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1

Instytucja zwolnienia pracownika z obowiązku świadczenia pracy

100%
Medrala M.
Zeszyty Naukowe Uniwersytetu Ekonomicznego w Krakowie
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2012
|
issue 882
157-168
EN
The legal institution of exempting the employee from the obligation of working is not regulated under Polish labour law, but it is often used in legal practice. It particularly concerns the period of notice for terminating an employment contract. Due to a lack of legal regulations, this construction is a source of numerous theoretical and practical doubts in legal practice. This article looks at the prerequisites to an employer’s exempting an employee from the obligation of work and issues surrounding that employee’s compensation during the exemption period. The article examines the position of the courts, doctrine and those who practice law.
2
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Młodość czy doświadczenie - dylematy pracodawców w procesie rekrutacji

100%
Stanilewicz-Wójcik E., Klimaszewska J.
Zarządzanie i Finanse
|
2012
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vol. 1
|
issue 3
547-556
EN
Taking into consideration advantages and disadvantages of employing people of different age we come to the conclusion that the recruitment process is nothing else but a peculiar SWOT analysis, in which at the first stage strong and weak points of each of a potential employee as well as opportunities and threats resulting from their employment are put together and then the person who fits the best or the person who does not fit the least is chosen for a particular post. The task of employers is effective management of a company so that it can as a result effectively realise its goals and tasks. The essence of such a management is using experience, knowledge and commitment of older generation as well as speed of learning, creativity and digital skills or competences, which are seen as the domain of younger employees Experience shows that resigning from long term senior workers, employer deprives the young of possibility to learn from practitioners, to dwell on their experience and what is more he takes upon himself the burden of on-the-job training and adjustment of new workers to the conditions of work in the company. From the other side, not taking on young workers, the employer loses the access to modern and creative solutions. The interesting solution there seems to be the concept of flexicurity, which is not only a trial to unite security and flexibility but also shows that one must get away from the stereotype of juxtaposion of features of employees with their age. One must not then overestimate the role of age and build his/her expectations to-wards employee characteristics and ways of their functioning at the workplace on that criterion. Life shows that what kind of employee we deal with is not often the question of age but such factors as e.g. personality, temper, motivation.
3

CHOOSING THE RIGHT AGE GROUP? INTERSECTIONAL ANALYSIS OF DEMAND FOR PAID DOMESTIC WORKERS IN SLOVAKIA

88%
Sekeráková Búriková Z.
Slovenský národopis (Slovak Ethnology)
|
2018
|
vol. 66
|
issue 2
239 – 252
EN
Drawing upon interviews with paid carers and their employees undertaken in Bratislava and Banská Bystrica between the years 2013 – 2015, this article focuses on employment of paid domestic workers (nannies, babysitters, and cleaners) in Slovakia. This research focuses on the situation, which is globally unusual: unlike in Slovakia, where paid domestic workers are local women, paid domestic work is generally undertaken mostly by migrant women or women coded as ethnically other. In general, employment of paid domestic work operates on the base of ethnic hierarchies: women belonging to particular ethnic groups are seen as more or less suitable domestic workers. Analysing demand for nannies, babysitters and cleaners in Slovakia, this article argues that employers of local paid domestic workers do not use ethnicity but age as connoting particular qualities considered as a necessary for undertaking paid care or housework. In particular, specific age groups are seen as more or less suitable for doing particular types of paid domestic work (e.g. cleaning, daily care for an infant, babysitting). After describing in detail how employers categorise paid domestic workers according to their age, I will reveal that indecisions of who to employ the age do not operate as an isolated individual category. Rather, it operates in intersection with other categories such as gender and can be understood only when we adopt an intersectional perspective.
4
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FUNCTIONING OF EMPLOYEE PENSION PROGRAMS IN WARMIA AND MAZURY VOIVODESHIP

88%
Pienkowska-Kamienska S., Kucka E.
Olsztyn Economic Journal
|
2008
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vol. 3
|
issue 1
157-170
EN
The paper presents the market of employee pension programs (EPP) in Poland during the years 1999-2005, discusses the premises for participation in the program and presents qualitative assessment of insurance based employee pension programs functioning in Warmia and Mazury voivodeship. The analysis was carried out on the basis of unrestricted interviews with employers operating employee pension programs, employees participating in them and representatives of insurance companies involved in establishment and servicing the EPPs as well as indirect questionnaire based interviews (using two questionnaire formats). The conducted studies indicate that the insufficient level of pension benefits from social insurance is the main motivation for joining the EPP. Participation in the program is also determined by the fact that the basic premium is financed by the employer.
5

Współpracownicy Izabeli Branickiej w latach 1771–1808

75%
Kulesza‑Woroniecka I.
Studia Podlaskie
|
2012
|
vol. 20
155-174
EN
Izabela Branicka’s manor-house during the time of her independent administration was a workplace for people deriving from diferent social environments and groups. Her closest associates were undoubtedly top clerks in the court hierarchy. She particularly appreciated cooperation with treasurer Wojciech Matuszewicz and personal assistant Jakub Popławski. Both Matuszewicz and Popławski were long-standing and tested employees who, irrespective of anything, were always loyally standing at their employer’s side. Another equally significant feature of Izabela Branicka as an employer was a sense of responsibility for her subordinates. In the face of personal misfortunes, old age or sickness, I. Branicka took responsibility for her subordinates and tried within her power to help them in everyday drudgery. And just this attitude caused that her associates were usually loyal people and tried to do everything they could to earn their wealthy patron’s grace in as honest as possible way.
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