{"id":6052,"date":"2022-09-28T12:24:53","date_gmt":"2022-09-28T12:24:53","guid":{"rendered":"https:\/\/toffolettodeluca.it\/?p=6052"},"modified":"2022-10-06T10:14:53","modified_gmt":"2022-10-06T10:14:53","slug":"conversion-of-aiuti-bis-decree-law","status":"publish","type":"post","link":"https:\/\/toffolettodeluca.it\/en\/conversion-of-aiuti-bis-decree-law\/","title":{"rendered":"Conversion of Aiuti-bis Decree Law: Smart working without agreement and new rights"},"content":{"rendered":"\n<p>Rules on&nbsp;<strong>smart<\/strong><strong>&nbsp;working<\/strong>&nbsp;were&nbsp;amended&nbsp;during the parliamentary conversion procedure of Decree Law no.115\/2022 (so-called&nbsp;<strong>Decreto Aiuti-<\/strong><strong><em>bis<\/em><\/strong>).<\/p>\n\n\n\n<p>With a completely unexpected twist, the provisions that&nbsp;regulated&nbsp;the use of smart working during the pandemic have been reinstated.<\/p>\n\n\n\n<p>Until the end of the year, in fact, companies will be able to resort to&nbsp;smart&nbsp;working even in the&nbsp;<strong>absence of individual agreements<\/strong>&nbsp;and to&nbsp;file a&nbsp;<strong>simplified communication<\/strong>.<\/p>\n\n\n\n<p>As announced by Minister of Labour Orlando, the&nbsp;<strong>right<\/strong>&nbsp;to smart working has also been reintroduced, again until&nbsp;<strong>31 December 2022&nbsp;<\/strong>for&nbsp;workers who are:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>severely&nbsp;disabled and\/or immunocompromised:<\/li><li>considered to be at risk of contagion by the company doctor;&nbsp;<\/li><li>parents of children under the age of 14.<\/li><\/ul>\n\n\n\n<p>Below are the details of the new provisions.<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-f962f16c gb-headline-text\"><strong>Vulnerable people<\/strong><\/h5>\n\n\n\n<p>The provision (no longer in force since last 30 June) according to which severely disabled workers or those certified as&nbsp;<strong>at risk<\/strong>&nbsp;due to immunodepression or as the outcome of oncological pathologies or ongoing relative life-saving therapies, can normally carry out their work remotely, is reinstated until<strong>&nbsp;31 December 2022.<\/strong>&nbsp;This right is also recognised&nbsp;if smart working is made possible&nbsp;by assigning the worker to&nbsp;a&nbsp;<strong>different task<\/strong>&nbsp;within the same category or area of classification or thanks to specific training activities, also remote.<\/p>\n\n\n\n<p>Also reintroduced,&nbsp;again until&nbsp;<strong>31 December 2022<\/strong>, is the&nbsp;<strong>right<\/strong>&nbsp;(previously&nbsp;abolished on 31 July) to&nbsp;smart working for&nbsp;those&nbsp;who, based on the&nbsp;company doctor&#8217;s assessment&#8211;as&nbsp;part of the exceptional health&nbsp;supervision&nbsp;pursuant to Article 83, paragraph 1, of Decree-Law 34\/2020&#8211;are at&nbsp;<strong>greater risk of infection&nbsp;<\/strong>due to age or immunodepression, resulting from oncological diseases or ongoing&nbsp;life-saving therapies or, in any case, co-morbidities&nbsp;This time however, the&nbsp;legislator&nbsp;did not specifically extend the aforementioned provision on&nbsp;<strong>health supervision<\/strong>, formally in force until&nbsp;31 July 2022, creating a not insignificant problem of application.&nbsp;&nbsp;<\/p>\n\n\n\n<p>The right in question is, however, recognised provided that the&nbsp;smart&nbsp;working mode is compatible with the&nbsp;employee\u2019s&nbsp;duties.<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-dbb4cd39 gb-headline-text\"><strong>Parents<\/strong><\/h5>\n\n\n\n<p>The right (which ended on 31 July) to smart working for&nbsp;<strong>parents of children under the age of 14<\/strong>&nbsp;has been reinstated until the end of the year, on condition that&nbsp;the&nbsp;smart&nbsp;working mode is compatible with the&nbsp;employee\u2019s&nbsp;duties&nbsp;and that the other parent does not receive social security&nbsp;benefits&nbsp;or&nbsp;does not work.