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Stop the attacks on privacy


withdraw the scheme which limits the anti-privacy protection over 15 employees. The
Members of both parties had proposed to exempt all businesses from providing for the minimum security measures to protect personal data, second, the same amendments included the elimination of protections for individuals, legal entities and associations. In short, with these rules, companies could no longer be held accountable for failing to secure sensitive data of their employees.

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Farewell to privacy in the workplace


Privacy in check. The protection of our personal data is at risk: Members of both parties are in fact trying to empty the law that protects confidentiality. How?
With simple amendments to the bill. Bersani on deregulation. A demarcation was Stefano Rodota former data protection commissioner. Read the press release from direattamente.

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Sentences ... New



From "Corriere.it" Today:

(http://www.corriere.it/Primo_Piano/Cronache/2007/09_Settembre/17/cassazione_maldicenze.shtml)

of Judgement Supreme: licensable who discredits.
He risks the place who speaks ill of the company.
The Supreme Court, "ruin the image of the company undermines the trust relationship between companies and employees'

ROME - Who speaks badly of the company where she works, or colleagues, can be fired. This was established The Court of Cassation, with the sentence number 19 232 of 14 September, has upheld the appeal of a health facility that had discharged a nurse because, among other things, had "uttered offensive words on the capacity and professionalism of staff, and particularly against the head nurse of the sterilization department and against the head nurse of the day hospital. "

story - can thus losing his job a worker who discredits the company speaking ill of the services offered and the professionalism of his colleagues. The licensed nurse (who had spread the word of the presence of medicines and medical equipment and media expired) had initially recovered place: the Court of Monza to which the woman had turned him right and in fact had annulled the dismissal (also recognizing a reasonable compensation for the damage). The Court of Appeal of Milan, then, had reduced the extent of the injury but confirmed the reintegration into the workplace. So the health authority has appealed to the Supreme Court, ultimately winning.

new trial - The judges of the work session have allowed the appeal by referring the case to the Territorial Court of Brescia, calling the new board to reconsider the case: to be determined whether all behavior and slander of women have undermined the trust and discredited the image of the outside structure. According to the judges of Piazza Cavour, "in terms of dismissal for just cause or justifiable reason, when the employee several episodes are contested, the trial court should not evaluate them separately, but globally, in order to ascertain whether their overall relevance is that to undermine the trust that the employer must be able to put the employee. "

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CLASSIFICATION: initial difficulties at the table of CCNL


On Thursday 13th September a meeting was held between Fim, Fiom, and Uilm Federmeccanica, a restricted delegations to examine in detail some issues concerning the renewal of the metalworkers Negotiable.
Particular discussion was required on the union shared and supported by Dial and other organizations with high professionalism, about the reform of classification professional force since 1973 (!!).
The business delegation stressed the particular interest not to put his hand to a system that actually works today on the basis of adjustments made with one-sided business logic. However, did not rule out a possible revision of the framework increases, in fact, levels or by acting on the old declaratory.

Federmeccanica also placed three heavy conditions:

1. As if you were to define the new National Collective Bargaining Agreement will be immediately applicable, not further trading business or industry.
2. Any reform must be "zero cost", without damages or benefits to the parties, throughout the whole validity of the contract.
3. Sharing a job classification system in bands could be accepted only by providing mobility "to climb" but also "down" in the same age.

On these points the trade union delegation responded by supporting the need for real reform of job classification system. In fact, when fully implemented, it will be implemented in various types of companies and therefore must necessarily be gleaned by local custom, rejecting the logic of "wages of place "represented by the upward mobility and downward in age.
Negotiations continue on other issues of trade union platform on 20 September.