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1
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Nawiązanie stosunku pracy na stanowisku kontrolerskim – znowelizowana ustawa o Najwyższej Izbie Kontroli

100%
Liszcz T.
Kontrola Państwowa
|
2014
|
vol. 59
|
issue 2(355)
80-95
EN
The Act on the Supreme Audit Office quite thoroughly regulates the employment relationship of NIK employees, especially auditors, both in its original version of 23rd December 1994, and in the amended version of 22nd January 2010. This provides for a relative stability of the employment relationship of an appointed auditor, by regulating in detail its conditions and mode of its establishment, as well as its termination.
2
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A GLIMPSE INTO THE PRESENT AND FUTURE OF LABOUR LAW AND INDUSTRIAL RELATIONS IN CENTRAL AND EASTERN EUROPE

100%
Mihes C.
Polityka Społeczna
|
2019
|
vol. 46
|
issue 1(15) ENG HOW DECENT WILL BE WORK IN THE FUTURE? CENTENARY OF THE INTERNATIONAL LABOUR ORGANIZATION
16-20
EN
The landscape of labour law and industrial relations arena has undergone significant reshaping in most of CEE countries since the outset of the global financial and economic crisis. Following or inspired by new international visions of economic governance for economic recovery and growth, the vast majority of CEE countries have carried out or have been envisaging labour policy changes. This paper seeks to take a look at recent labour law reforms in a number of selected CEE countries, and to examine the manner, in which the equation of standard employment relationship and the dynamics of collective bargaining processes have changed.1 The 1st section discusses the policy goals as well as drivers of legal changes, which have affected and guided recent labour law reforms in the sub-region. External influences over shaping of the new policy visions and recovery policies are also examined here. The 2nd section examines recent trends in regulating standard and non-standard employment relationship, as well as the collective agreements as determinants of working conditions and terms of employment. It also analyses the new approaches in the implementation of the guiding principles of collective bargaining, including the autonomy of the parties, and the principle of favourability. Furthermore, the 3rd section seeks to explore what the future looks like by travelling the paths opened by the works of the ILO Global Commission on the Future of Work, with a special focus on the Universal Labour Guarantee. Finally, a number of conclusions are drawn on the basis of the analysed data and policies.
3

Commentary to the Supreme Court resolution of 20 september 2018, I KZP 5/18

100%
Wróbel A.
Acta Iuris Stetinensis
|
2019
|
issue 27_ENG
205-216
EN
The Supreme Court, in the ruling which is subject to this commentary, addresses the notion of an employee referred to in Article 218 § 1a of the Criminal Code. The court discussed the issue of the designation and limits of the notion of “employee” and the subject-matter of protection of the provision referred to above along with its scope. The commentator – in this context – analyses the Supreme Court’s thinking. The commentary’s author agrees in most part with the belief that “the scope of Article 218 § 1a CrC covers only persons who are employees within the meaning of Article 2 LC and Article 22 § 1 and § 11 LC”, though he deems it incomplete as one also needs to take into account Article 8(2a) of the act on social insurance, where – with regard to social insurance – the notion of an employee is slightly broader than the one included in the provisions of the Labour Code. The commentator believes it legitimate that the subject-matter of protection of Article 218 § 1a CrC includes all employee rights resulting from an employment or social insurance relationship. The commentator shares the de lege ferenda postulate for the “protection under Article 218 § 1a CrC to include also persons in employment relationships other that a contract of employment” and, which the Court did not address in the discussed resolution, the civil law relationship referred to in Article 8(2a) of the Social Insurance Act.
4
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‘The right to (decent) work. The right to everyone or “chosen” ones?’ The situation in Poland

