USEFUL INFORMATION IN THE EMPLOYMENT PROCESS

Academic staff are bound by the task-based working time system.

The dean or the head of a university-wide organisational unit, in consultation with an academic staff member, shall determine the time required to perform assigned tasks, taking into account the length of the working time resulting from the standards laid down in Article 129 of the Labour Code.

In the case of employees working on a time-task basis, there is no obligation to ensure records of working time or to draw up a work schedule; in this case, the work schedule is determined by the employee, with the exception of teaching, which is determined by the head of the didactic unit (KJD).

If the organisation of didactic courses or research and organisational duties makes this necessary, academic staff may be assigned to work on Sundays and other statutory holidays.

The rules for defining the scope of duties of academic staff for each group of employees and position type, the types of courses to be taught within the scope of such duties, including the teaching load and other duties for each position, and the rules for calculating teaching hours shall be laid down in the University of Warsaw Work Regulations.

A didactic hour equals 45 minutes.

Academic staff employed on a full-time basis, for whom the University is the primary place of work, for a period not exceeding one academic year at a time, may have their annual teaching load reduced by the Rector pursuant to the rules laid down in the Work Regulations; however, apart from exceptional cases justified by important interests of the University, the Rector shall not grant reductions in the teaching load to academic staff performing additional employment within the meaning of Article 125 of the Act – Law on Higher Education and Science or conducting economic activity.

If an academic staff member’s teaching load exceeds the annual teaching load determined in proportion to the length of employment, overtime hours shall be created and the academic staff member shall be entitled to additional remuneration. If the mandatory teaching load is reduced, academic staff shall be entitled to remuneration for overtime hours in respect of hours worked in excess of the teaching load obligatory for the position and level of employment in question.

The accounting of working time in projects implemented under programmes financed by the European Union.

For the purpose of accounting for working time in projects implemented under programmes financed from European Union funds, it is assumed that the maximum annual number of productive hours per FTE that can be charged to the project budget is 1720 hours. The number of working hours devoted to all projects financed from external sources in which a given academic staff member participates cannot exceed 73 hours per month and 876 hours per year, which is about 51% of an academic staff member’s productive working time. It is possible to work more than 73 hours per month for externally funded project(s), provided that the academic staff member obtains a reduction in the salary.

Non-academic staff may be employed in the basic, equivalent and task-based working time systems as well as in the shortened working week system. Working time may not exceed eight hours per day and an average of 40 hours in an average five-day working week in an adopted settlement period not exceeding four months.

At the written request of an employee, subject to the opinion of his/her immediate superior, the head of the organisational unit may agree to cover the employee’s working time schedule, which provides for different times of starting work on days which, according to the schedule, are working days for the employee, or a period of time during which the employee decides on the time of starting work on a day which, according to the schedule, is a working day for the employee (flexible working hours). Under such schedules, the repetition of work during the same day does not constitute overtime. The inclusion of a worker in ” flexible working hours ” must not affect the worker’s right to 11 hours of uninterrupted rest in each day (daily) and to at least 35 hours of uninterrupted rest including at least 11 hours of uninterrupted rest in each day (weekly).

Working time systems:

• The equivalent working time system

A system in which it is possible to extend the daily working time to a maximum of 12 hours, and for employees engaged in guarding property and fire protection employees to 24 hours in a settlement period not exceeding one month.

• The task-based working time system

The system in which the head of the organisational unit determines with the employee the time necessary to perform the assigned tasks, taking into account the working time resulting from the working time standards. In relation to employees covered by the task-based working time system, there is no obligation to keep records of the working time and to prepare a working time schedule – the working time schedule is determined by the employee.

• Shortened working week system

A system in which, in particular due to the personal situation of the employee (e.g. taking care of a young child, pursuing education), the head of the organisational unit agrees to limit the number of working days during the week. Under this system it is permissible for the employee to work less than five days per week with the simultaneous extension of the daily working time to a maximum of 12 hours over a settlement period not exceeding one month.

Shift work

Shift work is understood to mean work performed according to a fixed working time schedule, which provides for a change in the time at which individual employees perform work after a specific number of hours, days or weeks, with the time schedule for individual shifts being determined by heads of organisational units in monthly schedules. At the University, work on the second shift starts no earlier than 12.00 p.m. and ends no later than 10.00 p.m. For each hour of work on the second shift, employees are entitled to an allowance as specified in the Remuneration Regulations.

Night time

Night time consists of eight hours between the hours of 10 p.m. and 6 a.m. Employees are entitled to an additional payment for each hour of night work, as specified in the Pay Regulations.

