workers (at no cost) for the bureaucratic procedures required to
obtain social security benefits from the national institutions which provide them. | | Sexual Harassment | By Law No 30 of 9 February 1999, the Italian Parliament ratified the revised European Social Charter. Article 26 of the Social Charter grants all
workers to the right to the protection of their dignity at work and imposes on the Parties an obligation, in consultation with employers' and workers' organisations, to promote awareness, information and prevention of sexual harassment in the workplace or in relation to work and to take all appropriate measures to protect workers from such conduct. The principles confirmed by the Recommendation of the European Commission of 27 November 1991 on the protection of the dignity of women and men at
work have been incorporated through collective agreements.
Various collective contracts provide for the adoption of the Code of Conduct on sexual harassment, which aims to prevent such behaviour. In such cases, it ensures simple, immediate recourse to adequate procedures established to deal with the problem and prevent any repetition.
"Sexual harassment" means any unwelcome act or behaviour (including a verbal one) of a sexual nature or with sexual implications, which
offends the dignity and freedom of the person to whose detriment it is committed and is apt to create reprisals or an atmosphere of intimidation. Every act or behaviour defined as sexual harassment is considered as inadmissible.
The law confirms the right of both male and female workers to be treated in a dignified manner, to be protected in relation to their personal freedom and to report any act of intimidation or retaliation suffered in the workplace. The role of the Confidential
Counsellor, who must be adequately qualified in terms of the required, specific area of competence, has been created for this purpose. Administrative bodies and firms may seek the assistance and services of external consultants or assign to suitable persons within their own organisation counselling duties following adequate training.
If sexual harassment occurs in the workplace, male and female employees may apply to the Counsellor to initiate informal proceedings in an attempt to
solve the problem in a discreet manner.
If an employee feels that he or she would prefer not to initiate informal proceedings or if, after such an attempt, the undesired behaviour continues, with the assistance of the Counsellor they may submit a formal report to the manager of the office or directly to the office responsible for disciplinary action. If in the course of disciplinary proceedings, the competent officer believes that the complaint is justified, he must inform the manager
so as to make certain appropriate measures are taken to ensure immediate cessation of the undesired behaviour and harassment. Persons who have reported offences may ask to remain in their current position or be transferred to a site or position where they feel secure.
Such proceedings in any case may occur without prejudice to any other form of juridical remedy or protection which the worker may decide to seek.
Administrations and companies must provide for specific training and
awareness-raising action so as to prevent the occurrence of behaviour which may be defined as sexual harassment.
Furthermore, some collective labour contracts also attribute to the Committee for Equal Opportunities (composed of representatives of administrations and companies and trade union organisations) the responsibility for promoting action aimed at preventing forms of sexual harassment in the workplace. With regard to this particular phenomenon, the committee carries out research
to identify the incidence and characteristics of the phenomenon of sexual harassment and proposes action to reduce and eliminate the problem. | | Workers Representation | The ‘most representative confederations’ are the CGIL (Confederazione Generale
Italiana del Lavoro), CISL (Confederazione Italiana Sindacati Lavoratori) and UIL (Unione Italiana del Lavoro). It should be noted that, besides these confederations, a considerable number of trade unions exist in Italy which are defined as ‘autonomous’. The confederal trade union organisations are organised in separate federations of specific categories.
The national federations representing the industrial categories stipulate the collective national labour contracts which are valid for
all workers, whether affiliated or not.
Workers are not obliged to join a trade union, but if they intend to do so, they must enrol in the national federation representing the category for the manufacturing sector in which they are employed. Worker may join a trade union in two ways:
by authorising the employer to deduct a sum equal to approximately 1% of the gross salary from their pay packet (which the employer then pays to the relevant trade union organisation)
by paying
the dues directly to the trade union at the time of joining. It is relatively common practice to join a trade union in Italy, but despite the tradition of joining trade unions, it is very difficult to give accurate figures that prove that the level of trade union membership is higher on average than in other European countries.
Trade unions also offer other types of service: legal assistance in disputes with employers, assistance with social security matters and assistance with tax
matters.
By means of a democratic process of election, a Rappresentanza Sindacale Unitaria (RSU) (unitary trade union delegation) is constituted in the workplace.These delegations may also be formed from trade unions other than those referred to above, provided they are chosen by at least 5% of the voters. The RSU is invested with the power to hold negotiations and discuss working conditions and all related topics with company management. In addition, the delegation has the task of
discussing the decisions of the external union organisations with the workers and the duty to participate in committees and commissions set up in the workplace by agreement between workers’ organisations and employers to co-manage the various aspects of company activities | | Work Disputes | If workers feel that their employer is not respecting their contractual and trade union rights, they may turn to a trade union organisation or a solicitor to bring the situation to a close and if necessary obtain compensation for any damages caused. In both cases, the first step is an attempt at arbitration (a form of agreement mutually satisfying to the parties). If this path is not feasible, a worker may take his or her employer to court (with the assistance of a
solicitor, hired personally or by a trade union) and an employment judge rules on the dispute.
In Italy it is possible to dismiss a worker only for ‘just’ cause or a justified reason. if the worker contests the legality of the dismissal, he or she may take the employer to court to obtain compensation for the damages and may even ask the judge to be allowed to return to work if he or she worked in a company with more than 15 employees.
The right to strike is exercised in accordance with
the laws that govern this action. The right to strike is granted to an individual worker, working within the public or private sector, and it may be exercised without the need for union approval. This right is said to be individual in terms of ownership, but collective in the way it is exercised and a call to strike must be collective. A strike is legal when it is concerned with wages and also when, more generally, it is called for all claims concerning workers’ interests as a whole.
Any form of strike is legal, even if it is takes a form other than the wholesale suspension of working activities, provided it does not affect other constitutionally protected rights.
Exercise of the right to strike in essential public services and to safeguard the rights of constitutionally protected persons is governed by law no. 146/90 and subsequent amendment and additions. Strikes are called relatively frequently in Italy, but the only consequence that a worker faces if he or she
joins a strike is wage cut equal to the number of hours for which he or she is absent from work. Suspension from work by the employer is permitted provided this does not constitute anti-trade union conduct, i.e. provided it is not designed to limit or prevent the exercise of trade union rights and the right to strike by workers. | | | Source: European Union © European Communities, 1995-2008
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