articles
Faced with the economic
impact of the COVID-19 pandemic, a large number of companies are being forced
to reduce their workforce. Many employers are required to pay redundant
employees severance pay, a one-off benefit to compensate them for the loss of their
jobs. This seemingly simple issue raises many practical problems. Additional
doubts have emerged with regard to the interpretation of the Anti-Crisis Shield
4.0 provision temporarily limiting the maximum amount of benefits related to employment
termination, including severance pay.
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In order for an incident to be
considered an accident at work, it is necessary to establish its connection
with work. In this respect, no serious doubt is raised with respect to an
accident suffered by an employee in the performance of his or her duties.
However, in some cases, the accident report refers to an accident that occurred
in circumstances not directly related to the employee's performance of his or
her work, for example during a staff social event. To properly classify such
accident, it is necessary to determine whether the event was work-related.
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The Labour Code defines mobbing in art. 943 § 1 as action
or behaviour pertaining to or directed at an employee in the form of persistent
and lengthy harassment or intimidation causing underestimation of professional
usefulness or resulting in or intended to humiliate or mock an employee or to
isolate or eliminate him or her from a team of co-workers.
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The costs of unlawfully
dismissing an employee are already high. Reinstatement to work and the former
employer’s obligation to pay an employee’s salary for the time when he/she was out
of work or, alternatively, compensation, costs of a protracted court case before
the labour court (in Poland the judgment in a court of first instance is issued
approximately two years after the claim is filed) means that the employer’s
defeat in a labour court may be particularly severe for the company (and its budget).
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The pandemic
caused by the SARS-CoV-2 virus and restrictions that it has evoked has brutally
forced employees to review their vacation leave plans. On one hand this was
caused, among others, by the closing of borders and mandatory quarantine while,
on the other, by the sudden decrease in demand for labour in certain sectors.
The availability of certain employees (even remotely) has become imperative for
further business, whereas remaining employees have faced the perspective of
dismissal or at least mandatory leave. It should be noted that entities
conducting business in sectors listed in...
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In
its paper published on 30 June 2020, the Data Protection Authority (“DPA”) expressed
the view that the data of management board members representing a legal person
are protected by the GDPR as the data of natural persons who are identifiable by
using data disclosed in the National Court Register.
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