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Law 29 April 2014 71 - Dispensing System Of Incentives For L

Original Language Title: Legge 29 Aprile 2014 N.71 - Sistema Di Erogazione Degli Incentivi Per L

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Draft Law "Changing Composition Commissions Cooperation, Prices, P

SAN MARINO


We the Captains Regent of the Most Serene Republic of San Marino

In view of article 4 of the Constitutional Law no.185 / 2005 and Article 6 of Qualified Law
186/2005;
Promulgate and publish the following ordinary law approved by the Great and General Council
its meeting of 11 April 2014:

LAW 29 April 2014 71

THE DELIVERY SYSTEM OF INCENTIVES FOR EMPLOYMENT AND TRAINING AND TYPES OF CONTRACT
A
CONTENT TRAINING
Art.
1 (Purpose)

1. This Act aims to provide tools and opportunities for employment in
broader categories of persons through the provision of incentives for hiring certain
groups of workers who, for various reasons, find it difficult
insertion or reintegration into work and therefore require specific and appropriate interventions by the state.
The common denominator of the interventions is to support a real and concrete path
training and acquisition of skills is a prerequisite for entering or re-entering the job market
of certain categories of persons, young people - laid-off workers - long-term unemployed
- more than 50 years, thus expanding the range of protections.
2. The Special Economic disbursing the system's aim of
stimulate the active search for a new job, eliminating excesses of protection while ensuring
who demonstrate their effective economic necessity to continue
to receive adequate income support through the social welfare system.
TITLE I

INCENTIVES FOR RECRUITMENT AND EMPLOYMENT TRAINING CONTENT
A
CHAPTER I


APPRENTICESHIP
Art. 2
(Concept)

1. Apprenticeship is a special employment relationship by virtue of which the worker is obliged
to service and the enterprise is obliged to impart or to impart to the apprentice,
within or outside of it , the training and education needed for it to acquire
the technical capacity required to achieve a given professional qualification or
to perform a training and application / practice after obtaining a title
study which the professional qualification, diploma or degree, or to assist in placement or relocation
targeted workers who need training activities to exercise the job
request.

Art. 3
(Apprenticeship for the achievement of a vocational qualification)

1. Apprenticeship aimed at obtaining, by the employee, a qualified professional
, pursuant to Annex A of this law, which can be changed by decree delegate
, is for young people aged between that the discharge of compulsory education and
25 years, enrolled in the lists of job placement. The length of apprenticeship is provided in Annex A.

2. The assumption in apprenticeship is open-ended and is subject to disclosure nominative
sent to the Office of Labor in accordance with Article 3 of the Decree-Law 156 of October 5, 2011
. The Bureau of Labor requires timely technical advice to the Training
Professional Center on the admissibility of the training project in accordance with law, shown in work
to the guidance section. The Vocational Training Centre take a decision within five days and
however, the principle of silence / assent. The company may also be made directly to
Vocational Training Centre prior request for ruling on the admissibility of the proposed training project
. The Vocational Training Centre should schedule regular
company visits to check the progress of the training and possibly suggest
theoretical classroom training where necessary. 3
. During the training period, which is considered the least apprentice yield and
business costs for education and training, the employer matches
monthly compensation equal to:
a) 1st semester: 50% of the contractual remuneration corresponding to the qualifying and final level of remuneration provided for by
declaratory of collective labor agreements;
B) 2nd semester: 60% of the contractual remuneration corresponding to the qualifying and final level of remuneration provided for by
declaratory of collective labor agreements;
C) Year 2: 70% of the contractual remuneration corresponding to qualifications and salary level final
established by declaratory of collective labor agreements;

D) 3rd year: 80% of the contractual remuneration corresponding to qualifications and salary level final
established by declaratory of collective labor contracts.

Art. 4
(Apprenticeship training and application / practice)

