Non-Working Suspensions and Compensation in the Domestic Work National Collective Labor Agreement (CCNL)
Article 18 of the National Collective Labor Contract (CCNL) related to domestic work deals with non-holiday suspensions for the employer's needs.
During such periods, the worker will receive the overall effective remuneration, including any conventional substitute allowances for board and lodging, provided that they do not benefit from these during the suspension.
Furthermore, the article foresees the possibility for the worker to request a non-holiday suspension without any remuneration accrual for a maximum of 12 months, justified by serious and documented reasons. The decision to grant such a period is up to the employer, who may or may not agree with the employee's request.
Art.18 Non-Annual Leave Work Suspensions
1. During the suspensions of extra-holiday work, for the employer's needs, the employee will be paid the full actual salary, including, in the case of an employee who enjoys board and lodging, the conventional substitute compensation, provided that the employee does not benefit from such payments during this period.
2. For serious and documented reasons, the employee may request a period of extra-holiday suspension without accruing any salary elements for a maximum of 12 months. The employer may or may not agree to the request.
Risposte a domande comuni
Respuestas a preguntas comunes
Frequently asked questions
During the suspensions of extra working hours due to the employer's needs, the worker receives the global actual remuneration. If the worker also benefits from board and lodging, a conventional substitute compensation will be provided, unless these compensations are used during the suspension period.
A domestic worker can request a suspension of non-working overtime for serious and documented reasons. This suspension may be without the accrual of any pay elements and can last for a maximum of 12 months.
In response to the domestic worker's request for a suspension of work, the employer can decide whether to agree with the request or not. This means that the employer has the authority to accept or reject the proposed suspension of non-working overtime by the worker.
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