LAW 17 February 1961, n. 7. Law
for the protection of labor and workers.

We the Captains Regent of the Most Serene Republic of San Marino
We promulgate and publish the following law approved by the Great and General Council
its meeting on February 17, 1961:
I
TITLE OF ASSOCIATIONS UNIONS.
Art.
1. Registration.
Trade union organization is free.
The trade union associations or federations must be r tered at the Commissioner's Court.
Art.
2. Conditions for registration.
The registration can not take place without the prior publication to valvas
Statute for a period of fifteen days. After the period of its publication, anyone who has founded
reason can make opposition within ten days following the publication.
It 'condition for registration is that the statutes of the trade unions establish their internal organization on a democratic basis
. The statutes must, among other things, expressly state the purpose of the association, the
headquarters, any relationships of dependency and union with other associations, the conditions of
admission and resignation of members, the manner and forms with which must be approved contributions, the
composition and competence of the governing bodies, including the board of Auditors with the control functions
, the association's legal representative, the grounds for exclusion from ' association,
administration rules of social income and assets. They will also have to establish that members
, whatever contribution they paid, not entitled to any profit management,
and that of operating profits, in case of liquidation of the association, to be donated to of charities
San Marino, that the governing bodies should be renewed at least once every three years
and their election should be by secret vote by board, the annual financial statements of the associations should be
approved by no later than
April of each year, after being made public in advance deadline for subscribers.
Art. 3.
Legal personality of trade unions.
Registered trade unions have legal personality.
They can stand trial and purchase real estate and furniture, whether for consideration or free of
, with compliance with applicable laws. For the purchase of real estate should be
authorized by the Council of Twelve and are free of charge Dalp nection in heading XXXIV
Book III of the Statutes, as amended by Article 9 of Law 18 June 1868, and
with Article 5 of the law 14 March 1918, n. 11, as well as by the decree of September 17, 1946, n. 53.
Art. 4.
Concepts and numerical requirement.
For the purpose of this Act is meant by trade union or Unions Association, the Confederation or more
'unions of the employers union; for Statutory Union means the association of more
'unions of employers, trade unions or employers.
The Union Associations or unions can not obtain registration if they do not include
least six categories of providers of work as well as a minimum of 500 members.
Unions of employers should include the purpose of registration, at least eight categories
or a minimum of 100 qualified members.
Art. 5.
Withdrawal of registration.
The non-observance of the requirements of Articles 2 and 4, even after adjustment, can
result, upon application, to the withdrawal of registration and loss of legal personality after
that the Magistrate of Labour it has assessed the merits of the action.

TITLE II OF WORK DISPUTES.
Art. 6.
Permanent Conciliation Commission.
The individual and collective disputes p tranno work to be judged by a
permanent Conciliation Commission appointed by the council, composed of four members and a
President, who will hold office for a full term.
Against the Commission's decision is allowed to appeal within fifteen days of the Law Commissioner
as Magistrate for Labour, who will judge permanently with summary procedure.
In the above judgments it is allowed to intervene as well as representatives of Trade Unions of defenders.
Art. 7.
Tax exemptions.
The procedure referred to in Article shall be implemented, including the enforcement of judgments, with
exemptions from stamp duties and registration fees.

TITLE III OF THE CONTRACT OF EMPLOYMENT.
Art. 8.
Employment contract.
The labor contract collectively concluded between the registered trade unions of the employers and the unions
registered employers has efficacy of law.

