Search results - CEJSH

1

Prevod podniku a európske pracovné právo

100%

Dolinský S.

Społeczeństwo i Edukacja. Międzynarodowe Studia Humanistyczne

|

2017

|

issue 4(27)

51-58

EN

Transfer of the undertaking is now an important issue for all European Union Member States, which shows the current status of work already completed transfers, as well as experts forecast the future. The part of the transferors, is primarily an attempt to maintain certain company‘s market position but also to preserve jobs as the transfer does not pass to the purchaser only the material part of the business, but also intangible personal folders and business, which consists of employees. In order to avoid collective redundancies due to the transfer of the business and whether by the transferor or the transferee and also provide some job security of employees, European Union has adopted several directives regarding this issue. These guidelines subsequently implemented by the EU Member States into their national laws. Similarly, the Slovak Republic in the Labour Code.

2

Motywacja wewnętrzna jako kluczowy czynnik zaangażowania pracownika

100%

Pierścieniak A., Krent D., Jakieła K.

Przedsiębiorstwo i Region

|

2013

|

issue 5

38-47

EN

Motivation is an important factor for employee involvement in the implementation of the objectives of the company. Today's organizations need the knowledge and tools to motivate employees aimed at enhancing intrinsic motivation, which is important from the point of view of the employee, because it is closely related to its needs. This article attempts to analyze the factors that influence employee engagement and are necessary to build a proactive attitude. The analysis uses modern scientific achievements, and reference is made to the theory of motivation 3.0 presented by Daniel H. Pink – author of “Drive: The surprising truth about what motivates us”, which gave a new perspective on motivation, especially in the context of promoting creativity and innovation needed in twenty-first century.

3

The status of the Deputies’ collaborators and the principles of financing their remuneration (ECPRD Request No. 5153)

100%

Korolewska M.

Zeszyty Prawnicze BAS

|

2022

|

issue 4(76)

169-180

EN

The author pays special attention to four groups of collaborators: employees of clubs’ offices and groups’ offices, employees of Deputies’ offices, Deputy’s volunteer assistants and assistants supporting the activities of Deputies within selected organs of the Sejm: the activity of a Deputy who is a member of a committee of inquiry may be supported by no more than two assistants, the activity of a Deputy chairing a permanent or special committee may be supported by one assistant, the activity of a Deputy chairing a standing parliamentary delegation to international assemblies and organizations may be supported by one assistant.

4

PRACOWNIK NA WSPÓŁCZESNYM RYNKU PRACY

100%

Plewka C.

Problemy Profesjologii

|

2013

|

issue 1

57-71

PL

Przemiany zachodzące na współczesnym rynku pracy sprawiły, że praca zawodowa stała się wartością, która przez dużą część społeczeństwa będącego w okresie aktywności zawodowej ceniona jest niemal na równi z życiem rodzinnym, bądź innymi wartościami uznanymi w naszej narodowej kulturze. Stanowi ona dla człowieka wartość tym bardziej cenioną, im trudniej można ją pozyskać. To nowe spojrzenie na wartości przypisane pracy zawodowej w warunkach wolnego rynku sytuuje człowieka będącego w roli pracownika w centrum wszelkiej działalności, czyniąc głównie jego odpowiedzialnym za decyzje, zachowania, wybory, a przez to pracy zawodowej nadaje upodmiotowiony charakter. Problematyka przemian rynku pracy będąca w istocie podstawową kwestią przemian samej pracy pracowników funkcjonujących na współczesnym wolnym rynku pracy oraz wynikające z tego tytułu problemy, które przychodzi rozwiązywać zarówno pracodawcom, jak i pracownikom stanowi treść tego opracowania.

EN

The changes that are taking place in today’s labor market made professional work almost as value as a family life or other important values of our national culture for large part of society, which is being active on a labor market. More difficult it is to achieve, more valuable it becomes in a human life. This new look on attributes of professional work on the open market, places human worker at the center of all activities, making its largely responsible for the decisions, behavior, choices, and thus work gives it a subjective character. The issue of changes in the labor market, which is in fact an essential change to employees functioning in today’s open labor market and the consequent problems for that when comes to solve both employers and employees is the contents of this document.

