Antoni Dral

Obligation of the employer to cooperate with the competent public authority on collective redundancy as a means of social protection of workplaces (employment)

This article discusses the issue of the employer’s obligation to cooperate with public authorities in the case of collective redundancies, which is a means of social protection of employment relationships. The author first explains the concept of social protection of workplaces, pointing out that one of its instruments is the obligation to notify the competent employment authorities of the intended collective redundancy. Furthermore, the paper analyses the regulations of abovementioned employer’s obligation under ILO Law (Convention No. 158) and the European Union Law (Directive 98/59/EC). Thereafter, the author discusses the relevant regulations contained in the Act of March 13, 2013 on specific terms and conditions for terminating employment relationships with employees for reasons not related to the employees, subjecting above mentioned regulations to critical analysis and examining whether the adopted manner of regulating this obligation allows it to be an effective, proactive means of social protection of employment.
 

Protecti on of employment relationship stability of trade unions members In the view of the amendment to the Trade Unions Act

Improvement of professional qualifications as means of increasing the level of professional competences of members of the civil service corps

The author of the present article broadly analyzes the principles of improving professional qualifications by members of the civil service corps, including both the obligation to develop professional knowledge as well as other factors affecting the level of professional competence of corps members, such as the requirement to be qualified to hold a specific position and to serve a preparatory service. In particular, the study indicates requirements for establishing obligation to develop professional knowledge as one of the main duties of members of the civil service corps, introduces its legal nature and, separate from the principles provided for under the Labor Code, rules for its implementation through the absolute obligation of a corps member to participate in the civil service training system. The author also emphasizes the non-exhaustive nature of the regulation provided for by the Civil Service Act and points to the possibility of improving professional qualifications by members of the civil service corps, on the basis of the provisions of the Labor Code, at the initiative of the employer or with his consent.

ASJC: 3308, JEL: K31

On February 22, 2016 the new law which brought substantial changes in Chapter II, Part I of Labour Code entered into force. The main changes concern the contracts of employment concluded for a specific period of time. The amendment abrogates employment contract for a specified task. Furthermore, it provides with details of socio-economic purposes of probation contracts as well as regulates and clarifies the rules of re-employing the worker after the probation contract.

However, the main changes concern contracts for specified period of time and implementation of new legal measures the aim of which is to prevent its excessive use by employers. In here we should mention the basis of employment, exception to legal regulations, admissibility of contracts termination before the statutory period of time and the length of the notice period.