University Scientific Journals (Univ. of Gdansk)
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Kolejne umowy o pracę na czas określony zawierane między tym samym pracodawcą a tym samym pracownikiem – ograniczenia określone w prawie UE
No full textFixed-term employment relationships are considered as one of the flexible types of employment. However, successive employment relationships for a fixed term concluded between the same employer and the same employee should not be abused for the purpose of excluding the protection of an employee related to the termination of an employment relationship. This article discusses protection against the abuse of successive employment relationships concluded for fixed term. The first part analyzes minimum requirements for the protection of workers arising from EU law. Particular attention is paid to objective reasons justifying the renewal of successive employment relationships concluded for a fixed term between the same employer and the same worker, and the interpretation of this concept in the case law of the CJEU. The second part evaluates the legislation of the Czech Republic adopted with the purpose of implementing EU law on this issue.Umowy o pracę na czas określony są uważane za jeden z elastycznych typów zatrudnienia. Jednakże kolejne umowy o pracę na czas określony zawierane między tym samym pracodawcą a tym samym pracownikiem nie powinny być nadużywane w celu wyłączenia ochrony pracownika związanej z rozwiązaniem stosunku pracy. Niniejszy artykuł jest poświęcony ochronie przed nadużywaniem kolejnych umów o pracę na czas określony. W pierwszej części opracowania zostały przedstawione minimalne wymagania dotyczące ochrony pracowników wynikające z prawa UE. Szczególną uwagę poświęcono obiektywnym powodom uzasadniającym odnawianie kolejnych umów o pracę na czas określony zawieranych między tym samym pracodawcą a tym samym pracownikiem oraz interpretacji tego pojęcia w orzecznictwie TSUE. W drugiej części dokonano oceny ustawodawstwa Republiki Czeskiej, przyjętego w celu wdrożenia prawa unijnego dotyczącego tej kwestii
Umowy związane ze stosunkiem pracy jako przedmiot materialnych reguł kolizyjnych ustanowionych dla indywidualnej umowy o pracę
Get PDFThis article focuses on the conflict-of-laws issue of contractual relations existing between an employee and an employer. Its specific purpose is to assess the law applicable to contracts that are established by the parties to the employment relationship separately from the employment contract. Consideration is based on Regulation (EC) No. 593/2009 of the European Parliament and of the Council of 7 June 2008 on the law applicable to contractual obligations (“Rome I”). The crucial question is whether the above-mentioned contracts should be governed by the law designated – by the above regulation or by the will of the parties – for an individual employment contract. In providing an answer, the author draws attention to the lack of homogeneity and the breadth of the category of contracts in question, which represent a varying degree of connection with the employment contract and the content of the employment relationship.Niniejsze opracowanie porusza kolizyjnoprawną problematykę stosunków kontraktowych istniejących między pracownikiem i pracodawcą. Jego szczegółowym celem jest ocena statutu właściwego dla umów nawiązywanych przez strony stosunku pracy oddzielnie od umowy o pracę. Normatywnym punktem odniesienia rozważań jest regulacja rozporządzenia Parlamentu Europejskiego i Rady (WE) nr 593/2008 z dnia 17 czerwca 2008 r. w sprawie prawa właściwego dla zobowiązań umownych (Rzym I). Zasadnicze znaczenie ma pytanie, czy umowy takie powinny podlegać statutowi wyznaczonemu – na mocy powyższego rozporządzenia lub z woli stron – dla indywidualnej umowy o pracę. Udzielając odpowiedzi, autor zwraca uwagę na niejednorodność i rozległość omawianej kategorii umów, które mogą wykazywać różnorodny stopień powiązania z umową o pracę i treścią stosunku pracy
Who I am and who I want to be: The positive effect of self-concept clarity on purpose, life satisfaction, and personal meaning among Chinese and Indonesian emerging adults
Get PDFBackground:The importance of self-concept clarity to oneself has been shown in prior studies among Western communities. However, few studies have investigated self-concept clarity and its outcomes cross-culturally in the Asian context. Therefore, we assessed self-concept clarity in relation to purpose in life, life satisfaction, and personal meaning among Chinese and Indonesian samples.Participants and procedure:The survey participants were 248 Indonesian undergraduates and 311 Chinese, aged 18-25 years, recruited through convenience sampling. An online survey was distributed to universities in Hong Kong and in Indonesia in which all participants gave written informed consent. Reliability and confirmatory factor analyses of each scale were performed in each sample. A multi-group confirmatory factor analysis was performed to test the invariance of the analysis of the data.Results:The findings of the study demonstrate a consistent and significant positive impact of self-concept clarity on purpose in life, which subsequently predicts life satisfaction and personal meaning in both groups. Interestingly, only in the Chinese sample did self-concept clarity exhibit a direct positive correlation with personal meaning. Meanwhile, in the Indonesian sample, there was no significant effect of self-concept clarity on meaningfulness. In other words, the Indonesian sample emphasizes the need to shape goals after achieving self-concept clarity to make a meaningful life.Conclusions:This study highlights the importance of fostering self-concept clarity among students in both countries to shape their goals and aims for better