You can refuse to hire union workers
Since September 2018, Castorama, a British DIY multinational that employs 12,000 people in 80 stores in Poland, has intensified its anti-union activity and recently sacked all ten union leaders in its Polish branches, including Wojciech Kasprzyk, chairman of Castorama's Solidarność union Poland.
The employer tried to justify layoffs with the arguments “Carrying out activities damaging to the company” and “Damaging the image of the employer”. However, union leaders only used internet platforms and social media to support and organize workers. They also wanted to express their views on the employer's anti-union stance and avoidance of social dialogue.
The union and the workers are now fighting back. International solidarity could strengthen the Castorama workers in Poland in their struggle and induce the employer to revise his decision.
At Poczta Polska S.A. eight members of the NSZZ “Solidarność” were discriminated against by the employer who unilaterally decided to change their working conditions. According to the trade unionists, this incident was linked to the collective bargaining dispute: while other unions signed an agreement to suspend the dispute with management, the NSZZ “Solidarność” was the only union to continue the collective bargaining dispute. In addition, the employer of the Institute for Biopolymers and Man-Made Fibers treats its employees unequally because of their union membership. The company management sets lower wages and excludes them from bonuses and rewards.
Genpact Poland Ltd. based in Cracow, the employment relationship of three active union members ended for disciplinary reasons after a collective dispute initiated by them, regardless of the fact that they are under the special protection of the employment relationship. Special protection means that the board of the NSZZ “Solidarność” and the works council works council1. An elected body that represents employee interests in the company through communication and consultation with the employer, for example with regard to working conditions and occupational safety issues. 2. An equal body made up of both employee and employer representatives to hold company discussions on issues of common interest. must agree to the termination. Although neither gave their consent, the employer still terminated the contracts, which is a gross violation of the law. Dismissed activists appealed to the Labor Court and requested their reinstatement. Legal proceedings are currently pending.
Beata Dahn, chairman of the office committee and deputy chairman of the NSZZ "Solidarność" at Jeronimo Martins Polska Ltd., was dismissed for disciplinary reasons without the required approval of the board of the company union, which can mean either a company union or a yellow union. Ms. Dahn appealed to the labor court regarding her reinstatement.
On February 16, 2019, three employees of Chroma Ltd. in Żary in their company a union that is affiliated with the NSZZ “Solidarność”. The organization was registered on February 18, 2019 and a notification was sent to the employer. On February 20, 2019, after receiving this information, two workers received notice of termination of their employment contract without the consent of the union organization's board of directors. The employer cited organizational changes in the company as a pretext. The third employee, the union chairman, was fired on disciplinary grounds. He was accused of having used his sick leave for other purposes. Another union meeting was held on February 23, 2019 at Chroma Ltd. took place, and on February 25, 2019 three other employees, regular members of the NSZZ “Solidarność”, were dismissed. A number of measures have been taken to ensure that the laid-off workers can return to their jobs. The National Labor Inspectorate was notified and an alleged crime was reported to the prosecutor. Dismissed workers have filed lawsuits to seek reinstatement.
In October 2019, the chairman of a union in a dairy company was dismissed for disciplinary reasons without following the special protection procedure provided for by law. The employee appealed to the labor court. At the first hearing in December 2019, a settlement was reached that consisted of changing the manner in which the employment relationship was terminated from ’for disciplinary reasons’ to ’amicable agreement’ and demanding payment of compensation.
The management of Jeronimo Martins Polska S.A. hindered a strike referendum requested by the company union, which could mean either a company union or a yellow union affiliated with the NSZZ “Solidarność”. So that a strike is the most common form of industrial action; a collective stoppage of work by employees for a certain period of time; can take many forms.
see general strike, intermittent strike, rolling strike, sit-in strike, sympathy strike, wildcat strike, go-slow strike is legal, the union must obtain the consent of the majority of the employees entitled to vote. The employer has banned voting in the workplace. Jeronimo Martins instructed his branch managers to withhold the list of employees in each branch and the date of the vote in that branch. He also instructed them to refuse to organize the vote, to deny employees time off to participate in the vote, and to persuade employees and allow them to participate in an after-hours and off-work vote to prohibit.
