[vc_row][vc_column][vc_btn title=”LABOUR LAW” style=”custom” custom_background=”#0a0a0a” custom_text=”#fcfcfc” size=”lg” align=”center” link=”||” button_block=”true”][vc_single_image image=”5075″ img_size=”1500×500″ alignment=”center” style=”vc_box_rounded” css_animation=”appear”][vc_btn title=”Contact us now (+ 39) 06.97.61.51.22″ style=”custom” custom_background=”#0a0a0a” custom_text=”#fcfcfc” align=”center” link=”url:tel%3A0697615122|” button_block=”true”][vc_empty_space height=”24px”][/vc_column][/vc_row][vc_row][vc_column][vc_column_text css_animation=”top-to-bottom” el_class=”tmlawyer_textbox_2″ css=”.vc_custom_1508745227436{margin-bottom: 30px !important;}”]Looking for the best lawyer at work in Rome?
Looking for an employment lawyer in Rome? Do you want to appeal the License for Just Cause or Justified Reason? Want
make a lawsuit for Mobbing? An injunction for the TFR? Have you been fired?
You can use my lawfirm. With decades of experience, I can assist you in resolving your case.
With his experience over the years, he is at the side of the worker and the company for the protection of labour law.
As part of a working transaction, agreed in order to avoid a quarrel, the partners of the law firm Del Monte assist and advise the worker and the employer, also for the purpose of determining that sum, to the term ‘incentive for exodus’, which is required by the worker in order to give his consent to the consensual termination of the employment relationship.[/vc_column_text][vc_empty_space height=”24px”][/vc_column][/vc_row][vc_row][vc_column width=”2/3″][vc_tta_accordion][vc_tta_section tab_id=”1498835650739-bfc85a8c-c55c”][vc_column_text][/vc_column_text][vc_column_text]The worker who wants to recover his work credits can resort, through our lawyers, to the quick and easy process of the injunction. It allows to obtain a payment order asked to the employer. It doesn’t need to file a lawsuit and bring the involved parties before the judge. The payment order can be obtained from the court by the deposit of the documents provided by the worker and related to the paycheck.[/vc_column_text][vc_column_text]This behaviour has significant criminal profiles because, whoever forces the lender to sign a pay packet with fees higher than those received, is liable for extortion.[/vc_column_text][vc_column_text]Each employee, whatever the qualification, job or type of contract applied, according to the terms of art. in accordance with article 10, n. has the right to annual paid holiday for a minimum period of 4 weeks. The remuneration expected for such period of time corresponds with the one calculated in normal working hours. In the same way, the employment system gives the worker the right to take advantage of periods of abstention from the obligation to work, with the maintenance of the job, the preservation of pay and economic treatment and the recognition of seniority of service.[/vc_column_text][vc_column_text]In the event of illness, that is, an alteration of health which causes an absolute or partial inability to carry out the work, as well as in the case of an accident, which occurred due to violent causes and at work, the worker has the right to livelihoods adapted to your life needs. Article 38 of the Constitution states that “workers have the right to be assured adequate means for their needs and necessities in the case of accidents, illness, disability, old age and involuntary unemployment”. Also article 2110 of the civil code states that “in the event of illness, if the law or the corporate rules do not establish equivalent forms of security or assistance, the employee is owed the salary or benefit to the extent and for the time determined by special laws, usage or on an equitable basis”. The remuneration or indemnity paid by INPS can be supplemented or not by the employer.[/vc_column_text][vc_column_text]This dismissal, which must be appealed in court within 60 days of the initiation in order to be able to claim reinstatement and damages, is absolutely void as it is prohibited by law to dismiss the worker, in order to the case of female workers, from the beginning of the gestation period until the child’s birthday, and for both sexes from the day of the request of the marriage publications up to one year after the celebration itself.[/vc_column_text][vc_column_text]The law firm Del Monte offers important assistance to the worker in the case of anomalies in the recognition of overtime by the employer, that is, of the work done beyond normal working hours, but still within the limits set by the law and collective agreements.[/vc_column_text][vc_column_text]The law stipulates that, both in the case of resignation submitted by the employee, or in the case of dismissal ordered by the employer, except for the particular hypotheses of the termination of the employment relationship for just cause or the consensual resolution of the a period of notice, during which the employment relationship remains in force. The notice serves the worker to have a suitable time to find another occupation, and the employer to hire another person with a possible period of coaching. If this period is not met, which is generally defined by the National Collective Agreements (CCNl) for each level of framing, also on the basis of seniority of service, compensation for the damage, quantified economically pay that would have been paid to the worker for the period of work not carried out and corresponding to the period of notice not provided.[/vc_column_text][vc_column_text]
The law stipulates that the worker must be employed for the jobs for which he has been employed or for those corresponding to the higher category he has acquired or in tasks equivalent to the last ones actually carried out, without any decrease in the number of Pay. In spite of the exceptions provided for by the law, assigning a worker to lower jobs is a violation of 13 Law 300/1970 (Workers’Statute), resulting in the nullity of the act or contrary pact and the employer’s conviction to reassign the worker to the tasks previously performed, in addition to the compensation of damages.