well-being.Background:The importance of self-concept clarity to oneself has been shown in prior studies among Western communities. However, few studies have investigated self-concept clarity and its outcomes cross-culturally in the Asian context. Therefore, we assessed self-concept clarity in relation to purpose in life, life satisfaction, and personal meaning among Chinese and Indonesian samples.Participants and procedure:The survey participants were 248 Indonesian undergraduates and 311 Chinese, aged 18-25 years, recruited through convenience sampling. An online survey was distributed to universities in Hong Kong and in Indonesia in which all participants gave written informed consent. Reliability and confirmatory factor analyses of each scale were performed in each sample. A multi-group confirmatory factor analysis was performed to test the invariance of the analysis of the data.Results:The findings of the study demonstrate a consistent and significant positive impact of self-concept clarity on purpose in life, which subsequently predicts life satisfaction and personal meaning in both groups. Interestingly, only in the Chinese sample did self-concept clarity exhibit a direct positive correlation with personal meaning. Meanwhile, in the Indonesian sample, there was no significant effect of self-concept clarity on meaningfulness. In other words, the Indonesian sample emphasizes the need to shape goals after achieving self-concept clarity to make a meaningful life.Conclusions:This study highlights the importance of fostering self-concept clarity among students in both countries to shape their goals and aims for better well-being.
 
I “love” my country? The relationship between national narcissism and national knowledge overclaiming
Get PDFBackground Does demonstrating attachment to one’s nation necessarily imply that the individual is interested in the history of that nation and has a considerable knowledge about its origins? In the present paper, we examine how two forms of national identity (i.e., national narcissism vs. secure national identification) relate to individuals’ self-declared interest in their nation’s history. Additionally, we investigate whether this relationship can account for their tendency to overstate their knowledge. Participants and procedure In two studies (Ntotal = 2137) conducted on a representative samples of adult Poles, we assessed two types of national identity: self-declared interest in the nation’s history and objectively measured knowledge about the nation and its history through an overclaiming task. Results We found that those who narcissistically identified with their nation overclaimed their historical knowledge. Specifically, they claimed familiarity with non-existing historical events and were unable to claim familiarity with existing ones. We also found that the relationship between national narcissism and declared interest in one’s nation’s history was effectively reduced to zero after partialing out the shared variance to overclaiming historical knowledge. Conclusions Our findings suggest that national narcissism might be a superficial self-presentation style, which is primarily focused on oneself, not on the nation. Those who narcissistically identify themselves with their nation only proclaim their interest, but have lower objective knowledge.Background Does demonstrating attachment to one’s nation necessarily imply that the individual is interested in the history of that nation and has a considerable knowledge about its origins? In the present paper, we examine how two forms of national identity (i.e., national narcissism vs. secure national identification) relate to individuals’ self-declared interest in their nation’s history. Additionally, we investigate whether this relationship can account for their tendency to overstate their knowledge. Participants and procedure In two studies (Ntotal = 2137) conducted on a representative samples of adult Poles, we assessed two types of national identity: self-declared interest in the nation’s history and objectively measured knowledge about the nation and its history through an overclaiming task. Results We found that those who narcissistically identified with their nation overclaimed their historical knowledge. Specifically, they claimed familiarity with non-existing historical events and were unable to claim familiarity with existing ones. We also found that the relationship between national narcissism and declared interest in one’s nation’s history was effectively reduced to zero after partialing out the shared variance to overclaiming historical knowledge. Conclusions Our findings suggest that national narcissism might be a superficial self-presentation style, which is primarily focused on oneself, not on the nation. Those who narcissistically identify themselves with their nation only proclaim their interest, but have lower objective knowledge
Trener pracy w procesie wsparcia osób z niepełnosprawnością intelektualną: możliwości i wyzwania na podstawie projektów zatrudnienia wspomaganego
Get PDFThe aim of the article is to present the profession of a job coach working for people with intellectual disabilities in Poland. This publication presents theoretical aspects related to the employment of people with intellectual disabilities on the open labor market. It presents the operation of the project "Career Counseling Center for People with Intellectual Disabilities - Centrum Dzwoni” implemented by the Polish Association for People with Intellectual Disabilities. Based on literature, as well as own professional experience, the characteristics of job coach support are presented, and the possibilities and challenges illustrating the specificity of the functioning of this profession are described.W artykule jest przedstawiono zawód trenera pracy działającego na rzecz osób z niepełnosprawnością intelektualną w Polsce. Ukazuje on teoretyczne aspekty związane z zatrudnieniem osób z niepełnosprawnością intelektualną na otwartym runku pracy. Przybliżono działanie projektu „Centrum Doradztwa Zawodowego Osób z Niepełnosprawnością Intelektualną - Centrum Dzwoni” realizowanego przez Polskie Stowarzyszenie na rzecz Osób z Niepełnosprawnością Intelektualną. Na podstawie literatury, a także własnych doświadczeń zawodowych, zaprezentowano charakterystykę wsparcia trenera pracy, a także opisano możliwości i wyzwania ilustrujące specyfikę funkcjonowania tego zawodu