Working time for a disabled employee

The working time of a disabled person classified as having a significant or moderate degree of disability cannot exceed seven hours per day and 35 hours per week. A disabled person cannot be employed during night time. These rules do not apply to persons employed as security guards or when, at the request of the employee, the doctor carrying out preventive examinations of employees gives his/her consent.

Pursuant to the  legislation, from 1 October 2020, a new model of an academic staff ID card is in force:

• Article 122 of the Law on Higher Education and Science,
• Regulation of the Minister of Science and Higher Education of 13 March 2020 on the service card of an academic teacher.

The new academic staff service card takes the form of a plastic processor card with an interface.

The card certifies employment in the position of an academic teacher and, based on separate regulations*, entitlement to a 33% discount for travel

• public collective railway transport in passenger trains, on the basis of single tickets or monthly inscribed tickets;
• public collective transport by bus in regular communication, on the basis of a registered monthly ticket.

* Act of 20 June 1992 on the right to discounted travel in public collective transport. Important! The provisions of the Act do not apply to urban transport.

Additional entitlements.

A ZTM key is encoded on the academic staff ID card, allowing to save public transport tickets on it, including, among others, the “Warszawawiak Card”. The ELN can be activated as a UW library card and as an access card to the premises where sports activities conducted by the UW Sports and Recreation Centre take place.

The employee card for non-academic staff may be issued in paper form or in the form of an Electronic Staff Pass (ELP). Employees can use both forms of card at the same time.

ELP – the card is issued by the employee’s employing unit via USOS (faculties) or through the University Personalisation Centre – UCP (other units). The card is used to activate the Warsaw City Card (therefore the card can be used as a ZTM ticket), it can be used to pay for parking, it can be used as a library card at the University Library, it entitles to enter the University Botanical Garden and University sports facilities. The ELP is issued for four years or for the duration of employment, if shorter than four years.

A paper pass – is issued by the Human Resources Office in room no. 1 in the Kazimierzowski Palace.

Employees of the University of Warsaw may receive the Prime Minister’s Award for:

• distinguished doctoral dissertations,
• highly recognised achievements which are the basis for conferring the academic degree of habilitated doctor or habilitated doctor of arts,
• scientific or artistic achievements, including outstanding scientific and artistic output.

Detailed information is available on the website of the UW Research Service.

An employee of the University of Warsaw, on the basis of the Regulation of the Minister of Science and Higher Education of 23 January 2019 on the awards of the minister responsible for higher education and science, may receive the Minister’s award for:

a) significant achievements in scientific, didactic, implementation or organisational activities,

b) overall achievements.

SIGNIFICANT ACHIEVEMENTS ARE CONSIDERED TO BE IN THE AREA OF ACTIVITY:

• scientific:
  • the conduct of scientific research which has resulted in the acquisition of:
    • new knowledge in a scientific field or discipline not aimed at direct commercial application, or
    • new knowledge in a scientific field or discipline, or new skills, which are aimed at developing new products, processes or services or bringing about a significant improvement in them;
  • carrying out development work as a result of which knowledge or skills currently available, including computer tools or software, were acquired, combined, formed or applied in order to plan production and to design and develop altered, improved or new products, processes or services – excluding activities involving routine and periodical changes made to them, even if such changes are improvements;
  • artistic creativity resulting in tangible or intangible artistic work, including artistic performance, which makes a significant contribution to cultural development;
  • leading research teams implementing projects financed by national or international competitions;
  • authorship or co-authorship of scientific publications, in particular scientific monographs, a series of thematically related scientific articles or design, construction, technological or artistic works;
• didactic:
  • active in the training and education of students;
  • active in the education of doctoral students and promotion of teaching staff;
  • providing specialised education or other forms of education that serve the economic or social development of the region or the country;
  • authorship or co-authorship of outstanding and innovative academic textbooks;
• implementation:
  • practical application of the results of scientific research or development work, in particular in industrial, scientific or commercial activity;
  • commercialisation of scientific results and know-how related to these results;
  • implementation of an original design, technological or artistic achievement;
• organisational:
  • expanding international cooperation to improve the quality of scientific research, development work, education or to support the economic or social development of a region or country;
  • developing cooperation with the socio-economic environment, in particular in order to: – conducting scientific research or development works for the benefit of entrepreneurs, – developing education and in-service training programmes adapted to the socio-economic needs of the region or the country;
  • effective management of the university, in particular to achieve an improvement in its financial management.

The award may be granted on the Minister’s own initiative or at the request of the Rector.

The Rector may grant awards to University employees for their achievements in professional work.

