3 – Regular violations of rights
The ITUC Global Rights Index

Poland

In practice

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Planned smear campaign against protesting teachers25-01-2022

In January 2022, Polish unions were informed by the media of planned hectoring attacks by representatives of the authorities against teachers who had joined a multi-day strike strike The most common form of industrial action, a strike is a concerted stoppage of work by employees for a limited period of time. Can assume a wide variety of forms.

See general strike, intermittent strike, rotating strike, sit-down strike, sympathy strike, wildcat strike
in 2019 as part of a legitimate ongoing collective dispute collective dispute See industrial dispute , following the procedures laid down by law and complying with all organisational requirements. The unions immediately denounced the attacks and called upon the Public Prosecutor’s Office to investigate the veracity of the information presented in the media. If a campaign were to be organised with the aim of humiliating and defaming a particular professional group, this would constitute not only a criminal act, but also an attack on civil liberties and rights, which are the pillars of civil society and of a functioning democratic state.

Trade union rights violations in the retail sector04-11-2021

Commerce unions and workers in Poland took to the streets on 4 November 2021 to demand better trade union representation, decent pay, work-free Sundays and measures to address chronic understaffing and high workloads.
Affiliates of Poland’s national trade union centre trade union centre A central organisation at the national, regional or district level consisting of affiliated trade unions. Often denotes a national federation or confederation. , NSZZ Solidarnosc, reported serious violations of trade union rights in many companies, including dismissal of trade union leaders and members, discrimination against trade union representatives and members, marginalisation of the role of trade unions, disregard for trade union rights, limited and obstructed access to workers and a lack of genuine dialogue and consultation.
Retail workers in Poland make up 14 per cent of the workforce, yet only three per cent are covered by a collective agreement. Low levels of collective representation and bargaining in the commerce sector have led to poor wages and conditions, including inadequate occupational health and safety measures.
The first stop on the protest march was the office of the employers’ association, the Polish Organisation of Commerce and Distribution (POHID).
“POHID does not want to negotiate or have any dialogue with us because multinational companies affiliated with POHID do not want unions around the table,” said Alfred Bujara, the president of NSZZ Solidarność.
Much of the retail sector in the country is dominated by multinationals, but according to UNI Global Union, which commissioned an investigation into the violation of trade union rights by retailers in Poland, there is not a single collective agreement with the multinationals. The major retailers operating in Poland include Amazon, Auchan, Carrefour, Castorama, H&M, Jysk, Lidl and Metro.

Union leaders sacked at Castorama20-01-2020

Since September 2018, Castorama, a British multinational home improvement company which employs 12,000 workers in 80 stores in Poland, has intensified its union-busting activities and recently dismissed all ten union leaders in its Polish branch, including Wojciech Kasprzyk, the chairperson of Castorama Poland “Solidarity” Trade Union.

The employer tried to justify dismissals on the grounds of “carrying out activities to the detriment of the company” and “damaging employer’s image”. However, the union leaders were simply using internet platforms and social media to help workers and get them organised. They also wanted to express their opinions about the employer’s hostile attitude towards unions and avoidance of social dialogue social dialogue Discussion and co-operation between the social partners on matters of common interest, such as economic and social policy. Involves participation by the state where tripartism is practice. .

The union and workers are fighting back. International solidarity might empower Castorama workers in Poland in their fight and push the employer to revise its decision.

Disciplinary measures and unfair treatment against trade unionists31-12-2019

At Poczta Polska S.A., eight members of NSZZ “Solidarność” were discriminated against by the employer, who unilaterally decided to change their working conditions. According to the trade unionists, this incident was related to the collective dispute collective dispute See industrial dispute : while other unions have signed an agreement suspending the dispute with the management, the only union still conducting a collective dispute collective dispute See industrial dispute was NSZZ “Solidarność”. Moreover, at the Institute of Biopolymers and Chemical Fibers, the employer treats its employees unequally based on their union membership. The management applies lower pay and excludes them from bonuses and awards.

Numerous cases of anti-union dismissal in Polish enterprises31-12-2019

Genpact Poland Ltd, based in Krakow, terminated the employment relationship of three trade union activists on disciplinary grounds, following a collective dispute collective dispute See industrial dispute they initiated and despite the fact that they are subject to special protection of the employment relationship. Special protection means that the management board of NSZZ “Solidarność” and the Works Council works council 1. A body elected to represent the interests of workers within a workplace through communication and consultation with the employer e.g. concerning working conditions and health and safety issues. 2. A joint council composed of representatives of both workers and the employer for workplace-level discussions on matters of common interest. must agree to the termination. Neither gave their consent, but the employer still terminated the contracts, in gross violation of the law. Dismissed activists appealed to the labour court requesting reinstatement. At present, court proceedings are pending.

Similarly, Ms Beata Dahn, chairwoman of the Branch Committee and deputy chairwoman of NSZZ “Solidarność” at Jeronimo Martins Polska Ltd, was terminated on disciplinary grounds without the required approval of the management board of the company trade union organisation. Ms Dahn appealed to the labour court for reinstatement.

On 16 February 2019, three employees at Chroma Ltd in Żary formed a union in their enterprise, affiliated to NSZZ “Solidarność”. On 18 February 2019, the organisation was registered and notice was sent to the employer. On 20 February 2019, upon receiving this information, two employees were given notices for the termination of employment contracts without the consent of the board of the trade union organisation. The employer used as a pretext organisational changes in the company. The third employee, the chairman of the union, was dismissed on disciplinary grounds. He was accused of using his sick leave for wrong purposes. On 23 February 2019, another union meeting was held at Chroma Ltd, and on 25 February 2019, three more employees, regular members of NSZZ “Solidarność”, were laid off. A number of actions have been taken to restore the dismissed employees to work. The National Labour Inspectorate was notified, and a notification of a suspected crime to the prosecutor’s office was submitted. Dismissed employees have filed lawsuits to obtain their reinstatement.

In October 2019, the chairman of a union in a dairy enterprise was terminated on disciplinary grounds without the special protection procedure provided by law being respected. The employee appealed to the labour court. At the first hearing in December 2019, a settlement was concluded, which consisted in changing the manner of employment termination from disciplinary grounds to agreement between the parties and subject to payment of compensation.

Employers prevent unions from organising strike referendum and social election04-12-2019

The management of Jeronimo Martins Polska S.A. obstructed a strike strike The most common form of industrial action, a strike is a concerted stoppage of work by employees for a limited period of time. Can assume a wide variety of forms.

See general strike, intermittent strike, rotating strike, sit-down strike, sympathy strike, wildcat strike
referendum which was requested by the company union company union Can be used to describe either an enterprise union or a yellow union. , affiliated to NSZZ “Solidarność”. For a strike strike The most common form of industrial action, a strike is a concerted stoppage of work by employees for a limited period of time. Can assume a wide variety of forms.