1. Apprenticeship finalized the conduct of a training course and application / practical
of theoretical knowledge acquired is reserved for young people aged between fulfilling mandatory school
and 35 years.
2. The method of recruitment apprenticeship in the previous paragraph is activated for
young people to their first job, registered on the lists of job placement, hold
Certificate or a vocational qualification Diploma, Higher Secondary School Certificate , Degree of
first level, Master Degree, Educational Courses and Masters Degree in post
tasks related to educational qualification. It falls within the concept of first employment also to have already exercised
a task connected to the qualification obtained for a maximum period of twelve months
, although not continuous over the last three years, and have engaged in work under
Decree-Law 87 of May 27, 2011 ratified by Decree-Law 110 of July 22, 2011. 3
. The assumption in apprenticeship is open-ended and is subject to disclosure nominative
sent to the Office of Labor in accordance with Article 3 of the Decree-Law n.156 / 2011.
The Office of Labor requires timely technical advice to the Training
Training Centre on the admissibility of the training project in accordance with law, shown in work
to the guidance section. The Vocational Training Centre take a decision within five days and
however, the principle of silence / assent. The company may also be made directly to
Vocational Training Centre prior request for ruling on the admissibility of the proposed training project
. The Vocational Training Centre should schedule regular
company visits to check the progress of the training and possibly suggest
theoretical classroom training where necessary.
4. The length of apprenticeship referred to in this article, at the request,
can not last more than two years.
5. During the training period, which is considered the least apprentice yield and
business costs for education and training, the employer matches
monthly compensation equal to:
a) 1st semester: 65% of the contractual remuneration corresponding to the qualifying and final level of remuneration provided for by
declaratory of collective labor agreements;
B) 2nd semester: 75% of the contractual remuneration corresponding to the qualifying and final level of remuneration provided for by
declaratory of collective labor agreements;
C) Year 2: 80% of the contractual remuneration corresponding to qualifications and salary level final
established by declaratory of collective labor contracts.

Art. 5
(Special Apprenticeship retraining programs for reintegration and rehabilitation work
)

1. And 'established special apprenticeship retraining programs for job placement and retraining
in order to facilitate the placement or relocation of targeted workers enrolled in the
start to work lists, which require training activity for exercise
job request. The apprenticeship is to encourage and support the training activities in the company of
affected workers, including through the use of the Vocational Training Centre where
necessary. Apprenticeship is banned for seasonal jobs and is aimed at taking time
undetermined of those who are in one of the following subjective conditions:
a) unemployed people continuously for at least three months, without calculating
any work performance accessory / casual, who do not receive unemployment benefits,
members from the same period in the classification useful for receiving the shock absorbers social
;
B) unemployed workers continuously for at least a month, temporarily and insufficiently occupied
workers without performing any work performance
accessory / occasional, with chronological age greater than 50 years who do not receive shocks
social;
C) women return to work after maternity or adoption until the third year of the child
;
D) unemployed workers who change substantially or previously carried
work activity, or job related to educational qualification.
2. The subjects referred to in the previous paragraph must be immediately available to work,

Doing interviews and work experience not gone well for reasons not attributable to
worker himself, proposed and documented by the Distributor, do not be refused jobs in the previous twenty-four months
, providing jobs and / or qualifications in any case deemed appropriate
and / or related to the qualification or professional experience possessed. 3
. The special apprenticeship retraining programs for job placement and retraining is
subject of communications transmitted to the Office of Labor registered pursuant to Article 3 of Decree-Law
n.156 / 2011. The Bureau of Labor requires timely technical advice to
Vocational Training Centre on the admissibility of the training project in accordance with law,
occurred in conjunction with the guidance section. The Vocational Training Centre to pronounce
within five days and in any case, the principle of silence / assent. The enterprise may also apply directly to the Centre
Vocational Training prior request
rule on the conformity of the training project proposed. The Vocational Training Centre
should schedule regular visits in the company to check the progress of the training and
possibly propose theoretical classroom training where necessary.
4. The length of apprenticeship referred to in this article, at the request,
can not last more than two years.
5. During the training period, which is considered the least apprentice yield and
business costs for education and training, the employer matches
monthly compensation equal to:
a) 1st year: 70% of the contractual remuneration corresponding to qualifications and salary level final
established by declaratory of collective labor agreements;
B) Year 2: 80% of the contractual remuneration corresponding to qualifications and salary level final
established by declaratory of collective labor contracts.
6. At the time of determining the amount of pension to be paid, in the case where the
worker in the previous ten years, has been taken in apprenticeship under this article
, is recognized, if later, the ' application of salary received before
change of activity. The remuneration is calculated adjusting it according to paragraphs 2 and 3 of Article 3b
of Law 157 of 8 November 2005 under Article 3 of Law 18 March 2008 n.47.
7. In the event that the employer does not retain in service the apprentice for reasons not attributable to the worker
, exceeded the trial period and before the time transformation
undetermined, is expected to return to the Institute for Social security an amount corresponding to the tax relief
of which have benefited from exceeding the trial period.

