Treatments leave: how does it work and who’s eligible for it?

For those who live with a severe or chronic disability, it can be tricky to conciliate work tasks and the need to undergo treatments, therapies and so on. We already talked about the permits foreseen by the 104/92 law, that is three days a month (that can also be used in hours) that can be requested by the employee with a severe disability or who takes care of a relative with a severe disability. But there’s also another option, that can be certainly useful when, for instance, you need to undergo ongoing cycles of physiotherapy: the treatments leave, regulated by the art. 7 of the 119 legislative decree, July 18th 2011.

congedo per cure - fisioterapia

who is eligible for the treatments leave?

The treatments leave can be requested by amputee or legally disabled employees whose working capability is reduced by over 50%. The leave gives right to 30 days per year, that can be used also not consecutively (but not on a hourly basis), to undergo, for instance, cycles of physiotherapy, respiratory or oncological treatments. The treatments leave is paid as foreseen by the specific national category contracts for sick leaves and isn’t counted in the time of respite, being considered apart from it.

how to request the treatments leave?

In order to benefit from the treatments leave, the employee must request it in writing to his employer, including the documents certifying his disability degree (and, thus, his working capability reduction) is higher than 50% and the request written by his general practitioner or by a specialist working at a public health establishment, certifying he needs that specific treatment due to his specific disability. Moreover, at the end of the treatments, the employee must also present the documents released by the specialist or the health establishment where he undergone them, to certify he has actually benefited from them.

In any case, if you’re interested in requesting a treatments leave, I suggest you to carefully check what your specific national contract says about it and, if needed, to ask a welfare agency for consultancy.

 

Diversity Day: businesses meet workers

We are all aware that, despite laws and measures aiming to facilitate the inclusion of disabled people in the world of work, for the so-called “protected categories”, it can be very hard to be attractive to businesses, apart from tax facilitations. So, I’m very pleased to talk about an event whose declared goal is to help disabled people and the “protected categories” access the work market through a direct contact with hiring managers: the Diversity Day, a career day exclusively addressed to these professional profiles.

Diversity Day 2017

diversity day: the event

The event takes place, on a yearly basis, in Rome and Milan, to cover the full Italian territory. The Milan phase, this year, will take place on Tuesday, June 5th from 9:00 am to 3:00 pm, at the Bocconi University, in the building in via Guglielmo Röntgen 1. During the day, you’ll have the opportunity to meet the businesses representatives, but also qualified recruiters, who can provide you with tips on how to build up an effective cv or get ready for a job interview. Furthermore, deaf people will have the chance to be supported by a LIS interpreter (to reserve this service, please send an e-mail request to info@diversityday.it).

Participation in the Diversity Day is free, upon registration (you can do it here). Those who will attend the event- always supported by Jobmetoo– will have the opportunity to meet representative of many top companies, operating in various industries: from Accenture to A2A, from Bayer to Capgemini, from Generali to Intesa San Paolo, just to mention some examples (you can find the complete list on the event website).

DIVERSITY DAY: the project

But the Diversity Day doesn’t end with the career days. The project goal is pursued all the year long, through a series of integrated services, ranging from the issue of job opportunities addressed to disabled people and protected categories to tutorship, from support for bureaucratic compliance and tax facilitations to financed training.

Diversity Day project

An important initiative, then. We hope it can grow, involving more and more companies and efficiently supporting the work inclusion of disabled people, not only in “low” positions, but also in roles requiring bigger responsibility. Because disability doesn’t necessarily mean inability and access to qualified and qualifying jobs is essential, as we’ve often stated, for the effective social inclusion of people with disability.

So, update your CVs, register to the Diversity Day and good luck!

Agile work, an opportunity for disabled people

This Monday isn’t like any other one. Today, starts the Agile Work Week, that, continuing the tradition that has established in the last years with the Agile Work Day, will promote, from May 22nd to May 26th, alternative (agile, precisely) ways to work, in addition to the traditional office. Employees of private businesses and public authorities that will participate in this initiative, for the whole week, will have the chance to work not only from their office, but also from home, from co-working spaces or other alternative locations. The goal of this initiative is to promote a better work-life balance for workers, reducing the stress related to the commuting needed to reach the workplaces, with positive effects on traffic and quality of the air in our cities as well.

Agile Work Week 2017

The Agile Work Week poster by Comune di Milano

The “agile work” (also known as “smart working”) can represent a great opportunity for the working (and, therefore, social) inclusion of people with disability, who often find it tricky to conciliate work efforts with therapies or need to rest. Recently, the Italian Parliament approved the self-employment law, including important news also about this kind of work, suitable for both office workers and managers. Technological progress and widespread use, in business contexts, of web platforms (also available in mobile and cloud mode) has made widely outdated the old model of work to be necessarily carried out from a shared office: indeed, you just need an Internet connection to be able to work and talk to your colleagues all over the world in a few seconds, as if they were sitting at the desk near you.

agile work smart working

agile work: what does the law say?

In accordance with the new rules, a written agreement between the employee and the employer is sufficient to establish that the first one will offer his services through the agile work, both on a temporary or permanent basis. In case of permanent agreement, in order to backpedal from the agile work mode, the employer must give the employee at least 30 days of notice, that peak up to 90 days if the termination of this particular agreement is referred to a disabled employee. Both parts can backpedal from the smart working mode through notice. In case of justified reason, it’s possible to terminate the permanent agreement without any notice and before the end date in case of temporary agreement. And all without any unequal treatment compared to the colleagues working from the office and with the “right to disconnect”, that is breaks and working timetables not exceeding the limits fixed by law.

There are some points that need to be better defined, yet. Anyway, this news represents an important step forward to more up-to-date working modes and, overall, more fitting with the needs of all kind of workers.