The Labour Code

Original Language Title: zákoník práce

Read the untranslated law here: https://portal.gov.cz/app/zakony/download?idBiblio=62694&nr=262~2F2006~20Sb.&ft=txt

262/2006 Coll.



LAW



of 21 June 1999. April 2006



the labour code



Change: 585/2006 Sb.



Change: 181/2007 Sb.



Change: 261/2007 Coll. 296/2007 Coll., 362/2007 Coll., 357/2007 Sb.



Change: 116/2008 Sb.



Change: 121/2008 Coll., 126/2008 Sb.



Modified: 294/2008 Sb.



Change: 305/2008 Coll., 382/2008 Coll., 451/2008 Sb.



Change: 262/2006 Coll. (see 55/2010 Coll.)



Change: 320/2009 Sb.



Change: 326/2009 Sb.



Change: 286/2009 Sb.



Change: 306/2008 Coll., 462/2009 Sb.



Change: 347/2010 Coll., 377/2010 Coll., 427/2010 Sb.



Change: 73/2011 Sb.



Change: 180/Sb.



Change: 185/2011 Sb.



Change: 466/Sb.



Change: 341/2010 Coll., 364/2011 Coll., 365/2011 Coll., 367/2011 Coll., 429/2011

SB.



Change: 375/2007 Sb.



Change: 167/2009 Sb.



Change: 385/2012 Coll. 401/2012 Coll. 401/Sb 472/Sb.



Change: 155/Sb.



Change: 303/2013 Coll., 435/Sb.



Change: 101/2014 Sb.



Change: 182/2014 Sb 250/2014 Sb, 328/2014 Sb.



Change: 205/2015 Sb.



Parliament has passed the following Act of the United States:



PART THE FIRST



GENERAL PROVISIONS



TITLE I OF THE



THE SUBJECT OF THE EDIT AND THE DEFINITION OF LABOR RELATIONS



§ 1



This law



and regulates the legal relations arising) in dependent employment between

employees and employers; These relationships are relationships of labour law,



(b)) also regulates the legal relations of a collective nature and the promotion of mutual

the conduct of trade unions and employers ' organisations. Legal

the collective nature of the relations that are related to the performance of dependent work, are

labour relations,



c) incorporates the relevant provisions of the European Union ^ 1)



(d)) governs whether or not some legal relations before the onset of labor

relations under (a)),



(e)) provides for certain rights and obligations of employers and employees in

meeting mode temporarily work insured according to the law on

health insurance ^ 107) and some penalties for infringements.



§ 1a



the title launched



(1) the Sense and purpose of the provisions of this Act are expressed as well as the basic principles

labor relations, notably



and specific legal protection status) of the employee,



b) satisfactory and safe conditions for the performance of the work,



(c)) fair remuneration the employee



(d) proper performance of work by an employee) in accordance with the legitimate interests of the

the employer,



e) equal treatment of workers and the prohibition of discrimination.



(2) the principle of special legal protection status of the employee, the satisfactory

and safe working conditions for the performance of the work, a fair

the remuneration of employees, equal treatment of workers and the prohibition of

their values reflect the discrimination that protects public order.



§ 2



(1) the dependency of the work is the work that is being performed in a relationship of control

the employer and the employee on behalf of the employers of subordination, according to the

instructions of the employer and the employee to employer

personally.



(2) must be exercised dependent work for a wage, salary or remuneration for

the work, at the expense and responsibility of the employer, during working hours on

the workplace of the employer or at another agreed place.



§ 3



Dependent work may be exercised exclusively in the basic employment

the relationship, if it is not regulated by specific legislation. ^ 2) Basic

labour relations and employment legal relationships based

agreements on work performed outside an employment relationship.



§ 4



Labour relations are governed by this Act; If you cannot use this

law, is governed by the civil code, and always in compliance with the essential

the principles of industrial relations.



Section 4a



(1) the provisions of rights or obligations in labor relations

may be lower or higher than the right or obligation which lay down the

This Act or a collective agreement as at least or at most

permissible.



(2) in accordance with paragraph 1 may lead to divergent adaptation contract, as well as

internal regulation; to modify the obligations of employees, however, may occur only

the contract between employer and employee.



(3) the provisions referred to in § 363 may be departed from only in the

favor of the employee.



(4) if the employee gives up the right to him by this Act, the collective

agreement or internal regulations provides, to disregard it.



§ 4b



cancelled



§ 5



(1) The relations resulting from the exercise of public functions with this law

If it is expressly provided for, or if it provides for specific

the legislation.



(2) if it is a public function exercised in the employment relationship, the

the employment of this Act.



TITLE II



THE PARTIES FUNDAMENTAL LABOR RELATIONS



Part 1



Employee



§ 6



An employee is an individual who is committed to dependent employment

in the basic employment relationship.



Part 2



The employer



§ 7



The employer is the person for which the natural person committed to performance

dependent work in basic employment relationship.



§ 8



cancelled



§ 9



For the Czech Republic (hereinafter referred to as the "State") ^ 6) in labor relations

and the rights and obligations of employment relations exercises

organizational folder State ^ 7), on behalf of the State in the basic

employment relationship (section 3) of the staff it employs.



§ 10



cancelled



§ 11



The heads of employees of an employer shall mean employees who

are the individual stages of the procedure the employer may set

and save a child employees work tasks, organize, manage and

check their work and give them the purpose of binding guidelines.

The head of the employee is, or is deemed under the head

also the head of the organizational units of the State.



the title launched



§ 12



cancelled



TITLE III



cancelled



section 13 of the



cancelled



§ 14



cancelled



§ 15



cancelled



TITLE IV



EQUAL TREATMENT AND NON-DISCRIMINATION



section 16 of the



(1) employers are required to ensure equal treatment of all

employees in terms of their working conditions, remuneration for work

and the granting of other financial transactions and cash values on the

training and the opportunity to achieve a functional or other

promotion.



(2) in labor relations is prohibited any discrimination.

The concepts of direct discrimination, indirect discrimination, harassment, sexual

harassment, harassment, instruction to discrimination and incitement to

discrimination and cases where different treatment is acceptable, edits

anti-discrimination law ^ 108).



(3) the discrimination does not constitute a difference in treatment, if the nature of the

work activities shows that this difference of treatment is an essential

requirement necessary for the performance of the work; the purpose pursued by such exception

must be legitimate and the requirement is proportionate. Discrimination is also

not be regarded as measures designed to prevent or is justified by the

offset the disadvantages that result from nationality to natural persons

the group defined by one of the grounds mentioned in the anti-discrimination

the law.



§ 17



Legal means of protection against discrimination in employment relations

modifies the anti-discrimination law.



TITLE V OF THE



SOME OF THE PROVISIONS RELATING TO THE NEGOTIATIONS



section 18



If it is possible to interpret legal proceedings in different ways, it is the interpretation of the

the most favourable to the employee.



the title launched



§ 19



(1) the Court shall take into account, even without the motion for invalidity of legal proceedings to which the

has not been granted the prescribed consent of the competent authority, in cases where it

expressly provides for the law or special Act.



(2) if required by law, that legal action was with the competent authority

only discussed legal action cannot be declared invalid only from

the reason that this discussion has taken place.



(3) the invalidity of legal acts cannot be to the detriment of the employee,

If annulment has not caused solely by himself.



section 20



If no legal action has been taken in the form required by this law,

and if it has already started with the performance, it is not possible to the invalidity of this

the negotiations call for those negotiations, which arises or is changing the basic

employment relationship.



section 21



cancelled



the title launched



section 22



A collective agreement may be concluded only for employees Trade Union

the organization.



Article 23 of the



(1) in the collective agreement it is possible to modify the rights of employees in the

labor relations, as well as the rights or obligations of the

the parties to this agreement. The agreement in the collective agreement, which

employees impose obligations or shorten their rights provided for in

This Act, shall be disregarded.



(2) an employer may enter into a collective agreement, or more

employers, or one or more employers ' organisations on

the one hand, and one or more workers ' organisations on the other.



(3) a collective agreement is



and corporate,) concluded between an employer, or more

employers and trade unions or more trade unions

acting for the employer,



b) of higher degree, is concluded between the organization or organizations

employers ^ 10) and the Trade Union or trade unions.



(4) the procedure for the conclusion of collective agreements, including the resolution of disputes between

the Contracting Parties shall be governed by the law governing collective

^ 11) negotiation.



section 24




(1) a Trade Union concluded collective agreement also for employees

who are not unionized.



(2) if the employer more trade unions, must

employer negotiations to conclude collective agreements with all trade unions

organisations; the trade unions Act and act with legal

the consequences for all the employees together and by mutual agreement,

unless otherwise agreed between you and the employer otherwise.



§ 25



(1) a collective agreement is binding on the Contracting Parties.



(2) a collective agreement is binding for



and employers who are) members of employers ' organizations, which

has entered into a collective agreement of a higher degree, and for employers who

during the term of the collective agreement of employers ' organizations

speakers,



(b)), for which the employee has entered into a collective agreement, the Trade Union

organisations or trade unions,



(c)) for trade unions, which has concluded a collective agreement of a higher

the degree of Trade Union.



(3) an employee has the right to submit to the Contracting Parties to the collective agreement

initiatives for collective bargaining for a collective agreement and has the right to be

informed of the progress of the negotiations.



(4) the rights which arose from the collective agreement, individual employees,

apply and satisfying as other rights of employees from work

employment or contracts for work performed outside an employment relationship.



section 26



(1) a collective agreement may be concluded for a fixed period or for a period of

an indefinite period. If the expiry of the period in the first sentence shall be bound to meet the

the terms of the collective agreement must contain the latest period of her

efficiency. A collective agreement can be terminated at the earliest after

a period of 6 months from the date of its effectiveness. The notice period is at least 6

months and begins on the first day of the month following the delivery of the notice

the other Contracting Party.



(2) the effectiveness of the collective agreement begins on the first day of the period to which

a collective agreement was concluded and ends with the expiry of that period,

If the period of effectiveness of certain rights or obligations is not in the collective

the treaty negotiated by way of derogation.



(3) upon termination of the collective agreement by the Contracting Parties, acting under the

the employee will end no later than the last collective bargaining agreement effectiveness

day of the following calendar year.



section 27 of the



(1) to the agreement the collective agreement, which govern the rights of the

labor relations of employees to a lesser extent than the collective

a greater degree of agreement, shall be disregarded.



(2) a collective agreement must be in writing and signed by the

Parties to the same document, or to her account.



section 28



(1) a collective agreement can not be replaced by another agreement.



(2) it is not possible to seek the relative ineffectiveness of the collective agreement.



(3) a collective agreement is not possible to cancel the withdrawal of one of the Contracting

of the parties; agree-if the Contracting Parties the right to withdraw from the collective

the Treaty, to disregard it.



section 29



The Contracting Parties to the collective agreement are obliged to with the content of the collective

the Treaty meet the employee not later than within 15 days of its conclusion.

The employer is obliged to ensure that the collective agreement

accessible to all its employees.



PART TWO



THE EMPLOYMENT RELATIONSHIP



TITLE I OF THE



PRE-EMPLOYMENT RATIO



section 30



(1) the selection of individuals seeking employment in terms of

qualifications, the necessary requirements or special ability is in

the scope of the employer, unless the special rule

prescription ^ 12) another procedure; asked by special legal prerequisites

regulations of the individual as an employee are not affected.



(2) the employer may require in connection with the hearing before the

employment from the physical person who is applying for a job, or

from other people just information, directly related to the closure of

a contract of employment.



section 31



Before signing an employment contract, the employer must meet

a natural person with the rights and duties of working for her

of the Treaty, or of the appointment to the post emerged with

working conditions and conditions of remuneration for which the work to take place,

and obligations which derive from the special legislation

relating to the work, which is to be the subject of an employment relationship.



§ 32



In the cases provided for in special legislation, the employer is

required to ensure that a natural person before signing an employment contract

She submitted an initial medical examination.



TITLE II



EMPLOYMENT, A CONTRACT OF EMPLOYMENT AND THE CREATION OF EMPLOYMENT



§ 33



(1) employment is determined by the contract of employment between the employer and

employee, unless this Act provides otherwise.



(2) If a special law or the articles of Association, Trade Union

organization or organization of employers under a special legal

regulation require in order to fill a post held

the choice of the competent authority, shall be deemed to be elected as a prerequisite,

preceding the negotiation of employment contracts.



(3) the appointment of the head of the working place is determined by employment in the

cases stipulated by special legislation ^ 16a); unless otherwise specified in this

a special law, the employment relationship shall be based only on appointment

the head of the



and organizational units of the State) ^ 7),



(b)) the organizational unit organizational units of the State,



(c)) the organizational unit of the State Enterprise ^ 13),



(d)) the organizational unit of the State Fund ^ 14)



e) contributory Organization ^ 15),



f) organizational unit of the subsidised organisations,



(g)) the organizational unit in the police of the Czech Republic ^ 16).



(4) the appointment under paragraph 3 does one who is competent to do so

under special legislation ^ 16b); unless the jurisdiction to

the appointment of a special legal regulation, guide them through the head



and organizational units of the State) ^ 7) leading the parent organizational unit

State,



(b)) the organizational unit organizational units of the State leaders of this

organizational units of the State ^ 7),



(c)) the organizational unit of the State enterprise, the Director of the State Enterprise ^ 13),



(d)) the organizational unit of the State Fund, headed by an individual

statutory authority, the head of the Fund ^ 14)



e) founder, contributory organization



f) organizational unit of the subsidised organisations ^ 15) leading to this

contributory organization



(g)) the organizational unit in the police of the Czech Republic ^ 16) police

the President of the.



§ 34



(1) the employment contract must contain



and the kind of work that) the employee for the employer,



b) place or places of work, in which the work is to be referred to in point (a)

a) exercised,



(c)) date of commencement of work.



(2) the employment contract must be concluded in writing.



(3) If an employee does not compete in the agreed to work without him

prevent the obstacle in the job, or an employer within a week (article 350a)

know about this hazard, the employer may from a contract of employment

to withdraw.



(4) From the employment contract, it is possible to withdraw only as long as an employee

walk over to work. For withdrawal from a contract of employment is required

compliance with the written form, otherwise it shall be disregarded.



(5) each party must receive a copy of the work

of the Treaty.



§ 34a



If it is not agreed in the contract for the purposes of the regular workplace

travel expenses, the regular workplace is the place of performance

the work agreed in the contract. However, if the place of work

more than one agreed the municipality, it is considered regular workplace

the municipality, in which the most often begin with the way an employee for the purpose of

work. Regular workplace for the purposes of travel expenses shall not be

more than one agreed the municipality.



§ 34b



(1) employees in employment shall be allocated to the work to the extent

fixed weekly working hours, with the exception of working time accounts (section 86 and

87).



(2) an employee in the next basic employment relationship on the same

the employer must not engage in work that are just generically

defined. For the employer, which is the State, the first sentence shall apply only if the

If it is about the performance of the work in the same organizational folder State.



§ 35



The trial period



(1) If a probationary period cannot be longer than



and) consecutive 3 months from the date of employment (section 36),



(b)) 6 months consecutive from date of employment (section 36) for

the head of the employee.



(2) test time can be arranged also in connection with the appointment of

the head of the working place (§ 33 para. 3).



(3) test time can be arranged not later than on the day, which was agreed

as the date of commencement of the work, or on the day that he was listed as day

appointment to the post of the head.



(4) the probationary period shall not be extended retrospectively. By the time of

day obstacles at work, for which the employee does not take place for a job in

during the trial period, and the period of a day's holiday, however, the trial

period is extended.



(5) the trial period shall not be required to be longer than half of the agreed

the duration of the employment relationship.



(6) the trial period must be in writing.



section 36



Creation of employment



The employment relationship arises on the date that has been agreed in the contract as a


the day of the commencement of employment or on the date that was listed as on the day of the appointment

working place of the head.



§ 37



Information about the content of the employment relationship



(1) If a contract of employment does not include information about rights and obligations

arising from employment, the employer is obliged to staff

notify in writing about them, and at the latest within 1 month of the occurrence of

the employment relationship; This also applies to changes to these data. The information must

contain



and) the name or first and last name of the employee, and the name and address of the

the employer is a legal person, or the name or names and

last name and address of the employer is a natural person,



(b)) and indicate the type of closer to the place of work,



(c) an indication of the length of the holiday), where appropriate, an indication of the determination of the holiday,



(d)) the notice periods,



e) indication of weekly working time and its layout



f) indication of the wage or salary and remuneration due wages or

payday salary, wages or salary, the place and manner of payment of wages

or salary,



g) indication of the collective agreements that govern the working conditions

employees, and indication of the parties of the collective agreements.



