Pub Date : 2022-07-21DOI: 10.4467/25444654spp.22.016.15690
M. Dolobáč, I. Kundrát
In the first part of the article, the authors analyse the legislation of the Slovak Republic relating to the termination of employment of an employee with disabilities. In that regard, in the main part of the article, they point to the fundamental contradiction of the case-law and practice of public authorities in the question of defining a disabled employee as well as in the question of the authority of a public authority which creates fundamental practical barriers for the employer in the intended termination of employment with such an employee. The conclusion goes from practical problems to theoretical considerations of the justifiability of the legislation in question which aims to protect groups of disabled workers at particular risk.
{"title":"Legal and Factual Barriers to the Termination of Employment of a Disabled Employee in the Slovak Republic","authors":"M. Dolobáč, I. Kundrát","doi":"10.4467/25444654spp.22.016.15690","DOIUrl":"https://doi.org/10.4467/25444654spp.22.016.15690","url":null,"abstract":"In the first part of the article, the authors analyse the legislation of the Slovak Republic relating to the termination of employment of an employee with disabilities. In that regard, in the main part of the article, they point to the fundamental contradiction of the case-law and practice of public authorities in the question of defining a disabled employee as well as in the question of the authority of a public authority which creates fundamental practical barriers for the employer in the intended termination of employment with such an employee. The conclusion goes from practical problems to theoretical considerations of the justifiability of the legislation in question which aims to protect groups of disabled workers at particular risk.","PeriodicalId":52556,"journal":{"name":"Studia z Zakresu Prawa Pracy i Polityki Spolecznej","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-07-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"71001058","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-07-21DOI: 10.4467/25444654spp.22.020.15886
K. Baran
Aid and loan funds are a self-help institution in the work environment. The Act of 11 August 2021 on aid and loan funds regulates their status for the first time in a comprehensive manner. The article presents issues related to their organization and functioning in the Polish legal system.
{"title":"The Legal Status of the Savings and Loan Associations in the System of Polish Legislation","authors":"K. Baran","doi":"10.4467/25444654spp.22.020.15886","DOIUrl":"https://doi.org/10.4467/25444654spp.22.020.15886","url":null,"abstract":"Aid and loan funds are a self-help institution in the work environment. The Act of 11 August 2021 on aid and loan funds regulates their status for the first time in a comprehensive manner. The article presents issues related to their organization and functioning in the Polish legal system.","PeriodicalId":52556,"journal":{"name":"Studia z Zakresu Prawa Pracy i Polityki Spolecznej","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-07-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49358716","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-07-21DOI: 10.4467/25444654spp.22.008.15682
Michael F. S. Baranski
Progressive technological development forces a new look at the basic constructs of labour law. The science of labour law has so far paid little attention to the legal analysis of the risks associated with the ever-increasing interaction between people and technological tools, both in the form of advanced machinery as well as software used to manage enterprises and production processes. At the same time, questions about the future of labour law have long been posed in the science of labour law, primarily raising the need to realize the principle of social justice when work is not performed within the framework of the traditionally understood employment relationship (under employee subordination). The present study is a voice in this discussion, focusing on the issue of artificial intelligence in relation to the axiological foundations of labour law. The article analyzes the humanisation of work and human interaction in the world of new technologies primarily from the perspective of the central value of labour law, which is the inherent and inalienable dignity of the employee as a human being. There is also a consideration of the concept of autonomisation of the employee in the work process using artificial intelligence.
