Legal issues related to employment are regulated under Polish legislation – the Labor Code. It is this legal act whose regulation covers only issues related to the establishment of an employment relationship, remuneration, working time and, in general, legal protection of the position of both the employee and the employer.
The Labor Code does not apply in any way to, for example, legal relationships or any legal events arising from the conclusion of a specific work contract or mandate contract. According to the content of art. 22 par 1 of the Labor Code, “by entering into an employment relationship, the employee undertakes to perform work of a specific type for the employer and under his leadership, and at the place and time designated by the employer, and the employer – to employ an employee for remuneration.
Employee’s application for a cash loan
” The above legal provision is the statutory definition of an employment relationship. The employment relationship is based on the employment contract between the employee and the employer. Remuneration issues always remain the most important issues.
First of all, it should be pointed out that an employee holding a valid employment contract based on the Code enjoys legal protection. The employee receives remuneration for work rendered, is subject to social insurance. If an employee decides to apply to a bank or possibly a non-bank institution for a cash loan, it is necessary for him to meet the legal requirements. What are we talking about?
Presentation of a certificate of earnings from the workplace
When an employee applies for a cash loan directly to the bank, it usually requires the submission of an appropriate certificate of earnings from the workplace in which the employee is employed (provides work). Then, at the employee’s request (oral or written), the employer prepares (immediately) an appropriate certificate.
In such a document, the following should primarily be presented: employee identification data, workplace identification data (the tax identification number number or number assigned in the national court register must be obligatory), under which contract the employee is employed in the workplace (permanent contract) , a fixed-term contract or a trial contract), from when the employee is employed, in what time (shift work, full-time or part-time work), the amount of remuneration (gross or net, from for example, backwards for the last three months).
The above should also be stamped with the company stamp, marked with the date and signature of the employer (or a person authorized by the employer, for example, the chief accountant, specialist in human resources and payroll). Then such a certificate is a document that the employee can submit to the bank.