ACADEMIC STAFF

Detailed rules and procedures for granting awards to academic staff shall be laid down in:

Regulation No. 53 of the Rector of the University of Warsaw of 12 March 2020 concerning the rules and procedure for granting the Rector’s award to academic staff employed at the University of Warsaw.

The Rector’s awards are granted annually for research, teaching and organisational achievements or for a lifetime of achievements.

The awards are given as individual or team prizes.

AWARD CATEGORIES AND AMOUNTS:

Individual prizes:

Team awards:

* in relation to the professor’s salary referred to in Article 137 of the Act of 20 July 2018. – Law on Higher Education and Science.

Every employee has an inalienable right to paid annual leave. In case the leave is not used in full or in part due to the termination or expiry of the employment relationship, the employee is entitled to a cash equivalent. The employee’s holiday entitlement is time-barred after three years from the end of the third quarter of the calendar year following the calendar year in which the holiday was earned.

The method of granting holidays

Holidays should be granted in accordance with the holiday plan which is defined not later than by the end of March of a given calendar year and notified to employees in the manner adopted in the organisational unit. Prior to the commencement of the holiday, in time to allow decisions to be taken and possible replacement arrangements to be made, the employee is obliged to submit a written holiday request, which is approved by the head of the unit. If the leave is not taken as planned, the leave must be granted to the employee by 30 September of the following calendar year at the latest.

Leave of absence is granted by the Rector to employees in managerial positions (Vice-Rector, Dean of Faculty, Head of College, Head of Doctoral School, Head of a University-wide organisational unit, the deputy dean for student affairs the director of teaching and learning ,  Chancellor, Bursar).

Length of annual leave

Non-academic staff shall be granted annual leave of 20 or 26 days per calendar year, depending on their length of service.

Academic staff shall be granted annual leave of 36 days per calendar year.

Acquisition of holiday entitlement

Employees who start work for the first time are entitled to holiday leave at the end of each month of service at the rate of 1/12th of the holiday leave. The employee acquires the right to subsequent holidays in each subsequent calendar year.

Proportional holiday entitlement

Employees are entitled to the following types of leave on a pro-rata basis

• employed on a part-time basis are entitled to leave in proportion to the number of days of employment (an incomplete day of leave is rounded up to a full day);
• employed during the calendar year or whose employment relationship ceased during the calendar year;
• – who start work after a period of absence of at least one month caused by: unpaid leave; parental leave; serving in basic military service or its substitute forms, preparatory service, periodical military service, territorial military service performed in rotation, military training or military exercises; temporary arrest; serving a sentence of imprisonment; unexcused absence from work.

ACADEMIC STAFF

Academic staff employed in the research academics and research/teaching academics group and in the academic teachers group shall take their annual leave during the periods free from didactic courses indicated in the Rector’s regulation on the organisation of the academic year, and during the periods free from courses resulting from the academic teacher’s timetable.

NON-ACADEMIC STAFF

Employees with a significant or moderate degree of disability who are entitled to up to 26 working days of holiday leave and who are not entitled to any additional leave under separate legislation are granted 10 working days of additional holiday leave.

Employees with the status of veteran or injured veteran, who are entitled to an amount of holiday leave not exceeding 26 working days, are entitled to an additional holiday leave of 5 days.

Employees who are invalids of war and are entitled to a maximum of 26 working days of holiday leave are entitled to an increase of 10 working days of holiday leave.

Employees who are veterans or the persons referred to in Articles 2 and 4 of the Act of 24 January 1991 on Veterans and Certain Victims of War and Post-War Repression who are entitled to leave of a maximum of 26 working days are entitled to an increase of 10 working days of leave.

Maternity leave

1.  A female employee who has given birth during her employment relationship is entitled to maternity leave of:

• • 20 weeks if she has given birth to one child,
  • 31 weeks if she gave birth to two children in one birth,
  • 33 weeks if she gave birth to three children in one birth,
  • 35 weeks if she gave birth to four children in one birth,
  • 37 weeks if she has had five or more children in one birth.

2. An employee may take up to 6 weeks of maternity leave before giving birth. The status of the pregnancy must be documented by a medical certificate.
3. An employee father raising a child has the right to use part of his maternity leave in the event that:

• • the child’s mother resigns from part of her maternity leave after she has taken 14 weeks of that leave following childbirth;
  • resignation from maternity leave by a female employee of the child’s mother who has a certificate of incapacity to lead an independent life, after she has used up at least 8 weeks of this leave;
  • death of the child’s mother during maternity leave;
  • abandonment of the child by its mother after she has taken at least eight weeks of maternity leave.