(2) If an employer Sends employees to work in the territory of another

the State is obliged to inform in advance about the expected duration of the

This posting and the currency in which he will be paid wages or salary.



(3) the information referred to in paragraph 1 (b). (c)), d) and (e)) and in paragraph 2,

regarding the currency, in which the employees will be paid wages or salary,

may be replaced by a reference to the relevant law, collective

contract or internal regulations.



(4) the obligation to inform the employees about the fundamental rights and

obligations arising from employment shall not apply to

employment for less than 1 month.



(5) the commencement of employment, the employee must be working

regulations and with legal and other regulations to ensure the safety and

the protection of health at work, which must adhere to in their work. Employee

they must also be familiar with the collective agreements and internal regulations.



§ 38



The obligations arising from the employment relationship



(1) since the inception of the employment relationship is



and) employers shall assign employees work according to work

the contract, to pay him for work done a wage or salary, to create conditions

for the performance of its work and to comply with other conditions

provided for by legislation, contract or laid down by the internal

by-law,



b) employee shall follow the instructions of the employer be held personally works

According to the employment contract in the next weekly working time and comply with the

the duties arising from employment.



(2) For employment based on labour's nomination of the provisions

the ratio of the agreed contract.



(3) an employer is required to submit the Trade Union within the time limits

agreed report on newly emerging employment relationships.



§ 39



Employment for a definite period



(1) employment for an indefinite period, unless explicitly agreed

its duration.



(2) the period of employment for a specified period between the same Contracting

the parties may not exceed 3 years from the date of the first working

the ratio for a definite period may be repeated more than twice. For repeat

employment for a definite period will be considered as well as its

extension. If after the end of the previous employment for

a period of 3 years has elapsed, to the previous position for a period of

a given between the same parties shall be disregarded.



(3) the provisions of paragraph 2, without prejudice to the procedure under special laws

regulations, when it is assumed that the employment relationship can only take after

some time ^ 17).



(4) if the employer made serious operational reasons or reasons

involving the special nature of the work, on the basis of not

employers may require that employees fairly, that has this

work, suggested the establishment of an employment relationship of indefinite duration,

does referred to in paragraph 2, provided that a different procedure will

reasons for reasonable and written agreement of the employer with the Union

adjusts



and more specific indication of these reasons),



(b) another procedure) rules of the employer when negotiating and repetition

employment for a definite period,



(c)), employees of the employer which the circuit will cover a different procedure,



(d)) the period for which the agreement is concluded.



Written agreement with the trade union organizations, it is possible to replace the internal

provision only in the event that the employer does not trade union

the Organization; internal regulations shall include the elements listed in the sentence

the first.



(5) If an employer negotiate the duration of the employment relationship with the employee on

for a definite period contrary to paragraphs 2 to 4, and told the employee

before the expiry of the agreed period, in writing to the employer that insists on

to him, employed, it is a contract of employment for a period of

an indefinite period. The proposal to determine whether the conditions referred to in

paragraphs 2 to 4, the employer and the employee filed with the Court

not later than 2 months from the date on which the employment relationship had come to an end

the expiry of the agreed period.



(6) the provisions of paragraph 2 shall not apply to the employment contract establishing

employment for a definite period agreed between the agency work ^ 18) and

an employee for the purpose of employment with another employer (section 307a,

308 and 309).



TITLE III



CHANGES TO THE EMPLOYMENT RELATIONSHIP



section 40



General provisions



(1) the content of the employment contract can be changed only if the parties agree

the employer and the employee. For a change of employment

is also considered the appointment of the head of work place according to § 33 para.

3, which occurs after the establishment of the employment relationship.



(2) the work of a different kind or in a place other than were agreed upon in the

the contract of employment, the employee is obliged to only in the cases referred to in

This Act.



(3) the provisions of section 37 shall apply mutatis mutandis here.



Transfer to another job, the business trip and transfer



§ 41



Transfer to another job



(1) the employer is obliged to transfer the employee to another job,



and if an employee) because of their State of health according to the

the medical report issued by the provider of occupational health services

or a decision of the competent administrative authority, which medical opinion

review the eligibility in the long term, held on the work,



(b)) not according to the medical report issued by the provider

occupational health services or the decision of the competent administrative authority,

the medical opinion review, then do the work for

an accident at work, occupational disease or risk for the

disease, or reached a workplace designated by the

authority to protect public health, maximum exposure ^ 19),



(c)) If a pregnant employee, who is breastfeeding, or

employee-mother to the end of the ninth month after childbirth the work you

These workers may not be employed, or that according to medical

opinion threatens her pregnancy or maternity,



(d)) if it is necessary, according to the medical report issued

provider of occupational health services or the decision of the competent

authority to protect public health in the interest of protecting the health of other physical

people against infectious diseases,



e) if it is necessary by a final decision of a court or

administrative authority, other State authority or local

Government body,



f) If an employee is working at night on the basis of medical opinion

issued by the occupational health service provider unfit

for night work,



(g)) if so requested by the pregnant employee, who is breastfeeding,

or employee-mother to the end of the ninth month after childbirth, which

working at night.



(2) the employer may transfer the employee to another job,



and if employees) gave notice of termination for the reasons mentioned in section 52 (a). f) and (g)),



(b)) If criminal proceedings are initiated against the employee on suspicion of

intentional crime committed in the performance of work or in

direct connection with him, to the detriment of the employer's assets, the

time to final completion of the criminal proceedings,



(c) if the employee) to temporarily set out special assumptions

the law for the performance of the agreed work, but in this case,

not more than a total of 30 working days in a calendar year.



(3) if it is not possible to achieve the purpose of the transfer referred to in paragraphs 1 and 2

by converting the employee under a contract of employment, the employer

convert in these cases on the work of another kind, than was agreed in the

the contract of employment, even if the employee did not agree with it.



(4) the employer may transfer the employee without the consent of the time

necessary needs for a different job than was agreed, if it is

necessary to avert an emergency, natural disaster or other

potential accident or mitigate its immediate aftermath, and on

as long as necessary.



(5) If an employee is unable to perform work for downtime or interruption of

work due to adverse weather conditions, it can


the employer to transfer to another job, than was agreed in the work

the contract, just in case that the employee agrees with the transfer.



(6) when transferring employees to other work referred to in paragraphs 1 to 3

the employer is obliged to take account of the fact that this work was for him

appropriate given his State of health and abilities and, if possible,

to his qualifications.



(7) the employer is obliged to negotiate with the employee the reason

transfer to another job and the time you want to convert to take;

When converting the employee to change the employment contract, it is

employer must issue him written confirmation of the reason for converting to

other work and the period of its duration, except in the cases referred to in paragraph

2 (a). (c)) and in paragraph 4.



§ 42



The work path



(1) travel means posting the employee lifecycle

by the employer to perform duties outside the agreed place of performance of the work.

The employer may send out an employee for a period appropriate to the

a work path on the basis of agreement with him. An employee at work

the way work takes place according to the instructions of the head of him on

the working path.



(2) if the employer of the employee at the work path to fulfillment

their tasks to other organizational units (for another employer), you may

appoint another Manager (another employer), to

employees gave instructions to work or his work organized,

directed and controlled; in the credentials you need to define its scope. With

mandate, according to the first sentence shall be available to the employee. The head of the

employees of another employer to an employee, however, cannot on behalf of

the posting employer legally Act.



§ 43



Cross-dock



(1) to translate the employee to work in another location than was

agreed upon in the contract, is possible only with the consent and under the

the employer, if it necessitates its operational need.



(2) the Working tasks of the translated version of the employees of the stores, his work

organizes, directs and controls and instructions he gives for this purpose by the competent

senior employee of the organizational units (unit), on whose place of work

the employee has been transferred.



§ 43a



Temporary allocation



(1) the agreement on the temporary assignment of an employee to another employer may

employer with this employee to close soon after 6

months from the date of employment.



(2) for the temporary assignment of employees to other employers must not be

provided by remuneration; This does not apply in respect of reimbursement of the costs that were

incurred under paragraph 5.



(3) the agreement must include the name of the employer, if the legal

the person, or the name or first and last name of the employer, if the

a natural person, to which the employee is temporarily assigned, day

a temporary assignment, the type and place of work and the period for which

the temporary allocation agreed. In the agreement may be agreed upon, regular

workplace for the purposes of travel expenses; the provisions of § 34a is not

without prejudice to the. The agreement must be concluded in writing.



(4) during the temporary assignment of employees to perform work to another

the employer saves on behalf of the employer, employees that

employee temporarily assigned, work tasks, organises, manages and

checks his work, giving him the purpose of binding guidelines, creating

favorable working conditions and ensures the safety and health at

the work of the employer, that the employee was temporarily assigned. This

the employer shall temporarily assigned employees to legally Act

on behalf of the employer that the employee seconded.



(5) during the temporary assignment provides employees a wage or salary,

where travel expenses that the employee, the employer may temporarily

assigned.



(6) the working and wage or salary employees temporarily

allocated to other employers shall not be worse than or

the conditions of the comparable employee of the employer, which is

an employee temporarily assigned.



(7) the provisional allocations referred to in paragraphs 1 to 5 shall end on the expiration of the period

which was agreed. Before this period ends with the temporary allocation

by agreement of the parties to a contract of employment or termination of the agreement on

temporary assignment for any reason or no reason, with

a 15-day notice period, beginning on the day on which the notice of termination

delivered to the other Contracting Party. The agreement on the termination of the secondment

or termination of this agreement must be in writing.



(8) the modification of the temporary assignment is forbidden to use the Agency

employment.



(9) the adjustment of secondment shall not apply in cases of deepening

or upskilling ^ 110).



Common provisions on changes of employment and return to work



§ 44



Fall away if the reasons for which the employee has been transferred to another job

or has been transferred to a different location than was agreed, or if it has expired

the time at which this change was negotiated, the employer is obliged to

classified employee by a contract of employment, unless it agrees with him on the

change in the employment contract.



§ 45



If so requested by the employee to transfer to another job or workplace

or transfer to another place, because according to the recommendations

the occupational health service provider is not suitable to continue

previous work or worked at a previous workplace, employer

is obliged to allow him, as soon as it allows its operational capabilities.

Work and workplaces, the employees transferred, they must be

the employee is appropriate.



§ 46



If the employer of the employee to another job before matches

the contract of employment, and the employee disagrees with such a measure, it may

to convert only the employer, after consultation with the trade unions.

Consultation is not necessary, if the transfer does not exceed a total period of 21

working days in a calendar year.



§ 47



If an employee takes after the end of the exercise of public functions or activities

for the Trade Union, for which it has been released in the scope of work

on, or after the end of military exercises or extraordinary military

exercise or employee after the end of maternity leave or

the employee after the end of parental leave in the range of time that

the employee is entitled to take maternity leave, to work, or

will the employee to work after the end of temporary work

incapacity or quarantine, the employer is obliged to include them in the

their original work and of the workplace. If this is not possible because the original

the work has fallen off or workplace has been cancelled, the employer must

classify them according to the employment contract.



TITLE IV



TERMINATION OF EMPLOYMENT



Part 1



General provisions on termination and termination of employment



§ 48



(1) employment may be terminated only



and agreement)



(b)) notice



c) immediate termination,



d) cancellation of the trial period.



(2) employment for a fixed period ends also expires.



(3) the employment of a foreigner or stateless individuals,

If not already done in another way, the ends



and the date on which it has) to end their stay on the territory of the Czech Republic according to

an enforceable decision on the revocation of a residence permit,



(b)), the date on which the judgment became legally valid requiring such persons

the penalty of expulsion from the territory of the Czech Republic,



(c)) on the expiry of which it was issued work permit ^ 20),

employee card or a long-term residence permit for the purpose of

the performance of highly qualified employment.



(4) the employment ceases with the death of the employee. Termination of employment in the

the case of the death of an employer who is a natural person, regulates § 342

paragraph. 1.



Part 2



The agreement



§ 49



(1) agreement between the employer and the employee on the termination of

the ratio of, the agreed date the employment ends.



(2) the agreement on termination of employment must be in writing.



(3) each party must receive a copy of the agreement on

termination of employment.



Part 3



Notice, the period of notice and notice the reasons for the



Section 1



Notice of termination



§ 50



(1) termination of employment must be in writing, otherwise it

not taken into account.



(2) the employer may give notice to the employee just because of an explicitly

provided for in § 52.



(3) an employee may give the employer notice of termination for any reason

or without giving a reason.



(4) If an employer Gives notice to the employee (section 52), the reason in the

the dismissal of the facts to define, so that it can not be confused with another

the reason for this. The reason for the termination must not be subsequently changed.



(5) the Statement may be withdrawn only with the consent of the other party;

the appeal notice and consent to its appeal must be in writing.



§ 51



(1) has been given a notice of termination of the employment relationship ends, the expiry of the notice

of the times. The notice period must be the same for both employers and employees, and

shall be at least 2 months, except arising from § 51a. The period of notice

may be only extended the contract between employer and employee;

This agreement must be in writing.



(2) the notice period begins on the first day of the calendar month following


after delivery of the notice and ending on the expiry of the last day of the

calendar month, with exceptions arising from § 51a, § 53 para. 2, §

54 (b). (c)) and section 63.



§ 51a



If the termination by the employee in connection with the transition

the rights and obligations of labor relations or the exercise of rights

and obligations of employment relations, the employment relationship ends

no later than the day preceding the effective date of the transfer of rights and

obligations of labor relations or the effective date of the transition

exercise of the rights and obligations of labor relations.



Section 2



Notice given by the employer



§ 52



The employer may give notice to the employee only for these reasons:



and if) eliminates the employer or part thereof,



(b)) If an employer transfers all or part of



(c)) becomes an employee redundant in view of the decision of the

the employer or the competent authority to change its tasks, technical

facilities, to reduce staff in order to enhance the effectiveness of

work or other organizational changes,



(d) If an employee), according to the medical report issued

provider of occupational health services or the decision of the competent

administrative authority which reviews the medical opinion, then do

the work for an accident at work, occupational disease or

risk for the disease, or if the specified in the workplace

by decision of the competent authority to protect public health, the highest

permissible exposure,



(e) If an employee) because of their State of health according to the

the medical report issued by the provider of occupational health services

or a decision of the competent administrative authority, which medical opinion

review, the long-term medical fitness



(f) where a staff member) does not meet conditions laid down by the legislation for the

the performance of the agreed work or if through no fault of the employer

the requirements for the proper performance of this work; If these nesplňování

requirements in the unsatisfactory work results, it is possible for employees

for this reason, give notice, only when the employer at the time of

the last 12 months in writing is prompted to remove them and the employee

It is within a reasonable time, the surgeon,



(g)) if the employee made the reasons for which the employer

may immediately terminate the employment, or for a serious breach of

the obligations arising from legislation relating to the

an employee of the work performed; for less serious violations

the obligations arising from legislation relating to the performed

work is able to give notice to the employee, if he was at the time of the last

6 months in connection with the breach of the obligations arising from legal

provisions relating to work performed in writing notified the

the possibility of termination,



h) If an employee violates a particularly gross manner other obligation

staff provided for in § 301a.



Section 3



Prohibition of dismissal given by the employer



§ 53



(1) prohibited to give notice to the employee at the time of the trade, it is



a) at the time when the employee is temporarily unable to work, if you

This inability to intentionally lose one or None if this inability to

as an immediate result of intoxication or abuse of staff

substance abuse, and at the time of the submission of the proposal on constitutional treatment, or

Since the advent of spa treatment until the date of their completion; When the disease

tuberculosis is the term of protection to be extended by 6 months after release

of constitutional processes,



(b)) in the performance of military exercises or extraordinary military exercise

the date on which the employee received call-up was for performance

These exercises, until the expiry of two weeks after his release from these

exercise,



(c)) at the time when the employee is fully unloaded in the long term for the exercise of public

function,



(d)) at the time when the employee is pregnant or when the employee draws

maternity leave, or when the employee or an employee receiving

parental leave,



(e)) at the time when the employee who works at night, recognized on the basis of

the medical report issued by the provider of occupational health services

temporarily unfit for night work.



(2) has been given a notice to the employee before the beginning of time, so protection

that the notice period should elapse in time, the term of protection to the

the period of notice shall not be counted; employment ends before the expiry of the

the remaining part of the period of notice after the end of the protection period, unless the

an employee shall notify the employer that the prolongation of the employment of

does not last.



