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Legislative Decree 106/09 introduced the possibility for employers to assess a candidate’s fitness for work prior to the formal establishment of an employment relationship, i.e., before the employer and employee sign a contract. When the employee formally receives the medical judgment in writing from the occupational health doctor, they...
dismissal for justified objective reasons (GMO), as outlined in Article 3 of Law 604/1966, occurs when the cause is related to reasons concerning the productive activity, the organization of work, and its regular functioning. In particular, dismissal for justified objective reasons may be carried out by the company for...
Dismissal for just cause is carried out by the company when the employee engages in conduct that severely harms the company’s interests. Dismissal for just cause is immediate and without notice, resulting in the loss of employment without entitlement to notice compensation or severance indemnity. According to Article 2119...
fonte: sito www.iso.org Businesses can contribute to a more sustainable planet by purchasing goods and services that cause less stress on the environment. However over the last two decades, an increasing number of environmental labels have not always communicated verifiable and accurate information about their products. In order to...
The CSR Glossary is a product of the Pilot Project “CSR/SMEs – Promoting Social Responsibility in Small and Medium-Sized Enterprises”, supported by the European Commission through the Leonardo da Vinci Program. This document reflects only the views of the authors and the Commission cannot be held responsible for any...
Legislative Decree No. 213/2004 outlines measures to improve safety and health standards in relation to working hours. Below are the main points of the decree, including potential penalties for non-compliance by employers. Normal Working Hours Employers requiring their workforce to work more than 40 hours per week are committing...
