From expired contracts to Tec: here are the latest changes to the 1 May decree. Confidence placed

In order to facilitate the timely closure of national contracts, in the event of non-renewal within the first nine months of the natural expiry date, in the absence of different contractual agreements, by way of a lump-sum advance payment, salaries are adjusted to 50% of the change in the HICP-NEI (harmonised consumer price index net of imported energy goods). In sectors characterised by high seasonality and revenue variability - such as tourism - and in those that provide health and socio-health services at the expense and on behalf of the SSN, the amount is determined by collective bargaining and may not exceed 50 per cent.

The House Labour Committee yesterday closed its examination of the decree of 1 May, mandating the rapporteurs to report this morning in the House on the text of the measure, which raised the lump-sum advance for expired contracts from 30% to 50%, by accepting an amendment by the rapporteurs - Walter Rizzetto (the committee chairman, Fdi), Tiziana Nisini (Lega), and Chiara Tenerini (Fi) - which reformulates the proposal by the undersecretary for labour Claudio Durigon (which, however, envisaged retroactivity, which was skipped). The same amendment provides that the parties, in the exercise of their contractual autonomy, shall provide for appropriate procedures to ensure the regularity of renewals and mechanisms to ensure adequate economic coverage in the contractual vacancy, taking as a reference the date of natural expiry of the previous contract.

Having begun its examination in the House of Representatives, Luca Ciriani, the Minister for Relations with Parliament, has put the confidence question on the measure in the Chamber. Voting will take place in tomorrow's sitting, 10 June, from 12 noon, after the explanations of vote, which will take place from 10.20 a.m.

Another amendment by the rapporteurs has been approved, which has been reworded, blowing up a part that had provoked the harsh reactions of CGIL, CISL and UIL. Therefore, the definition of the fair wage is confirmed, identified in the Overall Economic Treatment (TEC) of the leading contracts that must be applied in order to have access to the benefits of the law: it is composed of the 'direct, indirect and deferred fixed and continuous remuneration items defined in the contracts, including additional monthly payments and fixed and continuous allowances', as well as the 'contractual welfare benefits recognised to the generality of employees and institutes or allowances with an economic value defined by the collective agreement, excluding discretionary and variable remuneration items recognised to individual employees. Gone is the (disputed) reference to equivalence for collective bargaining agreements signed by minor unions if they comply with the leading collective bargaining agreements' TEC, as well as the Durigon amendment on the termination of effectiveness of collective bargaining agreements not renewed for a period of more than six years.

With regard to staff leasing, a majority amendment was approved: a worker hired on an indefinite-term basis by the employment agency may be sent on a fixed-term mission, to the same user, to perform tasks attributable to the same level and the same category for a total period of 36 months, even if not continuous and in addition to the 24 months (unless the user's collective labour agreement provides for a different limit).