Landscape elements in design. Introductory course for students of Spatial Management at the University of Gdańsk
Get PDFThe landscape has many meanings: intangible - associating it, for example, with art, culture or politics, and material as ‘a part of the land, as perceived by local people or visitors, which evolves through time as a result of being acted upon by natural forces and human beings’ (European Landscape Convention, 2000 - Dz.U. 2006 No. 14, item 98). The landscape, as well as cityscape, is a common good that is recognised in legal documents not only at the local, regional and national levels, but also at the European level. Interdisciplinary teams consisting of planners, architects, landscape architects, sociologists, geographers and representatives of other professions are involved in shaping the landscape. These issues are of interest to graduates of Spatial Management. There are many different institutions that employ them, which are directly involved in the assessment and shaping of the landscape, as well as spatial design.
The article describes the teaching methods used for first-year students of Spatial Management at the University of Gdańsk. It presents the classes carried out as part of the Architectural and Urban Basics of Spatial Management (AUBSM) module. The methods adopted at the university have been selected to sensitise students to the values of the surrounding landscape. They aim to guide the student from observing the surrounding landscape, through analysis and valorisation, to acquiring the skills to creatively shape it. The article is supplemented with examples of student work carried out during classes and as individual homework assignments
Prawo do płatnego urlopu wypoczynkowego w czeskim porządku prawnym oraz w orzecznictwie Trybunału Sprawiedliwości Unii Europejskiej
No full textWorkers are dismissed from their jobs in countries across the European Union (and not only) every day. Understandably, some workers defend themselves against such dismissals in ways that national law allows them to, and they are often successful. However, the path from dismissal to that dismissal being declared unfair (void) can be thorny and long. Case law in the Czech Republic, as is also the situation in other countries, has already adjudicated on employment claims arising in cases of unfair dismissal. Thus, over time, the case law of the Czech national courts has taken the view that, in the special “period of uncertainty,” that is, the period from the contested legal action by which the employee is dismissed until the final decision of the court, relations of employment cannot be governed by a contract of employment, a collective agreement, internal regulations, or the relevant labor law, as those relations had continued unchanged. Therefore, during that period the employee is not entitled to compensation for wages or salary for leave not taken under the Czech Labor Code.
However, this interpretation is not consistent with the interpretation of Article 7 of Directive 2003/88/EC of the European Parliament and of the Council of 4 November 2003 concerning certain aspects of the organization of working time and the (recent) case-law of the Court of Justice of the European Union. According to the Court of Justice of the European Union (CJEU), a worker who has been unlawfully dismissed from his/her employment and subsequently reinstated in accordance with national law, following a judicial decision annulling his/her dismissal is entitled to financial compensation for untaken paid annual leave for the period from the date of his/her unlawful dismissal until the date of reinstatement.
This article focuses on the recent case law of the CJEU concerning the right to annual paid leave, not only in the context of the unlawful dismissal of an employee, and on the implications of this case law for Czech national practice. Thus, the central theme of the paper is a reasoned finding of the law on entitlement to financial compensation for untaken leave in light of national and supranational legislation.W państwach członkowskich Unii Europejskiej (a także poza ich granicami) każdego dnia dochodzi do rozwiązywania stosunków pracy z pracownikami. Część pracowników kwestionuje zasadność takich czynności prawnych, korzystając z przewidzianych prawem krajowym środków zaskarżenia, nierzadko skutecznie. Procedura prowadząca od rozwiązania stosunku pracy do prawomocnego stwierdzenia jego bezskuteczności (nieważności) bywa jednak długa i złożona. Orzecznictwo sądów czeskich – podobnie jak judykatura sądów innych państw – od lat rozstrzyga roszczenia wynikające z niezgodnego z prawem rozwiązania stosunku pracy. Utrwalił się pogląd, że w szczególnym „okresie niepewności”, obejmującym czas od zakwestionowanej czynności rozwiązującej stosunek pracy do dnia prawomocnego rozstrzygnięcia sądu, stosunek pracy nie jest regulowany umową o pracę, układem zbiorowym pracy, regulaminem wewnętrznym ani właściwymi przepisami prawa pracy tak, jak gdyby nadal trwał. W konsekwencji w tym okresie pracownik nie jest uprawniony – na gruncie czeskiego kodeksu pracy – do ekwiwalentu pieniężnego za niewykorzystany urlop wypoczynkowy.
