{"version":"1.0","provider_name":"HR Capital","provider_url":"https:\/\/www.hrcapital.it\/en\/","author_name":"Roberta Ranghetti","author_url":"https:\/\/www.hrcapital.it\/en\/author\/roberta-ranghetti\/","title":"Working during extraordinary leave \u2013 lawful dismissal (Andrea Di Nino, Sintesi \u2013 Ordine dei Consulenti del Lavoro, September 2022) - HR Capital","type":"rich","width":600,"height":338,"html":"<blockquote class=\"wp-embedded-content\" data-secret=\"zajuvSFUhI\"><a href=\"https:\/\/www.hrcapital.it\/en\/osservatorio\/working-during-extraordinary-leavelawful-dismissal\/\">Working during extraordinary leave \u2013 lawful dismissal (Andrea Di Nino, Sintesi \u2013 Ordine dei Consulenti del Lavoro, September 2022)<\/a><\/blockquote><iframe sandbox=\"allow-scripts\" security=\"restricted\" src=\"https:\/\/www.hrcapital.it\/en\/osservatorio\/working-during-extraordinary-leavelawful-dismissal\/embed\/#?secret=zajuvSFUhI\" width=\"600\" height=\"338\" title=\"&#8220;Working during extraordinary leave \u2013 lawful dismissal (Andrea Di Nino, Sintesi \u2013 Ordine dei Consulenti del Lavoro, September 2022)&#8221; &#8212; HR Capital\" data-secret=\"zajuvSFUhI\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" class=\"wp-embedded-content\"><\/iframe><script type=\"text\/javascript\">\n\/* <![CDATA[ *\/\n\/*! This file is auto-generated *\/\n!function(d,l){\"use strict\";l.querySelector&&d.addEventListener&&\"undefined\"!=typeof URL&&(d.wp=d.wp||{},d.wp.receiveEmbedMessage||(d.wp.receiveEmbedMessage=function(e){var t=e.data;if((t||t.secret||t.message||t.value)&&!\/[^a-zA-Z0-9]\/.test(t.secret)){for(var s,r,n,a=l.querySelectorAll('iframe[data-secret=\"'+t.secret+'\"]'),o=l.querySelectorAll('blockquote[data-secret=\"'+t.secret+'\"]'),c=new RegExp(\"^https?:$\",\"i\"),i=0;i<o.length;i++)o[i].style.display=\"none\";for(i=0;i<a.length;i++)s=a[i],e.source===s.contentWindow&&(s.removeAttribute(\"style\"),\"height\"===t.message?(1e3<(r=parseInt(t.value,10))?r=1e3:~~r<200&&(r=200),s.height=r):\"link\"===t.message&&(r=new URL(s.getAttribute(\"src\")),n=new URL(t.value),c.test(n.protocol))&&n.host===r.host&&l.activeElement===s&&(d.top.location.href=t.value))}},d.addEventListener(\"message\",d.wp.receiveEmbedMessage,!1),l.addEventListener(\"DOMContentLoaded\",function(){for(var e,t,s=l.querySelectorAll(\"iframe.wp-embedded-content\"),r=0;r<s.length;r++)(t=(e=s[r]).getAttribute(\"data-secret\"))||(t=Math.random().toString(36).substring(2,12),e.src+=\"#?secret=\"+t,e.setAttribute(\"data-secret\",t)),e.contentWindow.postMessage({message:\"ready\",secret:t},\"*\")},!1)))}(window,document);\n\/\/# sourceURL=https:\/\/www.hrcapital.it\/wp-includes\/js\/wp-embed.min.js\n\/* ]]> *\/\n<\/script>\n","description":"With ruling no. 21773 of 8 July 2022, the Court of Cassation explained the legitimacy of the dismissal for just cause of an employee caught working at the shop owned by her partner during extraordinary leave. The partner was another company employee. In the second instance, the Court of Appeal of Bologna rejected the complaint [&hellip;]"}