Art. 6
(Common rules for recruitment apprenticeship)

1. The apprentice must be accompanied by a tutor possess the expert knowledge,
as directed by the employer.
2. And 'the obligation of the employer to not to use the apprentice not
tasks and activities relating to the training program and it does not enable the aim pursued
taking apprenticeship. 3
. The periods of service as a trainee at the same or different employers
work and / or other periods of employment with training contracts combined for the purposes of
calculating the maximum duration of the training period, provided that no
separated by interruptions of more than three years, provided that they refer to the same or similar activities.
4. The Labour Office is required to notify the employer of the worker
relatively history at the turn and in particular job and qualifies periods of service in
as a trainee and / or other periods of employment with contracts training content, where the
data are not available on the portal of public administration - Section Labour Office.
5. At the end of the training program, the employer is required to notify
apprentice, the Office of Labor and Vocational Training Centre, in writing,
the acquisition of qualification on the part of the apprentice pursuant to article 3 above or
skills acquired under the preceding articles 4 and 5, information that they become part of the master
/ professional card referred to in Article 6 of Law 131 of 29 September 2005 .
6. The negative opinion of the Technical Vocational Training Centre Program training
apprentice, shall be promptly notified to the employer and to the Office of the

Work that is required to take the consequent measures. The appeal against the negative technical
opinion of the Vocational Training Centre is examined, in its first meeting,
by the Commission for Labour in Article 2 of the Law n.131 / 2005, by analogy with the
provided for in points a), b) and f).
7. Although not specifically covered by this law on apprenticeship
apply the provisions of the collective labor agreements.
8. Apprentices wages and salaries are exempt from the imposition of contribution, the cost of which
are charged to the State Budget on 2-4-7460 chapter "Special Fund for interventions
employment and containment of labor costs" .

CHAPTER II

INCENTIVES AIMED AT PROMOTING THE REINTEGRATION OF WELFARE WORK

earners

Art. 7
(Hiring incentives for equal work of the recipients of special economic
allowances and unemployment benefits)

1. In order to facilitate the redeployment of workers, registered on the lists of job placement
that have signed the Covenant of Service, who receive the special economic
Fine or the unemployment allowance referred to in Chapter III and Chapter IV of Law 31 March 2010 n.73 and subsequent
changes and additions, not to waste the experience and professionalism acquired, is
set up an incentive for their employment, provided that this occurs for a task
equal or similar to that previously carried out, namely the one for which it was recognized
the social safety net, or related to educational qualification, with entry to the same
salary level or at most a lower one.
2. The delivery of these incentives is authorized by the Labor Office. 3
. The workers hired under this Article are entitled to receive 100% of the contractual remuneration
divided as follows:
a) from 1 month to 12 months, 60% for the Social Fund for shock absorbers and
no later than the amount equal to 80% of the contractual remuneration monthly average
land referred to in Article 54 of Law 15 of February 11, 1983 and subsequent amendments, the
remaining dependent part of 'enterprise;
B) by the 13th month to the 18th month, 25% for the Fund for the Shocks and Social
no later than the amount equal to 40% of the contractual remuneration monthly average
territory of which Article 54 of 15/1983, as amended Act, the remaining
part in the undertaking.
The employer shall pay the employee the compensation in full, with indemnification from the
contributions payable monthly at the Institute for Social Security for the part of the remuneration paid by
for Shock Social Fund .
4. Employers benefit from tax relief in 50% for a period of
twenty-four months if the intake is indefinite.
5. The recruitment can take place either indefinitely is determined. In case of intake
temporary social shock perceived is suspended, the worker is entitled to perceive
100% of contractual remuneration and is recognized 50% of the incentive mentioned in paragraph
3. If, on expiry of the third month, the employer does not transform the relationship of
work indefinitely, the company retains the right to the incentives referred to in paragraph 3
without giving rise to the repayment of the facilities provided benefited. Should the company become
within three months of the employment relationship of indefinite duration, he is entitled to access to incentives and the
tax relief referred to in paragraphs 3 and 4 relating to the taking indefinitely, for | || period remaining from the date of processing.
6. In the event that the employee has been employed directly or converted after three months
indefinitely, whose employment relationship is interrupted for reasons not attributable to the same
up to twelve months after the end of the receipt of incentives from enterprise, the same is
required to return to the Institute for Social Security the sum corresponding to fines and
to tax relief of which benefited, except as provided in paragraph 5.