On August 8, 2019, the chairman of the Office for Personal Data Protection ordered Jeronimo Martins to provide the personal data required to hold the referendum. The employer appealed this decision to the administrative court and obtained a decision on December 4, 2019 to suspend the execution of the order of the office.
In May 2019, the company union, company union, which can mean either a company union or a yellow union of another company, Fresenius Nepfrocare, which is affiliated to the NSZZ “Solidarność”, applied to the employer for a list of people who are eligible to vote for labor inspection in the works council elections. At the time of this writing, the employer has still not submitted the list of workers, making it impossible to hold elections.
In November 2019, KAN Ltd. in Kleosin near Białystok the company unionWorkers unionThis can mean either a company union or a yellow union NSZZ “Solidarność” founded. In November 2019, the registration authority of the Podlaski region of the NSZZ “Solidarność” informed the employer about the registration and the start of business activity. After receiving this information, the employer terminated the employment contracts of five employees who are members of the NSZZ “Solidarność”. They were released immediately, had to vacate their workplaces and were forbidden from entering the workplace, although the employment relationship was maintained until the end of the notice period. These people were employed on the basis of fixed-term employment contracts, which means that under the Polish Labor Code, the employer was not required to provide a reason for dismissal. According to information received from union members, the supervisors checked the surveillance records and checked to whom the membership forms were given. The employer then fired the union members or those who had received the declaration. At the same time, it emerged that the employer had posted job advertisements for the positions of warehouse workers, i. H. for exactly the positions that were previously filled by the sacked trade unionists.
In September 2019, the Polish polling institute conducted an investigation into violations of workers' rights. Among other things, the study dealt with the issue of freedom of association, freedom of association, the right to form and join unions of their own choosing and the right of unions to work freely and to carry out their activities without undue interference.
See ITUC Guide to International Trade Union Rights in the Workplace. It found that since 2012, the percentage of employees declaring that workers in their company / workplace are free to form unions or to join existing unions has been stable. It is currently 53 percent. However, the study also found that one in four workers found it impossible to form or join unions in their workplaces or in their companies.
In April 2019, there was a collective bargaining dispute in the port of Gdynia because the employer refused to hold talks about the lack of training for new employees, especially in the case of dangerous work. There are around 30 technical procedures in the port, each of which should be trained over an eight hour period.
On January 1, 2019, an important amendment to the Trade Union Act came into force. On July 5, 2018, the Lower House of Parliament passed a law amending the Trade Union Act to improve the right to freedom of association, the right to form and join unions of their own choosing, and the right of unions to work freely and conduct their activities without undue interference to perform.
See ITUC Guide to International Trade Union Rights to be regulated more comprehensively. As of January 1, 2019, any person who is gainfully employed and who is an employee or a person engaged in a paid activity on a basis other than that of an employment contract has the right to form and join trade unions if he or she does not employs another person to carry out this type of activity, regardless of the basis of employment, and if he or she enjoys rights and interests in connection with the performance of work that can be represented and safeguarded by a trade union (Article 11 Paragraph 1 (1) of the Union Act). Until then, a union member could only be a person who had the status of an employee within the meaning of Article 2 of the Labor Code.
The definition of an employer has also changed. He is now understood as an employer within the meaning of Article 3 of the Labor Code or as an organizational unit, even if he does not have legal personality, as well as a natural person if he employs a person who carries out gainful employment, regardless of the basis of his employment (Article 11 para . 1 (2) of the Trade Union Act).
The union chairman at Gdynia Container Terminal S.A. was charged with bribery and the company promoted staff members who testified against him in court. In addition, leaflets were distributed at the plant implying that its very existence was being jeopardized by union activities.
