La revue RH&M - N°55 - Octobre 2014 - (Page 29)

dismissal. If the parties reach an agreement for the voluntary mutual termination of the employment, the employee will still be able to receive unemployment benefits. Finally for the dismissal in breach of legally required procedures, the new Statute provides that the employer may be ordered to pay an indemnity ranging from 6 to 12 months'salary if the employer is able to prove the existence of the dismissal grounds. However, should the Judge find a lack of justification for the dismissal, the abovedescribed protections will be applied. This could be considered as a Copernican revolution, as there no longer exists any direct link between a formal error in the dismissal and its fairness, and may thus have a material impact on the future strategies adopted by employers when approaching dismissals. The old remedy (reinstatement with full pay for any unpaid salary) remains in place only for discriminatory and unlawful dismissals. These new rules are certainly complicated and the first interpretation of the Courts has revealed a considerable uncertainty, but overall, the new law has abandoned the strict regime of the previous one. Further changes to some areas were introduced in 2013, along the lines of the previous reform and, in March 2014, a new decree rounded up this series of reform, with substantial changes mainly linked to fixed-term contracts (Law no. 78/2014). The new rules provide for a substantial liberalisation of this type, also considering the fact that the previous legislation gave rise to a very high number of court cases and litigation, which made this solution highly uncertain for employers. Since 2014 it is no longer necessary to specify the reasons for the fixed term duration of the employment contract, while before, it was the employer's duty to insert them in the contract. Therefore, parties are now free to fix a term of up to a maximum of 3 years. The fixed-term contracts may be extended up to a maximum of 5 times within the 3-year period. In any case, employers cannot enter into a number of fixed-term contracts which exceeds the limit of 20% of the permanent workers. Employers with fewer than 5 employees can still employ one worker with a fixed-term contract. Furthermore, there is also no longer a requirement to specify the reason for the fixed term of temporary agency work contracts (i.e. contracts by which a company - «employment agency» - authorised by the Ministry of Employment, puts its employees at the disposal of a company that utilises their services) and, as with the fixed-term employment contracts, their duration may be for a total of 36 months. Currently under discussion in Parliament are some decisive changes being introduced by the "Jobs Act", the labour market reform sought by the Italian Prime Minister, which includes the adoption of one sole Simplified Code (the socalled "Codice Semplificato") for the regulation of employment relationships, with the innova-tive introduction of an open-ended employment contract based on the "increasing protection" model and a total change of the Stat-ute for Employees (Statuto dei Lavoratori) which dated 1970. In particular, also being discussed is the possibility of suspending the safeguards provided for by the laws on dismissals in the first three years of validity of new open-ended contracts, and the replacement of the obligation to reinstate a dismissed employee with just the sole remedy of compensation for damages (except in the case of a discriminatory dismissal). These measures should favour the revitalisation of employment, thereby giving impetus to the labour market. Bon de commande J'ai le plaisir de vous confirmer dès à présent une commande de .......... livres au prix unitaire de 17,50 € TTC. Je joins un chèque de .................. à l'ordre de RH&M Éditions (la commande ne sera effective qu'à réception du chèque) Raison sociale : .......................................................... Activité : .................................................................... Effectif : ..................................................................... Nom : ........................................................................ Prénom : ................................................................... Fonction : .................................................................. E-mail : ...................................................................... Tél. : .......................................................................... Fax : .......................................................................... Adresse : ................................................................... ................................................................... ................................................................... Assistante : ................................................................ ................................................................ Pour tout renseignement : Delphine LANCEL GROUPE RH&M - 35 rue Boileau - 75016 PARIS Tél : 01 47 43 15 63 - Fax : 01 46 51 00 15 E-mail : delphine.lancel@groupe-rhm.com LA REVUE RH&M N°55 | OCTOBRE 2014 | P.29

Table des matières de la publication La revue RH&M - N°55 - Octobre 2014

Couverture
FORCES & IDÉES - C. BAKI-BOISIERS - l’éloge de l’intégrité
IDÉES NOUVELLES & ENTREPRISES - M. MAFFESOLI - les nouveaux bienpensants
SOMMAIRE
LES ENTRETIENS RH&M
LE GRAND ENTRETIEN - F. REBSAMEN, Ministre du travail, de l’eMploi et du dialogue social
DRH, CE QU’ATTENDENT LES PDG - C. LE GOFF, présidente du groupe roche France
STRATÉGIE RH - Y. MARTRENCHAR, drh groupe bnp paribas
STRATÉGIE RH - D. BAILLY, directeur de la perForMance rh et de la prospective stratégique rh de la poste et de la proMotion de l’executive Master rh de l’essec
STRATÉGIE RH - B. DE SENNEVILLE, global vice-president oF hr – social relations & F. schonenberger, directrice des relations sociales France
TENDANCES RH & MANAGEMENT
ÉTUDE - F. BONNETON du Manager authentique au drh authentique ?
ÉTUDE - G. BARDINET baroMètre de la Mobilité des cadres
QUESTIONS À… - S. PAPO
ÉTUDE - A. BRUN-SCHAMMÉ & M. DIDIER la durée eFFective du travail en France et en europe
TÉMOIGNAGE - M. MORIN bien-être au travail
RH À L’INTERNATIONAL
E. JAHAN les services « low-cost » vont-ils tuer notre Modèle
F. TOFFOLETTO recent legislative changes to italian eMployMent law
M. DELUZET l’exigence Mondiale des droits huMains
RH & RECHERCHES ACADÉMIQUES
L’ÉTAT DES RECHERCHES SUR LA CONFIANCE ORGANISATIONNELLE - J.-M. PERETTI
AGENDA RH&M
INÉGALITÉS FEMMES / HOMMES EN DÉBUT DE CARRIÈRE : OÙ EN EST-ON ? - A. KLARSFELD
LA FORCE DU PARTAGE - C. DARTIGUEPEYROU
CONSEIL EN DROIT SOCIAL - N. MANCRET
LE LANGAGE AUX AGUETS - J. BORDEAU
CHRONIQUES
DU LEADERSHIP E.-J. GARCIA
DU MANAGEMENT - D. TURCQ
DE LA COMPLIANCE - B. CORDIER-PALASSE
DE L’INTELLIGENCE SOCIALE - J.F. CHANTARAUD
DE LA RSE - P. BELLO
DE L’INNOVATION - S. BRÉMOND-MOOKHERJEE
DU FUTUR - F. GOUX-BAUDIMENT
FOCUS
SOMMAIRE
INTERNATIONAL
PROTECTION SOCIALE
SIRH
ORGANISATION RH
INNOVATION RH
CONVICTIONS RH
FORMATION RH
TRIBUNE LIBRE
ETRE OU NE PAS ÊTRE, C’EST LÀ LA QUESTION ? - J.-M. GARRIGUES
LIBRIS CLUB RH&M
LA POLITIQUE DE L’OXYMORE - B. MÉHEUST
UNE AUTORITÉ NOUVELLE : LES MUTANTES - M.-L. SUSINI
LIBRIS CLUB
REPORTAGE
L’UNIVERSITÉ D’ÉTÉ 2014
ENTREPRISES
ART DE VIVRE - E. JOB
ART & ENTREPRISE - J.P. LORRIAUX
LES COUPS DE GUEULE - d’H. SÉRIEYX

La revue RH&M - N°55 - Octobre 2014