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The Requirement of Employment under an Employment Relationship in Public Procurement and the Protective Function of the Labour Law 公共采购中雇佣关系下的就业要求与劳动法的保护功能
Pub Date : 2021-01-01 DOI: 10.4467/25444654spp.21.028.14270
The issues included in the article focus on a tool ensuring compliance with provisions of the social law and labour law, as well as collective agreements (so-called cross-cutting “social clause” or horizontal clause) and more precisely on the analysis of regulations of Polish Public Procurement Law related to the requirement posed in relation to economic operators or subcontractors, concerning mandatory employment of staff under an employment relationship when they execute public procurement contracts. The regulation fulfils the protective function of the labour law, underlying the priority of employment. It was emphasized that socially responsible public procurement are inseparably connected with compliance with the provisions of the labour law, whose main aim is to protect the employee. The article also analyses selected issues concerning socially responsible public procurement and the notion of an employment relationship.
该条所包括的问题集中于确保遵守社会法和劳动法的规定以及集体协议(所谓跨领域的“社会条款”或横向条款)的工具,更确切地说,集中于分析波兰《公共采购法》中与经济经营者或分包商所提出的要求有关的条例。关于雇用关系下的工作人员在执行公共采购合同时的强制性雇用问题。该条例履行了劳动法的保护职能,奠定了优先就业的基础。有人强调,对社会负责的公共采购与遵守劳动法的规定是不可分割的,劳动法的主要目的是保护雇员。文章还分析了有关社会负责任的公共采购和雇佣关系概念的选定问题。
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引用次数: 0
Dopuszczalność ujawniania związkom zawodowym informacji o wysokości wynagrodzenia pracownika w powszechnym modelu zatrudnienia (artykuł polemiczny) 允许向工会披露一般就业模式下员工工资金额的信息(争议性文章)
Pub Date : 2021-01-01 DOI: 10.4467/25444654spp.21.009.13399
Admissibility of disclosing to trade unions information on the amount of an employee’s remuneration in the common employment model (polemical article) In doctrine and jurisprudence, the prevailing view is that employers are not obliged to disclose to trade unions, at their request and within the framework of trade union monitoring of compliance with the law, information on employee wages. According to the 1993 resolution of the panel of seven judges of the Supreme Court, an employer may disclose such information, but only with the employee’s consent. Otherwise, the personal right of the person performing the work may be infringed. Such an opinion is not convincing. It stands in clear opposition to the law in force. It also leads to depriving the trade union organisation of the right to carry out systemic control of the employer’s compliance with the principle of equal remuneration for equal work or work of equal value (Art. 18(3c) of the Labour Code).
在一般就业模式下向工会披露雇员薪酬数额资料的可接受性(争论性文章)在理论和判例方面,普遍的看法是,雇主没有义务在工会的要求下,在工会监督守法情况的框架内,向工会披露雇员工资资料。根据最高法院七名法官组成的小组1993年的决议,雇主只有在雇员同意的情况下才能披露这类信息。否则,可能会侵犯执行人的人身权。这样的观点不能令人信服。它明确反对现行法律。它还导致剥夺工会组织对雇主遵守同工同酬或同工同酬原则进行系统控制的权利(《劳工法》第18(3c)条)。
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引用次数: 0
Obowiązek zgłoszenia umowy o dzieło do ZUS – usprawnienie systemu kontroli w świetle konstytucyjnych zasad równości, proporcjonalności i autonomii informacyjnej 向ZUS报告工作合同的义务——根据平等、相称和信息自主的宪法原则改进控制系统
Pub Date : 2021-01-01 DOI: 10.4467/25444654spp.21.027.14269
Obligation to notify Social Security Agency about a specific work contract – improvement of the control system in the light of constitutional principles of equality, proportionality and information autonomy The purpose of the paper is to analyze obligation to notify Social Security Agency about concluded specific work contracts, which was introduced as of 1 January 2021 in the social security system act. Firstly, the way in which the new obligation was introduced raises significant doubts. Under the guise of anti-crisis measures, a new obligation has been introduced in the Anti-Crisis Shield, which has little to do with its purpose. Secondly, the prima facie technical obligation also raises practical doubts, but more importantly, it prompts questions about its compliance with the constitutional principles of equality, proportionality and information autonomy. Fulfillment of the obligation results in transfer to the Social Security Agency of significant data on legal relationship that are – as a rule – indifferent from the perspective of the social security system, the scope of which is not determined by a statute, but by a sub-statutory act.
