Guide
for an Employer-Investor
Guide for an Employer – Investor
Poznań 2012
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The Guide was prepared by: Grafton Recruitment Polska Sp. z o.o. Poznań Division Pl. Andersa 3 Andersia Tower, 12 piętro 61-894 Poznań Contact details: Sylwia Wieczorek Business Unit Manager e-mail:
[email protected] tel: +48 61 655 97 00 Edited by: Wydawnictwo Miejskie Posnania ul. Ratajczaka 44, 61-728 Poznań www.wmposnania.pl Photos: fotoportal.poznan.pl, City of Poznań Archives Computer typesetting: Studio Graficzne Wydawnictwa Miejskiego Posnania Poznań 2012
Table of Contents CHAPTER 1........................................................................................................................................................................................................................................7 Economic structure.....................................................................................................................................................................................................................8 Human Resources ......................................................................................................................................................................................................................9 Academic Center ..................................................................................................................................................................................................................... 11 CHAPTER 2..................................................................................................................................................................................................................................... 13 The Levels of Wages in Poznań in 2010/2011.......................................................................................................................................................... 14 Additional elements of remuneration.......................................................................................................................................................................... 16 CHAPTER 3 ................................................................................................................................................................................................................................... 19 The most important information about the Polish labour market............................................................................................................ 20 Legal forms of employment in Poland. ...................................................................................................................................................................... 20 Termination of employment contracts........................................................................................................................................................................ 21 Employment costs in Poland in 2012 . ........................................................................................................................................................................ 22 Conclusion..................................................................................................................................................................................................................................... 27
Structure of the Guide We present you with the “Guide for an Employer-Investor”. It is a pill of knowledge on topics related to the provisions of the Labour Law and the local labour market. Here you will find useful information on legal regulations pertaining to labour, wage levels for different trades in Poznań and Greater Poland, kinds of non-wage benefits, education and the local labour market. We hope that the contents of this Guide will help you make key decisions for your business regarding investments in our city and region. The Guide consists of three main chapters: The first chapter focuses on the analysis of the local labour market and human resources available in our region. The second chapter presents examples of employee wage levels in our region. We focused mostly on the analysis of data from several areas: Finance, HR, Customer Service, IT and Manufacturing. This information is supplemented by an analysis of the most common non-wage benefits granted by employers in our region. In the third chapter you will find key information related to the Labour Law, in particular: types of employment contracts and the terms of their termination, calculations and examples of costs of employment and also very useful information on the number of public holidays in Poland in 2012.
CHAPTER 1
The city is rated among the most attractive locations for investments in Poland. The main directions of the investments include industrial production, commerce and services. In the scope of services, the market of centers offering modern business services such as BPO, SSC or ITO and especially financial-accounting processes, HR, IT, customer service or administration-business support has been rapidly developing.
Poznań is one of the oldest and largest cities of Poland, where 1000 years ago the Polish state was born. It is also a well-integrated centre of industry, commerce, culture, education and science.
Economic structure Poznań belongs to the group of the largest economic centres in the country. On the local market over 98 thousand of economic entities1 operate, while the number of entities with a share of foreign capital is among the largest in Poland.
Statistical Office in Poznań (Statistical Bulletin of the City of Poznań – IV quarter of 2010).
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Among the companies which operate on our market in this sector the following should be mentioned: Carlsberg, Duni, MAN, Lorenz Bahlsen, Franklin Templeton Investment, IKEA, Bridgestone, McKinsey, Bertelsmann, Roche, GlaxoSmithKline, Grace, Wikia, Microsoft, HolidayCheck, Jeronimo Martins, Dalkia and Frąckowiak Grant Thornton. According to the external evaluations conducted by the Moody’s Investors Service rating agency, in terms of being credible for investors, Poznań is second only to considerably larger Warsaw, and it was given the A3 grade with balanced prognosis in 2011. This means that Poznań has very high ability to fulfil the contracted financial liabilities, and this credibility is not likely to change in the near future. Also in the same year, Forbes evaluated Poznań as the second city in Poland in terms of attractiveness for investors.
