after signing the pact SERVICE OFFICE OF THE WORK MUST NOT GO INPS.
Friday, January 30, 2009
How To Delet Email From Facebook Log In
provided for use
after signing the pact SERVICE OFFICE OF THE WORK MUST NOT GO INPS.
after signing the pact SERVICE OFFICE OF THE WORK MUST NOT GO INPS.
Monday, January 26, 2009
Magic The Gathering Dantes Card Creator
copy and paste this timely (finally) of info 'Sdl.
| Lazio Albano - Centre for the use of Albano Laziale |
Is It Possible To Be Allergic To Adderall
major employment centers!! Service pact
After a month and a half layoff beginning of our unions have "woken up" and are giving us the basic information on the procedures that we take personally. E 'will require a copy of the letters put in CIGS for those who do not request it be printed puoò Ms Constantine. Should call and be told when you can go and pick up (!!!!!). However, the trade unions which have signed this massacre have left and laid off workers at the mercy of events .... THAT SUCKS!
MEETING ROME EUR INPS provincial director
On the day of 1/23/2009, we went to the offices of the local INPS
Eur Rome to meet with Dr. F.
Patruno.
That management has a key role in providing the benefits
income support for
Alitalia staff, as in charge of all operational functions
inherent redundancy of these personnel, on the whole
national.
First argument has been that the timing of payments of
benefits for income support.
Payments of CIGS-day basis, relative to October, are
course to follow will be paid as of November.
By the first half of February, the company is committed to deliver
all files relating to the CIGS zero hour, the agency expects to deliver
performance based on in December, in 7 / 10 days
receipt of individual documents.
Regarding the income support provided by the Fund's Special
air transport, the timing was closely followed
those mentioned above, as also the Special Fund approved
approval of funds to pay the profits' integration, to
to April 09.
We can therefore be argued that at this moment is that the INPS
Special Fund are fully operational and ready for delivery,
while the company is late in delivery of the documentation.
The Directorate has asked us to inform the workers not to go with the model
SR/41 thinking of shortening the process, as the company has only
electronic channels to send the documentation.
only if the employee does not receive the benefit credit is required to go to INPS
area to verify the accuracy of the data.
The second point concerned the arrangements relating to 'imposition of the tax
income support benefits; on the elucidation in
clarified that the two combined allowances will therefore follow
progressive taxation, Social Security will then make the
from withholding. The CIGS
basis will be taxed at 5.84% as expected while
integration, after being taxed at the rate of relevance, you automatically suffer
comulerà and taxation, on balance, the sum total of the two benefits
; In final taxation
be cumulative and progressive in the 12 months to overcome the various tax brackets
.
The third, very important on the covenant of the Service subscribe
at local employment centers (ex
placement offices).
INPS has reminded us that the care worker's
go to these offices and sign the "Pact of service" as provided for in Article
.2 1quinquies law no. To supplement the decree 166/08 291/04
art 1quinquies the structure of disqualifications which reads: "For the purposes of dispensing
treatments, workers and beneficiaries are required to sign
special service pact with the competent
Centers for 'or use the program to the agency for reuse. "
The Covenant Service provides the "rules of participation" in the relocation
path, starting from this agreement
the employee is placed in a location agreed
and designed on the basis of its specificity with respect to the labor market, workers
signatories of the Covenant Service are supplied, in particular,
following services:
a) advice management of social safety nets and
the use of incentives for reuse;
b) advice on the design and launch of an initiative to work independently or micro-entrepreneurial
;
We therefore call on all workers to go to the CIGS
local Job Centre (ex-placement offices of the area) with:
1) Document
2) Letter of CIGS.
sign the dedicated model and ask for a receipt.
Greetings
COMMITTEE CIGS SDL 
After a month and a half layoff beginning of our unions have "woken up" and are giving us the basic information on the procedures that we take personally. E 'will require a copy of the letters put in CIGS for those who do not request it be printed puoò Ms Constantine. Should call and be told when you can go and pick up (!!!!!). However, the trade unions which have signed this massacre have left and laid off workers at the mercy of events .... THAT SUCKS!
MEETING ROME EUR INPS provincial director
On the day of 1/23/2009, we went to the offices of the local INPS
Eur Rome to meet with Dr. F.
