GUIDE FOR THE PRELIMINARY STUDY OF THE SOCIO-LABOUR POLITICS IN THE. MODELO IRLANDA

TRANSNATIONAL PARTNER COUNTRIES Part 1 – ITALIAN LABOUR LEGISLATION 1.1 Unemployment The unemployment status is recognized for persons without a job who are immediately available to work according to the procedures defined by the Employment Center having jurisdiction. The unemployment status can be: (i) Lost, in case of failure to appear without proper justification when called by the Employment Center or failure to agree with a suitable job-offer; (ii) Kept, after working in a job ensuring an annual income not exceeding the minimum personal income; (iii) Suspended, if a fixed-term contract or temporary work lasting less than 8 months is accepted, or 4 months for young people when the wage exceeds certain pre-set thresholds 1.2 The Employment Center The current Employment Centers, replacing the Employment Offices (formerly S.C.I.C.A ), fall under the responsibilities of the Provincial Authorities and are designed to provide a series of services specifically targeted to workers and enterprises and more precisely: − Reception − Guidance − Match between labor supply and demand − Pre-selection − Counseling − Assistance to the weaker categories In order to utilize the Employment Center's services and certify the employment status , it is necessary to register and declare the immediate willingness and availability to work. The starting-up of the various services is subject to regional and provincial regulations and can vary throughout the country. 1.3 Registration at the Employment Center The Employment Center reform has eliminated the ordinary and special employment lists as well as the 'employment record book'. This means that it is no longer necessary to be registered at the Employment Centre because the employers contact the worker directly except for the following cases: - Workers on mobility lists - Entertainment workers - The disabled who are registered in compulsory employment lists All of the non-employed or unemployed job-seekers, as well as employed persons seeking another job, who intend to utilize the services of the Employment Center, can – however - continue to register and declare their intention to promptly accept a job. The procedures for the registration of the data on the workers are: - The 'personal data' list

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- The 'professional record card' The procedures and documentation necessary for registration at the Employment Centre are subject to regional and local rules and can be different throughout the country. 1.4 Types of Employment − The Work-Entry contract (also providing for a training activity, and replacing the training/employment contract in the private sector) − The Supplementary and Occasional Employment contract − The 'Project-by-Project' Employment contract (replacing the Continuous and Co-ordinated Collaboration Employment contract) − Job-Sharing − Intermittent Jobs (Job On Call) − Staff-Leasing contract (it) (replacing the Temporary Employment contract) − Detachment or Secondment, in the private sector Amended some rules in the existing employment contracts, such as: − Apprenticeship − Part time work − Job contracting The labor market reform also involves the option of certification (it) to state that the employment contract fulfills all the requirements of law. No changes are introduced in the other types of employment which are not amended or abolished by the new law. The Italian labour law identifies subordinate work when the employee carries out their activity on the dependence of a principal and timing, tasks, and other aspects of the job are strictly established by both the employment contract and the employer (Title II of the Civil Code). Subordinates contracts have been individuated by the Code in the standard form of open-ended contracts, bounded by the described limitations on dismissals and timing of the contract. To this prevalent contractual type the law has along time also recognised: a) CO.CO.CO. (Contracts of Coordinated and Continuative Co-operation): - introduced in 1973 - new contractual forms which has the nature of para-subordinated labour (some characteristics of the employment relationship are proper of the autonomous nature of self-employed people and some other are linked to a dependency by the principal). b) Temporary Jobs: - in order to implement the diffusion of different contracts and give the market more flexibility (Law 196/1997 and Legislative Decree 61/2000); - the Biagi law (n. 276/2003) regulated the different kinds of flexible contracts; - Legislative Decree 66/2003 removed the limitations to the hourly working hours.

Reforms has been developed in line with communitarian principles and norms, which weaken its pressure on national labour markets and deliver guidelines and objectives in order to coordinate employment policies of all State towards common characteristics. The decentralization of the public role of guardianship to the labour market, the implementation of the agencies for work placement, and the space given to autonomous and individual bargaining of contracts between employer and employees permitted to significantly reduce difficulties of hiring. 1.5 The Law no. 196 of 1997 (Pacchetto Treu) June 18th, 1997 - Law 196 on promotion of employment (the so called ‘Pacchetto Treu’).

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The general aim of the law: − to promote new employment opportunities; − to regulate more flexible labour relationships; − to create incentives for reducing working hours and making more flexible part-time contracts; − to reorganize vocational training by integrating the school system with the system of vocational training; − to establish a special plan for employment in the South Italy; − to reinforce instruments for converting illegal work to lawful work. Articles from 1 to 11 of the Law 196/1997 institutionalise and regulate temporary work. They firstly establish the intervention in the labour market of temporary employment agencies, which are authorized by the Government (article 2 define the characteristics of the agencies authorized to supply temporary work). The law provides a triangular relationship among: (i) the agency supplying temporary workers, which intermediates the employment of temporary workers from its staff client organizations; (ii) the temporary worker, whom the agency provides to a client organization for a predetermined period of time; (iii) the client organization, which receives the right to manage and control the worker. The relationship is then regulated by two different contracts: a) one for the supply of temporary labour between the agency and the client organization; b) one for the supply of temporary labour services between the worker and the agency. Temporary work employment contract, the agency employs the worker for a specified time span that corresponds to the duration of the work for the client organization or with an open-ended contract. With the open-ended contract: the worker remains at the disposal of the agency even in periods in which he is not working for a client organization. The temporary worker is required to carry out his activity in the interest of the client organization and under its control and direction. The agency is obliged to finance vocational training projects for temporary workers, and the minimum contribution established by law may be extended by the collective agreement. Agencies also provide integrative wages in order to cover worker’s income in periods when he does not work. The law provides that: • Temporary workers cannot be used for personnel with managerial qualifications and for jobs with little professional content. • They can only be applied for qualifications not ordinary in attendance in the firms, in the replacement of absent workers, and in all cases provided by trade unions and national collective agreement. • The client organization can use temporary job only if no collective dismissal involved workers having similar occupations in the last twelve months. • The contract must indicate—among other things—the reasons for recourse to temporary work and the main work conditions (place, hours, pay, date of employment, etc.). The omission of the written form of this contract gives rise to an open-ended employment contract. • Temporary workers can not exceed the percentage of workers employed by the client organization under an open-ended employment contract. Vocational training and training contracts are only partially affected by the Law. Vocational training is regulated (in Art.17) only at the first stage of a greater process of reform, directed to increase the quality of labour supply, facilitate the first contact between young people and enterprises, Financiado por:

