Information useful during employment

Working Time
Academic staff members (including obligatory teaching hours)
The working hours of academic staff members shall be determined by the scope of their teaching, research and organisational duties.
The rules for determining the scope of obligations for academic staff, different types of teaching activities covered by the scope of their obligations, including the teaching load for the individual positions and the rules for calculating teaching hours shall be determined by the Senate of the University of Warsaw.
The annual teaching load for research and didactic employees amounts to 210 teaching hours, for employees in the position of reader (docent) – 270 teaching hours, for employees in the positions of a lecturer (wykładowca) and senior lecturer (starszy wykładowca) – 360 teaching hours, and for employees in the positions of teachers and instructors (lektor or instruktor) – 540 teaching hours;
A teaching hour equals 45 minutes. However, the dean – after consulting the faculty council – may determine conversion factors (multiples of teaching hours) not higher than 1.5.
The Rector may reduce the annual teaching load of a full-time teacher employed at the University of Warsaw as the primary workplace, on the principles specified in the Resolution No. 249 of the Senate of the University of Warsaw on planning, determining the teaching load and the principles of settling the obligatory teaching hours of academic staff members at the University of Warsaw. In exceptional cases, however, justified by reason of an important interest of the University, the Rector shall not reduce the number of obligatory teaching hours of teachers pursuing additional employment (within the meaning of Article 129 of the Higher Education Act) or conducting economic activities.
If an academic staff member carries out more courses than the obligatory annual number of teaching hours proportionally agreed, there are overtime hours for which the employee is entitled to additional remuneration.
The settlement of working time in the projects fulfilled within the framework of EU‑financed programmes: download.
For the settlement of working time in the projects fulfilled within the framework of EU-financed programmes, it is assumed that the maximum annual number of productive hours in a year per full-time equivalent, which can be charged to the project’s budget, amounts to 1,720 hours. The number of working hours dedicated for the performance of all projects financed from external sources, in which a given teacher takes part, may not exceed 73 hours in a month and 876 hours in a year, which constitutes approx. 51% of the productive working time of an academic staff member. Academic staff members are allowed to work more hours in a month than 73 on the performance of externally-financed project(s) on condition that they obtain a reduction in their obligatory teaching hours.
Non-academic staff members
A five-day working week shall apply at the University. The following working time standards shall apply to non-academic staff members:

  1. for employees of the library service employed in the positions of a library curator (kustosz biblioteczny), a senior library curator (starszy kustosz biblioteczny), a senior librarian (starszy bibliotekarz) or a senior documentalist (starszy dokumentalista) – 36 hours a week;
  2. for other employees who are non-academic staff members:
    1. 8 hours a day and on average 40 hours a week in an average five-day working week in the agreed settlement period not exceeding 4 months;
    2. up to 12 hours a day and on average 40 hours a week in a settlement period not exceeding 1 month in the equivalent working time system;
  3. the maximum average weekly working time (overtime included) cannot exceed 48 hours within an agreed reference period;
  4. employees must be guaranteed at least 11 hours of continuous daily rest and a minimum of 35 hours of weekly rest.

At the University, night time shall mean the period between 10:00 pm and 06:00 am.