Art. 8
(Hiring incentives for training / retraining of earners
special economic benefits and unemployment benefits)

1. In order to facilitate the redeployment of workers, registered on the lists of job placement
that have signed the Covenant of Service, who receive the special economic
Fine or the unemployment allowance referred to in Chapter III and Chapter IV of Law 73/2010 and its subsequent

Changes and additions can be made for a period of training / retraining for
conducting a new job, to be performed at a private employer,
under the supervision of a tutor, whose knowledge specific, as directed by the
employer.
2. The assumption can take place either indefinitely determined that, with insertion, the maximum
, to two levels below, with reference to the task being performed at the time when it was recognized
social shock absorber. When hiring fixed-term, the company that transforms
within three months of the employment relationship of indefinite duration, is entitled to access the
incentives and tax relief related to the recruitment indefinitely for the remaining period
from the date of processing. 3
. Taking in this Article shall be forwarded to the Office of Labor and is the subject of
registered notice pursuant to Article 3 of the Decree-Law n.156 / 2011. The Bureau of Labor
requires timely technical advice to the Vocational Training Centre
admissibility of the training project in accordance with law, occurred in conjunction with Section
orientation. The Vocational Training Centre take a decision within five days and
however, the principle of silence / assent. The company may also be made directly to the
Training Center prior request Professional render its decision on the proposed project training
. The delivery of these incentives is authorized by the Office of Labour, acquired
technical reference of the Vocational Training Centre.
4. During the activities referred to in this Article, the protection of workers, are prepared
specific control actions by the Vocational Training Centre, in order to ascertain the
financial viability of the training / retraining; at the end of the period, the employer is required to notify promptly
skills acquired Labour Office for
obligations under Article 6 of the Law n.131 / 2005.
5. To all those who, pursuant to paragraph 2 of this Article, to be employed for a fixed term
, the special economic benefits and unemployment benefits are suspended
for the duration of the contract and the employee is entitled to receive 100% of the wage bargaining
.
6. Employers can hire the workers who receive the economic benefits or the Special
Unemployment benefits by taking advantage of the tax relief equivalent to 50%
for up to six months if the contract is fixed-term, and of 50% for a
maximum period of eighteen months if the contract is open-ended.
7. Workers employed for an indefinite period are entitled to receive 100% of
contractual remuneration, broken down as follows:
a) from 1 month to 12 months, 40% for the shock absorbers for Social Cash and | || but no later than the amount equal to 80% of the contractual remuneration monthly average
land referred to in Article 54 of Law 15 of February 11, 1983 and subsequent amendments, the remainder to be paid by
' company;
B) by the 13th month to the 18th month, 20% for the Fund for the Shocks and Social
no later than the amount equal to 40% of the contractual remuneration monthly average
territory of which Article 54 of 15/1983, as amended Act, the remaining
part in the undertaking.
The employer shall pay the employee the compensation in full, with indemnification from the monthly contributions
due to the Institute for Social Security for the portion of salary to
load for Shock Social Fund .
8. In the event that the employee has been employed directly or converted after three months
indefinitely, whose employment relationship is interrupted for reasons not attributable to
worker, up to twelve months after the end of the receipt of incentives the enterprise, the
same shall return to the Institute for Social Security corresponding to the sum
allowances and tax relief to which benefited, with the exception of the first three months.

Art. 9
(Hiring incentives of recipients of special economic
allowances and unemployment benefits)

1. In order to facilitate the redeployment of workers, registered on the lists of job placement
that have signed the Covenant of Service, who receive the special economic benefits or
unemployment benefits referred to in Chapter III and Chapter IV of Law 73/2010 and its subsequent amendments or supplements
, where the recruitment does not fall within the cases that referred to in

Articles 7 and 8, apply all the provisions of the previous article 8, with a decrease of
incentives and tax relief of 50%.

Art. 10
(Incentives for hiring workers with rehabilitative treatment contract)

1. The company which has entered into a therapeutic rehabilitation contract with one or more workers, the
Article 7 of Decree-Law 91 of July 23, 2013 and subsequent regulation, should the
expiry of the said contract to assume the worker may pay monthly compensation equal to:
a) year 1: 70% of the contractual remuneration corresponding to qualifications and salary level final
provided by declaratory of collective labor agreements;
B) Year 2: 80% of the contractual remuneration corresponding to qualifications and salary level final
established by declaratory of collective labor agreements;
C) 3rd year: 90% of the contractual remuneration corresponding to qualifications and salary level final
established by declaratory of collective labor contracts.
2. Wages of workers referred to in this Article shall be exempted for 50%
contributory imposition, whose costs are charged to the State budget on the chapter 2-4-
7460 "Special Fund for interventions in 'employment and containment of labor costs. "



