1. Implementation of Flexicurity Measures
at Regional and Local Level

2. Examples of legal documents
Social securities
Act on the social insurance system from 13 October 1998
Act on the employment promotion and Labour market institutions from 20 April 2004
Act on family benefits from 28 November 2003
Act on pre-retirement benefits from 30 April 2004
Act on retirement pensions and disability pensions from the Fund of the social insurance from 17 December 1998
Act on employee pension schemes from 20 April 2004
Lifelong learning
Regulation of the Minister of National Education on public institutions of the lifelong education, public institutions of practical educating and public centres of training and the in-service training from 15 June 2009
Act on the educational system from 7 September 1999

3. Examples of legal documents
Active labour market policy
Act on the employment promotion and Labour market institutions from 20 April 2004
Flexible forms of employment
Civil code act from 23 May 1964
Labour Code act from 26 June 1974
Regulation of the council of ministers on entitlements of employee persons performing the outwork from 31 December 1975
Act on relieving effects of an economic crisis for employees and entrepreneurs from 1 July 2009
Employment Act of temporary workers from 9 July 2003

4. Legislation refering to employment in Poland
1. Labour Code from 26th of June 1974
(fixed term employment, part-time employment, development of vocational qualifications, choice of workplace - relocation, parental leave, collective agreements)
2. Civil Code from 23rd of April 1964
(casual work contract, contract for specified work)
3. Act on employment of temporary workers from 9th of July 2003
(work outsourcing , hiring workers by recruitment agencies)
And others, for example:
4. The Teacher’s charter
(fixed term employment, part-time employment, development of the vocational qualifications, choice of workplace - relocation, right to the accomodation in comune where school is situated, parental leave)

5. Elements of flexicurity in mentioned acts.
Flexibility
Basis of employment (civil law agreements, fixed term agreements, outsourcing of work)
Work time (systems of work time, amount of working time, shift work, individual schedule of working time)
Security
Entitlements related to a parenthood (additional maternity leave with a possibility of taking up a job, parental leave with a possibility of taking up a job)
Protection from a redundancy (restriction of possibility of being dismissed, amount of severance pay, notice period , rules of collective redundancies)
Warranty of receiving wages
Collective agreements (corporate and above-corporate)

6. Basis of employment
In Polish law it is assumed that typical employment is based on the agreement for an indefinite period of time, with full amount of working time, specified workplace and hours of work.
Other types of the contracts of employment:
Contract of employment for a trial period
Contract of employment for a specific period (so called fixed term contracts)
Replacement contract
Contract for a time of performing specified work
Part-time work

7. Basis of employment Particular forms of employment: Temporary work
Telework
On-call work
Work on projects
Outsourcing
Job – sharing (when a post is shared by two or more people)
Work – sharing (work is shared by two or more people)
Civil law agreements
Recruitment agency contracts
Casual work contracts
Self employment

8. Worktime System of equivalent working time
System of interrupted working time
System of task-oriented work schedule
Individual schedule of working time
System of shortened working week
Weekend work

9. Protection from a redundancy
Notice period
Obligation to explain reason of dismissal (justification)
Obligation to carry out collective redundancies consultations and discuss dismissal of members of trade unions with representation of the corporate trade union structures.
Possibility to be reinstated to work if it is proved in court that dismissal was unjustified.

10. Entitlements related to parenthood.
Protection from being dismissed from work in the course of maternal and parental leave.
Entitlement to additional maternal leave with a possiblity to take up a job and retain full protection.
Parental leave with a possibility to take up a paid job and retain rights for people who are on leave for a period up to 12 months.
Maternal leave granted to a father of a child, on his request and after mother had used 14 weeks of her maternal leave.

11. Company collective labour agreements
Agreements can define employee’s entitlements in a broader and more beneficial way than it is in general regulations such as Labour Code. They cannot however consist of regulations less beneficial for employee than regulations of Labour Code.
For a 20th of February 2012 minister of labour and social policy had registered total of:
170 above-corporate collective agreements
310 additional protocols to above agreements
46 arrangements on utilizing other confirmed above-corporate collective agreements as a whole or in a part .
9 additional protocols to these arrangements.
An entry has been made to the registry about renouncing or closing 68 above- corporate collective work agreements.
In the case of 11 agreements and 46 arrangements, although they are in the registry, they can be described as „dead”, because no changes can be made to them since the institution which signed it has lost their previous competences.

12. Supra-company collective labour agreements
Around 390thousands of workers are included in such agreements, i.e.
Self-government workers of educational sector who are not teachers and self government workers of municipal services.
Employees of state administrative entities, employed in:
National Parks,
water management entities,
auxiliary enterprises of prison organizational units,
military organizational units belonging to state administrative entities
3.    Employees of:
power industry,
power infrastructure,
brown coal mines,
defensive and aviation industry
hired by employers associated with Federation of Rail Employers
hired by employers associated with Section of Building Industry Development in Chamber of Polish Employers and in National Holiday Fund,
Telekomunikacja Polska S.A (telecom operator)
„ORBIS” S.A., (tourist operator)
State Forest Farm „LASY PAŃSTWOWE”, 

13. Active labour market policy
Performing active labour market policy is a domain of public authorities.
Active labour market policy is defined mainly by :
System of retraining and professional traning for unemployed and those in danger of redundancy
Vocational development of graduates.
Public works, intervention works
Subsidizing jobs or supporting business activity
Employment agencies, work clubs, work counselling
Types:
Influencing supply side of labour market (professional training for unemployed)
Influencing demand side of labour market (subsidizing jobs, public works)
Support for Labour market institutions

14. Passive labour market policy
Unemployment benefits
Earlier retirement
Pre-retirement benefits and allowances
Temporary and task-oriented benefits
Benefits in kind
Severance pay as an effect of dismissal from work.

15. Thank you for your attention
Marzena Piekarek
Maciej Baraniecki