Chart 1.The population of the biggest cities in Poland ( as of December 2010, source: GUS) 2 000 000 1 800 000
1 720 398
1 600 000
Guide for an Employer – Investor
1 400 000
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1 200 000 1 000 000
756 183
800 000 600 000
551 627
737 098
632 996 456 967
400 000
405 606
200 000 0 Poznań
Wrocław
Cracow
Łódź
Gdańsk
Szczecin
Warsaw
Executive Summary
Chart 2. The unemployment rate in big cities in Poland (as of February 2012, source: GUS) 12
10,8
10,7
10
8
6,2
6
4
5,4
5,4 4,8
4,1
4
2
0 Poznań
Wrocław
Cracow
Łódź
Human Resources According to the data as of the end of 2010, the population of the city amounts to 551,627 thousand2. The whole Poznań conurbation is populated by 957,4 thousand inhabitants altogether3.
Central Statistical Office data, population in thousands. (as of the end of 2010). 3 Poznań City Hall (Information from the magistrate – Poznań population 2011). 2
Gdańsk
Katowice
Warsaw
Szczecin
In comparison to the population of selected Polish cities, today’s Poznań is the fifth city in Poland in terms of population. At the end of February 2012 the number of unemployed people registered in Poznań amounted to 13 thousand inhabitants, which constituted unemployment rate on the level of 4,1% of professionally active people. As an
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756183
737098
Chart 3. The number of students and graduates of economic majors of study in selected Polish cities (data from 2010, source: GUS) 80 000 70 000
66 926
60 000
Guide for an Employer – Investor
50 000
10
40 000
37 754
33 489
30 000 20 000
30 104 24 242
18 376 10 660
10 000
10 092
9661
23 872
8075 5325
22 943
6553
0 Warsaw
Cracow
Wrocław students
Poznań graduates
Łódź
Tri-City
Katowice
example, in the whole Greater Poland the number of registered unemployed people amounted to 150,6 thousand inhabitants, which constituted the unemployment rate on the level of 10,1% of professionally active people.4 In the whole Poland this level amounted to 13,5% at that time. In comparison with other big cities in Poland the situation was as follows: Almost two thirds of the people from Poznań are in the working age (18-59/64 years). According to the GUS data from December 2010, the total number of them amounted to 362,113 thousand people.
Academic Center Poznań is the third academic center in Poland in terms of the number of university colleges. In the city there are 27 university colleges (8 public and 19 private ones) including 5 universities. In total, 140 thousand students learn in Poznań, from them 39 thousands of young people, ready to take up 737098year. For compari756183 a work, graduate from universities every
Central Statistical Office data, Unemployed people and unemployment rate for regions, subregions and districts (as of the end of February 2012).
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son, in the whole Greater Poland the number of students amounts to 169 thousand and the number of graduates amounts to 43 thousand. There is also a high level of students speaking foreign languages – almost 90% of students declare the knowledge of at least 2 foreign languages, from basic to proficient level, including nearly 55% of them who declare knowl-
Chart 4. The number of students and graduates of IT majors of study in selected Polish cities (data from 2010, source: GUS) 14 000
12 000
12 112
10 000
8 000
7192
7070
6467
6 000
4522 4 000
2 000
1693
1355
4275 2287
1933 1152
1118
616
601
Tri-City
Katowice
0 Warsaw
Cracow
Wrocław students
Łódź
Poznań
graduates
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edge of 2 foreign languages on the at least intermediate level. Poznań and Greater Poland can be proud of the very high percentage of students and graduates on the fields of study connected with economics and accounting, IT, management and on philological specialties. Among the main universities in Poznań one should point: 1. Adam Mickiewicz University – over 42 thousand of students, 2. Poznań University of Economics – over 13 thousand of students, 3. Poznań University of Technology – over 18 thousand of students, 4. Poznań School of Banking – over 5 thousand of students, 5. Poznań College of Modern Languages – almost 3 thousand of students.
Guide for an Employer – Investor
The universities in Poznań have wide range of majors and specialties. However, the most important thing for investors is the number of students studying economics and IT. On the following charts it is easy to notice that the number of students in Poznań allows the city to be classified on the high fourth place in the ranking among economic majors of study and the fifth among IT majors of study.
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Graduates and students from Poznań and Greater Poland are highly regarded employees not only thanks to good education or the knowledge of foreign languages. The majority of them take care of having valuable internship or traineeship, as early as while they are at the university. They also gain international experience through students programs such as Socrates Erasmus, or just working in some companies abroad. They are open-minded, ambitious, hard-working people who are oriented at continuous development.
CHAPTER 2
The presented data concern the level of wages of employees of particular ranks in the following fields: Finance and accounting, HR (human resources departments, personnel and wages), Customer service, IT, Production.
