FAQ

Studia z Zakresu Prawa Pracy i Polityki Społecznej

Jagiellonian University logo

Wyniki wyszukiwania

wyszukiwarka prosta

szukaj np. “cognitive architectures” AND 1993-200 NOT Urban
wyszukiwanie zaawansowane
np. 1234-6789
np. 10.4467/16890027AP.16.022.6009
np. Uniwersytet Jagielloński

Tom 24 Zeszyt 2

Udostępnij udostępnij __T_ARROW_DOWN

Volume 24 (2017) Następne

Data publikacji: 31.10.2017

Licencja: CC BY-NC-ND ikona licencji

Zawartość numeru

Justyna Czerniak-Swędzioł

Studia z Zakresu Prawa Pracy i Polityki Społecznej (Studies on Labour Law and Social Policy), Tom 24 Zeszyt 2, Volume 24 (2017), s. 89 - 102

https://doi.org/10.4467/25444654SPP.17.008.7395

Legal situation of an employee returning to work after use of parental leave – postulates de lege ferenda

Labour law provisions meet the expectations of employees who are also parents and enable them to connect a professional work with parental responsibilities. There is always a guarantee of employment granted by employer to the employee after returning from parental leave and that is because of an articles 183² and 1864 of the Polish Labour Code which protect these employees. The protection is also granted to the employee who is entitled to a parental leave but he or she decides to lower his or her workload what is considered as alternative form of parental leave. If employee returns to work for his or her employment in a previously given post, equivalent post or other in accordance with his or her qualifications it should not adversely affect his or her financial situation. These labour law provision guarantees a salary which he or she would receive if he or she would not use a parental leave. These provisions do not forbidan employer to provide notice of changing termination or defi nitive termination, but as long as there is a possibility of mandate other work to the returning employee, definitive termination is not justified. The subject of analysis are valid labour law provisions in order to verify if assumption of the legislator about stabilization of employment for employees who are also parents returning to work after parental leave is fully implemented in practice. In conclusion, in relation with expanding the range of application article 186 (8) § 2 of the Polish Labour Code by jurisprudence, the position of an employee returning to work aft er using parental leave has been weakened.

Pobierz PDF PDF
Czytaj więcej Następne

Małgorzata Mędrala

Studia z Zakresu Prawa Pracy i Polityki Społecznej (Studies on Labour Law and Social Policy), Tom 24 Zeszyt 2, Volume 24 (2017), s. 103 - 115

https://doi.org/10.4467/25444654SPP.17.009.7396
The aim of the present study is drawing attention to a problem of employees who are employed on a part-time basis but work extra hours above the hours set out in their employment contracts but still below the statutory working time norm (further herein “contractual extra time” or “contractual extra hours”). The author analyzes three problematic issues in the present legal state: the part-time employees’ duty to work extra hours, setting a contractual maximum of additional pay for part-time employees working extra hours, and sanctions relating to the failure of the parties to an employment agreement to specify the extra hours paid like for statutory overtime.
Pobierz PDF PDF
Czytaj więcej Następne

Monika Lewandowicz-Machnikowska

Studia z Zakresu Prawa Pracy i Polityki Społecznej (Studies on Labour Law and Social Policy), Tom 24 Zeszyt 2, Volume 24 (2017), s. 117 - 124

https://doi.org/10.4467/25444654SPP.17.010.7397
This paper presents legal issues related to the protection of disabled people’s work. In particular the concept of disabled worker and its specifi c privileges are discussed. It has also been pointed out that there are serious arguments for incorporating the provisions on the protection of the disabled into the new Labor Code.
Pobierz PDF PDF
Czytaj więcej Następne

Maciej Borski

Studia z Zakresu Prawa Pracy i Polityki Społecznej (Studies on Labour Law and Social Policy), Tom 24 Zeszyt 2, Volume 24 (2017), s. 125 - 141

https://doi.org/10.4467/25444654SPP.17.011.7398

State duties in the context of disability related employment law – some remarks on chosen constitutional regulations

