Work, Remuneration, and Bonus Regulations

This applies to, among others, the preparation and effective implementation of workplace, remuneration, and bonus regulations for employees, as well as their amendment or repeal. We also draft and implement internal company programmes aimed at increasing employee motivation, engagement, and loyalty.

Drafting and implementing regulations defining the organisation of work

The appropriate preparation of the content of workplace, remuneration, or bonus regulations – taking into account the specifics of the employer’s business activity – allows for a significant increase in the protection of the employer’s interests. Transparent and unambiguously formulated regulations also help in communicating to employees the principles of organisation, work order, and the principles of shaping remuneration that apply at the employer’s.

We also have experience in legal advisory during the implementation or amendment of collective labour agreements, as well as in conducting negotiations with trade unions in this regard.

GJW Law Firm’s comprehensive legal support in the area of preparing and implementing workplace, remuneration, and bonus regulations (or amending them) includes, among others:

• analysis of the applicable work, remuneration, and bonus systems for employees in terms of their transparency and compliance with the law, as well as in terms of potential risks burdening the employer, 
• analysis of the individual needs and expectations of the employer, as well as taking into account the specifics of the employer’s business activity in the context of implementing or amending the relevant acts constituting sources of labour law, 
• presenting proposals for the most advantageous legal solutions regarding individual elements of the regulations, as well as recommendations as to their implementation in situations where having them is not mandatory under the provisions of labour law.

Preparation of complete workplace, remuneration, or bonus regulations (or the content of introduced amendments), taking into account, among others, such aspects as:

• organisation of work, organising workstations and assigning work, working time systems and schedules, the method of confirming arrival and presence at work by employees, the method of justifying absences, granting leaves, workplace monitoring, protection of the work of women and persons raising children, as well as the protection of the work of juvenile employees, occupational health and safety rules, disciplinary penalties, 
• principles and conditions of remunerating employees for work (including during leaves and the employee’s incapacity for work), remuneration components and the method of granting them, additional employer benefits for employees, the method and date of payment of remuneration and other employee benefits, 
• principles, conditions, and criteria for awarding bonuses to employees, types of bonuses granted by the employer, the method of determining the employee bonus, principles of creating bonus funds and dividing them among employees
• support in the implementation of the aforementioned regulations in the workplace – legal advisory regarding the procedure for their implementation, including ongoing legal consultations
• if necessary – contact and negotiations with trade union organisations operating at the employer’s in matters related to agreeing on the content of the relevant regulations.

Implementing other internal company regulations and programmes at the employer’s

We also draft other internal company regulations and employee documents. This applies in particular to the regulations of the Company Social Benefits Fund (ZFŚS), under which the employer accumulates financial resources to be used for the social support of eligible employees. We also advise our Clients in the area related to the implementation of Employee Pension Programmes (PPE) and Employee Capital Plans (PPK).

We also prepare and implement internal company programmes aimed primarily at increasing employee motivation, engagement, and loyalty. The most popular of these are the so-called cafeteria systems, which constitute a non-wage system of remunerating employees. These programmes provide benefits (in the form of vouchers, cards, and passes) for employees, covering areas such as sport, entertainment, catering, and medicine.