§ 54



Prohibition of dismissal under section 53 shall not apply to testimony given by employees



and) organizational changes referred to in section 52 (a). a) and (b)); This does not apply in

If organizational changes referred to in section 52 (a). (b)), if the

the employer moves within the site (s) of work, in which

work is to be performed according to the employment contract,



b) organizational changes referred to in section 52 (a). (b)); This does not apply in the case of

a pregnant employee, which draws on maternity leave,

or employee at the time when take parental leave until after

that a woman is entitled to take maternity leave,



(c)) of the reason for which an employer may immediately terminate the employment

ratio, unless it's an employee on maternity leave or on

the employee at the time of parental leave to the period for which it is

woman is entitled to take maternity leave; If it was given to an employee

or employees because of this testimony before the onset of the parent

leave (parental leave) so that the notice period expired in

the time of maternity leave (parental leave), ends up notice

at the same time with the maternity leave (parental leave),



(d)) for other violations of the obligations arising from legislation

relating to work performed [section 52 (a) (g))] or any other

the employee's obligations provided for in § 301a particularly gross manner [section 52

(a). h)]; This does not apply in the case of pregnant workers, workers

drawing on maternity leave, or the employee or worker,

who take parental leave.



Part 4



Immediate termination of employment



section 55



Immediate termination of employment by the employer



(1) an employer may, exceptionally, immediately terminate the employment only

at that time,



and if the staff member) was convicted for an intentional criminal offence to

imprisonment for more than 1 year, or

If convicted for an intentional criminal act committed in the performance of

work tasks or in direct connection with the jail sentence

deprivation of liberty for a period of at least 6 months,



(b) If an employee) has violated the obligation arising from legislation

relating to the work performed by a particularly gross manner.



(2) the employer shall immediately terminate the employment relationship with a pregnant

workers, workers on maternity leave, an employee or

workers who take parental leave.



§ 56



Immediate termination of employment by an employee



(1) an employee may immediately terminate the employment only if,



and) according to the medical report issued by the provider of occupational health

services or the decision of the competent administrative authority of the medical

testimonial review, can no longer perform work without serious threat to their

health and the employer did not allow him in the time of 15 days from the date of submission of the

This opinion of the performance of other suitable work for him, or



(b)) the employer his unfulfilled wage or salary or wage compensation

salary or any portion thereof within 15 days after the expiry of the period

due date (§ 141 para. 1).



(2) employees who immediately canceled the contract of employment, it is the responsibility of the

employer to pay wages or salary of the average earnings per

time, which corresponds to the length of the notice period. For the purposes of wage compensation

salary shall apply section 67 para. 3.



section 56a



Immediate termination of employment legal guardian

employee



(1) the legal representative of a minor employee, who has not attained the age of 16

years, you may immediately terminate the employment of a minor employee, if

This is necessary in the interest of education, development or health of that employee. To

force immediate termination of employment of a minor employee

According to the first sentence requires consent of the Court.



(2) the legal representative is required to deliver a copy of the immediate cancellation of the

employment and the consent of the Court for minor employees.



Part 5



Common provisions on termination of employment



§ 57



(1) for violation of other obligations of employees set out in § 301a separately

gross manner [§ 52 h)] may give the employer

statement only within 1 month from the date on which the reason for dismissal

learned, but not later than 1 year after the date on which such a reason for dismissal

originated.



(2) if in the course of one month referred to in paragraph 1 of the negotiations

the employee, in which can be seen as a violation of the mode temporarily work

insured, under investigation by another authority, it is possible to give


notice within one month from the date on which the employer learned of

the outcome of this investigation.



§ 58



(1) for violation of the obligations arising from legislation

relating to work performed, or because of, for which it is possible to

immediately terminate the employment, the employer can give employees

notice or immediately terminate the employment only within 2 months from

the day on which the reason for dismissal or for the immediate termination of

ratio, and for violation of the obligations arising from the employment

employment in a foreign country within 2 months after his return from abroad, but not later than

always within 1 year from the date on which the reason for dismissal or for immediate cancellation

the employment relationship arose.



(2) if in the course of two months referred to in paragraph 1 of the negotiations

the employee, in which you can see here a breach of the obligations arising

of the legislation relating to work performed, subject to

the investigation of another body, it is possible to give notice or immediately terminate the

Yet employment within 2 months from the date on which the employer learned

the outcome of this investigation.



§ 59



An employee may immediately terminate the employment only within 2 months from

the day on which the reason for immediate cancellation, within 1 year

the date on which this arose.



section 60



In the immediate termination of employment and the employee, the employer shall

in fact define its reason so that it can not be confused with the other.

Referred to the reason must not be subsequently changed. Immediate termination of

the ratio must be in writing, otherwise it shall be disregarded.



§ 61



(1) termination or immediate termination of employment, the employer is

obliged to negotiate with the trade unions.



(2) in the case of a member body of trade union organisations, which operate in

the employer, at the time of his term, and in the time of 1 year after its

the end is to testify or for immediate termination of employment

the employer shall ask for the prior consent of the Trade Union.

Under the previous agreement shall, if a trade union organization

the employer refused to grant approval within 15 days from the

the date on which it was requested by the employer.



(3) the employer may use the consent referred to in paragraph 2 within a period of only 2

months of the grant.



(4) If a Trade Union has refused to grant consent under paragraph

2, are to give evidence or immediate termination of employment because of this

invalid; However, if the other conditions of dismissal or an immediate

cancellation of the met and the Court in a dispute under section 72, finds that the employer

cannot reasonably be required to continue to be employed, the employee is

notice of termination or immediate termination of employment is valid.



(5) with other cases of termination of employment, the employer is

required to meet the Trade Union within the time limits agreed with her.



Part 6



Collective redundancies



§ 62



(1) collective redundancies "means the termination of employment relationships in the

period of 30 calendar days on the basis of the testimony given by the employer of the

the reasons mentioned in section 52 (a). and, at least) to c)



and) 10 employees at an employer employing from 20 to 100

employees,



b) 10% of employees at an employer employing from 101 to 300

employees, or



(c)) 30 employees at an employer employing more than 300

employees. If, under the conditions referred to in the first sentence of the working

the ratio of at least 5 employees, does the total number of

the staff referred to in points (a) to (c))), a staff member with whom the

the employer he untied the employment relationship in this period, for the same reasons

by the agreement.



(2) before a telephone notice to individual employees, the employer is

shall, in a timely manner of its intention, not later than 30 days in advance, in writing

to inform the Trade Union and the Works Council; It is also required to

to inform about the



and the reasons for the redundancies,)



(b)) the number and composition of professional staff to be made redundant;



(c)) on the number and professional composition of all employees who are

the employer employed,



(d)) the time in which the collective redundancies take place,



e) aspects of the proposed for the selection of the employees to be

made redundant,



f) severance pay, where applicable, the additional rights of the redundancies.



(3) subject to negotiations with the trade unions and Works Council is

to achieve compliance, in particular, on the measures taken to prevent or

restrictions on collective redundancies, mitigate its adverse consequences for

employees, especially the possibility of their inclusion in suitable employment

to other workplaces of the employer.



(4) the employer is also obliged to inform the regional

a branch office of the work according to the place of activity of the employer

the measures referred to in paragraphs 2 and 3, in particular, of the reasons for these

the measures, based on the total number of employees, the number and structure of the

employees covered by these measures, the period in which

during collective redundancies, occurs on the proposed characteristics for

the selection of employees to be made redundant and the opening of negotiations with the Union

organisations and with the Works Council. A copy of the written information

be served on the employer and the Trade Union works Council.



(5) the employer shall demonstrably deliver the Regional Branch Office

work place activities the employer a written report on

the decision on collective redundancies and the results of the negotiations with the

the trade unions and with the Works Council. The report shall also

indicate the total number of employees and the number of professional staff, and

concerned by the redundancies refers to. A copy of this report will deliver

the Trade Union and the Works Council. The trade union organization and the Council of

employees have the right to a written report of the employer alone

Express and deliver this regional branch of the Labour Office

According to the place of activity of the employer. The employer, on which the

decision on bankruptcy ^ 21a) is required to deliver the regional branch

The Labour Office a written report only on request.



(6) in the event that the employer is not set up or operate a Trade Union

organization or Council employees, the employer is obliged to fulfill the

the obligations referred to in paragraphs 2 to 5 with respect to employees whose

redundancies refers to.



(7) the employer is obliged to inform employees of the day of receipt of the written

the regional branch office of the employer's report of the work pursuant to section 63.



§ 63



The employment of the employee shall terminate by notice transmitted in bulk

soon as possible after the expiry of the 30 consecutive days from the receipt of the written

the message of the employer pursuant to § 62 para. 5 regional branch Bureau of labor

the place of activity of the employer, unless an employee

declares that the extension of the employment relationship does not last. This does not apply,

If there was a decision on bankruptcy ^ 21a) employer.



§ 64



The provisions of § 62 and 63 shall also apply to cases where the bulk

the dismissal ruled competent authority [section 52 (a) (c))].



Part 7



Other cases of termination of employment



§ 65



Termination of employment for a specified period



(1) employment for a definite period may end up also the other ways

referred to in § 48 para. 1, 3 and 4. If the duration of the work

the ratio shall be limited to the time at which certain work, the employer must

notify the employee of the termination of such work in time, usually at least

3 days in advance.



(2) If an employee Continues after the expiry of the agreed period (section 48 (2)) with

the knowledge of the employer further in doing the work, that this is a

employment for an indefinite period.



§ 66



Termination of employment on probation



(1) the employer and the employee may terminate the employment relationship in the test

time for any reason or no reason. The employer shall not

the trial period terminate the employment relationship at the time of the first 14 calendar

days in period 1. January 2012 to 31. December 2013 at the time of the first 21

calendar days of temporary incapacity (quarantine)

employee.



(2) for the termination of employment on probation shall require the written

form, otherwise it shall be disregarded. The employment will end on the date of delivery of the

cancellation, unless its a date later.



Part 8



Severance pay



§ 67



(1) employees, for which there is a termination

given by the employer for reasons mentioned in section 52 (a). a) to (c)), or

Agreement for the same reasons, it is the responsibility of the employer at the end of the

employment severance pay in the amount of at least



and jednonásobku its average earnings), if his employment with the

the employer took less than 1 year,



(b)) twice his average earnings, if his employment with the

the employer took at least 1 year and less than 2 years



(c)), three times its average earnings, if his employment with the

the employer took at least 2 years,



(d)) of the sum of three times its average earnings and the amounts referred to in the

(a) to (c))) if there is a termination of employment in the

the time when the employee is covered by the working time accounts procedure referred to in

§ 86 para. 4.




For the duration of the employment relationship and duration of prior

employment with the same employer, if the period from the end of the

the creation of the following employment does not exceed 6 months.



(2) employees, for which there is a termination

given by the employer for reasons mentioned in section 52 (a). (d)) or by agreement of the

for the same reasons, it is the responsibility of the employer upon termination of employment

compensation amounting at least twelve times average earnings. If it was the

the employee terminated employment, because it cannot, according to medical

opinion issued by the provider of occupational health services or

by decision of the competent administrative authority, which medical opinion

review, then do the work for an accident at work or

occupational disease, and the employer is relieved of its completely

obligations under section 270 paragraph. 1, severance pay, according to the second sentence of staff

It is not for.



(3) for the purposes of severance pay, average earnings means the average monthly

earnings.



(4) compensation, the employer is obliged to pay employees after the end of

the employment relationship in the next pay period specified in

the employer for the payment of wages or salary, if it agrees in writing

to the employee on the payment of severance pay on the day of termination of employment

or on a later date of payment.



§ 68



(1) If an employee after termination of employment held a job at

current employer in the employment contract or on the basis of the agreement on the

work before the time specified by the number of multiples of

average earnings, from which was derived the amount of severance pay shall be obliged to

This employer to return severance pay or its proportional part.



(2) the proportion of severance pay is determined by the number of calendar days from the

new employment to the expiry of the period referred to in paragraph 1.



Part 9



Invalid termination of employment



§ 69



(1) If an employer has given employees of unfair dismissal or set aside to

It employer of illegally employment immediately, or in the test

time, and told the employee to the employer without delay

writing that insists to him further, he employed his employment

still, and the employer is obliged to provide compensation for wages

or salary. Compensation under the first sentence of the employee in the amount of

the average earnings of the date when announced to the employer that takes on the

other employment up to the time when the employer to continue

at work or when there is a valid termination of employment.



(2) if the total exceeds the time it should be the responsibility of employees

pay the wages or salary for 6 months, the Court may, on the proposal of the employer

his obligation to pay wages or salary for the next period of time reasonably

reduce; the Court will take into account when making its decision, in particular, whether it has been

in the meantime, the employee is employed elsewhere, what work there and took out

earnings reach or reason to work.



(3) If an employer the employment relationship illegally, but

the employee notifies that insists that the employer is further

employed, applies if the employer agrees in writing to the

the other end of the day, that his employment was terminated by agreement,



and given) if the notice is invalid, the expiry of the period of notice,



(b)) if the working void canceled immediately, or in the test

time, the date on which the employment relationship had come to an end this cancellation; in these

cases, the employee is entitled to wage compensation in the amount of

average earnings for the period of notice.



section 70



(1) if the employer Gave unfair dismissal or set aside if

formal employee employment immediately or on probation and

the employer has notified the employees without undue delay in writing, that the

insists that, in order to continue your work, the employment relationship lasts still.

If an employee fails to comply with the call of the employer, the employer has the right to

the claim for damages, which result in him, from the date on which the

announced that takes on the next venue work.



(2) If an employee is unfairly dismissed, but the employment

the employer does not insist on the fact that an employee in his later work,

applies if the employee agrees in writing, on a different day

the end, that his employment was terminated by agreement,



and given) if the notice is invalid, the expiry of the period of notice,



(b)) if the working void canceled immediately, or in the test

time, the date on which the employment relationship had come to an end by this cancellation.



(3) in the cases referred to in paragraph 2 cannot employer against

employees to claim compensation.



§ 71



When an invalid agreement on termination of employment are the procedures for

the assessment of the rights of the employee to compensation for lost wages or salary

as in the void the dismissal of employees by the employer (section 69).

The employer the right to compensation for the annulment of the agreement shall apply

must not.



§ 72



Invalidity of the termination, immediate termination,

cancellation of probationary or agreement may as the employer, and

the employee filed with the Court no later than within 2 months from the date on which the

the employment relationship had come to an end this.



Episode 10



The appeal of the job of the head or waiver of this

space



section 73



(1) in the cases referred to in § 33 para. 3 may the one who is competent to

the appointment (section 33, paragraph 4), the head of the employee from the work place

appeal; senior employee may also give up on this place.



(2) if the employer is a legal person other than that referred to in section 33

paragraph. 3 or a natural person, may be with the head of an employee of the agreed

appeal of the job, when it agreed that

the head of an employee may give up this place.



(3) the heads of the places referred to in paragraph 2 are



and in the scope of direct control)



1. statutory authority, if the employer is a legal person,



2. the employer, if the employer is a natural person,



(b) direct the management scope of) the head of the staff directly subordinate



1. statutory authority, if the employer is a legal person,



2. the employer, if the employer is a natural person,

under the condition that this employee is subordinate to the other leaders

employee.



(4) the appeal of the head of the employee referred to in paragraph 2 may be carried out on

an employer who is a legal person, its statutory authority and

an employer who is a natural person, the employer.



section 73a



(1) an appeal or waiver of the work place of the head must

be made in writing. Performance of the work at the Workstation Manager

the employee ends the day following the delivery of the appeal or waiver

This place, if it is not in the revocation or surrender of a job

specify the date later.



(2) the appeal, or by surrendering the job of the head of

the employment relationship does not end there; the employer is obliged to this employee

suggest a change to its next job for the employer to

another job commensurate with his qualifications and State of health. If

the employer does not have such work for the employee, or an employee

refuses, it is an obstacle to the work of the employer and at the same time

, is given by reason of notice under section 52 (a). (c)); severance pay

provided by the organizational changes belong just in case

termination of employment following an appeal from the post of head of the employee in

with regard to the abolition of this place as a result of organizational changes.



(3) if the employment of the head of the appointment based or

changed term will not end if his employment before the end

end of the period (section 48 (2)).



PART THREE



AGREEMENT ON WORK PERFORMED OUTSIDE AN EMPLOYMENT RELATIONSHIP



§ 74



General provisions



(1) the employer has to ensure the fulfilment of its tasks primarily

employees in employment.



(2) in the agreements on work performed outside an employment relationship is not

employer must allocate the employees working time.



§ 75



Agreement for the implementation of the work



The scope of work, to which the agreement on the implementation of the work, shall not be

more than 300 hours per calendar year. The scope of work is counted

also a time of work done by an employee for the employer in the same

calendar year on the basis of other contracts for work. In the agreement on

the work must be given the time to which the agreement

concludes.



