One of the main forms of work is the so-called paid or paid work, which takes the form of continuous provision by the worker of his work, understood as time and energy (physical and intellectual), in exchange for remuneration. In the Constitutional Charter the main protections of employees are found in art. 36 which reads as “A worker shall be entitled to remuneration commensurate with the quantity and quality of his work and in any case sufficient to ensure that he and his family have a free and dignified existence. The maximum working day is determined by law. A worker shall be entitled to weekly rest and paid annual leave and shall not be deprived of such leave.”
The employment relationship can be open-ended or fixed-term, full-time (approximately 40 hours per week) or part-time and can be performed even in certain seasons. Employers may be private enterprises (including cooperatives), households, and public bodies. While in the civil service access to employment is regulated by specific regulations and usually takes place through a public competition, in the private sector an employment relationship begins with the free will of the employer and the worker to enter into an employment contract.
The individual employment contract regulates relations between the parties, but it must always respect the rights and duties established not only by law but also by collective agreements, regulating the work of the economic sector in which the undertaking carries out its activities and first of all laying down minimum wages corresponding to the various tasks
The letter of employment and the Collective Labour Agreement are two documents that the worker must know.
The employer’s and worker’s willingness to enter into a contract of employment must then be formalized through compulsory communication to the bodies responsible for social security, against occupational accidents and for monitoring work. This communication is made by the employer to the Employment Centre of the province where the work is carried out.
The documents which the Community citizen must possess in order to be recruited are:
• passport or identity card valid for expatriation issued by the Member State;
• tax code. If the Community citizen does not have one, he or she may request it in person from the competent territorial office of the Revenue Agency by presenting his or her identity document.