5

Dopuszczalność pozyskiwania danych osobowych pracowników przez pracodawców na przykładzie zaświadczeń o niekaralności

100%

Kawecki M.

Prawo

|

2014

|

issue 316/1

61 - 68

EN

In the jurisprudence and the professional literature, consistently controversial is the question of the legal basis for the processing of personal data of employees by employers, including certificates of no criminal record. Particularly problematic is the admissibility of receiving consent from the employees to processing of their personal data. The aim of the article is to indicate existing in this context judicial and doctrinal opinions, and an indication of the correct, in the opinion of the author, interpretation of legislation. Particularly criticized should be the position of GIODO which excludes the possibility of receiving consent from employees to the processing of their data, which is not only a violation of their constitutionally guaranteed autonomy of information, but is also contrary to the literal interpretation of the legal rules.

6

Szczególna ochrona stosunku pracy pracowników powracających z urlopów rodzicielskich

100%

Mędrala M.

Zeszyty Naukowe Uniwersytetu Ekonomicznego w Krakowie

|

2013

|

issue 911

33-49

EN

The paper examines the characteristics of protective legal regulations for employees returning from maternity or childcare leave. According to the Polish Labour Code, there are two groups of specified protective prescriptions granting employees the right to return to the same post and at the same pre-leave remuneration. An employer is required to give employees their positions back at the end of the childcare leave either in the capacity in which they were employed before taking leave, or, if that is not possible, at an equivalent position or one that corresponds to the employee’s professional qualifications, for remuneration not lower than what they were receiving before taking leave. However, the law does allow the employer to change the employee’s position without his or her consent. The paper assesses the effectiveness and justness of such regulations from the perspective of employers realising state social policy.

7

RISK OF COMPENSATION IN THE LIGHT OF HARM TO A THIRD PARTY BY AN EMPOYEE

100%

Jasion M.

Zeszyty Naukowe Wyższej Szkoły Finansów i Prawa w Bielsku-Białej

|

2017

|

issue 4

EN

The paper undertakes an analysis of an employer`s financial liability for damages caused by an employee to a third party. The author presents controversies which appeared in this field of law in the doctrine and judicature. An attempt was made to determine the basis and regulations that trigger the liability of the employer. The paper presents how the regime of liability changes depending on whether the employer and the victim were or were not in any relationship of obligation before the damage occurred. However, the main purpose of the paper is to focus on a situation in which the victim, called the third party, is also an employee of the employer. The contemporary literature emphasizes the fact that the employer is increasingly burdened with the risk of paying compensation due to employment relationship with the victim. In practice, it is pointed out that the risk determines the extent of the employer’s compensation liability for damages. The aim of the paper is to analyze the practical significance of this risk in the scope of the employer's liability.

8

Wykorzystanie Visual Basic w procesie rekrutacji i selekcji pracowników na przykładzie Instytutu Edukacji Gospodarczej Sp. z o.o.

88%

Małgorzata Kutzner I.

Informatyka Ekonomiczna

|

2014

|

issue 2(32)

133-155

EN

The development of IT and its rising usage in economy have influence on changes in enterprises. They influence the functioning of company and make its management easier. IT tools are inevitable in cost, communication, knowledge or human resources management. However, not every company decides to invest in individually designed systems not only because of the excessive financial outlays, but also the cost of service. This paper shows the use of Visual Basic, high level programming language in the process of recruitment and selection of employees at IEG LLC.

9

Relations Between Dimensions of Organizational Trust and Activities Strengthening the Value of Enterprises

88%

Bylok F.