The main provisions of these agreements also govern those relationships by analogy of character
personal and domestic, that are not subject to specific collective agreement governs.
The collective labor agreement must, under penalty of nullity, be in writing and also be made public
by deposit in a Clerk of the Court, as well as through the Official Bulletin
or equivalent thereof.
Art. 9.
efficacy erga omnes.
The collective labor agreement concluded between a Trade Union and another antithetical has
effectiveness obligatory for all those belonging to the categories to which it relates.
If you experience the competition of more 'contracts will apply the provisions more'
favorable to employees.
The collective agreement continues to have effect after the expiration, until intervened
a new collective agreement.
Art. 10.
contents of the collective agreement.
The employment contract must contain the minimum and ways of pay, the duration of the
work, the rules for recruitment and for the trial period, the discipline to internal committees, || | the conditions and forms of the review, modification, termination of the contract or part thereof.
Art. 11.
treatment more 'favorable.
The employment contract may contain, in respect of providers of work, a more '
favorable treatment than that provided for by the rules relating to the subject of the work.
Art. 12.
duration of the employment contract.
The employment contract may be concluded for temporary or permanent. It is assumed
indefinitely unless the period is not the specialty of the report or a written document.
If the performance of the job continues after the deadline is not a contrary intention of the parties
, the contract is deemed indefinitely.
The open-ended employment contract may be terminated by the will of either party
according to the terms of the contract itself.
Art. 13.
Trial Period.
The trial period will be governed by employment contracts. In any case you can not exceed six months.
During the trial period either party may terminate the contract without notice or bonus
. Completed the trial period intake becomes final and the service
lent must be assessed in any operation of law.
Art. 14.
Remuneration and terms of payment.
The salary of the employee can be tabilita time or by the piece, depending on the
business needs. In any contract must be established mandatory minimum of remuneration to
time, for all the categories that the contract refers. Rates of piecework, equalized
to normal working capacity of the average lender, must allow a minimum gain of 10%
over the base pay.
The salary can be determined partially or completely even with profit sharing, or
its products, with commissions or benefits in kind. In that case the stipulation will not be valid if
average performance, equalized to a year, it is not at least equal to the basic pay provided
for the category.
The remuneration shall be paid through the envelope page, periodically at least every two weeks
for manual workers and every month for the technical, intermediate and employees. If
pay a fee or participation in, the employee is entitled to receive monthly or fortnightly payments
adequately. In the absence of agreement between the parties, the remuneration shall be determined by
Magistrate Labour into account the opinion of the trade union associations.
Art. 15.
Equal pay.
To the woman, with the same performance, it is due to the stes man pay.
Art. 16.
duration of benefits.
The duration of benefits, for all the company's employees, shall not exceed 48 hours per week and 8
daily. For the office staff not p trà exceed 44 hours per week.
And 'admitted the overtime request the Inspectorate of Labour, which will give the
approval for up to two hours daily.
That benefit will be paid a fee of 25% above the regular pay.
When exceptional circumstances the employee is required to work after
authorization by the Labour Inspection, on festive days Sunday, remuneration
will be increased by one hundred percent.
In the case of night work between the hours of 22 and 6 o'clock, the increase is 25% if the work concerned
normal, 50% if extraordinary, if 15% to rotating shifts. Where the performance occurs

On days of national holidays in art. 21, the remuneration will be tripled.
Not compensatory rest is allowed.
The violations of the provisions of this Article shall be punished with fine from Lire 5,000 to Lire 50,000
.
Art. 17.
discontinuous work.
The application of the standards referred to in the previous article are excluded categories providing
domestic work, intermittent or standby, workers in seasonal jobs, according to the annexed table A;
For these categories, however, it can not be exceeded a total of 72 hours per week and 12 hours a day
.
Art. 18.
weekly and holiday rest.
The employee is entitled to the Sunday weekly rest; the rest will be exceptionally
transferred to another day of the week, where reasons shift or working need the
impose. In addition, the employee has the right to rest fixed for the celebration of civil and religious festivals
set by the Great and General Council for the ubblici employees and the trade union agreements,
by an annual calendar, for private employees.
The rest should have a period of 24 consecutive hours.
The limitations referred to in this and the preceding Articles 16 and 17 shall not apply to managers of
companies and the people who occupy supervisory posts.
Art. 19.
Annual leave.
The employee is also entitled, to the extent and by the fractionation
established in the annexed table B, to a period of paid leave.
This period should be continuous if possible.
The time in which the leave may be granted will be determined in agreement between
business owner or employee, taking into account the spectiv needs and opportunities.
The right to leave is not waivable.
Art. 20.
Bonus Christmas.
On Christmas occasion it is for employees, such as bonus, the payment of one month's salary if
employed or intermediate, and 200 hours of emoluments if worker, inclusive of all allowances
, with the sole exception family allowances and in reimbursement payments.
At lender of work, hired after January 1 or fired before Christmas
payment and, in any case, used occasional or temporary, the bonus will be paid on account of
work actually performed during the year to twelfths if used, and number of weeks
with 4 hours of payment for each week if worker, after deduction of the period of absence due to the fact
volunteer of the employee.
Art. 21.
National holidays.
On the occasion of the national holiday of February 5, March 25, April 1, May 1, July 28, 3
September 1 and October 14, if different co days Sunday, it is for employees to | || full pay along with the rest.
In the case of provision of work in these festivities will follow the rules and measures in art. 16.
Art. 22.
Matrimonial leave.
At lender of it operates, in case of marriage, a leave of 15 paid days.
Art. 23.
Injury, illness, pregnancy, child.
In case of incapacity due to accident or illness, the person undertaking the work have the right to resume his duties at the end of
necessary absence as long as they do not exceed 180 days. For pregnancy and childbirth
absence will be required 150 days and must be observed for the 3 months of the alleged
date of childbirth and the two months following childbirth itself.
In the case of accident at work the period referred to above shall be extended up to one year if the disability continues
.
The period of absence from work for one of the causes aforesaid is calculable for the
maturation of workers' rights, with the exception of the Christmas bonus.
Art. 24.
paid Permissions.
The service-work, which falls into place after the management period and postnatal
in the two months to it, has the right to take time off work for two dl discontinuous hours daily and paid
in order breastfeeding infant. Also he entitled to time off work to dueore discontinuous daily
not paid in the following months until weaning.