See general strike, intermittent strike, rotating strike, sit-down strike, sympathy strike, wildcat strike
to be lawful, the trade union must obtain the agreement of the majority of voting employees. The employer banned holding a referendum at the workplace. Furthermore, Jeronimo Martins directed its store managers to withhold the list of employees per unit and the date of the referendum in a given unit; to refuse to handle the organisation of the ballot; to deny time-off for employees to take part in the referendum; and to persuade and prohibit employees from participating in a referendum after business hours and outside the workplace.

The president of the Office for Personal Data Protection ordered on 8 August 2019 that Jeronimo Martins provide personal data necessary to conduct the referendum. The employer appealed the decision to the administrative court and on 4 December 2019 obtained a decision to suspend the execution of the Office’s order.

In May 2019 in another company, Fresenius Nepfrocare, the company union company union Can be used to describe either an enterprise union or a yellow union. , affiliated to NSZZ “Solidarność”, asked the employer for a list of persons entitled to vote in the social labour inspection labour inspection An authority responsible for ensuring compliance with labour laws and legal provisions relating to protection of workers through the inspection of workplaces. elections. At the date of writing, the employer still has not provided the list of employees, which makes it impossible to carry out elections.

Five workers sacked for forming a union30-11-2019

In November 2019, the NSZZ “Solidarność” company organisation was established in KAN Ltd in Kleosin near Białystok. In November 2019, the registration authority of the Podlaski Region of NSZZ “Solidarność” informed the employer about the registration and commencement of operations. After receiving this information, the employer terminated employment contracts with five employees, members of NSZZ “Solidarność”. They were immediately released from the obligation to perform work and were forced to leave the workplace as well as banned from coming

to the workplace, despite the fact that the employment relationship is maintained until the end of the notice period. These people were employed on the basis of fixed-term employment contracts, which means that the employer was not obliged – in accordance with the Polish Labour Code – to indicate the reason for terminating the contract. According to information obtained from union members, supervisors reviewed monitoring and checked to whom membership declarations were handed out, and then the employer dismissed the union members or persons who took the declarations. At the same time, it turned out that the employer posted job adverts for the positions of warehouse workers, i.e., exactly the same which were previously filled by the dismissed trade unionists.

Freedom of association still curtailed in one out of four enterprises30-09-2019

In September 2019, the Public Opinion Research Centre conducted research on violations of workers’ rights. The scope of the study included the issue of freedom of association freedom of association The right to form and join the trade union of one’s choosing as well as the right of unions to operate freely and carry out their activities without undue interference.

See Guide to the ITUC international trade union rights framework
in workplaces. It revealed that since 2012, the percentage of employees declaring that in their enterprises/ workplaces employees are free to establish trade unions or to associate in existing unions is stable. It currently stands at 53 per cent. However, the study also highlighted that according to one out of four employees, it is impossible to form or join unions in their workplaces or enterprises.

Port of Gdynia refuses to negotiate30-04-2019

At the Port of Gdynia, a collective dispute collective dispute See industrial dispute has been going on since April 2019. The employer refuses to engage in talks regarding the lack of training of newly admitted people (there are about 30 technological processes in the port of Gdynia – each of them should be covered during eight-hour training) and particularly dangerous work.

Polish law now covers all workers regardless of their employment status01-01-2019

On 1 January 2019, a major amendment to the Trade Unions Act entered into force. On 5 July 2018, the Lower House of the Parliament adopted an act amending the Trade Unions Act to provide for wider coverage of the right to freedom of association freedom of association The right to form and join the trade union of one’s choosing as well as the right of unions to operate freely and carry out their activities without undue interference.

See Guide to the ITUC international trade union rights framework
. As of 1 January 2019, the right to form and join trade unions is vested in any person engaged in gainful employment who is an employee or a person providing work for remuneration on a basis other than an employment contract if he or she does not employ other people to perform this type of work, regardless of the basis of employment, and if he or she has such rights and interests related to the performance of work that can be represented and defended by a trade union (Article 11 para. 1(1) of the Trade Unions Act). Until then, a trade union member could be only a person who had the status of an employee in the sense of Article 2 of the Labour Code.

The definition of an employer has also changed. It is now understood as an employer within the meaning of Article 3 of the Labour Code, or the organisational unit, even if it does not have legal personality, as well as a natural person, if they employ a person engaged in gainful employment, regardless of the basis of their employment (Article 11 para. 1(2) of the Trade Unions Act).

Gdynia Container Terminal S.A. promotes staff members for testifying against a trade union leader28-12-2018

The chairman of the trade union organisation at Gdynia Container Terminal S.A. was accused of bribery. The company promoted staff members who testified in court against him and distributed leaflets in the company which implied that trade union activities are taking the company out of business.

Government fails to consult trade unions28-12-2018

The national unions often do not receive draft legal acts or receive the projects that are already considered by the parliament, or the deadline for opinion is so short that it is not possible to prepare a reasoned opinion. Government often unilaterally imposes a rule that “failure to send comments will be treated as acceptance of the project”. According to Solidarność over 79 per cent consultation requests in 2018 were marred by at least one of the above-mentioned violations. As many as 21 draft legal acts were sent to Solidarność from the Parliament’s Office without prior information, which means that trade unions were omitted in the process of social consultation. Among them were important acts such as the following: “Draft Act amending the Act on Tax ordinance and some other acts”, “Draft Act amending the Act on Social Pension” or “Draft Law amending the Act on Healthcare Services Financed from Public Funds and some other acts”. The new Act of 15 December 2017 amending the Act on the Social Insurance System was referred to the Constitutional Tribunal by the president, for, among other reasons, lack of proper consultation with the social partners social partners Unions and employers or their representative organisations. . The Tribunal, however, did not find any violation of the Constitution.

AstraZeneca Pharma Poland Ltd interferes with trade union elections28-12-2018

The management of AstraZeneca Pharma Poland Ltd undertook several initiatives to undermine trade union elections. The union was not given the contact emails of the staff. The company refused the unions’ request to use one of the rooms for the election. The company sent emails to all staff in which the validity of the elections was undermined and sent threatening messages to the union delegation. After the elections, the management refused to recognise the staff members elected as social labour inspectors and immediately dismissed one of them on “disciplinarily grounds”.