{"title":"Initial Remarks on Artificial Intelligence and Axiological Foundations of Labour Law","authors":"Michael F. S. Baranski","doi":"10.4467/25444654spp.22.008.15682","DOIUrl":"https://doi.org/10.4467/25444654spp.22.008.15682","url":null,"abstract":"Progressive technological development forces a new look at the basic constructs of labour law. The science of labour law has so far paid little attention to the legal analysis of the risks associated with the ever-increasing interaction between people and technological tools, both in the form of advanced machinery as well as software used to manage enterprises and production processes. At the same time, questions about the future of labour law have long been posed in the science of labour law, primarily raising the need to realize the principle of social justice when work is not performed within the framework of the traditionally understood employment relationship (under employee subordination). The present study is a voice in this discussion, focusing on the issue of artificial intelligence in relation to the axiological foundations of labour law. The article analyzes the humanisation of work and human interaction in the world of new technologies primarily from the perspective of the central value of labour law, which is the inherent and inalienable dignity of the employee as a human being. There is also a consideration of the concept of autonomisation of the employee in the work process using artificial intelligence.","PeriodicalId":52556,"journal":{"name":"Studia z Zakresu Prawa Pracy i Polityki Spolecznej","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-07-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49499756","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-07-21DOI: 10.4467/25444654spp.22.009.15683
Krzysztof Stefański
The rapid development of artificial intelligence and large-scale application of algorithmic management has led to significant changes in the work environment. These primarily concern the ways in which work is provided and the conditions under which it is carried out, but they should be viewed much more broadly. Already today, most of the employer’s tasks in relation to individual employment relationships can be performed by artificial intelligence. In the near future, this trend will become even more noticeable. Since AI manages employees and de facto exercises control over them in the work process, it seems worthwhile to start a discussion on the subjectivity of AI as an employer. This is all the more important because other branches of law already discuss the subjectivity of AI, while the doctrine of labour law does not address this topic, although it is in the work environment that the impact of AI is most visible.
{"title":"The Issue of the Subjectivity of Artificial Intelligence Acting for an Employer","authors":"Krzysztof Stefański","doi":"10.4467/25444654spp.22.009.15683","DOIUrl":"https://doi.org/10.4467/25444654spp.22.009.15683","url":null,"abstract":"The rapid development of artificial intelligence and large-scale application of algorithmic management has led to significant changes in the work environment. These primarily concern the ways in which work is provided and the conditions under which it is carried out, but they should be viewed much more broadly. Already today, most of the employer’s tasks in relation to individual employment relationships can be performed by artificial intelligence. In the near future, this trend will become even more noticeable. Since AI manages employees and de facto exercises control over them in the work process, it seems worthwhile to start a discussion on the subjectivity of AI as an employer. This is all the more important because other branches of law already discuss the subjectivity of AI, while the doctrine of labour law does not address this topic, although it is in the work environment that the impact of AI is most visible.","PeriodicalId":52556,"journal":{"name":"Studia z Zakresu Prawa Pracy i Polityki Spolecznej","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-07-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"71000736","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-07-21DOI: 10.4467/25444654spp.22.018.15692
Antoni Dral
Improvement of professional qualifications as means of increasing the level of professional competences of members of the civil service corps The author of the present article broadly analyzes the principles of improving professional qualifications by members of the civil service corps, including both the obligation to develop professional knowledge as well as other factors affecting the level of professional competence of corps members, such as the requirement to be qualified to hold a specific position and to serve a preparatory service. In particular, the study indicates requirements for establishing obligation to develop professional knowledge as one of the main duties of members of the civil service corps, introduces its legal nature and, separate from the principles provided for under the Labor Code, rules for its implementation through the absolute obligation of a corps member to participate in the civil service training system. The author also emphasizes the non-exhaustive nature of the regulation provided for by the Civil Service Act and points to the possibility of improving professional qualifications by members of the civil service corps, on the basis of the provisions of the Labor Code, at the initiative of the employer or with his consent.
{"title":"Podnoszenie kwalifikacji zawodowych jako środek zwiększania poziomu kompetencji zawodowych członków korpusu służby cywilnej","authors":"Antoni Dral","doi":"10.4467/25444654spp.22.018.15692","DOIUrl":"https://doi.org/10.4467/25444654spp.22.018.15692","url":null,"abstract":"Improvement of professional qualifications as means of increasing the level of professional competences of members of the civil service corps\u0000\u0000The author of the present article broadly analyzes the principles of improving professional qualifications by members of the civil service corps, including both the obligation to develop professional knowledge as well as other factors affecting the level of professional competence of corps members, such as the requirement to be qualified to hold a specific position and to serve a preparatory service. In particular, the study indicates requirements for establishing obligation to develop professional knowledge as one of the main duties of members of the civil service corps, introduces its legal nature and, separate from the principles provided for under the Labor Code, rules for its implementation through the absolute obligation of a corps member to participate in the civil service training system. The author also emphasizes the non-exhaustive nature of the regulation provided for by the Civil Service Act and points to the possibility of improving professional qualifications by members of the civil service corps, on the basis of the provisions of the Labor Code, at the initiative of the employer or with his consent.","PeriodicalId":52556,"journal":{"name":"Studia z Zakresu Prawa Pracy i Polityki Spolecznej","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-07-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"71001148","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-07-21DOI: 10.4467/25444654spp.22.013.15687
I. Florczak
The artificial intelligence as a tool to guide foreigner employment policies? The global migration is one of the most significant challenges facing global society today. Exactly the same statement can be applied to the phenomena related to the development of artificial intelligence. Therefore there is no doubt that the areas where migration and artificial intelligence meet, require the attention of researchers. The analysis of this article will focus on the phenomenon of labour migration in the context of creating the policy of employing foreigners by means of, or with the use of, artificial intelligence. In view of the current lack of any integrated national migration policy, it is possible to attempt to determine the directions of its creation in the future, taking into account artificial intelligence tools, the proper regulation of which poses a particular challenge, in view of the threat against human rights violations.