The Levels of Wages in Poznań in 2010/2011 The following information was prepared on the basis of recruitment processes conducted by Grafton Recruitment Poland Sp. z o.o in 2010 and 2011 in the area of Poznań and Greater Poland.
It should be pointed out that the level of wages in different positions in the company’s structure depends on many factors, e.g. business and the profile of the company, the staffing level, the number of subordinates and also individual arrangements between the employer and the employee. For this reason the numerical data are presented in the ranges from minimum to maximum remuneration amount in particular position.
Chart 1. Finance and accounting area in the private sector
Guide for an Employer – Investor
Position
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Average monthly gross salary
Finance Manager
10 000 – 20 000 PLN
Finance Controller
7 000 – 15 000 PLN
Finance Analyst
4 000 – 6 000 PLN
Junior Accountant
2 800 – 3 250 PLN
Accountant
3 500 – 8 500 PLN
Independent Accountant
4 000 – 8 500 PLN
Chief Accountant
8 000 – 15 000 PLN
Tax specialist
4 500 – 6 000 PLN
Chart 2. Finance and accounting BPO/SSC sector Position
Average monthly gross salary
Junior Accountant
2 900 – 3 500 PLN
Accountant
3 500 – 4 500 PLN
Senior Accountant
4 500 – 6 000 PLN
Team Leader
6 000 – 8 000 PLN
Process Manager
12 000 – 15 000 PLN
Head of Center
22 000 – 35 000 PLN
Chart 7. Area of HR in the private sector Position
Average monthly gross salary
HR Director
14 000 – 25 000 PLN
HR Manager
8 000 – 18 000 PLN
HR Specialist
3 000 – 7 000 PLN
Recruitment Specialist
3 500 – 5 000 PLN
Payroll and administration specialist
3 000 – 5 500 PLN
HR assistant
2 200 – 3 000 PLN
Chart 4. Customer Service – call center Position
Average monthly gross salary
Customer Service Manager
7 000 – 15 000 PLN
Call Center Agent
2 000 – 4 500 PLN
Team Leader
3 800 – 5 500 PLN
Chart 5. IT area Position
Average monthly gross salary
IT Manager
10 000 – 25 000 PLN
Project Manager
7 000 – 14 000 PLN
SAP Consultant different modules
10 000 – 20 000 PLN
Programmers Team Leader
8 000 – 12 000 PLN
IT Helpdesk analyst I line support
4 000 – 6 500 PLN
IT Helpdesk analyst II line support
6 500 – 9 000 PLN
IT Helpdesk analyst III line support
9 000 – 12 000 PLN
C,C++,C# Programmer
4 500 – 8 000 PLN
PHP Programmer
5 000 – 9 000 PLN
JAVA Programmer
4 000 – 9 000 PLN
Web Developer
6 000 – 8 000 PLN
Network Engineer (LAN, WAN)
4 000 – 7 000 PLN
SQL Administrator
3 500 – 12 000 PLN
System Administrator
3 500 – 10 000 PLN
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Chart 6. Production sector
Guide for an Employer – Investor
Position
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Average monthly gross salary
Plant Manager
15 000 – 20 000 PLN
Production Manager
9 000 – 15 000 PLN
Quality Manager
8 000 – 15 000 PLN
Purchasing Manager
8 000 – 15 000 PLN
Maintenance Manager
7 000 – 15 000 PLN
Engineer Specialist
4 500 – 7 000 PLN
Blue collar worker
2 000 – 3 500 PLN
Additional elements of remuneration Apart from basic remuneration, employees working for local employers also get additional elements of remuneration in
form of appreciation bonuses, vouchers or Christmas gifts, medical care, financial support for education, company car, life insurance etc. Of course, the kind and amount of them depend on the performed tasks and responsibilities and also on the position held in the company’s structure.
Most frequent non-wage benefits: appreciation bonuses and annual bonuses private medical care financial support or refund for education – foreign languages courses, specialist courses, postgraduate courses tickets to fitness and recreation centers luncheon vouchers travel costs refund
It is worth mentioning that for young people, apart from the wage itself or additional remuneration, the important factors for entering in the recruitment process and then taking on a job, are – the prestige of the company and opinion about it on the labour market, atmosphere inside the company, work place itself – office location, equipment, colours, resting place. The organization and the course of the recruitment process also play very important role, especially in case of new investments – it is mainly about the time of the response to the application that was sent, impressions after the recruitment meeting, contact frequency, the quality of feedback. For this reasons every recruitment process should be planned thoroughly.
