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Please use this identifier to cite or link to this item: http://hdl.handle.net/20.500.12128/10733
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dc.contributor.authorTorbus, Urszula-
dc.date.accessioned2019-09-02T09:11:43Z-
dc.date.available2019-09-02T09:11:43Z-
dc.date.issued2018-
dc.identifier.citationtudia Iuridica, nr 78 (2018), s. 455-473pl_PL
dc.identifier.issn0137-4346-
dc.identifier.issn2544-3135-
dc.identifier.urihttp://hdl.handle.net/20.500.12128/10733-
dc.description.abstractLabour law provisions provide employers with a far reaching autonomy in constructing pay systems, including additional remuneration components, such as bonuses and rewards. In consequence, it is possible to not to grant the bonuses or to lower their amount in case of employee’s absence at work due to an illness. Such mechanisms aim to facilitate the management of sick leaves that often generate additional costs for employers. However, additional bonuses should not be reduced or not granted if the employee is absent from work due to an illness occuring during her pregnancy or during the care allowance to take care of a child or other sick family member. This would lead to a pay discrimination of women and to lowering the level of protection of pregnant women provided by Polish labour law.pl_PL
dc.language.isoplpl_PL
dc.rightsUznanie autorstwa 3.0 Polska*
dc.rights.urihttp://creativecommons.org/licenses/by/3.0/pl/*
dc.subjectremunerationpl_PL
dc.subjectindirect discriminationpl_PL
dc.subjectabsence at workpl_PL
dc.subjectpregnancypl_PL
dc.subjectsick leavepl_PL
dc.subjectwynagrodzeniepl_PL
dc.subjectdyskryminacja pośredniapl_PL
dc.subjectnieobecność w pracypl_PL
dc.subjectciążapl_PL
dc.subjectopieka nad dzieckiempl_PL
dc.titleAbsencje chorobowe i premie a zasada równego wynagradzania kobiet i mężczyznpl_PL
dc.typeinfo:eu-repo/semantics/articlepl_PL
dc.identifier.doi10.5604/01.3001.0013.2325-
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