TITLE IV OF WORKING CONDITIONS.
Art. 25.
physical and moral protection of the worker.
The employer is required to take the measures that the exercise of the enterprise, according to
peculiarities of work, experience and technology, are necessary to protect the physical integrity and personality of
work providers.
This matter will be regulated by special rules to be enacted.
Should also observe and implement the necessary standards eg healthy working conditions and environments as well

Rationality of the systems according to the special rules governing the h.
Art. 26.
internal committees.
The requisitioned workers have the right to organize and be represented, in the bosom of the firms to which they depend
, by internal committees. Regulate such organs is left to the trade union agreements
.
Art. 27.
Right to strike.
And 'it recognized the right to strike. The exercise of the right to strike will be regulated by a special law
.
Art. 28.
Apprenticeship.
The apprenticeship is regulated by special law.
Art.
29. Duties of the employee.
The employee must be on time and due diligence in the performance of the work:
must comply with instructions given for execution and the discipline of work and respect
technical and administrative hierarchy.
At the employee is forbidden to conduct business on behalf of third parties in competition with
employer, to divulge information concerning the organization and production methods
undertaking or to use them in so you can bear to ssa injury.
Art. 30.
Disciplinary sanctions.
The non-observance of the provisions of the article above and likewise any other conditions on the job or having
this a direct and negative impact, can result, depending on the severity of the infringement
, the application of one of segunti disciplinary sanctions:
a) verbal warning;
B) warning;
C) warning;
D) suspension from work;
E) dismissal;
F) dismissal.
The latter penalty may be applied only for a very serious lack and such, however, as
make it impossible to continue, even temporarily, of the employment relationship and the loss
matter of the rights of notice and compensation for end service.
Unless individually so serious infringement to require immediate application of a
of the sanctions referred to in letters d), e), f), for which in any case will have to be addressed the
Commission internal, will rise to the principle of gradual specification applying to subsequent
deficiencies, first the more 'mild sanctions and then the more' serious according to the order listed above
.
Art. 31.
job performance.
The employee shall be used for the duties for which he was hired. However, if it is not
agreed otherwise, the employer may, in relation to the needs of the company and heard the opinion of the internal
Commission, assign the employee to a different job as long as it does not
result in an overall decrease in salary or a professional downgrading or
a substantial change on his performance.
Art. 32.
Fines.
Violations of the provisions of this title shall be punished by a fine of L. 3,000 to L. 50,000.

TITLE V EXTINCTION OF EMPLOYMENT.
Art.
33. Withdrawal from the contract.
The working relationship of indefinite duration can not be terminated by either party, except in the case
referred to in subparagraph f) of art. 30, without prior notice or without the corresponding compensation, in
terms and to the extent set out in the attached table C. This provision shall also apply for
cases of termination, reduction, liquidation of the company, the opening of the judicial contest
among the creditors of the company. The anziità allowance is also due if the lender work
death.
Art. 34.
of-service increment.
In addition to the right referred to in the previous article is due to the employee, in any case, unless
that of dismissal, a proportionate allowance to the extent provided in the attached table D.