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CHAPTER 3
differ among each other in purpose and duration and in differently normalized way of their termination. Employment contract for a trial period. The contract for a trial period aims at making the employer acquainted with the employee’s qualifications, his or her usefulness for particular job position and at making the employee acquainted with work conditions and relations in the workplace. Employment contract for a trial period can be concluded for the time period established by the parties, not longer however than three months. Employment contract for a trial period is concluded only once with particular employee.
The most important information about the Polish labour market Legal forms of employment in Poland. The forms of employment in Poland can be divided with regard to the legal nature of contracts concluded by an employer with an employee. There are contracts regulated by the provisions of the Labour Code and the Civil Code. The fundamental source of labour law is the Labour Code. Employment contracts are concluded on the basis of the Labour Code.
Guide for an Employer – Investor
The kinds of employment contracts.
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The Labour Code, which is the legal base for majority of employment contracts with employees, distinguishes four kinds of employment contracts: for a trial period, for a specified time, for a specified task, for an indefinite time. The first three of them are fixed-term contracts, whereas the fourth one is an indefinite contract. These contracts
Employment contract for a specified time and employment contract for a specified task. Contracts concluded for a specified task and for a specified time have another purpose and character. Their aim is not to get acquainted with one’s assets, but to establish work relationship for a time period that suits both parties, specified in advance. In the employment contract for a specified time the parties more precisely establish the period for which the work relationship is established, they specify the date to which the contract will endure. The number of successive contracts for a specified time, concluded subsequently, has been restricted. These contracts can be concluded by one employer only twice subsequently, and the third contract becomes as of right the contract for an indefinite time. The contract for a specified task is concluded when it is difficult for the parties to establish the precise time of its duration. In practice it is concluded for temporary and seasonal jobs. Employment contract for an indefinite time Employment contract for an indefinite time is concluded when the parties precisely established this fact, or when there is lack of precise arrangements as to what sort of contract was concluded, and the circumstances do not indicate that a contract of other kind was concluded. Employment contract for an indefinite time, also called permanent contract is characterized by the fact that the parties do not indicate the date or the event leading to the contract’s termination. This contract creates far-reaching guarantees for the employee, mainly in the scope of permanence of the work relationship.
Termination of employment contracts According to the Labour Code regulations the termination of employment contracts may take place: a) by agreement of the parties, b) by declaration of will by one of the parties, i.e. employer or employee by giving a notice period (termination of employment contract by notice), c) by declaration of one of the parties without giving the notice period (termination of employment contract without notice), d) on the expiry date of the contract, e) on the day of finishing the task which was the subject of the contract. Moreover, the employment contract expires in case of the employee death, employer death, in three months time of employee’s absence due to pretrial detention. Employment contract termination by mutual agreement of the parties Employment contract termination by mutual agreement of the parties requires unanimous declaration of will by both parties of the work relationship and it takes place on the date established by parties. It may take place any time, also with omission of binding legal terms and notice periods.
Termination of the contract by mutual agreement of the parties may take place with all kinds of employment contracts, notwithstanding the restrictions concerning the termination of the contract. It may also take place during the notice period, shortening the notice period or absolving the parties from the duty of staying in the work relationship until the end of the notice period. The initiative of termination of the contract by mutual agreement can be put forward by each of the parties. Employment contract termination by notice The notice of termination of the employment contract is a unilateral statement of will of one of the parties, that aims at termination of the existing legal relationship (i.e. employment relationship) after the expiry of the notice period. It is sufficient if the statement is submitted in such a way so that the other party can get acquainted with its content. The notice period is understood as the time that has to pass between submitting the statement of will of termination by the parties and the termination of the contract as a consequence of the submitted statement. Contract for a trail period, for a specified time, as well as for an indefinite time can be terminated by notice. The termination of the employment contract concluded for a trail period may take place only before the end of
Chart 7. Summary and comparison of the kinds of employment contracts Kinds of employment contract Employment contract for a trail period
– cannot be concluded for the period longer than three months.
Employment contract for a specified time – only 2 contracts can be concluded, the third will be automatically recognized as the contract for an indefinite time.
Employment contract for an indefinite time – the parties do not indicate the date of termination.