National trade unions often do not receive bills at all or only after they are debated in parliament or when the deadline for submitting comments is too short to give an informed opinion. Often the government unilaterally stipulates that "failure to send comments will be taken as approval of the draft". According to the Solidarność trade union, the consultation requests in 2018 were affected by at least one of the aforementioned legal violations in more than 79 percent of the cases. Twenty-one bills were sent to Solidarność by the parliamentary office without prior information, so that the trade unions were excluded from the process of social partner-social partner-unions and employers or their representative associations. These drafts included important laws such as those on taxes, pensions and public health. The new law of December 15, 2017 amending the Social Insurance Act was referred to the Constitutional Court by the President, inter alia, for failure to conduct appropriate consultations with the social partners, but the court found no violation of the Constitution.
Often employers discriminate against active union members. In September, the Children's and Family Center in Będzin granted all employees an unconditional pay increase of 200 PLN (approx. 50 EUR). The only exception was the union board, the increase of which was made dependent on additional tasks at another location in another city. The transport of trade unionists is often hindered for no objective reason, as in the case of the Children's and Family Center in Będzin and AstraZeneca Pharma Poland Ltd. based in Warsaw, or their contracts are not renewed, as is the case with Preciso Ltd, or working conditions are unilaterally deteriorated, as in the case of the public primary school No. 2 in Sagan, the social center in Świętochłowice or the city police in Bialystok. In addition, employers disregard the special protection against dismissal that applies to trade union leaders and dismiss them without the necessary consent of the trade union board, as in the case of the secondary and vocational school complex in Ciężkowice.
AstraZeneca Pharma Poland Ltd management tried to sabotage union elections in a number of ways. The union's email addresses were withheld; the company declined the union's request to use one of the rooms to vote, sent emails to all workers undermining the validity of the election and threatened union officials. After the election, management refused to recognize the staff members elected as social labor inspectors and immediately dismissed one of them on "disciplinary grounds".
Agata Strzałkowska, the chairman of the local branch of the company union, which can mean either a company union or a yellow union, told the management of a TESCO branch about outbursts of anger of a cashier coordinator towards employees, whereupon the management urged the coordinator to call the union to sue for defamation. Although the proceedings ended in an acquittal, Strzałkowska continued to be bullied by the branch management. A week after the court ruling, despite health problems, she was notified of her transfer to a physical labor post, on the grounds of alleged mass layoffs.
One member of the union was fired for attending a meeting of the strike committee and the organization's board of directors, while another was warned.A sacked unionist was offered a temporary return to work at a subsidiary. The employee concerned has declined the offer and continues to fight for his reinstatement in court.
It is common for employers to favor a union of their choice, such as in the public sector, including educational institutions, where the ZNP teachers' association is given preferential treatment. This was the case at Elementary School No. 3 in Będzin and City Kindergarten No. 6 in Będzin. In the police and health sector, the Minister of the Interior and the Minister of Health negotiate with the trade unions and do not fully involve representative organizations at national level that represent workers in the relevant sectors.
Union chairwoman Slawa Kolonko and Maria Adamowicz, the secretary to the board of the company union, which can mean either a company union or a yellow union, were dismissed on disciplinary grounds for criticizing the center. Kolonko was fired for criticizing the hospital in the media and explaining that there were not enough nurses on duty in some shifts. Adamowicz was fired because she “liked” a criticism of the employer on Facebook.
It is common for employers to prohibit the distribution of union leaflets or the posting of notices on union information boards, such as Auchan Polska Ltd, Jerónimo Martins Polska S.A. - Biedronka, Fresenius Nephrocare Polska Ltd or Castorama. The management of the Lubelskie Provincial Oncology Center has sued unions for posting their banners on the center's fence, and the fire chief has banned flags from being carried during a fire brigade protest.
The municipal transport company MZK in Sagan has charged an exorbitant fee for the use of the union rooms. The Porąbka-Żar hydropower plant in Międzybrodzie Bialskie discriminates against a union by charging it for its premises while other organizations can use it for free.
A law firm representing Astra Zeneca Ltd has engaged a detective agency that has illegally installed a GPS tracker in a car belonging to the company union chairmen, which may mean either a company union or a yellow union. She was then monitored 24 hours a day until her husband found the tracker. The police are still investigating. The Bialystok City Police Directorate has also systematically used data from video surveillance, magnetic card readers and recordings from GPS transmitters to initiate disciplinary and dismissal proceedings against union leaders and members.