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and help unemployed people. The law specifies further that two contracts persist under the priori law (Act 451/1994): 1. a contract of training for high or intermediate levels of qualification (with a maximum duration of 24 months); 2. a contract of training (with a maximum of 12 months) for young people (from 16 to 32 years). Both types of contract can at their end be converted in open-ended contracts, and in this case the act concedes to organizations additional economic benefits. 1.6 The Legislative Decree n.276 of 2003 (Riforma Biagi) The act (referred to as the ‘Biagi Law’) represents an evolution and implementation of the Treu Law and further affects work flexibility, since it is aimed to create a transparent and efficient labour market capable of increasing employment opportunities and to guarantee fair access to high quality employment. The Biagi Law has several objectives: (i) to support entrance and permanence in the labour market of those people who have to conjugate working time with family or study needs; (ii) to provide incentives for enterprises in using contracts which assign to more persons the task to perform an activity previously conducted by only one person; (iii) to legally sort out submerged jobs and to stabilize precarious jobs; (iv) to reinforce the mechanisms of entrance in the labour market also with contracts supporting vocational training and skills development. The main provisions of the Legislative Decree concerning flexibility deal with: (A) Apprenticeship (apprendistato), that is, a contract with training contents, in which the principal assures the employee both a salary and vocational training. Apprenticeship may take the form of: (iv) training right-and-duty, when it covers a period of education and the placement of young people in the labour market; (v) professional training, when it gathers a technical qualification; (vi) apprenticeship directed to acquire a diploma, or a secondary level certificate, or a university degree, or other kinds of high education The contract may be signed with people from 15 to 18 years—for training right-and-duty—or with people from 18 to 29—in the case of acquisition of a professional certificate. In the first case it has a maximum duration of 3 years; In the second case may vary from 2 to 6 years. This type of apprenticeship (professional training) has some difficulties in being applied, since its regulation requires specific regional applications and implementations, but local administration have notjet moved in this direction. (B) Job placement (inserimento), with which some categories of disadvantaged workers are employed (or re-employed) through an individual project of skills’ adaptation to a specific work environment. Its aim is to give the employee an on-the-job training for a period of 9 to 18 months (36 months for disabled people), without the opportunity to renew. The firm can occupy with job-placement contracts whatever percentage of its employees, but only choosing among: − young people (from 18 to 29 years old); − long-term unemployed persons (i.e., unemployed for more than two years, or long-term unemployed under 32 years old); − unemployed over-50; Financiado por:

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−women in problematic areas; − disabled people. The contract must be in written form and must indicate the individual project of job placement, or else it will be transformed in an open-ended contract. It is regulated as fixed-term contracts, even if the employee can be ‘under-classified’ in comparison with after-training workers. The law does not assign financial incentives to the assumption of the described categories of workers (with the exception of disabled workers), but it only has a normative support to the development of this kind of contracts. (C) Jobs linked to special projects (lavoro a progetto); it is defined as a contract of a coordinated and continuative collaboration to carry out one or more specific projects, working programs, or part of them. The job must be autonomously managed by the worker, independently of the time spent in the activity, butin coordination with the firm. Thus, this type of contract is not considered in the sphere of dependent work, but it has the nature of a self-employment contract with only economic dependency by a principal. (D) Casual secondary job (lavoro occasionale e accessorio): it is defined by law as an occasional activity carried out by people risking social exclusion, or who have not yet entered in the labour market, or are close to the exit. It applies to people: − unemployed for more than 1 year; − students; − retired people; − housewives; − disabled people; − immigrants who have lost the job in the previous 6 months. The contractual form is free, while the economic reward must not exceed 5 thousand euros per years and has to be paid with particular ‘labour vouchers’. (E) Part-time: with the overcoming of the limitations introduced by the Legislative Decree n.61/2000 and with an increase of flexibility.

The law promotes the recourse to part-time contracts (especially for women) by reducing the power of collective contracts (and establishing more autonomy of the parties). It recognises and reinforces the possibility, previously provided by collective contracts, of establishing part-time contracts in three different typologies: − horizontal part-time, when the working hours are reduced daily; − vertical part-time, when the activity is performed at full-time basis but in some days of the week, month, or year; −mixed part-time, when the contract combines both vertical and horizontal aspects. The contract can take the form of open-ended or fixed-term. The law imposes the written form with clear indication of the duration of the job and the working hours. In order to avoid discriminations, the wage and all economic treatments (for illness, accident, and pregnancy) must be proportional to the working hours, and the legal treatment must be the same as that of full-time workers. With the aim of better satisfying some needs of both the firm and the employee, but with the risk of an excess of flexibility, the decree provides more flexibility in the management of the working hours, less bonds in the application of supplementary job and overtime, and possibility to sign flexible contractual clauses in

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which the parts agree a number of working hours different or greater than those regulated in the standard part-time contracts. (F) Job sharing (lavoro ripartito), with which two employees take over the responsibilities of a single job and share the salary and benefits on the basis of their individual contributions. The solidarity implies mainly the working hours, since the two employees choose autonomously and discretionally the division of the activity. The written contract must indicate the percentage and the subdivision of the job between the two employees, other than the wage for each one of them. In case of dismissal of only one of the employees, the contract drops out, but the firm can transform it in another type of employment with the remaining part. (G) Job on call (lavoro intermittente o a chiamata), on the basis of which the employee is asked to work as and where the employer requires. Tasks are established in advance and assume discontinuous or intermittent nature. They have to be carried out in specific period during the week, the month, or the year, as provided by law and by collective agreements. In all cases regulated by the collective bargaining, the contract may be signed by any organization and with whichever employee. Independent of the type of activity, the contract can be signed with workers under 25 years or over 45 years (also retired people) or for jobs in the week-end or in specific period (e.g., Christmas or summer holidays). The contract must be in written form, with an open-ended or closed duration, containing all indications about the activity and the modalities of economic reward. Even in this case, the wage must be equivalent to those of other workers in the same position and level, and is calculated proportionally to the performed activity; the firm must also pay a monthly allowance to workers who are obliged to accept immediately the job on call. (H) Staff leasing (somministrazione di lavoro), which represents the conversion of the previous contract of interim job (lavoro interinale). In it, a firm (the user, or the so called utilizzatore) can lease workers from a specialised agency (the administrator, or somministratore). This contractual forms overlaps to the previous concept of temporary work and introduces the opportunity for employers to underwrite open-ended contracts in the form of staff leasing. The relationship persists to be regulated by two contracts: 1) the first one is signed by the employee and the agency; 2) the second is signed by the agency and the user-firm. As observed, with the reform both contracts may assume the written form of an open-ended or a fixedterm contract, but the imposition of a term must be used only for temporary needs or for ordinary activities when the user-firm has technical, productivity, organizational, or substitution reasons. The sameeconomic and normative treatment of the other employees is guaranteed. (I) Summer training (tirocinio estivo); it is a training of professional advice involving students from any university or secondary institute and offering them job opportunities for the summer holidays. It is not an employment relationship, but rather a professional experience and a way to acquire professional skills. The duration, therefore, must be less than 3 months and the economic reward consists in an optional amount not more than 600 euros. Schools and Centres of employment (Centri per l’impiego) must intermediate the relationship with firms taking up students and must supervise the training with tutors and reports. Part 2 – WORKING CONDITIONS IN THE AGRICULTURAL SECTOR 2.1 Type of Employment contracts (National Collective Agreements – Agricultural Sector) The employment contracts are classified according to their continuity: 1) Fixed-term contract: a) workers employed for the execution of jobs of brief duration; seasonal works; odd job; workers Financiado por:

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assumed for working phase or to replace absent workers for which there is the right to maintain their place; b) for the execution of more seasonal works and/or for more working phases in the year, with guarantee of minimum occupation longer than 100 annual days, within 12 months from the date of hiring; c) for a contract longer than 180 days of real job, to carry out with a continuous work relationship. Since 2003 the workers of which to the letters b) and c) can be remunerated with the same formalities of the permanent workers. The 'Christmas bonus' and the fourteenth month salary will be proportioned to the worked days and compared to 312 annual working days. 2) Permanent contract: They are permanent workers, the workers assumed with a job relationship without fixed-term, that work with a single or in partnership agricultural enterprise. This workers are payed with a monthly wage payed out for all the job relationship with the exception of the only days not worked for voluntary absences, illness or accident (for these specific economic treatment see artt. 57 and 60). 3) Professionalizing training period The contract of professionalizing training period can be established with young people between 18 and 29 years old. The maximum duration of this period is establish in this way: Professional areas 1° period 2° period 3° period Total lenght Area 1 20 months 20 months 20 months 60 months Area 2 12 months 12 months 24 months 48 months Area 3 24 months 24 months 4) Part-time contract: The duration of this contract must not be less than: 1. 24 hours for weekly activities 2. 72 hours for monthly activities 3. 500 hours for annual activities The provincial contracts can identify particular typologies of jobs for which it is possible to assume parttime workers with weekly, monthly and annual performances of less duration to those above showed. 2.2 Salary Job Classification: The agricultural workers are classified on 3 “professional areas”: − Area 1: belong to this area the workers with title or specific knowledges and professional skills that allow them to develop complex jobs or job with specific specialization; − Area 2: belong to this area the workers that develop different not complexes jobs for whose execution general knowledges and professional ability are needed (acquired for practice or for title); − Area 3: belong to this area the workers able to perform only generic and simple duties that does not require specific professional skills. In Italian agriculture there has been a new structure of collective agreements since 1995. There are 8 national agreements for certain industries, (e. g. horticulture), 15 regional agreements and 100 agreements at the province level. The trade unions (FLAI-CGIL, FAI-CISL, UILA-UIL) jointly negotiate with the employers'

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associations. The basic content and minimum standards are established at the national level (national labor collective agreement - CCNL). At the province level better arrangements are possible. In a number of companies there are also company agreements. If several trade unions are represented in a company the unions have to agree on their demands and agreements. The national collective agreement makes a distinction between three groups (normal, qualified, and specialized employees). Agreements at the province level may go into further detail about this. In general, the new Collective Agreement (3 August 2010) has established a wage rise for the workers in the agricultural sector equal to 4,6% related to the previous agreement. The agricultural workers can count on a minimum gross monthly salary that will oscillate between 750 Euro and 1.200 Euro (according to the professional area), while the employees of the specific compartment (flower grower), whose salary is proportioned to the working hours, will receive between 6,20 Euro and 7,20 Euro for hour. Minimum monthly wage by area: • Area 1 – € 1070,14 • Area 2 – € 984,77 • Area 3 – € 648,57 Provincial contracts cannot define monthly wage lower than the minimum monthly wage defined by the National collective contract. Permanent workers have the right to receive (each month) a seniority increment every 2 years of service with the same firm: − € 9,89 for normal workers; − € 11,36 for qualified workers; − € 11,93 for highly-qualified workers; − € 12,50 for specialized workers; − € 12,78 for highly specialized workers. Placement and salary for professionalizing training period The organization and the relative economic treatment of the worker assumed with contract of professionalizing training period is determined: • in the first period: two levels under the final destination; • in the second period: a level under the final destination; • in the third period: at the final destination level.

Employee's contribution - pension insurance: 8.54 % Employer's contribution - pension insurance: 26.2 % - health insurance: 0.683 % - accident insurance: 13.24 % - unemployment insurance: 2.41 % - integration fund 1.50 % - guarantee fund: 0.20 % - Total: 43.23 % In disadvantaged areas the employers can get wage subsidies. They get a refund of 32 % of the wage. Income tax: a percentage depending on the wage level, approx. 27 %. The collective agreements are kept by 100 % of the companies.

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2.3 Working Time Law 196/1997 – establish the working time on 40 hours a week and 8 hours a day. For the agricultural sector, the National Collective Agreement establish the working time on 39 hours a week equal to 6,30 hours a day (26 working monthly days). The changeability of this standard weekly working time it is allow with the limit of a total of 75 annual hours, with a maximum of 44 hours a week. To the permanent workers are due a period of paid holiday equal to 26 working days, for every years worked with the same firm. The time is different for part-time contract (see above). Decree n. 66/2003 has changed the discipline of the working hours, repealing all the limits to the overtime work (daily, weekly and annual). It has introduced the concept of “middle working hours”: the employer must pay the increase for overtime, over a certain total numbers of hours for period, not more for every hours that overcomes 8 hours a day. The collective agreement (thanks to art. 4 d.lgs. 66/2003) can fix a maximum duration of the working hours as long as no longer than the 48 weekly hours (comprehensive of extraordinary) in relationship to a period no longer than 4 months (period that can be raised up to 6 months or up to 12 months if there are specific reasons related to the organization of the job). The overcoming of the threshold of the 48 hours forces the employer of firm with more than 10 employees to inform the provincial direction of the job. Definition of working week A rigid notion of working week doesn't exist, therefore it is to consider such every period of 7 days. The employers have the faculty to decide when the week has to start (beginning from any day), or to consider working week established by the calendar (from Monday to Sunday). To the workers it is due a weekly rest of 24 consecutive hours, possibly in coincidence with Sunday. If the employers need that the performance of work has to be on Sunday, the weekly rest of 24 consecutive hours must be granted in other day of the week. Depending on art. 22 law 17 October 1967, n. 977 (changed by legislative decree 4 august 1999, n. 345) to the workers under 18 years old must be granted a weekly rest of at least 2 days (if possible consecutivedays and including Sunday). This period could be reduced for specific reasons, but it can not be less than consecutive hours.

