About us

We are a group of independent consultants who first started at established PR agencies. If you would try to summarise our overall experience, the final result would sum up to approximately 30 years of activity. We still like to think outside the box, however, even though we plan strategies keeping our feet firmly on the ground. We remain close to our clients because we engage only in projects that we believe in. We have our passions, and marketing and PR communication are at the top of our list.

Consultants

Agnieszka Krysztofowicz

For a dozen years or so, Agnieszka has been working on 360 Degrees Communication strategies; she has provided consultancy for both small local companies, local governments, and large international corporations. Agnieszka promotes out-of-the-box thinking: she values lateral approach supported by reasoned situational analysis. Agnieszka collaborated with such companies and institutions as Agros Nova, Colgate-Palmolive, Johnson&Johnson, European Commission, PKP Energetyka, and Warsaw City Hall. Agnieszka is a journalism graduate of the University of Warsaw.

Radosław Pancewicz

Radosław has been planning and implementing comprehensive PR and marketing campaigns for 8 years now. Radosław specializes in developing brand images and in corporate and educational projects. His portfolio includes collaboration with such companies as Adidas, Diageo, Janssen, Lanxess, Panasonic, and Pfizer. Radosław graduated from the Faculty of Political Science at Adam Mickiewicz University in Poznań; he is a member of Public Relations Consultants Association in London.

Maria Konieczna

Maria has worked in PR since 2008, and specializes in strategic consulting and comprehensive marketing and communication service for vulnerable segments. Maria implemented online and offline campaigns for a number of clients, including Adamed, Bayer, IBSA, Ferring, GSK, PZU, and PGE. Maria holds diplomas in the fields of economy, coaching and marketing strategies development. Moreover, she has been awarded distinctions for projects devoted to CSR issues.

Only long-term and multidimensional endeavours can create or change a company or a product image. Where to start? From well-knit and comprehensive communication strategy that will guide and outline all subsequent projects.

You can build up your company's reputation but it would be much better to manage it skilfully. Gaining support of the media, opinion leaders and institutions important for your business is a good start for your route to success.

The fish stinks from the head down, just like a company. Only well-informed internal client is able to understand and support all processes shaping a business and its environment.

A brand is not just a product, as it also comprises values that stand behind it. How to convince a consumer to share these values? There are as many methods as products on the market.

Business responsibility is more than a trend: it is an obligation. Well-tailored CSR programme will benefit both a company and its environment.

Education can change the market. A well-informed client is a better client, and the expert position is a good starting point for becoming a game leader.

It is worth including the new media presence within a broader communication strategy frame. Each vote is important, and interaction with a consumer or partner is a kind of opportunity that was not available several years ago.

The best crisis is the one that does not exist. Crisis communication cannot be reduced to fire-fighting, as it is mainly about preventing fire.

Companies do not decide to create a PR department for different causes. Regardless of the reason, however, we are ready to build such a division for you and manage it comprehensively.

Services


Doctor's Notes: When Should An Employer Ask For One?

Doctor's Notes: When Should An Employer Ask For One?

In British Columbia, the short reply to these questions is that, an employer could, at its discretion, ask for a health care provider’s note to establish the reasons offered by the employee to assist a request for leave and/or to determine an worker’s specific useful limitations. There is no such thing as a specific number of days of absence that should pass earlier than a physician’s note may be requested.

Nevertheless, the reply may change in circumstances the place insurance policies, collective agreement provisions or other contractual phrases might restrict an employer’s proper to require a physician’s note.

While many provinces have formal sick-go away laws requiring all employers to provide unpaid sick depart, employers in BC are not legally required to supply their workers with this profit (without evidence of a incapacity that requires lodging in the type of an authorised leave of absence). Therefore, the query of sick go away turns into considerably unsure, particularly for those employers not covered by specific language in a collective agreement. So what's the proper thing to do when an worker calls in sick?

It is as much as you, the employer, to determine an acceptable sick-go away policy for your group and then work to develop, talk and constantly apply that policy. Regardless of the dimensions of your organization, it is suggested and considered useful to the business, your leadership crew and all workers to have a transparent, well-documented sick-leave policy in place. The coverage should outline what is anticipated from an employee in relation to absence because of sickness – both brief- and long-time period – and the related requirement of a doctor’s dr note.