Salary
Remuneration policy (basic salary, special allowances, quality-based allowances, functional allowances)
The conditions for the remuneration and eligibility of the University’s employees for other work-related benefits are governed by the Regulation of the Minister of Science and Higher Education of 02 December 2016 ([Journal of Laws] of 2016, Item 2063).
Academic staff members receive their salary components, in principle, on a monthly basis, in advance. The minimum rates of salaries are specified in the table which is appended to the above-mentioned Regulation: [TABLE].
Non-academic staff members receive their salary components on a monthly basis, in arrears. The minimum rates of salaries are specified in the table which is appended to the above-mentioned Regulation: [TABLE]
Salary component Persons entitled
Basic salary shall be paid to academic and non-academic staff members
Length-of-service allowance shall be paid to academic and non-academic staff members
Functional allowance shall be paid to academic and non-academic staff members
Foreman (functional) allowance shall be paid to non-academic staff members
Statutory bonus % shall be paid to non-academic staff members
Statutory bonus of the Central Administration and Faculties shall be paid to non-academic staff members
Special allowance shall be paid to academic and non-academic staff members
One-off special allowance shall be paid to academic and non-academic staff members
Salary supplement (quality-based KNOW) shall be paid to academic and non-academic staff members
Project-related performance allowance shall be paid to academic and non-academic staff members
One-off project-related performance allowance shall be paid to academic and non-academic staff members
Supplementary project-based salary shall be paid to academic and non-academic staff members
Overtime salary (from the settlement of obligatory teaching hours) shall be paid to academic staff members
Additional remuneration for the participation in the works of recruitment committees – Recruitment shall be paid to academic staff members
Additional remuneration for managing and supervising student work placements shall be paid to academic staff members
Supervisorship shall be paid to academic staff members
Preparation of reviews and opinions in doctoral programmes, habilitation proceedings and proceedings for the conferment of the academic title of professor (profesor) shall be paid to academic staff members
Preparation of review and assessing the output in the qualification procedure preceding employment in the position of associate professor (profesor nadzwyczajny) and visiting professor (profesor wizytujący) of a person with the academic title of professor (profesor) or the academic degree of habilitated doctor (doktor habilitowany) shall be paid to academic staff members
Overtime allowance shall be paid to non-academic staff members
Night work allowance shall be paid to non-academic staff members
Shift work allowance shall be paid to non-academic staff members
Rector’s award 2% shall be paid to academic staff members
Rector’s award 1% shall be paid to non-academic staff members
Jubilee award shall be paid to academic and non-academic staff members
The rules for remuneration in projects financed from European Union funds (guidelines concerning the remuneration in projects)
The principles of remunerating individuals performing tasks in EU-financed projects have been regulated in the Communiqué by the Rector of the University of Warsaw concerning the principles applied to the settlement of working time and the calculation of remuneration for individuals performing tasks in projects.
The remuneration is determined individually for each person participating in the project, taking into account the qualifications, length of service (seniority)/professional experience, the scope of duties (according to the practices applied in the University) and in accordance with the principles set forth in the grant contracts and with the financial guidelines to the programmes or the guidebooks on model grant contracts.
Moreover, the Resolution of 20 June 2007 concerning remuneration referred to as the supplementary salary for work on an externally-financed financial project regulated the rules for awarding remunerations referred to as a supplementary salary and (project-related) performance allowances financed, in particular, from the projects fulfilled under the framework programmes of the European Union.
Length-of-service allowance
Employees of a public higher education institution shall be entitled to a length-of-service allowance amounting to 1% of the basic salary for each year of work, to be paid on a monthly basis as from the fourth year of employment, which may not however exceed 20% of the basic remuneration.
If the entitlement to the bonus or to a higher rate of this bonus has been acquired on the first day of a month, then the bonus shall be paid for that month. If the entitlement to the bonus or to a higher rate of this bonus has been acquired on a day other than the first day of a month, the bonus shall be paid starting from the first day of the month following the month in which an employee acquired this entitlement.
While determining the qualification periods for a length-of-service allowance, the following shall be taken into consideration:

  1. The completed periods of employment, based on the employment certificates submitted;
  2. Other periods taken into consideration based on separate provisions, which determine employee entitlements (e.g. child care leave, doctoral studies, the period of unemployment benefit, agricultural labour);
  3. The periods of preparatory studies for assistant lecturers;
  4. The periods of stay abroad resulting from foreign delegation of employees for academic, didactic and training purposes.

Where an employee simultaneously remains in more than one employment relationship, the above-mentioned periods shall be taken into account after the employee submits a declaration that such periods are not taken into account at the other employer(s).

Jubilee awards
The University’s employees are entitled to jubilee awards for long-term work in the amount of:

  1. For 20 years of work – 75% of the basic salary;
  2. For 25 years of work – 100% of the basic salary;
  3. For 30 years of work – 150% of the basic salary;
  4. For 35 years of work – 200% of the basic salary;
  5. For 40 years of work – 300% of the basic salary;
  6. For 45 years of work – 400% of the basic salary.

