Employees who have been sent at a User Enterprise to perform a temporary job may not be put in a less favourable position only due to the temporary nature of their work. They have all the rights under the Labour Code including the same basic conditions of work and employment and equal treatment as to the rest of employees employed there.

In our capacity as a Temporary Work Agency we pay the employees sent at the User Enterprises. They are bound to receive their remuneration no matter to which exactly User Enterprise they have been sent to work.

The User Enterprise. It shall determine the amount of the primary and supplementary remuneration due, as well as record the hours worked including overtime and night work. In a timely manner, the User Enterprise is obliged to inform the Temporary Work Agency thereof.

It is mandatory for the User Enterprise to deliver the job description to the employee.

The User Enterprise shall provide initial and continuous training in accordance with the position held and the nature of work in the User Enterprise. It is obliged to instruct the employee on safe and healthy work performance as well as to insure him/her at its own expense under the terms and following the procedure of Art. 52 of the Healthy and Safe Working Conditions Act.

The annual paid leave shall be used upon written permission of the Temporary Work Agency in close liaison with the User Enterprise.

Your entitlement shall be calculated in proportion to the time recognized as a length of service based mostly on the minimum duration of the regular annual paid leave – 20 working days.

The employee is supposed to fill in a request form. After obtaining approval from the user enterprise, she/he is expected to submit the form to our HR Specialists within 2 working days before the start date of the leave.

The employee is obliged to immediately inform the user enterprise about the type and duration of the leave authorized by the health authorities, as well as to provide our HR Specialists with the sick leave note, within 2 working days after its issuance.

The employee submits electronically a written request stating what type, with what content and for what purpose the required certificate should be issued. Within 5 working days after the submission of the request, our HR Specialists is expected to issue the document.

Business trips are based on a previously issued written order. The employee provides our HR Specialists, within 5 working days before the start date of the secondment and after obtaining approval from the user enterprise, with a form completed according to a sample (business trip order). The sample contains the following items:

•  the place of secondment
•  the task for which the person is seconded
•  the duration of the business trip
•  the amounts to which the employee is entitled
•  the way of traveling
•  the type of the report on the work performed.

Operating expenses are reported not later than the 5th working day of the month following the month to which they relate. The employee provides our HR Specialists, after obtaining approval from the user enterprise, with a form completed according to a sample (expense report) and supplemented by accounting documents proving the costs incurred (invoices, receipts, etc.).

The employee who works under an employment contract with a Temporary Work Agency and concludes an employment agreement with another employer which is not a Temporary Work Agency may terminate his/her employment contract without giving a notice. In other cases, the general provisions of the Labour Code apply.

You have the right to make claims, for instance for incorrectly calculated working hours or unreasonable deductions. Respond immediately and rely on our HR Specialists.