4. An employee father raising a child is also entitled to take part of the maternity leave if the child’s mother is hospitalised and unable to care for the child personally. After the cessation of the hospitalisation of the child’s mother, the employee father who has taken maternity leave shall immediately resume work.
5. In the cases indicated in points. 3 and 4, maternity leave may also be taken by a member of the immediate family other than the child’s father within the meaning of Article 1751p.
6. In the case of hospitalisation of the child, the child’s mother may interrupt the maternity leave and continue it after the child leaves hospital.
7. Maternity leave shall be granted with maternity allowance.

Parental leave

1. Immediately after maternity leave, an employee may take parental leave of 32 weeks where one child is born at term or 34 weeks where more than one child is born at term.
2. Parental leave is optional and granted at the request of the employee.
3. Parental leave may be taken by both the mother and father of the child. Parental leave may be taken by both parents on condition that the total amount of the leave does not exceed 32 (or possibly 34) weeks. 4.
4. Parental leave is also granted to an employee who has adopted a child and applied for adoption or has adopted a child as a foster family.
5. The leave may be taken in maximum 4 parts, and each part of the leave may not, as a rule, be shorter than 8 weeks.
6. A part of parental leave not exceeding 16 weeks may be granted until the end of the calendar year in which the child reaches the age of 6.
7. During parental leave, an employee may work for his/her employer up to half of his/her full working time. In that case, the parental leave is prolonged proportionally. 8.
8. An employee is entitled to maternity allowance during parental leave.

Faternity leave

1. An employee father raising a child is entitled to a paternity leave of 2 weeks upon request. The right to paternity leave is granted until the child is 24 months old.
2. Paternity leave may be taken in two parts, each of which may not be shorter than one week (7 days).
3. An employee is entitled to maternity allowance during paternity leave.

Parental leave

1. Parental leave is granted to an employee who is a parent or guardian of a child in order to take personal care of the child.
2. The right to parental leave is conditional on having at least 6 months’ seniority (with all employers).
3. Parental leave is optional and granted at the employee’s request.
4. Parental leave is granted for a period not exceeding 36 months and may be taken until the end of the calendar year in which the child reaches the age of 6.
5. One month of parental leave is assigned non-transferable to each parent (guardian) of a child. This means that one parent can take up to 35 months of parental leave alone. This does not apply if the child’s other parent is deceased, the child’s other parent has no parental authority or has been deprived of parental authority.
6. Parental leave may be divided into a maximum of 5 parts.
7. Parents or custodians of the child may use the parental leave at the same time, however, the total length of the leave cannot exceed 36 months.
8. During the parental leave an employee may work or carry out other gainful activity, as well as participate in trainings and other forms of education if it does not prevent personal care of the child.
9. Parental leave is unpaid leave. The period of parental leave at the date of its termination is included in the employee’s seniority.

Leave on conditions for maternity leave

1. Maternity leave shall be granted for adopting a child and applying for adoption or adopting a child as a foster family (except for a foster family acting as a family emergency service).
2. Leave under the conditions of maternity leave may be taken by both the employee and the worker.
3. Leave under the conditions of maternity leave is granted in the amount of:

• • 20 weeks in the case of the adoption of one child,
  • 31 weeks in the case of the simultaneous adoption of 2 children,
  • 33 weeks in the case of the simultaneous admission of 3 children,
  • 35 weeks for the simultaneous admission of 4 children
  • 37 weeks in the case of a simultaneous admission of 5 children.

4. Leave on maternity leave conditions is granted until the child reaches the age of 7 years, and in the case of a child for whom compulsory education has been postponed – until the child reaches the age of 10 years.
5. Immediately after leave on maternity leave conditions, employees are entitled to parental leave.

Academic staff may apply for paid sabbatical leaves:

1. research leave – leave shall be granted by the Rector upon a motivated application of an academic staff member holding at least the doctoral degree. Leave with a view to conducting research shall be granted for a total period not exceeding one year during the seven years of employment at the University of Warsaw, counting from the date of the commencement of the first such leave;
2. sabbatical leave for the preparation of a doctoral dissertation – such leave shall be granted by the Rector upon a motivated application of an academic staff member, and shall be approved by the Dean or the head of a university organisational unit, his or her direct superior as defined by the rules of the unit, as well as by the supervisor(s), up to a maximum of three months.
3. sabbatical leaves in order to:
   • to undergo training, scientific or teaching internship abroad,
   • to participate in a conference,
   • to participate in joint scientific research conducted with a foreign entity on the basis of a scientific cooperation agreement,
   • participate in joint scientific research conducted with Łukasiewicz Centre or Łukasiewicz Network institute.

