Thus, if the proposed amendments are approved, the preparation and modification of an organization’s staffing table will shift from being an employer’s obligation to being an employer’s right. Or, the employer will be able to establish a probationary period for individuals under the age of 18 as well.
Fewer Obligations to Inform Employees
Employers’ obligations regarding employee notification are also being narrowed. In particular, they will not be required to notify employees of a change in ownership of the company.
Owners of small and medium-sized enterprises (SMEs) will not be required to provide employees with information or hold consultations unless such an obligation is stipulated in a collective bargaining agreement.
Employees of SMEs will receive information about working conditions upon hiring or transfer to another position, as well as about the collective bargaining agreement, the organization’s internal rules, and other matters, only upon written request.
Employers will have the right to terminate an employee working from home or remotely if the employee, without valid reason, has not worked for at least 4 consecutive hours during an eight-hour workday.
Employers will be able to notify employees of a shift work schedule at least 7 days before it takes effect. Currently, this period is 14 days. In addition, the maximum duration of overtime work initiated by the employer will increase from 240 hours to 416 hours per calendar year, among other changes.
Public consultation on the draft bill is open until July 23.