The awards shall be paid immediately after the employees become entitled thereto. Should the employment relationship be terminated by retirement of an employee at the pension age or due to incapacity for work, the jubilee award shall be paid on the date of the termination of employment if less than twelve months remain until the date when the employee would become eligible for it.
The period giving entitlement to a jubilee award for a higher education institute’s employee shall include all the completed periods of employment and other periods if they count towards a period of work that determines employee benefits. In the case of simultaneous work under two or more employment relationships, the period giving entitlement to a jubilee award shall be determined separately for each employment relationship.

Absences
Holiday leaves
Each employee shall be entitled to a paid holiday leave. Holiday leaves are granted according to the leave schedule. If employees do not use their holiday leave entitlement in full or in part due to termination or expiration of their employment relationship, they shall be entitled to a cash equivalent.


Non-academic staff members:

  • the holiday leave entitlement shall cover 20 or 26 days in a calendar year, depending on the length-of-service (seniority);
  • employees commencing their first employment acquire the right to holiday leave following the expiration of each working month amounting to 1/12 of their holiday leave entitlement;
  • the holiday leave entitlement of part-time employees shall be proportional to their mode of employment (a partial day of leave shall be rounded up to a full day);
  • employees who have been employed during a calendar year or whose employment relationship has ceased during a calendar year shall have a proportional holiday leave entitlement;
  • employees who resume work after at least a one-month absence due to: unpaid leave; child care leave; compulsory first-time military service or its alternative forms, preparatory service, periodic military service, territorial military service performed on a rotational basis, military training or military exercises; remand; serving of the penalty of deprivation of liberty; unauthorised absence from work, shall be entitled to a proportional holiday leave entitlement;
  • holiday leave shall be granted for the days which constitute the working days of a given employee, on an hourly basis;
  • one day of holiday leave shall correspond to 8 working hours.

Academic staff members:

  • the holiday entitlement shall cover 36 working days in a calendar year;
  • academic staff member shall acquire entitlement to their first holiday leave on the last day preceding the summer break in courses;
  • the holiday should be used in a period without courses;
  • the holiday leave entitlement of part-time academic staff members shall be proportional to their mode of employment;
  • academic staff members who have been employed during a calendar year or whose employment relationship has ceased during a calendar year shall have a proportional holiday leave entitlement;
  • academic staff members resuming employment after unpaid leave, child care leave or health leave shall have a proportional holiday leave entitlement.
Maternity-related leaves
Maternity leave

  1. A female employee who has given birth to a child during employment relationship is entitled to maternity leave of:

a) 20 weeks if she gave birth to one child;

b) 31 weeks if she gave birth to two children at a time;

b) 33 weeks if she gave birth to three children at a time;

b) 35 weeks if she gave birth to four children at a time;

b) 37 weeks if she gave birth to five and more children at a time.

2. A female employee may use up to 6 weeks of maternity leave before birth. A female employee is obliged to document the advancement of pregnancy by means of a medical certificate.

3. An employee father who raises a child shall be entitled to part of the maternity leave in the event of:

a) resignation from part of the maternity leave by the child’s mother after using 14 weeks of the leave following the birth;

b) resignation from the maternity leave by the employee mother of the child, who holds a certificate of inability to lead an independent life, after using at least 8 weeks of the leave;

c) death of the child’s mother during her maternity leave;

d) abandonment of the child by the mother, after she has used at least 8 weeks of her maternity leave.

4. An employee father who raises a child shall also be entitled to use part of the maternity leave in the event where the child’s mother has been hospitalised and cannot exercise personal care of her child. After the child’s mother has been discharged from hospital, the employee father who used the maternity leave shall be obliged to immediately resume work.

5. In the cases referred to in Points 3 and 4, maternity leave may also be used by a family member other than the child’s father, within the meaning of Article 1751p.

6. In the case of the child’s hospitalisation, the child’s mother can terminate her maternity leave and resume it once the child has been discharged home.