100%
Ludera-Ruszel A.
Ruch Prawniczy, Ekonomiczny i Socjologiczny
|
2021
|
vol. 83
|
issue 1
143-156
EN
Work represents a particular economical, social and psychological relevance to the worker. Because of a personal dimension of work, that involves human beings, it cannot be separated from workers. The approach to human labour as not a market product, but as a human being, is contained in the statement that ‘labour is not a commodity’, firstly expressed in the International Labour Organization’s 1944 Declaration of Philadelphia. The reference to this assumption more recently on the occasion of the 100th anniversary of ILO activities clearly evidence that the history of labour has come full circle and the idea of decent work for workers has returned to being the centre of labour law regulations. The concerns relating to the inadequate protection of workers coincided in time with the transformative change in the world of work. With this in mind, it is then worth considering more deeply whether a decent job is an ‘exclusive’ and ‘luxurious’ ideal, and leave outside its scope a number of workers who are in need of protection because of their unique situation. The position of Poland in this picture will be analysed.
5
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Odprawa parlamentarna oraz ochrona stosunku pracy posłów w ustawie o wykonywaniu mandatu posła i senatora

100%
Karolczak J. M.
Zeszyty Prawnicze BAS
|
2021
|
issue 4(72)
223-227
EN
Under the law, in relation to expiry of the mandate a parliamentarian is entitled to a severance pay in the amount of three salaries. The right does not apply to a Deputy or Senator who has been elected for the next term or who has resigned. A Deputy retains the right to the allowance also in a situation where he/she does not take advantage of an unpaid leave and does not possess the status of the so-called professional MP. The protection of the durability of the employment relationship, based on Article 31 para. 2 of the Act, covers only Deputies who took on unpaid leave due to the performance of their mandate.
6
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Kilka uwag na temat artykułu 29 Kodeksu pracy w świetle ustawy z dnia 13 maja 2016 r. o zmianie ustawy – Kodeks pracy

89%
Wączek B.
Opolskie Studia Administracyjno-Prawne
|
2019
|
vol. 17
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issue 2
101-115
EN
The aim of this article is to present practical difficulties and their solutions and also to illustrate effects of the introduced amendment to Art. 29 § 2 of the Act of June 26, 1974 of Labour Code. The author shows how this regulation was shaped in previous amendments in his attempt to answer how the finally introduced amendments have improved the situation of employees. Consequently, the aim of the article is to present the benefits resulting from this change, but also the risks arising upon introduction of the latest amendment. The author considers the question whether the procedure, however simple from the point of view of the legislative technique, is not an unfortunate attempt to patch the legal gap, which is often the subject of abuse. In the text, the author also wonders how the amended provision affects the situation of people starting work and what it alters in the case of people who have been in the labour market for years.
7
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Taxation of free-of-charge employee benefits. Gloss to the Judgement of the Supreme Administrative Court of 29 November 2018, II FSK 799/18

88%
Janicki A.
Acta Iuris Stetinensis
|
2019
|
issue 28
191-205
EN
In this paper, the author presented his critical view of the position which the Supreme Administrative Court expressed in its judgement of 29 November 2018 (II FSK 799/18).1 The case in question concerned taxation of free-of-charge employee benefits, which consisted in providing an employee with accommodation in the place of secondiment. The court stated that, as a result of using the accommodation provided, the employee obtained taxable revenue. The author conducted a dogmatic and legal analysis of applicable provisions of the Personal Income Tax Act of 26 July 1991 and referred to views expressed in the doctrine of law and numerous judgements passed by administrative courts. The author paid particular attention to discussing the ruling of the Constitutional Tribunal of 8 July 2014 (K 7/13), in which the conditions under which a free-of-charge employee benefit may be deemed as revenue were described. Furthermore, the author expressed his critical view of the conclusions which arise from the resolution of the Supreme Court of 10 December 2015 (III UZP 14/15) and which the Supreme Administrative Court passively accepted in its grounds of the judgement in question. Finally, the author demonstrated that in the case in question, the requirement to provide the benefit in the interest of the employee was not met, and thus the benefit should not have been deemed the employee’s revenue.
8

Remarks on the legal status of a lab diagnostician

75%
Borowicz J.
Prawo
|
2013
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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.
9
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Nawiązanie stosunku pracy z osobą ubezwłasnowolnioną

