VI^ nucleo tematico (Lezioni 39 -45) - Lezione 46 Test

Legally allows exceeding the maximum normal work hours, with required compensation.

Average 48 hours in a 7-day period, including overtime.

Can change the time of work as long as not exceeding negotiated limits; cannot change duration without the worker's agreement.

Allowed with worker agreement, max 250 hours yearly, unless a collective agreement exists.

Work between midnight and 5 AM, at least seven consecutive hours.

Six or more hours a day requires a contractual pause of at minimum 10 minutes between work periods and a 11-hour consecutive daily rest period.

Equal to 35 consecutive hours, calculated over a 14-day period.

Paid time off, preferably continuous, for at least two consecutive weeks.

Employer decides when leave is taken, considers needs of business & employee wants.

Must be at least two consecutive weeks, taken within a year plus two weeks within 18 months after.

Permanent move between company units. Each unit capable of producing goods/services.

Transfer must be for justifiable technical, organizational, or production reasons.

Cannot be transferred without consent, if severely handicapped.

Must be contested within 60 days of written receipt, failing which the challenge is invalid. If challenged, must be followed by court action or conciliation/arbitration request within 180 days.

Temporary work away from usual location, following employer instruction.

Work using information technology outside company premises.

Home-based, mobile, or telecentres/telecottages.

Require breaks/activity changes, which are covered in collective agreements; otherwise, a 15-minute break every 2 hours.

Requires agreement between employer and worker, in written form.

Defined via the agile work agreement, including time frames.

Can protect business property, but cannot enter work areas during working hours.

Never allowed (by a doctor) without a signed note from a doctor.

Are always forbidden.

Allowed to check company property via collective bargaining agreement or by Labor Inspectorate.

Prohibiting research on political, religious, or union views, unsuitable for job evaluation.

Allowed only if needed for business, safety, or protecting company property.

Requires agreement from labour representatives.

Defined on a case-by-case basis depending on job and company structure.

Informed consent about surveillance equipment.

Do not apply to controls to prevent illegal activities.

Must have a valid reason and the penalty should be proportional to the actions performed.

A judge can also impose a penalty if requested.

Must be publicized in a visible area.

Must be clear, fixed, carried out immediately.

Can count in assessing possible penalties, even if older than 2 years.