flash news: #equal treatment
At the end of last year, the Ministry of Family, Labour and Social Policy announced the start of work on revising the definition of bullying, as we wrote about here.
The Szczecin-Centrum District Court has found that speaking sporadically to employees merely in a raised tone of voice does not constitute mobbing. For a specific behaviour to be regarded as mobbing, it must involve persistent and prolonged harassment or intimidation, cause the employees to doubt their own professional suitability, cause or intend humiliation or ridicule to those persons and to isolate or eliminate them from their team of colleagues at work. Nonetheless, any assessment of whether mobbing has occurred must be based on objective criteria.
The Ministry of Family, Labour and Social Policy is working on a draft of amendments to Labour Code provisions on bullying.
According to a Ministry press communique,
The Supreme Court has dismissed an extraordinary appeal of the Prosecutor General against a judgment that had awarded compensation to an employee for a breach of equal treatment on the grounds of sex and gender identity. The matter concerned a refusal to issue women’s work clothing to the employee.
The case involved a transgender person who had applied to be employed as a receptionist. The claimant was undergoing gender reassignment and had been perceived as a woman during the recruitment. However, she presented an earlier-issued personal identity card stating that she was male. As a result, the claimant was not issued with women’s work clothing, and it was pointed out to her that she was entitled to men’s attire, in accordance with the details of her personal identity card.