Infertility treatment using the in vitro method entails costs which, due to non-reimbursement by the National Health Fund, for many people constitutes an enormous expense, often impossible to cover with own funds. Although there are local government support programmes in some Polish cities, subsidies that can be obtained from them do not cover all costs and apply only to selected groups of people. Potential support for people facing the infertility problem can be an employer’s subsidy for IVF treatment.Continue reading “Co-financing of in vitro as an employee benefit”
The Christmas and New Year period forces a change in work organisation in many companies. For many undertakings the turn of the year is a holiday period. This is particularly true for production plants, where starting up and maintaining full-scale production in this period is often economically insensible. However, reducing production does not mean that the machinery park can be left without any supervision. Some machinery and equipment, as well as processes, despite the temporary shutdown of production require, due to their technological characteristics, ongoing supervision, maintenance and, in the event of a breakdown, immediate remedial action.
To ensure that these tasks are carried out, employers often assign on-call duty time during the Christmas and New Year period.Continue reading “Christmas and New Year’s Eve on-call duty”
Between the hammer and anvil: a forgotten institution in an employer’s crisis situation
The current socio-economic situation presents employers a huge challenge. On one hand, they confront inflationary increases that are necessary to retain employees. On the other hand, they struggle with rising prices and business costs. Depending on the industry, business instability and discrepancy between planned and actual profits are increasingly forcing businesses to conduct so-called collective redundancies. Is there an alternative for them to mitigate the effects of falling purchasing power and high business costs?Continue reading “Crisis management without lay-offs”
One of an employer’s basic obligations as regards health and safety at work is not allowing employees to work without a valid medical certificate. This must state that there are no contraindications preventing a given employee from working in a specific position under the conditions described in the medical examination referral (Article 229 § 4 of the Labour Code).Continue reading “When an employee is able to work, but…”