Except in cases of proven impediment, all absences must be reported to the company on the day they occur. In the case of evening shifts, this means 24 hours from the start of the shift.
Absences must be justified within the following 2 days, except in cases of proven impediment.
Unexcused absences may be sanctioned pursuant to Articles 47, 48 and 49 of this CCNL.
LEAVE
A worker who so requests may be granted short leave for justified reasons, with the option of not paying the corresponding salary.
A worker will be granted one day’s paid leave for the birth of a child.
A worker suffering a family bereavement due to the death of a parent, child, sibling or spouse will be granted paid leave of 3 days if the death occurred in the city where they work or in that province, and 5 days, 3 of which paid, if the death occurred outside the province.
If the death occurs during working hours, the worker shall be granted immediate leave from work with the right to full daily pay, in addition to the provisions of the preceding paragraph.
Such leave does not count towards the annual holiday period.
For anything not covered by this article, Italian Law no. 53 of 8 March 2000 shall apply.
MARRIAGE LEAVE
A worker who gets married will be granted a leave of 15 working days, with withholding of any sums paid for that period by the National Social Security Institute.
For new employees hired on or after 1 June 2001, the leave is equal to 15 calendar days.
This leave does not count towards the annual holiday period.
LEAVE PURSUANT TO ITALIAN LAW no. 104 of 5 February 1992
Provided that the disabled person is not hospitalised full-time, a worker who assists a severely disabled person, spouse, relative or relative-in-law within the second degree, or within the third degree if the parents or spouse of the severely disabled person have reached the age of 65 or are also suffering from disabling diseases or are dead or missing, is entitled to three days’ paid monthly leave covered by contributions, even continuously.
This right may not be granted to more than one worker for the care of the same severely disabled person.
In the case of care for the same severely disabled child, the right is granted to both parents, including adoptive and foster parents, who may alternate use of the benefit.
In order to reconcile the right to the monthly leave referred to in the preceding para graphs with the normal organisational and technical and productive needs of the company, the worker entitled to monthly leave shall notify the employer in writing of the schedule for their intended use on a quarterly basis if possible, or in any event at least monthly, in order to ensure that the worker’s right is reconciled with the company’s organisational needs.
For demonstrated reasons, the worker may change the date communicated by giving the employer at least two working days’ written notice, except in cases of sudden serious urgency.
Within the month in question, where there are justified technical, organisational or production needs that it communicates to the worker, the employer may defer the use of leave within such month. However, this does not apply to situations in which the worker’s reasons are proven to be absolutely imperative and urgent.
Where possible, the worker grantee of the leave referred to in the preceding paragraphs is entitled to choose the place of work closest to the domicile of the person to be cared for and may not be transferred to another workplace without their consent.
In cases of an excessive concentration of eligible workers in the same job contract such as to hinder its proper management and normal operation, the company and trade union representatives will meet at the company level in order to evaluate any possible alternative solution.
Without prejudice to the verification of any prerequisites for ascertaining disciplinary liability pursuant to Articles 46 et seq. of this CCNL, the worker grantee of the permits referred to in the preceding paragraphs shall forfeit their rights pursuant to this Article if the employer or INPS ascertains that the conditions required for the legitimate enjoyment of those rights do not exist or are no longer met.