A. EMPLOYER POLICY REQUIREMENTS
1. Remuneration Regulations:
- Any employer employing at least 50 employees who are not covered by a single-establishment collective labour agreement or any multi-establishment collective labour agreement shall fix the conditions of remuneration for work in the rules relating to remuneration;
- Any employer employing less than 50 employees who are not covered by a single-establishment collective labour agreement or any multi-establishment collective labour agreement, may fix the conditions of remuneration for work in the rules for remuneration;
- Any employer employing at least 20 and less than 50 employees who are not covered by a single-establishment collective labour agreement or any multi-establishment collective labour agreement, shall fix the conditions of remuneration for work in the rules for remuneration, if the trade union organization of an establishment submits a request for fixing thereof.
In the rules for remuneration the employer may also fix other benefits connected with the work and the principles of allocating them. Moreover the rules of remuneration shall be fixed by the employer. If there exists in the establishment a trade union organization functioning in relation to the employer, the employer shall agree upon the rules of remuneration with such organization.
2. Workplace Regulations:
- An employer employing at least 50 employees shall implement workplace regulations, unless the provisions of a collective labour agreement apply,
- An employer employing less than 50 employees may implement workplace regulations, unless the provisions of a collective labour agreement apply,
- An employer employing at least 20 and less than 50 employees shall implement workplace regulations, provided that the trade union organization of an establishment submits a request for introducing thereof.
Workplace regulations while specifying the rights and duties of employer and employees connected with order in the employing establishment, must specify in particular: organization of work, conditions for staying on the premises of the employing establishment during working time and after hours, equipping of employees with tools and materials, clothing and working shoes, and with means of individual protection and personal hygiene, working-time systems and schedules and adopted working-time settlement systems, night-time; the date, the place, the time and frequency of payment of remuneration; the types of work prohibited to young employees and women; types of work and list of working posts open to young employees for the purposes of occupational training; the list of the types of light work which may be performed by young adults employed for other purposes than occupational training; duties applicable to work safety and hygiene and fire protection, including the method of advising employees of occupational risks connected with work performed thereby; the method adopted by a given employer to confirm the time of employees arrival at work, their presence at work and leave of absence from work.
3. Safety policy and instruction of information system management – internal obligatory document concerning data protection resulting from Personal Data Protection Act.
B. EMPLOYEE REQUIREMENTS
Employers are required to complete certain health and safety training activities. The following is statutorily mandated training that employers must provide:
- General, initial health and safety training and
- And workplace training.
Except trainings, the employer must follow the following obligatory activities:
- registration of the employees for insurance purposes (social insurance, health insurance, Guaranteed Employment benefit Fund, Working Fund) within Social Insurance Institution,
- registration of employees for tax purposes within Tax Authorities,
- issue a referral to a doctor for medical examination.