§ 76



Agreement on work activity



(1) the agreement on the working activities the employer may a natural person

to conclude, even if the scope of work will not exceed in the same calendar year

300 hours.



(2) on the basis of contracts for work it is not possible to perform work in

on average, half of which go beyond the stipulated weekly working

of the times.



(3) compliance with agreed and permitted no more than half of the

fixed weekly working time shall be assessed for the entire period during which

the agreement was concluded for work, but no longer than for a period of 52

weeks.



(4) the agreement for work must be contracted work,

the agreed range of working time and the period for which the agreement is concluded.



§ 77




Common provisions



(1) the agreement on the implementation of the work and the agreement on work activity must be

concluded in writing; a copy of this agreement, the employer shall issue

employees.



(2) unless this Act provides otherwise, it applies to job

on the basis of agreements on work performed outside employment adjustment

for the performance of work in employment; However, this does not apply in respect of



and) transfer to another job and transfer,



b temporary allocation),



(c)),



d) hours of work and rest periods; performance of the work, however, should not exceed 12

hours during 24 consecutive hours,



e) obstacles in work for the employee,



f) vacation,



g) termination of employment,



h) remuneration (hereinafter referred to as "the remuneration of the agreement"), with the exception of the minimum wage,

and



I) travel expenses.



(3) the right of active employees on the basis of contracts for work on the

other important personal barriers to work and on holiday can be arranged,

where appropriate, to establish an internal regulation, and under the conditions specified in §

199, 206, and in the ninth. The agreement on the implementation of the work and for the agreement on the

work activities but must always be complied with the adjustment under section 191 to 198

and § 206.



(4) if there is no agreed way of annulment of the legal relationship established by the agreement on

work or the agreement on work-related activities, it is possible to cancel it



and the Contracting Parties to the agreement) negotiated the day



(b) the notice given) for any reason or no reason, with

a 15-day notice period, beginning on the day on which the notice of termination

delivered to the other Contracting Party, or



c) immediate termination; immediate termination of the legal relationship

the agreement on the implementation of the work or the agreement for work may, however,

be agreed only for cases where it is possible to immediately terminate the employment

ratio.



To cancel the legal relationship established by the agreement on work or

agreement on work-related activities requires the written form, otherwise its

the testimony or the immediate cancellation of the account.



(5) the legal representative of a minor employee, who has not attained the age of 16

years may immediately terminate the agreement on the implementation of the work or the agreement on the

work of a minor employee, if this is necessary in order to

education, development or health of a minor employee. The validity of the

immediate termination of contracts for work or working agreements

of a minor employee in the first sentence requires consent of the

the Court.



(6) the legal representative is required to deliver a copy of the immediate cancellation of the

the agreement for work or for work of the agreement and consent of the

Court for minor employees.



PART FOUR



WORKING TIME AND REST PERIOD



TITLE I OF THE



GENERAL PROVISIONS ON WORKING TIME AND WORKING TIME



§ 78



(1) for the purposes of the organisation of working time and rest periods is



and) working time period in which the employee is obliged to perform for

the employer's work, and the period in which the employee is at work

ready to work according to the instructions of the employer,



(b)) the rest period which is not working time,



(c)) part of the relief of the weekly working hours without overtime, which is

an employee shall, on the basis of a predetermined schedule of work

shifts,



(d)) dvousměnným working mode the mode of operation, in which employees

regularly alternate in 2 shifts within 24 hours of each other

consecutive,



e) three shifts working mode the mode of operation, in which employees

regularly alternate in 3 shifts within 24 hours of each other

consecutive,



f) continuous working mode the mode of operation, in which employees

regularly alternate shift work in continuous operation

employer within 24 consecutive hours,



g) 24-hour operation that requires the performance of work 24 hours

a day, 7 days a week



h) work-readiness, time in which the employee is ready to

any work pursuant to a contract of employment, which must be in the

an emergency enforced beyond its schedule of work

shifts. Work readiness may be just another site agreed with the

the employee, the employer's workplaces, different from the



I) overtime work done by the employee on the employer's statement

or with his consent over the fixed weekly working time resulting

from a predetermined working hours and held outside the framework of

schedule shifts. For workers with shorter working time is work

overtime work in excess of the agreed weekly working time; These

employees cannot be required to work overtime. Overtime is not,

napracovává if an employee work performed in excess of the weekly

work for time off work that the employer has provided on its

the request,



j) night work the work done at night time; night time is the time between 22. and

6. hour,



to an employee working in the night) a staff member who during

night time at least 3 hours of their time at work within 24 hours after

consecutive, on average, at least once a week in the period referred to in section 94

paragraph. 1,



l) uniform layout of working time at which

the employer determined on individual weeks agreed weekly working

time, or shorter working hours,



m) working time unbalanced layout, in which the

the employer not scheduled evenly on individual weeks laid down

weekly working time, or shorter working hours, with the fact that

average weekly working time may not exceed the agreed weekly

working hours, or shorter working hours, for a maximum period of 26

consecutive weeks. Only a collective agreement can define this period

a maximum of 52 consecutive weeks.



(2) the provisions of paragraph 1 (b). d) to (f)) is true even in the case when

regular rotation of staff in innings concurrent performance occurs

employees work shifts, but only downstream for a period of not more than 1

clock.



§ 79



Maximum weekly working hours



(1) the length of weekly working time is 40 hours per week.



(2) the length of weekly working time is for employees



and working underground when) extraction of coal, ores and non-metalliferous materials, in

mining, construction, and mining workplaces of the geological survey 37.5

hours per week,



(b)) with three shifts and continuous working mode 37.5 hours a week,



(c)) with dvousměnným working mode 38.75 hours per week.



(3) the shortening of the fixed weekly working hours without reducing wages under

the range specified in paragraphs 1 and 2 may contain only a collective

agreement or internal regulations. Shortening the stipulated weekly working time

in the first sentence, but may not make the employer referred to in § 109 paragraph.

3.



Section 79a



For employees under 18 years of age must not length of shifts in individual

days exceed 8 hours and in more fundamental labor relations

According to section 3 of the weekly working time shall not in total exceed

40 hours per week.



§ 80



Shorter working hours



Shorter working hours below the range specified in § 79 can be negotiated

only between employer and employee. Employees for wage

or salary, which correspond to the negotiated shorter working time.



TITLE II



WORKING TIME



Part 1



Basic provisions



§ 81



(1) the working time schedules determined by the employer and shall fix the beginning and the end of the innings.



(2) working time is determined as a general rule to a five day

of the week. When the working time, the employer is obliged to take into account

to make this layout was not contrary to considerations of safe and

healthy work.



(3) the employee is obliged to be at the beginning of shifts at their workplace and

leave it up to the end of the shift.



the title launched



§ 82



cancelled



section 83



Length of shifts must not exceed 12 hours.



§ 84



The employer is required to prepare a written schedule of weekly working

acquainted with him or with his changing of the employee not later than 2 weeks

and in the case of working time accounts, 1 week before the start of the period for which it is

working time laid out, if the employee agrees to other

the time of the introduction.



§ 84a



cancelled



Part 2



Flexible working time



§ 85



(1) flexible work time includes periods of basic and

Optional working time, which determines the beginning and end of the employer.



(2) in the basic working time, the employee is obliged to be in the workplace.



(3) in the framework of optional working time of an employee chooses the beginning and

the end of working hours. The total length of shifts must not exceed 12 hours.



(4) flexible working hours shall be the average weekly

working time is populated in the adjustment period designated by the employer,

but no longer than the period specified in § 78 para. 1 (b). m).



(5) flexible working hours shall not apply



and when the Mission of the employee),



(b)) when you need urgent security labour task in the inning, which

the beginning and end is fixed, or if its prevents the application of the

operational reasons, and at the time of the important personal obstacles at work, after

the employees pay the wages or salary under section 192 or

benefits under the law on health insurance, and



(c)) in other cases specified by the employer.




(6) in the cases referred to in paragraph 5 shall apply to the staff in advance

fixed the layout of the weekly working time in the innings, which is

for this purpose, the employer shall determine.



Part 4



Account of working hours



§ 86



(1) account of working hours is a way of working time, which may

introduce only a collective agreement or internal regulations with the employer,

which do not operate a trade union organization.



(2) account of working hours shall not be exercised by the employers referred to

in § 109 paragraph. 3.



(3) if the claimed account of working hours cannot buffer

the period should not exceed 26 consecutive weeks. Only a collective agreement

However, you may specify the period to a maximum of 52 consecutive weeks.



(4) Only if it is agreed in the collective agreement, the work may be

overtime worked in the accounts of working time in the adjustment period

agreed in the collective agreement, which shall not exceed a maximum of 52 weeks after

consecutive, to a maximum of 120 hours is counted as working time

only in the immediately following the adjustment period.



§ 87



(1) the application of working time accounts, the employer is required to keep

an account of the working time of the employee and the employee's pay account.



(2) The working time of the employee's account is reported



a) maximum weekly working hours, or shorter working hours,



b) schedule of working time on individual working days including start and

the end of the shift and the



c) worked working hours in each work day and

week.



(3) If, in the application of working time accounts will use the shorter

period than specified in § 86 para. 3, must be considered the difference between the

the agreed weekly working time, or shorter working hours and

working time worked after the shorter period.



TITLE III



A BREAK IN THE WORK AND SAFETY BREAK



§ 88



(1) the employer shall provide the employee a maximum of 6

hours of continuous work break at work for meals and rest in the duration

at least 30 minutes; juvenile workers must be this break

granted for a maximum of 4.5 hours of continuous work. In the case of work,

that cannot be interrupted, the employees must without interruption

traffic or adequate work time for rest and food; This

the time is counted as working time. Juvenile workers must always

be granted a break for meals and rest under the first sentence.



(2) if the breaks for meals and rest divided, must at least

one part of it shall be at least 15 minutes.



(3) breaks for meals and rest are not made at the beginning and

end of the day.



(4) provided breaks for meals and rest do not count towards

working time.



§ 89



(1) If an employee in the performance of work, the right to safety break

under special legislation, this break is counted in the

working time.



(2) If a safety break falls for breaks for

meal and rest break is counted in work for meals and rest to

working time.



TITLE IV



REST PERIOD



Part 1



Uninterrupted rest between shifts



§ 90



(1) the employer is obliged to stagger working hours to

the employee had between the end of one shift and the start of the next shift

a continuous rest period of at least 11 hours, an employee under the age of 18

years for a period of at least 12 hours within 24 consecutive hours.



(2) rest periods referred to in paragraph 1 may be reduced to 8 hours within 24

consecutive hours older workers 18 years of age, provided that

the following rest he will be extended for a period of time this truncation

rest



and in continuous operations), while the pattern of working time unevenly

and when you work overtime,



(b)) in agriculture,



(c)) in the provision of services to the population, in particular the



1. in public catering,



2. in cultural establishments,



3. in telecommunications and postal services,



4. in health-care facilities,



5. in establishments of social services ^ 22a),



d) for urgent repair work, if it is a danger for life

or health of workers,



e) for natural events and in other similar emergencies.



§ 90a



Rest between the end of one shift and the start of the next shift,

short range pursuant to § 90 para. 2, employees may be older 18

years in seasonal work replaced in agriculture so that he will be

granted in the period following 3 weeks of truncation.



Part 2



Non-working days



§ 91



(1) non-working days are days on which accounts for continuous

rest of the employee of the week, and holidays ^ 23).



(2) Work on days of rest, the employer may require only

in exceptional cases.



(3) on the day of uninterrupted rest per week can employers require

the performance of these workers have the necessary work which cannot be handled

on working days:



urgent repair works),



b) loading and unloading work,



c) counting and closing work



(d)) work done in continuous operation for employees who are

failed to shift,



e) for natural events and in other similar emergencies,



(f)) work required with a view to satisfying life, health,

Educational, cultural, physical education and sports equipment

of the population,



g) work in transport,



h) feeding and treatment of the animals.



(4) the employer may require employees to feast only performance of the work,

that it is possible to order the employees in the days of uninterrupted rest in the

week, work in continuous operation, and the work needed when guarding

objects of the employer.



(5) on days of rest, the employer may require only performance

the works referred to in paragraphs 3 and 4 not more than twice during the period 4

consecutive weeks, if the working time in the balance procedure

pursuant to § 86 para. 4.



(6) with the employer, that the employee works at night

innings, starts working day an hour corresponding to the onset of

employees that shift, which started the week by shifts as

the first. The provisions of the first sentence, it is possible to apply also for the purposes of the right to

the wage or salary, remuneration of the agreement and for the detection of average earnings.



Part 3



Uninterrupted rest per week



§ 92



(1) the employer is obliged to stagger working hours to

the employee had uninterrupted rest period of at least 35

hours. Uninterrupted rest per week may not be in the young person

employee less than 48 hours.



(2) If this enables the operation of the employer, the continuous

rest of the week to all employees on the same day, and so that it

fall Sunday.



(3) in the cases referred to in § 90 para. 2 and for technological processes,

that cannot be interrupted, the employer may schedule the work

for employees over 18 years only, so the period of continuous

the rest of the week will be at least 24 hours, with the fact that employees

will be provided uninterrupted rest per week, so that over a period of 2 weeks

the length of the rest amounted to a total of at least 70 hours.



(4) if it is agreed, it may be provided in the agriculture

uninterrupted rest so that it will rest for the period



and) 3 weeks amount to a total of at least 105 hours,



(b)) 6 weeks do seasonal work in total, at least 210 hours.



TITLE V OF THE



OVERTIME



§ 93



(1) overtime is possible only in exceptional cases.



(2) the employer to work overtime the employee required only for serious

for operational reasons, and even period of uninterrupted rest between two

shifts, where appropriate, under the conditions referred to in section 91 paragraph 2. 2 to 4 days

the work of peace. Ordered to work overtime the employee shall not be more

than 8 hours in individual weeks and 150 hours per calendar year.



(3) the employer may require to work overtime beyond the scope provided for in

paragraph (2) only on the basis of agreement with the employee.



(4) the total scope of work overtime may not be in an average of more than 8 hours

a week in the period, which may be not more than 26 consecutive weeks. Only

a collective agreement may specify the period to a maximum of 52 consecutive weeks

consecutive.



(5) The maximum number of hours of overtime in the adjustment

the period referred to in paragraph 4, does not include overtime, for which it was

employees granted compensatory time off.



section 93a



Other agreed overtime in health care



(1) other agreed work overtime in health care (hereinafter referred to as "more

agreed overtime ") means a work in continuous operation

associated with the reception, treatment, care or prehospital

urgent care in hospitals and other inpatient medical

devices and medical devices, emergency medical services,

He performs



a) doctor, dentist or pharmacist ^ 23a),



(b)) a health professional paramedical professions

working in a continuous working mode ^ 23b)



(hereinafter referred to as "employee health"). Other agreed work

overtime is work done beyond the scope provided for in section 93 para. 4.



(2) an employee in the health sector, which does not agree with the performance of other


the agreed overtime work must not be forced to negotiate or be

exposed to any injury. On the application of further agreed to work overtime is

the employer is obliged to notify in writing the competent labour inspection authority.



(3) other agreed overtime healthcare workers must not

shall not exceed an average of 8 hours a week, and in the case of employees

the provider of emergency medical services an average of 12 hours a week, in

a period that may not exceed 26 consecutive weeks; only

a collective agreement may define this period to a maximum of 52 consecutive weeks

consecutive.



(4) the agreement on further agreed to work overtime



a) shall be in writing,



(b)) must be negotiated in the first 12 weeks from the date of the work

the ratio,



(c)) shall not be negotiated for more than 52 consecutive weeks,



(d)) can be lifted immediately, even without giving a reason during the 12 weeks

from the nomination; immediate cancellation must be made in writing,



(e)) may be terminated for any reason or no reason;

notice of termination must be given in writing. Unless the period of notice agreed

shorter, at 2 months and must be the same for both employers and

employees in the health sector.



(5) the employer keeps an up-to-date list of all employees in the

health care workers performing other agreed to work overtime.



(6) If this provision provides otherwise, it applies to other

Similarly, the agreed overtime provisions of the Labour Code relating to

work overtime.



TITLE VI OF THE



NIGHT WORK



§ 94



(1) the length of the employee working in night shifts cannot exceed 8 hours

within 24 consecutive hours; If this is not due to operational reasons

possible, the employer is obliged to arrange the agreed weekly working

time so that the average length of shifts do not exceed 8 hours in the period

not more than 26 consecutive weeks, and in the calculation of the average length of

shift employee working at night is based on a five-day

the work week.



(2) the employer shall ensure that an employee working at night

He was examined by the occupational health service provider



and before they are included on the night) job



b) regularly as necessary but at least once a year,



(c)) at any time during the classification to night work, if the employee

so requests.