Eliminating discrimination in respect of employment law is solely one of numerous elements of prohibiting and avoiding discrimination for disabled persons in their every-day life. However, it is remarkably exposed in employment and labour law, considering that discrimination in such area might lead to a particular distress. For these reason a state must undertake the measures not only in the context of the inferior position of disabled employees, but first of all in the context of their rights as humans who have to earn their living being employed. Considering this, the paper aims at listing the state duties related to an employment policy as well as to a social security policy, an education or training and a social communication.
Pobierz PDF PDF
Czytaj więcej Następne

Mariusz Lekston

Studia z Zakresu Prawa Pracy i Polityki Społecznej (Studies on Labour Law and Social Policy), Tom 24 Zeszyt 2, Volume 24 (2017), s. 143 - 163

https://doi.org/10.4467/25444654SPP.17.012.7399

Employment contract as a basis of employment relationship with a scholar. De lege lata and de lege ferenda proposals

The goal of this article is to determine, which norms of labor law should be applied to the employment contract of definite duration with a scholar in a regard to the permissible amount of concluded contracts and their duration.
The author analyses the influence of Polish Labor Code (PLC) amendment from 16 December 2016 in scope of provisions regulating definite duration employment contracts. For the purpose of this article, relevant provisions of Act on the Higher Education are analyzed, in particular art. 118a. In conclusion, art. 25 and following of PLC should be applied to the employment contracts of definite duration concluded with scholars. Although such contracts may be concluded for duration longer than 33 months, conditions set forth by art. 251 § 4 PLC must be therefore fulfilled.
Pobierz PDF PDF
Czytaj więcej Następne

Andrzej Patulski, Barbara Godlewska-Bujok

Studia z Zakresu Prawa Pracy i Polityki Społecznej (Studies on Labour Law and Social Policy), Tom 24 Zeszyt 2, Volume 24 (2017), s. 165 - 172

https://doi.org/10.4467/25444654SPP.17.013.7400

Precariat – next stage of development or violence legitimated?

The authors discuss issues related to the phenomenon of precariat, its nature and consequences for the labor market, also pointing to the institutional sources of the precariat.
Pobierz PDF PDF
Czytaj więcej Następne

Krzysztof Walczak

Studia z Zakresu Prawa Pracy i Polityki Społecznej (Studies on Labour Law and Social Policy), Tom 24 Zeszyt 2, Volume 24 (2017), s. 173 - 181

https://doi.org/10.4467/25444654SPP.17.014.7401

Precariat and trade unions in Poland

The Article presents the influence of trade unions on precariat, as well as the conditions required for the trade unions to mitigate its effects. Firstly, the Author analyses the expression – precariat. Then, the Article describes extension of trade unions activity regarding persons employed under private law contracts and workers on temporary labour contracts. Finally the Author presents de lege ferenda postulates.
Pobierz PDF PDF
Czytaj więcej Następne

Pliki do pobrania

Pobierz PDF spis treści PDF

Słowa kluczowe: urlop rodzicielski, dopuszczenie do pracy, ochrona związana z rodzicielstwem, urlop wychowawczy ; parental leave, admission to work, protection associated with parenthood, childcare leave, pracownik niepełnoetatowy, godziny nadliczbowe, godziny nadliczbowe ponad określony w umowie wymiar czasu pracy ; part-time employee, overtime hours, contractual extra hours, ochrona pracy, niepełnosprawność, pracownicy niepełnosprawni, czas pracy, dodatkowy urlop, usprawiedliwiona nieobecność ; work protection, disability, disabled workers, working time, additional leave, leave of absence, zatrudnienie, pracownik niepełnosprawny, dyskryminacja, konstytucja ; employment, disabled employee, discrimination, constitution, umowa o pracę na czas określony, szkolnictwo wyższe, mianowanie ; employment contract of defi nite duration, higher education, appointment, zatrudnienie, prekariat, rynek pracy, przemoc ; employment, precariat, labour market, violence, prekariat, związki zawodowe, umowy cywilnoprawne, umowa o pracę na czas określony, flexicurity ; precariat, trade unions, private law contracts, temporary labour contracts, flexicurity