Notice periods – if the contract is shorter than 2 weeks: 3 working days, – if the contract is longer than 2 weeks: 1 week, – if the contract’s period is 3 months: 2 weeks.
– can be terminated only if: • the contract was concluded for the period longer than 6 months, • the parties clearly provided such possibility in the content of the contract – 2 weeks of notice period is assumed.
– 2 weeks if the employee was employed for less than 6 months; – 1 month if the employee was employed for at least 6 months, – 3 months if the employee was employed for at least 3 years.
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the trail period, i.e. when the parties want to terminate the contract earlier.
2 weeks, if the employee was employed for less than 6 months;
The termination of the contract for a specified time may take place only when the notice aims at terminating the contract before the expiry of the time for which it was concluded and only when the contract was concluded for a period longer than six months or when the parties clearly provided such possibility in the content of the contract.
1 month, if the employee was employed for at least 6 months;
In case of a contract for a trail period the notice period is established differently for employees with a trail period:
Guide for an Employer – Investor
not longer than 2 weeks – 3 working days
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longer than 2 weeks – 1 week; of 3 months – 2 weeks. The notice period for the contract for a specified time is 2 weeks, if the clause stipulating that is in the contract. Otherwise the contract cannot be terminated. The notice period for the contract for an indefinite time depends on the employment period at particular employer and it amounts to:
3 months, if the employee was employed for at least 3 years. The notice of termination of employment contract for an indefinite time by the employer should be justified in writing. The reason of notice of termination of the contract for an indefinite time by the employer should be real, objective and exact, indicating the fundamental reasons for the notice.
Employment costs in Poland in 2012 Three kinds of benefits make up for employment costs incurred by employer in Poland: employee’s gross remuneration including premiums for pension insurance fund, social security fund, health benefits and personal income tax paid by the employer (whereas minimal gross remuneration for particular year is established top-down by the legal regulations and in 2012 amounts to 1500,00 PLN gross,
obligatory premiums for pension, social security and health insurance paid by the employer, other costs, resulting form the employer’s obligation to provide occupational safety and health, medical examinations, possible staff trainings. Costs with distinction of costs incurred by the employee and by the employer The basis for calculation and payment of the costs is the employee’s gross remuneration per month. These are mainly percentage values established by binding legal regulations. 1. Costs incurred by the employee: a) Social insurance (ZUS), i.e. 13,71% of employee’s gross remuneration, that is: – 9,76% – pension insurance, – 1,5% – annuity insurance, – 2,45% – health insurance; b) Health insurance (NFZ), i.e. 9%, calculated from the difference between the gross remuneration and the sum paid on account of the social insurance (which amounts to 13,71% of the gross remuneration);
c) Income tax, i.e. tax compliant with binding tax rate scales: – 18%, if during particular year the employee has not exceeded the tax rate scale in the amount of 85 528,00 PLN (calculated as the employee’s gross remuneration minus sums of premiums paid on the account of social insurance and possible other reliefs accrued to the employee); – 32%, if during particular year the employee has exceeded the aforementioned tax rate scale, i.e. the amount of 85 528,00 PLN. 2. Costs incurred by the employer a) Social insurance (ZUS), i.e. insurance including: – 9,76% – pension insurance, – 6,5% – annuity insurance, – about 1,2% – accident insurance (changeable; from 0,9% to 3,6%), – 2,45% – Labour Fund, – 0,1% – Guaranteed Employees Benefits Fund; b) Remuneration for the full-paid holiday accrued to the employee (depending on the seniority the employee is entitled to 20 or 26 days of leave); c) Social insurance (ZUS) on account of sick leaves, which amounts on average to 1,91% per 33 days of sick
Chart 8. Employee’s and employer’s costs – summary Kind of premium:
Employee
Employer
Persion insurance
9,76%
9,76%
Annuityinsurance
1,50%
6,50%
Health insurance
2,45%
Labour fund
2,45%
Accident insurance
0,9%-3,6%
Depending on the company’s business it amounts from 0,9% to 3,6%. Here and in further model calculations we assume 1,2%.