CHAPTER III CONTRACTS INVOLVING TRAINING AND COMMON diposizioni


Art. 11
(in training Assumption)

1. The assumption in the adaptation of the training is aimed
worker skills, to his first job, the assigned tasks. The worker must be registered
in job placement lists. The assumption can be temporary or long
undetermined. Falls within the concept of first employment having already worked either
activities for a maximum period of twelve months although not continuous over the last three years in the job
subject recruitment and employment or work under-Decree law n.110 / 2011.
2. The above assumption is reserved for young people aged between that of fulfilling mandatory school
to 23 years and is authorized by the Labor Office. 3
. The intake can have a duration of not less than three months and up to twenty-four months
is permissible within the III category and may be extended, without interruption, until
reaching the maximum period of time.
4. During the period referred to in the preceding paragraph, companies can pay compensations amounting to monthly
:
- 1st year 80%;
- 2nd year of 85%.
5. The measures referred to in this Article shall be granted only once for the same worker
at the same undertaking, subject to the condition that she has kept in service
, exceeded the grace period, at least two-thirds of workers hired under training in
previous twelve months and for reasons not attributable to the worker. For the worker you can
complete this contract once and activities are documented in the
master / professional card of the worker referred to in Article 6 of the Law n.131 / 2005.
6. The Commission for Labor and / or collective labor agreements may establish
duration of this case in relation to the sector, and the qualification for the task together with the
sector, to skills and tasks to be excluded.
7. The assumption made under this Article shall be an alternative means hiring
apprenticeship referred to in Article 3.

Art. 12
(Internships)

1. The qualificandi, graduates and undergraduates can make
corporate internships for a period not exceeding nine months in the same company and only in activities related to the course of study
. This experience can be repeated at most at two companies.
2. They can also make business internship graduates and school leavers and young people who
have obtained the certificate of professional qualification required by the applicable laws of
vocational training, within twelve months after graduation and for a maximum of six
months. The internship referred to in this paragraph is carried out in an undertaking period
computable for the calculation of the maximum duration of intake apprenticeship which

4. Article 3. The company is required to inform the Office of Labour, in order to carry out the verification of
requirements of this Article, within a period of at least five working days
before the start date, the generality of intern, date of start and end of the stage

business, as well as the activities to be performed and its registered insurance coverage.
4. The compensation, by way of scholarship, must be equal to at least 50% of the territorial minimum
of the general collective agreement only the Industry Sector Work and free
by contributions and taxes.
5. The activity performed by the intern does not constitute employment relationship and is documented in the master
professional card.
6. For corporate internships that transform the employment relationship, the employer may
receive a contribution relief of 50% for a maximum period of six months if
taking both fixed-term and for a maximum period of twenty-four months if
intake is indefinite.
7. The employer is obliged to full restitution of the relief obtained in the case where the
employment relationship is interrupted for reasons not attributable to the person himself up to twelve months
by the end of the receipt of relief.
8. Section Labour Office Orientation relates to the companies on
names of graduates and undergraduates who could potentially be interested in this
experience.
9. The Management of the Office of Labor reports twice a year to the Commission for Labor
progress of job placements.
10. The Office Computer Technology, Data and Statistics is authorized to provide the Office of Labor
, at each annual update of its database, data on students.
11. To persons who do business internships, under this Article, for the duration of
themselves, it is not applied the suspension of family allowances.

Art.
13 (Common provisions)

1. They are excluded from the receipt of benefits referred to in this Title I employees who
prove partners, dated prior to disbursement of unemployment benefits, in any form,
with an over 25% share of the work involved , including members of cooperatives, the
directors and employees of employers membership organizations. Also they excluded
employees of employers who perform so prevalent sports activities in nature
professional, temporary work and domestic work.
2. The spouse, relatives and relatives within the first degree of owners or partners in business, company directors
and cooperative societies, can take advantage of the incentives provided for
Articles 7, 8 and 9 of this law, within the limits by one for each enterprise. 3
. The Labour Office shall provide the Commission each month for Work
detailed a list of assumptions that occurred under this Title.
4. The assumptions set out in Articles 7, 8 and 9 are prohibited for seasonal work and are not possible
if they are required by the employer or by the same group to which the company belongs
who had ordered the dismissal, as well as companies that pursue
still elusive purpose of the obligations imposed by current regulations.
5. The proportion of the Social Fund absorbers for recruitment under Articles
7, 8 and 9, includes the severance indemnities and the Christmas bonus for a
twelfth of the annual salary, the remaining part it is on the undertaking.
6. Costs of contribution exemptions shall be charged to the chapter of the State Budget 2- 4-7460
"special fund for employment interventions and containment of labor costs."


