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dr hab. Krzysztof Walczak
ORCID: 0000-0003-1383-6993

Associate professor at the Department of Business Law at the Faculty of Management of the University of Warsaw. Director of the Centre for Process Outsourcing at the Faculty of Management of the University of Warsaw and head of the Postgraduate Studies on Management of the Process of Legalization and Employment of Foreigners in Poland. Author of numerous publications in the field of individual and collective employment law.

 
DOI: 10.33226/0032-6186.2024.12.4
JEL: K31

Over the next two years, Poland will be obliged to implement two EU directives on remuneration issues. In particular, this concerns the strengthening of the application of the principle of equal pay for equal work or work of equal value between men and women. In this context, practical problems with the application of this principle in outsourcing companies, in which the amount of remuneration of individual employees depends on the budget of a specific contract, were presented. The author presents proposals for actions that employers should take to justify differences in the amount of salaries for objective reasons.

Keywords: Temporary employment agency; outsourcing; equal treatment; collective agreement; remuneration
DOI: 10.33226/0032-6186.2023.6.5
JEL: K31

The subject of the article is an analysis of changes in the regulations setting out the rules of application of atypical forms of employment, i.e. fixed-term and parttime employment contracts. In the author's view, the assessment of the rules of application of these agreements must be made both from the point of view of the interests of employees (safety) and employers (flexibility). Therefore, bearing in mind the last changes in the Labor Code, in the author's opinion, fixed-term employment contracts are regulated in a correct way, preventing their misuse. On the other hand, as regards to part-time contracts, changes in the regulations are necessary, which in particular would limit the possibility of unlimited assignments of work beyond the working time specified in the contract.

Keywords: Employment; employment contract for an indefinite period; fixed-term employment contract; part-time employment contract; termination of the employment contract; trade unions
DOI: 10.33226/0032-6186.2022.11.2
JEL: K31

The Act on the Resolution of Collective Disputes adopted in the early 90s of the twentieth century no longer responds to the challenges of the labor market. That is why the need to change the regulations has been pointed out for many years by both social partners, scientists and mediators. However, the attempts made so far to amend the regulations, including in particular the work of the labour law reform committees from 2002-2007 and 2016-2018, have not brought results. Therefore, with the main aim of preserving social peace, the government presented a proposal for a new law on collective disputes. And it is the assessment of the most important provisions of this Act that is the subject of this article.

Keywords: Collective labour dispute; trade union; employer; mediation; arbitration; strike
DOI: 10.33226/0032-6186.2019.12.3
JEL: K31

Due to the high demand for qualified employees on the labor market, their expectations for providing fair pay, but also other benefits affecting the safety and functioning of the employee, both in private life and in the professional environment, are growing. The way to ensure safety will depend on the employer's approach to the issue of employee benefits in general and the role they play in increasing the postulated work efficiency. Entering additional parental rights into the system of company sources of labor law seems to be justified, and entering them there – especially justified in the face of diverse financial possibilities of employers.

Keywords: labour law; employment law; company’s sources of labour law; children carers