Abstract
The Labour code came into force on January 1, 1975. It was adopted for political and ideological reasons. Nevertheless it contained a number of good provisions, partially based on the pre-war labour legislation. Since 1989 it has been amended about seventy times. Provisions connected to the previous system have been repealed. The Code has been adjusted to the market economy. The foregoing pertains especially to preventing the escape from employment relationship, working time, prohibition of employee’s competition, collective bargaining. Regardless of the above the rights of employees in relation to parenthood have been extended a few times. Many provision of the Labour code have been changed as a result of the implementation of the European Union directives which applies e.g. to equal treatment in employment, fixed-term contract, transfer of undertaking, working time, health and safety at work. The Labour code is inconsistent. An attempt to issue a new one failed a few years ago.
Highlights
Z drugiej strony kodeks udzielił ochrony tym interesom pracodawców, które stały się ważne w warunkach konkurencji rynkowej, co dotyczy zwłaszcza zakazu konkurencji ze strony pracowników, który może być rozciągnięty także na okres po zakończeniu stosunku pracy
The Labour code came into force on January 1, 1975
It was adopted for political and ideological reasons. It contained a number of good provisions, partially based on the pre-war labour legislation
Summary
Z drugiej strony kodeks udzielił ochrony tym interesom pracodawców, które stały się ważne w warunkach konkurencji rynkowej, co dotyczy zwłaszcza zakazu konkurencji ze strony pracowników, który może być rozciągnięty także na okres po zakończeniu stosunku pracy Do prawa europejskiego dostosowano ochronę pracowników młodocianych, co dotyczy zwłaszcza ich czasu pracy, niektóre obowiązki podmiotu, który zamierza korzystać z pracy pracownika zatrudnionego przez agencję
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