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Our company uses the Enova 365 approval system. It's dedicated employees with employment contract.

Important information:

  • New employees receive an e-mail (sender: hr.vistra.cee.loyalty@vistra.com) with a login and password to the system in the first days of work.
  • Your login is your first and last name.
  • If you have forgotten your password, send a request to vistra.cee.helpdesk@vistra.com
  • Changing your data in the system each time requires providing a signed Actualization Data Form.
  • Your manager will receive an e-mail with information about submitted leave requests.
  • Backward leave – emergency leave can be applied the following day.
  • Child care leave, special leave need the relevant documents. Please submit it to the HR department (check the details on the relevant keyword).
  • If you want to cancel a leave request, follow the guideline. But please remember to cancel the requests no later than two days before the start of the leave and no later than the 20th of the month in which the leave is to take place.
  • If you want to edit your leave in first you must delete the previous request, and then issue a new form, with new dates. The dates can't match, because the system "remembers" the previous ones (guideline).
  • For efficient use of the system, we recommended to use Internet Explorer.

Guideline of the system: Manual Enova 365.

 

According to law there is a opportunity to deliver applications enabling to use employees’ entitlement and special form of tax calculation.

HR templates: check

 

Employee Capital Plans – is a common saving system for employees, implemented in cooperation with the employer and the state.

Every time you save money in the PPK, your employer and the state contribute a part to your savings.

Employee Capital Plans (PPK) is a voluntary long-term saving system in which private savings are collected. The possibility of joining the PPK must be ensured by each entity employing (apart from the exceptions specified in the Act) at least one employee.

Employee:

  • employee,
  • outworker,
  • a person performing work on the basis of a mandate contract, agency contract or other contract for the provision of services,
  • member of an agricultural cooperative production or  agricultural cooperative circles,
  • a member of the supervisory board remunerated for performing this function,
  • a person indicated in the above points (with the exception of members of supervisory boards), being on parental leave or receiving maternity allowance or allowance in the amount of maternity allowance,
  • subject to mandatory retirement and disability insurance in this respect in the Republic of Poland, within the meaning of the Act on the social insurance system.

An individual PPK account will be created for each employee. Every month, this account will receive contributions from the employee and the employer. The state, on the other hand, will provide a one-time welcome payment and annual surcharge.

The principles of saving - with subsidies from the employer and the state - are shown in the PPK Savings Calculator.

Check your future savings

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The employee may resign from participation in the program at any time.

Savings collected on the PPK accounts  constitute fully private and inherited financial capital of the employee.

Employee Capital Plans are introduced in stages. Every six months, the obligation to create a PPK will cover subsequent groups of employers, starting with the largest of them. Employers - in accordance with their binding deadlines - will be required to sign a PPK management contract with a selected financial institution and, on behalf of and for the benefit of employees, of a PPK management contract. In order to start saving, the employee (who is under 55) does not need to perform any activities.

Automatic save

Every employed person who is 18 years of age but under 55 years of age and has not submitted a declaration of resignation from making contributions to the PPK will be automatically enrolled in the program.

Persons who are 55 years of age and under 70 years of age may join the PPK only upon their request.

People over 70 years of age cannot join the PPK.

It is the employer who concludes the contract for running the PPK on behalf and for the benefit of the employed person. He does it no later than the 10th day of the month following the end of 3 months of employment. The employment period includes periods of employment for the previous 12 months that occurred in this entity. The period of employment should be taken into account when calculating the date of concluding PPK contracts for people employed after the date on which the act applies to a given employer (according to the number of employees), but only after the end of the transition period. During the transitional period, a 3-month internship is a condition for enrolling an employee in the PPK, but does not set a deadline for concluding a contract with him for running a PPK.

The employing entity and the PPK participant finance the basic payments, but may also declare financing of additional payments. You will be able to receive a one-time welcome payment (PLN 250) and annual payments (PLN 240) from the state.

The employee's savings built under the PPK will come from three sources: from the employee, the employer and the state. (details)

Resignation

Participation in the PPK system is fully voluntary.

An employee may resign from participation in the PPK system or only from transferring payments to the PPK, then it must be submit to the employer a written declaration of resignation from making payments to the PPK.

Submitting an employee's declaration of resignation from making contributions to the PPK obliges the employer to stop paying them, starting from the moment when employee submitted such a declaration. Payments collected, but not transferred to the financial institution are refundable.

Withdrawal of funds

PPK accounts are private, the participant may withdraw money from them at any time -  also before the age of 60.  As a result of submitting the application for a refund, the employee will receive the accumulated savings , less:

  • capital gains tax;
  • 30% of the funds from the employer's contributions, because they were exempt from social security contributions - information about the 30% collected will be recorded on the insured person's account with ZUS as his / her pension contribution, due for the month in which it was provided;
  • funds from state subsidies.

