The decree introduced important changes Dignity, above all on the theme of the causes and on the duration of the fixed-term contracts, a fact that has created a lot of apprehension in the operators of the sector that are to apply the new legislation. Fortunately, the conversion law (L. 96/2018), provided for a transitional provision on fixed-term contracts: with this provision they are safeguarded by the new legislative measures, related to the duration limits and the obligatory causes, determined contracts stipulated up to 31 October 2018.
As a result, the new rules will apply to the renewals of the fixed-term contracts and extensions stipulated starting from November 1 2018. We therefore see the timing for the operation of the new rules. With the law of conversion of the Dignity Decree (L. n. 96/2018), and in particular the first paragraph of Article 1, We therefore see the timing for the operation of the new rules, With the law of conversion of the Dignity Decree (Law No. 96/2018), mandatory causal be specified for the validity of the contract. In converting the legislator has introduced a transitional provision, and in particular the first paragraph of Article 1 1, some limits have been modified, restoring, the mandatory causes to be specified for the validity of the contract itself 31 October 2018. As a result the new rules will apply to renewals of fixed-term contracts and extensions taken out from 1 November 2018, while from 14 July 2018 are in force the limits imposed by decree exclusively Dignity for new fixed-term contracts.
For new fixed-term contracts shall be deemed finalized with those workers who have not had previous fixed-term employment relationships with the same employer. With this identifying forward contracts entered into with workers who have never had previous working relationships that are matched to your employer. I think that in this case study (validity of the new rules by 14 July 2018) also covers the employment relationships for a fixed term, signed with workers who have had previous experience with the company (including non subordinated such as occasional performances, collaborations or location). will constitute, conversely new forward contract of the worker who in the past have worked for the employer for manpower administered completed by responsible agency.
Stumble, finally, that in the case of reinstatement until 31 October 2018 a former worker, with a fixed-term employment contract, you can apply the previous legislation limits, or:- 36 months, as the maximum total duration of labor relations in given time elapsed between the same employer; 5 extensions, over the total 36 months regardless of the number of futures contracts entered into between the parties; "Acausality" for the signing of contracts. Once the date of 1 November 2018, on all fixed-term contracts to be concluded, and related extensions, will be subject to the new rules.
Logically forward contracts entered into prior to that date and which provide for a period that will go beyond the 24 months (also with the sum of the previous fixed-term employment relationships) will continue to maturity. The new time limit (24 months) for the subscription of fixed-term contracts, under the new legislation, It may be waived by the national collective bargaining, local or company.