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1
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Tradycyjne ujęcie pracowniczego podporządkowania – wybrane problemy prawne

100%
Duraj T.
Studia Prawno-Ekonomiczne
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2011
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vol. LXXXIII (83)
35-61
EN
The subject of the paper is the characteristics of employment subordination of an employee to the employer in labor relations. It is a necessary element of any labor relation. This subordination, as an essential feature of a labor relation, determines the scope of use of labor relation, and thus also the scope of application of the labor law. The author, presenting a traditional grasp of labor relation, notices in the literature on the subject substantial discrepancies in the interpretation, which refer not only to the way of its understanding but also the mutual relations which occur between the terms ‘subordination’ and the expression ‘employer’s management’, which is used by the legislator in the labor code. The author notices that the traditional grasp of the employment subordination does not always apply in reference to people who are charged with tasks requiring creativity, initiative and far-reaching independence (people employed at the most senior managerial posts, performing a creative job or rendering highly specialist services). The disappointment with the traditional grasp of the employment subordination in the case of the indicated category of subjects has become a substantial reason for the tendency to broadly interpret the employment subordination, which is present in the doctrine of labor law and judicature. As a consequence, new doubtful concepts of employment subordination relating to autonomous subordination and economical dependence have appeared.
2
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Social Media in the Workplace in the Czech Republic, Poland and Slovakia

100%
Štefko M.
The Lawyer Quarterly
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2016
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vol. 6
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issue 1
11-17
EN
This paper deals with legislation and case law regulating social media in the workplace. It analyzes mainly privacy’s limits for selection procedures, working time and dismissals in three Central European states,such as the Czech Republic, Poland or Slovakia. Although there are common general principles like an employees’first and last task is to render services on behalf of his/her employer and do not misuse employer’s devices to private purposes courts’ decision varies. Alike action is considered in one state to be legal, in another illegal.
3

The Lawful Execution of Employer Rights is an Important Subsystem of Corporate Governance (A Labour Case Study)

100%
Nagy Z. I., Való V.
DANUBE: Law and Economics Review
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2013
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vol. 4
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issue 3
201-217
EN
In the world of work, the political transition created a difficult situation in Hungary which has become even less favourable in the 2010s. Employees are exposed to numerous infringements. The case study presented at previous MEB conferences and continued herein illustrates the vulnerability of employees. The case study provides an excellent opportunity for the presentation of the special Hungarian labour law (the conclusion of an employment relationship, payment of wages, performance of work, trial period, termination, corporate dismissal, etc.) and for summarising the lessons learned. In addition to the court judgement involving heavy expenditure, it can also be concluded that successful corporate work can only be achieved by respected and skilled employees, and the loyalty of employees is the key source of results. This, in turn, can only be achieved if the representatives of the owners and the management of the company pay great attention, as a subsystem, to the lawful employment and motivation of employees.
4

Czasowy całkowity zakaz reklamy otwartego funduszu emerytalnego

75%
Jakubowski S.
Ekonomia. Wrocław Economic Review
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2016
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vol. 22
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issue 2
43-55
EN
The paper discusses the effects of temporary total prohibition of Open-end Pension Fund advertising. This prohibitive regulation was in force in the years 2014–2015 and has raised many controversies, and ultimately became the subject of the Constitutional Court summons. The main thesis of the article is that temporary total prohibition of Open-end Pension Fund advertising has contributed to a decrease in the amount of contributions paid to Open-end Pension Funds and started the process of gradual and informal phasing-out of funded part of pension system in Poland. The scientific method used in this paper is economic analysis of law.
5
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Charakter prawny pracowniczego programu emerytalnego

75%
Krajewski M.
Studia Prawno-Ekonomiczne
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2011
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vol. LXXXIII (83)
103-131
EN
Occupational pension schemes (PPE) and retirement accounts (IKE, IKZE) constitute the third pillar of the pension system in Poland. What we should understand under the term occupational pension scheme is the program established with the consent of the employee, through a conclusion of a company pension agreement and a management agreement with a financial institution authorized to collect contributions, funded by the employer and supervised by the national supervisory authority (Financial Supervision Commission). Such a program is created in a specified form in order to accumulate resources that come from the contributions, on the basis of the capital, which are intended to be paid to the beneficiary after reaching the age specified in the Act. In the Polish legal system, PPE are not financed from social insurance contributions. Programs can operate solely on the basis of the method of a defined contribution and do not guarantee lifelong benefits. It is a fundamental difference when compared to the PPE in most countries in the world. The solutions adopted in Poland placed PPE outside the term of “social security” and “social insurance”.
6
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Czy nowe technologie zrewolucjonizują rynek pracy?

75%
Piwowarska K.
Studia Prawnicze: rozprawy i materiały
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2018
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issue 2(23)
135-155
EN
The article discusses changes in the labour law in connection with globalization, automation , civilization and technological development, especially against the background of new forms of employment: „ICT based work”, „crowdworking”. It was also considered whether the use of new technologies by the employer or the future employer, including in the scope of background screening (including credit and criminal check), acquisition and use of biometric data, application of radio frequency identification technology (RFID) by implanting a chip for employee control or organizational processes improvement at the employer, does not constitute abuse of the subjective right to privacy and does not violate dignity. The above was referred to the General Data Protection Regulation of 27.04.2016 (GDPR) and related changes in the Labour Code. To determine whether new technologies will revolutionize the labour market the question was asked: are there occupations that are at risk of being forced out of the labour market due to the automation of work, and contrarily – are there professions of the future.
PL
W artykule poruszono temat zmian w prawie pracy w związku z globalizacją, automatyzacją, rozwojem cywilizacyjnym i technologicznym, szczególnie na tle nowych form zatrudnienia: pracy z zastosowaniem technologii informacyjno-telekomunikacyjnych (ICT based work) i pracy w ramach platform cyfrowych (crowdworking). Rozważono również, czy wykorzystywanie nowych technologii przez pracodawcę czy przyszłego pracodawcę, m.in. w zakresie background screening (w tym credit i criminal check), pozyskiwania i wykorzystywania danych biometrycznych, zastosowania technologii identyfi kacji radiowej (RFID) poprzez wszczepianie chipa dla kontroli pracownika czy usprawnienia procesów organizacyjnych, nie stanowi nadużycia podmiotowego prawa do prywatności i wręcz nie narusza godności. Powyższe odniesiono do Ogólnego Rozporządzenia o Ochronie Danych Osobowych z 27 kwietnia 2016 r. (RODO) i związanych z nim zmian w Kodeksie pracy. Aby przesądzić, czy nowe technologie zrewolucjonizują rynek pracy, postawiono pytanie: czy istnieją zawody, które są zagrożone wyparciem z rynku ze względu na automatyzację pracy, oraz przeciwnie – czy istnieją zawody przyszłości.
7
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Labour Law and ADR in Switzerland – Selected Topics Mediation, Arbitration and Collective Employment Contracts, Arbitrability of Labour Law Claims

51%
Wójtowicz P.
Themis Polska Nova
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2015
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issue 1(8)
209-222
EN
The article presents maters of contemporary Labour Law and Alternative Dispute Resolution (ADR) in Switzerland, regulated – or “outlined” – for the first time only recently. Amongst main things the study refers to such matters as: arbitration and collective employment contracts, mediation, and arbitrability of international and domestic labour disputes. These are presented thoroughly and compared with conclusions, and future options.
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