Employers often use threats to dissuade staff members from joining unions, such as at Auchan Polska Ltd, where workers have been threatened with not renewing their contracts if they contact unions. At Castorama, the management representatives have continuously discredited the company union, which can mean either a company union or a yellow union, indicating that management does not believe in union membership. Union members were so pressured that they chose to transfer their dues individually to the union instead of having them deducted from wages in order to avoid harassment from the employer.
Members of the employee representatives at Gdynia Container Terminal S.A. (GCT), access to the company premises has been prohibited since May 2017, although they have unlimited access permits issued by GCT. The chairman of the employee representative body must submit an application at least 24 hours in advance if he wants to enter the premises. Meetings with employees during working hours are not permitted. According to Solidarność, such interference is widespread, as is the refusal to release union members from work for union activities.
The Solidarność trade union has condemned the fact that in the legislative process there are in many cases violations of the principle of tripartite consultations at national level, for example by using the wrong legal basis for the consultation process, deliberately setting short deadlines for replies, the required documents would not be handed over and unlawful clauses would be inserted according to which trade unions would be assumed to approve the draft law if they did not respond.
Solidarność found that in 2017, in 47 percent of cases, the government set shorter deadlines for unions to comment on draft laws, without providing any justification for this rush. In most cases (94 percent), unions had 21 days or less to make their comments.
According to the Solidarność union, the director of the Warsaw Chamber Opera threatened all those organizing or participating in strikes with dismissal on disciplinary grounds in an email addressed to all staff. Solidarność organized a protest against these threats.
The Solidarność union reported numerous cases during 2017 in which its leaders or members were dismissed.
On April 3, 2017, the energy company Zespół Elektrowni Pątnów - Adamów - Konin S.A. (ZEPAK) in Konin dismissed the group-wide Solidarność chairman without notice, although his contract was subject to special protective measures. On January 3, 2018, the Konin District Court ruled in favor of his reinstatement. The grounds of the judgment stated that the (disciplinary) reasons given for his dismissal were merely pretexts and that the actual reason for his union activities.
In early 2017, 20 active union members were arbitrarily dismissed by the city administration. In all cases it was either possible to enforce their reinstatement in court or to reach an advantageous settlement with the employer.
Other cases of layoffs included:
the vice-chairman of the school union at the state vocational college in Konin, although his contract was subject to special safeguards;
The chairman of the Solidarność company union This can mean either a company union or a yellow union at Nord Glass Sp. z o. o. (Ltd.);
a union secretary at the municipal sports center in Ząbki who was employed as a lifeguard and was dismissed for allegedly not having a boating license which was in no way necessary for the performance of his duties;
a labor inspector who has been dismissed on disciplinary grounds without the consent of the union, as required by law; and
The chairman of the Solidarność company union This can mean either a company union or a yellow union in the Radomsko Municipality, without the consent of the union, as required by law.
Other cases in which union members were discriminated against included transfers and demotions, as in the case of the chairman of the Solidarność company union, which can mean either a company union or a yellow union at the household goods manufacturer JYSK. He works as the head inventory controller in the logistics center in Radomsko and has not received a salary since September 2011, despite satisfactory reviews from his employer.
The Baltic Opera union was prevented from using its offices for which it had signed a lease during 2017. The director of the opera refused to give the keys to the union officials and even had the documents removed from the offices. Although this is a clear violation of the principle of the inviolability of trade union premises, the police refused to intervene.
In addition, the director repeatedly refused to allow union representatives to attend meetings with workers.
The President of Automatyka Miedź Ltd. in Głogów refuses to negotiate with the NSZZ “Solidarność” union, which represents the workforce.
The requests of the NSZZ “Solidarność” for consultations with the Polish Agency for Information and Foreign Investment also went unanswered.
Members of the local branch of the NSZZ “Solidarność” in the Głogów City Cultural Center have been discriminated against since their union was founded in December 2014, including the chairwoman of the local branch, Bożena Rudzińska. The centre's director openly criticizes the union at staff meetings, union members' bonuses have been cut and disciplinary action has been taken against the union chairperson. At the time this entry was made, the case of the union chairmen was before the labor court.