Payment of health services must not be provided to the employees

required.



(3) the employer shall provide for employees working in

nights of adequate social ensure in particular the possibility of snacks.



(4) the site at which the works at night, the employer must

equipped with means for providing first aid, including the provision of

the means to summon emergency medical assistance.



TITLE VII



WORK READINESS



§ 95



(1) on-call the employer may require the employee

only if the employee agreed. For the duration of the work

alert the employee remuneration under section 140.



(2) for the performance of the work in the time of availability of the employee

wage or salary; the remuneration pursuant to § 140 during this time. Performance of the work

in the time of availability of the agreed weekly working time is

work overtime (section 93).



(3) the work readiness, in which to work will not occur in the

working time does not count.



TITLE VIII



COMMON PROVISIONS ON WORKING TIME AND REST TIME



§ 96



(1) the employer shall keep records for each of the employees with the

an indication of the beginning and the end



and) worked



1. shift [§ 78 para. 1 (b) (c))],



2. overtime [§ 78 para. 1 (b) (i)) and § 93],



3. further agreed to work overtime (section 93a)



4. night work (section 94),



5. at the time of on-call time (§ 95 para. 2),



(b)) on which a worker was holding [§ 78 para. 1 (b).

h) and section 95].



(2) on the request of an employee, the employer must allow employees to

a peek into his account of working hours or employment and to

his account of wages and make extracts from them, where appropriate, the copies of the

expense of the employer.



§ 97



(1) the obstacles in work for the employee when the flexible layout

working time shall be considered as work only to the extent in which the

hit the base of the working time. The first sentence shall not apply in the case of temporary

inability to work, where employees provide wage compensation

salary (section 192).



(2) the obstacles in the work of the employee when the flexible layout

working time, defined the exact length of the necessary amount of time that

employee time off work, or in the case of the activities of the representatives of the

employees shall be treated as work this whole time.



(3) the barriers to work for the employer when the flexible layout

working time shall be treated as a performance of the work, if you hit the shift

employees, and under every single day in the range of the average length

the shift.



(4) For a period of 1 day shall be deemed for the purposes of paragraphs 1 to 3 hours

the corresponding average length of shifts resulting from the fixed weekly

working hours or shorter working hours.



(5) the application of working time accounts, time off work for barriers

work of the employee provides to the extent strictly necessary time,

where appropriate, the extent of the length of shifts by the employer on the

day.



§ 98



(1) overtime in application of the flexible working time is

checks work always as a fixed weekly working time and above

the basic working time.



(2) work overtime when the application of working time accounts is the work done over the

fixed weekly working time, which is a multiple of the fixed weekly

working hours and the number of weeks smoothing period pursuant to § 86 para. 3

or according to § 87 para. 3.



§ 99



Measures relating to the collective organisation of working time, overtime,

the possibility of directing the work on days of rest and night work is

taking into account the safety and health protection at work, the employer is

obliged to negotiate with the trade unions.



TITLE IX OF THE



POWERS OF EXECUTION



§ 100



(1) the Government shall determine by regulation deviation of working time and time

rest transport staff, which are



and crew members) of a lorry or bus ^ 24),



(b)) to the employee for road maintenance ^ 25),



c) employees of railway transport on the national, regional and

siding ^ 26),



d) employees of public transport ^ 27),



e) crew members and staff to ensure the operation of the aircraft

^ 28) airport



(f) the members of the crew of the vessel) ^ 29),



g) employees serving vessel in the port of ^ 29),



while specifying the circle of employees referred to in points (a) to (g))) and

shall determine the procedure and other obligations of the employer and employees in

the organisation of working time and rest periods.



(2) the Government may provide for the regulation of working time and the tolerance period

the rest of the members of the company fire brigade units ^ 31),

which is composed of employees of employers who operate

in this unit as his or her job, whose job duties

include direct fulfilment of the tasks of this unit; However, this does not apply in respect of

the length of the fixed weekly working time. Length of shifts in the case of derogations

under the first sentence when unequal work time may not

exceed 16 hours.



PART FIVE



SAFETY AND HEALTH AT WORK



TITLE I OF THE



PREVENTION OF THREATS TO LIFE AND HEALTH AT WORK



§ 101



(1) the employer is obliged to ensure the safety and health protection

workers at work with regard to the risk of potential threats to their

life and health, which relate to the performance of work (hereinafter referred to as "risks").



(2) taking care of safety and health at work saved the employer

in accordance with paragraph 1 or special legislation is an integral and

an equivalent part of the duties of executive employees of the

all levels of management in a range of jobs that hold.



(3) if in one workplace tasks the employees of two or more

employers, employers are obliged to mutually in writing

to inform about the risks and the measures taken to protect against their

by relating to the performance of the work and the workplace, and to cooperate

in ensuring safety and health at work for all

employees in the workplace. On the basis of the written agreement of the participating

employers of this agreement authorized the employer shall coordinate

the implementation of measures to protect the safety and health of employees and procedures

to that end.



(4) each of the employers referred to in paragraph 3 shall



and) to ensure that its activities and the work of his employees have been

organized, coordinated and carried out so as to be protected at the same time

also the next employer, employees



(b)) and enough without undue delay inform the Trade Union

and workers ' representatives for the safety and health at

work, and if it does not, directly to their employees about the risks and

the measures taken, which he received from other employers.



(5) the obligation of the employer to ensure the safety and health at

work applies to all natural persons who are with his knowledge

present on the workplace.




(6) the costs associated with ensuring the safety and health at

the employer is liable to pay; These costs may not be

transferred directly or indirectly to the staff.



§ 102



(1) the employer is obliged to create safe and healthy

working environment and working conditions, a suitable organisation for safety and

health at work and the adoption of measures for the prevention of risks.



(2) risk prevention means all the measures arising from legal and

other regulations to ensure the safety and protection of health at work and the

from the employer's actions, which aim to prevent risks,

delete or minimize the effect of unrecoverable risks.



(3) the employer is obliged to continuously search for dangerous factors, and

processes of the working environment and working conditions, to discover their

causes and sources. Based on this finding to search and evaluate

the risks and take measures to remove them and to carry out such

measures to ensure that, as a result of more favourable working conditions and the level of

the decisive factors of the work falling under a special legal

Regulation as risk can be categorized as lower. To do this,

obliged to periodically check the level of safety and health at

the work, especially the status of production and labor resources and facilities

workplaces and the level of risk factors, working conditions, and to comply with

the method and the method of determination and assessment of risk factors according to

a special legal regulation.



(4) if it is not possible to eliminate risk, the employer is obliged to

evaluate and take measures to limit their exposure to

threats to the safety and health of workers has been minimized. Adopted by the

the measures are an integral and equal part of all activities

the employer at all stages of the proceedings. About searching for and evaluating

the risks and the measures taken under the first sentence, the employer is

obliged to keep records.



(5) the adoption and implementation of technical, organizational and other

measures to prevent risks, the employer must be based on the

General prevention principles, which mean



and reduction of risk)



(b)) the removal of risk at source of origin,



(c) the adaptation of working conditions) needs of employees with a view to

reduce the impact of negative impact of work on their health,



(d) substitution of arduous work) new technological and

workflows,



(e)) the substitution of dangerous technologies, production and work

resources, raw materials and consumables less dangerous or less risk,

in accordance with the development of the latest science and technology,



f) limiting the number of workers exposed to the risk factors

working conditions exceeding the maximum limits and other

risk to the lowest number of necessary for its operation,



(g)) in the implementation of risk prevention planning with the use of technology,

the organisation of work, working conditions, social relationships and the influence of

the working environment,



(h) application of funds) the priority of collective protection against risks

compared to the resources of individual protection,



I) implementation of measures aimed at reducing the leakage of pollutants from machines

and equipment,



(j) the awarding of appropriate instructions to) ensure the safety and health at

job.



(6) the employer is obliged to take measures in case of control

incidents such as accidents, fires and floods, other serious

the danger and the evacuation of employees, including instructions to stop work and to

the immediate evacuation of the workplace and retirement security; in the provision of

first aid interacts with the provider of occupational health services.

The employer is obliged to ensure and determine according to the type of activity and

the size of the required number of workplace employees who organize

providing first aid, provide call, in particular, the provider

emergency medical services, fire brigade of the United

Republic and the police of the Czech Republic and organised the evacuation of employees.

The employer is obliged to ensure, in cooperation with the provider

occupational health services of their training and equipment to the extent

the corresponding risks occurring in the workplace.



(7) the employer shall adapt the measures to the changing

the facts, review their effectiveness and compliance with and to ensure the

improve the working environment and working conditions.



TITLE II



OBLIGATIONS OF THE EMPLOYER, THE EMPLOYEE'S RIGHTS AND OBLIGATIONS



§ 103



(1) the employer shall



and to prevent the staff member) performed the prohibited work and work,

the demands by his ability and health

eligibility,



(b)) to inform employees about what category it was carried on by the

the work included; categorization of the work of the special law regulates ^ 32)

,



(c)) to ensure that work in the cases provided for by a special legal

law worked only employees who have a valid medical

card, who have undergone special vaccination or have proof of

resistance to the disease



(d) communicate to employees) which the occupational health provider

services occupational health services will be provided to them, and what kinds of

vaccination and what pracovnělékařským inspection and testing of the related

with the performance of work are required to submit to, allow employees to submit to

these vaccinations, examinations and testing to the extent

special legislation or by decision of the competent authority

the protection of public health,



(e)) to replace employees who are subjected to labour inspection,

examination or vaccination in accordance with subparagraph (d)), any loss of earnings,

in the amount of average earnings, or the difference between the

wage compensation or salary pursuant to § 192 or sickness and the average

earnings,



(f)) to ensure, in particular, staff employees in employment on the

term contracts, temporary work agency employees assigned to the performance of

work for another employer, the employees, according to the needs of adolescents

the work of sufficient and adequate information and instructions about

safety and health at work in accordance with this law and

special legislation ^ 32), in particular in the form of understanding the risks,

the results of the risk assessment and measures for the protection from exposure to

These risks, which are relevant to their work and workplaces



g) to ensure that the employees of another employer performing work

on the workplace received prior to the start of appropriate and fair

information and instructions to ensure the safety and protection of health at work and the

the measures taken, in particular to combat the fires, giving first

aid and the evacuation of individuals in the event of emergencies,



h) if the job comes into account exposure to risk factors

to the detriment of the unborn child, inform the employee. Pregnant

employee, and workers who are breastfeeding, mothers to

the end of the ninth month after childbirth is also obliged to become familiar with the risks and

their possible effects on pregnancy, breastfeeding or on their health and

take all necessary measures, including measures relating to the reduction of the

the risk of mental and physical fatigue and other types of mental and physical

the burden associated with their work, and do it all the time, when you need it

to protect their safety or health of the child,



I) allow employees access to evidence, which is kept in the

with regard to ensuring the safety and health protection at work,



(j)) to ensure employees providing first aid,



do not use such a method to) the remuneration of the work in which they are

employees at increased risk of injury and whose

the use would result in increasing the work results in a risk to

the safety and health of workers,



l) ensure compliance with the ban on smoking in the workplace as laid down

special legislation ^ 33).



Information and instructions shall be provided on receipt of the employees in the

convert, transfer or change in working conditions, change the

the working environment, the introduction or change of equipment,

technology and workflow. The information and instructions

the employer shall be obliged to keep records.



(2) the employer shall provide employees with training on legal and

other regulations to ensure the safety and health at

the work, which complement their professional prerequisites and requirements for the performance of

work that relate to the work to be performed by them, and relate to the risks with

which may come into contact with an employee at the workplace, which is

work performed and continuously require and check their

compliance with. Training in the first sentence, the employer is obliged to ensure

at the onset of an employee to work, and further



and when you change)



1. employment classification,



2. the type of work,



(b)) in the introduction of new technology or changes in production and work

resources, or changes to technology or working procedures,



(c)) in cases which have or can have a significant impact on the safety of

and health at work.




(3) the employer shall determine the content and the frequency of training on legal and

other regulations to ensure the safety and health at

work, knowledge workers, and authentication Management documentation

completion of the training. If required by the nature of the risk and its relevance, must

training in the first sentence be repeated periodically; in cases of

referred to in paragraph 2 (a). (c)) must be done without training

undue delay.



(4) the employer is obliged to pregnant workers, workers,

and workers who are breastfeeding, mothers until the end of the ninth month after childbirth

to adapt to the workplace area for their relaxation.



(5) the employer shall for the employee who is a party

disabilities, at their own expense to provide technical and

organizational measures, in particular the necessary adjustment of the working conditions,

adjustment of the workplace, the establishment of protected jobs, training or

the learning curve for these workers and improving their skills in the performance of

their regular employment.



§ 104



Personal protective equipment, clothing and footwear, household,

cleaning agents and disinfectants and protective beverages



(1) if it is not possible to eliminate or sufficiently reduce risks resources

collective protection or measures in the field of work organisation, it is

the employer shall provide employees with personal protective

resources. Personal protective equipment are

equipment to protect workers against the risks must not endanger

their health, must not hinder the work and must comply with the requirements of

established by special legislation ^ 34).



(2) in the environment in which the clothing or shoes at work is subject to extraordinary rendition

wear or soiling or perform a protective function, it is for the

employees from the employer as personal protective equipment

also working clothes or shoes.



(3) the employer shall provide employees with washing, cleaning and

disinfectants based on the extent of pollution of leather and clothing; on

workplaces with unsatisfactory microclimatic conditions, the extent and

under the conditions laid down in an implementing regulation, whether or not the trade

drinks.



(4) the employer shall maintain personal protective

resources in the použivatelném State and control their use.



(5) personal protective equipment, washing, cleaning and disinfection

resources and protective beverages employee from the employer

free of charge by a custom list of processed based on the evaluation

the risks and the specific conditions of work. The provision of personal protective

the employer shall not replace the work of financial performance.



(6) the Government regulation more conditions for the provision of personal

protective equipment, washing, cleaning and disinfection

resources and protective beverages.



§ 105



Employer's liability for accidents at work and occupational diseases



(1) the employer, in which the accident at work occurred, is obliged to

to clarify the causes and circumstances of this accident with the participation of employees,

If the medical condition of the employee permit witnesses and with the participation of

trade unions and representative for the area of occupational safety and health

at work and without serious reasons not to change the status on the spot of the accident to the time

clarification of the causes and circumstances of accidents at work. About the occupational accident

the employee of another employer, the employer is in the first sentence

shall without undue delay inform the employer trauma

the affected employees, enabling it to participate to the elucidation of the causes and

circumstances of an accident at work and acquaint him with the results of this

the clarification.



(2) the employer shall keep in the book of records of all accidents

accidents, even when they were not caused by the inability to work, or has been

caused by incapacity for not more than 3 calendar days.



(3) the employer shall make and keep records and documentation of

all accidents at work resulting in an



and with injuries to employees) incapacity of more than 3

calendar days, or



(b)) to the death of the employee.



A copy of the record of the accident, the employer is obliged to pass

the affected employees, and in the case of fatal accidents at work its

family members.



(4) the employer is obliged to report a work-related injury and send a record of the

the accident laid down by the institutions and bodies.



(5) the employer shall take measures against repeat

work-related accidents.



(6) the employer shall keep a record of employees for which the

recognised occupational disease, which arose in the workplace, and apply

such measures to remove or minimise the risk factors,

that raise the risk of occupational disease or disease.



(7) the Government Regulation



and the method of keeping records of occupational accidents) in the book of injuries,



(b) the reporting of injuries,)



(c)) on the preparation and sending of record and the record of the accident-reporting

changes,



d) circle of institutions and bodies, which marks the work-related injury, shall be sent by

record and the record of the accident-reporting changes,



(e)) what is meant by fatal accidents at work for statistical purposes,



f) pattern and the pattern of the accident record of record of accident-reporting changes.



Section 106



The rights and obligations of the employee



(1) an employee has the right to ensure the safety and health at

the work on information about the risks of his work and information on the measures

to protect against their exposure; information must be

easy to understand.



(2) an employee is entitled to refuse performance of the work, which has reasonably for

that immediately and seriously endangers his life, or

health, or the life or health of other individuals; such

the refusal cannot be considered as interfering with the duties of the employee.



(3) an employee has the right and obligation to participate in the creation of safe

and healthy working environment, and in particular the application of

and of the measures taken by the employer, and its participation in the

solutions to the questions of safety and health at work.



