The article deals with the interpretation of the new text of Sect. 2103 of the Civil Code, in the version introduced by Sect. 3, Legislative Decree No. 81/2015. After summarizing the historical evolution of the provisions on the modification of employee tasks by the employer, also in the light of the organizational problems involved, the author analyses the trickiest issues of the rules on the horizontal mobility in the enterprise. In his opinion not only does collective bargaining have very extensive powers in delimiting the tasks the employers may demand that their employees perform; the principles deriving from Sect. 2087 of the Civil Code also set limits on this power. In particular, under Sect. 2087 the employer must respect the “moral personality” of their employees, and namely their professional qualification: as a consequence, the employer must stick to this principle even today while exercising his/her power to modify employee tasks. The short final paragraph shows that economic theory offers some confirmation to what has been said: an unlimited power to modify employee tasks is likely to jeopardize economic efficiency as well.

Il saggio affronta l’esegesi del nuovo testo dell’art. 2103, c.c., nella versione introdotta dall’art. 3, d. lgs. n. 81/2015. Dopo una ricognizione storica dell’evoluzione della disciplina delle mansioni, anche alla luce dei problemi organizzativi che essa involge, l’autore si occupa delle principali criticità interpretative delle regole sulla mobilità orizzontale. Egli evidenzia non soltanto il ruolo sovrano della contrattazione collettiva nel delimitare il novero dei compiti esigibili dal datore di lavoro, ma anche i principi desumibili dalla direttrice di tutela dell’art. 2087, c.c.: il rispetto della personalità morale del lavoratore sub specie della sua professionalità deve ispirare anche oggi il datore nell’esercizio dello jus variandi orizzontale. Il breve paragrafo finale trova conferme a quanto sostenuto anche sul piano della teoria economica: un’illimitata fungibilità di mansioni nuoce in ultima analisi proprio all’efficienza dell’impresa.

Corti, M., Jus variandi e tutela della professionalità dopo il Jobs Act (ovvero cosa resta dell’art. 13 dello Statuto dei lavoratori), <<VARIAZIONI SU TEMI DI DIRITTO DEL LAVORO>>, 2016; I (1): 39-67 [http://hdl.handle.net/10807/95590]

Jus variandi e tutela della professionalità dopo il Jobs Act (ovvero cosa resta dell’art. 13 dello Statuto dei lavoratori)

Corti, Matteo
2016

Abstract

The article deals with the interpretation of the new text of Sect. 2103 of the Civil Code, in the version introduced by Sect. 3, Legislative Decree No. 81/2015. After summarizing the historical evolution of the provisions on the modification of employee tasks by the employer, also in the light of the organizational problems involved, the author analyses the trickiest issues of the rules on the horizontal mobility in the enterprise. In his opinion not only does collective bargaining have very extensive powers in delimiting the tasks the employers may demand that their employees perform; the principles deriving from Sect. 2087 of the Civil Code also set limits on this power. In particular, under Sect. 2087 the employer must respect the “moral personality” of their employees, and namely their professional qualification: as a consequence, the employer must stick to this principle even today while exercising his/her power to modify employee tasks. The short final paragraph shows that economic theory offers some confirmation to what has been said: an unlimited power to modify employee tasks is likely to jeopardize economic efficiency as well.
2016
Italiano
Corti, M., Jus variandi e tutela della professionalità dopo il Jobs Act (ovvero cosa resta dell’art. 13 dello Statuto dei lavoratori), <<VARIAZIONI SU TEMI DI DIRITTO DEL LAVORO>>, 2016; I (1): 39-67 [http://hdl.handle.net/10807/95590]
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/10807/95590
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