The obligation to introduce remuneration regulations has every employer who jointly

fulfils the following conditions:

• employs at least 20 employees,
• is not covered by a company or supra-company collective agreement, allowing on its basis to determine the individual terms of employment contracts.

The group of „at least 20 employees” does not include persons performing work on a basis other than an employment relationship, e.g. a specific task contract, a mandate contract or a temporary employment contract.

The remuneration regulations are determined by the employer in consultation with the company’s trade union organization.

In the case of two or more trade unions, they must submit a common position to the employer within 30 days of the draft rules of procedure being submitted to them. If the company trade union organizations do not present a common position within the above-mentioned period, the employer may determine the remuneration regulations himself after considering the separate positions of individual trade union organizations.

The remuneration regulations cover all employees, regardless of the basis of employment, which may be an employment contract, appointment, election, appointment or cooperative employment contract.

In determining the total number of employees, no account shall be taken of staff whose remuneration cannot be specified in the regulations.

The following may not be covered by the remuneration regulations:

• employees managing the workplace on behalf of the employer, i.e. employees managing the workplace and their alternates alone or employees forming part of the collegiate governing body of the workplace and chief accountants;
• persons managing the workplace on a basis other than an employment relationship;
• members of the civil service corps;
• employees of public offices employed on the basis of appointment and appointment;
• local government employees employed on the basis of election, appointment and appointment in: marshal offices, poviat starosty, commune offices, offices (their equivalents) of associations of local government units, offices (their equivalents) of administrative units and local government units;
• judges and prosecutors.

Obligations of the employer related to the establishment of remuneration regulations:

• notify employees of the entry into force of the regulations and of changes to the regulations,
• provide the company trade union organization with the necessary number of copies of the regulations,
• at the request of the employee, make available for inspection the text of the regulations and explain their content.

The work regulations enter into force two weeks after the date of their notification to employees, in the manner adopted by the employer.

The remuneration regulations should provide for the amount and rules for granting

Employees:

• rates of remuneration for work of a certain type or in a specific position,
• other (additional) components of remuneration, if they are provided for the performance of a specific job

In the content of the remuneration regulations, the employer includes provisions concerning:

• remuneration system (e.g. time system – monthly or hourly, piecework, time-commission, time-bonus system),
• remuneration rates,
• the rules for granting bonuses or commissions,
• other work-related benefits, e.g. bonuses, awards, jubilee awards, salary supplements (function, internship, etc.) and conditions for paying business travel receivables.

The remuneration regulations may not provide for the payment of remuneration in kind.

Source: https://www.pip.gov.pl/pl/f/v/144709/Regul%20Pracy%20Wynagradz.pdf

Projekt otrzymał dofinansowanie z Norwegii poprzez Fundusze Norweskie 2014-2021, w ramach programu „Dialog społeczny – godna praca”.