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Europeanization of the Labour Law after 1989

100%
Breński W.
Olsztyn Economic Journal
|
2011
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vol. 6
|
issue 2
357-368
EN
The paper discusses the process of Polish labour law adjustment to the European Union requirements. The process of labour law regulations evolution prior to the accession of Poland to the European Union can be divided into three stages: the first one started with the systemic transformation and continued until the coming into effect of the Europe Agreement made between Poland and the European Communities and their Member States, the second one started in February 1994 and continued until commencement of negotiations concerning membership of Poland in the European Union while the third one was the period of negotiations with the European Commission that ended in the accession. During the early years of operation of the new system the focus was on two important issues - first, elimination of the regulations referring directly to the planned economy system that did not fit the market economy realities and second, protection of the interests of employees losing jobs as a consequence of restructuring of their employers. During the period of association with the European Union, Article 68 of the Europe Agreement contained, expressed expressis verbis, the requirement for the approximation of Poland's existing and future legislation to that of the Community. The provision also stated that Poland shall use its best endeavours to ensure that future legislation is compatible with Community legislation. The Europe Agreement did not, however, impose the general duty of Poland's accession to the European Union. The process of Polish labour law harmonisation gained the highest dynamics during the years of negotiations with the European Union. That period was characterised by the largest number of changes in regulations while major novellas to the regulations occurred in 2001, 2002 and 2003. This paper aims at presenting the process of Europeanization of the Polish labour law that took place after 1989. The paper presents the stages in the evolution of regulations and major directions of changes in the labour law. It also presents the issues of the novellas becoming effective, interpretation of regulations and critical comments to the process of Polish labour law adjustment to the European Union directives.
2
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Defining business processes according to clients’ needs

100%
Breński W.
Journal of Modern Science
|
2016
|
issue 3(30)
251-261
EN
Defining business processes is a complex notion, determined by numerous factors which inter-act one another and make a cohesive whole. Satisfying client’s needs depends on the ability to face their expectations. A certain “connector” between a company and a destined client is an employee who shall acquire information on buyers’ preferences and effectively satisfy needs generating a profit for a company. A foundation of defining business processes remains effective communication in a company. The biggest factors are qualifications of employees and executive staff as well as a company’s organizational culture. Managing knowledge undoubtedly contributes to reaching particular benefits. Those occurring most often are as follows: improvement of clients’ satisfaction, growth of an enterprise’s effectiveness, improvement of a company’s image, decreasing costs of functioning and many others. Those effects clearly provide organizations a high position on a market and often contribute to reaching a competitive prevails.
3
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Zarządzanie Zasobami Ludzkimi i Kierunki Rozwoju Zakładów Pracy Chronionej

100%
Breński W.
Journal of Modern Science
|
2020
|
issue 1/44/2020
135-150
PL
Autor podejmuje temat zarządzania zasobami ludzkimi w zakładach pracy chronionej (ZZL w ZPCh). Ten rodzaj przedsiębiorstw jest specyficznym terenem działania każdego menedżera ze względu na zasoby ludzkie w nich zatrudnione. Osoby niepełnosprawne są w pełni wartościowymi pracownikami pomimo ich niepełnosprawności ruchowej czy umysłowej. Każdy człowiek zasługuje na szacunek ze strony przełożonego, niezależnie od jego zdrowia czy stanu umysłowego i psychicznego. Jak wykazuje analiza ZPCh i zatrudnionych w nich pracowników niepełnosprawnych, zakłady pracy chronionej w Polsce odgrywają znaczącą rolę w aktywizacji zawodowej osób niepełnosprawnych. Jednocześnie ZPCh są dla osób niepełnosprawnych miejscem, gdzie mogą realizować swoje marzenia zawodowe, być wśród ludzi, z którymi mają możliwość bezpośredniego kontaktu. Mogą także wreszcie czuć się ludźmi potrzebnymi w otoczeniu, pomimo ich ułomności (Jastrzębski, Pasiak 2013).
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