New arrivals at Toffoletto De Luca Tamajo

Last Updated on April 3, 2019

Avv. Giorgia Pomponi, Associate e Dott.ssa Maria Marcello, Associatee

Avv. Giorgia Pomponi, Associate e Dott.ssa Maria Marcello, Associate

Toffoletto De Luca Tamajo, studio legale specializzato in diritto del lavoro e sindacale per le imprese e contratti di agenzia, annuncia l’ingresso dell’avvocato Giorgia Pomponi e della dottoressa Maria Marcello. 

L’avvocato Giorgia Pomponi, entra a far parte del team della sede di Roma come associate. Laureata in giurisprudenza con specializzazione in diritto del lavoro all’università LUISS Guido Carli, l’avvocato Pomponi ha approfondito la propria conoscenza dei profili giuslavorisitici in particolare nel settore giornalistico, della comunicazione e dell’entertainment

L’area fiscale, Welfare, Compensation and Benefits di Toffoletto De Luca Tamajo vede, invece, l’ingresso a Milano della dottoressa Maria Marcello come associate. Laureata in gestione d’azienda, libera professione e diritto tributario presso l’Università Cattolica del Sacro Cuore, la dottoressa Marcello si è specializzata in materia fiscale e rinforzerà il team dedicato ai prodotti dell’area Fiscale, Welfare, Compensation & Benefits dello Studio, di cui è responsabile il Dottor Diego Paciello, sotto la supervisione della socia avvocato Donatella Cungi.

Il 2019 si conferma un anno di grande crescita per Toffoletto De Luca Tamajo. Questi nuovi ingressi seguono, infatti, l’apertura delle nuove sedi di Bologna – con la nuova partner avvocato Chiara Torino – e di Brescia – con il nuovo socio avvocato Flaminio Valseriati -, oltre alla promozione a partner degli avvocati Ornella Patané e Marco Sideri

Gender equality: pay attention to the deadlines for the biennial report and social security contributions’ exemption Gender equality: pay attention to the deadlines for the biennial report and social security contributions’ exemption April 15, 2024 - With a notice published on its website on 10 April, the Ministry of Labour announced that the deadline for submitting the 2022-2023 Biennial Report has been postponed from 30 April to 15 July 2024. We remind you that, pursuant to Article 46 of Italian Legislative Decree no. 198/2006, companies with more than 50 employees must draw up a report on the situation of male and female employees every two years and send it to the Ministry of Labour, the Works Councils, the Regional Equality Councillor and the President of the Council of Ministers Department of Equal Opportunities.
digital noma Immigration: rules for entry and residence for digital nomads and remote workers are enforceable April 10, 2024 - On 4 April 2024, the Ministerial Decree of 29 February 2024 was published, implementing the so-called Sostegni ter Decree. After two years of waiting, the provision is now in force that allows the entry into Italy of foreign nationals who perform, either as freelancers or employees (even those working for a non-established company in Italy), highly qualified work using technological tools that enable them to work remotely. These persons are admitted to Italy regardless of the quotas established in the programming of entry flows for non-EU citizens for employment reasons.The Decree applies to freelancers (so-called digital nomads), and to employees and collaborators whose working modality is organised by the client (so-called hetero-organised workers).
Publication of new NRRP 4 Decree Publication of new NRRP 4 Decree March 11, 2024 - Decree Law no. 19 of 2 March 2024 on "Further urgent provisions for implementation of the National Recovery and Resilience Plan" has been published in the Official Gazette. Known as the NRRP 4 Decree, it also includes provisions regarding workers' health and safety and the legal compliance of labour relations.
Garante privacy: regole restrittive per la conservazione delle email dei dipendenti Privacy Guarantor: restrictions regarding retention of employee emails February 20, 2024 - The DPA's Guidance Document no. 642 of 21 December 2023 introduces guidelines and restrictions for the management of employee emails that risk creating significant organisational and management issues for companies. This measure stipulates that employers (public and private) who use computer programmes and services to manage employee email may retain the metadata of email messages for up to a maximum of 7 days, period of time which, in the case of proven necessity, may be extended by a further 48 hours.