ITA 
Indifferente il rilievo penale delle condotte ai fini della giusta causa di licenziamento
Pubblicato su Sole24Ore – Nt Lavoro – il 02/04/2025
Anche in presenza di condotte astrattamente assimilabili sul piano del fatto materiale all’illecito penale, la rilevanza penale della condotta contestata è indifferente ai fini della configurazione della giusta causa di licenziamento ex articolo 2119 del Codice civile.
Così la Corte di cassazione, con l’ordinanza 8154/2025 del 27 marzo.
Il...
Per la reintegra attenuata è legittima l’estensione analogica delle previsioni dei CCNL
Pubblicato su Sole24Ore – Nt Lavoro – il 05/11/2024
Legittima l’estensione analogica delle previsioni della contrattazione collettiva e la sussunzione dei fatti contestati in previsioni contrattuali generiche ed elastiche. Così la Corte di cassazione con l’ordinanza 27698/2024 del 25 ottobre.
Il caso trae origine dal licenziamento di un componente della Rsu che, durante l’emergenza pandemica,...
Licenziato per un ritardo dopo una lunga serie di precedenti
Pubblicato su Sole24Ore – Nt Lavoro – il 21/10/2024
In base alle circostanze del caso concreto, ivi inclusi i precedenti disciplinari risalenti a oltre due anni prima, il ritardo può rappresentare un episodio di gravità tale da interrompere in modo irreparabile il nesso fiduciario posto alla base del rapporto di lavoro. Così la Corte di cassazione, con l’ordinanza 26770/2024 del 15 ottobre....
Employee dismissed for working at spouse's shop during sick leave
Published on Sole24Ore – Nt Lavoro – on 02/02/2024. An employee who, while on sick leave, works the spouse's shop is liable to dismissal if such conduct constitutes a breach of the general duties of fairness and good faith...
Lawful dismissal of employee who works elsewhere while on sick leave
Published on Sole24Ore – Nt Lavoro – on 31/01/2024. The performance of work activity for third parties during the sick leave constitutes...
Dismissal of the employee who reports the employer in bad faith
«Reporting the employer is lawful as long as the employee does not act being aware of the employer’s innocence».
Applying ordinary illness protected period to a disabled employee constitutes indirect discrimination.
Published on Sole24Ore – NT Lavoro – on 11/04/2023 The application of the ordinary illness protected period to a disabled employee is an indirect discrimination, because disabled employee is exposed to the additional risk of absence due to an illness related to his condition. Thus, the Court of Cassation with the judgement no. 9095/2023 of 31 March.
Change in the service agreements, employee direct transition to the subrecipient and dismissal appeal
Court of Cassation, Labour section, judgment no. 3564 of 6 February 2023. With its judgment no. 3564 of 6 February 2023, the Court of Cassation came back to judge on the “Chane in the service agreements” with direct employee transition to the subrecipient and dismissal appeal theme.
The suspension of the obligation to hire disabled workers does not allow to dismiss them
Published on Sole24Ore – NT Lavoro – on 06/12/2022 While the suspension of hiring obligations allows the employer not to hire workers in order to maintain or supplement the mandatory quota provided by law, it does not legitimise the dismissal of disabled workers.
Thus, the Court of Cassation with its judgment no. 35035/2022.
Unique center of interests: the collective dismissal must involve all the employees
Published on Sole24Ore – NT Lavoro – on 10/11/2022. Where there is in fact a single employer between several companies, the collective dismissal procedure must involve all the employees of the single company complex resulting from that integration, event in the absence of proof of the mixed usage of the activities of the employees dismissed.