Discrimination of trade union activists28-12-2018

The employers often discriminate against trade union activists. In September, the Child and Family Support Centre in Będzin awarded all employees with an unconditional raise of 200 PLN (around 50 EUR), except for the trade union leader, for whom the raise was conditional on accepting additional responsibilities in another branch in a different town. The promotion of trade unionists is often hindered for no objective reason – this was the case in the Child and Family Support Centre in Będzin and in AstraZeneca Pharma Poland Ltd. with headquarters in Warsaw – or their contracts are not renewed - for example in Preciso Ltd – or the conditions of employment are unilaterally changed for worse - as it was the case in Public Primary School No. 2 in Żagań, Social Welfare Centre in Świętochłowice, Municipal Guard in Bialystok. The employers also violate special protection against dismissal of trade union leaders and they dismiss them without the required consent of the union board – for example, in Secondary and Vocational School Complex in Ciężkowice.

TESCO instigates an employee to sue a trade union leader for defamation28-12-2018

Agata Strzałkowska, the chairwoman of the branch committee of the company union company union Can be used to describe either an enterprise union or a yellow union. , informed the management of a TESCO shop about reprehensive behaviour towards employees of one of the cashier coordinators. The management pushed the coordinator to sue the trade union for defamation. Although the case ended with an acquittal, the management continued harassment of Strzalkowska. A week after the court decision, she was given a notice moving her to physical work post, despite the state of her health. The company was able to successfully pack this treatment under the pretext of collective redundancies.

Azoty Pulawy Group punishes trade unionists for attending a trade union meeting 28-12-2018

A member of the union was dismissed, while another received a reprimand for attending a meeting of the strike strike The most common form of industrial action, a strike is a concerted stoppage of work by employees for a limited period of time. Can assume a wide variety of forms.

See general strike, intermittent strike, rotating strike, sit-down strike, sympathy strike, wildcat strike
committee and of the board of the organisation. A dismissed trade unionist was offered a proposal of temporary return to work but to a subsidiary company. He did not accept the offer. The reinstatement case is ongoing in the court.

Employers’ favouritism towards trade unions28-12-2018

Employers often give favourable treatment to a trade union of their choice. This is the case in the public services sector, including education facilities, where preferential treatment is given to the professional trade union Polish Teachers Association (ZNP). This was the case in Primary School No. 3 in Będzin and Municipal Kindergarten No. 6 in Będzin. Accordingly, in the police sector and in the healthcare sector the minister of interior and the minister of health respectively bargain with the professional trade unions and do not fully include organisations representative at the national level that organise workers from the given sector.

Centrum Dializa Ltd dismisses union leaders for criticising the company28-12-2018

Slawa Kolonko, the chairwoman of a trade union management board, and Maria Adamowicz, the secretary of the management board of the company trade union, were dismissed on disciplinarily grounds for criticising the company. Kolonko was dismissed for criticising the hospital to the media by revealing that there were shifts with insufficient number of nurses attending to patients. Adamowicz was dismissed for giving a “like” on Facebook under posts criticising the employer.

Employers ban means of distribution of union information or prohibit the display of union flags 28-12-2018

Employers often prohibit distribution of union leaflets or the display of information on union boards. This was the case in Auchan Polska Ltd, Jerónimo Martins Polska S.A. – Biedronka, Fresenius Nephrocare Polska Ltd, Castoramacovered by the activity of the MOZ NSZZ Solidarność POiW in Trzebiatów. The management of the Center of Oncology of the Lubelskie Province sued unions for displaying their banners on the Center’s fence. The main chief of the firefighters forbade using national flags during the firefighters’ protest action.

Employers illegally charge unions for the use of premises28-12-2018

Municipal Transportation Company (MZK) in Zagan demanded an exorbitant fee for the use of the trade union premises. Hydroelectric Power Plant Complex Porąbka-Żar in Międzybrodzie Bialskie discriminates against one trade union by asking a fee for the premises, while other organisations are given the premises for free.

Illegal electronic surveillance of trade union leaders28-12-2018

A law firm representing Astra Zeneca Ltd hired a detective agency that illegally installed a GPS tracker in a car of the chairwoman of the company trade union organisation. As a result, she was monitored 24 hours a day until the tracker was found by her husband. The police investigation is ongoing. Similarly, the management of the Municipal Guard in Bialystok systematically used data from CCTV, employee magnetic card readers and GSP locator recordings for the purpose of initiating disciplinary and dismissal proceedings against trade union leaders and members.

Auchan Polska Ltd and Castorama threaten the staff to discourage them from joining the unions28-12-2018

Employers often use threats to discourage the staff from joining the unions. This was the case in Auchan Polska Ltd, where staff members were threatened with discontinuation of their contracts if they got in touch with the unions. At Castorama the management representatives in the work council notoriously discredited the company-level trade union and further sent signals that the management did not approve of union membership. Union members were so threatened that they decided to pay their union fees individually, lest they be targeted by the management.

Access to Gdynia Container Terminal S.A. denied to union representatives14-12-2017

Members of the Workers’ Inter-Enterprise Commission at Gdynia Container Terminal S.A. (GCT) have been banned from entering the company’s premises since May 2017 despite having permanent passes issued by GCT. The current chairman of the Workers’ Inter-Enterprise Commission must submit a request for access to the site at least 24 hours in advance. Meetings with union members are not allowed during working hours. According to Solidarność, this type of interference is a very common problem, as is the refusal to release union members from their work to allow them to carry out trade union activities.

Dismissal threats at the Warsaw Chamber Opera14-12-2017

Solidarność reported that in an e-mail addressed to all employees, the director of the Warsaw Chamber Opera threatened with disciplinary dismissal any worker who would organise or participate in industrial action industrial action Any form of action taken by a group of workers, a union or an employer during an industrial dispute to gain concessions from the other party, e.g. a strike, go-slow or an overtime ban, or a lockout on the part of the employer. . Solidarność staged a protest to denounce these threats.

State failure to organise genuine consultations with unions14-12-2017

Solidarność has denounced the repeated violations to tripartite consultations at the national level in the framework of the legislative process. These include the application of the wrong legal basis for the consultation modalities, the deliberate setting of short deadlines for consultation, the absence of documentation attached to the request for consultation and the inclusion of an unlawful clause by which failure to reply implies approval of the draft.
Solidarność observed that in 2017, the government set shorter deadlines for comments on draft legal acts by trade unions in 47 per cent of the cases, while providing no explanation regarding the urgency of the matter. In the vast majority of the cases (94 per cent), unions were given only 21 days or less to comment.