7. A maternity allowance shall be paid for the duration of the maternity leave.

Parental leave

  1. Immediately after maternity leave, employees may use parental leave of 32 weeks where one child is born at a time or 34 weeks where more than one child is born at a time.
  2. Parental leave is optional and may be granted at the employee’s request.
  3. Parental leave may be used by both the mother and the father of a child. Parents may use parental leave simultaneously provided that its total length does not exceed 32 (or 34) weeks.
  4. Parental leave may also be granted to employees who have been given custody of a child and applied for its adoption or who have been given custody of a child as a foster family.
  5. Parental leave may be used in no more than 4 parts, where – in principle – none of them can be shorter than 8 weeks.
  6. Part of parental leave not exceeding 16 weeks may be granted by the end of the calendar year in which a child reaches the age of 6 years.
  7. During parental leave, employees provide work for an employer no more than on a half-time basis. In such a case, the parental leave shall be extended proportionally.
  8. A maternity allowance shall be paid for the duration of the parental leave.

Paternity leave

  1. An employee father who raises a child shall be entitled, at his request, to paternity leave of 2 weeks. Such an employee is entitled to paternity leave until the child is 24 months of age.
  2. Paternity leave may be used in two parts, where neither of them can be shorter than a week (7 days).
  3. An employee shall be entitled to an allowance for the duration of the paternity leave.

Child care leave

  1. Child care leave may be granted to an employee who is a parent or carer of a child in order to exercise personal care of the child.
  2. The employee must have been continuously employed (with all employers) for at least 6 months in order to have the right to receive holiday entitlement.
  3. Child care leave is optional and may be granted at the employee’s request.
  4. Child care leave may be granted for no more than 36 months and can be used by the end of a calendar year, in which a child reaches the age of 6 years.
  5. One month of child care leave is attributed in a non-transferrable manner to each of the child’s parents (carers). This means that one of the parents may independently use no more than 35 months of child care leave. This does not apply where the other parent of the child is dead, does not have parental authority or has been deprived thereof.
  6. Child care leave may be divided into 5 parts at the maximum.
  7. The child’s parents or carers may use child care leave simultaneously; however, the total duration of such leave may not exceed 36 months.
  8. During child care leave, employees may perform work or conduct other gainful activities, as well as participate in training courses and other forms of education if those do not preclude them from exercising personal care of the child.
  9. Child care leave is unpaid leave. The period of child care leave on the date of its expiration is included in a given employee’s length-of-service (seniority).

Leave on the conditions of maternity leave

  1. Maternity leave may also be granted to employees who have been given custody of a child and applied for its adoption or who have been given custody of a child as a foster family (with the exception of foster families who perform the function of family emergency centres).
  2. Leave on the conditions of maternity leave may be used by both female and male employees.
  3. Staff members shall be entitled to the following periods of leave on the conditions of maternity leave:

a) 20 weeks in the case of adopting one child;

a) 31 weeks in the case of adopting 2 children at a time;

a) 33 weeks in the case of adopting 3 children at a time;

a) 35 weeks in the case of adopting 4 children at a time;

a) 37 weeks in the case of adopting 5 children at a time.

4. Leave on the conditions of maternity leave may be granted until the child reaches the age of 7 years, and in the case of a child with a deferred compulsory education – until the child reaches the age of 10 years.

5. Immediately after leave on the conditions of maternity leave, employees are entitled to parental leave.

Sabbatical leave

Academic teachers can apply for paid academic leaves:

  • paid sabbatical leave for conducting research – the leave shall be granted by the Rector at the request of an academic staff member holding at least the academic degree of doctor (doktor) and it amounts to up to one year, during the period of 7 years of employment at the University of Warsaw;
  • paid sabbatical leave for the preparation of a doctoral dissertation – the leave is granted by the Dean / the head of an inter-faculty or general university organisational unit for a period amounting to up to three months;
  • paid leave in order to:
    • training abroad, academic training or teaching internships;
    • participation in the conference;
    • participation in common scientific research conducted with a foreign unit on the basis of a scientific cooperation agreement.

The leave is granted by the Dean / the head of the University of Warsaw organizational unit, at the request of the employee, once for a period not exceeding 30 days at a time, and the total period of 60 days in the case it is applied for several times during an academic year.

Under particularly justified circumstances the Rector may grant paid leave exceeding 30 days, however not longer than for 12 months.

