The
Ministry of Labor, with response no. 2 of April 12, 2018, pronounced
itself on the interpretation of art. 39, c. 3 of Legislative Decree no.
81/2008, which forbids employees of public structures, assigned to
vigilance positions, to perform the duties of competent physician.
According to the Ministry, the prohibition is applicable to all prevention structures of ASL and is applicable to all its inspectors. This because the prevention department, in the legislator’s intentions, is a single structure assigned to several activities, aimed at providing a constant increase of health and life quality conditions.
New requisites for retirement from 2019: INPS instructionsAccording to the Ministry, the prohibition is applicable to all prevention structures of ASL and is applicable to all its inspectors. This because the prevention department, in the legislator’s intentions, is a single structure assigned to several activities, aimed at providing a constant increase of health and life quality conditions.
With
Circular message no. 62 of April 4, 2018, INPS recaps new requisites
for access to old age, seniority and early pensions, adjusted to the
increase in life expectancy pursuant to decreto direttoriale December 5, 2017 and effective on January 1, 2019.
Starting on January 1, 2019, pension access requisites are increased by 5 months and combined values of age and work seniority, provided by law for those who reach pension requirements with the so-called “quotas system”, is increased by 0.4 units.
Starting on January 1, 2019, pension access requisites are increased by 5 months and combined values of age and work seniority, provided by law for those who reach pension requirements with the so-called “quotas system”, is increased by 0.4 units.
Babysitting vouchers: clarifications from INPS
With
message no. 1428 of March 30, 2018, INPS recaps regulations on
babysitting contribution vouchers experimentally granted to employed
mothers (art. 4, c. 24, Law no. 92/2012; Law no. 232/2016). The mother
may request, at the end of maternity leave and within the following 11
months, as an alternative to parental leave, vouchers for the purchase
of babysitting services or a contribution to cover expenses for public
infancy services (or affiliated private services), for up to 6 months.
Specifically, the Institute specifies subjects entitled to the benefit, grant and submission terms, as well as changes/cancellation of the request and waivers.
Specifically, the Institute specifies subjects entitled to the benefit, grant and submission terms, as well as changes/cancellation of the request and waivers.
Illness, maternity/paternity and tuberculosis allowances: average salaries
With
Circular message no. 61 of April 4, 2018, INPS specified the measure,
for 2018, of minimum salary limits and other values for the calculation
of social contribution for subordinate employees.
Minimum daily taxable salary has been updated considering the 1,1% increase of consumer price index for families of workers and employees for 2016 and 2017.
Minimum daily taxable salary has been updated considering the 1,1% increase of consumer price index for families of workers and employees for 2016 and 2017.
INAIL: minimum taxable salary for 2018
With
circular message no. 20 of April 18, 2018, INAIL specified minimum
limits of daily taxable salary for the calculation of 2018 insurance
premiums.
The institute confirms that premiums, in general terms, are to be calculated on actually paid salaries. However these salaries, if lower than the daily minimum salary, have to be increased accordingly. Peculiar conditions set for agricultural workers, specific payments and availability allowance for work-on-call employment relationships are also confirmed. In specific circumstances, INAIL premiums may be determined, as well as upon actual salaries, also on conventional ones.
APE Social pension and early workersThe institute confirms that premiums, in general terms, are to be calculated on actually paid salaries. However these salaries, if lower than the daily minimum salary, have to be increased accordingly. Peculiar conditions set for agricultural workers, specific payments and availability allowance for work-on-call employment relationships are also confirmed. In specific circumstances, INAIL premiums may be determined, as well as upon actual salaries, also on conventional ones.
With
message no. 1481 of April 4, 2018, INPS provided instructions for
access to APE social benefits and anticipated pension for early workers.
Specifically, the Institute observes that having performed physically demanding work for at least 6 or 7 years in the legally requested period is verified upon presentation of the request for admission of requisites and must still exist upon presentation of the request for access to the benefit. It is further clarified that the payment of contribution unrelated to physically demanding work following the first useful date for access to the benefit, stated in certification documents, may imply the loss of entitlement to the benefit.
Concerning the requisite of 7 or 6 years of physically demanding work, it is clarified that these are to be intended as periods of contribution accrued by the employee in the period stated by law. Therefore, for the entitlement to the benefit, the employee must have performed at least 7 or 6 years of physically demanding work within a timeframe of 10 or 7 years.
Further clarifications have been provided upon:
- subjects with an invalidity rate of at least 74% and subjects who assist and live with persons affected by grave handicap;
- presentation terms for requests of access to the benefit for subjects “certified” in 2017;
- cumulative application of APE social pension, benefit for early workers and access to pension;
- reaching contribution requisites for access to APE social pension/early worker benefit;
- submission and acceptance of annuities, coverage of study/military leaves and joint pension payment;
- integration of documents for requests of access to APE social pension and anticipated pension for early workers..
Specifically, the Institute observes that having performed physically demanding work for at least 6 or 7 years in the legally requested period is verified upon presentation of the request for admission of requisites and must still exist upon presentation of the request for access to the benefit. It is further clarified that the payment of contribution unrelated to physically demanding work following the first useful date for access to the benefit, stated in certification documents, may imply the loss of entitlement to the benefit.
Concerning the requisite of 7 or 6 years of physically demanding work, it is clarified that these are to be intended as periods of contribution accrued by the employee in the period stated by law. Therefore, for the entitlement to the benefit, the employee must have performed at least 7 or 6 years of physically demanding work within a timeframe of 10 or 7 years.
Further clarifications have been provided upon:
- subjects with an invalidity rate of at least 74% and subjects who assist and live with persons affected by grave handicap;
- presentation terms for requests of access to the benefit for subjects “certified” in 2017;
- cumulative application of APE social pension, benefit for early workers and access to pension;
- reaching contribution requisites for access to APE social pension/early worker benefit;
- submission and acceptance of annuities, coverage of study/military leaves and joint pension payment;
- integration of documents for requests of access to APE social pension and anticipated pension for early workers..
Maternity/paternity leave in case of adoption for employees enrolled under INPS separate management
With
circular message no. 66 of April 20, 2018, INPS clarified some details
for the payment of maternity/paternity leaves for employees enrolled
under separate pension management, who took covered leave periods for
adoption or pre-adoptive foster care (art. 2, Ministerial Decree
4/4/2002).
The Institute, specifically, confirms that employees enrolled under separate management may take maternity leave (5 months) regardless of the minor’s age upon adoption or foster care. Furthermore, in case of adoption or international pre-adoptive foster care, said employees may use the covered period also for time spent abroad and certified by the institution authorized to follow the adoption procedure.
The Institute, specifically, confirms that employees enrolled under separate management may take maternity leave (5 months) regardless of the minor’s age upon adoption or foster care. Furthermore, in case of adoption or international pre-adoptive foster care, said employees may use the covered period also for time spent abroad and certified by the institution authorized to follow the adoption procedure.
