Regulations on Absences and Dismissal Procedure for Domestic Workers
This article of the National Collective Agreement for Domestic Workers establishes the guidelines for managing workers' absences. Absences must be promptly justified to the employer, following specific procedures in case of illness or injury.
The procedure for dismissal in case of unjustified absences beyond the established period is also outlined, with particular attention to the communication method between employer and worker. These provisions aim to ensure clarity and fairness in labor relations in the domestic sector.
Art.22 Absences
1. Employee absences must in all cases be promptly justified to the employer. For those due to illness, art. 27 applies, and for those due to accidents or occupational illness, art. 29 applies.
2. Unjustified absences beyond the fifth day, barring cases of force majeure, are to be considered just cause for dismissal. To this end, the relevant letter of dispute and any subsequent dismissal notice will be sent to the address indicated in the hiring letter, as provided by art. 6, letter e) of this contract.
Risposte a domande comuni
Respuestas a preguntas comunes
Frequently asked questions
To justify absences due to illness, Article 27 of the domestic CCNL applies. For those resulting from injury or occupational illness, Article 29 applies instead. In both cases, absences must be promptly justified to the employer.
If a domestic worker does not justify their absence by the fifth day, and there are no cases of force majeure, such absence can be considered just cause for dismissal. The procedure involves sending a letter of contestation and, in the event of a subsequent decision, a dismissal letter to the address provided by the worker in the employment letter.
In the case of unexcused absences, the letter of complaint and any subsequent dismissal will be sent to the address indicated by the worker in the hiring letter, as required by article 6, letter e, of the domestic collective labor agreement.
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