[/vc_column_text][vc_column_text]Regardless of what is stated in the employment contract or the payrolls issued monthly by the company, even if you sign, the worker is entitled to a salary that is proportional to the work actually done. Then, if the employee has been in unpaid higher jobs, or if you have not received the TFR, which is in line with the statutory remuneration by virtue of the qualification corresponding to the tasks actually performed, even if it does not correspond to the one contained and described in the employment contract, is entitled to request payment of all pay differences accrued during employment.[/vc_column_text][vc_column_text]If you are involved in unpleasant situations, such as sexual harassment, insults, claims of unlawful behaviour, delays in payment of wages and contributions, discriminatory behaviour by the employer He has the right to inform the employer, without need of notice, of his willingness to terminate the employment relationship with immediate effect. Just-cause resignation is considered an involuntary loss of the job and, as a consequence, it provides for the payment of the indemnity for lack of notice in favor of the worker.
[/vc_column_text][vc_column_text]As part of a working transaction, agreed in order to avoid a quarrel, the partners of the law firm Del Monte assist and advise the worker and the employer, also for the purpose of determining that sum, to the term ‘incentive for exodus’, which is required by the worker in order to give his consent to the consensual termination of the employment relationship.
[/vc_column_text][vc_column_text]The code generically defines the right cause of dismissal which does not allow the continuation of the employment relationship even temporarily, that is, it does not even allow the employment relationship to continue for the notice period, such as: false injury and false illness falsestamping of the card, unjustified abandonment of the workplace by the breachof fiduciary bond, unjustified and repeated refusal of the employee employee to perform the work performance, etc.[/vc_column_text][vc_column_text]L. 604 of 1966 on individual redundancies stipulates that dismissal, if not intimated for good cause, must always and in any case be justified. The justified subjective reason is a significant non-compliance withthe contractor’s contractual obligations, while the justified objective reason is ‘reasons relating to productionactivity’, to the organization of the work and the smooth functioning ofit.”[/vc_column_text][vc_column_text]
The modification of the sanction system, which has become particularly onerous, is very recent, wheretheiling where the employer uses the professional and/or work benefits of a worker without acknowledging any coverage of the system. pension, guarantee, and protection provided by law, and without paying the taxes provided by the law, there are financial administrative penalties from 1,500.00 euros to 36,000.00, depending on the severity threshold, possibly increased by 20 in the case foreign workers who do not have a valid residence permit or non-working children.
Through our partners and technical consultants, Del Monte law firm in Rome and its labour lawyers can deal with:
Drafting of each court and out-of-court act relating to the management of the employment relationship, both on behalf of employers and employees;
preparation of accounts and salary differences based on what is regulated by collective or individual labour agreement;
reconciliation at our office with the presence of trade union representatives for the protection of the parties as required by law;
appeal to the court against transactions carried out only in the presence of the employer.[/vc_column_text][/vc_tta_section][/vc_tta_accordion][vc_empty_space height=”24px”][vc_gmaps link=”#E-8_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” size=”220″ title=”Location”][vc_empty_space height=”24px”][vc_column_text]Lawyer in Rome for the advice and study of legal cases related to marriage cases, divorce lawyer in Rome expert in question related to the protection of assets from Equitalia Revenue agency and separation goods.
Legal assistance in Rome for the resolution of all the problematic cases related to the will holograph separation criminal lawyer in Rome and labor. Civil and criminal, problems at work, successions and will. Medical damages. Air tickets refunding. The areas of expertise of the study are varied, but we remind you that each area is supervised by an experienced lawyer, perhaps the best lawyer in Rome in his area.
The law firm of Monte is:
Labor lawyer
Criminal lawyer Rome
Civilian lawyer
Lawyer for holographic will
Matrimonial lawyer
Entrusted to the professionalism of the lawyer of Monte in Rome[/vc_column_text][vc_empty_space height=”24px”][/vc_column][vc_column width=”1/3″][vc_empty_space height=”24px”][vc_custom_heading text=”FREE CASE INFO AND ORIENTATION” font_container=”tag:div|font_size:16|text_align:center|color:%23666666″ use_theme_fonts=”yes” el_class=”heading_center”][vc_custom_heading text=”Call 06 97.61.51.22” font_container=”tag:div|font_size:20|text_align:center|color:%23666666″ use_theme_fonts=”yes” link=”url:Tel%3A%200697615122|”][contact-form-7 id=”984″ title=”Contact”][vc_facebook][vc_tweetmeme][/vc_column][/vc_row][vc_row][vc_column][/vc_column][/vc_row][vc_row][vc_column][vc_column_text][/vc_column_text][/vc_column][/vc_row]