De Luca & Partners has a unique (and widely recognized) experience in the field of trade union relations, initiated by it’s Founder, Vincenzo De Luca, who has personally been involved in the history of Italian trade unions since the ’60s and ’70s by assisting the major operators of national entrepreneurship and multinationals since they emerged in Italy’s production sector.
The specific skills and abilities of the Founding Partner together with those developed through years of experience by the Partner and Associates, have made De Luca & Partners, since its conception, one of the leading players in it’s field.
The assistance provided by De Luca & Partners (daily involvement in complex operations in which trade union relations play a central and decisive role) is not only limited to the technical aspects, but goes as far as to define and decide strategic choices and direct discussions with trade unions, in the management of collective labour problems and increasingly, due to the current recessionary conditions, in the analysis of real scenarios of social emergency.
De Luca & Partners focuses on the loyalty and seriousness of the discussions and on extreme fairness in relation to counterparts, as necessary prerequisites to allow the achievement of the contractual objectives identified with the client.
De Luca & Partners has always been regularly involved in the reorganization and restructuring of companies and directly involved in related industrial relations, providing regular assistance and advice to national and international clients on all aspects related to restructuring procedures, such as:
Partners and Associates have always assisted their clients:
Assistance with staff reduction and restructuring procedures accounts for over 30% of our business.
De Luca & Partners’ lawyers have assisted clients in more than 350 small and large restructuring operations.
In every case, an agreement was reached with the trade unions and no disputes arose with any of the workers involved.
By an order of 25 April 2022, the Court of Bologna held that the early termination by the employer, effective immediately, of the financial aspects of an enterprise bargaining agreement is anti-union behaviour. The contract in question was valid from 1 June 2019 to 31 March 2023 and was to be renewed year by year, ....
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In ruling no. 95/2022, the Court of Vicenza held that the acceptance of a collective agreement may be tacit or by conduct, i.e., by actually applying its terms. Once a party can be said to have accepted the agreement, this is binding on such party. In the case at issue, three labour organisations had sued ....
Read moreIn a judgement of 21 December 2021, the Court of Milan held that, unless specifically stated otherwise in applicable law, a business transfer does not affect the continuity of employment and the maintenance of the rights and obligations arising from it, nor does it prevent the continuity of internal union offices and responsibilities based on ....
Read moreBy Order no. 1621/2021 of 30 December, the Court of Padua stated that there is no general obligation on the employer to negotiate: the employer may legitimately choose the trade union or unions with which to enter into negotiations, and even exclude some of them from the negotiations. Likewise, according to the Court, there is ....
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The Firm has assisted the company during consultation with the trade union organizations regarding the concession of the Extraordinary Wages Guarantee Fund for discontinuation of business activities, which ended on 7 July 2015, and during the subsequent submission of the application to the Ministry of Labor. Following admission of the company to the arrangement with ....
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