What should you know about employment?

Accepting a job offer is only the first step a candidate must take to be hired. He still has to fill in a few documents and complete other formalities that the employer should take care of. The most important stages of employment are indicated by an expert from LeasingTeam Professional.

Filling in the documents

The employer provides the candidate with a set of documents, the completion of which is necessary to employ an employee. The first is a personal questionnaire, in which the employee enters the data necessary to conclude the contract, such as, m.in, name and surname, date of birth, PESEL number, place of residence, etc. Other documents that the employer must ask the employee to fill in are PIT-2, i.e. the employee’s statement for the purpose of calculating monthly advances for personal income tax, information on increased costs (to be filled in if the employee’s place of residence is in a different city than the place of work), consent to the processing of personal data, consent to transfer remuneration to the indicated account and a completed statement, when the candidate is a parent or guardian of a child.

Some organizations have internal documents such as: non-competition, statement on compliance with professional secrecy or financial responsibility for entrusted property. Such documents are usually signed by the employee on the first day of work after reading the regulations – comments Magdalena Szewczyk, Team Leader at LeasingTeam Professional.

Signing the contract

After filling in the documents, the employee signs the contract. If the employment contract has not been concluded in writing, the employer should confirm all arrangements and conditions in writing no later than one day before the employee starts work.

Before signing a given type of contract, it is worth reading the act or code that regulates the legal basis of a given contract. In the case of an employment contract, this will be the Labour Code, while a temporary employment contract is regulated by the Act on the Employment of Temporary Workers. Thanks to this, the employee will learn about their rights and obligations, as well as find out about issues related to holidays, working time, etc . – says Magdalena Szewczyk from LeasingTeam Professional.

Within 7 days from the date of employment, the employer must inform the employee, m.in. about the applicable working time standard, dates and method of payment of remuneration, the length of holiday leave or the length of notice.

Medical examinations

On the basis of the personal questionnaire completed by the employee, the employer issues a referral for a medical examination, which the employee is obliged to perform before starting employment. The tests are mandatory and are aimed at excluding contraindications to work in a given position. Their cost is borne by the employer. Without them, the employee cannot be allowed to work. If the employee has a current certificate issued on the basis of a referral obtained from the previous employer, which states that there are no contraindications to work in conditions corresponding to the conditions in the new position, the employee does not have to undergo the examination again.

Health and Safety Training

Before starting work, the candidate must undergo initial training in health and safety regulations. The purpose of the initial OHS training is to provide the employee with the knowledge and skills necessary to perform work in accordance with OHS regulations (general training) and to familiarize the employee with the hazards occurring at specific workplaces (on-the-job training). Participation in OHS training is a prerequisite for an employee to be allowed to work. Training of an employee before admission to work is not required if he or she takes up work in the same position as he or she held with a given employer immediately before entering into another employment contract with that employer.

Insurance

Within 7 days from the date of employment, the employer is obliged to report the person as its employee to the Social Insurance Institution, and then regularly pay certain insurance contributions for him/her: pension, disability, sickness and accident insurance. ZUS also collects and transfers to other institutions contributions for health insurance, the Labour Fund, the Guaranteed Employee Benefits Fund and the Bridging Pension Fund.

The above contributions do not apply to employees employed under a contract of mandate who are under 26 years of age and have the status of a student. Confirmation of student status is a valid student ID card or a certificate from a university. A student may voluntarily declare their willingness to join sickness insurance on the basis of an application submitted to the employer. This rule does not apply to contracts regulated by the Labour Code, such as an employment contract.

Knowledge of all stages of the employment process, as well as knowing which formalities should be completed by the candidate and which by the employer, will be useful to everyone, not only those just starting their professional career. Regulations change, so it is good to follow the information about the new law regulating employment issues. You should also always read the content of the documents you sign, as the provisions contained in them will apply to the employee from the date of their signing.