Contestazione
Qualora il datore di lavoro venga a conoscenza di un fatto che integra un'ipotesi di infrazione disciplinare deve contestare l'addebito al lavoratore ( art. 7, comma 2, Legge 300/70 ).
La contestazione è condizione di procedibilità del provvedimento sanzionatorio. Non richiede particolari formalità, deve contenere la manifestazione dell'intenzione del datore di lavoro di considerare le circostanze addebitate come illecito disciplinare.
The dispute may also be made by any representative of the employer work, provided more than the worker, without requiring any specific empowerment.
requirements must be those of specificity, immediacy and immutability of the alleged offense and must be brought to the attention of the employee in the manner prescribed by law.
must give the necessary and essential to identify, in its materiality, the fact in which the employer has identified breaches of discipline.
L'addebito deve essere tempestivamente contestato. L'immediatezza della contestazione deve essere valutata con riferimento al momento della commissione o della conoscenza del fatto contestato. Il decorrere di un considerevole lasso di tempo tra la commissione dell'infrazione e l'attivazione della procedura può comportare la tacita manifestazione di volontà del datore di lavoro di non sanzionare il comportamento del lavoratore. Il datore di lavoro può provvedere a sospendere il lavoratore qualora i tempi del procedimento disciplinare intrapreso siano incompatibili con la presenza di quest'ultimo all'interno dell'azienda. La sospensione cautelativa non è un provvedimento disciplinare e non comporta the suspension of pay.
The principle of the immutability necessitates that the facts on which the sanction coincide with those of the future challenge and is designed to protect the right of defense of the worker.
The challenge of the most serious disciplinary infractions involving verbal reprimand shall be in writing. The presence notification of the accusation can be proven by any means. If the employer has forwarded the complaint by registered letter is sufficient proof of such notice, the stock of the postal item.
Defense
The worker can produce, within 5 days of challenge (from the date of receipt), its defense and counter-arguments orally or in writing. The disciplinary sanction imposed without oral hearing, if requested by the employee, is unlawful. In the course of the disciplinary procedure the employee may be assisted by a representative of the union to which he subscribes or empowered.
Imposition of the penalty
Once experienced validly to the disciplinary procedure, the employer may order the sanction. The notification of the penalty imposed is not necessary to reproduce analytically the reasons for it being sufficient sanction recourse to the earlier dispute the charge.
for the legitimate exercise of disciplinary power, there must be proportionality between the infringement and the penalty imposed.
committing "repeated" the worker over a subsequent two years the behavior that resulted in a previous disciplinary action. I must be the previous disciplinary subject to dispute prior to the worker to void the sanction.
Types sanctions
Written Reprimand: for minor offenses;
Fine : for the most serious shortcomings of those reprehensible or in case of relapse. It consists of the payroll deduction in the amount corresponding to a maximum of 4 hours of basic pay.
Suspension : involves the interruption of retributiva per l'intera sua durata. Non può eccedere i 10 giorni.
Trasferimento : se prevista dalla contrattazione collettiva, è legittimo il trasferimento disposto a seguito di situazioni soggettive connesse al comportamento del dipendente, quando tale condotta abbia prodotto conseguenze rilevanti come elementi di disorganizzazione e disfunzione dell'unità produttiva.
Le sanzioni previste dai principali contratti collettivi: clicca qui
Impugnazione del provvedimento
The disciplinary sanctions imposed have immediate effect.
An employee who wishes to oppose the measure can comminatogli:
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promote, within 20 days after application of the penalty, the establishment of a board of conciliation and arbitration in order to obtain the withdrawal or conversion of the measure. This procedure leads to the suspension, pending delivery of the award, the effectiveness of the disciplinary already intimated. The employee and the employer shall appoint, within the college, its representative (referee). If the employer does not appoint its own the penalty referee decade. The agreement made by the arbitration panel shall be final and may be appealed within five years, for reasons of legitimacy. ( arbitration request form).
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appeal the penalty before the judicial authority. In such a case is the employee of the irrelevance of the facts against him.
| CCNL | Type of penalties |
| Food |
|
| road haulage and logistics |
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| CAlzature |
|
| Charter |
|
| Chimici |
|
| Gomma/Plastica |
|
| Grafici/Editoriali |
|
| Wood / Furniture |
|
| Metalworkers |
|
| Tertiary |
|
| Textiles |
|
| Tourism |
|
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