Recruitment and relevant documents Clause Samples
Recruitment and relevant documents. 1. The recruitment must be set out in a written document containing the following requirements of the FAIRO NCLA:
(a) The identity of the parties;
(b) The place of work or, if there is no permanent or predominant place of work, an indication that the worker is employed in different places, also specifying the airline’s registered office in Italy;
(c) The start-date of the employment, and in the event of fixed term employment, the termination;
(d) The duration of the trial period, if any;
(e) The level of classification, category and qualification granted to the worker;
(f) The initial economic conditions;
(g) The working hours;
(h) The duration of annual holidays;
(i) The terms of notice in case of withdrawal. The notification of recruitment must be delivered to the competent authorities following the procedures and deadlines laid down by the law. At the time of the worker’s recruitment, the airline will provide him/her with the disclosure regarding the processing of his/her personal data, in accordance with Legislative Decree 196/2003, as later amended, together with the form authorising such processing. Also at the time of the worker’s recruitment, the airline will provide the employee with the forms concerning his/her preference as to how the employment severance indemnities are to be allocated. Prior to the worker’s recruitment, at the airline’s request, the worker must present the following documents: - Copy of a personal identity document; - Civil status certificate; - Residence certificate; - The worker’s penal record and charges pending certificate; - Copy of the fiscal code; - Certificate of the study qualification and/or equivalent document; - Documents concerning social insurances for workers who dispose of them; - Documents and declarations required in order to enforce social security and tax laws; - A declaration accepting the rules contained in this NCLA; - Residence permit (for non-EU workers); - Any other documents which the airline may deem fit to request, depending on the duties to be assigned. The above documents must not predate the recruitment by more than three months.
Recruitment and relevant documents. 1. Supplementing the provisions of Art. 33 of the General Part of the Air Transport Sector Agreement, Chapter IV - “The employer/employee relationship”, it is established that the recruitment must be set out in a written document containing the following information:
(a) the identity of the parties;
(b) the start-date of the employment, and in the event of fixed term employment, the termination;
(c) the description of the duties to be carried out;
(d) the working hours;
(e) the duration of annual holidays;
(f) the terms of advance notice in case of withdrawal. Likewise, at the time of the worker’s recruitment, the airline will provide the employee with forms relating to his/her preference as to how the employment severance indemnities are to be allocated. Prior to the worker’s recruitment, at the airline’s request, the worker must present the following documents: - documents relating to social insurances for workers who dispose of them; - documents and declarations required in order to enforce social security and tax laws; - residence permit (for non-EU workers);
2. In the event of new recruitments and depending on their technical, business and organisational requirements, the airlines will evaluate the possibility of awarding the vacant post to an employee who so requests and who meets all the necessary requisites. In this context, the airline will have the broadest discretion in awarding the vacant post, even if it receives requests from several employees.