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PRAWO KARNE III RZESZY INSTRUMENTEM POLITYKI PAŃSTWA TOTALITARNEGO

100%
Bolesta Ł.
Studenckie Zeszyty Naukowe
|
2013
|
vol. 16
|
issue 23
EN
The topic of my dissertation is “Criminal Law in The Third Reich as an implement of politics of a totalitarian country”. Dissertation is mainly focused on changes in the German Penal Law after seizure of power by Adolf Hitler. These changes were aimed at opponents of the Third Reich, nation, and commander and annulled almost all rules of penal and procedural law. These laws used to form legacy of the liberal Rule of law. Nevertheless every effort was made to keep up appearances of legalism. There was a noticeable influence of School of Antropology on law in this time – a concept of dangerous perpetrator. According to this concept – perpetrator should be found and rendered. Nullum crimensine lege rule was replaced by nullum crimen sine poena rule. Increasing range of the Penal Law was clearly visible, as well as instrumental treatment of this law by changes of criminal liability. German legal system was composed of traditional legal personnel and tradition of legal culture. In the fascist law these elements were connected to the reforms, legislative changes, realisationof social policy beyond the court with the use of administrative way and police terror (Gestapo, SS).
PL
Artykuł nie zawiera abstraktu w języku polskim
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Sygnalizacja jako przejaw obowiązku lojalności wobec pracodawcy?

100%
Bolesta Ł.
Annales Universitatis Mariae Curie-Skłodowska, sectio G (Ius)
|
2018
|
vol. 65
|
issue 2
EN
The purpose of this article is primarily an attempt to establish whether whistleblowing can be considered as a symptom of the duty of loyalty towards an employer. The author seeks to set out the boundaries of loyalty between employer and employee and also presents the concept of whistleblowing and scope of protection which whistleblowers could count in Poland. Moreover, the author indicates the direction in which the Polish regulations of the protection of whistleblowers should take. Even though in the Polish law there are certain regulations on reporting misconduct in the workplace, they are contained in various legal acts and are typically incoherent and incomplete. Moreover, as confirmed by the judicial practice, these regulations do not guarantee effective protection of whistleblowers. It is assumed that an employee-whistleblower should act in good faith and should disclose wrongdoings at work for the sake of a social or public interest. The role of an employee should be limited to conveying the disturbing information to relevant people in the employee’s organization, and if there is no reaction – to competent external authorities or institutions.
PL
Celem niniejszego artykułu jest przede wszystkim próba odpowiedzi na pytanie, czy sygnalizacja jest przejawem obowiązku lojalności wobec pracodawcy. Autor stara się wskazać granice lojalności pracownika wobec pracodawcy oraz przedstawia pojęcie whistleblowingu i zakres ochrony, na jaki mogą liczyć sygnaliści w Polsce. Ponadto wskazuje kierunek, jaki powinny obrać polskie przepisy w zakresie ochrony whistleblowerów. Co prawda, w polskim prawie istnieją pewne przepisy dotyczące zgłaszania nieprawidłowości w miejscu pracy, są one jednak zamieszczone w różnych aktach prawnych i cechuje je niespójność oraz niekompletność. Ponadto, co potwierdza judykatura, nie gwarantują one skutecznej ochrony whistleblowerom. Przyjmuje się, że pracownik-sygnalista powinien działać w dobrej wierze oraz ujawniać nieprawidłowości zachodzące w miejscu pracy w imię interesu społecznego lub publicznego. Rola pracownika powinna ograniczać się do przekazania informacji budzących niepokój właściwym osobom w swojej organizacji, a w razie braku reakcji z jej strony – właściwym organom lub podmiotom zewnętrznym.
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