Of course, each employee has a choice whether to stay in the PPK system or not. Collecting savings up to the age of 60 will be beneficial in terms of the amount of payments received from the employer, state subsidies and tax preferences.

Payment in special life situations

The act also distinguishes two specific life situations that affect the principles of early withdrawal of funds from the PPK account. While collecting savings, the program participant will be able to:

  • disbursement of funds to cover own contribution in connection with taking out a loan for the purchase of an apartment or building a house - provided that the employee is under 45 years of age (up to 100% of funds, with the obligation to return);
  • disbursement of funds in the event of a serious illness of a PPK participant, spouse or child (up to 25% of funds, with no obligation to return).

 Payment after the age of 60

The participant will be able to withdraw the accumulated savings at the age of 60. In the default variant - the most favorable from tax - the amount be equal:

  • one-time payment of 25% of the accumulated funds;
  • the remaining 75% of savings will be paid out in 120 monthly installments (it is possible to increase the number of installments).

Reducing the number of installments in which the remaining funds will be disbursed - including the payment of the entire amount at once (i.e. in 1 installment) - will entail the necessity to pay capital gains tax.

Documents:

 

PAYBACK employees (employed on permanent employment contracts) have the opportunity to borrow up to 2 gross salaries, spread over max 18 months of repayment, with 0% interest.

Contract template, details: check

 

The Private Medical Care Program (currently Enel-Med) in our company includes all employees with employment contracts, as long as they have declared their interest.

Detailed scope of packages, price list, rules of join: check

 

In our company, the first contract with an employee is signed for a 6-month period. If both parties are satisfied and have no objections to extend, it it sign for undefined period.

For this purpose, at the end of the 5th month of work, we send a request to the manager to collect feedback from co-workers and submit it along with a recommendation to extend the contract. On this basis, we make a decision and prepare a contract.

This means that you may receive requests to share feedback about working with a new employee. We invite you to give honest, in-depth answers – it is on the basis of these answers that the development plan is created.

 

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According to Appendix No. 3 to the Labor Regulations, employees who meet certain conditions may be refunded the cost of purchasing corrective glasses, up to the amount of PLN 500.

Terms of refund, cost settlement instructions: check

 

H

The HR Box is a place where you can leave your documents, when nobody from HR team is in the room. You will find it in the HR room (just next to the small kitchen and the Red Hot Chilli Peppers Room). Any day, at any time you choose, you can put your HR documents in it and we will take care of them asap.

 

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Employees with the Enel-Med medical package are also included in Foreign Insurance.

The scope of insurance, how to make a claim: check

 

The Ideal Team Player, according to the model described in the book by Patrcick M. Lencioni is a person being: humble, hungry and smart. In our company, this model is used in the recruitment process and employee development planning. It allows us to identify strengths and areas to develop. 

Detailed description of the model: check

 

L

English language classes are available in our company.

Rules of availability, price list: check

 

Every employee employed under an employment contract is entitled to annual leave, and its duration depends on the period of employment.

The most important rules:

  • annual leave must be taken by the end of the calendar year, 
  • overdue leave must be taken no later than the 30th of September of the following year,
  • it is not possible to take ½ day,
  • during vacation you must have a substitute, so plan in advance,
  • leave requires the supervisor's approval,
  • during vacation we do not complete work tasks.

According to the Labor Code, a person who has worked for at least 10 years is granted 26 days of vacation. Those employed for shorter than 10 years are granted 20 days off – for a full year worked.

The periods of previous employment, irrespective of the breaks in employment and the method of termination of the employment relationship, are included in the period of employment, which determines the right to leave and the length of the leave. In the case of simultaneous employment in two or more employment relationships, the period of the previous unfinished employment in the part prior to entering into the second or subsequent employment relationship is also included.

In the case of an employee taking up first job, in the calendar year in which the job begun, the employee acquires the right to leave after each month, amounting to 1/12 of the holiday leave due to him after working for one year. Employees are entitled to another leave in the next calendar year.

The period of work on which the duration of the leave depends is included for the completion of:

1) basic or equivalent vocational school - duration of education provided for in the curriculum, but not more than 3 years

2) vocational secondary school - the duration of education provided for in the curriculum, but not more than 5 years,

3) vocational secondary school for graduates of basic (equivalent) vocational schools - 5 years,

4) general secondary school - 4 years,

5) post-secondary school - 6 years,

6) higher education - 8 years.

The study periods referred to in items 1-6 are not added up.

If the employee studied during employment, the period of employment on which the length of the leave depends, either the employment period during which the study was received or the study period, whichever is more favorable for the employee, is included in the period of work.

The number of non-working days is calculated proportionally to the period of employment.