Definition of working day The daily limit, comprehensive of overtime, is indirectly deduced by the art. 7 that establishes that "the worker has the right to 11 hours of consecutive rest every 24 hours." The working day is made by no more than 13 hours (8 hours + 5 extra hours). Dispensation to the limit of 13 daily hours The collective or business agreement can repeal the daily limit of 13 hours, as long as it is compensated by a less working hours in the following weeks or by a compensatory rests (art. 17). It does not change the duration of 45 minutes for the break lunch, for all the categories of workers. Decree n. 66/2003 establish that the works shift that exceed 6 hours a day, it has fixed (art. 8) a break of 10 minutes for the dinner, except better conditions provided by the collective agreement. - Overtime: work performed over the ordinary time. The overtime work cannot overcome the 2 daily hours and the 12 weekly hours and it must be ask by the employer in specific cases (real necessity), whose missed execution compromise crops and production. The maximum number of overtime hours must not exceed 250 hours per year; - Sundays and public holidays: work performed on Sundays and in the other festive days recognized by the State of which to the art. 36. On public holidays another wage is paid in addition to the wage and to the holiday bonus; Financiado por:

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- Night work: work performed from 8pm to 6am, in the periods in which there is the solar time and and from 10pm to 5am, in the periods in which there is the daylight saving time. The limits of the night work inside of the firm must be established by provincial contracts. The percentages of increase are the followings: - Overtime 25 % - Festival day 35 % - Night work 40 % - Overtime in a festival day 40 % - Night work in a festival day 45 % 2.4 Disciplinary measures Individual dismissal for permanent workers: a) Just cause: The dismissal for just cause, with immediate resolution of the job relationship without obligation of notice, it is determined by: • unjustified absence for three consecutive days, without notifications; • penal sentences for crimes that involve detention; • how keep doing actions that have already caused the application of disciplinary sanctions provided for the CCNL or from the provincial Contracts; • serious insubordination toward the employer or his representative in the firm; • the fraudulent damages to the machineries, to the cultivations and the buildings; • the theft in firm. b) Justified reason The dismissal for justified reason is determined by a remarkable non-fulfilment to the contract from the worker as: • unjustified and repeated absences with high frequency; • substantial reduction of the business surface or of the farming; • radical change of growing or of the business organization; • stoppage of the agricultural activity for deadline of rented holding; • joining of the enterprise to a partnership management and service cooperatives; • increase of the family unit of the entrepreneur for the addition or the reentry of active working unity (relatively to his/her relatives within the second degree, even if not cohabitants). The worker that consider oneself injured in his/her rights can turn to his/her own union organization. The resolution of the permanent contract in case of dismissal not for just cause must be precedes two month's notice. In case of missed notice it has been due since one part to the other an equivalent substitutive indemnity to the amount of the salary that would have been due for the period of notice. 2.5 Social Security There is a state welfare insurance system called INPS, the national institute of welfare insurance. Social security contribution system is constituted by: - 1,2% to be paid by the employer commensurate with the wage useful to the computation of the severance pay (TFR); - 1% to be paid by the employee commensurate with the wage useful to the computation of the severance pay (TFR); - a quota of TFR equal to the 2% of the useful wage for the computation of the TFR already reached in the reference period following the registration to the fund for the workers with permanent contract already employed at 28th April 1993; - 100% of the TFR already reached in the reference period following the registration to the fund for Financiado por:

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the workers with permanent contract of first work after 28th April 1993; - 100% of the TFR already reached in the reference period following the registration to the fund for the workers with fixed-term contract. Permanent workers have the right to maintain their job for a period of 180 days in case of illness or accident. In cases of industrial accident (officially recognized by INAIL) workers have the right to maintain their job for all the clinical recovery period. In every case, this period cannot overcome the 12 month from the accident. Illness Salary supplement (given to the permanent workers by the Redundancy fund extra legem) has to cover the 80% of the daily wage related to the professional area (it is the same with fixed-term workers). Industrial accident Salary supplement (given to the permanent workers by the Redundancy fund extra legem) has to cover the 80% of the daily wage related to the professional area, except cases provided by law for the first 3 days (art. 213, DPR 30 June 1965, n. 1124). The agricultural firms anticipate the compensation to the permanent workers (to be paid by the Social Security Institute) relatively to family allowance, illness, accident and redundancy fund. For the financing of the Health Supplementary Fund it is established a contribution to be paid by both employers and employee: € 186/year for permanent workers and € 0,34/day for fixed-term workers. Illness and injury during professionalizing training period In case of illness to the apprentice must be corresponds the 50% up to ordinary salary for a maximum of 45 days on annual base. In case of industrial accident the firm is required to integrate the INAIL treatment up to the 80% of the ordinary salary. For permanent workers In case of marriage permanent worker has the right to have a remunerated permission of ten days. It also has the right to have a remunerated permission of three days in case of death of relatives of first degree and in other cases provided by the law (art. 4 comma 1, legge 8 marzo 2000, n. 53) Permissions for courses of scholastic recovery. To permanent worker that participates to a remedial lesson it is granted a remunerated permission of 150 hours within 3 years, with the faculty to accumulate all the hours also only in one year. The number of permanent workers of every single firm that can benefit of these permissions cannot overcome in the same moment the number of 1 for those firms that have from 4 to 10 permanent workers and the 10% for those firms that have more than 10 permanent workers. Part 3 – WORKERS IN THE AGRICULTURAL SECTOR (Italy and -Alto Adige) The people work in the Agricultural sector in Italy are 904.000; in the Autonomous Province of Trento the people work in the Agricultural sector are 9.000. Tab. 1 – Employed in Agricultural sector by professional position and geographic range (Italy) – 2010 Geographic area Absolute value (in thousand) % variation (2009) Employed Self-employed Total Employed Self-employed Total North 121 226 347 -2,6 5,3 2,4 North-West 47 109 156 -20,6 -2,6 -8,9 North-East 74 117 191 14,0 13,9 13,9 Centre 64 63 127 8,1 -10,7 -2,2 South 279 151 429 4,6 -3,7 1,5 Total 463 441 904 3,0 -0,5 1,3 Total Part-time workers 59 Financiado por:

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Fixed-term workers 247 Tab. 2 – Unemployed rate by gender and geographic range (Italy) – 2010 Geographic area % % variation (2009) Total 15-64 years long time Total 15-64 years long time Male & Female Total 7,6 24,7 3,8 0,3 1,2 0,5 North 5,2 18 2,2 0,1 -0,1 0,5 North-West 5,5 18,8 2,5 0,0 0,6 0,4 North-East 4,8 17 1,7 0,2 -1,1 0,6 Centre 7 22,1 3,4 0,5 1,3 0,5 South 12,1 35,2 6,9 0,4 2,8 0,5 Male Total 6,8 23,6 3,4 0,3 1,7 0,6 North 4,4 17 1,8 0,1 0,8 0,5 North-West 5 19,4 2,2 0,3 3,0 0,6 North-East 3,6 13,9 1,3 -0,3 -2,0 0,4 Centre 5,9 18,7 2,8 0,6 0,2 0,7 South 11,1 34,8 6,2 0,7 4,1 0,7 Female Total 8,7 26,2 4,4 0,1 0,1 0,4 North 6,3 19,3 2,7 0,1 -1,4 0,5 North-West 6,2 17,9 2,9 -0,4 -2,8 0,2 North-East 6,4 21 2,4 0,7 0,2 0,9 Centre 8,5 27 4,2 0,4 2,3 0,2 South 13,9 36 8,2 -0,1 0,4 0,3 14 Tab. 3 – Main indicator of labor market – Dec. 2009 – Dec. 2010 (%) Activity range (%) Employment range (%) Unemployment range (%) 15-64 years 15-64 years Total 2009 2010 2009 2010 2009 2010 Trentino-Alto Adige 71,4 70,7 69,2 68,6 3,1 3 Bolzano 74 73 71,8 71,3 2,9 2,2 Trento 69 68,6 66,7 65,9 3,2 3,9 Tab. 4 – Employment by professional position – 2010 (in thousands) Agricultural Industry Service Total Employed Self-employed Total Employed Self-employed Total Employed Self-employed Total Employed Self-employed Total Trentino- Alto Adige 8 19 27 93 27 119 259 65 325 360 111 471 Bolzano 4 14 18 42 15 57 131 35 166 177 64 241 Trento 4 5 9 50 12 62 128 30 158 183 47 229 Tab. 5 – Number of agricultural firms (2009) Year Total 18-35 years 1980 12.905 1.538 1985 16.426 1.711 1990 15.760 1.811 Financiado por:

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1994 13.288 1.620 1995 13.158 1.590 1996 13.062 1.536 1997 13.064 1.478 1998 12.982 1.430 1999 12.729 1.358 2000 12.634 1.278 2001 8.689 892 2002 8.750 875 2003 9.173 883 2004 9.020 845 2005 9.164 753 2006 9.202 989 2007 9.076 891 2008 8.981 858 2009 8.966 816 Source: Istat - Archivio Statistico Imprese Attive (ASIA) 15 Tab. 6 – Number of agricultural firms by gender and district (2009) District M F Total della Valle di Fiemme 124 42 166 di 73 38 111 della Bassa Valsugana e del Tesino 288 109 397 Alta Valsugana 634 185 819 della Valle dell'Adige 1.943 268 2.211 della Valle di Non 2.508 276 2.784 della 230 87 317 delle 274 70 344 445 32 477 della 1.169 96 1.265 Ladino di Fassa 64 11 75 Province of Trento 7.752 1214 8.966 Source: Istat - Archivio Statistico Imprese Attive (ASIA) Tab. 7 – Number of agricultural firms by age class and district (2009) District Total 18-35 36-50 51-65 Over 65 Total della Valle di Fiemme 21 69 51 25 166 di Primiero 16 28 35 32 111 della Bassa Valsugana e del Tesino 53 184 108 52 397 Alta Valsugana 68 298 275 178 819 della Valle dell'Adige 216 673 753 569 2.211 della Valle di Non 255 938 1.001 590 2.784 della Valle di Sole 22 106 128 61 317 delle Giudicarie 38 121 116 69 344 Alto Garda e Ledro 43 134 170 130 477 della Vallagarina 67 381 435 382 1.265 Ladino di Fassa 17 33 20 5 75 Province of Trento 816 2.965 3.092 2.093 8.966 Source: Istat - Archivio Statistico Imprese Attive (ASIA) Tab. 8 – Number of agricultural firms by type of production class and district (2009) District Fruit Wine Zootechnical

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Fruit& Wine Fruit&Zoo technical Fruit-Wine- Zootechnical Wine&Zoo technical Others Total della Valle di Fiemme 2 - 122 - - - - 44 168 di Primiero - - 83 - - - - 34 117 della Bassa Valsugana e del Tesino 58 20 146 29 20 7 12 116 408 Alta Valsugana 292 31 138 89 21 16 13 231 831 della Valle dell'Adige 432 733 65 860 21 42 35 118 2.306 della Valle di Non 2.510 2 89 34 149 1 - 36 2.821 della Valle di Sole 132 - 124 - 40 - - 26 322 delle Giudicarie 42 14 177 11 6 2 2 127 381 Alto Garda e Ledro 44 123 50 165 7 17 23 55 484 della Vallagarina 31 759 83 186 1 14 71 150 1.295 Ladino di Fassa - - 65 - - - - 11 76 Province of Trento 3.543 1.682 1.142 1.374 265 99 156 948 9.209 Source: Istat - Archivio Statistico Imprese Attive (ASIA)

Part 4 – IMMIGRANT WORKERS The migrant flows towards Italy for the year 2005 by subordinate and self-employed non-EC workers must occur in accordance with the maximum quotas set forth by law. In order to work in Italy, foreigners must hold: 2. An entry visa for subordinate employment or self-employment issued by the Italian Diplomatic or Consular Representatives in the applicant's country of origin or stable residence of the immigrant worker 3. The residence permit issued for the activities stated in the entry visa by the Police Department of the Province where the immigrant worker lives Workers with subordinate employment must also hold a permit of stay for subordinate employment with an open-ended contract, fixed-term contract or seasonal contract, agreed and signed at the one- stop desk for immigration of the Province where immigrant workers live, where the employer has the registered office or where the employment will take place. The actual start of the employment shall be deemed to be the date of signature. The residence permit's validity is linked to the duration of the work permit, and more precisely: − Not exceeding one year in case of subordinate employment with a fixed-term employment contract − Not exceeding two years in case of subordinate employment with an open-ended employment contract − Not exceeding nine months in case of one or more seasonal employment contracts The residence permit's validity for self-employment may not exceed two years. The application for renewal shall be submitted by the residence-permit holder to the Police Department of the Province where the permit holder lives, at least: − Ninety days before the expiry of the employment contract in cases of subordinate employment with an open-ended contract − Sixty days before the expiry of the employment contract in cases of subordinate employment with a fixed-term contract Financiado por:

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In relation to particular conditions, the residence permit issued for study or training purposes may be converted into a residence permit for work purposes, before its expiry and after the stipulation of the contract to stay for work purposes. Moreover, holders of a residence permit for family reasons may register in the Employment Center and undertake subordinate employment or self-employment. Autonomous Province of Trento The resident immigrants in the Autonomous Province of Trento are 46.044 (22.346 males and 23.698 females – Tab. 16 - 17). The immigrants between 15-64 year olds are 31.100 people (14.500 male and 16.600 female). Among these, the people employed are 18.900 people (11.400 male and 7.500 females – Tab. 18). The occupied in the agricultural sector are 400 people (300 males and 100 female – Tab. 19). Of these people, 100 people (all men) are from EU countries, while 300 people (200 men and 100 women) are from non-EU countries. The agricultural sector is the only sector that registered a positive trend in ‘new engagement’ compared to the previous year (Tab. 20). 17 Tab. 16 – Immigrants resident in Trento by gender (2009) Male Female Total % Male % Female Immigrants 22346 23698 46044 48,5 51,5 Source: CINFORMI – Annual report 2010 Tab. 17 – Resident immigrants in Trento by gender and geographic area (2009) % Male % Female % on total immigrants EUROPE 46,3 53,7 65,4 Europe 15 41,4 58,6 3,4 New member state (2004 & 2007) 45,1 54,9 21,6 Europe 27 44,6 55,4 25,0 Central and Eastern Europe (Non EU) 47,4 52,6 40,2 Others European countries 33,3 66,7 0,1 AFRICA 55,8 44,2 18,6 North Africa 55,5 44,5 16,2 Others African countries 58,0 42,0 2,3 ASIA 57,1 42,9 9,1 Eastern Asia 48,5 51,5 2,9 Others Asian countries 61,1 38,9 6,2 AMERICA 39,1 60,9 6,9 North America 45,7 54,3 0,2 Latin America 38,9 61,1 6,7 OCEANIA 40,0 60,0 0,0 Stateless 50,0 50,0 0,0 TOTAL 48,5 51,5 100 Source: CINFORMI – Annual report 2010 Tab. 18 – Immigrants between 15-64 year olds by position and gender (2009) EU Non EU Total Absolute Value Absolute Value Absolute Value Employed Male 2.900 8.500 11.400 Female 3.000 4.500 7.500 TOTAL 5.900 13.000 18.900 Looking for job Financiado por:

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Male 200 700 900 Female 400 800 1.200 TOTAL 500 1.600 2.100 Non labor force Male 500 1.700 2.200 Female 1.500 6.500 8.000 TOTAL 2.000 8.200 10.200 People between 15-64 year olds Male 3.500 11.000 14.500 Female 4.900 11.700 16.600 TOTAL 8.400 22.700 31.100 Source: CINFORMI – Annual report 2010 18 Tab. 19 – Employed immigrants by gender and sector (2009) - % Male Female Total Sector A.V. % A.V. % A.V. % Agricultural 300 2,6 100 1,3 400 2,1 Energy & extraction 0 0,0 0 0,0 0 0,0 Transformation 4.300 37,7 600 8,0 4.900 25,9 Construction 2.900 25,4 0 0,0 2.900 15,3 Wholesale 1100 9,6 700 9,3 1.800 9,5 Hotels & restaurants 600 5,3 1.500 20,0 2.100 11,1 Transport & communication 1.200 10,5 100 1,3 1.300 6,9 Financial intermediation 0 0,0 100 1,3 100 0,5 Business services 600 5,3 1.200 16,0 1800 9,5 Public administration 0 0,0 100 1,3 100 0,5 Education, health care and social care 100 0,9 1.100 14,7 1.200 6,3 Other public, social, individual services 300 2,6 2.100, 28,0 2.400 12,7 TOTAL 11.400 100 7.500 100 18.900 100 Source: CINFORMI – Annual report 2010 Tab. 20 – New engagement of immigrant workers by sector (2009) A.V. % % var. 08-09 Agricultural 14.053 34,1 2,9 Industry 5.760 14,0 -26,4 extraction 353 0,9 -28,8 Construction 2.567 6,2 -13,2 Services 21.385 51,9 -6,9 domestic services 1.122 2,7 -47,0 public services 13.738 33,3 1,7 TOTAL 38.005 100,0 -7,3 Source: CINFORMI – Annual report 2010 Tab. 21 – New engagement of immigrant workers in Agricultural sector by nationality and gender (2009) (First 10 countires) National Groups Male Female Total % Male % Female Romania 4294 1459 5753 74,6 25,4 Poland 2494 996 3490 71,5 28,5 Slovak Rep. 1206 301 1507 80,0 20,0 Albania 380 147 527 72,1 27,9 Macedonia 303 97 400,0 75,8 24,2

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Moldova 231 156 387 59,7 40,3 Serbia-Montenegro-Kosovo 237 81 318 74,5 25,5 Senegal 290 3 293 99,0 1,0 Morocco 169 83 252 67,1 32,9 Czech Rep. 175 53 228 76,8 23,2 Source: CINFORMI – Annual report 2010 Tab. 22 – Employment of immigrants with supply contract (Contratto di somministrazione) by sector (2009) A.V. % % var. 08-09 Agricultural 83 2,4 112,8 Industry 1625 47,5 -40,2 Construction 57 1,7 -32,9 Services 1714 50,1 -15,4 Business services 489 14,3 -35,9 public services 186 5,4 -24,1 TOTAL 3422 100,0 -28,4 Source: CINFORMI – Annual report 2010 Part 5 – PUBLIC POLICIES FOR DISADVANTAGED PEOPLE – NATIONAL LEVEL The public policies promoted in Italy to insert disadvantaged people on the labour market have been different during the time and very similar to those promoted at international level. 1) Normative policies: they impose compulsory quotas to the enterprises (except, generally, the smallest firms) in order to occupy a certain percentage of disadvantaged subjects (Law n. 68/199 provide a sort of ‘occupational obligation’ of disabled people registered as special unemployed to enterprises with more than 15 employees . 2) Compensatory policies: Their propose is to reduce the increases of cost connected with engagement of disadvantaged people with the aim to induce employers to voluntarily occupy these workers. Between them we find: - Training activities and counselling pre-job. The limit of this type of interventions is that counseling is often structured in line with the characteristics of disadvantaged worker, without holding enough the needs of the market; enterprises often consider the training public system few reliable and the relative ‘certification’ unlikely. - Economic incentives to engagements: the aim is to stimulate employers to engage disadvantaged workers. The result is a great disbursement of public money. 3) Substitutive politics: the State directly promotes the working insertion of disabled people in the public sector, in sheltered employment or in enterprises constituted ad hoc. In this case the main problem is that this type of intervention is not able to promote a real social and professional integration of disadvantaged people, but sometimes could confine in closed productive structures many individuals able to develop an active role in the ‘open’ labour market. These traditional public policies have determined a remarkable growth of the costs for the local administrations and they are met with the increasing selectivity of job needs. These reasons have contributed to make less effective insufficient the occupational public policies justifying the progressive recourse to alternative politics. People considered disadvantaged by the Law n. 68/ 1999: − people with physical disablement, psychic and sensory deprivation (intellectual handicap) with the reduction of their working ability equal to at least 45%; − disabled of the job with a degree of disability more than 33%; − sightless and deaf-mute people, disabled civilian, disabled ex-serviceman and for service (art. 1, first paragraph, lett. b), c) and d) l. n. 68 of the 1999), orphans and partners of people deceased for Financiado por:

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cause of job, war or service. The Law n. 381/1991, establish a particular typology of cooperatives: social cooperatives. social cooperatives are cooperatives with the purpose to pursue the general interest of the community and the social integration of the citizens through: a) the management of socio-sanitary and educational services (A type social cooperatives) ; b) the carrying out of different activity – agricultural, industrial, commercial or services – directed to the working integration of disadvantaged people (B type social cooperatives). A-type cooperatives are able to offer integrated services both for areas of intervention and for professionalism employed (the social structure can be integrated with expert, as for instance the doctors). They develop their activity with small costs and high flexibility compared to the direct management from the public sector. They deliver welfare and educational services to: children and boys (nursery, day centers, scholastic support, summer camp); minority and young people in disadvantage situation (day centers, special residences, educational home care, community care, scholastic assistance, professional orientation, socio-working integration); people with psychiatric problems and elderly people. B-type cooperatives operate in many different sectors and they are oriented to the working integration of disadvantaged people (physical disabled people and mainly of subjects that social excluded, with a great difficult to find a job: ex-inmate of prison or mental hospitals; people in psychiatric treatment; alcoholics; drug-addicted; minors in working age in difficult family situations; in-mate of penitential institutes admitted to alternative measures of detention or admitted to work outside the jail – art. 4, first paragraph). In general, the activities carried out by the B-type social cooperative are: cleanings; environmental cleanings; maintenance of green, road and public place, forest jobs; porter, etc. To be a B-type cooperative it is necessary that the disadvantaged people inserted in the cooperative constitute at least the 30% of the workers of the cooperative and, in line with their subjective state, assumes the qualification of members. It is also essential that inside of these type of cooperatives the presence of ordinary workers is enough to assured the carrying out of the activity and that the activities are managed keeping in mind a general vocational training and personalized programs. For the B type social cooperatives, considered their double purpose of work integration of disadvantaged people and to produce goods and services, some facilitations are provided by the law: – the rates for the Social Security relatively to the salary corresponded to the disadvantaged people, have been reduced to zero. – the right to the tax exemption is up to both disadvantage workers members of the cooperative (art.4 ls.381/1991) and disadvantage workers dependent of the same one (Circular INPS n. 296/1992), as long as the number of the disadvantaged workers constitutes at least the 30% of the whole occupied organic. The B-type social cooperatives, to be able to profit of this tax exemption, must introduce, to the near local competent INPS center, the followings documents: a) copy of the Statute and the memorandum of association. with the denomination of social cooperative and the object of the social activity underlining the working integration activities of disadvantaged people; b) to be put on the regional register of social cooperatives; c) declaration of the legal representative of the cooperative attesting the subsistence of the conditions to enjoy of the tax benefit. In particular, from this last point, the B-type social cooperative must provide: – the total number of the workers of the cooperative (members and dependent), excluded the Financiado por:

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voluntary workers; – the number and the names of the memebers to be considered disadvantaged workers; – the documents (coming from the local competent public administration) proving the condition of disadvantaged workers of the members for which the cooperative intends to apply for the tax facilitation and the affiliation of each of them to one of the suitable categories provided by the law; – the commitment of the cooperative to communicate variations and circumstances that can influence the conditions that qualified the cooperative for the tax exemption; – to the social cooperatives beneficiaries of the tax exemption it is attributed the authorization code "5V" with which the firm is able to have the tax facilitations. 5.1 Disabled People With a view to promote the access of disabled people to the world of work, the law calls for a series of support and targeted-employment services. Targeted employment consists of a series of instruments for the evaluation of the work abilities of disabled people aimed at the insertion in an appropriate job through: • Job-analysis activities • Support forms • Positive actions • Solutions of problems arising from workplaces It is worthy to mention a series of benefits being allocated to enterprises or public bodies which hire disabled people with certain percentages of disability. The labor market reform introduces new opportunities to promote the insertion of disadvantaged workers through: 2. Agreements between staff-leasing agencies and public bodies 3. Incentives for enterprises providing contracts to social co-operatives employing disadvantaged people 4. Work-Entry Contract Unemployed disadvantaged people who aspire to a job suited to their work abilities must enroll in the compulsory employment list at the local Employment Center of their geographical area, and specifically in the single ranking list. Compulsory employment is specifically reserved for the following categories of unemployed: Disabled People • People of working age with physical, mental, sensory disabilities or cognitive handicap leading to a work ability reduction exceeding 45% • Invalids due to work accidents with a degree of disability exceeding 33% • The sightless or the deaf and dumb • War invalids, civil war invalids and invalids due to service Other Categories • Surviving orphans and spouses of persons deceased due to work accidents, war or service • Equivalent persons (surviving spouses and children of persons recognised as seriously disabled invalids due to work accidents, war or service) • Repatriated Italian refugees and victims of terrorism People registering in the compulsory employment lists must: • Be unemployed, except for the victims of terrorism • Have not reached retirement age Orphans and children of serious disabled invalids due to work accidents, war or service may register Financiado por:

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when still minors at the time of the parent's death. Minors are deemed to be children up to the day of their 21st birthday (if upper secondary-education students), and up to the age of 26 if attending university. The documentation may vary according to the requirements specifically expressed by the compulsory employment offices and is also subject to regional and local regulations which may differ throughout the country.

The following tables present data at national level. Tab.9 – Active people and disabled people (Italy) – 2005 (in thousands) Geographic area Active people Active people with disability People % % women People % % women Total 34.779 100 47,5 526 100 44,1 North-West 9.324 26,8 46,8 144 27,4 38,8 North-East 6.655 19,1 46,7 88 16,7 42,4 Centre 6.585 18,9 47,5 101 19,3 53,5 South 12.215 35,1 48,4 193 36,6 44,0 Source: Isfol Plus 2005 Tab. 10 – Italian population and disabled people by age class (%) – 2005 Age classes Italian Population Disabled people 15-29 years 26,6 6,1 30-39 years 26,1 15,6 40-49 years 23,7 18,8 50-64 years 23,6 59,5 Source: Isfol Plus 2005 Tab. 11 – Active people and disabled people by Educational qualification (Italy) – 2005 (in thousands) Educational qualification Active people Active people with disability People % People % No title 143 0,4 11 2,1 Elementary school 4.001 11,5 170 32,3 Middle school 13.048 37,5 205 38,9 High school 13.847 39,8 123 23,4 Degree 3.546 10,2 17 3,2 Postgraduate 195 0,6 1 0,2 Total 34.779 100,0 526 100,0 Source: Isfol Plus 2005 Tab. 12 – Italian population and disabled people by type of condition (%) – 2005 Type of condition Total Population Disabled people Student 9,7 1,5 Homemaker 8,1 6,1 Retired 9,1 37,2 Unemployed 9,7 17,1 Employed 63,4 38,1 Source: Isfol Plus 2005 Tab. 13 – Employees and disabled employees by professional poistion (Italy) – 2005 Employees Disabled Employed 16.066 72,8 157 78,1 Self-employed 5.994 27,2 44 21,9 Financiado por:

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Total 22.060 100 200 100 Source: Isfol Plus 2005 Tab. 14 – Employees and disabled employees by sector (Italy) – 2005 Employees Disabled Other services 3,2 7,4 Public Administrations, Education, Public Health 25,4 29,2 Financial intermediation 11,5 5,7 Transport & communication 6 12 Wholesale 20,4 17,7 Construction 6,7 2,2 Industry 22,2 16,1 Agricultural 4,5 9,6 Source: Isfol Plus 2005 Tab. 15 – Employed people by type of channel (%) – 2005 Employees Disabled Public Employment Service 2,2 11,0 Private Employment Service 2,3 3,4 School, press, examination, submission 61,4 50,0 Friends, relatives, acquaintances 34,1 35,6 Source: Isfol Plus 2005 5.2 – Convicts and Former Convicts With a view to improve the living conditions in prisons and to support the social reinsertion of convicts, the law provides tax benefits for enterprises hiring convicts or disbursing training activities targeted to this category. In particular, the prison population falls within the disadvantaged categories which the social cooperatives are obliged to hire at a rate of 30%; these co-operatives are therefore entitled to social- security benefits. The Ministry of Labor and the Ministry of Justice have likewise signed a Memorandum of Understanding to favor employment through: − The promotion of projects for social co-operatives, formed also by convicts, former convicts, internees, and former internees, with the application of social-security reductions − The support for guidance, vocational-training and job-insertion activities for the prison population − The involvement of the Regional Authorities in promoting actions, specifically for convicts and internees, by the Employment Centers. Convicts and former convicts may register in the Employment Centers to utilize the information and guidance services regarding the various training and employment opportunities. 5.3 - The Protection and Reinsertion of Drug-addicted Workers The Ministry of Labor and annually finances projects for the prevention, treatment, rehabilitation and reinsertion of drug-addicts through the National Action Fund for the Fight Against Drugs. These projects last 3 years, are submitted by the Central Government departments, and focus on job tutoring, vocational training and prevention. With a view to favour the reinsertion of drug-addicted workers, other measures are specifically envisaged and more precisely: 2. Particular forms of protection, such as the right by people to maintain their job during the rehabilitation treatment (up to a maximum of three years) and the right to a period of leave (not over 3 months) for the family members of drug-addicts who want to join the therapy program 3. Social-security benefits for the social co-operatives undertaking activities for the job insertion of drug-addicts (convicts or subjected to measures alternative to imprisonment) and other categories of disadvantaged people Financiado por:

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Part 6 – PUBLIC POLICIES FOR DISADVANTAGED PEOPLE – PROVINCE of TRENTO The ‘action’ of the Employment Agency of Trento are addressed to: − people belonging to a weak groups of the labour market (Action 6); − disabled people according to the Law 68/1999 (Action 7); − weak people at risk of social exclusion (Action 8); − support to the development of social cooperatives of working insertion of disabled or disadvantaged people (Action 9); − support to the diffusion of part-time job for reason related to care and assistance (Action 11); Part 7 – WORK INTEGRATION SOCIAL ENTERPRISES (WISEs) (Borzaga and Depedri, 2009) The first investigation collected information on 228 organisations delivering social services (54 public bodies, 17 for-profit enterprises, and 157 non-profits, 74 of which were social cooperatives) and 2,066 paid workers (588 in social cooperatives). It compared the characteristics of social cooperatives with other organizational types. The second survey, conducted in 2006, study investigated both A- and B-type cooperatives, and it used a complex process of sampling from all Italian social cooperatives designed to represent the universe by typology, region (North-East, North-West, Central, and South Italy), and size (fewer than 15, 15-50, and more than 50 employees). A total of 310 organizations were surveyed: A-type social cooperatives mainly provide welfare and educational services (73 per cent), while B-type, devoted to the re-integration of disadvantaged persons into employment, mainly provide environmental (50%) and homecare services (37,8%). Questionnaires were also administrated to 4,134 ordinary workers. Wages: Ordinary workers in social cooperatives were paid less than in other comparable organizations: full-time employees earned about 770 Euros per month (after tax) compared to about 900 Euro in public organizations, and there were similar differences in hourly wages. The study also shows that workers were attracted to social cooperatives for intrinsic reasons (e.g. the social utility of the activity, and the way in which the organization worked with its clients), but also by the opportunity to balance the job with other personal commitments and to improve their human capital. However, the strongest positive differential compared with the public sector concerned the opportunities to be involved in decision- making. Only in a few cases (and less than in public and for-profit enterprises) do workers choose jobs in social cooperatives because of the lack of alternative outlets. The average salary paid by social cooperatives in 2007 was still quite low (see Table 3.3). However, over the decade between the two surveys net salaries increased in monetary terms by more than 30 per cent on average, climbing to about 1,000 Euro a month for full-time employees in 2007. This increase is partially explained by more worked hours, since the hourly wage has increased less than this. The overall increase is still significant in real terms: discounting by annual inflation, the salary for full-time employees amounted to 863.88 Euro per month in 2007, compared to 768.24 in 1998, while the hourly rate rose to 5.91 Euro compared to 5.14 in 1998. Contractual aspects: Our survey shows that social cooperatives do not use temporary contracts more than in other sectors and that the percentage of temporary employees has not increased in recent years (falling to 19.1 per cent in comparison to 26.7 per cent in 1998). Instead, social cooperatives employ a large percentage of their workforce on part-time contracts (43.7 per cent in comparison to 29.6 per cent in 1998), mainly at the request of workers themselves (most of whom are female), but also for organizational needs, since 29.0 per cent of part-time workers declare to have no choice in the matter. Tab. 23 – Employed people by type of channel (%) North-West North-East Centre South Italy Open competition 3,2 1,5 2,7 3,4 2,8 Financiado por:

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Ex-collaborator 9,0 11,4 12,0 12,9 10,8 Personal networks 18,6 18,6 18,5 34,9 21,2 Relatives 22,1 18,8 21,5 18,3 20,7 Curriculum 17,6 21,9 17,3 9,8 17,1 Cooperatives networks 26,5 23,6 22,2 18,0 23,6 Others 3,0 4,2 5,8 2,7 3,8 Tab. 24 – Cooperative type B in Italy (2005) Geographic area Cooperatives Disadvantaged Remunerated personal Disadvantaged for coop. % disadvantaged on total North-West 693 9.976 18.368 14 54,3 North-East 474 7.836 12.622 17 62,1 Centre 616 7.398 14.974 12 49,4 South 636 4.931 8.366 8 58,9 Italy 2.419 30.141 54.330 12 54,5 Source: Istat, 2007

Tab. 25 – Disadvantaged workers by sector (%) ICSI Sector Agricultural 8,9 Gardens and green services 50,0 Waste collection 33,3 Manufacturing 15,6 Industry - Sell product and shops 12,2 Restaurant 14,4 Laundry 8,9 Construction 7,8 Housekeeping 37,8 Call centre 15,6 Other 40,0 Total 244,4 Source: ICSI2007 Tab. 26 – Type of disabilities by geographic area (%) Type of disabilities North- West North- East Centre South Italy Alcoholic. 4,4 6,7 2,9 2,2 4,3 Inmate, ex-convict 9,0 9,3 8,1 7,7 8,7 Physical, psychic and sensory disables 44,7 39,2 59,7 41,3 46,3 Unemployed 2,0 2,0 2,8 12,0 3,8 Minority 0,7 0,5 0,5 1,3 0,7 Psychiatric patient 16,6 20,4 11,2 8,9 15,0 Drug-addicted 20,1 15,0 13,0 13,6 16,0

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People with other type of disabilities 2,5 6,9 1,8 13,0 5,2 TOTAL 9.976 7.836 7.398 4.931 30.141 Source: Istat, 2007 Tab. 27 – Disadvantaged workers by type of contract ex l.381/91 Disadvantaged ex.381 Other Disadvantaged Type of contract A.V % A.V. % Time Full-time 859 51,8 133 42,5 Part-time 800 48,2 180 57,5 Term Permanent contract 1227 74,0 127 40,6 Fixed-term contract 432 26,0 186 59,4 Total 1659 100 313 100 Source: Euricse 2009

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