The representative of the NSZZ regional electoral commission “Solidarność” was not allowed to be present at the election of the union chairman at the Deepwater Container Terminal (DCT) in Gdansk. The election took place on February 17-21, 2016, and the presence of the regional representative was scheduled for Sunday, February 21st, which management had been duly notified. The ballot box with the ballot papers had to be brought to the regional office of the NSZZ “Solidarność” in Gdansk, where the votes were to be counted.
In 2011, Budimex acquired Przedsiębiorstwo Naprawy Infrastruktury, which carries out infrastructure repairs, as part of a privatization process. One of the conditions of sale was the investor's obligation to bargain collectively with the employees. An agreement was reached that guaranteed the workforce the security of their jobs until 2016. However, the company began a voluntary retirement program a year later and offered severance pay to employees who were willing. The company went bankrupt in September 2012, and those who left under the voluntary program were asked to repay their severance payments in January 2015.
The trade union law requires employers to deduct union dues from members' wages and salaries and transfer them to the unions. However, several companies have failed to adhere to this provision. For example, Gniewczyna Wagon Factory SA did not deduct union dues between June and October 2014. The union then lodged a complaint with the public prosecutor on December 29, 2014. The proceedings are still pending at the Przeworsk Regional Court.
A collective agreement was signed in 2014 at the thermal power station in Zduńska Wola.Collective agreementA usually written agreement containing the results of collective bargaining between employee and employer representatives.
See collective bargaining negotiated. In the final phase of the negotiations, in June 2014, the chairman of the NSZZ “Solidarność” union and the social labor inspector were informed of a change in their working conditions that would come into effect three months later. You had worked as a laboratory technician for over 30 years and were to act as escorts and guards in the future. In fact, on October 1, 2014, they were asked to clean the company's administrative and sanitary facilities. Both went to court to check the validity of these functional changes.
On September 13, 2013, active trade unionists put a banner with the slogan “Stop disregarding society” on the building of the Rzeszów Housing Cooperative. The management of the cooperative asked the union to remove the banner and threatened to warn union representative Janina Mroczek if she did not comply. On September 24, 2013, the banner disappeared and Janina Mroczek received a letter informing her that she had received a warning. On October 22, 2013, she appealed to the Rzeszów court against this warning and was found to be right. The company appealed to the regional court, which also found on April 24, 2014 that the warning was not justified.
Four trade unionists were prosecuted for putting trade union banners on the building of the City Thermal Energy Company in Olsztyn. Negotiations between the union and management had ended in a dispute over statutory allowances, employment prospects and the payroll. When the union put the banners on the building, management called on the prosecution to bring charges against them. The proceedings are still pending at the district court.
In September 2014, the management of the Stako company refused to recognize a newly formed union. Before accepting the letter stating that the union was being formed, management had the union leader come to and informed him that there would be staff cuts if the union was not dissolved.
On February 9, 2015, police violently intervened during a demonstration in front of the Jastrzębska Spółka Węglowa company. Around 20 people were injured when police used water cannons and tear gas against workers protesting austerity measures.
The headquarters of the grocery discounter Lidl in Poland refused to negotiate with the unions in 2013, stating that negotiations should only take place with management at each location.
Employers increasingly refuse to negotiate restructuring with unions. For example, when two municipal companies in Warsaw merged, 14 jobs were cut. In violation of its legal obligations, management refused to consult with the unions 30 days before the merger.
In February 2014, a nationwide information campaign was organized regarding the situation at Lidl, during which leaflets were distributed at the entrances to the branches or in the parking lots, reporting on labor law violations in the discount chain. The employer called in the police, who banned the union action on the grounds that it was trespassing on private property.
