On-Call Employment Contract (Contratto di Lavoro Intermittente / a Chiamata)

ON-CALL EMPLOYMENT CONTRACT (CONTRATTO DI LAVORO INTERMITTENTE / A CHIAMATA)

Between: ✓Employer name, the "Employer", and: ✓Employee name (codice fiscale Employee codice fiscale), the "Employee". Contract date: Contract date.

1. LEGAL BASIS AND ELIGIBILITY 1.1. This is a contratto di lavoro intermittente under artt. 13-18 of D.lgs 81/2015 — a written contract allowing the Employer to call the Employee to work on a discontinuous or intermittent basis. 1.2. Eligibility for this contract (⚠️ without a cause, only ONE of the following applies): Eligibility (without cause) 1.3. Duties: Duties (mansione). ⚠️ This is the flagship staffing tool of Italian HoReCa: bars and restaurants use it heavily for weekends and evenings.

2. DURATION AND PLACES OF WORK 2.1. Duration and places of work

3. AVAILABILITY AND CALL-UP NOTICE 3.1. Availability and notice for each call-up: Availability and notice for each call-up 3.2. Availability allowance (indennità di disponibilità), if the Employee commits to being available: Availability allowance (indennità di disponibilità)

4. PAY 4.1. Economic treatment (trattamento economico) — must not be below the applicable CCNL minimum for equivalent non-intermittent work, on a pro-rata basis: Economic treatment per call-up 4.2. Applicable CCNL: Applicable CCNL

5. RECORDING OF WORK PERFORMED 5.1. Recording of work performed

6. ⚠️ 400-DAY CAP — AND ITS HORECA EXEMPTION 6.1. As a general rule, 400 actual working days over 3 calendar years triggers automatic conversion to a full-time open-ended contract. Tourism, pubblici esercizi (bars/restaurants) and spettacolo are EXPRESSLY EXEMPT from this cap — confirm the Employer's sector qualifies before relying on this exemption.

7. ⚠️ MANDATORY COMUNICAZIONE PREVENTIVA BEFORE EVERY CALL-UP 7.1. Comunicazione preventiva channel 7.2. Before EACH individual call-up, the Employer must send a comunicazione preventiva to the Ispettorato Territoriale del Lavoro (via the UNI_Intermittente email/app/SMS channel). Missing this — even for an established on-call worker — is sanctioned €500-2,500 per worker per episode, and is the single most common ITL fine in bars and restaurants.

SIGNATURES Employer ______________ / on behalf of ✓Employer name / Employee ______________ / ✓Employee name /

— — — ⚠️ This is a boilerplate template, not legal advice. Italian employment, food-safety, privacy and consumer-protection law (the applicable CCNL — e.g. CCNL Turismo-Pubblici Esercizi/Ristorazione e Turismo, FIPE-Confcommercio, renewed 05.06.2024, in force until 31.12.2027 — the Statuto dei Lavoratori L. 300/1970, D.lgs 81/2015, the "Decreto Trasparenza" D.lgs 104/2022 as softened by DL 48/2023, D.lgs 81/2008, Regulation (EC) No 852/2004, Regulation (EU) No 1169/2011, the GDPR/Codice Privacy D.lgs 196/2003, the TULPS R.D. 773/1931 and the Codice del Consumo D.lgs 206/2005) is highly procedural, tied to fixed statutory calendars (comunicazione preventiva before every call-up, contestazione disciplinare timing, UNILAV deadlines, Alloggiati Web transmission windows) and changes frequently, with CCNL pay tables and sanction thresholds re-indexed periodically, and with some institutions (e.g. affitto di poltrona/cabina) still governed only by circolari and regional/ municipal rules rather than a single national law. Have this document reviewed and adapted by an Italian employment/legal advisor (avvocato giuslavorista / consulente del lavoro) and verified against the applicable CCNL, regional rules and current thresholds before use.