Patruno.
That management has a key role in providing the benefits
income support for
Alitalia staff, as in charge of all operational functions
inherent redundancy of these personnel, on the whole
national.
First argument has been that the timing of payments of
benefits for income support.
Payments of CIGS-day basis, relative to October, are
course to follow will be paid as of November.
By the first half of February, the company is committed to deliver
all files relating to the CIGS zero hour, the agency expects to deliver
performance based on in December, in 7 / 10 days
receipt of individual documents.
Regarding the income support provided by the Fund's Special
air transport, the timing was closely followed
those mentioned above, as also the Special Fund approved
approval of funds to pay the profits' integration, to
to April 09.
We can therefore be argued that at this moment is that the INPS
Special Fund are fully operational and ready for delivery,
while the company is late in delivery of the documentation.
The Directorate has asked us to inform the workers not to go with the model
SR/41 thinking of shortening the process, as the company has only
electronic channels to send the documentation.
only if the employee does not receive the benefit credit is required to go to INPS
area to verify the accuracy of the data.
The second point concerned the arrangements relating to 'imposition of the tax
income support benefits; on the elucidation in
clarified that the two combined allowances will therefore follow
progressive taxation, Social Security will then make the
from withholding. The CIGS
basis will be taxed at 5.84% as expected while
integration, after being taxed at the rate of relevance, you automatically suffer
comulerà and taxation, on balance, the sum total of the two benefits
; In final taxation
be cumulative and progressive in the 12 months to overcome the various tax brackets
.
The third, very important on the covenant of the Service subscribe
at local employment centers (ex
placement offices).
INPS has reminded us that the care worker's
go to these offices and sign the "Pact of service" as provided for in Article
.2 1quinquies law no. To supplement the decree 166/08 291/04
art 1quinquies the structure of disqualifications which reads: "For the purposes of dispensing
treatments, workers and beneficiaries are required to sign
special service pact with the competent
Centers for 'or use the program to the agency for reuse. "
The Covenant Service provides the "rules of participation" in the relocation
path, starting from this agreement
the employee is placed in a location agreed
and designed on the basis of its specificity with respect to the labor market, workers
signatories of the Covenant Service are supplied, in particular,
following services:
a) advice management of social safety nets and
the use of incentives for reuse;
b) advice on the design and launch of an initiative to work independently or micro-entrepreneurial
;
We therefore call on all workers to go to the CIGS
local Job Centre (ex-placement offices of the area) with:
1) Document
2) Letter of CIGS.
sign the dedicated model and ask for a receipt.
Greetings
COMMITTEE CIGS SDL
How Do You Make The Seaside Sarong On Webkinz
protest again tomorrow
Tuesday 27 at 12.00 Alitalia RECRUITED all staff and is not employed FCO invited to appear at the table for a meal in protest for the following:
- CAI pay overdue salaries for January,
- the laid off at the time still will not have a euro,
- the CTD are forgotten and abandoned
as e-mail as e-mail
Wednesday, January 21, 2009
Who Owns Pinky And The Brain
forwarding this info that will help dissolve some doubts about the cigs. applications were made to an expert INPS.
greetings from robgiord.
Sun: From which the calculation of remuneration is made?
Res.: For those who are already on layoff from the paychecks of 12 months from September 2007. For those who will come in the future, back twelve months from the last paycheck.
Sun: Which items contribute determining the wing?
Rius.: All items fixed and "recurrent". (Including, so 13 and 14, but excluding any paid days off, leave not taken and any other remuneration contingent)
Sun: How is the famous 80%?
Res.: You take the gross figures, subtract 20%, this will subtract an additional 2.5%. The figure thus obtained will, the amount of remuneration of CIGS ... WARNING, this figure is gross
will then be taxed, as any income, according to various scales provided by the IRS.
Scaglioni 2009
income gross income tax rate
from 0 to 15,000 €
23% 23%
income from 15,000.01 to 28,000 €
3450 27% + 27% on amounts in excess of € 15,000 from
28,000.01 38% to 55,000 €
6960 + 38% the excess of the 28,000 € to 75,000 € 55,000.01 from
41% 17,220 + 41% on the excess over 75,000 € 55,000 €
43% 25,420 + 43% on amounts exceeding € 75,000 (this table is was extracted from a website: It is not guaranteed correct!)
