CCNL CONF TRADE REPORT 2006 are below a
SECONDATUTELA SECTION OF THE HEALTH AND DIGNITY 'of the person within the Ccnl Confcommercio
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T esto complete dei Contratti Commercio, Turismo e Servizi.
Art. 34 - Condizioni ambientali Al fine di migliorare le condizioni ambientali di lavoro, nelle aziende che occupano più di 15 dipendenti, il Consiglio dei Delegati, e in mancanza la Rappresentanza Aziendale, può promuovere, ai sensi dell'art. 9, legge 20 maggio 1970, n.300, la ricerca, l'elaborazione e l'attuazione di tutte le misure idonee a tutelare la salute e la integrità fisica dei lavoratori.
Art. 35 - Mobbing Le Parti riconoscono la fondamentale importanza di un ambiente di lavoro improntato alla tutela della libertà, dignità ed inviolabilità della persona e a principi di correttezza nei rapporti interpersonali.In attesa di un provvedimento legislativo che ne individui la definizione legale, le Parti intendono per mobbing quegli atti e comportamenti discriminatori e vessatori reiterati posti in essere nei confronti delle lavoratrici o dei lavoratori da parte di soggetti posti in posizione sovraordinata ovvero da altri colleghi, e che si caratterizzano come una vera e propria forma di persecuzione psicologica o di violenza morale. Le parti riconoscono pertanto la necessità di avviare adeguate iniziative al fine di contrastare l’insorgere di tali situazioni, che assumono rilevanza sociale, nonché di prevenire il verificarsi di possibili conseguenze pericolose per la salute fisica e mentale del lavoratore o della lavoratrice concerned and, more generally, improving quality, climate and environmental safety of lavoro.A this end, rely on the Permanent Joint Commission for Equal Opportunities, the following tasks: - collecting data on the qualitative and quantitative the phenomenon of bullying - identification of possible causes of the problem, with particular reference to the determination of working conditions or organizational and managerial factors that may give rise to situations of persecution or violence moral - the formulation of proposals for action positive regarding the prevention and repression of critical situations, in order to achieve protection measures / of employee concerned, - to formulate a code of conduct framework.
verbaleIn Statement in the case of adoption of a law on bullying, the parties will meet to harmonize the provisions of this article with the new legal framework.
36 - Sexual harassment The parties acknowledge that with this framework, embedding the principles espoused by the "code of conduct relating to measures to combat sexual harassment" attached to Commission Recommendation of 27 November 1991, as amended by the Treaty of Amsterdam of 2 October 1997 on the protection of the dignity of women and men at lavoro.Il Code's objective is the prevention of sexual harassment in the workplace and, if they occur, there is a guarantee of an immediate and simple to use appropriate procedures to address the problem and prevent its recurrence. The parties also agree on the need to promote primary research of a working climate based on mutual respect and correttezza.Le parties consider unacceptable conduct of a sexual and other conduct based on sex and harmful to the dignity personale.Al order monitor the phenomenon and understanding the right to privacy, the joint bodies corporate, if agreed and established, and regional, will send the quantitative data and quality of informal procedures and / or formal complaints and the solutions to the Joint Committee for Equal Opportunities nazionale.Definizione sexual harassment means unwanted conduct of a sexual nature or other conduct and expressions based on sex affecting the dignity of men and women in the workplace. Become significant particularly serious sexual harassment that are accompanied by explicit or implicit threats or blackmail by the employer or superiors in relation to the establishment, conduct, career paths and the termination of the employment relationship. PrevenzioneLe parties consider inadmissible any act or conduct which constitute harassment sexual and recognize the right of workers and employees to be treated with dignity and to be protected in their own personal freedom. The companies will adopt, in consultation with the RSA / RSU, the initiatives needed to prevent the problems mentioned above. The parties agree that the initiatives and actions described above will be brought to the attention of all employees / workers, including, for example, by displaying in every single production unit in place and accessible to all. The parties rely on a special joint committee which will be based at the Territorial Authority Bilateral responsible for receiving news, reports or complaints of sexual harassment. The committee, if necessary, may use di professionalità esterne. Ogni lavoratrice/lavoratore potrà ricevere assistenza e consulenza dalla Commissione. La Commissione avrà anche il compito di diffondere il codice di condotta e di individuare eventuali specifici percorsi formativi rivolti alle imprese e ai lavoratori. Confcommercio, Filcams, Fisascat e Uiltucs, chiedono al Governo che tali programmi di formazione siano considerati azioni positive anche ai fini dell’ammissione ai finanziamenti di cui all’art.2 della legge 10 aprile 1991 n. 125, ed a tale scopo verrà redatto un avviso comune. Qualificazione della formazione Le parti concordano che nei programmi generali di formazione del personale, dovranno essere incluse nozioni generali circa gli orientamenti adottati in merito alla prevention of sexual harassment and procedures to follow if the harassment takes place, and concerning the protection of freedom and dignity in order to prevent the occurrence of sexual harassment as behavior configurable.