Annales Universitatis Mariae Curie-Skłodowska, sectio H – Oeconomia

|

2022

|

vol. 56

|

issue 5

27-46

EN

Theoretical background: Contemporary enterprises functioning in conditions of international competition search for factors that help the growth of their value on the market. One of these may become trust as it is based on shaping the skills of interpersonal cooperation within employee groups and organizations with the aim of the realization of common interests. Purpose of the article: The aim of this paper is the identification of relations between organizational trust and activities that have an impact on the growth of value of enterprises on the market. Research methods: In our research, a singular survey method on an unweighted sample was applied with the aid of the following mixed techniques: CATI phone survey and CAWI Internet survey. The sampling frame was a database of 500 of the largest companies in Poland (according to the ranking of the portal of Rzeczpospolita newspaper). On the basis of the method of random selection, a research sample which consisted of 179 enterprises was built. Main findings: As a result of the research conducted, the factors of the growth in value of enterprises on the market were identified. The impact of the attributes of organizational trust on the growth of the value of the analysed enterprises was indicated, in which incidentally the most significant impact occurred in the case of trust between employees, while subsequently trust towards the organization and trust towards the department heads. The attributes of organizational trust significantly influence the enhancement of the resources of an enterprise, while also the implementation of new technologies, the emergence of new investments and the increased client portfolio. However, no significant impact was indicated in terms of the growth of R and D activities, nor an increase in the level of competitiveness of enterprises on the local market, nor an increased intensification of activities on the market. The research findings provide knowledge on the subject of the use of the attributes of organizational trust in terms of creating value on the market, which may help an organizational culture based on trust in enterprises.

10

Work-life Balance by Area, Actual Situation and Expectations – the Overlapping Opinions of Employers and Employees in Slovenia

88%

Kozjek T., Tomaževič N., Stare J.

Organizacija

|

2014

|

vol. 47

|

issue 1

35-51

EN

Background: The question of work-life balance (WLB) is an area where increasing attention is being paid nowadays. States, organisations and employees all have responsibility and a role to play in WLB. This article presents the important areas of the WLB by key players in this field. Purpose: The purpose of the research was to compare and analyse the differences between the actual situation and the expectations of employers and employees with regard to specific areas of WLB in Slovenia. Methodology: Data was gathered using the Computer Assisted Web Interview (CAWI) method. In the first part of the research project, employers across all sectors of the economy in Slovenia were questioned and in second part focussed on employees. In order to verify the areas in which employers and employees agree and those in which there are differences in perception, multidimensional scaling (MDS) was used. Results: The results of our research show that Slovenian organisations must pay more attention to flexible working time, the employees’ ability to take time off to care for family members, time and stress management workshops and paid leave for parents on a child’s first day of school. Conclusion: A significant role in WLB is played by organisations. The incorporation of WLB strategies into the strategic and financial planning of an organisation can, in fact, have positive business, economic and social effects. Employees have to express their expectations and needs, which is the only way that employers can be made aware of their problems and help with WLB. State responsibility is to encourage all social partners to shape the living environment in which employees’ can achieve a good WLB with an emphasis on gender equality

11

Platobná neschopnosť zamestnávateľa v Európskom pracovnom práve

88%

Dolinský S.

Prosopon. Europejskie Studia Społeczno-Humanistyczne

|

2017

|

issue 4(21)

31-37

EN

At a time when there is still the effects of the global economic crisis, many companies on the brink of bankruptcy. Many businesses deferred fulfillment of its obligations, paying bills and working on the debt. The emergence of insolvency raises additional cost (penalty payment to suppliers, increased interest on loans outstanding in the period and others), reducing corporate income, resulting from increased costs associated with overcoming the subsequent insolvency (obtaining additional financial resources), or. forced liquidation of the company. It also finds many businesses and entrepreneurs, who does not remit contributions for its employees do not pay them their wages and other demands. Progressive business indebtedness may result in failure of the company. Every employer must pay, however, guarantee insurance in the event of insolvency. Therefore, the employee is protected from the condition that the employer failed to pay him for his work when it becomes insolvent, so when it comes to disposing of the company. This includes not only employees working in Slovakia, but also in all European Union Member States. They are obliged to comply with the directives issued by the European Union to regulate all matters relating to employer insolvency.