具体工作合同通知社会保障机构的义务——根据平等、比例和信息自治的宪法原则完善控制制度本文的目的是分析自2021年1月1日起在社会保障制度法中引入的关于已签订具体工作合同通知社会保障机构的义务。首先,提出新义务的方式令人产生重大疑问。在反危机措施的幌子下,在反危机盾牌中引入了一项新的义务,这与它的目的毫无关系。其次,表面上的技术义务也引起了实际的怀疑,但更重要的是,它对其是否符合平等、相称性和信息自治的宪法原则提出了质疑。履行义务的结果是将有关法律关系的重要数据转移给社会保障局,这些数据通常与社会保障制度无关,其范围不是由法规确定的,而是由次法定行为确定的。
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引用次数: 0
Zasiłek dla bezrobotnych byłych funkcjonariuszy i żołnierzy – wybrana problematyka prawna na tle orzecznictwa sądowego 失业前军官和士兵的福利——法院判例法背景下的选定法律问题
Pub Date : 2021-01-01 DOI: 10.4467/25444654spp.21.026.14268
Unemployment benefit for former officers of the uniformed services and soldiers – selected legal issues in the context of court rulings Although the unemployment benefit is a well-established institution in the Polish legal system, which makes it possible to mitigate the material consequences of unemployment, its practical functioning sometimes encounters serious difficulties, which is illustrated by the extensive court decisions regarding various aspects of the right of former officers of the uniformed services and soldiers to that benefit. The aim of the study is to show the more important problems of interpretation and to formulate proposals of their solution.
前军警军官和士兵的失业津贴- -在法院裁决范围内选定的法律问题虽然失业津贴是波兰法律制度中一项行之有效的制度,可以减轻失业的物质后果,但其实际运作有时遇到严重困难。法院就前穿制服的军官和士兵享有这一福利的权利的各个方面作出的广泛裁决说明了这一点。本研究的目的是展示口译中较为重要的问题,并提出解决这些问题的建议。
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引用次数: 0
Corporate social responsibility in times of the COVID-19 pandemic COVID-19大流行时期的企业社会责任
Pub Date : 2020-11-27 DOI: 10.31261/zpppips.2021.19.01
The COVID-19 pandemic has caused various disruptions in the production chains of Multinational Enterprises (MNEs). Among other disruptions there is a drop of product sales, often due to lock-down measures, which resulted in last-minute order cancellations, non-payment of the already purchased resources and already made products, and hence terminations of employment contracts. International organisations and nongovernmental organisations have called upon MNEs to take their corporate social responsibility (CSR) and honour the contracts. The aim of this article is to analyse to what extend this moral appeal is also a (quasi-)legal appeal following from international norms on CSR. After an assessment of the main labour law problems caused by the COVID-19 pandemic, an analysis follows on each of the identified problems. The conclusion of the analysis is that MNEs indeed are not only morally obliged to take their responsibility, but also based on the (quasi-)legal international CSR norms.