Powyższa wykładnia pozostaje jednak w sprzeczności z interpretacją art. 7 dyrektywy 2003/88/WE Parlamentu Europejskiego i Rady z dnia 4 listopada 2003 r. w sprawie niektórych aspektów organizacji czasu pracy oraz z najnowszym orzecznictwem Trybunału Sprawiedliwości Unii Europejskiej (TSUE). Zgodnie z judykaturą TSUE pracownik, którego stosunek pracy został bezprawnie rozwiązany i który następnie, na podstawie orzeczenia sądu stwierdzającego nieważność rozwiązania, został przywrócony do pracy, nabywa prawo do ekwiwalentu pieniężnego za niewykorzystany płatny urlop wypoczynkowy za okres od dnia bezprawnego rozwiązania stosunku pracy do dnia przywrócenia do pracy.
Niniejszy artykuł analizuje aktualne orzecznictwo TSUE dotyczące prawa do corocznego płatnego urlopu, nie tylko w kontekście bezprawnego rozwiązania stosunku pracy, oraz konsekwencje tej judykatury dla praktyki krajowej w Republice Czeskiej. Centralnym zagadnieniem jest dogmatyczne ustalenie zakresu prawa do ekwiwalentu pieniężnego za niewykorzystany urlop wypoczynkowy w świetle norm krajowych i ponadnarodowych
Dodatek do wynagrodzenia za pracę ponad ustalony w umowie limit dla pracowników zatrudnionych w niepełnym wymiarze czasu pracy – implikacje wyroku TSUE C-660/20 dla Polski
Get PDFThe author discusses the CJEU’s 19 October 2023 ruling on identical trigger thresholds for fulltime and part-time pilots. Based on the ruling, she examines the reasoning used by the CJEU in issuing rulings on the difference in treatment of part-time employees, and she points out the inconsistent interpretation in the CJEU’s case law in respect of the method of comparing the situation of employees to determine the effect of unequal treatment. The article then assesses the current legal framework in Poland in light of the CJEU rulings, identifying areas of compliance and divergence. In addition, it analyzes regulations regarding overtime work in Polish jurisprudence and doctrine in relation to the CJEU’s case law. It makes recommendations for legislative changes and judicial practice in Poland, aiming to harmonize national laws with EU legal standards and to promote consistency in the interpretation and application of the law.Autorka omawia wyrok TSUE z dnia 19 października 2023 r. dotyczący identycznych progów podwyższenia wynagrodzenia dla pilotów pracujących w pełnym wymiarze czasu pracy oraz dla pilotów pracujących w niepełnym wymiarze czasu pracy. Bazując na omawianym orzeczeniu, analizuje argumentację zastosowaną przez Trybunał przy wydawaniu wyroków odnoszących się do odmiennego traktowania pracowników zatrudnionych w niepełnym wymiarze czasu pracy oraz wskazuje na niejednolitą wykładnię w orzecznictwie TSUE w zakresie porównywania sytuacji pracowników w celu stwierdzenia skutku nierównego traktowania. Następnie dokonuje oceny regulacji dotyczącej pracy w godzinach nadliczbowych w Polsce w świetle orzeczeń TSUE, identyfikując obszary zgodności i rozbieżności. Ponadto autorka analizuje stanowisko polskiego sądownictwa i doktryny wobec orzecznictwa Trybunału, formułując zalecenia dotyczące zmian legislacyjnych i praktyki sądowej w Polsce, mające na celu harmonizację przepisów krajowych ze standardami prawnymi UE oraz promowanie spójności w interpretacji i stosowaniu prawa
Career Paths, Satisfaction with Academic Preparation and Motivation of BA Norwegian Graduates: An Alumni Perspective
Get PDFHigher education institutions are often evaluated based on graduate outcomes and employability. As the only accredited undergraduate programme in Norwegian in Romania, the undergraduate programme in Norwegian Language and Literature at Babeș-Bolyai University (BBU) plays a unique role in shaping student competencies for an evolving labour market. This studyexplores, by using a survey as a research method, the professional development of alumni who graduated in 2019, by focusing on their career paths, level of motivation, and satisfaction with academic preparation. Based on responses from 123 alumni and additional insights from employers, the findings provide insight into the profile of an alumni student. The research highlights the importance of language competencies in Norwegian, undergraduate programme relevance, and employer perspectives in shaping alumni outcomes. Findings indicate high levels of employment (87%), significant interest in further academic pursuits, and a generally strong alignment between the programme and career satisfaction