Regulations on the Employment Relationship of Employees of Ristorante Castelgrande

1. This Regulation applies to employees of Ristorante Castelgrande who are not primarily assigned or appointed also for teaching duties at the Hotel and Tourism Higher Education School (hereinafter SSAT), namely those in the following sectors

a) Kitchen (chefs, assistant chefs, etc.)

b) Service (waiters, catering staff, etc.)

c) Hall/Reception (commercial employees, etc.)

2. The employment relationship of the employees of Ristorante Castelgrande referred to in paragraph 1 (hereinafter employees) is governed by private law.

1 The hiring of employees is the responsibility of the Department of Education, Culture and Sport. [1]

2 Hiring takes place by means of an individual employment contract, as a rule on the basis of a public competition.

Duration of employment relationship

[1] Para. amended by R 22.1.2014; in force since 24.1.2014 - BU 2014, 53.

The duration of the employment relationship for employees can be fixed-term or open-ended.

1 Regarding salaries, social security, and health and accident insurance for employees, the provisions of the National Collective Bargaining Agreement for the Hotel and Restaurant Industry (CCLN), which has been declared generally binding, shall apply.

2 The State Council may grant more favorable derogations from these provisions, taking into account the age, training, and professional experience of each employee, as well as the tasks assigned to them.

Employees are affiliated with the pension fund, Foundation Collective LPP Institution, according to the obligations established by the relevant laws, which also determine the premiums, their distribution, and the amount of legal benefits for the insured.

The Director of the SSAT and, through him, the subordinate management personnel, establish the duties and tasks.

Termination of Employment Relationship

The fixed-term employment relationship ceases upon the expiry of the term established by the hiring decision.

For termination, the provisions of the CCNL (Articles 6 and 7) apply.

For employees, the provisions of the National Collective Labour Agreement (NCLA) shall also apply, to the extent not regulated by these Regulations.

This Regulation is published in the Official Bulletin of Laws and Executive Acts of the Canton of Ticino and enters into force on 1 March 2011.

Published in BU 2011, 111.