(4) each employee is obliged to take care of its capabilities on its

own safety, about their health and the safety and health of physical

people who are directly concerned by his acts or omissions

When you are working. Knowledge of the basic obligations under the laws and

other regulations and requirements of the employer to ensure the safety and

health at work is an integral and permanent part of the qualification

assumptions of the employee. The employee shall



and) participate in training provided by the employer aimed at

safety and health at work, including verification of their knowledge,



(b)) to submit to an inspection, examination or pracovnělékařským vaccination

laid down by specific legislation ^ 32),



(c)) to comply with legal and other regulations and instructions of the employer to

ensure the safety and health at work, with which he has been duly

familiar, and observe the principles of safe conduct in the workplace and

the employer's information,



(d)) follow established work practices, use set

working equipment, transport equipment, personal protective

the resources and protection devices and arbitrarily is not to change and refrain from disconnecting from the

operation,



(e)) not to drink alcoholic beverages and not to misuse other addictive substances ^ 35)

the employer at the workplace and during working hours and outside of this

the workplace, not to enter under their influence on the workplace of the employer

and do not smoke in the workplace and in other areas where the effects

Smoking also exposed non-smokers. The ban on consumption of alcoholic beverages is

does not apply to employees who work in adverse

microclimatic conditions, if they enjoy the beer is reduced

alcohol, and the employees that the consumption of these drinks is part of

the course of work or with the fulfilment of these tasks normally associated,



f notify your manager) the supervisor deficiencies and

defects in the workplace that threaten or imminent and serious

in a manner detrimental to the safety or health of workers at work,

in particular, the imminent creation of an incident or of organizational shortcomings

measures, malfunction, or failure of technical equipment and protective systems

designed to avoid them,



g) with regard to the type of work to be performed by him, according to its capabilities,

participate in the Elimination of deficiencies detected during checks of the institutions,

to whom the performance of the checks provided for in special legislation ^ 36),



(h) to report promptly to their supervisor) to the head of your employees

an accident at work, if his health permits, and work accident

another employee, or the injury of another individual, which was

a witness, and to cooperate in the investigation of its causes,



I) undergo to instruct the authorized manager in writing

designated by the employer to determine whether or not under the influence of alcohol or

other addictive substances, ^ ^ 33) 35).



TITLE III



COMMON PROVISIONS



§ 107



Additional requirements for safety and health at work in the


labor relations, as well as to ensure the safety and protection of the

health in the activities or the provision of services outside of the labor relations

provided for by law to ensure further safety and health conditions

at work ^ 37).



section 108



Employee participation in addressing issues of safety and health at

the work of the



(1) employees shall not be deprived of the right to participate in the solutions to the questions

related to occupational safety and health at work through

trade unions and representative for the area of occupational safety and health

When you are working.



(2) the employer is obliged to trade union representatives for the area

safety and health at work, or to enable employees to



and participation in negotiations) on safety and health at

work or to provide them with information on such negotiations,



(b)) hear their information, comments and suggestions on the adoption

measures on safety and health at work, in particular

proposals to eliminate or reduce the impact of the risk, which is not

may be removed,



(c)) to discuss



1. substantial measures concerning safety and health at

work,



2. risk assessment, adoption and implementation of measures to reduce their

the effect, the performance of the work in controlled areas, and the classification of work to

categories according to a special legal regulation ^ 38),



3. Organization of training on legal and other regulations to ensure

safety and health protection at work,



4. determination of qualified individuals for the prevention of risks under the Act

to ensure further the safety and health at

job ^ 37).



(3) the employer is also obliged to trade-union organization and a representative for

the safety and health at work or direct employees

to inform about the



and the employee intended to organize) providing first aid, to

ensure the summoning medical aid, fire brigade and

Police of the Czech Republic and to organise the evacuation of workers,



(b) the selection and award criteria) occupational health services,



c) determining qualified individuals for the prevention of risks under the Act

to ensure further the safety and health at

job ^ 37),



(d) any other matters), which can substantially affect safety and

health protection at work.



(4) a Trade Union, and a representative for the safety and protection of the

health at work or employees are required to cooperate with

the employer and the competent persons for the prevention of

the risks referred to in the Act to ensure further the safety and protection of the

health at work ^ 37a) so that the employer can ensure a safe and

healthy working conditions and to fulfil all obligations

provided for by specific legislation and measures of the authorities to which

It is for the performance of the checks provided for in special legislation ^ 36).



(5) the employer shall organise at least once in the year screening

safety and health at work in all workplaces and

employers in agreement with the trade unions and the

the consent of the representatives of the employees for the safety and protection of health

at work and shortcomings.



(6) the employer is obliged to trade union representatives for the area

safety and health at work to provide training to enable them to

the proper performance of their functions, and to make them legal and other regulations to

ensure the safety and health at work, and evidence of



and) search and evaluation of risks, the measures taken to eliminate risks and to

limit their exposure to workers and to the appropriate organization

the safety and health of workers at work,



(b) registration and reporting) accidents at work and occupational diseases, recognized



(c) control and performance measures) authorities, to whom the execution control

over the safety and protection of health at work in accordance with special laws,

^ 36 regulations).



(7) the employer is obliged to allow trade union representatives for

the safety and health at work during inspections of institutions,

to whom the performance of the checks provided for in special legislation ^ 36),

to present their comments.



PART SIX



REMUNERATION FOR WORK, REMUNERATION FOR WORK STAND-BY AND THE DEDUCTIONS FROM THE INCOME OF THE

BASIC EMPLOYMENT RELATIONSHIP



TITLE I OF THE



GENERAL PROVISIONS ON WAGES, SALARIES AND REMUNERATION OF THE AGREEMENT



section 109



Wage, salary and remuneration of the agreement



(1) for the work done by the employee wages, salary or remuneration from the

the agreement, under the conditions laid down in this law, unless otherwise provided by this law

or a special law otherwise ^ 39).



(2) wage is cash transactions and cash values (wages)

provided by the employer's employees for the work, if not in this

Act provides otherwise.



(3) salary is provided by the Act for the work employees

by the employer, which is



and) State ^ 6)



(b) the territorial Government Unit) ^ 40),



(c) State Fund) ^ 2)



(d)), an organization whose costs on salaries and remuneration for work

the emergency room are fully covered by a contribution on the operation of the ^ 15)

provided from the budget of the founder or of payments according to the specific

law, or



e) educational legal person established by the Ministry of education, youth and

sports, region, community or voluntary Union of municipalities by the school

^ 41), Act



with the exception of the cash provided to the citizens of foreign countries with the

place of work outside the territory of the Czech Republic.



(4) wages and salary are provided according to the complexity, responsibility and

exhausting labors, according to difficulty of working conditions, according to the working

performance and achieved working results.



(5) the remuneration of the agreement is provided by the Act for work done

on the basis of the agreement for work or contracts for work (section

74 to 77).



§ 110



(1) for the same work or for work of equal value, it is for all

employees and employers the same wage, salary or remuneration from the agreement.



(2) the same work or work of equal value means work the same or

comparable complexity, responsibility and stiffness, which is held in the

the same or comparable working conditions, at the same or

comparable performance and results of the work.



(3) the complexity, responsibility and effort of the work is judged according to

education and practical knowledge and skills required for the performance of this

the work, according to the complexity of the work and activities by

organizational and managerial performance, according to the degree of liability for damages,

health and safety, according to the physical, sensory and mental stress and

the action of the negative impact of work.



(4) the conditions of employment shall be treated according to the difficulty of working modes

arising out of the working time, for example, shifts, days

work on night work or overtime, according to the harm

or difficulty of the other negative effects of work

environment and the risk of the work environment.



(5) the work performance shall be assessed according to the intensity and quality of

work performed, working ability and fitness for work and

the results of the work are to be judged according to the quantity and quality.



§ 111



The minimum wage



(1) the minimum wage is the lowest permissible level of remuneration for work in

the basic employment relationship under section 3. Wage, salary or remuneration from

the agreement shall not be less than the minimum wage. The wage and salary for this

purpose does not include wage or salary for overtime, extra pay for work in

public holidays, night work, work in difficult working environment and

work on Saturdays and Sundays.



(2) the amount of the basic minimum wage rate and other minimum wage rates

graduated according to the measure of the effects of restrictive job

employees and the conditions for granting the minimum wage determined by the Government

Regulation, as a rule, with effect from the beginning of the calendar year with

the developments in wages and consumer prices. The basic rate

the minimum wage is at least 7 955 € 48.10 Eur per month or per hour;

other minimum wage rate shall not be less than 50% of the basic rate

the minimum wage.



--------------------



Editor's note. ASPI-the current minimum wage rate see Government Regulation No.

567/2006 Sb.



(3) the failure to achieve a wage, salary or remuneration from the agreement of a minimum wage, it is

the employer shall provide employees a supplement



and the salary) equal to the difference between the wage reached in a calendar month and

the minimum monthly wage or equal to the difference between the wage

per 1 hour worked and the appropriate minimum hourly

wage earners; use of hourly or monthly minimum wages shall negotiate, provides

or designate in advance, otherwise, for the purposes of a supplement uses the minimum

hourly wage,



(b)) to pay the amount to the difference between the salary has been made in a calendar month and

the minimum monthly wage, or



(c) consideration of the agreement) to be equal to the difference between the amount of this remuneration attributable

for 1 hour and the minimum hourly wage.



§ 112



Guaranteed wage



(1) a guaranteed wage is the wage or salary to which workers originated

right under this Act, contracts, internal regulation, payroll assessment

or step assessment (section 113 (4) and section 136).




(2) the lowest level of guaranteed wages and conditions for the provision of

employees whose pay is not agreed upon in the collective agreement, and for

employees who work provides salary, determined by the Government

Regulation, as a rule, with effect from the beginning of the calendar year with

the developments in wages and consumer prices to the lowest level.

guaranteed wage must not be lower than the amount provided by law in the

§ 111 paragraph. 2 as the base rate of the minimum wage. The next lowest level

guaranteed wage shall be differentiated according to the complexity, responsibility and

strenuousness of the work undertaken to the maximum increase amounted to at least

double the lowest levels of guaranteed wage. According to the measure of the effects of restrictive

work of the employee, the Government may set a minimum level of

guaranteed wage according to the second and third sentences by up to 50% lower.



(3) if the wage or salary without wages or salary for overtime,

premium for work on public holidays, night work, work in difficult

working environment and work on Saturdays and Sundays the lowest

guaranteed wage levels referred to in paragraph 2, the employer must

provide employees a supplement



and the salary) equal to the difference between the wage reached in a calendar month and

the lowest level of guaranteed monthly wage, or equal to the difference

between the wage per hour worked and the hourly

lowest rate guaranteed wage levels; for the purposes of a supplement is applied

the lowest level of the hourly wage, if in advance to put matters right, unless otherwise provided in

or unless the use of the guaranteed minimum monthly wage, or



(b)) to pay the amount to the difference between the salary has been made in a calendar month and

the lowest level of guaranteed wage.



TITLE II



WAGE



§ 113



The negotiation, establishment or determination of wages



(1) payment is stipulated in the contract, or the employer shall establish internal

Regulation, or specifies the wage assessment, if it is not provided for in paragraph 2

otherwise.



(2) If an employee is a statutory body of the employer, negotiates with the

It wages or it specifies the person who appointed him to the post,

subject to specific legislation provides otherwise.



(3) wages should be negotiated, determined or determined before the start of the performance

work for which this wage.



(4) the employer shall on the date of commencement of employment, give the employee

written wage bill, which contains data on the remuneration of

date and place of payment of wages, if such information does not contract

or internal regulations. If there is a change in the facts referred to in the

wage assessment, the employer is obliged to this fact employees

in writing, no later than on the date when the change takes effect.



section 114



Pay or compensatory time off for overtime



(1) for a period of overtime the employee pay, to which he

During this time it was right (hereinafter referred to as "wage"), and a supplement

at least 25% of average earnings, if the employer is

employee have agreed on the granting of compensatory leave in the scope of work

overtime surcharge instead held.



(2) If an employer does not provide employees compensatory time off at the time 3

calendar months after the overtime work or otherwise agreed upon

the time for the employees to formal wage surcharge referred to in paragraph 1.



(3) wage and an additional fee or compensatory leave referred to in paragraphs 1 and 2

for the Court, if the pay is negotiated (§ 113) taking into account any

to work overtime. Wage, taking into account any overtime is possible

Thus, if the agreed scope of work overtime at the same time, to which it was

When the negotiation of wages taken into account. Wage taking into account any work

overtime is possible to arrange no more than 150 hours of overtime for

calendar year and executive employees (§ 11), within the limits of the total

the extent of overtime work (article 93, paragraph 4).



section 115



Salary, compensation or wage compensation for the holiday



(1) for a period of work on holidays ^ 23) employee wage and

compensatory time off to the extent of work done on a holiday ^ 23)

the employer shall provide, by the end of the third calendar month

following the work on public holidays or other agreed period. For

the period of compensatory leave employee wage compensation in the amount of

average earnings.



(2) an employer may agree with the employee to provide

a supplement to the formal wage at least in the amount of average earnings instead of

compensatory time off.



(3) employees who did not work because the holiday fell on his

a typical working day, for the wage compensation in the amount of average earnings

or part of a wage or salary, which he fled as a result of

the holiday.



§ 116



Pay for night work



For the duration of night work the employee wage and an additional fee

at least 10% of average earnings. However, it is possible to arrange another

the minimum amount and the method of determining the premium.



§ 117



Pay and extra pay for work in difficult working environment



For the period of work in difficult working environment for the employees

wage and an additional charge. Definition of the harsh work environment for

the purpose of pay and the amount of the premium determined by the Government Regulation. Surcharge for

work in difficult working environment shall be at least 10% of the amount

provided by law in § 111 paragraph. 2 as the base rate of the minimum wage.



§ 118



Pay for work on Saturdays and Sundays



(1) during the period of work on Saturday and Sunday, the employee achieved

wage and supplement of at least 10% of average earnings. However, it is possible to

arrange a different minimum amount and method of determining the surcharge.



(2) in the performance of work abroad the employer may provide

the surcharge referred to in paragraph 1 for work on Saturdays and Sundays for the work

in days, which according to local conditions usually found a continuous

rest of the week.



§ 119



Wages in kind



(1) the employer may pay in kind granted only with the consent of

employees and under the conditions agreed with him, and to the extent reasonably

his or her needs. The employer is obliged to pay employees in cash

pay at least the minimum wage rate (section 111) or

the rate of the lowest level of guaranteed wage (section 112).



(2) as the wages in kind may be granted, with the exception of products

spirits, tobacco or other addictive substances, performances, works

or the service.



(3) the amount of wages is expressed in monetary form, so that

match the price that the employer charges for comparable products,

performances, works or services to other customers ^ 42), the usual price ^ 43),

or the amount by which the payment of the employee's products, performances, works

or services provided by the employer is less than the usual price.



The application of working time accounts



§ 120



(1) if the account of working hours (section 86 and 87), the employee

in the adjustment period (article 86, paragraph 3, and § 87 para. 3) for each

calendar months salary in a permanent monthly amounts (hereinafter referred to as "permanent wage")

agreed in the collective agreement or internal regulation.

Permanent wage of the employee shall not be less than 80% of the average

earnings.



(2) if the working time in the balance procedure pursuant to § 86 para. 4,

the employee for each calendar month wages in constant

the monthly amount, which shall not be less than 85% of his average earnings.



(3) on account of the employee (section 87 (1)) shall be treated



and permanent wage employee)



(b) the employee's wage) per calendar month, to which he was

right under this Act and in accordance with the agreed upon, set in or specified

conditions (§ 113).



§ 121



(1) for the period the employee wage equal to the sum of the

paid fixed wages. If, after the expiry of that period (section 86

paragraph. 3 and § 87 para. 3) or after termination of employment rights summary

achieved pay [section 120 (2) (b))] for each calendar

higher than the sum paid fixed wages, the employer is

obliged to staff of the difference.



(2) permanent wage shall be granted to the employee for working time scheduled

employer in a calendar month. Permanent wage employees

It is for the full amount, even if the employer in the

nerozvrhne working hours per calendar month. During scheduled

the employer of the employees that the employee does not work,

It is not for permanent wage.



TITLE III



SALARY



§ 122



Identification and negotiation of salaries



(1) the salary of the employees of the employer determines, unless it is in paragraph 2

except as otherwise provided by this law, the Government Decree issued to

its implementation pursuant to § 111 paragraph. 2, § 112 para. 2, § 123 paragraph. 6, § 128

paragraph. 2 and article 129 paragraph. 2 and in their limits according to the collective agreement,

or internal regulation. Salary is not possible to specify a different way

Another composition, and different level than provided for in this Act and legislation

issued for its implementation, unless otherwise provided by special law ^ 43a).



