Since 1997, employers hiring disabled workers have been able to apply for support from PFRON. This applies both to sheltered workplaces and to the open labour market.
Continue reading “Can you combine Covid-shield wage top-ups with wage support from PFRON (the state fund for rehabilitating disabled persons)?”
The Act dated 31 March 2020, namely the so-called Anti-Crisis Shield 1.0, introduced a series of new provisions to the Act dated 2 March 2020 on specific solutions associated with the prevention and countering of the SARS-CoV-2 virus, other contagious diseases and the crisis situations they cause (hereafter the Special Law). Its main purpose was to primarily enable employers to retain work positions during suspension of activity or reduction of revenues. It also includes important provisions on extension of the validity of judgments regarding disability, degree of disability and inability to work to which employers hiring disabled persons should draw particular attention.
Continue reading “Extension of the validity of rulings on disability due to the SARS-CoV-2 epidemic”
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.
Continue reading “Severance pay – when and how much should the employer pay and what does Anti-Crisis Shield 4.0 change?”
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 Shield 4.0 as paramount in securing proper functioning of the state and satisfaction of certain day-to-day needs (including the energy sector) have been statutorily obligated to refuse granting leave (not only vacation leave) or to reschedule/recall them.
Continue reading “The Coronavirus has caused trouble with employee vacation leave”