  • paid sabbatical leave for purpose of participating in common scientific research conducted with The Łukasiewicz Centre or the Łukasiewicz Research Network.
Absences occasioned by illness (sick leaves, rehabilitation benefit, health leaves)
Employees incapable of work due to illness are entitled to remuneration or a sick leave benefit.
Employees shall be entitled to remuneration for the period of 33 days of incapacity for work per calendar year (14 days of incapacity for work for employers who have not reached the age of 50 years). Depending on the reason for such incapacity, the employee shall retain the right to 80 or 100% of the salary.
After this period, employees shall be entitled to a sick leave benefit, which may be received for not longer than 182 days or, in the case of incapacity for work caused by tuberculosis or pregnancy, for a period not exceeding 270 days.
Employees who are still incapable for work after exhausting their sick leave benefit, yet further treatment or therapeutic rehabilitation gives them a chance to be able to work again, may apply for rehabilitation benefit. Whether the rehabilitation benefit can be granted is decided by a certifying physician of the Social Insurance Company, who may grant the benefit for a period not exceeding 12 months.
Academic staff members, employed on a full-time basis, with seniority of at least fifteen years in a higher education institution, shall be entitled to a paid health leave, the staff member to be granted health leave shall be determined by the occupational medicine doctor.
Holiday for private purposes
At the employee’s request, the Rector may grant an unpaid (private) leave. This leave shall not be included in the period of service determining employee entitlements (Article 174 of the Labour Code).
Business trips
Employees who perform official tasks at the employer’s request in a place other than his place of employment is on a business trip. The employer should specify: the starting and ending location of the trip, its duration, and the means of transport to be used by the employees.
Employees who are on business trip are entitled to: per-diem allowance, reimbursement of travel costs, local transportation fees, accommodation and other necessary documented expenses, as defined or recognised by the employer in accordance with the reasonable and legitimate needs.
Periodic assessment
Academic
Periodic assessment – obligatory assessment of academic staff members in terms of adequate performance of the obligations set forth in Article 111 of the Act – the Higher Education Act (including assessment made at least once per academic year by undergraduate and doctoral students in terms of the fulfilment of didactic obligations) and observance of copyright and related rights as well as the industrial property law.
Academic staff members shall be subject to periodic assessment:

  1. every four years;
  2. at any time, yet not more often than once a year – at the request of the head of the organisational unit where they are employed.

The above-mentioned period shall exclude any absences from work resulting from: parental leave, health leave as well as the period of military service or alternative service. The assessment of an academic staff member shall be performed by the faculty/university-wide evaluation committee. The criteria and procedure for the assessment shall be laid down in the Statutes of the University of Warsaw.

Other employees
Under construction
Obtaining consent for employment outside the University (applicable only to academic staff members)
Academic staff members for whom the University is the primary workplace:

  • may, upon consent of the Rector, perform work under employment relationship only for one additional employer conducting didactic or scientific/research activities;
  • shall inform the Rector about conducting business activities.

The Rector’s consent is not required for an academic staff member to take up employment in one of the institutions below:

      1. the offices referred to in Article 1 Section 1 and Section 2 Points 1, 2 and 4a of the Act of 16 September 1982 on employees of state offices (Dz.U. [Journal of Laws] of 2016, Item 1511);
      2. bodies of scientific and professional societies;
      3. judicial authorities;
      4. cultural institutions;
      5. the authorities of the Polish Academy of Sciences and of the Polish Academy of Arts and Sciences;
      6. local government appeal councils;
      7. the units referred to in Article 2 of the Act of 7 September 1991 on the education system (Dz.U. [Journal of Laws] of 2015, Item 2156 and of 2016, Items 35, 64, 195, 668 and 1010).

The detailed procedure for obtaining consent to take up/continue additional employment has been regulated in the Resolution No. 6 of the Senate of the University of Warsaw dated 17 October 2012 on defining the procedure and criteria for granting the consent for additional employment;
In the case of academic staff members being a single-person body of the University, they require the consent of the Senate of the University of Warsaw to be able to perform work for employers conducting didactic and scientific/research activities.
Taking up or continuing additional employment without the Rector’s consent shall provide the basis for the termination of the employment relationship by notice.

