The upcoming amendment to the Labour Code on remote work is expected to comprehensively regulate a number of issues and relationships between employer and employee, significantly changing the existing legal landscape for performing work from home. The amendment also touches on issues of processing of personal data. Although work on the bill is still underway, it appears unlikely that the provisions discussed below will change significantly, so it is already worth taking a closer look at them.Continue reading “Remote work vs. personal data processing”
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”
The popularity of remote work and its various forms, including digital nomadism, is not waning. Unconstrained by national borders or the nationality of employees, employers taking advantage of the global labour market must take into account a number of legal aspects not present in traditional employment. These involve not only issues of supervision of work performance or compensating employees for out-of-office costs, but above all, issues such as the law applicable to the employment relationship and legalisation of the employee’s work and residence in the country of work.Continue reading “Remote work in a foreign country: A solution for everyone or only for the brave?”