1. Project implemented with financial support provided by the European Social Fund within the Community Initiative EQUAL Krzysztof Żmijewski Program Content Coordinator www.elastan.pl Social aspects of ESF implementation

2. Project implemented with financial support of the European Social Fund within the Community Initiative EQUAL Part I Promotion of flexible employment and protection of companies’ intellectual capital

3. 2007-03-163/24 For the sake of an introduction Flexibility of work means: -flexible terms and conditions of employment contract, adjusted to employee’s needs and employer’s requirements -flexible organisation of work – e.g. part-time work, or work in hours chosen independently by the employee -flexible work place – e.g. work from home -flexible way of working (on a train, in a park, on weekends, task-oriented work, project work) -flexible self-development and, first of all: BEING WITH THE FAMILY

4. 2007-03-164/24 Flexible companies Economic benefits Company’s office space saving Social responsibility

5. 2007-03-165/24 Benefits of introducing flexible employment Easy replacement or reduction of company’s workforce without related costs Simplified employment procedure Company’s higher adaptability to market conditions Easier access to expensive experts Better adjustment of employment to the organisation’s activity profile

6. 2007-03-166/24 Problems related to flexible employment Lack of stability from the point of view of employee Unequal treatment of flexible workers Limited acceptance by employees due to worse remuneration conditions Reduced identification with the company Possibility of tensions between the permanent team and hired ad hoc experts

7. 2007-03-167/24 Economic features Possibility to reduce high labour costs Company’s better adjustment to requirements of the modern labour market Company’s increased adaptability to market changes Possibility to hire expensive experts for a specific project period

8. 2007-03-168/24 Social aspects Lowered standards of employees’ social security Risk of social exclusion in case of isolation from the work environment Lack of identification with the company

9. 2007-03-169/24 Social aspects On the side of employer –Limited credibility (e.g. for clients) –Limited access to public aid –Risk of company image deterioration (especially on a small local market) –Lack of certainty of resources On the side of employee –Lack of stabilisation and protection –Lack of social security –Lack of identification with the company –External social and economic limitations (related to banks, credits, purchases on instalments) –Flexible working time

10. 2007-03-1610/24 Benefits of using flexible forms of employment Results of a survey carried out among Polish SMEs within the project „Flexible Worker – Flexible Family” A larger number of unemployed persons can have assess to existing jobs Possibility to avoid high costs of employing and dismissing employees Possibility to avoid high costs of social systems and solutions Possibility to adjust workforce size to current needs of the company Possibility to balance employees’ professional lives and family lives Possibility to reduce labour costs I can’t see any benefits

11. 2007-03-1611/24 Flexible forms of employment best for balancing professional and family lives Results of a survey carried out among Polish SMEs within the project „Flexible Worker – Flexible Family” Contract to perform specific task or work Work on demand Work sharing Temporary work Seasonal work Flexible organisation of working time Part-time work Fixed-term employment contract Work contracting Telework Work at home

12. 2007-03-1612/24 Benefits for the employee (1) Increased employment activation of persons who, due to their family and personal situation or health condition are unable to work full-time Increased amount of free time for persons who do not treat professional work as their priority and want to have more time for specific activities (tourist trips, bringing up children, sport etc.)

13. 2007-03-1613/24 Benefits for the employee (2) –Greater balance between family life and professional work –Possibility to adjust employee’s working time to his/her obligations other than professional work –Less time spent on commuting (telework)

14. 2007-03-1614/24 Benefits for the employee (3) Increase of employee’s individual responsibility, competences and independence Increased motivation of the employee Greater autonomy in terms of organisation and time of work Better conditions of work Increased chance for faster professional development

15. 2007-03-1615/24 Benefits for the employee (4) Increased possibilities of employment –Equal chances in job seeking –More attractive job offers –Increased chances for employment in rural areas and regions with high rate of unemployment –Possibility to work for more than one employer Protection against dismissal and/or removal

16. 2007-03-1616/24 Disadvantages for the employee (1) No or reduced identification with the company Weaker social ties established at workplace –Risk of social exclusion in case of isolation from work environment No separation of work from private life –Living place overused for professional work; limited freedom of the family

17. 2007-03-1617/24 Disadvantages for the employee (2) Unequal treatment of flexible workers –Limited access to training offered to employees –Lack of effective legal protection of remuneration for work –Limited access or lack of employee benefits

18. 2007-03-1618/24 Disadvantages for the employee (3) Lack of employment security, and anxiety about losing source of income –Large difficulties in ensuring continuity of work for contractors –Frequent changes of work places

19. Project implemented with financial support of the European Social Fund within the Community Initiative EQUAL Part II Promotion of flexible employment and protection of companies’ intellectual capital

20. 2007-03-1620/24 Standard Beneficiary (orderer or employer) Person providing work (contractor or employee) Competence dimension Financial dimension

21. 2007-03-1621/24 New standard Beneficiary (orderer or employer) Person prividing work (contractor or employee) Temporary Job Agency Technological dimension

22. 2007-03-1622/24 One step further Beneficiary (orderer or employer) Person prividing work (contractor or employee) Temporary Job Agency Telework e-Centre

23. 2007-03-1623/24 Details Telework e-Centre Beneficiary (orderer or employer) Person prividing work (contractor or employee) Temporary Job Agency Administrator Manager

24. 2007-03-1624/24 www.elastan.pl Krzysztof Żmijewski Professor at the Warsaw University of Technology, Program Content Coordinator www.elastan.pl Thank you for your attention