{"title":"Sztuczna inteligencja jako narzędzie do kierowania polityką zatrudniania cudzoziemców?","authors":"I. Florczak","doi":"10.4467/25444654spp.22.013.15687","DOIUrl":"https://doi.org/10.4467/25444654spp.22.013.15687","url":null,"abstract":"The artificial intelligence as a tool to guide foreigner employment policies?\u0000\u0000The global migration is one of the most significant challenges facing global society today. Exactly the same statement can be applied to the phenomena related to the development of artificial intelligence. Therefore there is no doubt that the areas where migration and artificial intelligence meet, require the attention of researchers. The analysis of this article will focus on the phenomenon of labour migration in the context of creating the policy of employing foreigners by means of, or with the use of, artificial intelligence. In view of the current lack of any integrated national migration policy, it is possible to attempt to determine the directions of its creation in the future, taking into account artificial intelligence tools, the proper regulation of which poses a particular challenge, in view of the threat against human rights violations.","PeriodicalId":52556,"journal":{"name":"Studia z Zakresu Prawa Pracy i Polityki Spolecznej","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-07-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"71001193","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-07-21DOI: 10.4467/25444654spp.22.010.15684
Nastazja Potocka-Sionek
Invisible workers—who is behind the artificial intelligence? The article is dedicated to microworkers—highly precarious, often “invisible”workers whose labour is pivotal for the development of artificial intelligence (AI). It examines how crowdwork platforms such as Amazon Mechanical Turk, Appen and Clickworker organise the work of globally dispersed workers annotating data. It argues that, more often than not, this kind of work is performed in a highly structured, yet intransparent way, and is subject to substantial algorithmic control. This gives rise to the question of the employment classification of formally independent microworkers. The paper discusses this issue in light of the proposed Directive on the improved working conditions of platform workers.
{"title":"Niewidzialni pracownicy, czyli kto stoi za sztuczną inteligencją","authors":"Nastazja Potocka-Sionek","doi":"10.4467/25444654spp.22.010.15684","DOIUrl":"https://doi.org/10.4467/25444654spp.22.010.15684","url":null,"abstract":"Invisible workers—who is behind the artificial intelligence?\u0000\u0000The article is dedicated to microworkers—highly precarious, often “invisible”workers whose labour is pivotal for the development of artificial intelligence (AI). It examines how crowdwork platforms such as Amazon Mechanical Turk, Appen and Clickworker organise the work of globally dispersed workers annotating data. It argues that, more often than not, this kind of work is performed in a highly structured, yet intransparent way, and is subject to substantial algorithmic control. This gives rise to the question of the employment classification of formally independent microworkers. The paper discusses this issue in light of the proposed Directive on the improved working conditions of platform workers.","PeriodicalId":52556,"journal":{"name":"Studia z Zakresu Prawa Pracy i Polityki Spolecznej","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-07-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"71000901","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-07-21DOI: 10.4467/25444654spp.22.011.15685
Paweł Nowik
Algorithmic management is the subject of numerous scientific studies. This article attempts to answer the question of what kinds of new competencies and skills should be acquired by trade unions in the face of challenges related to algorithmic management. The author indicates two main areas of trade union activities: The first concerns the challenges associated with the process of explaining and transplanting artificial intelligence. The second concerns participation in the AI certification process. Considering that artificial intelligence algorithms’certification process is an entirely new undertaking, it should be based on a pragmatic search for peaceful solutions, encourage compliance with the law and limit the possibility of stiff administrative and criminal sanctions. For this purpose, the author considers using the theory of responsive regulation as a pragmatic approach for certification agencies and trade unions. The author considers the cooperation of artificial intelligence to be the main principle. In the working environment, there should be a principle of human importance—the focus of personalism.