12

MOBBING W POLSKIM PORZĄDKU PRAWNYM

88%

Boczek M.

Eunomia – Rozwój Zrównoważony – Sustainable Development

|

2018

|

issue 1(94)

53-62

EN

Regardless of how we treat mobbing - as a disease of civilization, or perhaps social incorrectness, mobbing is a social phenomenon - a form of rivalry of being better than others. Mobbing is not much talked about, shyly spelled, even less is counteracted. The aim of the study is to draw attention to the phenomenon of mobbing. To signal the necessity of introducing appropriate legal regulations into Polish law. Definitions of mobbing, problems with its detection, awareness of the scale of the threat and encouraging the joint initiative of the legislator, employers and employees. Introducing continuous monitoring, performing mobbing analyzes, which will contribute to increasing public awareness, will affect the effect of dealing with this problem. In a stripped down manner, the author presents the regulations of Polish law regarding mobbing. In the outline, he discusses the situations leading to the creation of mobbing, the legal consequences resulting from this fact, presents the ways of seeking redress and damages before the court. He analyzes the binding legal regulations regarding mobbing critically, pointing to the directions of their improvement as an incentive to undertake own research.

13

Health and safety at work

88%

Sema E., Melo I.

Academicus. International Scientific Journal

|

2012

|

issue 05

153-162

EN

Protection at work with regard to health and safety at work is an important part of Albanian Labour Legislation. Determination of general obligation of the employer aims at protecting the employees’ health and security. With regard to health security and protection, Albanian Labour Code foresees that the employer is responsible in cases of accidents and professional diseases considering that it should clearly define rules for technical security. With the regard to employers’ responsibility, it should be mentioned that this might be administrative or penal, depending on the violations occurred a few of which contain elements of criminal acts. An important step forward in regulating labour relations is to strengthen inter-institutional cooperation and cooperation between employees, employers, trade unions and state and to further dialogue between those. However, implementation of the Labour Law plays an important role in the stabilization of labour relations in general. An important role remains with institutions such as Ministry of Labour and Equal Opportunities, National Labour Council and State Labour Inspectorate.

14

Dilemmas at the architect’s table in labour law - labour rights as prisoners in the light of the extensive core of legal protection of employees

88%

Sipka P., Zaccaria M. L.

The Lawyer Quarterly

|

2019

|

vol. 9

|

issue 4

274-282

EN

This paper examines some fundamental questions and new anomalies of the concept of employment relationship and the “worker” legal status. Furthermore, the study focuses on the legal protection of the sub-ordinated party in the employment relationship (worker, employee) because some anomalies and contradictions arise based on the strict division of legal relationships aiming at personal work in exchange of payment. The research is primarily based on the Hungarian legal environment, although the theoretical framework and the methodology is relevant to all levels of labour law regulations and principles including the International Labour Organization and the European Union as well. The main idea revolves around the hypothetical concept of the “labour force” contract that could cover almost all types of dependant work of various levels of sub-ordination in which the “worker” is clearly obliged to carry out the duties according to the “employer’s” instructions and is paid in exchange. The paper concludes that both from the side of labour law regulations and the jurisprudence it would be possible to think of the traditional concept of employment relationship in a new way based on the real attributes and circumstances of the person carrying out the working duties. Thus, it will become clear that whivh rights or persons are “imprisoned” and who can “break in” or “break out”.

15

Personal management in local communities

88%

Kmecová J.

Humanum. Międzynarodowe Studia Społeczno-Humanistyczne

|

2012

|

issue 2(9)

181-196

EN

This article is about motivation between employees and volunteers in local communities. Relationships between employers and employees are regulated by law. Employee provides his knowledge, skills and experience to employer to achieve planned organization targets and to create profit. According to Slovak law the salary includes not just only basic salary but also bonuses, tax, employee and employer healthcare and social insurance payments. The focus is on personnel policy of organization with an emphasis on achieving organizational goals and the successful allocation on the market. The emphasis is on motivation, which is necessary for personal feedback in organizations irrespective of size of organization. Article discusses the right work habits and shows how to encourage voluntary work. In the state, public organizations and local communities there are people - volunteers who want to work without financial or non-financial rewards. Focus of this article is on a human being, going through many changes and processes in his personal and professional life.