(2) the supervisor, who is the statutory body of the employer,

or who is the Manager of the organizational units of the State or territorial ^ 7)


Government Unit ^ 44) (hereinafter referred to as "the head of the organizational unit"), specifies the

the salary of the institution which has appointed him to the post, if specific legal

Regulation provides otherwise. Similarly for Deputy head

the employee in the first sentence, if it is not working, instead of this

the head of the employee temporarily busy, or if the head of an employee

work temporarily.



§ 123



Wage rates



(1) employees pay fare for the grade and

the degree to which a salary is included, if it is not in this Act

unless otherwise provided for.



(2) the employer shall include the employee into the grade according to the type of work

as agreed in the contract and within the limits required on it

most demanding work.



(3) the employer shall include the head of the grade according to the

most demanding work, the performance of the controls or that he himself exercises.



(4) the employer shall include the employee to a salary step by time

formal practice, periods of child care and the performance of military base

(replacement) service or civilian service (hereinafter referred to as "credit practice").



(5) the wage rates shall be established in 16 grades and in each of them in the

grade levels. Wage rates are rounded to the integer ten-

up.



(6) the Government Regulation



the classification of work) to grades in accordance with the characteristics of

grades graduated according to the complexity, responsibility and

exhausting labors, which are listed in the annex to this Act,



b) qualification education for performance of the works included in the

individual grade levels,



(c)) the way to hire grades,



d) conditions for determining eligible practices,



(e) the conditions for the special way) the classification in grade, and determine the

the salary rate for employees who perform work which

successful implementation depends primarily on the degree of talent or physical

prowess, for employees of the provider of health care services and for

workers carrying out simple or routine work handler; the amount of the

the salary rate specified in a special way for employees

providers of health services must be intended, at least in the amount of

corresponding to the notional plan that employees otherwise is entitled under

the grade and step in which it is classified under the terms of paragraphs

1 to 5,



f) pay scale for the calendar year by the

paragraph 5 and taking into account the obligations and limitations in the exercise of public

Administration and services, and to its importance, usually with effect from the beginning of the

the calendar year, so that the wage rates in each grade

classes amounted to at least



grade pay plan in a month

1 6 500

2 7 110

3 7 710

4 8 350

5 9 060

6 9 830

7 10 660

8 11 570

9 12 550

10 13 620

11 14 780

12 16 020

13 17 370

14 18 850

15 20 470

16 22 200.



§ 124



Surcharge for leadership



(1) the head of employees for the extra pay for executives, according to the

the degree of management and performance management.



(2) an additional fee for keeping the



and representatives of the head) that is permanently represented by the head of

the employee in the full range of management activities, if this

representation of employers regulated by specific legislation or

organisational regulation, and within the range of premium for leadership

established for the next lower level, than it is for the

service on the principal supervisor,



(b)) employees, who represents the head of the higher degree of

control in the full range of management activities for more than 4 weeks and

representation is not part of his obligations resulting from the

the contract, from the first day of the representation. Surcharge for same

the conditions provided for by the executives.



(3) the amount of the premium for leadership is:



--------------------------- ----------------------------- --------------- -----

The degree of control the amount of the premium for leadership in% of salary

rate and the highest grade

in the grade

the head of the staff

--------------------------- ----------------------------- --------------- ------

1. the degree of control:

Senior employee who manages the work of 5 to 30

child workers

--------------------------- ------------------------------ -------------- ------

2. the degree of control:

Senior employee who manages the

senior staff at the 1. the degree of control of 15 to 40

or senior employee statutory

the authority, which controls the work of subordinate

employees

---------------------------- ----------------------------- -------------- -------

3. the degree of control:

Senior employee who manages the

senior staff at the 2. instance 20 to 50

senior employee-statutory authority,

who manages the senior staff

on the 1. stage of the proceedings, or the head of the

employee-head of branch

who manages the senior staff

on the 1. the degree of control

---------------------------- ----------------------------- --------------- ------

4. the degree of control:

Senior employee statutory

the authority, which manages the senior staff

on the 2. stage of the proceedings, the senior employee-head 30 to 60

organizational unit, which controls the head

the employee on the 2. stage of the proceedings, the Deputy

Member of the Government, the head of the Office of the President

of the Republic, head of the Office of the

the Chamber of deputies of the Parliament of the United Kingdom,

Registrar of the Senate of the Parliament

The United States, the head of the Office of the Public

the Ombudsman, the financial arbiter and Director

Institute for the study of totalitarian regimes

--------------------------- ----------------------------- ----------------- -----



(4) an employee who is not the head of an employee, but is referred to in

organisational regulation entitled to organize, manage and control the work

other employees and give them the purpose of binding guidelines for the

According to the performance of the management work of the surcharge for the lead in a span of 5 to

15% of the salary rate and the highest step in the grade in

which the employee is engaged.



section 125



Extra pay for night work



Employees per hour work is an additional fee of 20% of the

average hourly earnings.



§ 126



Extra pay for work on Saturdays and Sundays



(1) employees per hour of work on Saturday or Sunday

an additional fee of 25% of average hourly earnings.



(2) in the performance of work abroad the employer may provide

the surcharge referred to in paragraph 1 for work on Saturdays and Sundays for the work

in days, which according to local conditions usually found a continuous

rest of the week.



§ 127



Pay or compensatory time off for overtime



(1) per hour of overtime, the employee portion of the salary rate,

personal and special surcharge and the surcharge for work in difficult

the environment accounted for 1 hour of work without overtime in

the calendar month in which the overtime takes place, and an additional fee of

25% of average hourly earnings, and if the days of continuous

the rest of the week, a surcharge of 50% of the average hourly

of earnings, if the employer of the employee agreed to the provision of

compensatory time off instead of pay for overtime work. During pumping

compensatory leave, salary do not truncate.



(2) If an employer does not provide employees compensatory time off at 3 after

consecutive calendar months after overtime work or otherwise

the agreed time, the employee portion of the salary rate, personal

extra charge and a special supplement, the supplement for work in difficult

the work environment and the surcharge referred to in paragraph 1.



(3) employees, which it is for the extra pay for executives pursuant to section 124, is

salary determined by taking into account the possible overtime work in the range of 150

hours in a calendar year. This does not apply to overtime held at night, in the

rest day or the time of availability. In the salary

the head of which is the statutory body or head of

organizational folder is always taken into account for any overtime.



§ 128



Extra pay for work in difficult working environment



(1) employees working in a difficult work environment

at an additional cost. The working environment is a difficult working environment pursuant to §

117 the second sentence.



(2) the Government shall determine by regulation the amount of the additional fee for work in difficult

working environment and conditions for the provision. Extra pay for work

in difficult working environment is at least 5% of the amount, which is determined by

This law in § 111 paragraph. 2 as the base rate of the minimum wage for

month.



§ 129



Extra charge



(1) an employee who performs work in the working conditions of the United

with extraordinary neuropsychickou load, endangering life and health

or difficult working regimens, it is for extra charge.




(2) the Division of work according to the working conditions into groups depending on the

extent of Neuropsychological stress and the likelihood of threats to life and

health and according to difficulty of work, the conditions for granting the premium, and

the amount of the surcharge in each group sets out government regulation.



(3) the employer shall determine the employees the amount of surcharge within the margin

established for the group with the working conditions in which an employee

performs work consistently.



§ 130



Extra charge for split shift



(1) an employee who works in shifts, divided into 2 or more

parts, for an additional fee of 30% of average hourly earnings for the

any such split shift.



(2) a split shift for the purposes of this Act, a shift, in which

continuous interruptions or summarize them is at least 2 hours.



§ 131



Personal allowance



(1) employees who achieves very good working

results or perform a greater range of tasks than others

the employee, the employer may provide a personal allowance of up to

50% of the salary rate and the highest step in the grade in

which the employee is engaged.



(2) an employee who is an excellent, universally recognized expert and

carries out work included in the tenth to sixteenth grade can

the employer shall provide a personal allowance of up to 100% of the salary

rate and the highest grade in the grade to which is

staff.



§ 132



Surcharge for direct educational activities beyond the defined range



Teacher to ^ 45) per hour direct teaching,

Educational, special educational activities or direct

pedagogical-psychological activities carried out directly by acting on the

the trainee's, which carries out training and education on the basis of

a special law ^ 46), which it exercised over the range of hours provided for

Director of the school, the Director of the educational establishment or Director

social services ^ 22a) pursuant to a special legal regulation, a surcharge of

the amount of twice the average hourly earnings.



§ 133



Specialized supplement



Teacher to ^ 45), which in addition to the direct teaching activities

It also carries out specialized activities, are necessary to the performance of

additional qualification requirements 47) ^ provides an additional fee of 1

000 to 2 000 CZK per month.



§ 134



Reward



For successful fulfillment of extraordinary or especially significant work task

can the employer provide the employee remuneration.



section 134a



Target rewards



For completion of a predetermined extremely difficult task whose

preparation, the gradual implementation of assurance and final will be in terms of

the scope of the employer particularly relevant, the employer may

employees at its meeting immediately or significantly

involved, to provide targeted rewards. The amount of remuneration, the employer shall notify the

together with the hodnotitelnými or measurable indicators before starting

execution of the task. Target remuneration the employee in the amount specified by the

the employer, depending on the performance of the indicators will not end if its

the employment relationship prior to the completion of the stated purpose.



§ 135



Pay or compensatory time off for work on public holidays



(1) employees who did not work because the holiday fell on his

usual working day, with a salary do not truncate.



(2) For work on public holidays the employer will provide employee replacement

off to the extent of work done on a public holiday, and at the latest by the end of the

the third calendar month following the work on public holidays

or other agreed period. For the period of compensatory leave, salary

do not truncate.



(3) an employer may agree with the employee to provide

surcharge in the amount of the average hourly earnings per hour of work in the

holiday instead of compensatory time off.



§ 136



Salary



(1) the employer shall give the employee on the date of commencement of employment

salary, which must be written.



(2) in respect of the assessment, the employer is obliged to provide data on the wage

grade and step, to which the employee is engaged, and the amount of

salary and other regularly provided by folders

salary. Date and place of payment is to be in respect of the assessment noted if

that information does not contract or internal regulations. If there is a change in the

the facts referred to in respect of the assessment, the employer is obliged to this

the fact employees in writing together with the grounds,

not later than on the date when the change takes effect.



(3) the supervisor, who is the statutory body or head of

business folder, issue the salary in the authority competent to determine its

salary (article 122, paragraph 2).



§ 137



Information system on salaries



(1) for the evaluation and development of the pay system leads the Ministry of finance



Information system on salaries

and the data from this system provides the Ministry of labour and Social Affairs

and the Ministry of the Interior. The information system is the information on wages

the system of public administration ^ 48).



(2) the information system on salaries means the collection,

processing and storage of data about resources on salaries and remuneration for

work readiness, average earnings and about the personal data

employee ^ 49) affecting the level of salary.



(3) employers are required to provide in the information system of the

pay particulars referred to in paragraph 2 to the extent and in the manner

Government by regulation.



TITLE IV



REMUNERATION OF THE AGREEMENT



§ 138



The level of remuneration of the agreement and the conditions for its payment shall be negotiated in the

the agreement for work or in work activities.



TITLE V OF THE



WAGE OR SALARY DURING THE PERFORMANCE OF OTHER WORK



§ 139



(1) if the employee has been transferred to another job, for which it is for the

lower wages or salary,



and) for reasons of risk of occupational disease or when in the workplace

specified by decision of the competent authority to protect public health

maximum exposure under a special legal regulation ^ 19) [§

paragraph 41. 1 (b). (b))],



(b)) according to the medical report issued by the provider of occupational health

services or the decision of the competent authority to protect public health in

order to protect the health of other individuals from infectious diseases

[§ 41 para. 1 (c) (d))],



(c)) to prevent an emergency, natural disaster or other potential

accidents or to mitigate its immediate consequences (article 41, paragraph 4),

or



(d)) for downtime or interruption of work due to adverse

weather (§ 41 (5)),



It must for the time to convert the balance to the wage or salary to the amount

the average salary, which was before converting.



(2) If an employee is transferred pursuant to § 41 para. 2 (a). (b)) to another

work than was agreed, he wages or salary under performed

work; However, unless the employee is convicted for an intentional

an offense committed in the performance of work or in direct

connection with the damage to property of the employer, it must in

time to convert the balance to the amount of average earnings, which amounted to

before converting.



(3) the Government may establish by regulation, under what conditions will pay the appropriate

administrative authority the cost of any additional payment of wages or salary provided by the

employees transferred to another job for the reasons referred to in § 41 para.

1 (b). (d)), the employer who provided it.



TITLE VI OF THE



REMUNERATION FOR WORK STAND-BY



§ 140



For a period of on-call time [section 78, paragraph 1 (b), (h)) and section 95] the belongs

the staff remuneration of at least 10% of average earnings.



TITLE VII



COMMON PROVISIONS ON WAGES, SALARIES, REMUNERATION FROM THE AGREEMENT AND REMUNERATION FOR WORK

The EMERGENCY ROOM



§ 141



(1) wages or salary are payable after the execution of the work, and the latest in the

calendar month following the month in which it was created

employees entitled to wages or salary or any folder.



(2) wages, salaries, and their individual components, agreed or

designed for an hour of work for the employees and for fractions of hours, which

has worked in the period for which the wages or salary provides.



(3) the Regular term of payment of wages or salary shall be effected

designated or specified within the period referred to in paragraph 1.



(4) the employer shall pay employees before embarking on the

leave the wage or salary payable during leave, fall term

payment for the period of leave, if the employee agrees to another

the day of payment. If this technique does not allow calculation of wages or salaries,

He must pay a reasonable advance and the remaining part of the wages or

the salary shall be obliged to pay him no later than the next regular

term of payment of wages or salary following the holiday.



(5) upon termination of employment, the employer is obliged to pay the

the staff at the request of a wage or salary for a monthly period

He was right, on the day of termination of employment. If it

technique does not allow calculation of wages or salaries, the employer must

pay him wages or salary not later than the next regular term

payment of wages or salary following the date of termination of employment.




§ 142



(1) a wage or salary, the employer must pay the employee in

legal money ^ 50).



(2) wage or salary are rounded to the nearest Crown upwards.



(3) wages or salary shall be paid on the job and in the workplace,

If the agreed upon a different time and a different place of payment or, if not in this

Act provides otherwise. If an employee is unable to appear before the

payday for serious reasons, the employer shall send a wage or salary in

regular payday, or at the latest in the nearest

the next working day at their own expense and risk, if the

employee have agreed on another date or method of payment.



(4) the employer with complex operating conditions for the payment of wages

or salary, if the payment was difficult or impracticable, may

the staff send a wage or salary at his own expense and risk, and that way,

the employee not later than by the deadline specified for the

their payout.



(5) in the monthly statement of wages or salary, the employer is obliged to

give the employee a written document containing information about each of the

the ingredients of the wages or salary and deductions made. At the request of

the employee shall submit to the employer the documents, on the basis of wage

or salary calculated.



(6) a person other than the employee's wage or salary may be paid only on

the basis of power of Attorney; This also applies to the spouse or partner ^ 51a)

employee. Without the written authorization may be paid a wage or salary

a person other than employees, only when required by this Act, or

a special law ^ 33).



§ 143



(1) on the basis of agreement with the employee, the employer is obliged to

the payment of wages or salary or other financial transactions for the benefit of

the employee, after making any deductions from wages or salary under the

This Act or special legislation, pay the amount of

specified by an employee at his/her cost and danger on a payment account

specified by the employee, not later than at a regular term of payment of wages

or salary if the employee in writing of the later term put matters right.



(2) Employees with the place of work abroad it is possible with their

the agreement to provide a wage or salary, or part thereof in the agreed foreign

currency, if this currency exchange rate announced by the Czech National Bank.

The provisions of § 142 paragraph 2. 2 of rounding is used for rounding

wages in foreign currency.



(3) for the conversion of the wages or salary or their part in foreign currency

the rate announced by the Czech National Bank valid on the day on which the

the employer buys foreign currency for the purpose of payment of wages or salary.



§ 144



If the employer of the employee agree on the maturity and

shall apply to the payment due date and payment of the remuneration, the remuneration agreement

work readiness and compensation for wages or salary of section 141, 142 and 143.

If the negotiated lump sum maturity rewards from the agreement only after

the whole of the work, the employer shall pay the remuneration to the task of agreement in

next pay date after the completion and submission of work.



Section 144a



(1) it shall be prohibited to assign the right to wages, salaries, remuneration from the agreement or

their refund.



(2) it shall be prohibited to use the right to wages, salaries, remuneration from the agreement, or their

part of their compensation to ensure the debt; This does not apply in the case of

the agreement on wage deductions.



(3) if it deviates from the party of the prohibitions referred to in paragraphs 1 and

2, disregard it.