Guaranteed Emploee Benefits Fund
0,10%
13,71%
20,01%
9,00%
87,48 PLN
Monthly per person, regardless of the remuneration (87,48 PLN as of 01.04.2012)
TOTAL: Health insurance PFRON (State Fund of Rehabilitation of People with Disabilities)
Comments
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Chart 9. Example of calculations Employee’s monthly net remuneration
Costs incurred by employee:
2 017,67 PLN
Pension insurance ZUS
273,28 PLN
Annuity insurance ZUS
42,00 PLN
Health insurance ZUS
68,60 PLN
Health insurance
187,25 PLN
Income tax 18%
181,00 PLN
Employee’s monthly gross remuneration constituting the basis for costs calculations
Costs incurred by employer
2 800,00 PLN
Pension insurance ZUS
273,28 PLN
Annuity insurance ZUS
182,00 PLN
Accident insurance ZUS
33,60 PLN
Labour Fund
68,60 PLN
Guaranteed Emploee Benefits Fund
2,80 PLN
PFRON
87,48 PLN
Monthly costs of employment for employer (employee gross remuneration + costs incurred by employer)
3 447,76 PLN
Chart 5. Above-mentioned data presented graphically
647 PLN Employer’s premiums wyższe
Guide for an Employer – Investor
181 PLN Employee’s tax 18%
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policealne, średnie zawodowe średnie ogólnokształcące
2017 PLN Employee’s net
571 PLN Employee’s premiums
zasadnicze zawodowe gimnazjalne i poniżej
period. In case of sick leaves issued in connection with accident at work, pregnant woman – the employee is entitled to 100% of the remuneration. In other cases of illnesses – it is 80%. In case of a period of hospital treatment – 70%; d) PFRON, State Fund of Rehabilitation of People with Disabilities – changeable, approximately 87,48 PLN per employee (as of 01.04.2012); e) Other costs, made up of: – costs of necessary trainings in the scope of occupational safety and health (at the beginning of the employment and periodic ones), – costs of protective clothes and overalls (the employer is obligated to provide it for the employee if it is necessary for the work station), – costs of necessary medical examinations (before the taking up of the job, periodic ones or control ones). The
cost of elementary examinations amounts from 40 to 100 PLN, – other, e.g. drinks and supportive meals for people working in hard physical conditions. The employer can voluntarily grant the employee extra benefits, for example extra bonuses, financial support for improving qualifications, staff trainings, company car, phone or laptop for personal use, Christmas vouchers, luncheon bonuses, allowances in kind, extra private medical care. Working week in Poland has on average 40 hours in case of full-time employment (8 hours per day). The employment contracts for part-time job are also applied. Because of business specific, companies also apply shift work with shifts different than eight-hour ones. According to the Labour Code, legally established bonuses are paid for the employee for overtime and for work at night hours.
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Holidays and Bank holidays in 2012 1 January
l
New Year
6 January
l
Epiphany
Easter
l
Easter, the first day, church holiday, movable, on the first Sunday after the first full moon after 21st of March Easter Monday
1 May
l
Labour Day
3 May
l
Constitution Day
Corpus Christi
l
Corpus Christi, church holiday, movable, 60 days after Easter
15 sierpnia
l
Assumption of the Blessed Virgin Mary
1 November
l
All Saints’ Day
11 November
l
Independence Day
25 December
l
Christmas day
26 December
l
The second day of Christmas
Guide for an Employer – Investor
Conclusion
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We hope that information included in the Guide will be useful in planning of your investment in Poznań. If you have any additional questions regarding any personnel matters in Poland, please contact us directly under: Grafton Recruitment Polska Sp. z o.o. | pl. Andersa 3 | 61894 Poznań | www.grafton.pl mob.: +48 609 734 600 | tel.: +48 61 655 97 00 | fax: +48 61 655 97 01 | Grafton Recruitment offers help and advice in planning individual and mass recruitment processes as well as provide sensitive data regarding local labor market potential at site selection level. You are welcome to our expertise, experience and HR passion to build successful business in Poland.
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City of Poznań Investor Relations Department pl. Kolegiacki 17, 61-841 Poznań direct: +48 61 878 5428
[email protected] Edited by: Wydawnictwo Miejskie Posnania ul. Ratajczaka 44, 61-728 Poznań www.wmposnania.pl Photos: fotoportal.poznan.pl: Mariusz Forecki, Jakub Gąsiorowski, Tomasz Lassota, Radosław Maciejewski, Maciej Nowaczyk, Magdalena Ratajczak City of Poznań Archives Computer typesetting: Studio Graficzne Wydawnictwa Miejskiego Posnania Poznań 2012