The above-mentioned leaves of absence, not exceeding 60 days per academic year, are granted by the dean or the head of a university organisational unit. In particularly justified cases, at the request of an academic staff member and upon the opinion of the dean or the head of a university organisational unit, the Rector may grant academic staff leave for a period exceeding 60 days, but not longer than for a period of 12 months (365 days) – leave application.

PAID SABBATICAL LEAVE – ACADEMIC STAFF

Employees other than academic staff shall be entitled to:

1. leave for preparation of the doctoral dissertation or for preparation for the defence of the doctoral dissertation of 28 days, being working days for the employee – the leave shall be granted by the head of the unit at the time agreed with the immediate superior;
2. exemption from work for the doctoral dissertation defence;
3. exemption from work for participation in the habilitation colloquium.

Non-academic staff performing research as part of their duties may take a sabbatical leave in order to:

1. to undergo training, scientific or teaching internship abroad;
2. participate in a conference;’
3. participate in joint scientific research conducted with a foreign entity on the basis of a scientific cooperation agreement;
4. participation in joint scientific research conducted with Łukasiewicz Centre or Łukasiewicz Network institute.

Leave of absence, not exceeding 60 days per academic year, is granted by the dean or the head of a university-wide organizational unit. In particularly justified cases, at the request of academic staff and upon the opinion of the dean or the head of a university organisational unit, the Rector may grant academic staff leave for a period exceeding 60 days, but not longer than 12 months (365 days) – leave application.

An employee who is unable to work due to illness is entitled to wages or sickness benefit.

For up to 33 days of inability to work in a calendar year (14 days of inability to work for an employee over 50), an employee is entitled to remuneration. Depending on the reason for such incapacity for work, the employee retains the right to 80 or 100 % of the remuneration.

After the period of inability to work has been exhausted, the employee is entitled to sickness benefit, which he/she may receive for a period not exceeding 182 days or, in the case of inability to work due to tuberculosis or pregnancy, for a period not exceeding 270 days.

An employee who after exhaustion of the sickness benefit is still unable to work, and further medical treatment or rehabilitation give a chance to regain the ability to work, is entitled to a rehabilitation benefit. The rehabilitation benefit is granted by the Social Insurance Institution’s medical examiner, who may grant the benefit for a period not exceeding 12 months.

Academic staff who are under 65 years of age and in full-time employment, after at least 10 years of employment with a higher education institution, shall be entitled to paid health leave, the total duration of which during the entire period of employment may not exceed one year. Based on an employment certificate, periods of employment as an academic staff member in other higher education institutions may be counted towards the required period of employment. The leave may be granted in parts, with the stipulation that a subsequent part of the leave cannot be taken earlier than after three years following the end of the previously granted part of the leave. A decision on the need to grant academic staff health leave shall be taken only by an occupational doctor practising in an occupational healthcare unit with which the University of Warsaw has concluded an agreement. Health leave shall be granted by the Rector on the basis of a medical certificate indicating that the state of health of academic staff requires them to refrain from work, and specifying the treatment to be recommended and the time required for such treatment – leave application.

At the request of an employee, the Rector may grant unpaid (private) leave. This leave is not included in the period of work on which the employee’s rights depend (Article 174 of the Labour Code).

An employee who performs a business task by order of the employer outside the place of work resulting from the employment contract is on a business trip (delegation). The employer should specify the place of commencement and termination of the journey, its duration and the means of transport to be used by the employee.

An employee being on a business trip is entitled to: allowance, reimbursement of the costs of travel, travel by means of local transport, accommodation and other necessary documented expenses, determined or approved by the employer in accordance with justified needs.

The rector may suspend an academic teacher against whom criminal or disciplinary proceedings have been initiated if, due to the seriousness and reliability of the charges presented, it is appropriate to remove them from the performance of their duties. An academic teacher shall be suspended ex officio as of the date of their preliminary detention.

The suspension may not last longer than six months. The period of suspension may be extended by a further six months if criminal proceedings against an academic teacher are still pending.

A decision to suspend an academic teacher is subject to an appeal to the labour court with the jurisdiction over the seat of a higher education institution.

