Working principles at UPWr

Social security contributions

• pension insurance – 19.52% of the contribution assessment basis – this contribution is paid in half by the employee and the employer

• disability insurance – 8% of the contribution assessment basis – this contribution is paid by the employee – 1.5% of the contribution assessment basis and the employer – 6.5% of the contribution assessment basis

• sickness insurance – 2.45% of the contribution assessment basis – this contribution is paid in full by the employee Sickness insurance entitles the employee to sick pay or sick benefit for the period of inability to work as a result of illness or isolation as a result of contagious disease

• accident insurance – the contribution rate is differentiated in accordance with the Act on Social Insurance Against Accidents at Work and Occupational Diseases and the relevant implementing acts to this Act – this contribution is paid in full by the employer

Contribution to health insurance

9% of the assessment basis and is paid in full by the employee

Health insurance entitles an employee to health care services financed from public funds, i.e., among others: medical examinations and advice (if necessary also at home), outpatient and inpatient treatment, therapeutic rehabilitation, preventive health care. The services can be provided by both public and non-public facilities, by medical professionals or by group medical practice or group practice of nurses and midwives, if they have concluded a contract with the NFZ for the provision of health care services in a given scope.

Details about the working time of UPWr employees are described in the Work Regulations.

Important information:

• Non-academic staff have an eight-hour working day. According to the Working Hours Regulations, non-academic staff normally start work between 7.00 am and 8.00 am and finish between 3.00 pm and 4.00 pm.

• Non-academic staff are required to keep records of their working time (attendance registers or "bouncing" with their staff ID card at the beginning and end of the working day)

• Academic staff are subject to a task-based working time system, so they are not obliged to keep records of their working time or to draw up a working time timetable

• The working time of academic staff is determined by the scope of their academic and organisational responsibilities and the amount of obligatory teaching determined for a given academic year, i.e. the so-called teaching load

• The salary is expressed in teaching hours (one teaching hour corresponds to 45 minutes) and depends on the position held, the staff group, the number of full-time equivalents, as well as the period of employment

• The annual teaching salary for individual positions and employee groups, the conditions for reducing it, the rules for calculating teaching hours, the scope of duties and the types of teaching activities covered by the scope are specified in the Work Regulations of Wrocław University of Environmental and Life Sciences

• Information on the number and type of assigned teaching activities in a given academic year is provided to teachers in the form of individual teaching assignments generated from the University System of Student Services (USOS)

• The rules for calculating academic staff working hours and payment for overtime hours as well as the rates for hours worked in excess of the normal salary are also set out in the Wrocław University of Life Sciences Remuneration Regulations.

Holiday leave

• Every employee employed under an employment contract (irrespective of its type: replacement time, trial period, definite time, indefinite time, time of performance of specific work) is entitled to holiday leave, i.e. the time during which the employee does not perform work but receives remuneration in the amount to which he is entitled. However, persons employed under civil law contracts are not entitled to paid days off.

• The right to annual leave is not transferable – this means that an employee cannot transfer it to a third party. They may not waive their right to leave, either in full or in part.

• In special cases (e.g. illness) an employee is entitled to an allowance in lieu of leave not taken. However, it is only paid to employees whose employment relationship ends, and the date of its termination prevents them from taking the leave they are entitled to.

• Academic staff employed in both the teaching and research and teaching staff groups are entitled to a leave of 36 working days per calendar year. The leave does not include public holidays, i.e. Saturdays, Sundays and public holidays

• Academic staff taking up their first job in a calendar year are entitled to leave at the end of each month at a rate of 1/12th of their annual leave entitlement (i.e. 36 days)

• Part-time academic staff shall be entitled to holiday leave in proportion to the duration of their employment

• Academic staff shall take their annual leave on the days and during the periods free from teaching indicated in the organisation of the academic year, and during the periods free from teaching resulting from their individual teaching schedules

• In each calendar year, the employer can grant an employee leave on request at the time indicated by the employee, but not more than 4 calendar days. In the case of academic staff, this period is limited only to days free from teaching

• Leave is granted on the basis of an electronic application submitted by the employee via the EOD application