The court may order the employer to stop the discriminatory behaviour and remedy its effects and to establish a plan to prevent future discrimination. The court could also claim damages. As a general rule, there is no minimum or maximum amount of damages set by law, since this is usually set at the discretion of the judge. In some cases, the amount of damage is set by law; For example, employers who do not comply with the legal obligation to recruit a certain percentage of disabled workers are subject to a fine of €153.20 per day for each self-employed disabled worker. Since then, Decree-Law 66/2003 has replaced the rules on normal working hours and overtime and transposed European Directives 93/104/EC and 2000/34/EC respectively. In accordance with Decree-Law 66/2003, collective agreements should regulate the main aspects of this issue. However, it also provides that, in the context of employment, the employer may process workers` personal data to the extent necessary to properly fulfil the employment obligations and in accordance with the following rules: As a general rule, the national collective agreements in force (where applicable) do not provide, except in certain limited cases, that there is no obligation that employment relationships be governed by a collective agreement. (t) leave of at least four weeks laid down by Italian legislation. Employment contracts (used in the performance of an employment relationship, regardless of the category in which the worker is classified) are subject to the contractual rules of the Italian Civil Code, which provide that a contract is valid if certain essential conditions are met.
In general, the performance of employment contracts is not subject to binding formal requirements. Although employment contracts can be concluded either orally or in writing, the written form is highly recommended to prove the existence and conditions of the employment contract. If an employment contract has been performed orally, the employer bears the burden of proof of its general terms and conditions. On the other hand, if the contract has been performed in writing, the worker must prove that his actual terms of service are different from those provided for in the written employment contract. In the absence of the application of a national collective agreement (under Italian law there is no obligation, except in certain limited cases, that employment relationships be governed by a national collective agreement), reference should be made to Article 36 of the Italian Constitution, which lays down the principles of proportionality and adequacy with which workers` remuneration must comply. The voluntary and RITA EPAs represent an income supplement that is not available until retirement and beneficiaries must be registered in a supply pension fund. Article 39 of the Italian Constitution states that “trade unions shall be free”. This freedom is two-way: that is, it applies both to public law and to relations with the State and the authorities; and in private law as regards relations with employers. . . .