In this policy analysis, LFMI put forth the following recommendations:
1) to not adopt provisions simplifying the procedure of the declaration of a strike since they would sweep off the balance between those employees who do not support the idea of a strike and do not participate neither in a trade union nor in an assembly of employees nor in the secret ballot and those employees who comprise a negligent share of employees but nevertheless seek to call a strike. If passed, these amendments should be in effect on a temporary basis, i.e. as long as the provisions liberalising the Labour Code are in effect.
2) to adopt changes to the regulation of fixed-term employment contracts, envisaging a possibility to hire employees for work of a permanent nature, but to withdraw the proposed limitations and a settled period of time when this provision is to be in effect as this would essentially dwarf this provision’s benefit to the labour market.
3) to adopt provisions, laying down a possibility to dismiss an employee at the employer’s initiative by paying a severance pay in the amount of the employee‘s two monthly average wages. To withdraw from the draft law the fixed term for this provision’s validity because this major provision would contribute to job creation also after June 30, 2012.
4) to adopt provisions regarding changes in working time regulation – to simplify summary recording of working time and to remove the prohibition of overtime work. These provisions are crucial for employees’ and businesses’ more flexible adaptation to the market’s needs and for individual needs of employees.