Sun: E 'can, if residing abroad, the amount being sent to another country?
Res.: No: not allowed relocation of the CIGS payments
Sun: When will I yield the pension, the years spent in CIGS will be counted as?
Ris .. For the pension amount will be treated as if the entire salary of the year reference had been maintained over the period of CIGS (whole, not 80%!)
Sun: What if before the expiry of the CIGS mature retirement?
Res.: If, before the expiry of 4 years of CIGS is the mature pension you can stay in CIGS until the age of 60 years of age (or more if the rule were to change the maximum age).
Sun: Who will you ask for any doubt or dispute?
Res.: The entity that will handle all the INPS in the seat of the EUR.
Important: Quialsiasi employment stops CIGS: it must promptly inform the INPS, otherwise you make a criminal offense, this independence from the country where you work. Just for information: the Civil Aviation Authority is conducting investigations on airlines around the world.
Tuesday, January 20, 2009
Erection While Getting Male Brazilian
mutual agreement UniCredit
Also for those who are holder of a mortgage is good if you control in insurance made every time the same is covered by any benefit if you are laid off. 
Also for those who are holder of a mortgage is good if you control in insurance made every time the same is covered by any benefit if you are laid off.
Saturday, January 17, 2009
How Can I Tell If My Tongue Ring Is Too Short?
2 - Lazio
Agreement with the bank through Unionfidi. The institution can then pay
Cash advance integration agreement
It begins with Alitalia workers. Marrazzo, "
ROME - "The Lazio Region has reached an agreement with Unicredit, through Unionfidi, an investment that allows us to anticipate layoffs for workers Alitalia. This was announced by the President of the Regione Lazio, Piero Marrazzo, at the end of inter-institutional on Alitalia, which met at the headquarters the Region.
Through these advances, says Marrazzo will prevent that "the workers pass five or six months without social safety nets. The unions - he added - we have requested that the anticipation will be extended to all built-in speaker of Lazio, we will try to do so. "
According to the president of the Lazio Region, "the agreement with Unicredit is a guarantee of some months, but we encourage other regions to follow the example of Lazio."
( January 16, 2009) 
Agreement with the bank through Unionfidi. The institution can then pay
workers without running 5-6 months as happens now
Cash advance integration agreement
Lazio-Unicredit
It begins with Alitalia workers. Marrazzo, "
will try to extend the measure to all laid off"
ROME - "The Lazio Region has reached an agreement with Unicredit, through Unionfidi, an investment that allows us to anticipate layoffs for workers Alitalia. This was announced by the President of the Regione Lazio, Piero Marrazzo, at the end of inter-institutional on Alitalia, which met at the headquarters the Region.
Through these advances, says Marrazzo will prevent that "the workers pass five or six months without social safety nets. The unions - he added - we have requested that the anticipation will be extended to all built-in speaker of Lazio, we will try to do so. "
According to the president of the Lazio Region, "the agreement with Unicredit is a guarantee of some months, but we encourage other regions to follow the example of Lazio."
Tuesday, January 13, 2009
Breastfeeding Of Husband In Islam
parking
rumor that parking cai who has "given" to their employees as well as being very remote and even paid (????). Search on the net if there is legislation about this interesting place and meanwhile sentence. Hello
europeanlaw.it - \u200b\u200bConsultants specializing in law
control of workers: the badge for parking can not be used
Category: Business
Posted by Alessandra Delli Ponti [ADP] on 7/3/2008
Comment to the decision of Supreme Court Sec. IV, 17/07/2007, No 15,892
Alessandra Delli Ponti Article published in the online magazine Newsline (acronym NL) on 5 March 2008
The Supreme Court has expressed itself in the interesting ruling on the legality of the installation of a badge
company for access to parking, to use of employees, in the light of the provisions of art. 4 of Law No.
300/70. The case
company has provided its employees with automobiles parked in a local garage where
during working hours. Access to the garage was ruled by a safety device activated by a
card - badge - staff assigned to each employee, the same used for
the entrance to the offices.
