The shortened working week is an interesting option, particularly in so-called “creative” professions, where it is not the actual number of hours worked that counts, but the efficiency of the employees and the tasks completed. The aim of the 4-day working week is clear – to increase productivity of employees by providing them with the right balance of work, rest, and private life. – Robert Stępień and Karolina Rogatko comment for IT-Leaders.
Article: here.
If the existing position has been removed, a new one must be provided for her, which, however, requires a change in the work permit. As long as the new decision has not been issued, the woman cannot work, but she will, in principle, be entitled to a salary. – Marcin Snarski and Bartosz Grzenkowicz comment for Dziennik Gazeta Prawna.
Article: here.
Job abandonment is a problem that employers, especially those employing foreigners, face relatively often. Foreigners e.g. find, better-paid jobs on the black market and are not always aware of the potential consequences related to labour and immigration areas. – Kinga Polewka-Włoch and Ewa Wysocka comment for Dziennik Gazeta Prawna.
Article: here.
The nature of remote working is contributing to the popularisation of a “constantly available employee” culture, but the issue of being always available affects everyone to a greater or lesser extent – including those working from offices or in other ways without access to a computer. The issue is not only relevant for employees themselves, but also for employers – does the workers’ right to be offline mean any additional responsibilities for the employer? – Kinga Polewka-Włoch and Kinga Krzysztofik comment for IT-Leaders.
Article: here.
With the start of the school year and the end of summer, the holiday season comes to an end, but the topic of requesting and sending on holidays remains relevant for many employers. This is due to the employer’s obligation to grant overdue annual leave by 30 September of the relevant calendar year. – Katarzyna Witkowska-Pertkiewicz and Michalina Lewandowska-Alama comment for magazine Rekruter.
Article: here.
After the changes to the Labor Code, the employer will not be able to prohibit employees from taking up additional employment. The exception will be non-competition agreements. Employers should take care of their business now and conclude such agreements with key employees – r. pr. Karolina Kanclerz comments for Rzeczpospolita.
Article: here.
During the past few months, Russian citizens are receiving significantly more decisions to refuse residence permits in Poland. Such decisions point to the need to protect state security as the reason.
The basis for the negative decisions, in turn, are to be unfavourable opinions of the Internal Security Agency (ABW). However, the information contained in such opinions is not public. Thus, the recipients of such decisions cannot learn the real motives for the negative assessment of the ABW and the immigration authorities themselves.
We can only assume that the series of refusals of residence permits to Russian citizens may be of political nature. It can be related to the armed aggression of Russia against Ukraine and the rightful course taken by Poland in supporting Ukraine and its people.
However, many Russian citizens strongly disagree with the negative assessment of Polish authorities. This is because such situations also happen to people who have resided in Poland for many years, have never before, in the opinion of the same authorities, posed a threat to state security, engaged in helping Ukrainians after the outbreak of the war and cannot imagine living in or returning to authoritarian, Putin’s Russia. Refusal decisions, however, may leave them with no other choice.
Is it worth then to appeal against negative decisions, even if the real reasons for refusing a residence permit are not known? We believe it is! The immigration authorities cannot base their decisions solely on the opinions of the ABW. Especially if such opinions do not include an individual assessment of the applicant’s situation. The correctness of the assessment of the ABW and the immigration authorities themselves, in turn, is subject to the audit of the appeal body and – if needed – of the court’s. It is worth appealing, it is worth complaining about such decisions!
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This year’s survey explores how employers are responding to a range of forces transforming the European workplace, from managing new working models to the competitive hiring market to uncertain economic and geopolitical conditions. The survey, which should only take 5-7 minutes to complete, can be accessed: here.
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New rules permanently introduce certain solutions that were already used by immigration offices in practice. They are also an opportunity for further digitalisation, which will soon be extended to employment procedures involving foreigners. – Marcin Snarski comments for Dziennik Gazeta Prawna.
Article: here.
In my opinion, the intention of the legislator was that the bonus should be paid for a period of six months starting from the date of lowering pay conditions, and not be suspended during this period regardless of the circumstances. I believe that after a period of sick leave longer than six months, employee would not be entitled to a compensatory bonus. – Karolina Schiffter comments for Dziennik Gazeta Prawna.
Article: here.