Jul 3, 2018 23:25
5 yrs ago
4 viewers *
Polish term
uprzedzenie (NIE wypowiedzenie)
Polish to English
Bus/Financial
Law: Contract(s)
Umowy o pracę
Tłumaczę pismo zawiadamiające pracownika o nadchodzącym przejęciu firmy i jakie to ma dla niego konsekwencje. I tu mój p[roblem - jak przetłumaczyć uprzedzenie o chęci rozwiązania stosunku pracy, które nie jest wypowiedzeniem? Kładą na to duży nacisk... Forewarning? :/
Powyższe przejście oznacza następujące skutki dla pracownika :
a) w sferze prawnej - nowy pracodawca stanie się stroną istniejącego stosunku pracy i zastąpi dotychczasowego pracodawcę, jednak pracownik w okresie 2 miesięcy liczonych od dnia przejścia części zakładu pracy , może bez wypowiedzenia, za 7 dniowym uprzedzeniem, rozwiązać stosunek pracy. Rozwiązanie stosunku pracy w tym trybie powoduje dla pracownika skutki jak przy rozwiązaniu umowy o pracę przez pracodawcę za wypowiedzeniem.
Powyższe przejście oznacza następujące skutki dla pracownika :
a) w sferze prawnej - nowy pracodawca stanie się stroną istniejącego stosunku pracy i zastąpi dotychczasowego pracodawcę, jednak pracownik w okresie 2 miesięcy liczonych od dnia przejścia części zakładu pracy , może bez wypowiedzenia, za 7 dniowym uprzedzeniem, rozwiązać stosunek pracy. Rozwiązanie stosunku pracy w tym trybie powoduje dla pracownika skutki jak przy rozwiązaniu umowy o pracę przez pracodawcę za wypowiedzeniem.
Proposed translations
10 hrs
Selected
notification
Nie może być po prostu "notification"?
... subject to a 7-day notification period...
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Note added at 11 hrs (2018-07-04 11:04:26 GMT)
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albo jakoś tak:
... without notice, but with the (possible) intention to... announced 7 days in advance,
... subject to a 7-day notification period...
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Note added at 11 hrs (2018-07-04 11:04:26 GMT)
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albo jakoś tak:
... without notice, but with the (possible) intention to... announced 7 days in advance,
2 KudoZ points awarded for this answer.
Comment: "Chciałam ogólnie napisać w dyskusji, ale jest "nieczynna" - czy ktoś może mi wytłumaczyć ten fenomen? :/
Nie chcę zamykać pytania z tyloma dobrymi propozycjami, a zatem przyznaję punkty Robertowi, ponieważ jego notification wydaje się być najbliżej mojej propozycji. Serdecznie dziękuję wszystkim za udział - bardzo doceniam całą Waszą pomoc."
+2
20 mins
Darius Saczuk
United States
United States
Native in Polish
&
English
United States
The Slanguage Buff
Native in: Polish (Variant: Standard-Poland) 
, English (Variant: US)
Works in: Polish to English, Spanish to English, English, and 4 more.
Related KudoZ points
:
321
notice of intent to terminate employment
Imo
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Note added at 23 mins (2018-07-03 23:49:18 GMT)
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UCR Local Procedures
UC Personnel Policy for Staff Members
POLICY 64: TERMINATION AND JOB ABANDONMENT
This local procedure is in the process of being updated to align with the revised systemwide PPSM-64 policy. In the meantime, if there is a conflict between the systemwide policy and this local procedure, the systemwide policy will take precedence. Please contact Employee and Labor Relations for guidance.
RELATED POLICIES AND REFERENCES
Personnel Policy 64 - Termination and Job Abandonment
Personnel Policy 62 - Corrective Action -- Professional and Support Staff
PROCEDURES
Supervisors and managers who believe that termination of employment of a regular status employee is necessary and/or appropriate must consult with Labor Relations before taking such action.
Written notice of intent to terminate the employment of a career (non-probationary) employee must state that the employee has eight (8) calendar days to respond to the intent notice.
Any responses from the employee to the notice of intent should be discussed with Labor Relations.
Notices of Termination should include a statement that the employee has the right to request a review of the termination action in accordance with Personnel Policy 70: Complaint Resolution.
Notice of Intent to Terminate and Notice of Termination should be accompanied by a Proof of Service form.
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Note added at 23 mins (2018-07-03 23:49:18 GMT)
--------------------------------------------------
UCR Local Procedures
UC Personnel Policy for Staff Members
POLICY 64: TERMINATION AND JOB ABANDONMENT
This local procedure is in the process of being updated to align with the revised systemwide PPSM-64 policy. In the meantime, if there is a conflict between the systemwide policy and this local procedure, the systemwide policy will take precedence. Please contact Employee and Labor Relations for guidance.