16

Interfaces and contradictions comparing adults' attitude to learning and employers' expectations

88%

Zuzevičiūtė V., Teresevičienė M., Rutkienė A.

Studies for the Learning Society

|

2008

|

vol. 1

|

issue 1

18-28

EN

This paper, based on empirical research, aims at analyzing interfaces and contradictions of employers' and employees' attitudes to in-service professional training. We present the results of a two-stage empirical research program. The research enabled the identification of the attitude to whether opportunities for learning are provided and what barriers can be identified. Also, the employers' attitudes to the ways of providing these opportunities, and certain contradictions and tasks for the future were identified. Several methods of empirical research have been employed as well as the critical and systemic analyses of documents and literature.

17

The Impact of Abandoning Fossil Fuels and the Development of Renewable Energy on the Global Labor Market

88%

Piwowarska K.

|

2023

|

vol. 32

|

issue 1

103-136

EN

The impact of abandoning fossil fuels and the development of renewable energy on the global labor market is aimed at presenting the issue that affects now or in the near future most of the world’s economies (plants extracting fossil deposits and cooperating with them large enterprises and international corporations) in the field of correlation with environmental protection. The above is being realized, among others by departing in the next 20 years from the policy of extracting fossil fuels, especially coal, and is related to the use and development of renewable energy. This has a significant impact on the legal status of employees and employer. The departure from the extraction of fossil fuels will result in a sudden wave of mass layoffs around the world, including in Poland, and economic migrations, so now it is necessary to prepare an action plan for the next decades in terms of retraining employees and other possible forms of their professional activation, in the new realities of the labor market. In addition, there is a need to regulate possible ways of using renewable energy in people’s work, also in the context of the development of new technologies and their use in the work process. The development of the above should already result in the training of employees in new industries and create conditions for companies promoting the fight against global warming. It is important to deepen the study of the relationship between labor law and environmental protection law, which at the moment is unjustifiably downplayed, while in a dozen / several dozen years it will have a huge impact on human life, because climate change (and “currently” the Sars-CoV-2 pandemic) are already causing a lockdown in the world labor market. There is an absolute need to identify potential problems, adopt appropriate policies and action plans, and then successively implement them, e.g. for the transition to a low-carbon economy, but without much prejudice to the employment market and global unemployment. In this context, a coherent policy of the EU and international organizations will be important, including ILO, in order to ensure environmental and social order in employment relations, in the new reality of the 1950s, the 21st century. Conclusion de lege ferenda drawn after the above-mentioned research will be aimed at presenting potential opportunities for Poland and the world in terms of the new and employment policy.

18

Analysis of interest in vaccination against COVID-19 and other pro-health initiatives at the workplace among employees in Poland

75%

Olearczyk A., Olejniczak D.