TITLE II SPECIAL INCENTIVES AND EXTRAORDINARY SEGMENT

Art. 14
(special and extraordinary Incentives industry)

1. By delegated decree proposed by the Secretary of State for Labour, in consultation with the
Secretary of State for Industry, Crafts and Commerce, having consulted the
Commission for Labour, on the basis of a precise and complex project development, can be set up
special and extraordinary incentives for hiring workers in one or more specific sectors
within a particular branch of economic activity, motivated by the choice of development || | industry or the need and desire to enter, in a given sector, workers enrolled in
of job placement lists.
2. The delegate decree must define the characteristics of the recipients, workers and enterprises
, the amount, the funding, the payment procedures, limits, restrictions and controls. 3
. The incentives referred to in the preceding paragraph have a maximum duration of one year after the entry into force of
delegated decree.



TITLE III MODIFICATION OF THE DELIVERY SYSTEM ALLOWANCE 'SPECIAL ECONOMIC


Art. 15

(Changing the special economic compensation delivery system)

1. Article 20 of Law 31 March 2010 n.73 and subsequent changes and additions is replaced
:
"Art. 20
(Amount and duration of the economic treatment)

1. The Special Economic Benefits are paid by the Institute for Social Security
by the fifteenth day of the month following that in which the allowance in accordance with
mode in the following paragraphs.
2. For mobile workers who have gained continuous work seniority
least twelve months at the employer who fired them, at least two hundred and sixteen
days actually worked there, the special economic compensation is owed extent
percentage of the actual net amount which would be been theirs, even on holidays, for
the hours not worked, including the zero hour and the weekly time limit contract
past six months previous activities the granting of treatment
including the compensated periods based on temporary lay-off, figuratively
recalculated to 100%, and net of the contribution paid by the employee, subject to the following percentages
: | || a) 70% for the first three months;
B) 60% from the 4th to the 6th month;
C) 50% from the 7th to the 9th month;
D) 40% from the 10th to the 12th month.
The above percentages are increased the relative share of the Christmas bonus and severance payments of
each equal 8.30% non-capitalized. 3
. For mobile workers who boast working seniority less than indicated in the previous paragraph
, but not less than nine consecutive months of at least one hundred sixty-two days
actually worked there at the employer who has them
laid off, the special economic benefits is due to the following percentages:
a) 60% for the first three months;
B) 50% from the 4th to the 6th month;
C) 40% from the 7th to the 9th month;
D) 30% from the 10th to the 12th month.
The above percentages are increased the relative share of the Christmas bonus and severance payments of
each equal 8.30% non-capitalized.
4. The right Special Economic allowance is in any case subject to the achievement of
days present actually worked at the employer who ordered the dismissal
.
5. The Special Economic allowance maximum amount referred to in this article may not exceed the territorial
monthly average contractual remuneration provided for in Article 54 of the Law
no.15 / 1983, as amended, as well as with established order of the Secretary of State for Health and Social Security
, reduced by 10%, including increases of Christmas bonus accruals and payable
dismissal.
6. When the worker receiving compensation in lieu of notice, the right to the special economic
shall commence with effect from the first day following the end of the period
corresponding to the compensation in lieu of notice. This period should be extended also because
any leave not taken.
7. They are excluded from the provisions of the preceding paragraphs those who access
pension benefits referred to in Articles 2 and 3 of Decree-Law 13 May 2013 53
ratified by Decree-Law 91/2013 in the manner prescribed in Article 4 of that Decree-law
.
8. To the entities referred to in the preceding paragraph the special economic benefits is due to the following percentages
:
a) 70% for the first six months;
B) 60% from the 7th to the 9th month;
C) 55% from the 10th to the 12th month.
9. If the employee starts to work during the period of special economic
fine perception, dispensing means suspended and will resume after the expiry of the relevant
employment contracts.
10. In the event that a worker, on the move or unemployment, has been employed on a permanent
and is subsequently involved in personnel reduction procedures under Chapter III of the Law
May 4, 1977 # 23, and term of employment as specified in the agreement
following the above procedure has not completed the minimum requirements for the
special economic allowance receipt provided for in the preceding paragraphs, for which it also considers the
'any period of training and education activated in accordance with the previously
Article 20 of the Decree-Law n.156 / 2011, is readmitted to the continuation of the enjoyment of social shock
which he was receiving at the time of appointment in question . ".
2. The provisions of this Article shall apply to the mobility arrangements, including the

Law 23 of May 4, 1977, concluded after its entry into force of this Act.

