Negocjacyjne systemy płac w Polsce i w wybranych krajach Unii Europejskiej
Negotiable Systems of Wages in Poland and in the Chosen Countries of the EU
Przedstawiono zalety negocjacyjnego systemu kształtowania wynagrodzeń, ogólne zasady funkcjonowania tego systemu w Polsce i charakterystykę jego funkcjonowania w niektórych krajach Unii Europejskiej (RFN, Belgia).
The subject of this paper is to compare negotiable systems of wages in Poland and the chosen countries of the European Union, to determine the most significant differences and similarities and to indicate the necessary changes so that in the future the Polish negotiating system will correspond to the West European patterns and standards. At the same time the system should take into account the Polish conditions and it should be effective and supported by the public. Applying for the EU membership, Poland (particularly in this field) must introduce very important changes which will improve labour effectiveness, growth of Polish enterprises and create conditions for mutually profitable flows of workforce, capital, technology and investments. The first significant changes introduced in Poland in the field of negotiable system of wages and a broadly understood social agreement correspond in their directions to the solutions commonly used in the EU countries. However, they must be further improved in the course of transformation of the Polish economy regulated by market mechanisms. Improvement in the negotiable system of wages must first of all assume mass collective labour agreements at the branch level and abandoning the mass character of collective labour agreements at the enterprise level. They should be concluded only sporadically and only when an enterprise offer a more favourable agreement than the branch agreement. This means resignation from extremely liberal wage policy, transfering the possible arguments over wages to a higher level in order to protect enterprises against the possible wage conflicts, bringing social partnership within the framework of parity committee between employers and empoyees closer to reality, eliminating at the same time a considerable influence of the state upon the decisions of this committee, creating conditions for the establishment of branch parity committees within the frameworks of negotiable system of wages. (original abstract)