Prevention of mobbing
On the grounds Ordinance no 49 of 14 May 2018 on prevention of mobbing at the University of Warsaw (Monitor UW of 2018, item 140):

  • any mobbing in the workplace shall be prohibited;
  • relationships between all members of the community of the University of Warsaw, including superiors and subordinates, shall be based on the principle of respect and tolerance, as well as on the principle of respect for personal dignity;
  • heads of organisational units and direct superiors shall prevent behaviours showing features of mobbing and shall respond to any signals thereof;
  • unjustified accusations of mobbing shall be forbidden and can also be subject to the proceedings governed by this ordinance.

In order to prevent mobbing and its consequences, the Anti-Mobbing authorities were estabisished at the University of Warsaw:

  • The Anti-Mobbing Coordinator – every employee, who found he/she had been subjected to mobbing, shall be entitled to report it in writing to the Coordinator:
  • The Anti-Mobbing Committee
    • dr hab. Paweł Łuków, Faculty of Philosophy and Sociology– chairperson
    • dr hab. Anna Kurowska, Faculty of Political Science and International Studies
    • mgr Marek Kwiatkowski, Faculty of Modern Languages
    • dr hab. Monika Latos-Miłkowska, Faculty of Law and Administration
    • dr hab. Teresa Rząca-Urban, Faculty of Physics
    • dr Dominik Wasilewski, Office of University Advancement
    • dr hab. Anna Zdunik, Faculty of Mathematics, Informatics and Mechanics.
Disciplinary proceedings
The disciplinary liability of academic staff members – pursuant to the provisions the Higher Education Act of 27 July 2005, it shall be borne by academic staff members (research and didactic employees, didactic employees, research employees, certified librarians and certified employees of scientific documentation and information) irrespective of the type of their employment relationship with the University (designation, employment contract). Disciplinary proceedings may be initiated also after the expiration of an academic staff member’s employment with the University.
Regulations:

  • the Act of 27 July 2005 – the Higher Education Act (consolidated text, Dz.U. [Journal of Laws] 2016.1842, as amended);
  • the Regulation of the Minister of Science and Higher Education of 17 October 2014 on the detailed procedure of explanatory and disciplinary proceedings against academic teachers and the manner of enforcing and erasing disciplinary penalties (Dz.U. [Journal of Laws] 2014.1430);
  • the Act of 6 June 1997 – the Code of Criminal Procedure (Dz.U. [Journal of Laws] of 2016, Item 1749) – the disciplinary proceedings against academic staff members in matters not regulated in the Act – the Higher Education Act shall be governed by the provisions of the Polish Code of Criminal Procedure, excluding Article 82.

Premises for disciplinary liability
Academic staff members shall be subject to disciplinary liability for:

  • conduct unbecoming the obligations of an academic staff member

or

  • the professional dignity of an academic staff member.

Disciplinary sanctions:
1) an admonition;
2) a reprimand;
3) a reprimand with deprivation of the right to hold managerial functions in higher education institutions for a period from three months to five years;
4) a deprivation of the right to practice the profession of an academic staff member for a period from five months to five years, or permanently.

Admonition: for minor disciplinary misconduct; imposed by the rector after hearing the academic staff member concerned. An academic staff member who has received admonition may appeal to the university’s disciplinary committee for academic teachers. An appeal shall be lodged within fourteen days of the receipt of the penalty notice.

Disciplinary proceedings – are held before disciplinary committees for academic teachers and consist of two instances; disciplinary cases of academic staff members are adjudicated by:

  • in the first instance – the university’s disciplinary committee for academic teachers;
  • in the second instance – the disciplinary committee for academic teachers at the Main Council of Science and Higher Education.