Solidarność representatives targeted by employers14-12-2017

Solidarność reported an important number of cases of termination of union leaders or members during the year 2017.
On 3 April 2017 the Power Stations Pątnów - Adamów - Konin S.A. in Konin laid off the Solidarność Inter-enterprise chairman without notice, despite the fact that his contract was subject to special protection. On 3 January 2018 the District Court in Konin ruled in favour of his reinstatement. In its ruling, the court pointed out that the grounds put forward for his termination (i.e., disciplinary ground) were only a pretext and that the actual cause of dismissal was his trade union activities.
At the beginning of 2017, 20 union activists were arbitrarily dismissed from the Municipal Office. In all cases they were either reinstated by the court in 2017 or concluded favourable settlements with the employer.
Other cases reported included the termination of:
-  the deputy chairman of the school union at the State Higher Vocational School in Konin, despite the special protection applicable to his contract;
-  the chairman of Solidarność first-level organisation at the Nord Glass Sp. z o. o. (Ltd.);
-  a union secretary at the Municipal Sport Center in Ząbki, employed as a lifeguard and whose contract was terminated for the alleged lack of boat license, which was completely unnecessary to exercise his functions;
-  a social labour inspector for disciplinary grounds, without the consent of the trade union organisation as required by law; and
-  the chairman of Solidarność first-level organisation at the Municipal Office of the city of Radomsko, without the consent of the trade union organisation as required by law.
Other reported cases of discrimination against union members include transfers and demotions, as was the case for the chairman of the “Solidarność” first-level union at JYSK, a household goods retailer. This union leader, employed as a senior stock-controller at the distribution center in Radomsko, has not received a salary increase since September 2011, despite the satisfactory appraisals he has received from the employer.

Attacks on the first-level union at the Baltic Opera14-12-2017

In 2017 the union of the Baltic Opera was prevented from using their offices for which they have concluded a lease agreement. The director of the opera refused to hand the keys to the union representatives and even proceeded to removing the documentation from the offices. While these acts are in clear violation of the principle of inviolability of trade union premises, the police refused to take action.
Moreover, the director repeatedly refused to allow the union representative to attend the meetings organised with employees.

More refusals to negotiate with union08-06-2016

The President of Automatyka Miedź Ltd. in Głogów refuses to negotiate anything with the NSZZ “Solidarność” company level union representing his workers.
Similarly requests for consultations with the Polish Information and Foreign Investment Agency by NSZZ “Solidarność” remained unanswered.

Discrimination against NSZZ “Solidarność” members08-06-2016

Members of NSZZ “Solidarność” at the Głogów Municipal Cultural Centre have faced discrimination ever since their union was founded in December 2014, including the Chair of the grassroots union, Bożena Rudzińska. The Director openly criticises the union at employee meetings, union members have had their bonuses reduced and the Chair of the union has faced disciplinary measures. The union Chair’s case was before the Labour Court at the time of writing.

Union representative refused access to workplace elections29-02-2016

The Representative of the Regional Election Commission of NSZZ “Solidarność” was not allowed access to the election of the trade union president at the Deepwater Container Terminal (DCT) in Gdansk. The elections were held from 17 to 21 February 2016, and the regional representative was due to attend on Sunday 21 February. The management had been duly informed. The ballot box with the ballots had to be transported to the office of the Gdansk Regional Board of NSZZ “Solidarność” and votes had to be counted there.

New regulation excludes several unions from health funding consultations31-01-2016

New regulations adopted by the Polish government, namely the Regulation on the Conditions of Contracts for the Provision of Health Care of 8 September 2015, and the Regulation of the Minister of Health amending the Regulation on the General Terms for the Provision of Health Care of 14 October 2015, directly exclude many unions. They grant the right to enter into an agreement concerning the monthly allocation of funds for health care services provided by nurses and midwives to representatives of trade unions associating only nurses and midwives, directly excluding all other trade unions operating in the health service. NSZZ “Solidarność” complained about the unequal treatment of trade unions in this document during the drafting phase, indicating a possible contradiction with the Constitution of the Republic of Poland. These comments were not taken into account however.
On 2 November 2015 the National Commission of NSZZ “Solidarność” applied to the Constitutional Court with a request to examine the compatibility of the relevant provisions of those regulations with the Polish Constitution, ILO International Labour Organization A tripartite United Nations (UN) agency established in 1919 to promote working and living conditions. The main international body charged with developing and overseeing international labour standards.

See tripartism, ITUC Guide to international trade union rights
Convention No. 87 and the Trade Union Act. The case is pending.
On 18 January 2016 NSZZ “Solidarność” contacted the Minister of Health and requested a revision of the regulations, explaining that in addition to the constitutional arguments the provisions amount to the unwarranted privileging of one union i.e. the Trade Union of Nurses and Midwives, which creates a dangerous precedent for the future of social dialogue social dialogue Discussion and co-operation between the social partners on matters of common interest, such as economic and social policy. Involves participation by the state where tripartism is practice. .

Discrimination31-01-2016

A member of the board of a company-level trade union affiliated to the OPZZ in Centrum Projektów Polska Cyfrowa in Warsaw stopped receiving benefits that should have been accorded to him according to the company’s own internal rules after he became a union representative. In January 2016, he was even fined for engaging in union activities. Members and representatives also experienced discrimination when their fixed-term contracts came to an end. Despite excellent performance reviews, the contracts of union members were not renewed. The union branch OPZZ Konfederacja Pracy No. 07-086 reported that workers are often warned against joining the union during job interviews. Union leaders have experienced pay cuts and intimidation by management.
The OPZZ Konfederacja Pracy (the union affiliated to the OPZZ) reported that employers are regularly approaching workers individually with misinformation in order to undermine collective negotiations and to discourage workers from joining unions. Management of the OSiR Dzielnicy Śródmieście has banned the trade union’s meetings and elections at the workplace. Prior to this, the company recorded the names of workers entering the union meetings raising concerns over blacklisting. The employer of the Centrum Projektów Polska Cyfrowa refused to bargain the collective agreement on wages at the company level in October 2015.

Employer seeks to undermine workplace union31-12-2015

Cooper Standard Automotive (CSA), Piotrków, has been trying to favour a small group of employees that are not formally trade unions but show a critical attitude towards NSZZ “Solidarność” at workers’ meetings organised by the employer. In the meantime the employer refuses to grant union representatives the right to leave to perform union tasks. It also tried to put pressure on union members at a general staff meeting in 2015 at which the director was critical of NSZZ “Solidarność”. Employees were then obliged, in the presence of a public notary, to fill in a declaration about their union membership. If they refused they were summoned to a personal interview with the director.

Supermarket obstructs union activity31-12-2015

Jeronimo Martins Distribution SA has banned union representatives from entering is Biedonka supermarkets, has prevented the union from getting information for its members, and has ignored regulations requiring it to consult with the union on changes to rules governing pay.