75%
Kos A.
Zeszyty Naukowe Państwowej Wyższej Szkoły Zawodowej im. Witelona w Legnicy
|
2016
|
issue 1(18)
PL
Ubezwłasnowolnienie to instytucja o szczególnym znaczeniu dla konstytucyjnego statusu jednostki, dotykająca podstawowych praw człowieka w zakresie swobodnego decydowania o swoim życiu. Skutek ubezwłasnowolnienia ma ogromne znaczenie praktyczne także w kontekście zatrudnienia. Niniejsze opracowanie podejmuje problem ubezwłasnowolnienia z perspektywy prawa pracy. Zamiarem rozważań jest zwrócenie uwagi na poglądy dotyczące możliwości nawiązania stosunku pracy z osobą ubezwłasnowolnioną. Celem pracy jest także dostrzeżenie zachodzących w prawie zmian uregulowań dotyczących statusu prawnego osób z niepełnosprawnością, szczególnie intelektualną, a zarazem konieczność wprowadzenia nowych regulacji. Polskie prawo pracy niewątpliwie stoi na straży zasady niedyskryminowania w zatrudnieniu. Pracownik niepełnosprawny, w tym ubezwłasnowolniony, nie może być traktowany gorzej niż osoba zdrowa, o takich samych kwalifikacjach, wykonująca taką samą pracę. Pomimo to należy uznać, iż przyjęte obecnie rozwiązania w zakresie ubezwłasnowolnienia są nadal nieadekwatne do rzeczywistych potrzeb osób wymagających prawnego wsparcia.
EN
This study propose look for the legally incapacitated from the perspective of labor law. The purpose of this consideration is to draw attention to the opinions concerning the possibility of establishing an employment relationship with a person who is legally incapacitated. It is difficult not to notice that it is a problem especially controversial and contentious still. The institution of legal incapacitation has enormous significance from the viewpoint of social, family, and above all persons who are legally incapacitated. The institution of legal incapacitation is a strong intervention in the sphere of the personal rights as an entity, and hence an impact on the fundamental rights of the citizen in the range of any administration he/she proceedings. For the proper functioning, this institution needs consistency of regulation within the different branches of laws for example substantive civil law, procedural right and guardianship right.
10
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Pracownicze oceny okresowe — wybrane elementy

75%
Górnicz-Mulcahy A.
Przegląd Prawa i Administracji
|
2020
|
vol. 120
|
issue Tom 2
605 - 617
PL
Oceny okresowe stanowią obecnie stały element stosunku pracy. Mechanizm ocen istniejący w służbie publicznej przewiduje również ujemne skutki związane z procesem jego stosowania. Zadaniem artykułu jest zwrócenie uwagi, że głównym celem ocen okresowych jest jednak ich wymiar pozytywny, nakierowany na proces rozwoju zawodowego pracownika, podnoszenia jego kwalifikacji i rozwijania kompetencji. Na gruncie pragmatyk pracowniczych zadanie to jest o tyle utrudnione, że postępowanie pracodawcy nie jest dowolne, lecz powinno koncentrować się na ocenie określonych normatywnie kryteriów za pomocą obiektywnego miernika (art. 94 pkt 9 k.p.).
EN
Periodic employee evaluations are now a permanent element of the employment relationship. The evaluation mechanism existing in the public service also provides for negative effects related to the process of periodic evaluations. The aim of the article is to point out that the main purpose of periodic evaluations is, however, their positive dimension, aimed at the employee’s professional development process, improving his qualifications and developing competences. On the basis of worker pragmatics, this task is difficult because the employer’s behaviour is not free but should focus on the assessment of certain normative criteria using an objective measure (Article 94 point 9 of the Labour Code).
11
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Paid Work and Social Security (Remarks Against the Background of Labour Market Transformation)

