Post by account_disabled on Nov 29, 2023 7:32:34 GMT
Isolation from co-workers; speaking badly behind an employee's back; spreading rumors and false information about the employee; public humiliation of an employee; ridiculing disability or disability; parodying an employee's behavior; jokes and ridicule of private life; forcing the employee to perform work that violates the employee's dignity and personal rights; giving offensive nicknames and nicknames; sexual propositions; collecting work previously assigned to be done; commissioning senseless or useless work. What employer behavior does not constitute mobbing.
For example, employer behavior such as conflict with an employee; supervising the work performed by employees; the employer's announcement that an inspection will be carried out; drawing the employee's attention to the quality of work performed; submitting this photo editing servies an inquiry to ZUS regarding the verification of the correctness of the decision on the employee's temporary incapacity to work due to illness, if the; refusal to grant leave within the period requested by the employee; withdrawal of annual leave for justified reasons or refusal to grant annual leave.
Correct application of disciplinary penalties; exerting pressure to complete a given projectspecific work resulting from the employment relationship; announcing layoffs and thus creating an atmosphere of mental tension among crew members cannot be considered mobbing of the employer cf. judgment of the Supreme Court of March , , ref. no. file II PK . The employer's obligation to counteract mobbing The provision of Art. of the Labor Code states that the employer is obliged to counteract mobbing. Due to the above regulation, the employer is obliged to take anti-mobbing actions. The employer may fulfill this obligation by creating appropriate work organization e.g. through the provisions of work regulations or other organizational acts.
For example, employer behavior such as conflict with an employee; supervising the work performed by employees; the employer's announcement that an inspection will be carried out; drawing the employee's attention to the quality of work performed; submitting this photo editing servies an inquiry to ZUS regarding the verification of the correctness of the decision on the employee's temporary incapacity to work due to illness, if the; refusal to grant leave within the period requested by the employee; withdrawal of annual leave for justified reasons or refusal to grant annual leave.
Correct application of disciplinary penalties; exerting pressure to complete a given projectspecific work resulting from the employment relationship; announcing layoffs and thus creating an atmosphere of mental tension among crew members cannot be considered mobbing of the employer cf. judgment of the Supreme Court of March , , ref. no. file II PK . The employer's obligation to counteract mobbing The provision of Art. of the Labor Code states that the employer is obliged to counteract mobbing. Due to the above regulation, the employer is obliged to take anti-mobbing actions. The employer may fulfill this obligation by creating appropriate work organization e.g. through the provisions of work regulations or other organizational acts.