Through the data collected by this device, which recorded the identity of the user who schedules
and out of the garage, compared with the input and output at work, the company pointed out inconsistencies in the presence of
employee in the office than revenue and expenses recorded in
garage. Therefore, the same company to dismiss the same employee. The employee fired
appealed the dismissal of the same as questioning the legitimacy
based on data collected in violation of Article 4 of Law 300/70, which
Workers' Statute.
The case came to the Supreme Court.
The decision of the Court of Cassation
The Supreme Court ruled in favor of the employee and declared unlawful dismissal. According to the Court
control equipment access to the parking company that registers
times and names of employees who use it, allowing the crossing of the data with those acquired
(legally) through the system of access control, if not installed
(different from the control inputs) in accordance with the procedures of Article. Ln paragraph 4 seconds
300/70, it is not lawful and not lawful use of data collected by it even
demonstrate a violation of the employee working hours and then the performance of
benefit payable.
addition, the Court will need to guarantee the protection of privacy and dignity of the worker who is in charge
art. 4 SL can not exclude this case from cases of so-called abstract control
defensive, that those controls intended to establish the unlawful conduct of employees when such conduct
about the exact performance of the service and
obligations arising from the employment relationship and not the protection of foreign goods from the report itself, "where the monitoring is
implemented through instruments that have those structural requirements and the potential to cause injury, which
http://www.europeanlaw.it/site 01/13/2009 18:03:28 / Page 1
use is subject to prior agreement with the review or intervention Inspectors
work. Comment
In order to understand the scope and importance of the statements of Supreme Court is well
first frame the issue correctly.
always in the performance of work, the employer provides the worker
instrumentation that keeps the same worker and should be used to
the discharge of their duties. The use of this instrument compares, legally,
two important rights.
On the one hand there is the right of the employer to exercise a supervisory power in the sense that
is entitled to verify the proper performance of the organization and production, and also the occupational
. The legitimate power of control is recognized by the employer
Civil Code (articles 2086 cc and 2104 cc).
other hand there is the worker's right not to be offended in their dignity, freedom and privacy
. This right is guaranteed by the Constitution and recognized in Italy,
by the Privacy Code (Legislative Decree no. 196/2003) and in the Community of important legislative measures (
deserves mention among all the "working document on the surveillance of communications in place Working
prepared by the Working Group on Data Protection, established under Article 29 of Directive 95/46/EC
).
The coexistence of two rights is equally important from the point regulatory terms,
regulated by the Workers' Statute.
But the question that has been faced with even the Supreme Court ruling in
reported is not easy to solve: how far has the lawful power of control of the employer and
when, conversely, is invasive of privacy the worker?
central point for the resolution of this question is the application of Article 4 of the Statute of Workers
.
The rule in the first paragraph, lays down an absolute prohibition on mandatory and, assisted by criminal sanction
, installation and use of audiovisual equipment and other equipment intended to control
"of work."
The second paragraph contains a prohibition that could be defined flexibly. Allows, in fact, the use of tools from which
could derive an indirect control of remote workers,
provided that the following conditions:
- use of facilities or control equipment is required, "with organizational needs and production or
by job security;
- the installation is subject to the achievement of an "agreement with the union representatives
business," or "failing that, with the council." In the absence of agreement, the employer
work must be authorized by the Management Regional Labour responsible for the area, which provides the
establishing 'how to use these facilities. "
The rule then makes a distinction between
http://www.europeanlaw.it/site 13/01/2009 18:03:28 / Page 2
a) equipment intended solely to remotely control the progress of work
, subject to the absolute prohibition
and b) equipment whose installation is required by organizational needs and production or
job security, which does not have as its primary "control", subject to a ban
flexible.
applicability of Article 4, case law characterized to date, as "legitimate"
the category of so-called defensive controls, which consist of forms of direct control or monitoring to ensure
misconduct of the worker who violated the company's assets or security, which does indeed fall protection
right recognized in Article 41 of the Constitution.
Accordingly, in the case law to date, when the purpose of control is
linked to the establishment of the commission of an offense, it would highlight the principles of freedom, dignity and confidentiality
protected primarily by the Workers' Statute. In this direction it moved the Supreme Court
with an important decision of April 3 2002 No 4746, part of which seems
be reversed by the latest pronouncement explained above.