Maternity leave

1. A female employee who has given birth during her employment relationship is entitled to maternity leave of
   • 20 weeks if she has given birth to one child,
   • 31 weeks if she gave birth to two children in one birth,
   • 33 weeks if she gave birth to three children in one birth,
   • 35 weeks if she gave birth to four children in one birth,
   • 37 weeks if she has had five or more children in one birth.
2. An employee may take up to 6 weeks of maternity leave before giving birth. The status of the pregnancy must be documented by a medical certificate.
3. An employee father raising a child has the right to use part of his maternity leave in the event that
   • the child’s mother resigns from part of her maternity leave after she has taken 14 weeks of that leave following childbirth;
   • resignation from maternity leave by a female employee of the child’s mother who has a certificate of incapacity to lead an independent life, after she has used up at least 8 weeks of this leave;
   • death of the child’s mother during maternity leave;
   • abandonment of the child by its mother after she has taken at least eight weeks of maternity leave.
4. An employee father raising a child is also entitled to take part of the maternity leave if the child’s mother is hospitalised and unable to care for the child personally. After the cessation of the hospitalisation of the child’s mother, the employee father who has taken maternity leave shall immediately resume work.
5. In the cases indicated in points. 3 and 4, maternity leave may also be taken by a member of the immediate family other than the child’s father within the meaning of Article 1751p.
6. In the case of hospitalisation of the child, the child’s mother may interrupt the maternity leave and continue it after the child leaves hospital.
7. Maternity leave shall be granted with maternity allowance.

Parental leave

1. Immediately after maternity leave, an employee may take parental leave of 32 weeks where one child is born at term or 34 weeks where more than one child is born at term.
2. Parental leave is optional and granted at the request of the employee.
3. Parental leave may be taken by both the mother and father of the child. Parental leave may be taken by both parents on condition that the total amount of the leave does not exceed 32 (or possibly 34) weeks. 4.
4. Parental leave is also granted to an employee who has adopted a child and applied for adoption or has adopted a child as a foster family.
5. The leave may be taken in maximum 4 parts, and each part of the leave may not, as a rule, be shorter than 8 weeks.
6. A part of parental leave not exceeding 16 weeks may be granted until the end of the calendar year in which the child reaches the age of 6.
7. During parental leave, an employee may work for his/her employer up to half of his/her full working time. In that case, the parental leave is prolonged proportionally. 8.
8. An employee is entitled to maternity allowance during parental leave.

Faternity leave

1. An employee father raising a child is entitled to a paternity leave of 2 weeks upon request. The right to paternity leave is granted until the child is 24 months old.
2. Paternity leave may be taken in two parts, each of which may not be shorter than one week (7 days).
3. An employee is entitled to maternity allowance during paternity leave.

Parental leave

1. Parental leave is granted to an employee who is a parent or guardian of a child in order to take personal care of the child.
2. The right to parental leave is conditional on having at least 6 months’ seniority (with all employers).
3. Parental leave is optional and granted at the employee’s request.
4. Parental leave is granted for a period not exceeding 36 months and may be taken until the end of the calendar year in which the child reaches the age of 6.
5. One month of parental leave is assigned non-transferable to each parent (guardian) of a child. This means that one parent can take up to 35 months of parental leave alone. This does not apply if the child’s other parent is deceased, the child’s other parent has no parental authority or has been deprived of parental authority.
6. Parental leave may be divided into a maximum of 5 parts.
7. Parents or custodians of the child may use the parental leave at the same time, however, the total length of the leave cannot exceed 36 months.
8. During the parental leave an employee may work or carry out other gainful activity, as well as participate in trainings and other forms of education if it does not prevent personal care of the child.
9. Parental leave is unpaid leave. The period of parental leave at the date of its termination is included in the employee’s seniority.

Leave on conditions for maternity leave

1. Maternity leave shall be granted for adopting a child and applying for adoption or adopting a child as a foster family (except for a foster family acting as a family emergency service).
2. Leave under the conditions of maternity leave may be taken by both the employee and the worker.
3. Leave under the conditions of maternity leave is granted in the amount of:
   • 20 weeks in the case of the adoption of one child,
   • 31 weeks in the case of the simultaneous adoption of 2 children,
   • 33 weeks in the case of the simultaneous admission of 3 children,
   • 35 weeks for the simultaneous admission of 4 children
   • 37 weeks in the case of a simultaneous admission of 5 children.
4. Leave on maternity leave conditions is granted until the child reaches the age of 7 years, and in the case of a child for whom compulsory education has been postponed – until the child reaches the age of 10 years.
5. Immediately after leave on maternity leave conditions, employees are entitled to parental leave.

UNIVERSITY TODDLERS (UNIWERSYTECKIE MALUCHY) – NURSERY AT THE UNIVERSITY OF WARSAW

The nursery provides nursing and care services for children from 7 months to 3 years of age.  All University Toddlers stay in one mixed-age group. Parents have the opportunity to use the services of the nursery 12 months a year, from Monday to Friday, from 7:30 a.m. to 5:00 p.m. The child’s stay in the nursery lasts for a maximum of 9 hours, with the possibility of flexible adjustment to the parents’ needs.