Disciplinary proceedings are initiated at the request of the disciplinary ombudsman.
The disciplinary ombudsman – appointed by the Rector from amongst the academic staff members holding at least the academic degree of habilitated doctor (doktor habilitowany); s/he carries out an enquiry; initiates the enquiry at the Rector’s instruction or ex officio. An enquiry shall be initiated by the disciplinary ombudsman immediately, but not later than within three months of the day on which s/he learned of the act resulting in the possibility of being held disciplinarily liable.
Upon completion of an enquiry, the disciplinary ombudsman shall submit an application to the disciplinary committee for the initiation of disciplinary proceedings or s/he shall issue a decision on the discontinuation of an enquiry.
The erasion of penalty:
A certified copy of a valid judgement on the disciplinary penalty along with justification shall be placed in the personal file of a given academic staff member.
Disciplinary penalties (an admonition or reprimand) penalties shall be erased after the lapse of three years, while penalties (such as a reprimand with deprivation of the right to hold managerial functions in higher education institutions, a deprivation of the right to practice the profession of an academic staff member), except when inflicted permanently [1], after the lapse of five years from the delivery of a valid penalty judgement to the academic staff member, providing that s/he has not received another disciplinary or judicial penalty for an intentional offence. A copy of the penalty judgement placed in the personal file of an academic staff member shall be removed upon erasion of the penalty.
The disciplinary committee which inflicted the disciplinary penalty, except for the penalty permanently depriving an academic staff member of the right to practice the profession of an academic staff member, may decide to erase it at the request of the punished person to be submitted not earlier than two years after the judgment imposing the penalty became valid.
1) The information on the termination of an employment relationship due to a disciplinary penalty permanently depriving an academic staff member of the right to practice the profession of an academic staff member shall be included in the employment certificate of an academic staff member.

Dissolution of disputes
The person supporting the academic community in coping with organisational and interpersonal conflicts and in the search for solutions of difficult issues is the Academic Ombudsman of the University of Warsaw – mgr Anna Cybulko (M.A.).
Employees can address the Ombudsman particularly when they:

  • Need an external opinion or an opinion from a person who will show them the right way of conduct;
  • Need assistance in solving a complicated matter;
  • Claim to have been treated unfairly;
  • Are in a conflict that affects their functioning in the higher education institution;
  • Need a mediator;
  • Do not know whom they should address with their matter.
Awards
Prime Minister’s award
The employees of the University of Warsaw may receive the Award of the Prime Minister for:

  1. distinguished doctoral dissertations;
  2. highly-assessed achievements paving the way for the academic degree of habilitated doctor (doktor habilitowany) or the degree of habilitated doctor in Fine Arts (doktor habilitowany sztuki);
  3. academic or artistic achievements, including outstanding academic and artistic output.

Detailed information can be found on the following website: http://bob.uw.edu.pl/kancelaria-prezesa-rady-ministrow-nagrody-premiera/
Minister’s awards

  1. Academic staff members may receive from the Minister of Science and Higher Education one of the awards mentioned below:
    1. for academic achievements that were the basis for the award in the previous calendar year
      1. the academic degree of habilitated doctor (doktor habilitowany) or the degree of habilitated doctor in Fine Arts (doktor habilitowany sztuki);
      2. the academic degree of doctor (doktor) or the degree of doctor in Fine Arts (doktor sztuki);
    2. for didactic achievements in the previous calendar year; they may be individual or collective in nature and are awarded for:
      1. innovative methods of conducting classes;
      2. innovative preparation of teaching materials;
      3. authorship of outstanding and innovative academic textbooks;
    3. for organisational achievements in the previous academic year, awarded for activities that considerably improved:
      1. the quality of the research and development works conducted in the higher education institution;
      2. the quality of teaching and education;
      3. the cooperation with the socioeconomic environment, in particular for:
        • the performance of research and development for the benefit of entrepreneurs;
        • the development of initial and continuing training programmes, encompassing the skills needed on the labour market;
      4. the higher education institution’s management, in particular the improvement of its financial management;
    4. for the entire output, including academic, didactic and organisational achievements, awarded to academic staff members holding the academic title of professor (profesor) or professor in art (profesor sztuki).
  2. The employees of the University of Warsaw may receive an individual or collective Award of the Minister of Education for outstanding academic achievements or scientific and technological developments. (http://bob.uw.edu.pl/wnioski-o-nagrody-ministra-za-wybitne-osiagniecia-naukowe-lub-naukowo-techniczne/)

Rector’s awards

  1. For their academic, didactic or organisational achievements or for their entire output, non-academic staff members may receive the award of the Rector of the University of Warsaw for their professional achievements.
  2. For their particular didactic achievements, academic staff members may receive the individual Didactic Award of the University’s Rector.
  3. Employees whose academic and didactic achievements have the greatest impact on the prestige of the University of Warsaw may be awarded by the Rector of the University of Warsaw with “a periodic increase in remuneration” for a period of 12 consecutive months.

Library