The COVID-19 pandemic period proved to be a difficult test for air traffic management systems in countries around the world. During this period, discussions on the acceptability of the use of Single Person Operations (SPO) intensified. In Poland, the use of SPO has been possible since 2012. In 2020, there was an extension of its use, which became the main background of a widely reported conflict in the public space between the Polish Air Navigation Services Agency (PANSA) and representatives of air traffic controllers. The purpose of this article is to present the problems and risks of using of SPO in the work of air traffic controllers in Poland based on a recent collective dispute in this area and an attempt to assess SPO from the perspective of work safety, and, more specifically, on the rights in this area, the exercise of which, due to the application of SPO, may be severely limited. The considerations take into account data on SPO contained in the Information on the results of the Supreme Audit Office of Poland (NIK), The activities of the Polish Air Navigation Services Agency and the supervision of authorised bodies over these activities.

This article is devoted to the issue of controlling the state of sobriety of employees. It analyses recent legislative changes to the Labour Code, supplementing this act with provisions on controlling the state of sobriety of employees and controlling employees for the presence in their organisms of substances acting similarly to alcohol. These considerations were then related to the legal provisions regulating this issue so far and the problems signaled in this context. This made it possible to formulate some general conclusions on the appropriateness of recent legislative measures, focusing above all on finding an answer to the question of whether the direction of changes chosen by the legislator is able to meet the need to ensure safe working conditions for employees.

The outbreak of the COVID-19 pandemic has led to increased interest in remote working. In Poland, the legislative body chose to legally standardize remote working, placing it among the tools used to counteract the pandemic and its effects. For some time now, there have been works on including remote work in the Polish Labour Code on a permanent basis. However, owing to the specific way of organizing work accompanying the remote form of its performance, in the course of creating a new legal framework for this institution, the social dimension of its functioning in practice should also be taken into account. To this end, the article analyzes remote working from the perspective of the employee and the employer, based on research conducted in this area both in Poland and in other countries.