Post by account_disabled on Oct 29, 2023 1:00:47 GMT -5
of the Labor Code who, being an employer or acting on its behalf: concludes a civil law contract in conditions in which, in accordance with Art. § , an employment contract should be concluded; does not notify the relevant district labor inspector, in writing or electronically, about the conclusion of the employment contract referred to in Art. § point , along with an indication of the reasons for concluding such an agreement, within business days from the date of its conclusion; does not confirm in writing the employment contract concluded with the employee before allowing him to work.
Terminates or terminates the employee's employment relationship without notice, grossly violating the philippines photo editor provisions of labor law; applies penalties to employees other than those provided for in labor law provisions on employees' organizational liability; violates working time regulations or regulations on employee rights related to parenthood and employment of minors; does not keep employee records; does not store employee documentation for the period referred to in Art. point b, art. § and art. point , or for a longer period if it results from separate regulations; leaves employee documentation in conditions that may pose a risk of damage or destruction; – is punishable by a fine from PLN , to PLN , . The above offenses consist in particular in the following actions and omissions.
Civil law contract and its conclusion - this offense involves concluding a contract other than an employment contract and may include the following cases, i.e.: when the employer and the employee were aware at the time of establishing the legal relationship that the work performed would be performed under the conditions specified in Art. § of the Labor Code and nevertheless conclude a civil law contract when the employer and the employee do not change it during the employment relationship contract , even though the work performed meets the conditions specified in Art.
Terminates or terminates the employee's employment relationship without notice, grossly violating the philippines photo editor provisions of labor law; applies penalties to employees other than those provided for in labor law provisions on employees' organizational liability; violates working time regulations or regulations on employee rights related to parenthood and employment of minors; does not keep employee records; does not store employee documentation for the period referred to in Art. point b, art. § and art. point , or for a longer period if it results from separate regulations; leaves employee documentation in conditions that may pose a risk of damage or destruction; – is punishable by a fine from PLN , to PLN , . The above offenses consist in particular in the following actions and omissions.
Civil law contract and its conclusion - this offense involves concluding a contract other than an employment contract and may include the following cases, i.e.: when the employer and the employee were aware at the time of establishing the legal relationship that the work performed would be performed under the conditions specified in Art. § of the Labor Code and nevertheless conclude a civil law contract when the employer and the employee do not change it during the employment relationship contract , even though the work performed meets the conditions specified in Art.