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Withdrawal of the license concession in the Geological and Mining Act

100%

Lipiński A. , Lipiński A.

Zeszyty Naukowe Instytutu Gospodarki Surowcami Mineralnymi Polskiej Akademii Nauk

2017

Obowiązki przedsiębiorcy w zakresie lokalizacji inwestycji mieszkaniowej i inwestycji towarzyszącej

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Brzezińska-Rawa A.

nr 329

277 - 286

Przedmiotem niniejszego artykułu jest problematyka powiązania i analizy wpływu regulacji prawnych z zakresu planowania przestrzennego, wynikających z tak zwanej specustawy mieszkaniowej, wraz z problematyką obowiązków przedsiębiorcy. Autorka analizuje wymogi prawne związane z lokalizacją inwestycji mieszkaniowej i inwestycji towarzyszącej. Są to wymogi infrastrukturalne i odległościowe oraz wymogi zakazu lokalizacji na terenach prawnie chronionych. Poruszony jest również historyczny wątek tak zwanych developer obligations.

The subject of analysis of this article is the issue of linking and analysing the impact of legal regulations in the field of spatial planning, resulting from the special housing law, with the obligations of undertakings. The author analyses legal requirements related to the location of a residential investment and an associated investment. These are infrastructure and distance requirements, as well as requirements to prohibit location in legally protected areas. The historical thread of so-called developer obligations is also included.

The non-competition clause in labour law-implementation of the Directive 2019/1152

100%

Szymura M.

tom z. 176

691--701

Purpose: Issues related to the non-competition clause are the subject of numerous publications. The stimulus for creating this article was the coming into force on 26 April 2023 of the amendment to the Labour Code, aimed at implementing into the Polish legal order two European directives: Directive (EU) 2019/1158 of the European Parliament and of the Council of 20 June 2019 on work-life balance for parents and carers and repealing Council Directive 2010/18/EU, known as the Work-Life Balance Directive; and Directive (EU) 2019/1152 of the European Parliament and of the Council of 20 June 2019 on transparent and predictable working conditions in the European Union. The Act brought a range of changes to the Labour Code, among others, with respect to the non-competition clause. The new regulations will undoubtedly be challenging for employers and bring the non-competition clause in the labour law once more to the forefront of discussion. Design/methodology/approach: The deliberations are based on the related subject literature and an analysis of the legal provisions applicable in the area under discussion. Findings: As a result of the implementation of Directive 2019/1152 to the Labour Code, Art. 261, under which an employer cannot prohibit an employee from having a concurrent employment relationship with another employer or a concurrent legal relationship that is a basis for providing work other than the employment relationship, nor can they subject an employee to unfavourable treatment because of this. This provision strengthens the freedom of employees in terms of accepting employment. Since the legislator did not introduce transitional measures regarding the application of said provision, it should be assumed that the ban on prohibiting of additional employment is applicable to employment relationships initiated after the changes came into force as well as those relationships initiated before 26 April 2023. If an agreement with a new employee is concluded after the date of this amendment, the employer will be obligated to conclude such an agreement in a different form to other agreements. Violation of Art. 261 of the Labour Code by the employer results in employer’s liability. If the employee is not bound by the employer to a non-competition agreement, provision of work by the employee for another employer does not have any negative consequences, and the employer cannot terminate the employment agreement for this reason. Practical implications: Entrepreneurs will need to implement far-reaching organisational changes in adjusting their businesses to the new legal requirements, and hence it is increasingly important that employers are knowledgeable about the non-competition clause. Originality/value: This article raises the issue of the non-competition clause, which is important from the prospective not only of the employee but also from that of the entrepreneur employer.