5780447576

136 ZAąCdir* Hajn

union may submit a disputc to the arbitration board, which is cqual ta gmng up thc strikc for the tiroc of arbitration Arbttration procccdmp cannot be startcd before ncgoliations and mcdiation arc linished.”

An establishment level dispute is tricd by social arbitration board a the rcgional court, while a multicmploycr dispute is tried by such a bo*« at thc Supremc Court. The board is composcd of a chairman włto > a profcssional judge and 6 members. thrcc appointed by each party. The board should try to convincc thc parties to reach an agreement. If uuwc-ccssful, thc Board after trial procecdings givcs its ruling. A dccisioa a madę by majorily voting. Il binds both parties unless they decidc otbo-wise before submitling the disputc to arbitration. A binding decisico preeludes thc availabilily of strikc. In practioe, thc use of arbitration a very rare.^M

Good will mission was inlroduood at thc beginning of 2003 by the amendment to thc Tripartitc Commission Act. The provincial social dialogsc commission may eraminc social or cconomic cascs leading to conflicn bclwecn cmploycrs and anployces if it finds them important for sodii peace to be maintaiocd. The commission may cxprcss its opinion on appoin-ting a person with a good will mission from the Minister’s of Labour list of mediators. This person helps tbc parties to the conflict. If the mission fiih thc parties or the person conducting the mission asks the commission socui dialoguc for an opinion. State budget covcrs thc fcc of thc person conductio| tbc mission and all olber costs.

Good will mission goes bcyond thc legał notion of a oollcctivc dispute spedficd in Collcctive Disputes Scttlcmcot Act lt resuits from the use of thc word ••connict" instead of ^,,collcctivc disputc** and a very widt mcaning of thc cxprcssion “social and cconomic mattere causing conlkti betwcen cmploycrs and employccs.” It is thc cvidcncc of thc legislator¹! aspiration to crcatc an institution going bcyond the limitations of thc hitherto cxusling system of resolving collcctive disputes and hdping te reduoc thc informal conflicts. Since thc method is ncw, nothing can be said about its cfficicncy.

In practicc, labour inspectors play an important role in redudng tk number of collecttvc disputes. The Collective Disputes Settlcmcnt Act obłigcs an employcr to notify thc dispute to thc rcgional labour inspector who, upon notification. usually instigates an mspection. The controlling inspector docs not operate as a mediator but he reports the resuits of the inspeetke and in cases wherc law has bccn violatcd by thc employcr also appha

“ Sec: judjtcmeal of tbt Supremę Court of IW. KAS J/96.

* K Kloc. Ijibaśi cemfUcU and Urtkes in Poland m the I990i and method* of them. Paper ki'en at thc 11.0 ’1^:ir*» Coofcreaoe of Centra) nad Raitcaro F.uropcin Labec Mediatora and Arhitratora," 14 21 June 2002, Budapetl. report (unpuhluhad), p. 12.

aactions which contributcs to thc liquidation of somc element* of thc wbject matter of thc dispute. 1 herc is no ottidal data that could indicatc bow effcctivc thc tool is. It is estimated, howcvcr, that out of thc disputc-rtiitcd inspections, it refers to 40% of all union dcmands and 20-25% of disputes.’⁵

IL NON-UMON RKPRESENTATION OF EMPI.OYEES IN COTLECTtYK UARCALM.NC wrilUN THE MKM

1. Norwmioo representmion of coploycei within thc firm: łt» rcasons

and forms

Polish law provk)cs for different forms of non-union representution of cmployccs in an undertaking. They inelude: workers' councils,* sclf-govcrn-BKOt of thc cmployces of a State undertaking,¹⁷ cmployccs' rcprcscntati%*cs in company’s bodies,^{1 2 3} employecs* rcprcsentativcs in Europcan Works Coundls,” rcprcscntativcs of cmployccs in undertakings forming a part of i Europcan Company, members of bodies representing corapany*s emp-ioyccs, its Supervisory Board or Administrativc Board,⁴⁰ cmployccs* rc-presentativcs for bealth and saicty at work committccs⁴¹ and cmployccs’ etprcscntativc$ clcctcd ad hoc in undertakings whcrc thcrc arc no tradc aoions Spccific typcs of non-union represemation of cmployccs can be (bund in ccrtain other typcs of undertakings. c g. cmployccs' rcprcscntativea in collcctivc bodies at Univcrsitics,° crcw dclcgatcs on sca commcrdal »błps,^A> etc.

1

K. K I o c, op. dt. p. 10.

*    Aa of 7 Apr.i 2006 conccming mforraing ind comuJiing enp<o>«£& (J of L 2006. No. 79. Uco 550) Tb« Aa transposc* I>ircatv« 3002/14/EC of ifcc Europem Paifaamcnl aoJ tfc CocnciJ of 11 Marefc 2002 csUbUshmg a generał framcworl for infonring and consulting

in the turo pean Commuaicy

^r Aa of 25 September 1981 on cmployce* sdf-gosernment m Sute omnod undcrUkicg* d of L. 1981. No. 24. nem 123 as imendcd)

*    Aa of 30 August 1996 cm comroerailnanon and privab*;uion (J. of L 2002. No. 171, 4* 1397 &i amctKled). Aa of 20 Decem ber 1996 on unlities seaor (J. of L 1997, No. 9. iłem O ameeded)

2

*    Łuropcan Works Couodk Aa of 5 Apnl 2032 (J. of L 2002, No 62, iteo 556 as «*ndcd)

*    Aa of 4 Ma?eh 2005 on Europcan Groupmp of Ecoaomic Interesu and on F.uropean Cocipany (i. of L. 2005, No. 62, iłem 551 as arocodcd).

^M Art 237^łli-237^ł* L.C.

^Q Aa of 27 July 2005 U» on Uniwiitict (J. of L. 2005. No. 164. Item 1365)

° Aa of 23 May 1991 on workmg on sca cocnmcrcial ahips (J. of L. 1991, No. 61. item

3

aa amendod)