{"title":"New Challenges for Trade Unions in the Face of Algorithmic Management in the Work Environment","authors":"Paweł Nowik","doi":"10.4467/25444654spp.22.011.15685","DOIUrl":"https://doi.org/10.4467/25444654spp.22.011.15685","url":null,"abstract":"Algorithmic management is the subject of numerous scientific studies. This article attempts to answer the question of what kinds of new competencies and skills should be acquired by trade unions in the face of challenges related to algorithmic management. The author indicates two main areas of trade union activities: The first concerns the challenges associated with the process of explaining and transplanting artificial intelligence. The second concerns participation in the AI certification process. Considering that artificial intelligence algorithms’certification process is an entirely new undertaking, it should be based on a pragmatic search for peaceful solutions, encourage compliance with the law and limit the possibility of stiff administrative and criminal sanctions. For this purpose, the author considers using the theory of responsive regulation as a pragmatic approach for certification agencies and trade unions. The author considers the cooperation of artificial intelligence to be the main principle. In the working environment, there should be a principle of human importance—the focus of personalism.","PeriodicalId":52556,"journal":{"name":"Studia z Zakresu Prawa Pracy i Polityki Spolecznej","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-07-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48507605","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-06-30DOI: 10.31261/zpppips.2022.20.08
Antonio Rodrigues de Freitas Júnior, Victor Raduan Da Silva
In 2018, the Committee on Freedom of Association (CFA) of the International Labour Organization (ILO) released its Annual Report showing a puzzling scenario: around 50% of the complaints – 1,681 out of 3,336 – presented before the Committee since its creation have come from Latin America. If we analyse the last 10 years – i.e. from 2008 to 2018 – we find out a more astonishing situation: around 67% of the complaints – 477 out of 708 – came from Latin America. This Latin-American presence in the CFA may become even greater due to the COVID-19 pandemic, as economic downturns often impact labour rights. By the way, it was during an economic crisis in Brazil that the 2017 Labour Reform – symbolized by Law No. 13,467/2017, in force since November that year – was passed, remodelling some of the Labour Law pillars in the country. On the ILO Normlex website, we notice that three Brazilian complaints were sent to the CFA after November 2017: Cases No. 3327, 3344, and 3355. They may show us how freedom of association has been recently treated in diverse economic sectors, as well as sow the seeds of Labour Reforms amid/after the COVID-19 economic crisis. This article utilizes observational/exploratory methods to analyse these three cases, pointing out if/how the core modifications of the 2017 Labour Reform in Brazil connect with the debates in the selected CFA Cases. All in all, what about next Reforms?
{"title":"Brazil in the ILO Committee on Freedom of Association (CFA): The COVID-19 economic crisis and the possible new Labour Reforms","authors":"Antonio Rodrigues de Freitas Júnior, Victor Raduan Da Silva","doi":"10.31261/zpppips.2022.20.08","DOIUrl":"https://doi.org/10.31261/zpppips.2022.20.08","url":null,"abstract":"In 2018, the Committee on Freedom of Association (CFA) of the International Labour Organization (ILO) released its Annual Report showing a puzzling scenario: around 50% of the complaints – 1,681 out of 3,336 – presented before the Committee since its creation have come from Latin America. If we analyse the last 10 years – i.e. from 2008 to 2018 – we find out a more astonishing situation: around 67% of the complaints – 477 out of 708 – came from Latin America. This Latin-American presence in the CFA may become even greater due to the COVID-19 pandemic, as economic downturns often impact labour rights. By the way, it was during an economic crisis in Brazil that the 2017 Labour Reform – symbolized by Law No. 13,467/2017, in force since November that year – was passed, remodelling some of the Labour Law pillars in the country. On the ILO