La revue RH&M - N°55 - Octobre 2014 - (Page 28)

T RH À L'INTERNATIONAL Franco TOFFOLETTO Recent legislative changes to Italian Employment Law he last two years have been marked by considerable and radical changes in the Italian labour market. In 2012, Italian Employment Law underwent an extensive transformation (with the so-called «Fornero Reform», enacted through Law no. 92/2012), in order to reform the Italian labour market. This reform brought a wide variety of changes to the current Italian employment legislation, including with regard to dismissals and new regulations for dealing with flexible contracts. The laws regarding dismissal, particularly those that concern the necessary formalities and the remedies for unfair dismissal, were a key element of the changes brought in by the new law. An overview of these provisions can be explained by looking at the different types of dismissal, namely: dismissal for breach of contract and dismissal for economic reasons. Before the reform, the only remedy for unfair dismissal was - for companies with more than 15 employees or for employers who employ a total of more than 60 employees at national level - the re-instatement of the dismissed employee and the payment of the entire unpaid salary due from the date of the (unlawful or unfair) dismissal up to the forced reinstatement ordered by a Labour Court, without any cap on its amount. The new law introduced a set of remedies that vary according to the levels of unfairness, additional dismissal procedures, and also eventually introduced a new legal proceeding before the Court, which was reserved for unfair dismissal cases. Firstly with regard to the dismissal for breach of contract (for just cause or for subjective justified reason)now if the Employment Court finds that the dismissal was unfair or unjustified, it will order the employer to pay the employee a compensation of between 12 and 24 months' salary. Only in the most serious cases i.e. where the Judge finds that the grounds for the dismissal simply did not exist, or, that the grounds did exist but the disciplinary code applicable to the contract provides for sanctions lower than the dismissal, the P.28 | OCTOBRE 2014 | LA REVUE RH&M N°55 possible remedies are reinstatement plus a capped compensation. The amount of such compensation has been capped at a maximum of 12 months' salary (minus any other income earned or potentially earned by the employee after being dismissed). The new Statute makes the following provisions on dismissal for objective reason. In case of unfair dismissal, the employer must pay a compensation of between 12 to 24 months' salary; however, the employee's reinstatement is not an available remedy. The Fornero Reform on dismissals on redundancy grounds, provides for one sole exception to this (which could risk causing uncertainty in an otherwise fairly clear-cut situation): the employee may still be granted reinstatement if the employment Court deems that the alleged «redundancy» is «manifestly non-existent». This exception is intended to prevent the possible abuse of dismissals, which are really based on disciplinary (or discriminatory) reasons, but are passed off by the employer as being a redundancy. For dismissal for economic reasons the 2012 law also introduced a new mandatory procedure which must be carried out at the Local Employment Office, before dismissing an employee on redundancy grounds, in order to encourage the parties to reach an early settlement. The employer has to communicate its intention to terminate the employment beforehand; both to the Employment Office and the employee concerned. The employer is also required to specify the reasons for the intended dismissal, as well as any possible measures that will be taken to help the dismissed employee find alternative employment. The Local Employment Office must summon the employer and the employee for a meeting with the Conciliation Committee, in order to seek an agreement for the termination of the employment relationship between the parties, by taking into consideration possible alternatives to dismissal. If the conciliation fails, the employer can dismiss the employee and the dismissal will be treated as having effect from the date on which the employer had initially informed the employee and the Local Employment Office of the

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