Case Law

With its ruling no. 14251/2015, the Cassation Court declared dismissal for just cause legitimate in a case where a worker had violated the ban on introducing or drinking alcoholic beverages in the company, thus placing the safety of plants in jeopardy.

With its ruling no. 14106/2015, the Court of Cassation declared a dismissal of an employee for just cause wrongful due to a late letter of admonition. In the case in question, a disciplinary proceeding was started in April 2010 against the worker, who was arrested in January 2009 for events not related to his employment.

The Milan Court, Labour Section, with the ruling no. 862/2015, rejected the appeal submitted by a former employee of a Company we represent, who had applied to the aforesaid judge in order to obtain, inter alia, salary differences resulting from (i) recognition of a period of irregular work; (ii) recognition of a higher employment category; ....

The Milan Court, Labour Section, with a ruling of 30 April 2015 made a decision in a proceeding started by a manager who challenged a dismissal for just cause following a disciplinary proceeding started by the employer (i.e. an asset management company) for having seriously compromised relationships with investors of the managed investment funds. Initially ....

With its ruling no. 10037/15, the Court of Cassation returned to make a decision on the issue of psychological harassment and the relative liability of the employer. The Supreme Court connects the employer’s liability for injury from psychological harassment performed by an employee to a form of negligence due to the fact that no measures were adopted aimed at eliminating the performance of the harassing initiatives.