Dear Colleagues / and
I am attaching an important article from the newspaper Il Sole 24 Ore, 2 March 2011, about the exclusive use of the personal computer business, their passwords and private airlines in the company.: From the
Sole24Ore of March 2, 2011
is legitimate justification for the dismissal of the worker's subjective and thus infringe on employers' information security, allowing third parties to use your computer entrusted exclusively. This was established by the Supreme Court in 2056 by order of January 27, 2011, with reference to the case of an employee who had allowed an unauthorized person to use their own computer station, which had been assigned exclusively to session started with their credentials, and thus with the possibility of unfair access to sensitive areas altogether.
The Supreme Court, in assessing the legality of the dismissal imposed on the employee believes the integrated gravity of his conduct as a result of the violation of the provisions on employers' information security. In fact, termination for just cause subjective behavior occurs when the worker is likely to cause serious injury to the employer, which means the lens can not be a reasonable expectation of proper management of their duties.
the employee's conduct may justify a dismissal for just cause only on the basis of an assessment of proportionality or adequacy of the employers' withdrawal from the offense. The failure must also be assessed in the same manner as a general rule of "no small importance 'in Article 1455 of the Civil Code, applied in effect widened the worker's favor.
It follows that the imposition of the maximum disciplinary action is justified only in the presence of a substantial breach of contract or even that will not be allowed to continue even temporary - during the period of notice - the report.
In the case of dismissal for just cause subjective allegations made against the employee must present a serious negation of the elements of the employment relationship, and in particular element of trust, which must continue to exist between the parties. The assessment of whether the resulting impediment to the continuation of report must be made con riferimento non già ai fatti astrattamente considerati, bensì agli aspetti concreti che riguardano la natura e la qualità del rapporto, la posizione delle parti, il grado di affidamento richiesto dalle mansioni del dipendente, nonché la portata soggettiva dei fatti stessi, ossia le circostanze del suo verificarsi, i motivi e l'intensità dell'elemento intenzionale e di quello colposo e ogni altro aspetto correlato alla connotazione del rapporto che su di esso possa incidere negativamente.
Proprio valutando gli aspetti concreti della vicenda, la Cassazione ha ritenuto che la gravità fosse costituita dal fatto che l'utilizzo della postazione da parte di un soggetto non autorizzato fosse stato consentito a sessione avviata con le proprie credentials and, therefore, with the possibility of unfair access to sensitive areas altogether. The order
DECISION
is legitimate justification for the dismissal of a worker subjective and thus infringe on employers' information security, allowing third parties to use your computer entrusted exclusively
CASE
The employee had allowed an unauthorized person to use their own computer station, which had been assigned exclusively to already running with your credentials, and then with the ability to access restricted areas
I am attaching an important article from the newspaper Il Sole 24 Ore, 2 March 2011, about the exclusive use of the personal computer business, their passwords and private airlines in the company.: From the
Sole24Ore of March 2, 2011
is legitimate justification for the dismissal of the worker's subjective and thus infringe on employers' information security, allowing third parties to use your computer entrusted exclusively. This was established by the Supreme Court in 2056 by order of January 27, 2011, with reference to the case of an employee who had allowed an unauthorized person to use their own computer station, which had been assigned exclusively to session started with their credentials, and thus with the possibility of unfair access to sensitive areas altogether.
The Supreme Court, in assessing the legality of the dismissal imposed on the employee believes the integrated gravity of his conduct as a result of the violation of the provisions on employers' information security. In fact, termination for just cause subjective behavior occurs when the worker is likely to cause serious injury to the employer, which means the lens can not be a reasonable expectation of proper management of their duties.
the employee's conduct may justify a dismissal for just cause only on the basis of an assessment of proportionality or adequacy of the employers' withdrawal from the offense. The failure must also be assessed in the same manner as a general rule of "no small importance 'in Article 1455 of the Civil Code, applied in effect widened the worker's favor.
It follows that the imposition of the maximum disciplinary action is justified only in the presence of a substantial breach of contract or even that will not be allowed to continue even temporary - during the period of notice - the report.
In the case of dismissal for just cause subjective allegations made against the employee must present a serious negation of the elements of the employment relationship, and in particular element of trust, which must continue to exist between the parties. The assessment of whether the resulting impediment to the continuation of report must be made con riferimento non già ai fatti astrattamente considerati, bensì agli aspetti concreti che riguardano la natura e la qualità del rapporto, la posizione delle parti, il grado di affidamento richiesto dalle mansioni del dipendente, nonché la portata soggettiva dei fatti stessi, ossia le circostanze del suo verificarsi, i motivi e l'intensità dell'elemento intenzionale e di quello colposo e ogni altro aspetto correlato alla connotazione del rapporto che su di esso possa incidere negativamente.
Proprio valutando gli aspetti concreti della vicenda, la Cassazione ha ritenuto che la gravità fosse costituita dal fatto che l'utilizzo della postazione da parte di un soggetto non autorizzato fosse stato consentito a sessione avviata con le proprie credentials and, therefore, with the possibility of unfair access to sensitive areas altogether. The order
DECISION
is legitimate justification for the dismissal of a worker subjective and thus infringe on employers' information security, allowing third parties to use your computer entrusted exclusively
CASE
The employee had allowed an unauthorized person to use their own computer station, which had been assigned exclusively to already running with your credentials, and then with the ability to access restricted areas
Gabriele Fava
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