Article 70 - Parents of handicapped (precedence in the choice of part-time) The parents of severely handicapped, as evidenced by the Health Services for your jurisdiction, requiring a shift to part-time, have right of way than other workers
Article 156 - Leave drug workers in the state of addiction is established, which means access to treatment programs and rehabilitative health services at local health units or other structures and socio-therapeutic and rehabilitative care, if employees on permanent contracts are entitled to keep the job for as long as the suspension Work is due to the implementation of rehabilitation and, anyway, for a period not exceeding three anni.Tale period of leave is considered non-family workers retribuita.I an addict can be placed, upon request, on unpaid to contribute to a therapeutic program and social rehabilitation of drug addicts when the drug services to certify the need for a maximum period of three months is not divisible and not ripetibile.Il period of unpaid leave provided for in the preceding paragraph may be split only if the competent health authority (SERT) necessità.Le certifying their applications must be submitted the employer in writing by the person be accompanied by appropriate documentation prepared by the health services or other structures above.
Art 157 - Leave and permits for handicap The working mother or, alternatively, the working father, also adopted, in person with a handicap of severe established, may use the facilities provided by art. 33 of Law No. 5 February 1992 104, and art. 2 of Act 27 October 1993, No 423, namely: a) the period of optional leave post-partum usable up to three years of the child, b) as an alternative to the letter a), two hours per day paid leave of up to three years of the child, compensated charged to the 'INPS c) after the third year of the child, three days off each month, compensation paid by INPS for the one who assists a person with disability in situations of gravity, relative or affinity within the third able convivente.Le facilities referred to in points a) b) c), are usable as long as the child or handicapped person is not admitted to full-time at specialized agencies. Permits referred to in points b) and c), which is combined with that provided by Article 7 of Law 1204/71, the provisions in the last paragraph of that article. 7, Law 1204/71.Il parent, relative or affinity within the third degree, a handicapped partner may choose, where possible, the nearest place of work and can not be transferred without his consenso.Le provisions of paragraphs above shall also apply to caregivers of people with disabilities in situations of gravità.La adult person with a handicap of severe established, is eligible for permits under b) and c) and facilities referred to in paragraph precedente.Per all facilities provided for in this article refers specifically to the conditions and arrangements laid down in legislation.
Art 175 - Tuberculosis workers suffering from tuberculosis, which are admitted to nursing homes or Institutes of Health paid for by the mandatory TB or the state, provinces and municipalities, or their own expense, have the right to retain the post until 18 months from the date of suspension of work because of tuberculosis, in the case of dismissal for healing declared, before the expiration of fourteen months from the date of said suspension, the right to retain their place there up to four months after discharge stessa.Per companies employing more than 15 employees to retain the post exists in any case until six months after the date of discharge from the site of care for stabilization occurred, pursuant to art. 9, Law 14 December 1970, n. 1088.Il right to retain the post where otherwise ceases to be declared physically unfit to permanent position held prior to the disease in case of dispute as to the fitness itself decide definitively the Director of Health tuberculosis Presidio assisted, on request, health given by the interested parties, pursuant to the last paragraph of art. Law 10 of February 28, 1953, No 86.Tanto in cases of admission in hospital and in other cases, the employee is suffering from tuberculosis disease will be recognized towards seniority-mo a maximum period of 180 days.