The electronic leave acceptance system ENOVA: check

 

Childcare leave may last up to 36 months. However, you can only apply for 35 months in your application as one month has to be used up by the other parent. If it is not use, it is lost. Exceptionally, you will be able to take full leave, 36 months, only if the child's other parent is dead, the child's other parent has no parental responsibility, the child's other parent has been deprived of parental authority or such authority has been limited or suspended. Both parents or guardians of the child may use the childcare leave at the same time, provided that the total length of the leave does not exceed the total length, 36 months.

Childcare leave may be divided and used in a maximum of 5 parts, but not later than by the end of the calendar year in which the child turns 6 years old, and if the child is disabled - until the age of 18 (the child's health condition must be confirmed by a medical certificate).

Child care leave is unpaid. During this leave, pension and health contributions are covered by ZUS and you are entitled to healthcare. During the leave, the mutual rights and obligations of the employee and the employer are suspended. However, the childcare leave is included in the employment period.

If you want to take parental leave, you must submit a written application no later than 21 days before the planned start date of the leave. You must also attach a written declaration of the other guardian, in which he declares that he will not use the parental leave at that time or about the date on which he intends to use it simultaneously with you.

You can resign from parental leave at any time with the consent of the employer, who must be notified no later than 30 days before the expected return to work.
 

Below you will find the required applications:

The signed application should be delivered to Iwona Jeznach or to the HR box located in the HR room.

 

Maternity leave is available for 20 weeks in the case of giving birth to one child, 31 weeks in the case of giving birth to twins, 33 weeks in the case of triplets, for each subsequent child from a multiple pregnancy, an additional 2 weeks (35 weeks in the case of quadruplets, 37 in the case of quintuplets) - of which 6 weeks can be used even before giving birth.

If you are not taking maternity leave before the expected date of delivery, the first day of maternity leave is the date of birth.

Out of these 20 weeks, 14 weeks must be used by the child's mother, and the remaining 6 weeks may be used by the father. However, there is a condition - dad must be employed full-time, run a business or work under a contract of mandate (in the last two cases, he must pay a voluntary sickness contribution).

The unused part of the leave may be granted to the child's father after join of appropriate application to the employer. If you want to cancel part of your maternity leave, you should submit a written application no later than 7 days before returning to work. The application should also include a certificate from the employer employing the child's father confirming the date on which the employee starts the leave.

Parental leave is granted after the full basic maternity leave has been taken. It can be taken either full or part-time, in one or up to five parts and no later than the end of the calendar year in which the child reaches the age of six.

On 26 April 2023, new parental leave rules came into force. The dimension of the leave was extended by nine weeks and was guaranteed to be exclusive for the other parent.

Parents of a child are entitled to parental leave of up to:

1) 41 weeks (previously 32 weeks) - in the case of the birth of one child in one birth;

2) 43 weeks (previously 34 weeks) - in the case of the birth of more than one child in a single birth;

3) 38 weeks (under special conditions, i.e. when a foster (non-professional) family adopts a child up to the age of 7 (or up to the age of 10 if the child has a deferred compulsory education) for upbringing, the insured person adopts a child up to 14 years of age for upbringing and files an application for the initiation of adoption proceedings.

On the other hand, employees - parents of a child with a so-called "Za życie" certificate (severe and irreversible handicap or an incurable disease threatening the life of the child, which arose in the prenatal period or during childbirth (described in Art. 4 para. 2(2)-(4) of the Act), is certified by a doctor of health insurance with a second degree specialisation or a specialist title in obstetrics and gynaecology, perinatology, neonatology, paediatric neurology, paediatric cardiology or paediatric surgery (Article 4(3) of the Act). In order to receive a maternity benefit under the conditions described, you must make a declaration that the child has such a certificate (referred to in Article 4(3) of the 'Za życie' Act) are entitled to parental leave of up to:

1) 65 weeks - in the case of the birth of one child in one birth;

2) 67 weeks - in the case of giving birth to more than one child in a single birth.

3) 62 weeks - under special conditions, i.e. when a foster (non-professional) family adopts a child up to the age of 7 (or up to the age of 10 if the child has a deferred compulsory education) for upbringing, the insured person adopts a child up to 14 years of age for upbringing and files an application for the initiation of adoption proceedings.

Important! The indicated length of parental leave is granted to both parents jointly.

Of the indicated length of parental leave, each employee - the child's parents - is entitled to an exclusive right to 9 weeks of parental leave. This right cannot be transferred to the other parent. Taking at least 9 weeks of parental leave means that the employee-parent of the child has taken leave from the named part of the leave. This means that the parents can share the amount of maternity allowance for the period of parental leave (e.g. 32, 34 weeks respectively) under the current rules. The remaining 9 weeks of leave - can only be taken by one of the insured parents.

