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"Just so we can touch base with you during the day, Mrs Li..."

In the same spirit as the preceding post, we decided to give more publicity to this seminar too, this time by Explanator from Poznan, a course in Polish on where the legal red line in the sand is with regards to the control of employees.

More and more Companies are tightening their governance procedures by monitoring the phone calls or emails of employees, chipping them with RFiD chips, putting satellite trackers on their cars, following their activities with close circuit television, sending private detectives round their houses when they are on sick leave to check that they are not malingering, imposing junta-style curfews on company flats, and copyrighting and secretly cloning their DNA. I even heard of one firm which had a person sitting next to the ladies’ toilets taking note of times in and times out of the breaks taken their by different people.

Other firms have begun replacing their employees with robots in order to increase control over them. Sometimes drivers will be faced with a robot taking credit cards and dispensing petrol at petrol stations which previously had real people working on the forecourt, and the robot is unable to say where they have gone and what happened to them.

There seems to be no end to the ways in which companies can use the startling array of new technologies available today in the struggle against international employee idleness.

But which of these activities are justifiable governance activities permitted in law, and which can be seen as an abuse of human rights? The answer, as far as Poland is concerned (we don’t have total harmonisation in the area in the EU – the harmonisation is general because of the Human Rights laws in the Constitution, but their enactment and application in National laws in member states still varies greatly).

TGC is able to help with these questions, when it comes to a practical example. You can contact TGC via us on tgc@quoracy.com . A real person will contact you back and not a robot. Guaranteed.

Otherwise, this training by Explanator may help, too. Again, I haven’t tried them before, but I’m giving the plug in case it’s of interest to those of you with workforces in Poland, whether you speak Polish yourselves or have a Polish speaking HR director.

You don’t want to get this one wrong, by the way. Too little observation and you could appear too soft to some workforces, and some will take advantage. Too much, and you could find yourself in front of an unsympathetic judge. Or robocop.

Find out what you need to do before you embark on monitoring and controlling your people.

Chroniąc majątek firmy przed nieuczciwością pracowników przedsiębiorcy stosują różnorodne metody kontroli i monitoringu. Ale czy na pewno są one dopuszczalne? Czy kontrolując, nie przekraczamy granic prawa?.
Granice prawne kontroli pracowników

Skuteczne i zgodne z prawem metody kontrolowania pracowników i procedury w przypadku stwierdzenia nadużyć

Czas i miejsce szkolenia: WARSZAWA, 8 czerwca 2011 (środa)

Szczególnie polecamy następujące zagadnienia omawiane w trakcie szkolenia:

• procedury związane z wykrywaniem nadużyć pracowniczych
• poszanowanie dóbr osobistych i ochrona danych osobowych
• przeszukanie, monitoring GPS, kontrola korespondencji w praktyce firm… >>> więcej

Zachęcamy do skorzystania z rezerwacji on-line bądź z załączonego formularza zgłoszenia.

Termin przyjmowania zgłoszeń upływa 2 czerwca, a liczba miejsc jest ograniczona.

Z poważaniem

Iwona Dehina

EXPLANATOR, Podchorążych 33, 60-143 Poznań
Tel. (61) 855 01 12, Fax. (61) 855 00 78
www.explanator.pl

Granice_kontroli_WAW_190.pdf

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