<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-ae42b354 gb-headline-text\"><strong>SW without agreement<\/strong><\/h5>\n\n\n\n<p>The option for companies to&nbsp;<strong>unilaterally<\/strong>&nbsp;impose&nbsp;smart&nbsp;working even in the absence of individual agreements is extended until&nbsp;<strong>31 December 2022<\/strong>.&nbsp;This provision partly nullifies the &#8216;rush to&nbsp;reach an agreement&#8217; that companies were forced to make over the summer period in anticipation of the expiry (on 31 August 2022) of the emergency regime that seemed destined to end for good.&nbsp;Today, employers can once again choose whether to activate smart working on the basis of&nbsp;a&nbsp;<strong>unilateral decision<\/strong>&nbsp;or an&nbsp;<strong>agreement<\/strong> with the employees concerned.<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-830fefb5 gb-headline-text\"><strong>Communication<\/strong><\/h5>\n\n\n\n<p>Also reintroduced, until the end of the&nbsp;year, is the possibility for companies to&nbsp;<strong>communicate only the names<\/strong>&nbsp;of&nbsp;smart&nbsp;workers with an indication of the end date, as well as to comply electronically with&nbsp;<strong>communication obligations regarding security<\/strong>.How can this simplification be coordinated with the already &#8216;simplified&#8217; rules in force since 1 September 2022, according to which&nbsp;-even if there are agreements in place-&nbsp;companies&nbsp;may communicate only the names of&nbsp;smart&nbsp;workers, the start and end dates of services, and the&nbsp;date of&nbsp;signature&nbsp;of the agreement&nbsp;without attaching&nbsp;a copy?&nbsp;In other words, it remains to be understood which application is to be used for communications and when it&nbsp;will actually come into force.<\/p>\n\n\n\n<h5 class=\"gb-headline gb-headline-be8992f0 gb-headline-text\"><strong>Tools<\/strong><\/h5>\n\n\n\n<p>The\u00a0provisions\u00a0state\u00a0that\u00a0smart\u00a0workers may also use,\u00a0again until 31 December 2022,\u00a0their own IT devices, if these are not provided by their employer.<\/p>\n\n\n\n<p>Di: Avv. Alessia De Concilio e Avv. Stefania Vitiello<\/p>\n\n\n\n<pre class=\"wp-block-preformatted\">To find out more:<a href=\"mailto:knowhowprotect@toffolettodeluca.it\" target=\"_blank\" rel=\"noreferrer noopener\"> <\/a><a href=\"mailto:comunicazione@toffolettodeluca.it\">comunicazione@toffolettodeluca.it<\/a><\/pre>\n","protected":false},"excerpt":{"rendered":"<p>Rules on&nbsp;smart&nbsp;working&nbsp;were&nbsp;amended&nbsp;during the parliamentary conversion procedure of Decree Law no.115\/2022 (so-called&nbsp;Decreto Aiuti-bis). With a completely unexpected twist, the provisions that&nbsp;regulated&nbsp;the use of smart working during the pandemic have been reinstated. Until the end of the year, in fact, companies will be able to resort to&nbsp;smart&nbsp;working even in the&nbsp;absence of individual agreements&nbsp;and to&nbsp;file a&nbsp;simplified communication. As &#8230; <a title=\"Conversion of Aiuti-bis Decree Law: Smart working without agreement and new rights\" class=\"read-more\" href=\"https:\/\/toffolettodeluca.it\/en\/conversion-of-aiuti-bis-decree-law\/\" aria-label=\"Read more about Conversion of Aiuti-bis Decree Law: Smart working without agreement and new rights\">Read more<\/a><\/p>\n","protected":false},"author":29,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","_lmt_disableupdate":"","_lmt_disable":"","footnotes":""},"categories":[21],"tags":[],"class_list":["post-6052","post","type-post","status-publish","format-standard","hentry","category-newsflash-insight"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Conversion of Aiuti-bis Decree Law | Toffoletto De Luca Tamajo<\/title>\n<meta name=\"description\" content=\"Smart working without agreement is extended until\u00a031 December 2022, and new rules as a simplified communication. 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