Discrimination in favour of one union31-12-2015

Jeronimo Martins Poland SA showed blatant favouritism to one of three unions operating in the Company throughout 2015. It allowed representatives of the Independent Self-Governing Trade Union of Workers of JMP SA “Biedronka” far more access to retail stores than other unions, and facilitated conversations with employees about union activities, and even put a company car at the disposal of the union.

Employers withhold union dues31-12-2015

The Federation of Workers of Health Care and Social Assistance reports that the employer in ZOZ w Kłodzko in 2015 delayed the remittance of union dues on several occasions despite a valid collective agreement. During the negotiation of the collective agreement, management provided the union representatives with falsified financial accounts in order to mislead the negotiations. This was revealed by the Labour Inspector.

Harassment of union officials30-12-2015

Two union leaders at Cooper Standard Automotive (CSA), Piotrków, took their employer to court following repeated harassment. The Chair of the union was isolated from employees, effectively downgraded, then dismissed on disciplinary grounds, on charges that were found to be wrongful in the course of his court case. Another member of the union leadership was also demoted and sanctioned. Their cases dragged on in the courts for a year and half.

Union mail intercepted11-12-2015

On 11 December 2015 a member of the NSZZ “Solidarność” union at Igloport Ltd. in Gdynia went to pick up correspondence addressed to NSZZ “Solidarność”. The correspondence concerned was a letter from a court, and had already been opened by the company’s legal advisor who had familiarised himself with its contents. Other union correspondence had been opened by representatives of the employer prior to this incident. The Prosecutor’s Office was notified of this violation of privacy.

Lidl withholds union recognition30-11-2015

Lidl Poland deliberately delayed recognising its workers’ union, thereby preventing it from carrying out normal union activities. In early November 2015 a group of employees decided to form a branch of the “August 80” union, and wrote to Lidl management to inform them after settling all the necessary formalities. No reply was received from management until mid-December. It only addressed social issues and not specifically the question of recognition recognition The designation by a government agency of a union as the bargaining agent for workers in a given bargaining unit, or acceptance by an employer that its employees can be collectively represented by a union. , or the provision of information a union is entitled to in order to do its job. The union chair then tried to contact the management representative by telephone, unsuccessfully. He subsequently received a letter from the management representative saying he was only authorised to contact the union by mail (traditional mail, not email), and could not speak to them on the telephone or in person. The union believed this was in order to drag out recognition recognition The designation by a government agency of a union as the bargaining agent for workers in a given bargaining unit, or acceptance by an employer that its employees can be collectively represented by a union. as long as possible, and delay the union’s access to the documents it needs to represent workers and defend their interests.

The union sent another letter to the employer, which stated that “further correspondence from the company in this tone will result in notifying the relevant authorities about the violation of Article 35 of the Trade Union Act”, regarding the obstruction of trade union activities. At the same time, the unionists warned that if within 14 days of the delivery of the letter they did not receive the relevant documents from the employer, they would also notify the National Labour Inspectorate and the Embassy of the Federal Republic of Germany, as the country where Lidl is based. If the Inspectorate recognises the union’s arguments it may refer the matter to the Prosecutor’s Office.
Futhermore, as a result of the employer’s actions in 2015 the NSZZ “Solidarność” workplace union operating in Lidl Polska ceased to exist.

Negotiating in bad faith at engineering company31-10-2015

Polsoft Ltd. in Złotów began salary negotiations with employers at the beginning of 2015, but it gradually became clear the employer had no intention of signing an agreement, as it continually delayed negotiations. NSZZ “Solidarność” declared a labour dispute labour dispute See industrial dispute in July 2015 and the first meeting on the substance of the dispute was not held until October 2015.

Unfair dismissal of union members12-10-2015

When a local branch of NSZZ “Solidarność” was established in the Pyrzyce Municipal Council, the union remained underground because of the Mayor’s hostility. Following the election of a new mayor, Marzena Podziańska, six union members disclosed their identity. In September 2015, NSZZ “Solidarność” members started losing their jobs, including the Chair of the organisation, Ms. Urszula Głód van de Sanden, and her deputy, Ms. Mirella Dziwińska. More jobs were lost as a result of restructuring - but only the jobs of NSZZ “Solidarność” members. The Pomorze Zachodnie Regional Board organised a protest picket on 8 October 2015 outside the City Hall in Pyrzyce, and addressed a petition to the Mayor, expressing their solidarity with the dismissed union members and demanding the reinstatement of Ms. Mirella Dziwińska.

Union left out of collective bargaining30-06-2015

In June 2015 Średzki Hospital Ltd. negotiated and agreed on changes in staff salaries and social benefits without the participation of the NSZZ “Solidarność” union in the hospital. The employer presented its proposed changes to other two unions without informing NSZZ “Solidarność”. It was only after it had agreed on changes with these two organisations, and signed an agreement with them, that it presented the agreement to NSZZ “Solidarność”. As a result unfavourable changes in the remuneration of employees were introduced.

Employer refuses to negotiate with union 30-06-2015

Jeronimo Martins Poland SA consistently refused to engage in pay negotiations for 2015 with the NSZZ “Solidarność” union at the factory. The Management Board claimed wage increases were a matter to be discussed by the shareholders of the company. However in June 2015 the Company Board unilaterally made a decision to increase salaries.

Harassment and dismissal of union leader30-06-2015

The president of the workers’ union at Igloport Ltd. in Gdynia, Karolina Rydzewskawas, dismissed without the legally required consent of the trade union board. She had been regularly obstructed from carrying out her union activities, including being prevented from reporting to the Tax Office in Gdynia when summoned on 25 June 2015. During her time as union leader at the company, she was so severely bullied by the employer that she was diagnosed with anxiety syndrome and had to have psychiatric treatment. The employer also broke the law by passing on her sensitive personal health information to an outside entity.

Refusal to comply with collective agreement:19-06-2015

In 2011, Budimex bought the Przedsiębiorstwo Naprawy Infrastruktury (Infrastructure Repair Company) in a privatisation process. One of the conditions of the sale was the investor’s commitment to conduct collective negotiations with the employees. An agreement was concluded guaranteeing workers job security until 2016. However, one year afterwards the company started a voluntary redundancy program offering resigning employees severance pay. In September 2012, the company was declared bankrupt and workers who had resigned during the voluntary redundancy program were asked to return their severance pay in January 2015.

Refusal to collect union dues: 19-06-2015

The Law on Trade Unions requires employers to deduct union dues from the salary of members and remit them to the union. However, several companies have failed to comply with the regulation. For example, the company Gniewczyna Wagon Factory SA did not collect union dues between June and October 2014. The union filed a complaint on 29 December 2014 with the public prosecutor. The case is still pending at the Regional Court in Przeworsk.