Art .
35. Computation of indemnity.
The allowances referred to in articles are due on final salary and shall be calculated by computing
commissions, production bonuses, the bonuses and the products and any other compensation
have ongoing, with the exclusion of what is paid as reimbursement
expenses and family allowances.
If the employee is paid in whole or in part by commission, with production or with
participation, these bonuses are determined on the average service of last year or the emoluments
quickly as the service provided.
Art. 36.
Tax exemptions.
The allowance for the lack of notice is exempt from income tax and social security
.
Art. 37.
Transfer and transformation of the company.
In the event of sale or transformation of the company, when the previous one has not
to the settlement of cuiagli previous articles bonuses, the company transferee or

Resulting from the transformation, where it intends not to hire the providers of work with all the rights to
they compete, it will be required to comply with the obligations incumbent on the previous company
respect of the staff.

TITLE VI SOCIAL SECURITY AND ASSISTANCE.
Art. 38.
Contributions mandatory retirement.
The entrepreneur and the person undertaking the work they are required to pay contributions to the special laws establish
for the assistance and social security, for accidents, illness, disability and old age, for
pregnancy, puerperium, involuntary unemployment and to the extent that is or will be fixed by
same laws.
These contributions will be commensurate respectively income, salaries or wages.
It does not exclude the payment of contributions the stipulation of particular private insurance forms,
although full load entrepreneur.
The benefits of pension and insurance funds are due to undertaking the work even if the entrepreneur does not
has complied with the prescribed payments. In this case the entrepreneur, in addition to the penalties established by special laws
, will be held at the reconstruction of the damage caused by the failure.
A similar requirement will pay to the landlord and tenant for the contributions made by the settlers,
by agricultural workers it has accepted for cultivation works.
In agricultural work at piece rates the contribution is due by the entrepreneurs themselves.
Art. 39.
Service Certificate.
Upon termination of employment, whatever the cause, the employer must issue
undertaking the work the certificate of service will be provided in which only specified the service
period and tasks disengaged.
Art. 40. Disclaimers
and transactions.
Any waiver or transaction with the treatment given to the employee by law or collective agreement
is not valid. Nullity must be invoked, under penalty of forfeiture, within three months from the termination of the relationship or
from the date of resignation or transaction, if they are made after the
termination of employment, or by recourse to the Standing Committee conciliatory or
Magistrate of Labor in accordance with art. 2.

TITLE VII OF PLACEMENT.
Art. 41.
Job Centre.
The Job Centre has the task of goodwill to work of the employers
according to the procedures established by this law.
Art. 42.
mandatory Assumption.
The employers are obliged to hire the company's employees through the Office of
placement.
Employers are given the option of choice in the context of the lists within the categories of eligible
specific professional skills, for special tasks; but in this case the employers
are required to obtain prior approval of the Employment Office.
The Employment Office shall handle here the required within five days from that on which the
has received.
They are excluded from the above provisions the central offices of trade unions and political
well as the professionals' studies, without the obligation to inform the Office of the intake
placement within 10 days.
Art. 43.
up the lists.
The employee, is employed, both workers, to be launched to employment must be in writing
Office unemployed.
The registration must be done from the office, notes do the order of the presentation of the application for
lists broken down by professional category and by type of production.
The placement will take place in the order of Precedence established by the
Employment Commission, except as provided in the preceding article.
Art.
44. Obligatory communication of the employer.
The employer has an obligation to report to the employment office, within 48 hours, lenders opera
I've dismissed or who have resigned.
Art. 45.
Sanctions.
The employer who violates the provisions of Articles 42 and 44 shall be punished by a fine of L. 5,000 to L.
30,000 for each of the assumptions and unreported workers in violation of the obligations to it
forming load.
The employee who has failed to register with the Employment Office and take
service out of office by the aforementioned, it shall be punished by a fine of L. 500 to L. 3,000.
The fines are intended for the Office of Assistance and Social Security.
Art. 46. ​​
Employment Commission.
The Office is in charge of placing a Commission composed of a chairman and six members
appointed by the Great and General Council. They will ache part of that Commission by vote
Advisory
one representative from each union to employers and job providers registered
and the Director of the Agricultural.
In the Distribution Charge it to compile the order of precedence for starting
work in response to requests taking into account, above all, the professional qualification
and attitude, the state of need and the state family's.
Art. 47.
Work book.
The employee whatever their category must be equipped, by the Office of Civil
State and prior authorization of the Employment Commission, the personal work book.
The booklet, serially numbered, must include the identity of the holder,
the category and work qualification to which it belongs.
It should also include, for the employer, date of hiring and firing, the
salary and variations to, the payment of end of service, the recording of work periods are performed for
any private or public employer. It may take place
the registration of charges of injuries possibly suffered, periods in which the employee was assisted
, with an indication of the social insurance benefits received.
Art. 48.
Registration.
The booklet estate is entrusted during the period of service, the employer who is responsible
.
At the end of the service booklet, in order with the recordings, will be delivered by the
worker to the employment office, which will save all the time that will last the
unemployment worker, releasing the depositor a certificate of recognition which must be endorsed
periodically care worker, by the Office of Employment.
Those who are moving away from the validation in the period specified by the placement you will feel
fallen from work request.
Art. 49.
Sanctions.
The employer who does not attend to the exact record in the booklet of the compulsory data required
art. 47 or who fails to collect the beginning of their employment booklet or in violation of Article 48 shall be punished by a fine of
L. 1,000 to L. 10,000 per booklet.
All businesses are required:
1) to inform the Office of the placement requirements for hiring personnel for denunciations
workforce taken of any category and for all changes in personnel;
2) to hold regular payrolls released by the Institute of Social Security and other documents
relating to the payment of remuneration of any kind to the same staff;
3) to report wages, salaries and fees paid to personnel in the modules that will be
adopted by the Institute of Social Security. TITLE VIII