RELATED POLICIES AND REFERENCES
Personnel Policy 64 - Termination and Job Abandonment
Personnel Policy 62 - Corrective Action -- Professional and Support Staff
PROCEDURES
Supervisors and managers who believe that termination of employment of a regular status employee is necessary and/or appropriate must consult with Labor Relations before taking such action.
Written notice of intent to terminate the employment of a career (non-probationary) employee must state that the employee has eight (8) calendar days to respond to the intent notice.
Any responses from the employee to the notice of intent should be discussed with Labor Relations.
Notices of Termination should include a statement that the employee has the right to request a review of the termination action in accordance with Personnel Policy 70: Complaint Resolution.
Notice of Intent to Terminate and Notice of Termination should be accompanied by a Proof of Service form.
36 mins
Frank Szmulowicz, Ph. D.
United States
United States
Native in Polish
&
English
Works in field
United States
On time, on target, on budget.
Native in: English , Polish
Works in: Polish to English, English to Polish, Russian to Polish, and 1 more.
Related KudoZ points
:
514
advance warning of impending job loss
Workers may have some advance warning of impending job loss but manage to find another job before they actually lose the current one (see, e.g., Jones and ..
https://books.google.com/books?id=AMMeAgAAQBAJ&pg=PA166&lpg=...
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remained uncertain overthe legislation's 'effectiveness in achievingits statedaims'of providing workers with clear and ample warning of impending job loss.
https://books.google.com/books?id=2AmNBgAAQBAJ&pg=PT171&lpg=...
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While early warning of impending job loss won't prevent workers from losing their jobs, it can help them prepare to find a new job or seek additional skills for new
https://www.congress.gov/congressional-report/110th-congress...
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https://books.google.com/books?id=AMMeAgAAQBAJ&pg=PA166&lpg=...
ccccccccccccccccccccccc
remained uncertain overthe legislation's 'effectiveness in achievingits statedaims'of providing workers with clear and ample warning of impending job loss.
https://books.google.com/books?id=2AmNBgAAQBAJ&pg=PT171&lpg=...
cccccccccccccccccccc
While early warning of impending job loss won't prevent workers from losing their jobs, it can help them prepare to find a new job or seek additional skills for new
https://www.congress.gov/congressional-report/110th-congress...
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Peer comment(s):
| neutral |
MStanicki
: to brzmi trochę jak groźba o zagrożeniu, a nie neutralne powiadomienie
8 hrs
|
7 hrs
Andrzej Mierzejewski
Poland
Poland
Native in Polish
Poland
M.Sc. Engineer (Mechanics)
Native in: Polish
Works in: Polish to English, English to Polish, German to Polish, and 3 more.
Related KudoZ points
:
68
announcement of intended job contract termination
IMO tak będzie dostatecznie łagodnie, aby pracownika nie stresować nadmiernie.
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Note added at 7 godz. (2018-07-04 06:45:28 GMT)
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Jednak inaczej:
announcement of intent to terminate the job contract
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Note added at 7 godz. (2018-07-04 06:45:28 GMT)
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Jednak inaczej:
announcement of intent to terminate the job contract
Peer comment(s):
| neutral |
MStanicki
: announcement to bardziej publiczne ogłoszenie, a nie pismo dla pracownika
2 hrs
|
Discussion
A reduction in workforce is the elimination of a department, unit, office or position that results in the termination of one or more employees and which reduces headcount. This may be due to financial necessity or programmatic redefinition.
A reorganization may involve the elimination of one or more positions that changes the organizational structure within a department, unit or office resulting in termination of employment.
[cut]
Step 3. Employee Notification
Departments may not notify employee(s) of a layoff/reorganization until authorization is received in writing from HRA and the decision maker receives coaching from HRA in how to properly notify the employee of a layoff/reorganization.
Employee(s) who are affected by a layoff/reorganization are entitled to the following:
Minimum of a one-month notice period
Notification in writing
When feasible, notification conducted in person by the department HR representative and the decision maker
Notification conducted in a private location
Compassionate and sensitive conduct from the HR representative and decision maker during the notification meeting and during the transition transition period
https://policy.usc.edu/layoffs/
W każdym razie chodzi o oficjalne sformułowanie na piśmie z HR do pracownika, a nie o pogawędkę w czasie przerwy,
advance notice of an opportunity to seek career advancement elsewhere
@Frank - advance warning mi się podoba :)