{"id":29761,"date":"2021-03-21T13:10:13","date_gmt":"2021-03-21T12:10:13","guid":{"rendered":"https:\/\/allavellilegal.com\/?p=29761"},"modified":"2024-09-23T17:32:48","modified_gmt":"2024-09-23T15:32:48","slug":"italian-decreto-sostegni-the-freezing-of-redundancies-has-been-extended-what-can-be-done","status":"publish","type":"post","link":"https:\/\/allavellilegal.com\/blog\/en\/italian-decreto-sostegni-the-freezing-of-redundancies-has-been-extended-what-can-be-done\/","title":{"rendered":"Italian \u201cDecreto Sostegni\u201d: The Freezing of Redundancies has been extended.  What can be done"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">The scheme of the \u201cDecreto Sostegni\u201d, approved two days ago by the CDM, extends the prohibition on dismissal (paragraphs 9 and 10, art.8):<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>till June 30th 2021<\/b><span style=\"font-weight: 400;\"> for workers of companies with ordinary and extraordinary CIG (especially industry and agriculture)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>till October 31st 2021<\/b><span style=\"font-weight: 400;\"> for workers of companies covered by instruments in derogation (especially tertiary sector)<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In this context, the solution of the <\/span><b>corporate collective agreement<\/b><span style=\"font-weight: 400;\"> is becoming increasingly important.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Among other things, in fact, the suspensions and foreclosures envisaged do not apply in the hypothesis of a company collective agreement, stipulated by the comparatively most representative trade unions at a national level. This as an incentive to terminate the employment relationship, <\/span><b>limited to workers who adhere to the aforementioned agreement<\/b><span style=\"font-weight: 400;\">.\u00a0\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<blockquote><p><span style=\"font-weight: 400;\">Also considering that these workers have the right to access the Naspi treatment (unemployment indemnity), the tool is increasingly assuming a leading role in the current landscape.<\/span><\/p><\/blockquote>\n<p><span style=\"font-weight: 400;\">\u00a0Allavelli Legal<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The following are also excluded from the prohibition:<\/span><\/p>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">expansion contract<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\"><span style=\"font-weight: 400;\">reinstatement for <\/span><b>change of contract<\/b><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\"><b>bankruptcy<\/b><\/li>\n<\/ul>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">definitive <\/span><b>termination<\/b><span style=\"font-weight: 400;\"> of the company&#8217;s business (which does not involve the transfer of a company or one of its branches)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>just-cause dismissa<\/b><span style=\"font-weight: 400;\">l\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">dismissal for <\/span><b>disciplinary<\/b><span style=\"font-weight: 400;\"> reasons<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">dismissal for exceeding the g<\/span><span style=\"font-weight: 400;\">rant <\/span><span style=\"font-weight: 400;\">period of i<\/span><span style=\"font-weight: 400;\">llness<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">dismissal for failure to pass the <\/span><b>probationary period<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">dismissal for reaching age for the use of the <\/span><b>old-age pension<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">dismissal for <\/span><b>unfitness for duties<\/b><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\"><span style=\"font-weight: 400;\">dismissal of the <\/span><b>domestic worker<\/b><\/li>\n<\/ul>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">dismissal of the <\/span><b>manager<\/b><span style=\"font-weight: 400;\"> (<\/span><a href=\"https:\/\/allavellilegal.com\/blocco-licenziamenti-esteso-anche-ai-dirigenti\/\"><span style=\"font-weight: 400;\">even if a recent jurisprudential orientation is contrary<\/span><\/a><span style=\"font-weight: 400;\">)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">the termination of the <\/span><b>apprenticeship<\/b><span style=\"font-weight: 400;\"> at its expiration date<\/span><\/li>\n<\/ul>\n<\/li>\n<li aria-level=\"1\"><b>consensual<\/b><span style=\"font-weight: 400;\"> employment terminations and <\/span><b>resignations for just cause<\/b><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>The scheme of the \u201cDecreto Sostegni\u201d, approved two days ago by the CDM, extends the prohibition on dismissal (paragraphs 9 and 10, art.8): till June 30th 2021 for workers of companies with ordinary and extraordinary CIG (especially industry and agriculture) till October 31st 2021 for workers of companies covered by instruments in derogation (especially tertiary [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":30217,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-29761","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"acf":[],"lang":"en","translations":{"en":29761,"it":29455},"pll_sync_post":[],"_links":{"self":[{"href":"https:\/\/allavellilegal.com\/blog\/wp-json\/wp\/v2\/posts\/29761"}],"collection":[{"href":"https:\/\/allavellilegal.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/allavellilegal.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/allavellilegal.com\/blog\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/allavellilegal.com\/blog\/wp-json\/wp\/v2\/comments?post=29761"}],"version-history":[{"count":1,"href":"https:\/\/allavellilegal.com\/blog\/wp-json\/wp\/v2\/posts\/29761\/revisions"}],"predecessor-version":[{"id":30155,"href":"https:\/\/allavellilegal.com\/blog\/wp-json\/wp\/v2\/posts\/29761\/revisions\/30155"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/allavellilegal.com\/blog\/wp-json\/wp\/v2\/media\/30217"}],"wp:attachment":[{"href":"https:\/\/allavellilegal.com\/blog\/wp-json\/wp\/v2\/media?parent=29761"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/allavellilegal.com\/blog\/wp-json\/wp\/v2\/categories?post=29761"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/allavellilegal.com\/blog\/wp-json\/wp\/v2\/tags?post=29761"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}