Sentence No. 1462/2018 issued by the Supreme Court on October 3, 2018, declares that maternity benefits paid by Social Security should be considered as income exempt from I.R.P.F. This ruling rejects the thesis maintained during the legal proceedings by the State Bar, which argued that such maternity benefits should be considered as income subject to… Poursuivre la lecture Maternity benefits paid by Social Security are exempt from Personal Income Tax (I.R.P.F.).
Catégorie : Labor
Fair dismissal of an employee who was offered the opportunity to continue working in a company by reducing his number of working hours.
Sentence nº 576/2018 by the Supreme Court on May 30, 2018, analyses the following assumption of fact: – There is a reduced level of production at a company and this decrease in the production level causes a reduction in the number of paid hours that the company can offer the employee. – The company offers… Poursuivre la lecture Fair dismissal of an employee who was offered the opportunity to continue working in a company by reducing his number of working hours.
New labour measures of the General Budgets of the State for the year 2018
Among the Labour and Social Security measures contained in this Law, we highlight the following points: 1. SOCIAL SECURITY CONTRIBUTIONS The amounts of the minimum and maximum bases, maximum and minimum limits, and contribution rates for the different Social Security schemes for the 2018 fiscal year have been set as follows: General Scheme: A maximum… Poursuivre la lecture New labour measures of the General Budgets of the State for the year 2018
Supreme Court modifies the calculation rule for paid leave
Paid leave has always been calculated from the same day of the event (a marriage, a birth or a death), regardless of whether that day was a work day, for example, from Monday to Friday, or a weekly rest day, for example, a Saturday or a Sunday, or a bank holiday. Therefore, if a worker … Poursuivre la lecture Supreme Court modifies the calculation rule for paid leave
European Union jurisprudence on dismissal for justified absenteeism
Article 52. d) of the Workers’ Statute allows the company to terminate the employment contract for absenteeism, even if justified but intermittent, when it reaches 20% of working days in two consecutive months (provided that the total number of absences in the previous twelve months before those two consecutive months reach 5% of business days)… Poursuivre la lecture European Union jurisprudence on dismissal for justified absenteeism