Anti-union discrimination: 19-06-2015

At the Heat and Power Station in Zduńska Wola in 2014, a collective bargaining collective bargaining The process of negotiating mutually acceptable terms and conditions of employment as well as regulating industrial relations between one or more workers’ representatives, trade unions, or trade union centres on the one hand and an employer, a group of employers or one or more employers’ organisations on the other.

See collective bargaining agreement
agreement was negotiated. When negotiations were in the final stage, in June 2014, the chair of the trade union organisation of NSZZ “Solidarność” in the plant and social labour inspector were given a three-month notice of changes in the working conditions. Their posts were changed from the lab technician, the position they held for over 30 years, to the position of the escort and guard. In fact, from 1 October 2014, they were tasked with cleaning the plant’s administrative and sanitary facilities. Both employees went to court in order to examine the validity of their notices.

Prohibition of union flags: 19-06-2015

On 13 September 2013, union activists put a flag with the slogan “stop disregard for society” on the building of the Rzeszów Housing Cooperative. The management of the cooperative asked the union to remove the flag and threatened to reprimand the union representative Janina Mroczek if she failed to comply. On 24 September 2013, the flag disappeared and Janina Mroczek received a letter informing about the imposition of a penalty of reprimand against her. On 22 October 2013, she filed a claim with the Rzeszów Court against the reprimand and the court ruled in her favour. The company appealed to the Regional Court which also found that the reprimand was not justified on 24 April 2014.
Four trade unionists faced criminal charges for putting up union flags on the building of the Municipal Thermal Energy Company in Olsztyn. Negotiations between the union and management ended with a dispute over statutory bonuses, employment levels and salary scales. When the union put the flags up on the building, management informed the public prosecutor, who laid charges against the leaders of the union. The case is still pending at the District Court.

Acts of interference:19-06-2015

In September 2014, the management of the company Stako refused to recognise a newly formed trade union. Before accepting the notice of information about the formation of the trade union, management summoned the chairman of the union and informed him that there would be staff reductions unless the union was dissolved.

Physical attacks:19-06-2015

On 9 February 2015, police interfered violently in a demonstration in front of the company Jastrzębska Spółka Węglowa. About 20 people were injured when police used water cannons and tear gas against workers who were protesting against austerity measures.

Union activists replaced by non-union labour30-05-2015

The Deepwater Container Terminal (DCT) in Gdansk (Poland’s largest container terminal) did not renew the employment contracts of trade union activists employed on temporary contracts, replacing them with new staff, from 25 May 2015. Until the workers became involved in union activities, the employer had been happy to extend their fixed-term contracts. The National Labour Inspectorate in Gdańsk has filed a case against DCT management with the Prosecutor’s Office, accusing them of obstructing the exercise of trade union activities.

More bad faith negotiations – at hospital30-04-2015

Stanisław Staszic Specialist Hospital in Piła began negotiations in April 2015 on the recognition recognition The designation by a government agency of a union as the bargaining agent for workers in a given bargaining unit, or acceptance by an employer that its employees can be collectively represented by a union. of technical analysts as medical workers. After a time however, it became clear the employer had no intention of signing an agreement, continually delaying negotiations. Finally the workers concerned had to take the matter to court.

Union leader fined for holding a press conference31-03-2015

The Chairman of the Podlaski Region branch of NSZZ “Solidarność”, Józef Mozolewski, was accused of organising organising The process of forming or joining a trade union, or inducing other workers to form or join one. an illegal assembly after holding a press conference on 9 March 2015. According to the Law on Assemblies the municipal authorities have to be notified of demonstrations of at least 15 people, but this was not a demonstration, and was only attended by ten people. At the end of the press conference the participants went to the office of the Civic Platform MP, Damian Raczkowski, and handed him a list of demands. At this point the police intervened, which led to Mr. Mozolweski facing charges of illegal assembly and refusing to show his ID to the police. The District Court in Białystok found Mr. Mozolewski guilty and ordered him to pay a fine of 300 PLN (about 68 euros) and cover court costs.

Union activity obstructed31-01-2015

Shift changes were imposed on a hotel worker to make it difficult for her to carry out her union activities. At the end of January 2015 Katarzyna Gryciuk, a member of the workers’ union at the Radisson Blu Hotel in Szczecin, was asked to prepare a weekly picture of her work. She then received a letter informing her that she would be transferred to another post, that required her to work in the evenings and at night, making it very difficult to combine her job with her union activities. She believed this was a deliberate move to hamper her activities and contacted the union.
The shift changes were reversed following the intervention of lawyers from the Pomorze Zachodnie Regional Board of NSZZ “Solidarność” and its Hotel and Catering Industry Workers Union, the Secretariat of Food Industry Workers and many other company-level trade union organisations. According to Solidarnosc, this was just one of many isolated incidents attempting to undermine trade union activity.

Employers refuse to negotiate workplace issues24-09-2014

In 2013, the head office of Lidl Poland refused to negotiate with unions arguing that negotiations should only take place at each site with management.
Employers increasingly refuse to negotiate restructuring with unions. For example, when two municipal companies merged in Warsaw, this led to 14 redundancies. Contrary to its legal obligations, management refused to consult with unions 30 days prior to the merger.

Prohibition and restriction of demonstrations24-09-2014

In February 2014, a nation-wide information action on the situation in Lidl chain stores was organised. During pickets at the doors of the shops, or in parking lots, leaflets were handed out describing the infringement of labour law in the shop network. The employer called the police which prohibited the action of the unionists on the grounds of trespassing private property.
In March 2013, Michael Schroeiber, Vice-President of the lace curtains factory ADO in the Special Economic Zone in Legnica, dismissed the deputy shop steward shop steward A union worker who represents the members of a union in dealings with the employer. Often elected by union members who work in the same establishment. of the local trade union because she displayed the union’s flag on the factory gate. The union leader (legally protected against such dismissal) filed a case to the court asking for reinstatement. The union organised several pickets at the gates of the factory and filed the case with the Prosecutor’s Office, which opened proceedings concerning the violation of the trade union act and labour law. The proceedings took place in the regional court in Legnica, and ended with a settlement – the employee was offered 6 months’ wages and withdrawal of the disciplinary dismissal.
At the company Cooper Standard Automotive Piotrków Ltd., management prohibited “anonymous” information on the union information board. There were cases where such information was removed by HR manager.
In 2014, when the National Section of Forestry Workers started a protest action in all divisions of the Polish National Forest company, the employer, in a letter, prohibited the displaying of flags.

Anti-union practices26-08-2014

The Niezalezny Samorzadny Zwiazek Zawodowy “Solidarnosc” (NSZZ SOLIDARNOSC) reported the dismissal of a shop steward shop steward A union worker who represents the members of a union in dealings with the employer. Often elected by union members who work in the same establishment. at ADO factory located in the special economic zone of Legnica in March 2013 for having hung a union flag at the factory’s gate. The Polish National Forest company also sent a letter to a Solidarnosc to prohibit displaying flags during protests.