In March 2013 Michael Schroeiber, Vice President of the curtain manufacturer ADO in the Legnica Special Economic Zone, dismissed the deputy works council member of the local union for hanging a union flag on the factory gate. The union woman (protected by law against such dismissal) went to court to get her reinstatement. The union organized a number of picket line workers to raise awareness of a labor dispute or strike outside the gates of the affected factories and to try to convince other workers not to enter the establishment or to discourage consumers from supporting the employer.The setting up of pickets in front of a neutral company not directly involved in the conflict aims to exert indirect pressure on the employer, who is the actual target of the action. at the factory gates and lodged a complaint with the public prosecutor, who initiated proceedings for violations of the trade union law and labor law. The trial took place before the regional court in Legnica and ended in a settlement. The employees were offered six months' wages and the withdrawal of disciplinary notice.
At Cooper Standard Automotive Piotrków Ltd. management banned “anonymous” information from posting on the union notice board. There have been cases where the HR manager removed such information.
In 2014, the forest union was also forbidden from hanging flags during protests by the state forest company.
The Niezalezny Samorzadny Zwiazek Zawodowy "Solidarnosc" (NSZZ SOLIDARNOSC) reports on the dismissal of a works council member at the ADO factory in the Legnica Special Economic Zone because she hung a union flag on the factory gate. The Polish forest company has also informed Solidarnosc in writing that it is forbidden to hang flags at protest rallies.
There have been numerous reports of discriminatory union dismissals. In December 2013, Adam Guzy was dismissed from Fakos Ltd for union activities and a complaint was filed with the court to seek reinstatement and compensation. The unionist Robert Kluga, who worked for CCP “PREMA” SA in Kielce, was dismissed during the collective bargaining in March 2014 in order to undermine the collective bargaining process. LG Electronics Wroclaw is targeting union members to crush the union by not renewing the employment contracts of active union members and senior officials. In November 2013, Leszek Rudzinski, shop steward at Lubelskich Liniach Autobusowych and union chairman, was sacked during a collective bargaining dispute. Both the National Labor Inspectorate and the court found the dismissal illegal, and Rudzinski has been reinstated and compensated.
The unlawful dismissal of union leaders and active members is a popular strategy used by employers to weaken and break up unions.Union breakout attempts by an employer to prevent the formation of a union or to get rid of an existing union, for example by firing union members union or formation of a yellow union .. There are cases where a promotion or a wage increase is informally made conditional on leaving the union. In one case, the practical effect of the rules on special allowances meant that union members could not receive these allowances. The employer changed this after a complaint from Solidarnosc.
A member of the union leadership was employed by Teleskop Ltd. released in Kostrzyn. After a court ordered his reinstatement, he was transferred to a location 100 kilometers away. Indeed, all trade unionists have been relocated to this new location, which appears to have been set up specifically for this purpose. The union members were thus forced to leave the company, which no longer has a union.
On February 12, 2014, the Leroy Merlin company dismissed the works council works council1 immediately after the establishment of a union. An elected body that represents employee interests in the company through communication and consultation with the employer, for example with regard to working conditions and occupational safety issues. 2. An equal body made up of both employee and employer representatives to hold company discussions on issues of common interest. Pavel Bednarek. Management argued that his job was inadequate and prohibited him from entering the supermarket where he was employed.
DINO Polska SA dismissed the works council member Mariola Bielak for "anarchy" and "causing unrest among the employees".
In December 2013, Justyna Chrapowicz, works council member in one of Lidl's branches in Poland, was dismissed for “forging signatures on union mail”.
In December 2013 Adam Guzy became Works Council Works Council1. An elected body that represents employee interests in the company through communication and consultation with the employer, for example with regard to working conditions and occupational safety issues. 2. An equal body made up of both employee and employer representatives to hold company discussions on issues of common interest. at Fakos Ltd., dismissed for his union activities, whereupon he went to court to obtain his reinstatement.
In March 2014, CCP “PREMA” SA dismissed the works council works council1 during collective bargaining. An elected body that represents employee interests in the company through communication and consultation with the employer, for example with regard to working conditions and occupational safety issues. 2. An equal body made up of both employee and employer representatives to hold company discussions on issues of common interest. Robert Kluga. This was the second time the company tried to fire him for exercising his trade union rights. He has lodged a complaint with the court.