If, for example, you as the mother take 32 weeks' leave, the additional nine weeks can only be taken by the father of the child. If the parents share the leave so that, for example, the mother takes 20 weeks' leave, the father is entitled to 21 weeks' leave. The mother must take at least nine weeks of parental leave.

If the leave is taken in parts, no more than 5 parts may be taken no later than the end of the calendar year in which the child reaches the age of 6.

Parental leave is granted upon your written request not less than 21 days before the start of the leave.

Maternity and parental leave is paid. At 81.5%, 100% or 70%. The percentage of maternity allowance is set by law and you do not have to request it.

 

81,5% for a year

If you plan to take one year 'maternity leave' ( 20 weeks of maternity leave and 32 weeks of parental leave), you must submit both applications (maternity leave and parental leave application) within 21 weeks after giving birth. Only within this period, the documents provided guarantee the receipt of 80% of the allowance calculation basis for the entire period corresponding to the period of maternity and parental leave.

 

100% i 70%

If you have planned only maternity leave (the application must be submitted within 21 days after the birth) and you have postponed the decision on parental leave (the application should be submitted no later than 21 days before the start of this leave) - you will be entitled to 100% of the calculation basis for the period corresponding to the maternity leave and for the period corresponding to parental leave - 70%.

The signed application with the the birth certificate should be delivered to Iwona Jeznach or to the HR box located in the HR room.

Below you will find the required applications.

Occasional leave relates to situations and occasions in which, for the time of absence or leave of absence from work, the employee keeps the right to remuneration or receives financial compensation.

The number of days of special leave according to the Labor Code is:

  • 1 day in case of death and funeral of a sister, brother, mother-in-law, father-in-law, grandmother, grandfather of the employee
  • 1 day in the event of death and funeral of another person who is dependent or under the direct care of the employee
  • 2 days in connection with the employee's wedding
  • 2 days if a child is born
  • 2 days in the event of death and funeral of the employee's spouse, child, father, mother, stepfather or stepmother

In the case of a special leave, the employee chooses the special leave option in the Enova 365 system and sends information from the marriage or death certificate to Iwona Jeznach (certificate number, place of issue, date of issue). In the case of special leave related to a memorial funeral, information on the degree of relationship is also required.

Important!

A summons is an excused absence (the employee provides a copy of the summons) but unpaid. The employer grants this exemption pursuant to §6 of the Regulation of the Minister of Labor and Social Policy of May 15, 1996 on the method of excusing absences from work and granting employees leaves from work (Journal of Laws of 1996, No. 60, item 281). For the time of the dismissal, the employer does not pay remuneration, but only at the employee's request issues a certificate specifying the amount of lost earnings for the time of the dismissal. 
The employer's certificate is the basis for obtaining a financial compensation from the court for lost earnings. Remuneration for lost earnings for the day of absenteeism due to court summons is awarded in the amount of the employee's average daily earnings (Article 85 (2) of the Act on Court Fees in Civil Cases). This amount is calculated according to the rules governing the determination of the holiday allowance due to the employee. The upper limit of the daily rate of lost earnings may not be higher than the amount equivalent to 4.6% of the base amount for persons holding state managerial positions specified in the Budget Act. Base amount for the above-mentioned persons amounts to PLN 1,789.42, which means that the daily rate may not exceed PLN 82.31. Due to this very low compensation, many people just take a leave of absence.

 

An employee – father has the right to take paternity leave. This right, however, does not apply  longer than until the child turns 12 months of age, also when the child's mother is on maternity leave and parental leave. 

For children born before 26.04.2023, the employee-father may take paternity leave until the child is 24 months old at the latest.

The duration of the leave is  2 weeks (14 calendar days). Paternity leave is granted at the written request of the employee  – father raising the child. Father, who wants to use that right, is obliged to submit the employer's request  within a period of  not less than 7 days  before the commencement of the leave. The employer is obliged to grant the request. You can use this leave in two equal parts, i.e. 7 calendar days.

The signed application should be delivered to Iwona Jeznach or to the HR box located in the HR room.

 

Unpaid leave must be approved by the direct supervisor and HR. During the unpaid leave, the employment contract becomes an inactive employment relationship.  

The application for unpaid leave must be submitted in writing and also approved by the HR Team.

Please send a scan of the application for unpaid leave  directly to Iwona Jeznach, and deliver the original immediately to the white box located in the HR room or send it by post/courier.

 

PAYBACK Lifestyle is our annual wellbeing program, where we promote healthy lifestyles and sports activities. Our agenda includes sporting events, inspiring meetings, time for integration, health screenings and much more.  We like to make surprises, so every year there are new points on our agenda.

 

LinkedIn Learning is an online educational platform that allows you to gain new business, creative and technological skills. The site aims to provide information through videos and online training (over 16,000 videos). The platform can be accessed by PAYBACK employees with Amex accounts.

Details, instruction to apply for access: check