Art. 16
(Changing the amount of unemployment benefit delivery system)

1. Article 21 of Law 31 March 2010 n.73 are added the following paragraphs:

"2. Workers, both employed in temporary and permanent, classified in the categories
directives of collective agreements and the Law 17 February 1961 7 and subsequent amendments and additions
, is recognized for unemployment benefits when involved in procedures
reduction of staff under Chapter III of the Law May 4, 1977 # 23 except
employees that are shareholders in any form and / or directors of companies which has been revoked driver's license
exercise by the State Congress or the persons responsible for monitoring
on businesses. 3
. Workers hired on permanent contracts involved in staff reduction procedures,
under Chapter III of the Law n.23 / 1977, not eligible under the previous article
20 for the special economic compensation receipt , they are entitled to the provision of unemployment benefit
according to the provisions in article 23, with the exception of
employees that are shareholders in any form and / or directors of companies which has been
revoked the license of exercise by the Congress of State or individuals responsible for monitoring
on economic activity. ".

Art. 17
(Just cause of resignation)

1. The non-payment of wages owed to all workers for at least three consecutive monthly
, with the exception of the members, administrator and relatives and relatives of the employer
to the second degree, including the Christmas bonus and the 'redundancy payments,
it constitutes just cause for resignation for the individual employee. The burden of proof of payment of wages to workers
is up to the employer. In the event that the employer was untraceable
the procedure in the following paragraphs you can be followed in all respects.
2. The requirement for the purpose of the preceding paragraph is that of non
availability and / or inertia Administrator in the activation of "
collective dismissal procedure for staff reductions" within the meaning of Chapter III of the Law 23/1977, as amended
in this case, the convocation of the Director
Permanent conciliation Commission and the communication sent to all members, the non-settlement of the dispute to the absence
defendants or not conciliation, it is a valid document to obtain registration of workers
resigned to special mobility or unemployment lists and admission to the enjoyment of
support allowance which they are entitled in accordance with the provisions of law 73/2010 and subsequent amendments and additions
. 3
. The applicant has to make request to open the procedure laid down in Act
23/1977 to the Office of Labour, accompanied by the minutes of the Permanent Conciliation Commission
in which you declare the non-settlement of the dispute. The Labour Office shall transmit the request
to the Secretariat of State for Labour, which provides the attendance of parties,
in accordance with the provisions of article 20 of the same law.
4. The resignation for just cause and the obligation of registration to the lists of mobility / unemployment
from the date indicated in the mobility agreement.
5. The procedure established by virtue of this Article shall be considered for the company,
to all intents and purposes, "Collective redundancy for staff reduction".

Art.
18 (Assessment of the economic situation of households)

1. The gradual reduction in the amounts paid as a special economic benefits
can be integrated, from the fourth month until the amount paid in the
first three months, as provided in article 15, through
request for verification of the economic condition of the household.
2. The integration of the previous paragraph may be provided by the Institute for Social Security
only to those who prove to be actively looking for a new place of work
, to be immediately available for work, that he conducted interviews and work experience
not gone well for reasons not attributable to the person himself, and proposed
documented by the Distributor, not turning down jobs that include tasks and / or qualifications in any case deemed appropriate
and / or related to the qualification or professional experience

possessed. Such circumstances must be documented and declared in writing by the Distributor
and sent to the Institute for Social Security.

Art. 19
(Temporary provision)

1. Until the entry into force of a special assessment instrument of economic status of the household
, the special economic compensation maximum amount can not exceed the monthly average territorial
contractual remuneration provided for in Article 54 of the Law
11 February 1983 n.15 and subsequent amendments, as well as established by order of the Secretary of State for Health and Social Security
, reduced by 10% including increases of the Christmas bonus and severance accruals
payable.
2. The disbursement of the provisions of paragraph 2 of Article 20 of Law 31 March 2010 n.73
as amended by Article 15 of this Law, without prejudice to the provisions of paragraphs
7, 9:10 the same article, is based on the following percentages:
a) 70% for the first six months;
B) 60% from the 7th to the 9th month;
C) 55% from the 10th to the 12th month. 3
. The disbursement of the provisions of paragraph 3 of Article 20 of Law 31 March 2010 n.73
as amended by Article 15 of this Law, without prejudice to the provisions of paragraphs
7, 9:10 the same article, is based on the following percentages:
a) 60% for the first six months;
B) 50% from the 7th to the 9th month;
C) 35% from the 10th to the 12th month.
4. The disbursement of the provisions of paragraph 8 of Article 20 of Law 31 March 2010 n.73
as amended by Article 15 of this Law, without prejudice to the provisions of paragraphs
7, 9 and 10 the same article, is based on the following percentages:
a) 70% for the first six months;
B) 65% from the 7th to the 12th month.
5. The provisions of this Article shall apply to the mobility arrangements, including the
Law n.23 / 1977, concluded after the entry into force of this Act.

