The single contract that exceeds the current dualism between temporary and permanent recruitment solution is a proposal to solve the problem of insecurity. However, focuses on entry into the labor market, without addressing the problems on the expenditure side. But if you want to reduce the use of atypical contracts and the polarization between insiders and outsiders we can not forget to streamline procedures for dismissal. With the introduction of cost maybe high, but built and reliable. Or the use of compulsory arbitration.
Among the proposals to solve the problem of "insecurity", the most interesting, Tito Boeri and Pietro Garibaldi, proposes to overcome the dualism between permanent and temporary contracts with a single contract. We concentrate therefore on the side of ' entry into the labor market, without addressing the issues on the side of outputs.
costs of dismissal
A proposal that will reduce the "precarious" and the polarization between insider and outsider can not forget to streamline procedures for dismissal. Not eliminated the heavy use of atypical contracts to companies without addressing the problem of when and how the outputs.
Selicenziare an employee takes about five years (1) high costs and great uncertainty , an entrepreneur will be very cautious in assuming indefinitely. This depresses the incentive to invest in training and human capital. The flexibility has made it easier to input the first entry, but has created a kind of secondary market where the less fortunate and less desirable qualifications are struggling to get out. It is this flexibility in input offset the solid plug that is blocking the exits, and that comes from the high level of firing costs and their uncertainty, fueled by the use of Labour Court and the length of the causes.
For individual dismissals, after a transition office for the provincial labor arbitration phase, where it bureaucratically notes that there is no possibility of settlement, he began a long process at the employment tribunal. The cause is subject to the time of the Italian justice: lasts three to six years.
If so, frequently, invalidity of the dismissal, the law provides different results depending on the size of the production structure of the employer: stiffer penalty ( real protection) for companies with more than 15 employees and less stiff penalty ( protection required) for those with fewer than 15 employees .. The stiffer penalty regime is immediately enforceable and the employee can choose to be reintegrated into the workplace. Or get the compensation in lieu of quindicimensilità and solve the employment relationship. The employee is dismissed unfairly compensated for their losses, with a salary commensurate with the salary from the date of dismissal up to that of actual reinstatement. In the event that the worker has carried out another activity during the period of exclusion from, the fees are reduced by the sums awarded as compensation.
La sentenza è esecutiva e l’impresa deve pagare subito tutta l’indennità, anche se ricorrerà in appello. L’appello comporta un altro lungo periodo di attesa, alla fine del quale, se il licenziamento viene considerato giusto, l’impresa dovrebbe farsi rimborsare le mensilità erogate al licenziato.
Il datore di lavoro deve pagare anche le relative sanzioni per l’omissione del pagamento dei contributi durante il periodo in cui la causa era in corso, e che possono essere sostanziose se come spesso accade, dura alcuni anni.
La gestione delle spese procedurali introduce un’ulteriore asimmetria a favore del lavoratore. Se il datore di lavoro vince la causa, le spese giudiziali vanno suddivise tra le parti. Se invece viene condannato deve sostenere anche le spese legali della controparte.
In sintesi, assumere un lavoratore che non si rivela adatto a quel posto di lavoro può costare molto caro: all’indennità bisogna aggiungere le spese legali e i costi dei ritardi della giustizia. Il danno biologico è di solito solo appannaggio del lavoratore licenziato.
Verso la flexicurity
Se le cause di lavoro si risolvono di solito su un arco di tre–sei anni, cosa dovrebbe fare durante quel lungo periodo il lavoratore licenziato, se non cercarsi un altro posto? Quante persone, dopo questo percorso, si fanno reintegrare ?
Pochissime, sia perché the worker must use a survival strategy that involves him in other programs, sometimes in the informal economy, both because I rarely want to be part of a working environment has been affected. Nevertheless, even if reinstatement is not the real objective, there is an incentive to pursue the legal proceedings because the probability of winning is high el'indennità substantial. Of course, this approach exacerbates the uncertainty on the timing and cost of dismissal.
A good proposal for the contract reform should eliminate the distortions that the practice of introducing redundancy into the labor market. It is essential that the costs of dismissal, as high, to be sure. It is important for both the employee and the company. All this can be achieved in two ways:
1) through the introduction of cost dismissal, that no matter how high or even increasing with increasing seniority of the employee or to increase the percentage of unemployment created by the company, are predefined and reliable. This allows the company to exercise its own right and provides good benefits to the employee.
2) through the use of a compulsory arbitration , leaving the court intervention to extreme situations, such as the discriminatory dismissal (racial, sexual or religious) or infringes the fundamental rights of the worker. In this case it is important that the rules are not overwhelmed by the practices, which, as now, tend to loosen the criteria that define the major ones.
Of course, the rationalization of the redundancies can not be separated from the establishment of a system of high unemployment benefits, retraining programs and be accompanied by reintegration of unemployed workers. The recipe is a model of flexicurity, which has shown excellent results in many countries.
(1) The Sole 24 Ore of 07/11/2007.
Source: www.lavoce.info
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