More funding opportunities-not just for women
No, it's no longer just a 60's anthem. While my astrological knowledge rests solely on remembering my zodiac sign (also Aquarius, coincidentally), and I certainly could be wrong as to the current alignment of the stars, management experts seem to float around 'kinder, gentler' theories these days. One of these is the value of investing in your personnel. Through Poland's accession to the European Union and a new ordinance from the Ministry of the Economy and Labor, employers and businesswomen will be able to do just that, and at a fraction of the cost to boot.
The new ordinance of September 27, 2004 on the Specific Conditions and Manner of Granting Aid for Training sets out a framework for course providers and potential attendees to obtain funding to defray course costs. The ordinance applies to two types of training courses. The first applies to training related to flexible employment arrangements (i.e., flex time), and the other is for women conducting their own businesses. If neither of these two issues holds any interest for you, wait until my next article. There is also money out there for more general courses.
Eligible courses
To avert any accusations of always putting women's issues first, I'll start with employers. The ordinance provides funding for employers to send their personnel to learn about flex time arrangements. I admit that traditionally this issue affects working women, but men may also work on flex time. The ordinance defines flex time arrangements to include part time, coverage for an absent employee (for example, a woman on maternity leave), weekend work and shortened work week, temporary work, individual work schedules, home office and moving to/from flex time arrangements.
As for businesswomen, the ordinance sets few limitations on the eligible types of courses related to conducting a business. The only restriction is that the training should be general. As you might expect, there is an EU definition of "general training." The definition boils down to training that is not related to any particular trade, profession or position in a company, but relates to broader issues that could "be used in other firms or in other fields of professional activity." In other words, if I wanted to take advantage of a subsidized course, I probably could not attend one discussing the latest amendments to the Polish Civil Code. A course on writing, presentation or negotiation skills would qualify. A good thing, too: Lawyers need all the help we can get in resisting the urge to bestrew our prose with archaic flummery.
Costs
Now on to the big question: What's it worth to me? A lot, actually. Small and medium-sized enterprises (SMEs) only pay 20 percent of the course cost, and a large enterprise, only 40 percent. Your business qualifies as an SME for the ordinance if you have less than 250 employees and your annual turnover is less than e40 million or your annual balance sum is not greater than e27 million. Also, your business can't be a subsidiary of a large enterprise. You are considered a subsidiary if a large enterprise or group of large enterprises holds more than 25 percent of your company's capital (but ownership by institutional investors, investment corporations or venture capital funds don't count).
Procedures
The procedures for taking advantage of subsidized training are fairly straight-forward. First, you need to find a certified course provider and check out its course catalogue or make arrangements for an individual training session (which may also be subsidized). Second, you need to apply for the course, be accepted and sign an agreement with the course provider. Third, you must make sure that you or your company has not received more than E1 million in aid for a particular type of training. Finally, you must agree to store all documents related to the aid for at least 10 years and provide the documentation to administrative authorities, upon their request.
The ordinance came into effect on October 28, 2004, and currently potential course providers are working to seek certification to provide these types of training courses. According to some estimates, course providers should be able to start training by the first quarter of next year. As with other funding, don't tarry. The ordinance expires on December 31, 2006.
Judith Gliniecki is a partner with Rymar i Wspólnicy Sp. k.
The new ordinance of September 27, 2004 on the Specific Conditions and Manner of Granting Aid for Training sets out a framework for course providers and potential attendees to obtain funding to defray course costs. The ordinance applies to two types of training courses. The first applies to training related to flexible employment arrangements (i.e., flex time), and the other is for women conducting their own businesses. If neither of these two issues holds any interest for you, wait until my next article. There is also money out there for more general courses.
Eligible courses
To avert any accusations of always putting women's issues first, I'll start with employers. The ordinance provides funding for employers to send their personnel to learn about flex time arrangements. I admit that traditionally this issue affects working women, but men may also work on flex time. The ordinance defines flex time arrangements to include part time, coverage for an absent employee (for example, a woman on maternity leave), weekend work and shortened work week, temporary work, individual work schedules, home office and moving to/from flex time arrangements.
As for businesswomen, the ordinance sets few limitations on the eligible types of courses related to conducting a business. The only restriction is that the training should be general. As you might expect, there is an EU definition of "general training." The definition boils down to training that is not related to any particular trade, profession or position in a company, but relates to broader issues that could "be used in other firms or in other fields of professional activity." In other words, if I wanted to take advantage of a subsidized course, I probably could not attend one discussing the latest amendments to the Polish Civil Code. A course on writing, presentation or negotiation skills would qualify. A good thing, too: Lawyers need all the help we can get in resisting the urge to bestrew our prose with archaic flummery.
Costs
Now on to the big question: What's it worth to me? A lot, actually. Small and medium-sized enterprises (SMEs) only pay 20 percent of the course cost, and a large enterprise, only 40 percent. Your business qualifies as an SME for the ordinance if you have less than 250 employees and your annual turnover is less than e40 million or your annual balance sum is not greater than e27 million. Also, your business can't be a subsidiary of a large enterprise. You are considered a subsidiary if a large enterprise or group of large enterprises holds more than 25 percent of your company's capital (but ownership by institutional investors, investment corporations or venture capital funds don't count).
Procedures
The procedures for taking advantage of subsidized training are fairly straight-forward. First, you need to find a certified course provider and check out its course catalogue or make arrangements for an individual training session (which may also be subsidized). Second, you need to apply for the course, be accepted and sign an agreement with the course provider. Third, you must make sure that you or your company has not received more than E1 million in aid for a particular type of training. Finally, you must agree to store all documents related to the aid for at least 10 years and provide the documentation to administrative authorities, upon their request.
The ordinance came into effect on October 28, 2004, and currently potential course providers are working to seek certification to provide these types of training courses. According to some estimates, course providers should be able to start training by the first quarter of next year. As with other funding, don't tarry. The ordinance expires on December 31, 2006.
Judith Gliniecki is a partner with Rymar i Wspólnicy Sp. k.
