Since then, Decree Law 66/2003 replaces working time and overtime regulations and transposes EU directives 93/104/EC and 2000/34/EC. In accordance with Decree Law 66/2003, collective agreements should address key aspects of this issue. However, it also provides that the use of contingent workers – also known as “casual workers” – who provide casual services is governed by Law 50 / 2017, recently reformed by Law 87 / 2018 (the “Dignity Decree”), which facilitated the use of such contracts in the tourism, agriculture and local authorities. This is generally defined in national collective agreements, which set different minimum wages based on qualifications and levels (e.g. B executives, middle managers, employees or blue-collar). Article 39 of the Italian Constitution states that “trade unions are free.” This freedom is two-way, d.o., it applies to public law as well as relations with the state and with the authorities; and private law with respect to employer relations. In general, the performance of employment contracts does not apply to mandatory rules of form. Although employment contracts can be executed orally or in writing, the written form is strongly advised to prove the existence and terms of the employment contract. When an employment contract has been executed orally, the burden of proof is borne by the employer for its terms and conditions. On the other hand, if the contract has been executed in writing, the worker must prove that his actual terms of delivery differ from those mentioned in the written employment contract. National collective agreements are negotiated by employers` organisations, on the one hand, and trade unions, on the other, in various sectors of activity.
B (e.g. metal mechanics, trade and tertiary, chemistry and pharmacy, food). These agreements set, among other things, the minimum economic and legal standards applicable to workers working in the sector concerned. “sufficience” means that the worker must be paid enough to meet his and his family`s needs. In the context of employment, the employer can process the personal data of workers to the extent that it is necessary for the proper performance of the work obligations and according to the applicable rules: Decree-Law 66/2003 stipulates that workers, with the exception of Section 2109 of the Italian Civil Code, are entitled to an annual leave of at least four weeks.