Arkadiusz Sikora submitted an interpellation to the Minister of State Assets on 31 May 2026.
(...) In concern for the company’s financial situation and relations between management and employees, I request the following information:
- whether the Ministry of State Assets received signals confirming difficult relations between employees and management at Zakłady Ceramiczne “Bolesławiec”?
- How do court judgments issued against Zakłady Ceramiczne Bolesławiec in cases brought by the current management against employees affect the company’s financial condition?
- When will the company’s management adopt the remuneration regulations required by law for employees?
- How do relations between management and employees affect the company’s financial condition and operations?
(...)
The head of the trade union addressed the issue
– No company management board has had so many court cases with employees or former employees – comments Agata Rusiecka. – Perhaps MP Sikora’s interpellation will be the catalyst that initiates genuine dialogue. The management conducts a policy of intimidation and uses payments from the social benefits fund to set employees against the unions. Skilled employees with many years of service are undervalued. The management puts its own personal dislikes above the company’s well-being, gets rid of experienced employees, and does not create an atmosphere encouraging employees in manual positions who are reaching retirement age to remain at work. We have not had remuneration regulations for a year now, and the management does not even want to provide a description of job positions so that upcoming changes in labour law can be taken into account in the draft remuneration regulations. We are ready to engage in genuine work on the remuneration system, but we do not agree to treating union representatives as opponents. Trade unions are an equal business partner, and the management should remember this when sitting down for talks. It is high time to move from the courtrooms to the negotiating table and resolve problems on their merits – says the head of the union.
The company president comments on the MP’s interpellation
– The management has no knowledge of correspondence or signals sent directly to the Ministry – says Arkadiusz Grzesikowski. – At the same time, it should be noted that in every organisation employing a larger number of people, differences of opinion or individual disputes concerning employment matters may arise; this is a natural consequence of operating a large company. The mere fact that comments or objections are raised does not, however, confirm the existence of persistent or systemic problems in relations between employees and management. The management remains open to dialogue and takes measures aimed at ensuring proper communication and effective cooperation within the Company, achieving good financial results. Any judgments unfavourable to the company do not necessarily mean a deterioration of its financial condition or improper management actions. Negotiations with the trade unions on the content of the Remuneration Regulations are currently under way. Once the arrangements have been completed and all formal and legal requirements fulfilled, the Company’s Management Board will decide on their adoption and implementation. At the current stage, it is not possible to specify a precise date for completion of this process – the president adds.
The company’s interests and dialogue with employees based on mutual respect
President Arkadiusz Grzesikowski argues that he is acting in the Company’s interests and that the company’s financial condition is very good, as demonstrated by its financial results in 2026.
– The management has a duty to act in the company’s interests and, where justified, to pursue its rights in court – Grzesikowski explains. – Legal disputes inherently involve litigation risk, and their outcome depends on the court’s assessment and the circumstances of each specific case. The impact of such judgments on the company’s situation can only be assessed after analysing the scale of the awarded amounts in relation to the enterprise’s financial position and determining whether such judgments are final, not while the cases are still pending. Undoubtedly, relations between management and employees affect the organisational efficiency of an enterprise; however, differences of opinion are often a natural element of the operation of large companies – the president adds.
Agata Rusiecka stresses that the standards in force at ZC "Bolesławiec" differ from those prevailing in other companies.
– As trade unions, we often participate in training sessions conducted, among others, by the National Labour Inspectorate, and we see what standards exist at other workplaces, where managing relations is based on regularly providing employee representatives with information about the company’s economic situation, development plans, and occupational health and safety issues – says the head of the union. – Professional standards require management to conduct dialogue in a spirit of mutual respect, establish working groups, and avoid escalating disputes, especially when negotiating remuneration regulations or a collective agreement – Rusiecka adds.
We have written about the situation at ZC "Bolesławiec in a number of articles:
Zakłady Ceramiczne Bolesławiec. Fourth: Honour your president and your management board member
Crushing Labour Court ruling against the management of Zakłady Ceramiczne "Bolesławiec"