There have been numerous reports on discriminatory dismissal of trade unionists. In December 2013, Adam Guzy was dismissed from Fakos Ltd due to his trade union activities. A complaint asking for reinstatement and compensation has been filed with the courts. Trade unionist Robert Kluga who works for CCP “PREMA” SA in Kielce was dismissed during the negotiations of a collective agreement in March 2014 with a view to undermine the collective bargaining collective bargaining The process of negotiating mutually acceptable terms and conditions of employment as well as regulating industrial relations between one or more workers’ representatives, trade unions, or trade union centres on the one hand and an employer, a group of employers or one or more employers’ organisations on the other.

See collective bargaining agreement
process. LG Electronics Wroclaw targeted union members in the company in order to crush the existence of the union by not renewing employment contracts of union activists and leaders. In November 2013, Leszek Rudzinski, a shop steward shop steward A union worker who represents the members of a union in dealings with the employer. Often elected by union members who work in the same establishment. at Lubelskich Liniach Autobusowych and a union chairman, was dismissed during a collective dispute collective dispute See industrial dispute . Both the National Labour Inspection labour inspection An authority responsible for ensuring compliance with labour laws and legal provisions relating to protection of workers through the inspection of workplaces. and the Court have deemed the dismissal unlawful, and M. Rudzinski has been reinstated and compensated.

Anti-union discrimination31-03-2014

The illegal dismissal of union leaders and activists is a common strategy used by employers to weaken and destroy trade union presence. There are cases where promotion or pay raise are informally made dependent on withdrawal from union membership. In one case, the regulations concerning bonuses effectively meant that union members could not benefit from bonuses. The employer changed this regulation after an appeal by Solidarnosc.
A union leader was dismissed by the company Teleskop Ltd. in Kostrzyn. After a court ordered their reinstatement, the company transferred him/her to a branch 100km from his/her former workplace. In fact, all trade unionists were transferred to this new site, which seems to have been established for this purpose. The union members were therefore forced to resign from the company where no union is represented anymore.
On 12 February 2014, the company Leroy Merlin dismissed shop steward shop steward A union worker who represents the members of a union in dealings with the employer. Often elected by union members who work in the same establishment. Pawel Bednarek immediately after a trade union was established. Management argued that his work performance was not satisfactory and denied him entrance to the supermarket where he was employed.
DINO Polska SA dismissed shop steward shop steward A union worker who represents the members of a union in dealings with the employer. Often elected by union members who work in the same establishment. Mariola Bielak for “anarchy in social relations” and raising “unrest among the workers”.
In December 2013, Justyna Chrapowicz, shop steward shop steward A union worker who represents the members of a union in dealings with the employer. Often elected by union members who work in the same establishment. in one of supermarkets of Lidl Poland, was dismissed due to “falsification of signatures on trade union mail”.
In December 2013, Adam Guzy, shop steward shop steward A union worker who represents the members of a union in dealings with the employer. Often elected by union members who work in the same establishment. at Fakos Ltd., was dismissed due to his trade union activity. He filed a case with the court asking for reinstatement.
In March 2014, CCP “PREMA” SA dismissed shop steward shop steward A union worker who represents the members of a union in dealings with the employer. Often elected by union members who work in the same establishment. Robert Kluga during the collective bargaining collective bargaining The process of negotiating mutually acceptable terms and conditions of employment as well as regulating industrial relations between one or more workers’ representatives, trade unions, or trade union centres on the one hand and an employer, a group of employers or one or more employers’ organisations on the other.

See collective bargaining agreement
process. This is the second time the company tried to dismiss him for exercising his rights as a trade unionist. He has filed a complaint with the court.
On 5 February 2014, Arkadiusz Leczyk was dismissed on disciplinary grounds in retaliation for his trade union activities. Management stated that he would not be reinstated even if there was a court order. Afterwards, management called union members for individual meetings asking them to resign from the union. A large number of workers at the company are employed on fixed-term contracts that make them particularly vulnerable given that the employer may not renew their contracts because of their union membership.

Investigation of union offices12-03-2014

On 12 March 2014, the head office of the municipal guard in Bialystok demanded that Solidarnosc disclose all resolutions, decisions and motions as well as financial reports and activities reports. The formal reason given for this request was public interest to access of information. However, the union believes that this was an attempt to interfere with internal statutory trade union matters.

Lengthy proceedings31-12-2013

Workers have the right to redress when their rights are violated and are also entitled to claim compensation for discrimination on the ground of trade union activity. The courts of law are independent in Poland, but the proceedings are very lengthy and last for two to three years on average. In certain cases justifications for judgments may raise doubt about the court’s impartiality. For instance, Malgorzata Sokalska was dismissed in 2011 for her activities as a trade unionist. She filed a complaint with the court asking for reinstatement or compensation for illegal dismissal. In 2013, after 27 months of proceedings, the court of first instance ruled against her on the basis that her trade union held demonstrations at the hotel where she had worked to support her. This decision was upheld on appeal and it was ruled that the trade union had acted against the interest of the employer. The National Labour Inspection labour inspection An authority responsible for ensuring compliance with labour laws and legal provisions relating to protection of workers through the inspection of workplaces. opened penal proceedings against the manager of the hotel, and as a result the manager was punished for illegal dismissal of a protected trade union leader. The public prosecutor frequently decides to discontinue proceedings arguing that trade union activities are obstructive and socially harmful.

Intimidation of workers during strike action30-11-2013

Workers are frequently intimidated during strike strike The most common form of industrial action, a strike is a concerted stoppage of work by employees for a limited period of time. Can assume a wide variety of forms.

See general strike, intermittent strike, rotating strike, sit-down strike, sympathy strike, wildcat strike
action by companies that tell them that the strike strike The most common form of industrial action, a strike is a concerted stoppage of work by employees for a limited period of time. Can assume a wide variety of forms.

See general strike, intermittent strike, rotating strike, sit-down strike, sympathy strike, wildcat strike
is illegal and that they will be personally held accountable for economic losses of the company. In November 2013, the company Bus Lines dismissed a shop steward shop steward A union worker who represents the members of a union in dealings with the employer. Often elected by union members who work in the same establishment. during an ongoing collective dispute collective dispute See industrial dispute in an attempt to intimidate union members. The National Labour Inspection labour inspection An authority responsible for ensuring compliance with labour laws and legal provisions relating to protection of workers through the inspection of workplaces. declared the dismissal unlawful and the company reinstated him and paid compensation. The company Steinpol based in Witnica dismissed trade union members who had participated in a strike strike The most common form of industrial action, a strike is a concerted stoppage of work by employees for a limited period of time. Can assume a wide variety of forms.