75%
Mitrus L.
Studia Iuridica Lublinensia
|
2015
|
vol. 24
|
issue 3
EN
The present elaboration is dedicated to the analysis of labour market transformation since the codification of Polish labour law to the present day. Author emphasizes that the legal form of paid activity determines the legal status of the person concerned, both with relation to stability of employment and social security protection. Under centrally planned economy, the employment contract for an indefinite duration constituted the basic form of paid activity. Currently, however, various forms of work performance co-exist, many of them remain outside the scope of labour law. Author indicates deep segmentation of current labor market. He also pays attention to the fact that paid work quite often ensures neither life stability nor proper social protection.
PL
Niniejszy tekst jest poświęcony analizie przekształceń rynku pracy, począwszy od kodyfikacji polskiego prawa pracy do czasów współczesnych. Autor wskazuje, że prawna forma prowadzonej działalności zarobkowej przesądza o statusie danej osoby, zarówno w kontekście stabilizacji zatrudnienia, jak i ochrony z zakresu ubezpieczeń społecznych. W realiach gospodarki centralnie sterowanej umowa o pracę na czas nieokreślony stanowiła podstawową formę działalności zarobkowej. Obecnie współistnieją jednak różne formy świadczenia pracy zarobkowej, często pozostające poza zakresem prawa pracy. Autor zwraca uwagę na głęboką segmentację współczesnego rynku pracy, a także na fakt, że praca zarobkowa często nie zapewnia stabilizacji życiowej ani odpowiedniego poziomu bezpieczeństwa socjalnego.
12
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Stabilność stosunku służbowego w Służbie Celnej – pragmatyka i praktyka

75%
Białach L.
Rozprawy Społeczne
|
2016
|
vol. 10
|
issue 2
69-74
PL
Niniejszy artykuł poświęcony został zagadnieniu trwałości stosunku służbowego funkcjonariusza Służby Celnej. Wskazano na rozwiązania prawne wyższej niż w przypadku innych grup zawodowych stabilności zatrudnienia, omówiono kwestie związane z nawiązaniem i rozwiązaniem stosunku służbowego oraz działania ukierunkowane na racjonalne wykorzystanie kadr. Analiza założonej problematyki była możliwa dzięki bazie źródłowej w postaci: dokumentów statystycznych, strategicznych i programów działań publikowanych przez Służbę Celną, orzecznictwa sądowego oraz publikacji naukowych. Najbardziej przydatnymi metodami badawczymi były: metoda ilościowa, porównawcza i systemowa.
EN
The following article concerns the issue of durability of service of the Customs official. It presents the legal solutions that contribute to a higher, than in other professional groups, stability of employment. It describes matters related to establishing and terminating the official employment relationship as well as actions directed at rationalising human resources. The analysis of the above mentioned issues was possible thanks to the data base that contains statistical and strategic documents, reports on actions published by the Customs, court rulings and scientific publications. The most useful research methods turned out to be the quantitative comparative and systemic methods.
13
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Appointing the director of a cultural institution

75%
Czuryk M.
Cybersecurity and Law
|
2022
|
vol. 7
|
issue 1
220-231
EN
The act on organizing and conducting cultural activity of October 25, 1991, distinguishes state and local government cultural institutions. A special place in these institutions is held by the director who is the governing body. This article outlines the rules for appointing directors and undertakes to analyze the provisions constituting the basis for an employment relationship with them. Doubts have been raised about the legal nature of the act of appointing the director of a cultural institution. The article points out the differences in the appointment of the director depending on the type of cultural institution, i.e. depending on whether it is a state or local government institution. It has been indicated that a candidate for the position of a director may be selected through a competitive process. The article presents the basic principles of its conduct.
14
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Polish Employment Law in the Face of Digitization and New Technologies

75%
Suknarowska-Drzewiecka E.
Contemporary Central and East European Law
|
2019
|
issue 1 (133)
118-131
EN
The digital revolution, also called the fourth industrial revolution, constitutes another era of change, caused by the development of computerisation and modern technologies. It is characterised by rapid technological progress, widespread digitisation and an impact on all areas of life, including the provision of work. The changes affecting this area are so significant that there are proposals to remodel the definition of the employment relationship in the Labour Code. New forms of employment, which do not fit the conventional definition of an employment relationship, are emerging and gaining importance. An example could be employment via digital platforms. At the same time, there are also employment forms that do fit that definition, but deviate from the conventional understanding of the terms and conditions for performing work, which have undergone modification due to the use of new technologies. Teleworking, or working outside the employer’s premises, are examples of that. Employers get further opportunities to organise and control work, which often raises concerns due to the employee’s right to privacy, the protection of personal rights and personal data.
15
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Obowiązek informowania pracowników o warunkach zatrudnienia w świetle nowej unijnej dyrektywy 2019/1152

