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The legal nature of the relationship between a company and its management board (MB) member often has a number of aspects. Primary is the corporate aspect of the appointment to the MB (usually under a resolution of a meeting of shareholders or supervisory board). The second involves a board member’s rights and obligations while working for the company. In the latter, MB members with employment contracts have a specific situation, with the most complicated aspect arising when terminating their employment.
The Ministry of Family, Labour and Social Policy has drawn up a bill modifying the existing definition of mobbing which has been in effect for more than 20 years. The bill amending the provisions of the Labour Code (UD183) was published on the Government Legislation Centre’s website on 20 January 2025. It alters concepts and provisions related to undesirable behaviour in the workplace, such as discrimination, unequal treatment and mobbing. How will the change in the definition of mobbing affect employers and employees?
Nagrywanie rozmów, które pracownicy call center prowadzą z klientami, prowadzi do przetwarzania danych osobowych pracowników przez pracodawcę jako administratora danych osobowych. W zależności od zastosowanych rozwiązań technicznych dane te będą obejmować samą treść słów wypowiadanych przez pracownika (i jego rozmówcę) lub, dodatkowo, metadane związane z nagrywaną rozmową (np. czas trwania czy godzina rozpoczęcia i zakończenia).
Chatbots and voicebots are being increasingly used for interactions between employers and employees. They help employers meet their obligations to employees, such as serving as a tool to provide information about procedures at the employer or how to carry out certain tasks. They also help in managing employment, as a communications tool for basic HR issues.
Employers, especially those that are part of foreign groups, sometimes wish to carry out background checks, to analyse information concerning the circumstances or status of job candidates or employees beyond the extent of their legal right to do so.
The aim of Directive 2023/970 (i.e. Directive (EU) 2023/970 of the European Parliament and of the Council of 10 May 2023 on enhancing the application of the principle of equal pay for men and women for equal work or work of equal value through pay transparency and enforcement mechanisms) is to reduce and, in the long term, eliminate the gender pay gap in the EU, which was still 12.7% in 2022.