On the similar time, you should ask yourself what type of culture you want to assist and promote along with your policy. Consider what is sensible in your organization and your workers and then build your policy from there. Be mindful and appreciative of the truth that infrequent worker absences are a normal part of life. It's the frequent or lengthy-time period absences which have the most impact in your group and other workers; these should be your focus when developing your sick leave policy – including the process of requesting physician’s notes.
A policy that's too prescriptive can definitely be detrimental to employee morale. Versus having a policy that requires a sick note after each sickness lasting a sure number of days, an alternate might be to state that the organization "reserves the suitable" to require notes when absenteeism is an issue. This gives you the power to deal with your staff like the adults you hired, while permitting the flexibility to be more regulating when dealing with employees who are calling in sick frequently, or those who are away for extended durations of time. That stated, while this type of coverage may work effectively for some employers, there are others who will benefit from the consistency of a process that requires a doctor’s note for absences longer than three days. The aim is to find out what's going to work greatest to your group after which transfer forward to create a coverage that's constantly applied.

In a unionized atmosphere, it is common for the matter of sick-leave eligibility and the employer’s proper to medical info to be specifically addressed in contractual terms. Where a collective agreement is in place, it is all the time prudent to carefully overview its provisions to find out if, when and to what extent the employer can require disclosure of medical information.

Contact us

+48 664 922 145

Doctor's Notes: When Should An Employer Ask For One?

Doctor's Notes: When Should An Employer Ask For One?

In British Columbia, the short reply to these questions is that, an employer could, at its discretion, ask for a health care provider’s note to establish the reasons offered by the employee to assist a request for leave and/or to determine an worker’s specific useful limitations. There is no such thing as a specific number of days of absence that should pass earlier than a physician’s note may be requested.

Nevertheless, the reply may change in circumstances the place insurance policies, collective agreement provisions or other contractual phrases might restrict an employer’s proper to require a physician’s note.

While many provinces have formal sick-go away laws requiring all employers to provide unpaid sick depart, employers in BC are not legally required to supply their workers with this profit (without evidence of a incapacity that requires lodging in the type of an authorised leave of absence). Therefore, the query of sick go away turns into considerably unsure, particularly for those employers not covered by specific language in a collective agreement. So what's the proper thing to do when an worker calls in sick?

It is as much as you, the employer, to determine an acceptable sick-go away policy for your group and then work to develop, talk and constantly apply that policy. Regardless of the dimensions of your organization, it is suggested and considered useful to the business, your leadership crew and all workers to have a transparent, well-documented sick-leave policy in place. The coverage should outline what is anticipated from an employee in relation to absence because of sickness – both brief- and long-time period – and the related requirement of a doctor’s dr note.

On the similar time, you should ask yourself what type of culture you want to assist and promote along with your policy. Consider what is sensible in your organization and your workers and then build your policy from there. Be mindful and appreciative of the truth that infrequent worker absences are a normal part of life. It's the frequent or lengthy-time period absences which have the most impact in your group and other workers; these should be your focus when developing your sick leave policy – including the process of requesting physician’s notes.
A policy that's too prescriptive can definitely be detrimental to employee morale. Versus having a policy that requires a sick note after each sickness lasting a sure number of days, an alternate might be to state that the organization "reserves the suitable" to require notes when absenteeism is an issue. This gives you the power to deal with your staff like the adults you hired, while permitting the flexibility to be more regulating when dealing with employees who are calling in sick frequently, or those who are away for extended durations of time. That stated, while this type of coverage may work effectively for some employers, there are others who will benefit from the consistency of a process that requires a doctor’s note for absences longer than three days. The aim is to find out what's going to work greatest to your group after which transfer forward to create a coverage that's constantly applied.

In a unionized atmosphere, it is common for the matter of sick-leave eligibility and the employer’s proper to medical info to be specifically addressed in contractual terms. Where a collective agreement is in place, it is all the time prudent to carefully overview its provisions to find out if, when and to what extent the employer can require disclosure of medical information.