75%
Nowak M.
Praca i Zabezpieczenie Społeczne
|
2021
|
issue 6
27-40
EN
This article deals with the obligation to inform workers about working conditions under the new EU Directive on transparent and predictable working conditions in the European Union. The author points to the purpose of the new directive, but focuses primarily on the amendments made to the new Directive in relation to Directive 91/53 EEC. The article presents the purpose, subject matter and scope of application of the directive and how the obligation indicated in the title is to be implemented. The article also provides an overall assessment of Polish law from this perspective.
PL
Artykuł dotyczy obowiązku informowania pracownika o warunkach zatrudnienia wynikającego z nowej dyrektywy unijnej w sprawie przejrzystych i przewidywalnych warunków pracy w UE. Autorka wskazuje na cel wydania nowej dyrektywy, ale przede wszystkim koncentruje uwagę na zmianach, jakie zostały w niej wprowadzone w porównaniu z rozwiązaniami przyjętymi w omawianym zakresie w obowiązującej jeszcze dyrektywie 91/53/EWG, biorąc pod uwagę zakres podmiotowy, przedmiotowy oraz sposób realizacji tytułowego obowiązku. W artykule podjęto również próbę wstępnej, ogólnej oceny przepisów prawa polskiego z tej perspektywy
16
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DODATKOWE UMOWY STRON W STOSUNKU PRACY W ŚWIETLE ZASADY UPRZYWILEJOWANIA PRACOWNIKA

71%
Rylski M.
Ruch Prawniczy, Ekonomiczny i Socjologiczny
|
2013
|
vol. 75
|
issue 1
95-104
EN
The paper deals with a controversial issue of the admissibility of evaluation, in light of the employee’s preferential treatment, of additional stipulations of contracts signed by parties to an employment relationship, which do not form the underlying condition for their execution. The main aim of the work is to prove that the rule of the employee’s preferential treatment, contrary to the literal content of article 18 of the Labour Code should be understood in broader terms: as one that protects the entire work relationship including additional agreements. In principle, there are three types of argument that provide a rationale for the above thesis. Firstly, it is the nature of the rule of the employee’s preferential treatment which acts as a general and basic norm in the labour law, and the role it plays in the Labour Code. Secondly, it is the mechanisms characteristics of this rule that may be found in work regulations other than those referred to in the above mentioned article 18, and in particular in the very nature of the semi imperative norms dominating in the labour law. Thirdly, it is the result of the entire process of interpretation of article 18 of the Labour Code, including, in particular, the functional and purposeful directives.
PL
Podjęta w artykule tematyka dotyczy kontrowersyjnego zagadnienia dopuszczalności oceny w świetle zasady uprzywilejowania pracownika postanowień dodatkowych umów zawieranych przez strony stosunku pracy, niebędących podstawą jego nawiązania. Celem pracy jest w szczególności wykazanie, że zasada uprzywilejowania pracownika, wbrew literalnemu brzmieniu przepisu art. 18 Kodeksu pracy, powinna być rozumiana szerzej: jako chroniąca całokształt treści stosunku pracy, którą formują również porozumienia dodatkowe. Za takim stanowiskiem przemawiają zasadniczo trzy argumenty. Po pierwsze, istota zasady uprzywilejowania pracownika jako normy ogólnej i podstawowej dla całego systemu prawa pracy, a także jej umiejscowienie w systematyce Kodeksu pracy. Po drugie, przejaw mechanizmów charakterystycznych dla tej zasady również w innych niż art. 18 Kodeksu pracy regulacjach prawa pracy, a w szczególności w samym charakterze dominujących w prawie pracy norm semiimperatywnych. Po trzecie wreszcie, wskazuje na to również wynik pełnego procesu wykładni przepisu art. 18 Kodeksu pracy uwzględniający w szczególności dyrektywy funkcjonalne i celowościowe.
17
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Znaczenie funkcji ochronnej prawa pracy i rola Państwowej Inspekcji Pracy w zakresie jej realizacji

