The course aims at attaining the basic notion of labour law and the competence of the most relevant legal features for the administration and development of human resources, both in the private context and the in public.
The course aims at providing students with essential instruments to know the fundamental principles of private and public labour law.
At the end of the course, the students will have acquired a knowledge of all the sources of labour law and the method of interpretation.
Also, the students will acquire the essential legal knowledge in order to autonomously manage the phases of employee hiring, development and ending of labour relationship and the instruments to resolve the principal legal issues on human resources.
The course aims at providing students with essential instruments to know the fundamental principles of private and public labour law.
At the end of the course, the students will have acquired a knowledge of all the sources of labour law and the method of interpretation.
Also, the students will acquire the essential legal knowledge in order to autonomously manage the phases of employee hiring, development and ending of labour relationship and the instruments to resolve the principal legal issues on human resources.
teacher profile teaching materials
1. Introduction: work, sources and parties
1.1 Work in organisations and the role of HR management
1.2 Sources of labour law relevant to HR management (statute, collective agreements, individual contract, workplace practices)
1.3 Parties to the employment relationship: employer, undertaking, corporate groups; employee status and main boundaries with self employment and quasi subordinate work
2. The “standard” contract of employment and management of the relationship
2.1 Structure of the standard open ended contract of employment
2.2 Job classification, duties and the employer’s right to vary duties (ius variandi)
2.3 Working time, holidays and leave
2.4 Pay and incentive schemes
2.5 Employer’s powers: managerial, monitoring and disciplinary powers; links with performance appraisal and management of misconduct
2.6 Employee duties: co operation, diligence, obedience, fidelity
3. Flexible contracts and implications for human resources
3.1 Fixed term contracts
3.2 Part time work
3.3 Temporary agency work
3.4 Apprenticeship
3.5 On call work
4. HR oriented management of the employment relationship
4.1 Induction and onboarding
4.2 Performance management and appraisal
4.3 Changes to the employment relationship
4.4 Agile work/smart working (essential aspects)
4.5 Work–life balance and organisational well being
4.6 Training, re training and development
4.7 ESG and corporate social responsibility
5. Termination of the employment relationship and management of exits
5.1 Individual and collective dismissals
5.2 Resignations
5.3 Exit management policies
Programme
CONTENTS1. Introduction: work, sources and parties
1.1 Work in organisations and the role of HR management
1.2 Sources of labour law relevant to HR management (statute, collective agreements, individual contract, workplace practices)
1.3 Parties to the employment relationship: employer, undertaking, corporate groups; employee status and main boundaries with self employment and quasi subordinate work
2. The “standard” contract of employment and management of the relationship
2.1 Structure of the standard open ended contract of employment
2.2 Job classification, duties and the employer’s right to vary duties (ius variandi)
2.3 Working time, holidays and leave
2.4 Pay and incentive schemes
2.5 Employer’s powers: managerial, monitoring and disciplinary powers; links with performance appraisal and management of misconduct
2.6 Employee duties: co operation, diligence, obedience, fidelity
3. Flexible contracts and implications for human resources
3.1 Fixed term contracts
3.2 Part time work
3.3 Temporary agency work
3.4 Apprenticeship
3.5 On call work
4. HR oriented management of the employment relationship
4.1 Induction and onboarding
4.2 Performance management and appraisal
4.3 Changes to the employment relationship
4.4 Agile work/smart working (essential aspects)
4.5 Work–life balance and organisational well being
4.6 Training, re training and development
4.7 ESG and corporate social responsibility
5. Termination of the employment relationship and management of exits
5.1 Individual and collective dismissals
5.2 Resignations
5.3 Exit management policies
Core Documentation
Occhino, Zilio Grandi, Diritto del lavoro, Giappichelli, Turin, latest edition.Type of delivery of the course
Oral lessons. In the event of an extension of the health COVID-19 emergency, all the provisions governing the methods of carrying out teaching activities and student evaluation will be implemented. In particular, the following methods will be applied: remote lessons.Attendance
Attendance is optional.Type of evaluation
The final assessment will take into account students’ ability to: • classify the sources of labour law and the different types of contract used in HR management • describe the mechanisms governing the management of an employment relationship, from selection and formation to variation and termination • link contractual and organisational choices to their effects on workers’ motivation, performance and well being • identify the main critical issues in an employment relationship or HR policy that is managed inappropriately. The examination will normally consist of an oral test based on three questions. Assessment will also focus on students’ ability to express themselves using appropriate legal and managerial terminology. A final mark will be awarded on completion of the oral examination.