Medycyna Pracy

|

2021

|

vol. 72

|

issue 6

653-659

EN

BackgroundThe COVID-19 pandemic re-raised the subject of vaccines and their importance for public health. Given the number of employees, one of the key environments in which vaccination should be promoted is the workplace.Material and MethodsAn original, anonymous and voluntary questionnaire with 13 questions regarding health behaviors of employees in Poland was distributed through HR departments of the companies invited to the research (Computer-Assisted Web Interview – CAWI technique) This publication presents the results of answers to the 3 chosen questions concerning: health issues related to work, interest in health promoting initiatives and following recommendations for physical activity.ResultsAccording to the research presented in this article, 39% of employees in Poland were interested in vaccination against COVID-19. The most popular preventive initiatives are still healthy eating and sport activities. The government allowed organizing vaccinations at the workplace, which gives new opportunities but also obligations and risks. Overall, the potential of a workplace in fighting the coronavirus seems to be used to a very small extent. This carries the need to consult systemic solutions with representatives of employers and occupational medicine practitioners as well as the government.ConclusionsThe workplace should be one of the key habitats for health promoting activities, including vaccinations. The above-mentioned issue should still be the subject of research for solutions tailored to the needs and capabilities of each group (employers, occupational medicine professionals and government). One of the circumstances of promoting the health of employees should be preventive examinations of employees – a doctor’s visit and contact with an occupational medicine nurse. The potential of preventive employee examinations in this area seems to be unused and limited. The level of immunization of employees has an obvious impact on the state of the economy. In view of the voluntary vaccination against COVID-19, this requires educational campaigns aimed at both employees and employers.

19

Latent profile analysis of passion for work and its relationship with psychological well-being

75%

Mudło-Głagolska K.

Medycyna Pracy

|

2022

|

vol. 73

|

issue 4

315-323

EN

Background: So far, studies based on the dualistic model of passion have ignored how the 2 different types of passion interact in a person’s identity. The aim of this article is to identify profiles of passion for work and their consequences for psychological well-being. Material and Methods: The survey was conducted on a sample of 522 employees of various employment sectors. The Passion Scale was used to assess passion for work, while to explore well-being, the anxiety and depression subscale of the General Health Questionnaire (GHQ-28) and the Subjective Vitality Scale were employed. Latent profile analysis (LPA) was used to distinguish the passion profiles, following which the results regarding well-being in the following groups were compared using non-parametric tests. Results: Four passion profiles have been identified. They are termed as high-moderate (profile 1: high harmonious passion for work and moderate obsessive passion for work), high (profile 2: high harmonious passion for work and obsessive passion for work), optimal (profile 3: high harmonious passion for work and low obsessive passion for work), and low (profile 4: low harmonious passion for work and low obsessive passion for work). Employees with a low score for both harmonious passion for work and obsessive passion for work had the lowest score regarding well-being. Conclusions: This study was one of the first to use the LPA approach to explore the configuration of passion for work. It provided an indication of how the different dimensions and levels of passion set up with each other and what their consequences would be. The conducted research emphasized the protective role of the harmonious passion for work against the negative effect of obsessive passion for work.

20

Remarks on the legal status of a lab diagnostician

75%

Borowicz J.

Prawo

|

2013

|

issue 315/1

EN

The analysis of the occupation of a lab diagnostician makes it clear that the job possesses lots of features characteristic of the so-called free professions. According to the author of the article, this cannot be ignored while analyzing the legal status of the job. What deserves a special attention, is the fact that the job of a lab diagnostician shares also the features of “the profession of public trust” mentioned in the Constitution of the Republic of Poland. At the same time we can agree that the job of a lab diagnostician has some features which differentiate it from a lot of typical, traditional free professions — e.g. the profession of a physician. What deserves a special attention is the problem of relations between a diagnostician and a physician in the diagnostic and preventive proceedings and in the screening of the therapy. In light of the legal regulations it is the physician conducting the therapy that decides on the ultimate set of the commissioned tests. It means that in this area the lab diagnostician is the physician’s subordinate. Moreover, if a lab diagnostician performs his job as an employee as it is defined in the Labour Code, it will be his duty to carry out the orders of his employer, concerning the venue and the time of his professional activity. If we make an attempt to classify a profession of a lab diagnostician, we should not forget about the “mixed free professions.” These are jobs which do not fully meet the criteria serving to define a free profession. As far as medicine and health service are concerned, there appear doubts concerning the job of a chemist/pharmacist, or nurses and midwives. It should be acknowledged that it is also the case when it comes to the occupation of a lab diagnostician — we have here the activity typical of free professions on the one hand, and of sole proprietorship on the other, and a work of an employee as well. Thus, the occupation of a lab diagnostician can be treated as a “mixed free profession” or “limited free profession,” as understood in relevant Polish literature.

Refine search results