Information from the public administration best demonstrates that everyone calculates the remote working lump sum differently and there is no single correct way to determine the amount of reimbursement for increased remote working costs. Employers avoid justifying these calculations in detail, only indicating what the lump sum compensates for. – Bartosz Tomanek comments for Dziennik Gazeta Prawna.
Article: here.
From Wednesday 26 April, allowances for maternity and parental leave will change. Parents who are currently taking the latter leave will benefit. In their case, the recalculation of benefits is particularly profitable. They may gain a total of several thousand zlotys. This will depend on whether they submit the right application within a rather short deadline. It is not common knowledge, there is a lack of information about such significant change in the rules of payment, and the new regulations are about to enter into force. – Karolina Kanclerz comments for Business Insider Polska.
Article: here.
Contrary to employers’ fears, there will be no obligation to provide every full-time employee with new information on terms and conditions of employment. According to Article 22 of the amendment to the Labour Code, in relation to employees whose contracts are valid on the effective date of the new regulations, i.e. 26 April 2023, employers will only be required to supplement the contracts at the employees’ request. Employers using temporary workers will have a shorter period to submit the relevant information to the temporary employment agency, as it will be two months from the receipt of the request. – Bartosz Tomanek comments for Dziennik Gazeta Prawna.
Artykuł tutaj.
The Sejm adopted another package of amendments to the Ukrainian special bill. Below
we present the most important of the planned solutions:
The bill will now be taken up by the Senate. The amendments will enter into force 14 days after their publication in the Journal of Laws.
We will report on further developments on our LinkedIn profile.
Download PDF here.
The data provided to Chat GPT may be considered personal or confidential information. Disclosure of such data may be the basis for termination of the employment contract with the employee, as well as liability under other titles, e.g. due to the violation of company secrets. Employees should therefore be aware that openness to new technologies can cost a lot – and not only for the employer, but also for themselves. – Bartosz Wszeborowski and Kinga Krzysztofik comment for prawo.pl.
Article: here.
Considering various aspects of remote or hybrid working – which for many employees is currently more common that working from the office – it must be remembered that every employee has the right to a workplace (In a broader sense than just the place where they work) free from illicit pressure, discrimination, and harassment, where their personal well being will not be violated. – Katarzyna Witkowska-Pertkiewicz and Michalina Lewandowska-Alama comment for Rzeczpospolita.
Article: here.
The amendment to the Labour Code comes into force on 26 April 2023. Employers have countless questions, but right now they mainly want to know in which cases to apply the old and new rules. Sławomir Paruch, Katarzyna Witkowska-Pertkiewicz, and Patryk Kozieł present examples of the transitional provisions application in Dziennik Gazeta Prawna.
Article here.
Can employer use other tools than disciplinary penalties or is this the only possible tool? The question is whether the employer is entitled to discipline workers using tools that are not explicitly provided for in the Labour Code, such as disciplinary notes, “yellow cards” or “penalty points” – Karolina Kanclerz, Paweł Sych, and Łukasz Marzec comment for HR na Szpilkach magazine.
Article: here.
Employees’ social media activity gets more attention from employers and recruiters who are checking profiles more often. Is it legally possible to verify employee’s social media activity and use this data to draw consequences against the employee? – Paweł Sych and Patryk Kozieł comment for the quarterly “ABI EXPERT”.
Article here.
It the place criterion was sufficient to establish business travel, we would be dealing with it in the case of the question at hand. However, if we additionally consider the premise of a business order, the answer can be twofold. Much depends on the employee’s freedom to organise their work. If the employee’s duties require their presence in the office at a certain frequency, we would have to consider if we are not dealing with hybrid working. Even if the employee goes to the office only once a week, this still leads to the conclusion of remote work performed only partially at the location indicated by the employee, and then the travel between those locations will not be considered business travel. – Slawomir Paruch and Anna Kencel comment for Dziennik Gazeta Prawna.
Article: here.