Art. 49 Holidays and recovery of suppressed holidays.
The employee is entitled, for each year of service, to a period of paid leave.
In the case of a distribution of the weekly working hours over five days, where Saturday is considered a non-working day, the duration of the leave is 28 working days.
For employees who instead have a working schedule over six days, the duration of the leave is 32 working days.
Employees hired for the first time in a public administration for the first three years of service, including periods worked at any administration, even on a fixed-term basis and even with a different profile or classification, are entitled to 26 days of leave in the case of a working schedule over five days, or 30 days of leave in the case of a working schedule over six days.
Unused rest days are not monetizable.
The feast day of the Patron Saint of the locality where the employee works is also considered a public holiday, provided it falls on a working day.
A fraction of a month greater than fifteen days is considered, for all purposes, as a whole month.
The employee who has used the paid leave referred to in Articles 50 (Paid daily leave) and 52 (Leave provided for by specific legal provisions) retains the right to holidays.
Holidays are an inalienable right and are not monetizable except for service needs. They are taken, subject to express and timely authorization, during each calendar year, in periods compatible with service needs, taking into account the employee's requests.
Holidays accrued and not taken due to service needs are monetizable only upon termination of the employment relationship.
Compatibly with the objective needs of the service, the employee may split the holidays into several periods, in any case ensuring that the employee who has requested it enjoys at least fifteen consecutive days of leave in the period from June 1 to September 30 or, alternatively, in the case of employees with children of compulsory school age who have requested it, in the period from June 15 to September 15 in order to promote the reconciliation of work and family life.
If holidays already being taken are interrupted or suspended for justified service reasons, the employee is entitled to reimbursement of expenses documented for the return trip to the workplace and for any return to the holiday location. The employee is also entitled to reimbursement of expenses advanced and documented for the period of leave not taken.
In case of unavoidable service or personal needs that have made it impossible to take leave during the year, the leave must be taken within the first half of the following year.
Holidays are suspended by illnesses that are adequately and duly documented and have lasted for more than 3 days or have resulted in hospitalization, or by bereavement events that give rise to paid daily leave.
It is the employee's responsibility to promptly inform the Company or Entity in order to allow it to carry out the necessary checks.
Without prejudice to the case of unpaid illness referred to in the second period of the 18-month comporto, which does not accrue holidays, absences due to illness or accident do not reduce the period of leave due, even if such absences have lasted for the entire calendar year. In this case, the taking of leave must be previously authorized by the manager or person in charge in relation to service needs, even beyond the deadlines of the first half of the following year.