More information can be found on the website – link

Contact:

ul. Karowa 14/16 lok. 11
00-324 Warsaw (Śródmieście)
e-mail: zlobek@uw.edu.pl

tel: (+48) 734 438 143

The nursery is supervised by:

Social Affairs Office of the University of Warsaw
ul. Krakowskie Przedmieście 26/28
Mały Dziedziniec
00-927 Warszawa
tel. (22) 55 20 842

THE ” SMYKI Z SMYCZKOWEJ” PRESCHOOL

The preschool “Smyki z Smyczkowej” is a didactic and care and educational institution of a social and non-commercial character.  The “Smyki z Smyczkowej” preschool It is created by parents/guardians of all children under its care, who are involved in the activities of the institution and create together the best possible conditions for the development of children. The preschoolers stay in one mixed-age group, only selected didactic classes are conducted in two age groups. Smyki z Smyczkowa belong to the Społeczne Towarzystwo Oświatowe (Social Educational Society). Parents can use the services of the preschool from Monday to Friday from 7:30 to 17:30.

More information can be found on the website – link

Contact:
ul. Smyczkowa 11/5
02-678 Warszawa
e-mail: smyki@smykizesmyczkowej.pl
tel.: (+48) 788 124 582

BUWIALNIA – CHILDREN’S PLAYROOM AT THE BUW

Parents who come to the library with their children can use a special room prepared for the youngest. BUWialnia is located on the first floor in room 143 just behind the Information Room. The room is equipped with mats, chairs, a table, toys and books. It also has a designated area with a changing table and feeding chair. There are four work stations for parents. Most of the walls in the BUWialnia are made of glass so that children can see what is going on, for example, in the main hall before the entrance to the library. Parents and children can use the library from Monday to Saturday from 9am to 9pm and on Sundays from 3pm to 8pm.

• Psychological Help Centre (CPP)
• Academic Legal Clinic
• University Law Clinic

HOLIDAYS

Children of UW employees can receive:

• reduced-price holidays in University centres in the high season and in the low season,
• subsidised self-arranged countryside holiday (“pod gruszą”).

Employees who have a child with disabilities as their dependents may apply for one additional holiday subsidy for organised holidays of their child and for holidays purchased at the University’s leisure centres in a given calendar year.

Specimen: Employee’s application for a subsidy for children’s holidays.

CHILDBIRTH GRANT

An employee of the University of Warsaw may apply for a childbirth grant due to the birth of a child/children, provided that the event took place during the period of employment at the University.  The application should be submitted no later than within one year of the event.

Specimen: Application for the childbirth grant.

EDUCATION VOUCHER

An employee’s child may receive an education voucher from the Employee Benefit Fund. The benefit is granted to children between 6 and 19 years of age.

Specimen: Application for educational voucher for employee’s child.

For more information on the benefits to which you are entitled, see the rules of the Employee Benefit Fund and the website – links to external pages.

The Employee Benefit Fund (ZFŚS) is administered by:
Biuro Spraw Socjalnych (Social Affairs Office)
Krakowskie Przedmieście 26/28
00-927 Warszawa
Mały Dziedziniec
e-mail: bssoc@adm.uw.edu.pl
tel.: (22) 55 20 868, (22) 55 22 609, (22) 55 20 419.

The conditions of remuneration for work and granting of other work-related benefits to employees of the University are regulated by the Act of 20 July 2018 – Law on Higher Education and Science (i.e. Journal of Laws of 2020, item 85, as amended) and the Remuneration Regulations at the University of Warsaw – adopted by Order No. 9 of the Rector of the University of Warsaw of 17 January 2020 on the establishment of the Remuneration Regulations at the University of Warsaw (Monitor UW of 2020, item 26), hereinafter: RR.

The basic salary, seniority, function and task allowances shall be paid to academic staff monthly in advance (on the first working day of the month) and the other remuneration components in arrears.

The remuneration for non-academic staff shall be paid monthly in arrears, no later than on the last day of each month; if the fixed day for payment of the remuneration is a holiday, the remuneration shall be paid on the last working day preceding that day.

Externally-funded remuneration shall be paid on the 10th day of the following calendar month.

Employees carrying out tasks in programmes, projects or undertakings, in which the rate of remuneration has not been specified:

• by the financing institution, in particular in the contract, competition documentation or guidelines concerning eligibility of expenditure or
• by the Rector in separate regulations.

shall be granted supplementary remuneration for the duration of these tasks on the basis of Order No. 75 of 17 April 2020 on the detailed rules and procedure for granting supplementary remuneration.