The Supreme Court today revises its position in part, by taking explicitly
distances from the Judgement of 2002 cited above.
The new orientation of the Court relies on the fact that the need to prevent misconduct by employees
can not take a substantial scale in order to justify cancellation of any
form of guaranteeing the dignity and privacy of the worker.
For this reason, even the so called defensive controls must comply with the Article 4, second paragraph
the Workers' Statute. The Court
of Cassation, in essence, distinguishes two different cases of defensive controls:
1. checks to verify workers' misconduct involving (as in the case considered
) strict compliance with the performance and obligations arising from the relationship of work
2. controls relating to protection of assets unrelated to their employment, as the case examined in the ruling
4746/2002 (which focused on the legitimacy of the installation of a telephone survey of equipment
unjustified).
Therefore, the Supreme Court adds some elements to the theory of so-called defensive controls.
The Court, in other words, separating the implementation performance and its control ordinary
that would fall under the ruling in the forecast of 4 Workers' Charter, the protection of property
unrelated to the report, which would seem to exclude from that area.
doing so, however, the Court seems to restrict the concept of defensive controls.
Perhaps an item that should be reviewed again in light of new technologies, but that
ruling does not address is the concept of "control equipment". 
rumor that parking cai who has "given" to their employees as well as being very remote and even paid (????). Search on the net if there is legislation about this interesting place and meanwhile sentence. Hello
europeanlaw.it - \u200b\u200bConsultants specializing in law
control of workers: the badge for parking can not be used
Category: Business
Posted by Alessandra Delli Ponti [ADP] on 7/3/2008
Comment to the decision of Supreme Court Sec. IV, 17/07/2007, No 15,892
Alessandra Delli Ponti Article published in the online magazine Newsline (acronym NL) on 5 March 2008
The Supreme Court has expressed itself in the interesting ruling on the legality of the installation of a badge
company for access to parking, to use of employees, in the light of the provisions of art. 4 of Law No.
300/70. The case
company has provided its employees with automobiles parked in a local garage where
during working hours. Access to the garage was ruled by a safety device activated by a
card - badge - staff assigned to each employee, the same used for
the entrance to the offices.
Through the data collected by this device, which recorded the identity of the user who schedules
and out of the garage, compared with the input and output at work, the company pointed out inconsistencies in the presence of
employee in the office than revenue and expenses recorded in
garage. Therefore, the same company to dismiss the same employee. The employee fired
appealed the dismissal of the same as questioning the legitimacy
based on data collected in violation of Article 4 of Law 300/70, which
Workers' Statute.
The case came to the Supreme Court.
The decision of the Court of Cassation
The Supreme Court ruled in favor of the employee and declared unlawful dismissal. According to the Court
control equipment access to the parking company that registers
times and names of employees who use it, allowing the crossing of the data with those acquired
(legally) through the system of access control, if not installed
(different from the control inputs) in accordance with the procedures of Article. Ln paragraph 4 seconds
300/70, it is not lawful and not lawful use of data collected by it even
demonstrate a violation of the employee working hours and then the performance of
benefit payable.
addition, the Court will need to guarantee the protection of privacy and dignity of the worker who is in charge
art. 4 SL can not exclude this case from cases of so-called abstract control
defensive, that those controls intended to establish the unlawful conduct of employees when such conduct
about the exact performance of the service and
obligations arising from the employment relationship and not the protection of foreign goods from the report itself, "where the monitoring is
implemented through instruments that have those structural requirements and the potential to cause injury, which
http://www.europeanlaw.it/site 01/13/2009 18:03:28 / Page 1
use is subject to prior agreement with the review or intervention Inspectors
work. Comment
In order to understand the scope and importance of the statements of Supreme Court is well
first frame the issue correctly.
always in the performance of work, the employer provides the worker
instrumentation that keeps the same worker and should be used to
the discharge of their duties. The use of this instrument compares, legally,
two important rights.