On February 5, 2014, Arkadiusz Leczyk was dismissed on disciplinary grounds in response to his union activities. The employer said that he would not be reinstated, not even if there was a court order. Management then called union members for one-on-one meetings asking them to quit the union. Many of the company's employees are on fixed-term contracts and are therefore particularly vulnerable if the employer does not renew their contracts due to their union membership.
On March 12, 2014, the municipal police in Bialystok asked Solidarnosc to disclose all resolutions, resolutions and motions as well as financial and activity reports. Officially, it was said that it was in the public interest to have access to this information. However, the union believes that this is an attempt to interfere with internal statutory union affairs.
Workers have the right to redress when their rights are violated and to compensation for discrimination based on union activities. The Polish courts are independent, but the proceedings are very protracted and take an average of two to three years. In some cases, the reasons for the judgment could cast doubt on the impartiality of the courts. For example, Malgorzata Sokalska was fired in 2011 for her union work and went to court to seek her reinstatement or compensation for unlawful dismissal. In 2013, after a 27-month trial, the Court of First Instance ruled against her because her union had organized demonstrations in support of the hotel where she was employed. This decision was confirmed in the appellate court and it was found that the union had acted against the interests of the employer. The State Labor Inspectorate Labor Inspectorate An authority that is responsible for compliance with labor laws and statutory provisions on employee protection and carries out factory inspections for this purpose. brought criminal proceedings against the manager of the hotel, whereupon he was fined for illegally dismissing a protected union official. Often, however, the public prosecutor's office stops proceedings on the grounds that union activities are obstructive and harmful to society.
Strikers are often intimidated by their employers, arguing that the strike is the most common form of industrial action; a collective stoppage of work by employees for a certain period of time; can take many forms.
see general strike, intermittent strike, rolling strike, sit-in strike, sympathy strike, wildcat strike, go-slow strike is illegal and you would be personally held responsible for the resulting economic losses for the company. In November 2013, the bus company Bus Lines dismissed a works council1 during a collective bargaining dispute. An elected body that represents employee interests in the company through communication and consultation with the employer, for example with regard to working conditions and occupational safety issues. 2. An equal body, made up of both employee and employer representatives, to hold company discussions on issues of common concern. In order to intimidate union members. After the state labor inspectorate labor inspectorate, an authority that is responsible for compliance with labor laws and the statutory provisions on employee protection and carries out factory inspections for this purpose. had declared the dismissal unlawful, he was reinstated and received compensation. The Steinpol company in Witnica fired union members who had been on strike "for economic reasons". The union has initiated a lawsuit and a second instance court is currently dealing with the case.
In January 2012, members of the NSZZ “Solidarność” went on strike at company level. The most common form of industrial action; a collective stoppage of work by employees for a certain period of time; can take many forms.
See general strike, intermittent strike, rolling strike, sit-down strike, sympathy strike, wildcat strike, go-slow strike organized in connection with wages and working conditions, with support from its umbrella organization and from its branch organizations at European and international level, the ETF and the ITF were. After an agreement was reached in February 2012, however, the employer took targeted action against members of the NSZZ “Solidarność”.
Most union members are employed as international drivers. Your earnings are made up of two main components: your basic wage and the daily rates for trips abroad, which make up around two thirds of your total monthly wage. The basic wage for international drivers was therefore set lower than that for those who only drive domestically, as the monthly wage increases significantly due to the daily rates. As a result, when union members were transferred to the administration or assigned for domestic trips, they suffered significant financial losses of up to two-thirds of their total pay.
This has created a split within the union. There are currently two unions in the company ND Polska Ltd. represented. The management has a collective bargaining agreementA usually written agreement that contains the results of collective bargaining between employee and employer representatives.
See collective bargaining concluded with the new union, which has had an impact on wages. Some employees have lodged a complaint against the company with the labor court.
The union was also informed that one of its members would be dismissed without notice for attending a union meeting despite being on sick leave.
Another member was relocated to a location 300 km from his home. When the employee refused the transfer, he was dismissed without notice. The union has lodged a complaint with the labor court asking for his reinstatement.
