Employment Hire Letter (Lettera di Assunzione)

EMPLOYMENT HIRE LETTER (LETTERA DI ASSUNZIONE)

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

1. LEGAL BASIS — DECRETO TRASPARENZA 1.1. This letter provides the written information required under D.lgs 152/1997 as amended by D.lgs 104/2022 ("Decreto Trasparenza"), softened by DL 48/2023 for certain items that may instead be given by reference to the applicable law/CCNL (e.g. holidays, notice period, overtime). 1.2. ⚠️ Whichever simplification is used, the applicable CCNL and the Employee's livello/ inquadramento MUST always be stated explicitly — a contract without a CCNL reference is effectively unknown to Italian employment practice. 1.3. This letter must be delivered to the Employee before the start of work, or — for the basic package of information — within 7 days of the start date.

2. COLLECTIVE AGREEMENT (CCNL) AND CATEGORY 2.1. Applicable CCNL: Applicable CCNL 2.2. Livello/inquadramento: Livello/inquadramento 2.3. ⚠️ The CCNL Pubblici Esercizi/Ristorazione e Turismo (FIPE-Confcommercio) was renewed on 05.06.2024 and runs until 31.12.2027, with staged pay increases (e.g. +€200 on the livello 4 base rate) — confirm the pay tables in force at Start date against the current CCNL circular.

3. DUTIES AND PLACE OF WORK 3.1. Duties (mansioni): Duties (mansioni) 3.2. Place of work (sede): Place of work (sede) 3.3. Start date: Start date

4. WORKING HOURS AND PAY 4.1. Working hours (orario): Working hours (orario) 4.2. Gross pay (retribuzione lorda): Gross pay (retribuzione lorda) — must not be below the minimum set by the CCNL table for the livello in section 2.2.

5. PROBATION PERIOD 5.1. Probation period (periodo di prova) 5.2. Valid only if agreed in writing before the start date; the maximum duration is set by the applicable CCNL.

6. HOLIDAYS, NOTICE AND OTHER TERMS 6.1. Holidays/notice terms (ferie/preavviso) 6.2. Where this section refers to the CCNL/law instead of stating a figure directly, the Employer must ensure the Employee can easily access the full text of the CCNL referenced above.

7. ⚠️ COMUNICAZIONE OBBLIGATORIA (UNILAV) 7.1. This letter does NOT replace the Comunicazione Obbligatoria (UNILAV) that must be filed with the Centro per l'Impiego before the Employee's first day — see the dedicated UNILAV checklist template.

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.