TITLE IV FINAL PROVISIONS



Art.
20 (provisions relating to the determination of the amount of the incentives)

1. The amount of the benefits, the pay and social contribution rates, and periods
where the incentive is paid, under this Act, be changed by decree delegate
.

Art. 21
(Hiring temporary)

1. The maximum duration of use is for a fixed term of eighteen months at the
same company with a maximum of four renewals, subject to the time limits more
eventually established in the collective labor agreements.

Art.
22 (provisions relating to the determination of the extent of the minimum wage
for employment of young students)

1. For the determination of the minimum wage measure for employment of young
students, referred to in Article 4 of the Decree-Law n.110 / 2011, you keep referring to what
shown in a) of 'Article 11 of the Law previously in force July 24, 1987 89
as amended by Article 3 of Law 36 of March 4, 1993.

Art.
23 (Certification of the regular tax position)

1. In order to access the incentives and tax relief provided by this Act, the
Labour Office is required to verify the regular tax position of the applicant's employer.
2. A determination of non-payment of wages payable to all workers
for at least two consecutive monthly during the receipt of incentives and / or tax relief
of the present law, result in the immediate revocation of the same and the refund of the perceived
.

Art.
24 (Repeals)

1. They are repealed:
- Law 27 of September 11, 1961 "Law on the Protection of apprenticeship";
- Articles 10, 11, 12, 20 and 25 of the Decree-Law 156 of October 5, 2011 "Urgent measures for the
simplification and labor market efficiency" and Article 5 of the Chief Executive Decree
26 July 2010 n.132;
- Law 89 of July 24, 1987 "Regulations on vocational training" and Law 36 of 1993 on March 4
"Additions and changes to the July 24, 1987 89 of" Law Legislation on
vocational training "except as provided in Article 22 of this law;
- Articles 10, 11, 12, 13, 14 and 15 of Law 131 of 29 September 2005 "Law for the Promotion, the
support and development of employment and training";
- Articles 20, 25, 26 and 27 of Law 31 March 2010 n.73 "Reform of social safety nets
and new economic measures for employment and employability";
- Article 8a of the Decree-Law 91 of July 23, 2013 "Urgent Measures in the area

Redundancy and temporary retirement benefits ";
- Decree-Law 19 of March 6, 2013 "Urgent measures to protect workers involved in
personnel reduction procedures".
2. They are also repealed all previous provisions which are inconsistent or
incompatible with the rules of this law.


Art.
25 (Entry into force)

1. This Law shall enter into force on the fifteenth day following that of its legal publication
.

Our Residence, 29 April 2014/1713 dFR



THE CAPTAINS REGENT
Valeria Ciavatta - Luca Beccari




THE SECRETARY OF STATE FOR INTERNAL AFFAIRS


Gian Carlo Venturini


ANNEX 1
A




VOCATIONAL QUALIFICATION DURATION apprenticeship
Services to persons:
- beautician Operator 3 years
- hairdresser Operator 3 years

Services for catering:
- Cooking Operator 3 years
- hall operator bar two years
- Operator of production of bread, pastries and ice cream three years

Services
- Operator of green areas two years

Mechanical and metal processing:
- operator of the repair of motor vehicles three years
- Operator coachbuilder three years
- Installer of electrical and photovoltaic systems three years
- Electromechanical operator 3 years | || - operator of the repair of electronic equipment,
appliances and telecommunications equipment 3 years
- Blacksmith 3 years
- Maintenance of plant and machinery 3 years
- plumbing and heating Operator 3 years

Machining non-metal minerals:
- Decorator two years
- Painter 2 years
- Stonemason two years

Wood Machining and related:
- Carpenter / Carver three years

Machining and related Editorials:
- Operator of publishing and allied three years

Various processes:
- Pattern maker three years
-
Sarto three years - three years Upholsterer