In addition, the management prevents a union member from exercising his role as labor inspector for international drivers. By no longer assigning him trips abroad, management ensures that he cannot control the working conditions of international drivers, most of whom do their work abroad.
Eurobank S.A. has forbidden representatives of "Solidarność" to freely select experts and to use the intranet to disseminate information. The office offered to the union is 168 km from the location where the union activities take place. The office is managed by the employer, who has unrestricted access to it.
Eurobank S.A. has refused to give Solidarność financial reports, making it impossible for the union to assess the bank's economic situation for collective bargaining purposes.
Tomasz Ziolkowski, the deputy regional chairman of the NSZZ “Solidarność” in the Czestochowa region, was assaulted by security personnel from the independent medical center “Amicus” when he tried to submit a petition in June 2012.
The Slovinsian National Park refused to appoint Tadeusz Pietkun, the deputy chairman of the NSZZ “Solidarność” in the Slupsk region, to the social committee, even though the union had nominated him.
In October 2012, Plati Polska Ltd. announced Danuta Lipinska, senior representative and works council member of the NSZZ “Solidarność”, after the union, in connection with the company's refusal to pay its contribution to the social fund, carried out an inspection of the labor inspectorateWork inspectorate, an authority responsible for compliance with labor laws and legal Regulations on employee protection is responsible and carries out company inspections for this purpose. had requested. The union was also prohibited from communicating with union members during working hours, even if this would not disrupt production.
In June 2012, the director of the Tax Inspectorate in Warsaw asked the Minister of Finance to dismiss Tomasz Ludwinski, the head of the NSZZ “Solidarność” council responsible for the employees of the tax authorities at the national level, for having carried out legitimate trade union activities in breach of basic obligations of the civil service were rated.
Ewa Kazanecka, company union representative of the NSZZ “Solidarność” at the municipal waterworks in Bydgoszcz, was offered a transport to induce her to restrict or stop her union activities. The management also hired a private detective to investigate the union in October 2012.
Employers take advantage of the nuances of legislation to protect workers' right to strike. StrikeThe most common form of industrial action; a collective stoppage of work by employees for a certain period of time; can take many forms.
See general strike, intermittent strike, rolling strike, sit-down strike, sympathy strike, wildcat strike, slow-down strike. If the requirements are not met in minute detail, a strike becomes the most common form of industrial action; a collective stoppage of work by employees for a certain period of time; can take many forms.
See general strike, intermittent strike, rolling strike, sit-down strike, sympathy strike, wildcat strike, slow strike, often declared illegal, which in some cases has serious consequences. For example, on December 14, the court ordered members of the Polish General Union of Nurses and Midwives (OZZPiP) at the Barlicki Hospital in Lodz to participate in a strike, the most common form of industrial action; a collective stoppage of work by employees for a certain period of time; can take many forms.
See general strike, intermittent strike, rolling strike, sit-in strike, sympathy strike, wildcat strike, slow strike in 2008, the clinic has to pay damages between 1,500 and 4,000 postal codes (more than EUR 900).The nurses had stated that the strike strike was the most common form of industrial action; a collective stoppage of work by employees for a certain period of time; can take many forms.
See general strike, intermittent strike, rolling strike, sit-in strike, sympathy strike, wildcat strike, go-slow strike would last four days, but the prosecutor calculated the number of days using a different method and stated that the strike strike is the most common form of industrial action; a collective stoppage of work by employees for a certain period of time; can take many forms.
See general strike, intermittent strike, rolling strike, sit-down strike, sympathy strike, wildcat strike, slow-down strike exceeded the limit.
Forming a union, calling for collective bargaining or fighting for workers' rights always leads to union leaders being dismissed without further ado. Victims can sue for reinstatement, but trials in such cases can take up to two years. In addition, courts are increasingly tending to grant compensation of three months' wages instead of reinstatement, regardless of how long the activist was unemployed. Employers also claim that it is not possible to reinstate workers because the terminated worker and management are no longer able to work together, and judges are increasingly convinced that employers should not be forced to reinstate unlawfully terminated workers , since this leads to "conflict".
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