LABOUR INSPECTORATE.
Art. 50.
Department of Labour.
Inspectorate of Labour control functions are handled by the application of the laws laid down
in job protection and workers.
At the same task is to ascertain the violations of this law, by filling the minutes
relevant for the purposes of application of sanctions by the competent magistrate.
Art. 51.
Business Register.
At the Department of Labour has set up a register of companies, in which will be registered,
grouped into categories, all firms, however, carry on their activity in the territory of the Republic
.
Art.
52. Registration obligation.
They are subject to the membership both private companies and entities engaged:
a) industrial, artisan, commercial or agricultural;
B) concessionaires of the management of public services;
C) banking, insurance or financial;
D) of administration companies or transport;
E) health care businesses;
F) any additional or auxiliary activities of the previous;
G) worker cooperatives, production and consumption of both f tto that recognized.
The companies, both individual and collective, including the craft, based outside
Republic, which perform activities any longer, involve more than fifteen days, are tenut
to provide himself with a special license in accordance with the law establishing the operating license.
If the above activities is not more than fifteen days is enough to carry out such activities
a simple prior written consent of the Labour Inspectorate, the Office heard placement
.
The undertakings are in any event obliged to give notice to the Inspectorate of Labour
within three days of the start of their duration, nature and place.
Art. 53.
Application form.

At the entry in the register of companies is provided by the Labour Inspectorate, at the request of the person concerned
, the owner or lawful representation of the company, established after the contest
of the conditions prescribed by law for the grant authorization or the exercise of the activities
object of enterprise itself. The inscription shows the social r gion, the object, the headquarters, branches, g
establishments, the name of the private company, the name of the legal representatives, and the istintori
prosecutors, with the indication of specific faculties ascribed to them and the rough indications
of the deed, where there is.
The registration application must be submitted within 15 rounds since the start of activities.
For worker cooperatives, production and consumption the entry must also involve
the list of shareholders and its variations.
Art.
54. Modification of the companies.
Every business owner must, within one month, notify the Inspectorate of Labour,
for the registration of charges in the register of companies, modificaz oni of the above elements.
Art.
55. Jurisdiction of the Labour Court.
Any dispute concerning the obligation of registration, the firm denied registration or
assignment to the category which it belongs, will be settled on an action, by
Magistrate for Labour.
Art. 56.
Sanctions.
The entrepreneur who fails to comply with the prescriptions laid down in Articles 52, 53, 54,
it is punishable by a fine of L. 5,000 to L. 50,000. In case of relapse can be also adopted a
suspension or revocation of the license, authorization, concession or permission which is subject
the exercise of business activities.
Art. 57.
Work Cooperatives.
The worker cooperatives and production and similar, ven if they rely only
performance of their members, are required for the fulfillment of obligations of pension and insurance funds, the
observance of the present rules law.
Where employ wage labor or salaried outside the circle of their partners,
in respect of such employment relationship are to be fully compliant
full of rights and duties established by this law.
Art. 58.
rules with regard to public administration.
The Public Administration and the bodies directly dependent on it will only
obliged to observe the rules relating to the security, to the payment of
paid holidays and the Christmas bonus and the granting of leave in proportion to the days of work provided
, with the exclusion of any other costs or obligations prescribed by this Act to
borne by employers.
Art. 59.
conditions more favorable.
In any case it is without prejudice, in favor of service providers d 'pear, the treatment more' favorable results from
current contracts individual or category, or established by custom or usage.
Art. 60.
Effectiveness of the law.
This Act comes into force from 1st April 1961. Table A