63%
Izabela J.
Studia Prawno-Ekonomiczne
|
2017
|
vol. 103
45-59
PL
Przedmiotem niniejszego opracowania jest zagadnienie ustalania istnienia stosunku pracy przez Państwową Inspekcję Pracy w sytuacji zawarcia przez strony umowy cywilnoprawnej z naruszeniem przepisów, tj. na warunkach umowy o pracę. Jest to zagadnienie warte uwagi zwłaszcza w kontekście realizacji przez państwo i Inspekcję Pracy funkcji ochronnej wobec słabszej strony, jaką jest osoba zatrudniona. W artykule przedstawiono także różnice pomiędzy umowami prawa cywilnego a umowami prawa pracy i wykazano znaczenie tych drugich w związku z zapewnieniem stabilności zatrudnienia i pewności pracy. Wskazano także trudności związane z rozróżnianiem tychże umów i rolę jaką w tym zakresie odgrywa Inspekcja Pracy oraz sąd. W opracowaniu zasygnalizowano także, że postępowania w sprawie ustalenia istnienia stosunku pracy są skomplikowane oraz podniesiono kwestie, które wymagają poprawy w celu zapewnienia lepszej jakości działania Inspekcji Pracy. Na obecnie obowiązujących zasadach inspektorzy nie zawsze są w stanie działać w sposób odpowiedni i jakość postępowań nie spełnia oczekiwań osób zainteresowanych, czyli pracobiorców.
EN
Object of the present study is the issue of determining the existence of an employment relationship by the State Labour Inspectorate in case of concluding an agreement by the parties to a civil law in breach of the provisions, i.e. under the terms of the employment contract. This is an issue worth attention especially in the context of the implementation by the State and the State Labour Inspectorate protective function towards the weaker party, which is a person who is employed. The article also presents the differences between the civil law agreements and contracts of employment law and been shown the importance of the latter in connection with ensuring the stability of employment and job assurance. It shows also the difficulties involved in distinguishing between those agreements and the role that is played by the State Labour Inspectorate and by the court. The study also signalled that the procedure for the determination of the existence of an employment relationship is complicated and the issues which were raised need improvement in order to ensure better operation of the State Labour Inspectorate. The current rules, made that the inspectors are not always able to act in appropriate manner and the quality of the proceedings does not meet the expectations of interested person, namely employees.
18
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Dilemmas of the Right to Rest in a Civil Type of Employment

63%
Bury B.
Studia Iuridica Lublinensia
|
2015
|
vol. 24
|
issue 3
EN
The employers, in face of occurred in recent years market and economic difficulties, use not only contracts of employment for specified time, but also go beyond area of labor law. This is done through extensive use of, among the other things, employment on the basis of civil law contracts. Economic status of these workers, in particular their continued economic dependence of the employing body, is often close to employment regulations, in particular in the context of long-lasting and time-consuming legal relationships. Meanwhile, civil law regulations, which these employees are subject to, do not provide them sufficient protection. The subject of particular interest within indicated phenomenons and trends are provisions concerning right to rest in respect of de lege lata (explanation) only to employment within the framework of the employment relationship. It is reasonable to indicate how in practice this right is realized by people performing work on the basis of civil law contracts. The Constitution, giving each person the right to health and life protection, sets out justification for the partial application of protection regulations standards in relation to “non-workers”.
PL
Pracodawcy, w obliczu występujących w ostatnich latach trudności rynkowych i gospodarczych, sięgają nie tylko po terminowe umowy o pracę, ale wychodzą również poza sferę prawa pracy. Odbywa się to poprzez szerokie stosowanie między innymi zatrudnienia na podstawie umów cywilnoprawnych. Status ekonomiczny tych pracobiorców, w szczególności ich trwała zależność ekonomiczna od podmiotu zatrudniającego, jest niejednokrotnie zbliżony do pracowniczego, w szczególności w kontekście długotrwałości i czasochłonności relacji prawnej. Tymczasem regulacja cywilnoprawna, której podlegają pracujący, nie zapewnia im dostatecznej ochrony. Przedmiotem szczególnego zainteresowania w obrębie wskazywanych zjawisk i tendencji są przepisy dotyczące prawa do wypoczynku, odnoszące się de lege lata jedynie do zatrudnienia w ramach stosunku pracy. Uzasadnione jest zasygnalizowanie, jak w praktyce odbywa się realizacja tego prawa przez osoby świadczące pracę w ramach stosunku cywilnoprawnego. Konstytucja, zapewniając każdemu prawo do ochrony zdrowia i życia, niejako wypracowuje uzasadnienie dla częściowego stosowania norm ochronnych także w stosunku do „nie-pracowników”.
19
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Model of Employment Relationship in Higher Education – A Theoretical Approach