Normlex website, we notice that three Brazilian complaints were sent to the CFA after November 2017: Cases No. 3327, 3344, and 3355. They may show us how freedom of association has been recently treated in diverse economic sectors, as well as sow the seeds of Labour Reforms amid/after the COVID-19 economic crisis. This article utilizes observational/exploratory methods to analyse these three cases, pointing out if/how the core modifications of the 2017 Labour Reform in Brazil connect with the debates in the selected CFA Cases. All in all, what about next Reforms?","PeriodicalId":52556,"journal":{"name":"Studia z Zakresu Prawa Pracy i Polityki Spolecznej","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-06-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84460897","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-06-30DOI: 10.31261/zpppips.2022.20.10
Urszula Torbus
W marcu 2021 r. Komisja UE przedstawiła projekt dyrektywy dotyczącej przejrzystości wynagrodzeń. Jego celem jest wzmocnienie zasady równego wynagradzania kobiet i mężczyzn, gdyż pomimo uznania jej za podstawową zasadę Unii Europejskiej we wszystkich krajach członkowskich różnica w wynagrodzeniach pracowników obydwu płci utrzymuje się na poziomie około 14%. Projekt dyrektywy z 2021 r. przewiduje wzmocnienie przejrzystości wynagrodzeń, m.in. poprzez wprowadzenie transparentnych systemów wynagradzania, określenie kryteriów porównywania pracy porównywalnej wartości, podawania wysokości wynagrodzenia w ogłoszeniach o pracę oraz obowiązków sprawozdawczych dla pracodawców zatrudniających powyżej 250 pracowników. Projekt wprowadza także ułatwienia związane z dochodzeniem roszczeń z tytułu dyskryminacji płacowej. Przejrzystość wynagrodzeń nie może być jednak utożsamiana z jawnością wynagrodzeń. Obecnie w Polsce nie obowiązują żadne przepisy dotyczące przejrzystości wynagrodzeń. Pracodawcy nie mają obowiązku badania wynagrodzeń pod kątem potencjalnej dyskryminacji oraz przeciwdziałania nieuzasadnionym różnicom w wynagrodzeniach kobiet i mężczyzn. Nie wykształciła się również taka praktyka w podejściu partnerów społecznych. Z tego względu, niezależnie od postępu prac nad projektem dyrektywy, konieczne jest stopniowe zwiększanie przejrzystości wynagrodzeń. Chroni ona bowiem pracowników przed narzucaniem dyskryminujących warunków zatrudnienia przez pracodawcę.
{"title":"Przejrzystość wynagrodzeń – uwagi na tle propozycji dyrektywy UE z 2021 r.","authors":"Urszula Torbus","doi":"10.31261/zpppips.2022.20.10","DOIUrl":"https://doi.org/10.31261/zpppips.2022.20.10","url":null,"abstract":"W marcu 2021 r. Komisja UE przedstawiła projekt dyrektywy dotyczącej przejrzystości wynagrodzeń. Jego celem jest wzmocnienie zasady równego wynagradzania kobiet i mężczyzn, gdyż pomimo uznania jej za podstawową zasadę Unii Europejskiej we wszystkich krajach członkowskich różnica w wynagrodzeniach pracowników obydwu płci utrzymuje się na poziomie około 14%. Projekt dyrektywy z 2021 r. przewiduje wzmocnienie przejrzystości wynagrodzeń, m.in. poprzez wprowadzenie transparentnych systemów wynagradzania, określenie kryteriów porównywania pracy porównywalnej wartości, podawania wysokości wynagrodzenia w ogłoszeniach o pracę oraz obowiązków sprawozdawczych dla pracodawców zatrudniających powyżej 250 pracowników. Projekt wprowadza także ułatwienia związane z dochodzeniem roszczeń z tytułu dyskryminacji płacowej. Przejrzystość wynagrodzeń nie może być jednak utożsamiana z jawnością wynagrodzeń. Obecnie w Polsce nie obowiązują żadne przepisy dotyczące przejrzystości wynagrodzeń. Pracodawcy nie mają obowiązku badania wynagrodzeń pod kątem potencjalnej dyskryminacji oraz przeciwdziałania nieuzasadnionym różnicom w wynagrodzeniach kobiet i mężczyzn. Nie wykształciła się również taka praktyka w podejściu partnerów społecznych. Z tego względu, niezależnie od postępu prac nad projektem dyrektywy, konieczne jest stopniowe zwiększanie przejrzystości wynagrodzeń. Chroni ona bowiem pracowników przed narzucaniem dyskryminujących warunków zatrudnienia przez pracodawcę.","PeriodicalId":52556,"journal":{"name":"Studia z Zakresu Prawa Pracy i Polityki Spolecznej","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2022-06-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89123181","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：