新冠肺炎大流行给跨国企业的生产链造成了各种各样的中断。在其他中断中,产品销售下降,通常是由于封锁措施,导致最后一刻取消订单,未支付已购买的资源和已生产的产品,从而终止雇佣合同。国际组织和非政府组织呼吁跨国公司承担企业社会责任并履行合同。本文的目的是分析这种道德诉求在多大程度上也是一种(准)法律诉求,遵循国际企业社会责任规范。在对COVID-19大流行造成的主要劳动法问题进行评估后,对每个确定的问题进行分析。分析的结论是,跨国公司确实不仅在道德上有责任承担责任,而且基于(准)法律的国际企业社会责任规范。
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引用次数: 1
Prawa i obowiązki stron stosunku pracy w czasie pandemii COVID-19 新冠肺炎大流行期间就业各方的权利和义务
Pub Date : 2020-09-28 DOI: 10.4467/25444654SPP.20.028.12615
Rights and obligations of parties to an employment relationship during the COVID-19 pandemic The article discusses the most important regulations regarding the rights and obligations of employers and employees during the COVID-19 pandemic, both for employees performing remote work and employees who, due to the nature of their work, must perform it at the workplace. In order to counteract COVID-19, the employer may instruct the employee to perform, for a fixed period, work specified in the employment contract, outside the place of its permanent performance (remote work). In the current situation, in principle, the employer may, whenever an employee performs remote work, order it for 180 days from the date of the Act’s entry into force. There appear a number of problems in the field of labour law when working remotely, including how to comply with OSH regulations, how to proceed in the event of an accident at work or control of working time. An employer may commission remote work to only part of the employees, e.g. those who have children. Yet, this should be justified by objective circumstances. The employer should take all available precautions, such as ordering remote work or even temporary closure of an enterprise, if his employees are infected with the SARS-CoV-2 virus in order to enable State Sanitary Inspection or physicians or himself to take action. During the epidemic, the employer also has the right to carry out preventive checks of employees’ temperature. There is no legal basis for employers to send their employees to quarantine themselves. The employer may also not allow an employee to work without a preliminary and control examination. The last part of the article deals with the so-called crisis agreements concluded with employee representatives.
本文讨论了在2019冠状病毒病大流行期间雇主和雇员的权利和义务方面最重要的规定,既适用于远程工作的雇员,也适用于因工作性质而必须在工作场所工作的雇员。为了应对COVID-19,雇主可指示雇员在固定期限内在其长期工作地点以外从事劳动合同中规定的工作(远程工作)。在目前的情况下,原则上,无论雇员何时进行远程工作,雇主都可以在该法生效之日起180天内下令。在远程工作时,劳动法领域出现了一些问题,包括如何遵守职业安全与卫生条例,如何在工作中发生事故或控制工作时间。雇主只能委托部分雇员(例如有子女的雇员)远程工作。然而,这应该由客观情况来证明。如果员工感染了SARS-CoV-2病毒,雇主应采取一切可用的预防措施,例如下令远程工作,甚至暂时关闭企业,以便国家卫生检查机构或医生或自己采取行动。在疫情期间,用人单位也有权对员工进行预防性体温检查。雇主让员工自行隔离是没有法律依据的。雇主也不得允许未经初步和控制审查的雇员工作。文章的最后一部分讨论了与员工代表达成的所谓危机协议。
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引用次数: 3
RODO jako ustawowe źródło prawa pracy w rozumieniu art. 9 k.p. 《通用数据保护条例》作为第9(p)条所指的劳动法的法定来源。
Pub Date : 2020-09-28 DOI: 10.4467/25444654SPP.20.022.12609
GDPR as statutory source of labour law within the meaning of Art. 9 of the Labour Code This study shows that certain EU regulations, like GDPR which was directly implemented into the Polish legal system, are to be considered the source of labour law. Therefore, the collective agreements concluded on their basis must be considered the “peculiar” source of labour law. As a consequence, the collective agreements concluded on the basis of GDPR become the source of labour law in force in Poland, and thus are normative in nature.
《通用数据保护条例》作为《劳动法》第9条意义上的劳动法的法定来源本研究表明,某些欧盟法规,如直接实施到波兰法律体系中的《通用数据管理条例》,应被视为劳动法的来源。因此,在此基础上缔结的集体协议必须被视为劳动法的“特殊”来源。因此,根据《通用数据保护条例》缔结的集体协议成为波兰现行劳动法的来源,因此具有规范性。
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引用次数: 0
The Use of Atypical Forms of Employment with the Aim of Professional Activation of the Unemployed 运用非典型就业形式,以激活失业人员的专业能力
Pub Date : 2020-09-28 DOI: 10.4467/25444654SPP.20.025.12612
One hallmark of Polish unemployment regulations introduced gradually from the early 1990s is that apart from protective actions i.e. unemployment benefits they make provision for instruments supporting professional activation of the unemployed. Throughout time the regulations concerning this matter evolved and new forms of support for the unemployed were introduced, taking into account the needs of the changing labour market. The necessity of tackling the challenges of the labour market in post-industrial economy, especially in terms of increasing employment flexibility, led to development and rise in significance of atypical employment forms. Such solutions are also used in encouraging professional activation of the unemployed. This study comprises analysis of three atypical employment practises: part-time employment, telework and temporary employment which apply to the unemployed in accordance with the rules of the Act of 20 April 2004 on employment promotion and on labour market institutions, regulations about job market instruments.
