The annual, continuous, paid annual leave has the right to any person employed under a contract of employment. However, the longer its duration depends on seniority, which are included in all periods of previous jobs – not makes no difference how the previous labor relations have been completed (for example, it does not matter whether it was the fault of the employee) and whether there were some breaks in employment.
The basic size of annual leave – an employee employed full-time – is 20 days, if the employee is employed for less than 10 years, and if seniority is more than 10 years, a person is entitled to 26 free d. In calculating the size of seniority also be added documented period of study (regardless of whether it was a mode of day, evening or default). How accurately determine the size of annual leave, you will learn here & gt; & gt;
employer shall determine the time of travel
The employer is obliged to grant the employee holiday in the calendar year in which he has been granted a right to it, according to plan holidays or by appointment and at the request of the employee. If the fault of the employee, or the employer was not possible, the head should send a subordinate to rest at the latest by 30 September of the following calendar year, which does not apply to part of the leave granted at the request of the employee. More about what is happening oz unused leave upon request, read here & gt; & gt;
Therefore, even if a subordinate refuses an appointment vacation, the employer may own, without reconciliation and planning the deadline to send someone to outstanding leave until the end of the third quarter (if he demonstrates he had requested the employee to plan for holiday use, and that ignoring such requests), the more that he can not pay for these days in lieu. When can pay the equivalent, you will learn here & gt; & gt; If the employer does not send the employee for unused leave, violate labor laws, which carries a fine of 1 to 30 thousand. zł.
The employer dismissed vacation
The employer may also postpone the employee leave and even interrupt already started rest subordinate, if there were justified by circumstances which the employer could not have foreseen at the time of commencement of leave by a subordinate . As for specific situations impossible to plan in advance, and when the presence of a specific employee at work is essential, for example in the event of control in the company of a failure, which it is not able to remove another employee or illness a person in a similar position, which was to replace an employee during his vacation.
Do you need to receive calls from the boss during a holiday, read here & gt; & gt;
The appeal here is the nature of a command official to whom worker has the obligation to obey. What threatens to remain on vacation, you will learn here & gt; & gt; Employers, however, must cover the costs incurred by an employee who had a direct connection with the appeal him leave, including travel expenses or paid and unused stay in a holiday resort . What exactly must pay the employer costs, read here & gt; & gt; The employee is also entitled to days off in the number, which is not used because of the cancellation of leave.
Additional days, when the disease breaks vacation
The leave may be divided as in the case of:
- temporary inability to work due to illness,
- isolation due to infectious disease
- Event military exercises or military training for up to three months.
- maternity leave.
Even if the disability of a person lasted one day, the unused part of the leave may still be an employee – on a date agreed between the employer and the employee. Valid for the same rules as when re-applying for leave. An employee may not however extend leave alone for periods of illness, and only after this extra time to get back to work. First he must always submit an application to the employer, who may agree (or not) indicated by a subordinate term.
When compensation for unused vacation
Essentially, the employee is not entitled to compensation for annual leave, unless it is a day not used in full or in part due to the termination or expiration of the employment relationship. An employee may not waive the equivalent or transfer that right to another person, in turn, the employer can not make a payment made equivalent of any deductions.
About how to calculate equivalent for unused annual leave can read here & gt; & gt
The Labour Code does not regulate directly the date when the employer should pay equivalent. But the fact that the employee becomes entitled to it on termination or expiry of the employment indicates the last day of employment. When exactly should be paid equivalent, you will learn here & gt; & gt;
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