What is the process and eligibility criteria for taking bereavement leave in Poland, and how is pay calculated?

In Poland, bereavement leave eligibility and duration depend on the employee's relationship with the deceased:

• For the death and funeral of a spouse, child, father, mother, stepfather, or stepmother, a supported employee is entitled to 2 days of special leave.
• For the death involving a sister, brother, mother-in-law, father-in-law, grandmother, or grandfather, a supported employee is entitled to 1 day of special leave.

Bereavement leave in Poland is fully paid, with 100% of the supported employee's salary covered by the employer.

To apply for bereavement leave, the supported employee must:

• Submit the appropriate request in our Global Work Platform™.
• Inform the Velocity Global HRx Team about the situation.
• Provide a document confirming the legitimacy of the use of special leave.

What is the duration of educational leave in Poland?

In Poland, the duration of educational leave for supported employees is as follows:

• 6 days for taking externship exams.
• 6 days for taking the matriculation exam.
• 6 days for taking a vocational qualification exam.
• 21 days in the final year of study to prepare the thesis and to prepare for and take the diploma exam.

What are the guidelines for emergency leave in Poland, including length, eligibility, application rules, and pay calculation?

In Poland, the guidelines for emergency leave and leave on demand are detailed below:

1. Emergency Leave (Urlop z powodu działania siły wyższej):

a. Length: Employees are entitled to 2 days or 16 hours of emergency leave per calendar year.

b. Eligibility: This leave is available to all employees for urgent family matters, such as illness or accidents, which require the employee's immediate presence.

c. Application Rules: The leave is granted for urgent situations where the employee's immediate presence is necessary due to family emergencies.

d. Pay Calculation: The leave is paid at half of the employee's regular salary.

2. Leave on Demand (Urlop na żądanie):

a. Length: Employees are entitled to 4 days of leave on demand per year.

b. Eligibility: This leave is available to all employees.

c. Application Rules: Employees can request this leave at any time without providing a reason. However, the 4 days are deducted from the employee's annual leave balance.

d. Pay Calculation: The leave is paid at the employee's regular salary, as it is considered part of the annual leave allowance.

What are the length, eligibility criteria, application rules, and pay calculation for marriage leave in Poland?

In Poland, marriage leave is structured as follows:

• Employees are entitled to 2 days of leave in connection with their own wedding.
• Employees can receive 1 day of leave in connection with the wedding of their child.

What are the guidelines for blood donation leave in Poland, including length, eligibility, rules for applying, and pay calculation?

In Poland, supported employees are entitled to 2 days off for donating blood or blood components.

The guidelines for blood donation leave are as follows:

• Length: Supported employees receive 2 days off for donating blood or blood components.
• Eligibility: All supported employees who donate blood or blood components are eligible for the leave.
• Rules for Applying: Supported employees must follow their company's procedures for applying for blood donation leave, which typically involves notifying their employer in advance and providing proof of the donation.
• Pay Calculation: The pay during the blood donation leave is calculated based on the employee's regular salary, ensuring that the time off does not result in a reduction of pay.

For more details and specific company procedures, employees should refer to their employment agreement or consult with their HR department.

How long is unpaid leave in Poland, and what is the process and eligibility criteria for taking it?

In Poland, the duration of unpaid leave is not limited by law. The process for taking unpaid leave in Poland requires a written request from the employee to the employer. The employer has the discretion to grant this request as outlined in the Labor Code Act, paragraph 174, section 1.