Much is being discussed about what should be included in the remote working rules and regulations to comply with the new law. However, employers should think bigger than the legislator and cover not only what was but also what was not included in the legislation. Remote working regulations should not only comply with the law but also address and cater to the interests and needs of employers and employees alike. Therefore, we have drawn up a short guide to the issues that employers should pay attention to when introducing remote working rules and regulations in their workplace – Sławomir Paruch, Kinga Polewka-Włoch and Julita Kołodziejska comment for Rzeczpospolita.
There are still companies that frown upon employees who want to take parental leave. Now, with the economic downturn, job insecurity will kick in even more. Therefore, a lot depends on employers’ approach and how much they encourage the use of paternity leave. If they show that they support the idea, perhaps the attitude shift will follow – Bartosz Tomanek comments for Dziennik Gazeta Prawna.
Recent updates to the Labour Code have left many employers asking about the practicalities of drug and alcohol testing at the workplace. We answer some of the questions that employers may have before implementing internal rules for drug and alcohol testing – Bartosz Wszeborowski and Michalina Lewandowska-Alama comment for Dziennik Gazeta Prawna.
The number of members usually reported by trade unions is around 150. It is not a coincidence since this is the number of members needed for a trade union representative to be released from work with full-time pay. The employer can challenge the number, which must be done in writing, and can also be a party in non-contentious court proceedings – Robert Stępień comments for Dziennik Gazeta Prawna.
The sobriety testing regulations will enter into force 14 days after their publication, the remote work regulations – two months after. Employers do not have much time left to prepare for the big changes. The article discusses in detail health and safety issues, costs associated with remote working, data protection, alcohol and drug testing and other issues. – Sławomir Paruch, Paweł Sych, Bartosz Wszeborowski, Patryk Kozieł, Kinga Rozbicka, Kinga Ciosk and Michalina Lewandowska-Alama comment for Dziennik Gazeta Prawna.
It looks like 2023 will be very dynamic when it comes to labour law – the Labour Code will be expanded in many areas – remote work and alcohol and drug testing. There will also be new leaves for parents, as well as modified regulations on probationary and fixed-term contracts, and parental and paternity leave. What should employers pay attention to? – Katarzyna Witkowska-Pertkiewicz comments for magazine Personel i Zarządzanie.
Special protection against dismissal granted to representatives of trade unions by a relevant union board resolution does not guarantee immunity regardless of the employee’s actions. The reason of special protection is irrelevant, an employee cannot disregard their fundamental duties. – Patryk Kozieł comments for Rzeczpospolita.
Employee’s appropriate appearance and attire help to build company’s image, emphasize professionalism and strengthen company’s perception on the market. This raises the question of whether an employer can determine only the dress code or also other aspects such as hairstyle and make-up? How extensive can the employer’s interference in employee’s appearance be? – Karolina Kanclerz and Zuzanna Janelli comment for Rzeczpospolita.
Companies that wish to use remote work may need to think their approach through, and come up with a well-organized, transparent, and more stable internal approach to this solution – and regulate this accordingly. – Marcin Sanetra comments for International Employment Lawyer.
Remote working regulations should ideally specify confidentiality rules, working time issues, reporting attendance, breaks and the end of work. Lets’ make these regulations work for the employer. – Bartosz Tomanek comments for Dziennik Gazeta Prawna.
