{"id":3324,"date":"2022-09-21T07:58:24","date_gmt":"2022-09-21T07:58:24","guid":{"rendered":"https:\/\/reillytesoro.com\/?p=3324"},"modified":"2023-04-20T17:47:34","modified_gmt":"2023-04-20T17:47:34","slug":"cassazione-legittimo-il-licenziamento-per-abuso-di-una-giornata-di-permesso-sindacale","status":"publish","type":"post","link":"https:\/\/tesoroandpartners.com\/eng\/cassazione-legittimo-il-licenziamento-per-abuso-di-una-giornata-di-permesso-sindacale\/","title":{"rendered":"Lawful dismissal for using one day of union permit for personal purposes"},"content":{"rendered":"<p><em>Court of cassation 26198\/2022<\/em><\/p>\n<p>The use of a day of union leave to engage in personal activities unrelated to the function for which the leave was granted constitutes a disciplinary breach punishable by dismissal.<\/p>\n<p class=\" translation-block\">On this point, it does not matter that, for the unjustified absence of a day or abandonment of the workstation, the collective agreement provides for a mere conservative sanction. \nFor the Supreme Court and the judges on the merits, in fact, the undue use of union leave has disciplinary relevance also and above all because it integrates the extremes of abuse of rights and cannot be examined in the more reduced perspective of only days of unjustified absence.<\/p>\n<p class=\" translation-block\">The leave, as the Supreme Court recalls, had been used for purposes unrelated to the provision of Article 30 St. Lav. which recognizes the members of the governing bodies, provincial and national, of the associations referred to in Article 19, the right to paid leave, according to the rules of labor contracts, for participation in the meetings of the aforementioned bodies.\nAnd so, the Supreme Court continues, the qualification of the employee's conduct in terms of abuse of rights appears consistent with the finding of the concrete case. Coming into the picture is not the mere absence from work, but a behavior of the employee characterized by a quid pluris represented by the use of union leave for purposes other than institutional ones.<\/p>\n<p>The foregoing, the Supreme Court concludes, excludes the traceability of the conduct to the collective norms that punish with conservative sanction the absence from work, failure to show up or unjustified abandonment of the workplace.\nThe Supreme Court, therefore, rejects the appeal brought by the employee, upholding the decisions of the judges of merit and thus the legitimacy of the dismissal for just cause imposed on the employee.<\/p>","protected":false},"excerpt":{"rendered":"<p>Corte di Cassazione, sezione lavoro, ordinanza 6 settembre 2022 n. 26198 La fruizione di\u00a0un giorno di permesso\u00a0sindacale per dedicarsi ad attivit\u00e0 personali non riconducibili alla funzione per cui il permesso era stato riconosciuto, costituisce un inadempimento disciplinare sanzionabile con il licenziamento. Sul punto, non rileva che, per l\u2019assenza ingiustificata di un giorno o l\u2019abbandono della [&hellip;]<\/p>","protected":false},"author":3,"featured_media":2967,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[44],"tags":[139,140],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v18.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Cassazione: legittimo il licenziamento per abuso di una giornata di permesso sindacale | Tesoro &amp; Partners<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/tesoroandpartners.com\/eng\/cassazione-legittimo-il-licenziamento-per-abuso-di-una-giornata-di-permesso-sindacale\/\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Marco Tesoro\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"2 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Organization\",\"@id\":\"https:\/\/tesoroandpartners.com\/#organization\",\"name\":\"Tesoro & Partners\",\"url\":\"https:\/\/tesoroandpartners.com\/\",\"sameAs\":[\"https:\/\/www.linkedin.com\/company\/reilly-tesoro-employment-law-firm\/\"],\"logo\":{\"@type\":\"ImageObject\",\"@id\":\"https:\/\/tesoroandpartners.com\/#logo\",\"inLanguage\":\"en-US\",\"url\":\"https:\/\/tesoroandpartners.com\/wp-content\/uploads\/2022\/12\/LOGO.png\",\"contentUrl\":\"https:\/\/tesoroandpartners.com\/wp-content\/uploads\/2022\/12\/LOGO.png\",\"width\":1042,\"height\":223,\"caption\":\"Tesoro & Partners\"},\"image\":{\"@id\":\"https:\/\/tesoroandpartners.com\/#logo\"}},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/tesoroandpartners.com\/#website\",\"url\":\"https:\/\/tesoroandpartners.com\/\",\"name\":\"Tesoro &amp; 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