Suchergebnisse

PURPOSE: In recent years, there has been a shift in the CSR approach, from voluntary action to regulations and legal acts imposing specific obligations on enterprises in terms of their responsibility toward communities and environment in which they operate. Researchers are still divided, but there are rising voices that the adoption of CSR principles is no longer a matter of voluntary practice. The aim of this article is to answer two research questions: 1) what is the managers' attitude to the legalization of CSR, and 2) are there any differences in this issue across cultures. The study shows the cross-cultural perspective from the EMEA region. ; DESIGN/METHODOLOGY/APPROACH: A qualitative approach and individual interviews have been chosen to gather reliable and in-depth information. Semi-structured, online interviews with six managers from EMEA region (three Polish citizens and three Tunisian citizens operating in the United Arab Emirates) were selected as the primary technique for data collection. Recorded and transcribed interviews were then analyzed using MAXQDA. ; FINDINGS: In Poland, where CSR is more institutionalized, managers are skeptical about the obligatory nature of this concept. In the UAE on the other hand, where CSR regulations are still lacking, imposing new obligations on enterprises is seen as a positive and even necessary phenomenon. ; PRACTICAL IMPLICATIONS: Managers' approach to CSR can be universal across the globe, but there is a significant difference how this concept is understood across cultures. Results of this study show a significant difference between managers' approach to legalization of CSR in Poland and the UAE and can contribute to a better alignment of national and international CSR regulations. ; ORIGINALITY/VALUE: The ambiguity of the results presented in the literature indicates the need for further research on the leaders' concern for responsibility, sustainability and its legalization. Furthermore, the literature lacks cross-cultural studies on managers' attitudes toward ...

Performing gainful employment during the period of temporary incapacity for work due to sickness—new possible solutions in connection with COVID-19?

The Act of 2 March 2020 on special solutions related to the prevention, counteraction and combating of COVID‑19, other infectious diseases and crisis situations caused by them introduced some new regulations relating to the issue of the performance of gainful employment during the period of mandatory quarantine or isolation in house conditions. This article presents these new regulations and analyses whether some specific arrangements can guide any developments in the issue of temporary incapacity for work due to sickness

RECOVERY OF UNDUE BENEFITS IN THE SOCIAL INSURANCE SCHEME — SELECTED ISSUESThe article refers to the selected issues of the recovery of undue benefits in the social insurance scheme. Initially, the subject matter of the analysis is the recent modification of the art. 84 of the Act of 13 October 1998 on the social insurance system. It is argued in the article that there are not per­suasive arguments why the recent change — introducing the limit for handing down adecision for the Polish Social Insurance Institution art. 84 [7a] of the Act on the social insurance system — does not relate to the contribution payer or the other persons enumerated in the art. 84 6 of the Act on the social insurance system. Furthermore, the paper analyses the notion of the undue benefit in the social insurance scheme and the issues of the instruction. In the article there are emphasized some questions referring to the explanatory proceedings conducted by the Polish Social Insurance Insti­tution ZUS and the issues of the relations between the art. 84 1 and 6 of the Act on the social insurance system. In the conclusion the article analyses the relations between the art. 84 of the Act on the social insurance system and the special regulations, i.e. art. 138 of the Act of 17 December 1998 on pensions from the Social Insurance Fund and art. 66 of the Act of 25 June 1999 on cash social insurance benefits in respect of sickness and maternity.

The article deals with the current types of employment contracts regulated in the Polish Labour Code, i.e. employment contract for a trial period, employment contract for an indefinite period of time and employment contract for a definite period of time. Special attention has been paid to amendments to the Labour Code concerning these contracts, which have been in force since February 2016. The amendments have tried to respond to the most essential problems arising in the application of types of employment contracts and the need of implementation of European Union law standards. The paper also presents proposals of amendments referring to the current types of employment contracts offered in the new draft Labour Code. The amendments to the Labour Code and the new draft Labour Code prove that finding optimal concept of types of employment contracts is extremely difficult, because both conditions of social market economy and a protective function of labour law should be taken into account. ; W artukule poddano analizie rodzaje umów o pracę, które uregulowane zostały w obowiązującym Kodeksie pracy (umowy o pracę na okres próbny, umowy o pracę na czas nieokreślony oraz umowy o pracę na czas określony). Szczególną uwagę zwrócono na zmiany w Kodeksie pracy wprowadzone w lutym 2016 r. Zmiany te miały na celu rozwiązanie najistotniejszych problemów związanych z zawieraniem umów o pracę,a także potrzebą wdrożenia regulacji unijnych. W pracy przedstawiono także propozycje zmian odnoszące się do aktualnych rodzajów umów o pracę, zaproponowanych w nowym projekcie Kodeksu pracy. Nowelizacja Kodeksu pracy i opracowywany nowy projekt Kodeksu pracy dowodzą, że znalezienie optymalnej koncepcji rodzajów umów o pracę jest niezwykle trudne, ponieważ należy wziąć pod uwagę zarówno warunki społecznej gospodarki rynkowej, jak też ochronną funkcję prawa pracy.

W artukule poddano analizie rodzaje umów o pracę, które uregulowane zostały w obowiązującym Kodeksie pracy (umowy o pracę na okres próbny, umowy o pracę na czas nieokreślony oraz umowy o pracę na czas określony). Szczególną uwagę zwrócono na zmiany w Kodeksie pracy wprowadzone w lutym 2016 r. Zmiany te miały na celu rozwiązanie najistotniejszych problemów związanych z zawieraniem umów o pracę,a także potrzebą wdrożenia regulacji unijnych. W pracy przedstawiono także propozycje zmian odnoszące się do aktualnych rodzajów umów o pracę, zaproponowanych w nowym projekcie Kodeksu pracy. Nowelizacja Kodeksu pracy i opracowywany nowy projekt Kodeksu pracy dowodzą, że znalezienie optymalnej koncepcji rodzajów umów o pracę jest niezwykle trudne, ponieważ należy wziąć pod uwagę zarówno warunki społecznej gospodarki rynkowej, jak też ochronną funkcję prawa pracy. ; The article deals with the current types of employment contracts regulated in the Polish Labour Code, i.e. employment contract for a trial period, employment contract for an indefinite period of time and employment contract for a definite period of time. Special attention has been paid to amendments to the Labour Code concerning these contracts, which have been in force since February 2016. The amendments have tried to respond to the most essential problems arising in the application of types of employment contracts and the need of implementation of European Union law standards. The paper also presents proposals of amendments referring to the current types of employment contracts offered in the new draft Labour Code. The amendments to the Labour Code and the new draft Labour Code prove that finding optimal concept of types of employment contracts is extremely difficult, because both conditions of social market economy and a protective function of labour law should be taken into account.

Poland has been in a phase of change since 2015. The constitutional system of the Third Republic is being restructured. The Judiciary, media, schools and universities are the main focus of attention. This restructure is being celebrated by the government as a renewal of the Polish state, but is being branded by the opposition as the destruction of the Polish Republic in favour of an illiberal democracy. In this already very difficult situation, Poland was confronted with the major challenges posed by a pandemic. What effects will the crisis have on the restructuring of the constitutional system? At present, it seems that the pandemic is acting as a catalyst for those changes. This book aims to provide an informed commentary on those developments and what they mean for the Third Polish Republic.