Categories in which no working time limits apply, up to the maximum amount established by Article
. 16 of this Law.
A) employees involved in ancillary activities of cultivation of the land including permanent workers
dependent farmers, sharecroppers or tenants;
B) wife, parents and relatives no later than the third degree and the employer living with him and at the expense
. For these categories it is shut off lim te maximum time in art.
17 of this Law;
C) management staff responsible for the technical management or administration by the company, or a it
department with direct responsibility for carrying out the services;
D) discontinuous work staff or simple Attes or custody:
1 - keepers;
2 - day or night watchmen;
3 - gatekeepers;
4 - bellhops, doormen, porters;
5 - waiters, service staff and kitchen in hotels, restaurants, colleges, boarding schools and convents
public exercises in gender;
6 - weighers, warehousemen, dispensieri;
7 - extinction personnel of the fires;
8 - personnel transport of people and goods;
9 - overseers who do not participate physically at work;
10 - hospital staff and health houses, except for the one assigned to the services of
isolation wards of hospitals or seriously ill or sick with infectious forms or diffusive;
11 - shop assistants;
12 - oversight personnel of lifting equipment and distribution of drinking water
;

13 - personnel involved in the heating, ventilation or moistening of buildings public and private
;
14 - personnel sanitation and health services, dispensaries, clinics, medical guards and places
public assistance and relief;
15 - barbers, men's or lady hairdressers;
16 - personnel, in electrical workshops, to machine monitoring, paintings
transformation, distribution and guarding and maintenance of lines and equipment;
17 - personnel responsible for road maintenance;
18 - hotel facilities whose duties involve relationships with customers;
19 - workers assigned to road pumps for the distribution of petrol;
20 - agricultural workers in seasonal jobs, workers harvesting and threshing of cereals, the
working the land mechanically, harvesting and ensiling of fodder, the
harvest.
Table B


ANNUAL LEAVE Blue-collar workers:
with seniority from 1 year to 3 years 10 days a year
"" three years "8" "12"
"" 8 "" 15 "" 12 "
" "15" "on," "12"
Staff Clerical and intermediate:
with seniority from 1 year to 2 years 10 days a year
"" two years "8" "18" | || "" 8 "" 12 "" 24 "
" "12" "on," "30"
In the event of termination of the employment relationship, even if it is not achieved the first year of service, the holidays
must also be paid to frazionandole twelfths on the basis of the months of
seniority in the case of employees or intermediate, and for weeks the case is worker. Table C


PERIOD OF NOTICE Operating Staff:
with seniority from six months up to three years a week
"" over 3 years "" 6 "two weeks
" "" 6 "" "10" three "
" "10 years and four clerical staff or intermediate
:
seniority is from six months up to three years one month service
" "Over 3 years" "6" "one and 1/2
" "" 6 "" "10" "two
" "10 years on" three
Table D
COMPENSATION 'RETIREMENT'
staff worker:
with length of service up to 1 year 40 days 5 hours a year
"" "" over 1 up to 3 years "7" 56 "
" "" "" 3 "10" "9" 72 "
" "" "" 10 "15" "11" 88 "
" "" "15 years on" 14 "112"
Intermediate Staff:
with length of service up to 10 years 15 days a year
"" over 10 up to 15 "" 20 "| || " "15 years on" 25 "
Clerical Staff:
whatever seniority months 1 year.
The retirement allowance is doubled for senior staff (prosecutors, top managers and executives
).
the seniority allowance is divisible by twelfths and fiftieths, if you
comes to employees and intermediaries in the first case and the second case workers in
.
to derive the daily pay of clerical staff
and intermediate, or otherwise paid monthly, you
divide the monthly salary for twenty-six.
Our Residence, this day of March 16, 1961 (1960 dFR).
I CAPTAINS
Eugenio Reffi - Peter Giancecchi
V. THE SECRETARY OF STATE FOR INTERNAL AFFAIRS

GL Berti