The realisation of the tasks in a programme, project or undertaking may take place in one of the forms listed below (taking into account the rules applicable in a given programme, project or undertaking and in the dimension corresponding to the realised tasks):

• employment on general terms;
• delegating an employee to perform tasks in a programme, project or undertaking (on a part-time or full-time basis, consisting of a periodical modification of the scope of duties of an employee with respect to the performance of tasks in a programme, project or undertaking);
• assigning additional tasks to an employee (assigning new duties or increasing the involvement within the existing scope of responsibilities of the employee).

The supplementary remuneration is granted on a one-off basis or for a specified period of time, with an hourly, daily or monthly rate, in accordance with the budget of the relevant programme, project or undertaking and its remuneration rules. In the case of a budget in foreign currency, remuneration rates are converted into PLN at the rate at which the budget was calculated.

The rate of supplementary remuneration shall be determined taking into account qualifications, seniority, professional experience and scope of duties assigned, taking into account the following criteria:

• the role played in the programme, project or undertaking (list of reference roles available in Order No. 75 of 17 April 2020 on the detailed rules and procedures for the award of the supplementary remuneration);
• the amount of the budget;
• the category of the programme, project or undertaking (strategic A or B);
• implementation of the programme, project or venture in a consortium;
• whether the programme, project or venture is international.

The quota rates and detailed criteria forming the basis for calculating the supplementary remuneration are set out in Annex 4 to the aforementioned Order.

The amount of monthly full-time supplementary remuneration is the sum of the amount rate assigned to the role performed in the project, programme or undertaking (excluding the following roles: experienced lecturer, lecturer, lecturer-practitioner, teacher, tutor, group supervisor, student project supervisor, trainer, coach, mentor – if they are performed within the framework of entrusting the employee with additional tasks) and the rates corresponding to other fulfilled detailed criteria (items 1-5).

Method of calculating the hourly or daily rate:

1. The hourly or daily rate of supplementary pay is calculated by dividing the rate of supplementary pay, determined in accordance with the rules described above, by:

1. 1. the number of hours to be worked per month – in the case of an hourly rate;
   2. the number of days to be worked per month in the case of a daily rate

– in accordance with the rules laid down in the programme, project or undertaking or, if no such rules are laid down, in the case of an hourly rate by the numbers: 156 (academic staff), 168 (non-academic staff) and in the case of a daily rate by the number 21.

2. Hourly or daily rate of supplementary remuneration for employees (employed under the mode of entrustment of additional tasks) performing roles in the project, programme or undertaking: experienced substantive manager, substantive manager, novice substantive manager, principal contractor, experienced team member, team member, novice team member auxiliary team member, manager, experienced IT specialist, IT specialist, expert in law, public procurement law, consultant, reviewer, science or innovation broker, patent attorney, international expert, is calculated by dividing the sum of the supplementary remuneration and the basic remuneration and additional remuneration determined by the monthly rate resulting from the personal classification of the employee by the numbers: 156 (academic staff), 168 (non-academic staff), and in the case of a daily rate by the number
3. The hourly rates of additional remuneration for employees hired in the mode of entrusting additional tasks, performing the following roles: experienced lecturer, lecturer, lecturer-practitioner, lecturer, tutor, group supervisor, supervisor of student projects, trainer, coach, mentor, are set out in Annex No. 5 to the aforementioned Ordinance.

The maximum cumulative number of working hours devoted to tasks of a research nature in programmes, projects or undertakings, by a full-time member of staff on  secondment, in research/teaching academics group may not exceed 80 hours per month, unless a proportionate reduction in the salary is granted.

Employees of a public higher education institution shall be entitled to a seniority allowance of 1% of their basic salary for each year of service, to be paid on a monthly basis, starting from the fourth year of service, but not to exceed 20% of their basic salary.

If entitlement to the allowance or to a higher rate is acquired on the first day of a month, the allowance shall be payable for that month. If entitlement to the allowance or to a higher rate of the allowance is acquired on a day other than the first day of a month, the allowance shall be payable from the first day of the month following that in which the entitlement is acquired.

In the determination of periods of entitlement to the seniority allowance, account shall be taken of:

a) completed periods of employment, on the basis of certificates of employment submitted;

b) completed, documented periods of employment spent abroad, with a foreign employer;

c) other documented periods regarded under separate legislation as periods determining entitlement to employment.

When determining the periods entitling to the seniority allowance, no account shall be taken of periods of employment with another employer with whom the employee is or was employed and other periods taken into account with another employer under separate legislation as periods on which the employee’s rights depend.

If an employee has more than one employment relationship at the same time, the aforementioned periods shall be taken into account after the employee has submitted a declaration that they were not taken into account with another employer.