从1990年代初开始逐步实行的波兰失业条例的一个特点是,除了保护行动,即失业津贴外,还规定了支持失业者从事专业活动的工具。随着时间的推移,考虑到不断变化的劳动力市场的需要,有关这一问题的条例不断发展,对失业者的支助也采取了新的形式。必须应付后工业经济中劳动力市场的挑战,特别是在增加就业灵活性方面,这导致了非典型就业形式的发展和重要性的提高。这种解决办法也用于鼓励失业者从事专业活动。这项研究包括分析三种非典型就业做法:非全日制就业、远程工作和临时就业,根据2004年4月20日《促进就业法》和《劳动力市场机构法》以及有关就业市场工具的条例,这些做法适用于失业者。
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引用次数: 0
The Phenomenon of Digital Labour Platforms 数字劳动平台现象
Pub Date : 2020-09-28 DOI: 10.4467/25444654SPP.20.021.12608
In all EU Member States the status of people employed on job platforms is not fully legally regulated. It is necessary to consider the sources of the contemporary phenomenon of electronic employment, which is not amenable to legal regulation in the Union constituting an “area of freedom, security and justice with respect for fundamental rights” (Art. 67 (1) of the Treaty on the Functioning of the European Union). The right to work in decent conditions, with adequate remuneration, belongs to this category of rights. In the discussion on employment platforms state authorities are more inclined to consider issues related to new technologies, processes and changes caused by the development and application of modern digital technologies (digitization) in almost all areas. The headquarters of trade unions mainly discuss the legal position of employees and the role of employment platforms in employment relations in the post-industrial era. Entrepreneurs and their organizations, including private institutions and employment platforms, are interested in equal treatment by national legislators in local labour markets. They are afraid of the breach of the balance favorable to their own economic interests, caused by the public interest in the possibility of using employment in atypical forms of employment. Services consisting in employment provided under employment platforms are incomparably cheaper than identical work performed by employees employed under employment contracts.
在所有欧盟成员国,就业平台上就业人员的身份都没有得到充分的法律监管。有必要考虑当代电子就业现象的根源,这种现象不符合欧盟的法律法规,构成了“尊重基本权利的自由、安全和正义领域”(《欧洲联盟运作条约》第67(1)条)。在体面条件下工作并获得适当报酬的权利属于这一类权利。在关于就业平台的讨论中,国家当局更倾向于考虑与现代数字技术(数字化)在几乎所有领域的发展和应用所引起的新技术、流程和变化有关的问题。工会总部主要讨论后工业时代员工的法律地位和就业平台在就业关系中的作用。企业家及其组织,包括私营机构和就业平台,对国家立法者在当地劳动力市场享有平等待遇感兴趣。他们害怕在非典型就业形式中利用就业的可能性会破坏有利于自身经济利益的平衡。在就业平台下提供的就业服务比根据就业合同雇佣的员工所做的相同工作便宜得多。
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引用次数: 2
Protection of the Interest of Workers in Court Proceedings after the Amendment to the Polish Code of Civil Procedure of 4 July 2019 2019年7月4日《波兰民事诉讼法》修正案后,在法庭诉讼中保护工人利益
Pub Date : 2020-06-29 DOI: 10.4467/25444654spp.20.020.12067
Protection of the Interest of Workers in Court Proceedings after the Amendment to the Polish Code of Civil Procedure of 4 July 2019
2019年7月4日《波兰民事诉讼法》修正案后,在法庭诉讼中保护工人利益
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引用次数: 0
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Studia z Zakresu Prawa Pracy i Polityki Spolecznej
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