On the one hand there is the right of the employer to exercise a supervisory power in the sense that
is entitled to verify the proper performance of the organization and production, and also the occupational
. The legitimate power of control is recognized by the employer
Civil Code (articles 2086 cc and 2104 cc).
other hand there is the worker's right not to be offended in their dignity, freedom and privacy
. This right is guaranteed by the Constitution and recognized in Italy,
by the Privacy Code (Legislative Decree no. 196/2003) and in the Community of important legislative measures (
deserves mention among all the "working document on the surveillance of communications in place Working
prepared by the Working Group on Data Protection, established under Article 29 of Directive 95/46/EC
).
The coexistence of two rights is equally important from the point regulatory terms,
regulated by the Workers' Statute.
But the question that has been faced with even the Supreme Court ruling in
reported is not easy to solve: how far has the lawful power of control of the employer and
when, conversely, is invasive of privacy the worker?
central point for the resolution of this question is the application of Article 4 of the Statute of Workers
.
The rule in the first paragraph, lays down an absolute prohibition on mandatory and, assisted by criminal sanction
, installation and use of audiovisual equipment and other equipment intended to control
"of work."
The second paragraph contains a prohibition that could be defined flexibly. Allows, in fact, the use of tools from which
could derive an indirect control of remote workers,
provided that the following conditions:
- use of facilities or control equipment is required, "with organizational needs and production or
by job security;
- the installation is subject to the achievement of an "agreement with the union representatives
business," or "failing that, with the council." In the absence of agreement, the employer
work must be authorized by the Management Regional Labour responsible for the area, which provides the
establishing 'how to use these facilities. "
The rule then makes a distinction between
http://www.europeanlaw.it/site 13/01/2009 18:03:28 / Page 2
a) equipment intended solely to remotely control the progress of work
, subject to the absolute prohibition
and b) equipment whose installation is required by organizational needs and production or
job security, which does not have as its primary "control", subject to a ban
flexible.
applicability of Article 4, case law characterized to date, as "legitimate"
the category of so-called defensive controls, which consist of forms of direct control or monitoring to ensure
misconduct of the worker who violated the company's assets or security, which does indeed fall protection
right recognized in Article 41 of the Constitution.
Accordingly, in the case law to date, when the purpose of control is
linked to the establishment of the commission of an offense, it would highlight the principles of freedom, dignity and confidentiality
protected primarily by the Workers' Statute. In this direction it moved the Supreme Court
with an important decision of April 3 2002 No 4746, part of which seems
be reversed by the latest pronouncement explained above.
The Supreme Court today revises its position in part, by taking explicitly
distances from the Judgement of 2002 cited above.
The new orientation of the Court relies on the fact that the need to prevent misconduct by employees
can not take a substantial scale in order to justify cancellation of any
form of guaranteeing the dignity and privacy of the worker.
For this reason, even the so called defensive controls must comply with the Article 4, second paragraph
the Workers' Statute. The Court
of Cassation, in essence, distinguishes two different cases of defensive controls:
1. checks to verify workers' misconduct involving (as in the case considered
) strict compliance with the performance and obligations arising from the relationship of work
2. controls relating to protection of assets unrelated to their employment, as the case examined in the ruling
4746/2002 (which focused on the legitimacy of the installation of a telephone survey of equipment
unjustified).
Therefore, the Supreme Court adds some elements to the theory of so-called defensive controls.
The Court, in other words, separating the implementation performance and its control ordinary
that would fall under the ruling in the forecast of 4 Workers' Charter, the protection of property
unrelated to the report, which would seem to exclude from that area.
doing so, however, the Court seems to restrict the concept of defensive controls.
Perhaps an item that should be reviewed again in light of new technologies, but that
ruling does not address is the concept of "control equipment".
Bastinado Toering Feet
more clearly than that!
Article 53. Night work
(Law of 9 December 1977, n. 903, art. 5, paragraphs 1 and 2, a) and b)
1. And 'forbidden to force women to work 24 pm to 6 am from the pregnancy until the age of one year of age 'of the child.
2. They are not obliged to night work:
a) the working mother of a child of age 'of less than three years or, alternatively, the father cohabiting with the worker;
b) the worker or the worker who is the only custodial parent of an unmarried child of age 'of less than twelve years.
3. Under Article 5, paragraph 2, letter c) of the Law of 9 December 1977, no 903, are also not 'obliged to perform night work, the worker or the worker who has charge of a disabled individual under the law of February 5, 1992, No 104, and subsequent changes.
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