63%
Koman A.
Studia Iuridica Lublinensia
|
2018
|
vol. 27
|
issue 4
EN
There is no uniform model of employment in Polish legislation. The shape of the employment relationship of an academic employee is strongly influenced by the specific normative relationship that exists between the Labour Code and the Law on Higher Education. It should be noted that the Law on Higher Education is not a sufficient regulation. It regulates, in principle, sufficiently those issues that require, due to its nature, a different than regulatory code. The relations between these two acts are diverse, which results from the construction of Article 5 of the Labour Code. The statutory regulations affect the shape of the employment relationship. Each college as part of its autonomy can regulate various issues, creating many different hybrid work relationship models.
PL
W polskim ustawodawstwie nie występuje jednolity model zatrudniania pracowników. Na kształt stosunku pracy pracowników akademickich zdecydowany wpływ ma swoista normatywna relacja, jaka zachodzi pomiędzy kodeksem pracy a ustawą o szkolnictwie wyższym. Wskazać należy, że ustawa o szkolnictwie wyższym nie ma charakteru regulacji wystarczającej. Reguluje w sposób co do zasady wystarczający te kwestie, które wymagają – z uwagi na swój charakter – odmiennej niż kodeksowa regulacji. Relacje zachodzące między tymi dwoma aktami mają charakter zróżnicowany, który wynika z konstrukcji art. 5 Kodeksu pracy. Na kształt stosunku pracy wpływ mają unormowania statutowe. Każda szkoła wyższa w ramach swojej autonomii może dane kwestie uregulować różnie, tworząc wiele hybrydowych modeli stosunku pracy.
20
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Evolution of the Employee’s Subordination as the Structural Feature of the Employment Relationship in the Light of the Provisions of Labour Law

63%
Duraj T.
Studia Iuridica Lublinensia
|
2015
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vol. 24
|
issue 3
EN
The foregoing study attempts to present the institution of the employee’s subordination in evolutionary terms. From the very beginning of the labour law, the criterion of subordination, defined mainly as submission of the employee to the authority of the employer in the work process, was described in the literature of the subject and judicial decisions as an inherent (necessary) constituent of the employment relationship (the most basic structural feature of that relationship), distinguishing it from other forms of employment, especially a relation under civil law. The author analyzes the approach of the legislature as well as the views of the labour law doctrine and judicature made in relation to this criterion over subsequent periods in history. Finally, the study is concluded with some de lege ferenda postulates as to how to shape the institution of employee’s subordination in the provisions of the labour law.
PL
Przedmiotem niniejszego opracowania jest próba ukazania instytucji pracowniczego podporządkowania w ujęciu ewolucyjnym. Kryterium podporządkowania, którego istotą jest poddanie się pracownika kierownictwu pracodawcy w procesie wykonywania pracy, w literaturze przedmiotu i orzecznictwie sądowym od początku prawa pracy stanowiło nieodłączny (konieczny) element stosunku pracy (najbardziej podstawową konstrukcyjną cechę tego stosunku), odróżniający go od pozostałych form zatrudnienia, zwłaszcza tych o charakterze cywilnoprawnym. Autor analizuje sposób podejścia ustawodawcy oraz poglądy doktryny prawa pracy i judykatury formułowane w przedmiocie tego kryterium na przestrzeni kolejnych okresów historycznych. Rozważania kończą postulaty de lege ferenda co do sposobu ukształtowania instytucji pracowniczego podporządkowania w przepisach prawa pracy.
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