See general strike, intermittent strike, rotating strike, sit-down strike, sympathy strike, wildcat strike
“due to economic reasons”. The union filed a case that is currently being heard at second instance.

Trade union discrimination at ND Polska25-09-2013

In January 2012, NSZZ “Solidarność” members organised a strike strike The most common form of industrial action, a strike is a concerted stoppage of work by employees for a limited period of time. Can assume a wide variety of forms.

See general strike, intermittent strike, rotating strike, sit-down strike, sympathy strike, wildcat strike
at enterprise level with respect to wages and working conditions with the support of the national centre and international drivers federations, that is ETF and ITF. However, after an agreement was reached in February 2012, the employer targeted members of NSZZ “Solidarność”.

Most of the union members are employed as international drivers. Their remuneration consists of two main components: basic salary and daily allowances for business trips abroad.The amount of daily allowance accounts for about two thirds of the entire monthly salary. Therefore, the base pay of international drivers was set at a lower level than for national drivers as the allowance component of the salary constitutes a significant increase in monthly earnings. When union members were transferred to administrative posts or where assigned to drive within the country’s territory, they experienced huge financial losses amounting to two thirds of their total salaries.

This has led to a split in the union. At the moment there are two unions represented at the enterprise ND Polska Ltd. Management concluded a collective agreement with the new union impacting pay scales. Some workers have filed employment relationship claims against the company at the Labour Court.

In addition, the union was informed that one of its members would be dismissed without notice because he participated in a union meeting during his sick leave.

Another member was transferred to a position located 300 km from his residence. When the worker refused to accept the transfer, he was dismissed without notice. The union filed a complaint with the Labour Court asking for reinstatement.

Moreover, management prevents a union member from carrying out his function as branch labour inspector for international drivers. By preventing him from taking international assignments, management ensures that he cannot inspect working conditions of the international drivers who mostly carry out their tasks abroad.

Infringement of the right to organise trade union activities16-08-2013

The Euro Bank S.A. prohibited union officials of “Solidarność” to freely choose experts and to use the intranet for disseminating information. The office offered to the union is 168 km away from the place where the union activities take place. The office is administered by the employer who has full access to it.

Refusal to bargain in good faith16-08-2013

EuroBank S.A. refused to give spending reports to “Solidarność” which makes it impossible for the union to evaluate the economic state of the bank for bargaining purposes.

Physical violence against trade union leaders16-08-2013

Tomasz Ziolkowski, Deputy Regional President of NSZZ “Solidarność” in the Czestochowa Region, was physically assaulted by the security guards of the Independent Medical Centre “Amicus” when he tried to hand in a petition in June 2012.

Infringements on the right to freely elect representatives16-08-2013

The Slowinski Park Narodowy (Slowinski National Park) refused to appoint Tadeusz Pietkun, Deputy President of the Slupsk Region of NSZZ “Solidarność” to the social commission even though he had been nominated by the union.

Anti-union discrimination31-10-2012

In October 2012, Plati Polska Ltd. terminated Danuta Lipinska’s, trade union leader and member of the Enterprise Commission of NSZZ “Solidarność” contract on disciplinary grounds. The company also prohibited the shop steward shop steward A union worker who represents the members of a union in dealings with the employer. Often elected by union members who work in the same establishment. from contacting union members during working hours even when it did not interfere with production.

In June 2012, the Director of the Fiscal Inspection Office in Warsaw asked the Minister of Finance to dismiss Mr. Tomasz Ludwinski, Chair of the Council of the National Section of Fiscal Employees of NSZZ “Solidarność” for his legitimate trade union activities which were considered as a violation of the basic duties of the civil service.

Interference by employers31-10-2012

Ewa Kazanecka, shop steward shop steward A union worker who represents the members of a union in dealings with the employer. Often elected by union members who work in the same establishment. of NSZZ “Solidarność” in City Waterworks Bydgoszcz, was offered a promotion so that she would reduce or cease her union activities. Management also hired a private investigator to investigate the union in October 2012.

Organising a strike complicated14-12-2009

Employers are taking advantage of legal subtleties to curb workers’ right to strike strike The most common form of industrial action, a strike is a concerted stoppage of work by employees for a limited period of time. Can assume a wide variety of forms.

See general strike, intermittent strike, rotating strike, sit-down strike, sympathy strike, wildcat strike
. Failure to comply with all the minute requirements often leads to a strike strike The most common form of industrial action, a strike is a concerted stoppage of work by employees for a limited period of time. Can assume a wide variety of forms.

See general strike, intermittent strike, rotating strike, sit-down strike, sympathy strike, wildcat strike
being declared illegal, sometimes with harsh consequences. For example, on 14 December the court ordered the members of the All-Poland Union of Nurses and Midwives at the Barlicki Hospital in Lodz to pay the hospital between 1,500 and 4,000 PLZ (more than 900 euros) in damages for participating in a strike strike The most common form of industrial action, a strike is a concerted stoppage of work by employees for a limited period of time. Can assume a wide variety of forms.

See general strike, intermittent strike, rotating strike, sit-down strike, sympathy strike, wildcat strike
in 2008. The nurses had announced that the strike strike The most common form of industrial action, a strike is a concerted stoppage of work by employees for a limited period of time. Can assume a wide variety of forms.

See general strike, intermittent strike, rotating strike, sit-down strike, sympathy strike, wildcat strike
would last for four days, but the prosecutor’s office used a different method for counting the days, and declared that the strike strike The most common form of industrial action, a strike is a concerted stoppage of work by employees for a limited period of time. Can assume a wide variety of forms.

See general strike, intermittent strike, rotating strike, sit-down strike, sympathy strike, wildcat strike
had gone over its limit.

Reinstatement difficult after anti-union dismissals30-11-2009

Forming a trade union, asking for collective bargaining collective bargaining The process of negotiating mutually acceptable terms and conditions of employment as well as regulating industrial relations between one or more workers’ representatives, trade unions, or trade union centres on the one hand and an employer, a group of employers or one or more employers’ organisations on the other.

See collective bargaining agreement
or fighting for workers’ rights is frequently followed by a summary dismissal of the union’s leaders. The victims can ask for reinstatement, but court proceedings can take up to two years. Moreover, the courts are increasingly awarding just three months’ salary as compensation in lieu of reinstatement, regardless of how long the activist has been out of work. Employers also claim that workers cannot be reinstated as the victim and the management would not be able to co-operate, and more and more judges are convinced that employers should not be forced to take back unfairly dismissed unionists as this could create a “conflict”.

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