(4) the set-off against a claim for wages, salaries, remuneration and compensation agreement

the wages or salary may be performed only under the conditions laid down in the regulations

enforcement of wages in the code of civil procedure ^ 54).



TITLE VIII



DEDUCTIONS FROM INCOME FROM THE EMPLOYMENT RELATIONSHIP



Part 1



General provisions



§ 145



(1) the Deductions from income the employee for the purposes of this Act, deductions

from the wages or salary and other income of the employee from the

employment relationship pursuant to § 3 (hereinafter referred to as the "payroll deductions").



(2) in other income of the employee referred to in paragraph 1 are



and remuneration of the agreement),



(b)) to pay wages or salary,



c) remuneration for work stand-by,



d) compensation, where appropriate, similar services provided by staff in the

with regard to the termination of employment,



(e) the financial performance of the fidelity or) stability of the nature provided by the

the staff in the employment context,



f) rewards pursuant to § 224 of paragraph 1. 2.



§ 146



Deductions from wages may only be made



a) in the cases specified by this Act or the Special Act,



(b)) on the basis of the agreement on wage deductions or to meet obligations

the employee,



(c)) to pay the contributions of the employee who is a member of a Trade Union

Organization, if this was agreed upon in the collective agreement or on the basis of

a written agreement between the employer and the Trade Union and

with the consent of the employee who is a member of a trade union organization.



Part 2



The order of payroll deductions



§ 147



(1) the employer may knock the workers [section 146 (a))]



and) income tax natural persons from employment or insurance on the

pension savings,



b) social security contributions and contribution to State policy

employment and health insurance premiums,



c) an advance on wages or salary that the employee is required to return

because they have not met the conditions for the granting of the wage or salary,



(d)) not stated an advance on travel expenses, or other

uncleared advances granted to the employees to carry out their work

tasks,



(e)) to pay the wages or salary for a holiday to which the employee has lost

right, or right to which he, and to pay the wages or salary under section

192 to which employees right.



(2) enforcement (execution) ordered or conducted by the Court, the Court

the bailiff ^ 51), the tax administrator ^ 52), authority of the Administrative Office, other

State authority or local government unit ^ 53) is governed by the

special legislation ^ 54).



(3) deductions from wages of the employee by the employer for acceptance into the

employment, the composition of the cash to pay for the warranty or contractual penalties

are not allowed. Deductions from wages to compensate for damage are possible only on the

under the agreement on wage deductions [section 146 (b))].



§ 148



(1) deductions from wages shall preferably be carried out only in accordance with § 147 paragraph. 1 (b).

a) and b) ^ 55).



(2) deductions from wages may only be made under the conditions laid down in

modify the enforcement of wages in the code of civil procedure ^ 54);

These terms are governed by the claims of the Court, the Court

the bailiff ^ 51), the tax administrator ^ 52) or the authority of the Administrative Office, other

State authority or local government unit ^ 53) enacted

enforcement order of the individual claims.



§ 149



(1) for payroll deductions made pursuant to paragraph (b), 146. (b)) shall be governed by order

the date when the agreement on wage deductions employers delivered or

When she was between the employee and the employer concluded a siphoning

from wages; If deductions from wages for the benefit of the employer, be governed by the

the order of the day was the agreement on wage deductions.



(2) for payroll deductions made pursuant to § 147 paragraph. 1 (b). c, d) and (e))

is governed by the order of the day on which it was started with the implementation of the precipitation.



(3) the salary deductions under section 146 (a). (c)) shall be governed by the order of the day

the employee agreed to the implementation of precipitation.



(4) If an employee starts employment with another

the employer remains the order acquired the claims referred to in paragraph

1, is retained by the new employer (payer of wages or salary). New

employer (payer of wages or salary) starts to make deductions on the date on

which the employee, current employer (payer of wages or

salary) or authorized learns that deductions from wages are carried out and for the

What of the claim; the same shall apply in the case referred to in paragraph 2, if the

the agreement on wage deductions, this effect has not been explicitly excluded.



§ 150



The employer records the data, which are the name or names and

last name, address, in the case of a natural person, the name and address, in the case of

legal person, and documents relating to deductions from pay

and for the same period as the other information and documents relating to wages or

salary ^ 56).



PART SEVEN



REIMBURSEMENT OF EXPENSES IN CONNECTION WITH THE PERFORMANCE OF THE WORK



TITLE I OF THE



GENERAL PROVISIONS ON COMPENSATION PROVIDED TO EMPLOYEES IN CONNECTION WITH THE

THE PERFORMANCE OF WORK



§ 151



The employer is obliged to provide employees, unless this Act

unless provided otherwise below, reimbursement of expenses incurred in connection with

the performance of work, to the extent and under the conditions laid down in this section.



§ 152



Travel expenses for which it provides the employer

travel expenses, means the expenses incurred by the employee when



a business trip) (§ 42),



(b)) the way outside the regular workplace,



(c)) in connection with the extraordinary way the performance of work outside of the shifts in

place of work or regular work,



d) transfer (section 43),



e) temporary assignment (section 43a)



f) admission to employment in the employment contract,



g) work abroad.



§ 153



(1) the conditions that may affect the granting and amount of travel

the refund, in particular the time and place of entry and exit dates, place of performance


of work, mode of transportation and accommodation, shall designate in writing in advance

the employer; in so doing, take account of the legitimate interests of employees.



(2) if the circumstances are right for the employee to travel

the amount of compensation and their unquestionable, previous written form destination

conditions is not required, it does not take on an employee.



§ 154



Foreign travel means way, held outside the territory of the United

of the Republic. The time of creation of the right of the employee to decide on compensation for

travel expenses in foreign currency, duration of transition state borders of the Czech

the Republic, which shall notify the employee of the employer, or the time of departure of the

The United States and the arrival in the United States for air transport.



§ 155



(1) travel expenses it is possible for an employee who is being held for

the employer's work on the basis of agreements on work performed outside the working

ratio, provide only if it has been agreed that this right, as well as

instead of the regular work of the employee.



(2) If an employee under the agreement for the implementation of work working

task in a place outside the village of residence shall be entitled to travel expenses, if the

their provision of agreed, even if it is not agreed upon, instead of the regular

the workplace.



TITLE II



PROVIDE TRAVEL EXPENSES FOR EMPLOYEES OF THE EMPLOYER, WHICH IS NOT

LISTED in § 109 PARAGRAPH. 3



Part 1



Travel expenses during a business trip or when traveling outside of regular

workplace



§ 156



Types of travel expenses



(1) the employer referred to in this title shall, under the conditions

laid down in this title provide the employee on duty

compensation



and) travel expenses,



b) travel expenses to visit a family member,



(c)) expenditure on accommodation,



d) elevated food expenditure (hereinafter referred to as "subsistence allowance"),



e) necessary incidental expenses.



(2) for the purposes of the provision of travel costs for the staging path

the path that is listed in section 152 (b). (b)), and (c)).



(3) the employees of an employer may provide additional compensation for expenses,

for travel expenses, however, only those that have been provided in the

accordance with § 152.



Reimbursement of travel expenses



§ 157



(1) the refund of travel expenses using the specified mass transport

means of distance transportation and taxi services for the employees in the

proven.



(2) If an employee, with the approval of the employer, instead of the specified

mass means of transport transports another means of remote

instrument, including a road motor vehicle, other than a vehicle

provided by the employer, it is for him to reimbursement of travel expenses in the

the amount of the corresponding fare for the specified mass transport.



(3) If an employee is on employer's request road motor

the vehicle, with the exception of a vehicle provided by the employer, it must

for every 1 km of basic compensation and reimbursement of expenses for the consumed

motor fuel.



(4) the rate of basic compensation for 1 km is at least



and two and three wheelers) 1.00 €,



b) passenger road motor vehicles 3.70 €.



When you use the trailer for road motor vehicle employer rate

basic compensation for 1 km of travel will increase by at least 15%. This rate

basic compensation varies depending on the development of the implementing

Regulation issued pursuant to section 189.



(5) base compensation for trucks, buses and tractors

the employee is at least twice the rate provided for in the

paragraph 4 (b). (b)).



§ 158



(1) if the amount of the rates of the basic compensation agreed or determined

employer before sending employees on a business trip, it is for the

employees rate of basic compensation pursuant to § 157 paragraph. 4 and 5.



(2) compensation for the consumed fuel shall designate an employer a multiple of

the price of fuel and the amount of fuel consumed.



(3) the price of fuel shows an employee proof of purchase from

which is related to travel. If

employee price fuel more documents concerning its purchase, from which

is the apparent link with travel, calculates the price of fuel

to determine the amount of compensation the arithmetic mean of the employee of the proven

prices. If an employee in a credible way, the price of fuel

the employer can prove it's the employer to determine the amount of the refund

the average cost of fuel set by the implementing

Regulation issued pursuant to section 189.



(4) the fuel consumption of road motor vehicle calculated

the employer of the consumption data indicated in the registration papers

used vehicles, which the employee is obliged to employers

submit. If the vehicle licence does not contain this information,

employee reimbursement of expenses for fuel only if

fuel consumption proves the technical proof of vehicle of the same

a type with the same cubic capacity. When determining the consumption of fuel

It's the employer an indication of consumption for the combined operation by

the standards of the European Union. If this information is not in the technical card listed,

the employer calculates the fuel consumption of the vehicle the arithmetical

the mean of the data set out in the certificate of title.



§ 159



(1) the reimbursement of travel expenses for the use of local public transport in the

accordance with the specified conditions, the Mission of the employee in

proven amount; This compensation shall belong to the employees and in addition to compensation under section

paragraph 157. 1 to 3.



(2) the grant of a refund of travel expenses using local public

travel, business trips in the municipality in which an employee has agreed

place of work, the employer shall provide compensation in the amount of

the corresponding fare in force at the time of the mission, without

an employee had to travel expenses. Reimbursement of travel expenses

It is not for employees if the employer shall ensure that employees use

local public transport, in a manner that the employee financially

does not contribute.



§ 160



Using means of transport after their prearranged

business trip interruption due to reasons on the part of the employee, after which the

not followed by the performance of work, the employer is obliged to pay employees

reimbursement of travel expenses only up to the amount that employees

If the abort of the Mission did not occur. Similarly

When the prearranged business trip interruption due to the side

employees from the performance of work.



§ 161



Reimbursement of travel expenses to visit a family member



(1) if the business takes way longer than 7 calendar days,

employees of the reimbursement of travel expenses to visit a family member in his

residence or other prearranged place of residence of a family member and

back in the amount and under the same conditions as in section 157 to 160, with the

the employer shall provide employees reimbursement of travel expenses shall not

amount corresponding to driving expenses to their place of work or

regular workplace or residence in the territory of the Czech Republic. For

limiting is considered to be the amount that is for employees

the most advantageous.



(2) when using air transport covered by the employer driving

expenses to visit a family member only in the amount corresponding to the fare

road or rail transport long distance,

to be determined by the employer. The provisions of paragraph 1 apply here as well.



(3) reimbursement of travel expenses to visit a family member shall provide

the employer the longest during the fourth week of the beginning of the work

path, or from the last visit of the family member if the employee

agree on less.



§ 162



Reimbursement of accommodation



(1) employees for the compensation of expenses for accommodation expenses, incurred in the

accordance with the terms of the mission, and that of the

employer. After the visit of family member shall be borne by

the employer proven accommodation expenses only

If the employee had given the terms of the mission

or accommodation services keep.



(2) during the period in advance of the agreed business trip interruption due to reasons on the

the employee is not the employer must pay the employee

expenditure on accommodation provided, even when he had to, after this period of time the employee with

the light of the conditions of travel or accommodation expenses for

vacation pay.



§ 163



Subsistence allowance



(1) for each calendar day the employee of the mission subsistence allowance

at least in the amount of



and $ 69), if the business trip takes 5 to 12 hours,



(b)) $ 104, if the business takes way longer than 12 hours, but no longer than 18

hours,



(c) $ 163), if the business takes way longer than 18 hours.



This amount of subsistence allowance varies depending on the development of an

the legal regulation issued pursuant to section 189.



(2) if staff of the mission provided a food that has

the character breakfast, lunch or dinner, at which the employee financially

does not contribute (hereinafter referred to as "free food"), employee meals

reduced for every free meal to the value



and) 70% of the subsistence allowance, if the business trip takes 5 to 12 hours,



(b)) 35% subsistence allowance, if the business takes way longer than 12 hours, the longest

However, 18 hours




(c)) 25% of the subsistence allowance, if the business takes way longer than 18 hours.



(3) If an employer or put matters right tells you before sending the employee to

working your way higher than the subsistence allowance provided for in paragraph 1, for the

employee subsistence allowance referred to in paragraph 1. If an employer or put matters right

tells you before sending an employee to a lower value reductions,

employee subsistence allowance minus the maximum laid down in the

paragraph (2).



(4) when the mission that falls within 2 calendar days shall refrain from

a separate assessment of the duration of the Mission in a calendar day,

If it is more favorable to workers.



(5) after the visit of family member or for an agreed break

the Mission of the reasons for the employee subsistence allowance staff

It is not for. Decisive period for the right of subsistence before visiting Member

family or business trip ends with the interruption of the agreed termination

work, or other pre-agreed manner, and after visiting Member

family or business trip interruption due to reasons on the part of the employee

It begins at the same time with the beginning of the work, performance or other pre-agreed

way.



(6) If an employee sent on a business trip to his place of residence,

that is different from his place of work or regular

the workplace, it is for subsistence only for travel to his residence and

back and over the performance of the work at this location.



(7) the reasons for the failure to provide subsistence allowance laid down in paragraphs 5 and 6

prohibited from expanding.



§ 164



Reimbursement of necessary incidental expenses



Employees for reimbursement of necessary incidental expenses, which

arise in direct connection with travel in the amount of the

employer. If an employee is unable to demonstrate the level of expenditure,

It must refund the cost of the goods and the services usual in the time and

the place of the mission.



Part 2



Refunds on transfer and temporary přiděleníí



§ 165



(1) If an employee is transferred or temporarily assigned to another

employer to another place of work than had been agreed in the

the contract, which is at the same time different from the place of residence of the employee,

It must refund in the amount and under the conditions laid down in section 157 to 164.

If an employee returns to the residence every day, time spent in this

the place is not counted into the period applicable to the provision of subsistence.



(2) an employee who is in receipt of subsistence allowance referred to in paragraph 1 and is at the same time

sent on a business trip outside the place of transfer or secondment

It is for subsistence, which is more favorable to workers. Other travel

the compensation of the employee as a business trip.



Part 3



Travel expenses during a business trip abroad



§ 166



Types of travel expenses



(1) the employer is obliged to provide, under the conditions set out below

employee meal allowance in the amount and under the conditions set out in section 163, with

the exception of paragraph 4, and compensation



and) travel expenses,



b) travel expenses to visit a family member,



(c)) expenditure on accommodation,



d) food expenditure in foreign currency (hereinafter referred to as "foreign subsistence"),



e) necessary incidental expenses.



(2) an employer may provide a business trip abroad

employees and other travel expenses.



§ 167



Reimbursement of travel expenses



Reimbursement of travel expenses of the employee in the amount and under the conditions

laid down in section 157 to 160, with the compensation for the consumed power

mass in a foreign currency and supported by price is obliged to pay only for kilometres

travelled outside the United States. If serious reasons an employee

proof of purchase of the fuel outside the territory of the United States, he may

the employer shall provide compensation for the consumed fuel in foreign

the currency on the basis of his statement about the actually incurred by the price of fuel

matter and the reasons for its failure to prove.



§ 168



Reimbursement of travel expenses to visit a family member



If a foreign business trip is longer than 1 month, and if you visit

the family member by the employer agreed or determined before sending

an employee on a business trip abroad, the employee compensation

travel expenses to visit a family member in his residence, or to

another pre-arranged place of residence of a family member and back under section 167,

but not in the amount corresponding to driving expenses to the place of

work or regular work or place of residence of the employee on the territory

Of the Czech Republic. Limit is considered to be the amount that is for

staff is the best.



§ 169



Reimbursement of accommodation



Employees for the compensation of expenses for accommodation expenses, incurred in the

accordance with the terms of business trips abroad, according to § 162.



§ 170



Foreign subsistence



(1) employees of a foreign business trip abroad

subsistence expenses in foreign currency in the amount and under the conditions set out below.



(2) If an employer negotiate or designate before sending the employee to

a business trip abroad standard rate foreign subsistence allowance shall

This base rate amount in whole currency units, taking into account

the conditions of business trips abroad and diet, at least 75

for crew members of inland waterway vessels, at least 50% of the basic

Foreign subsistence allowance rates established for the competent State by the implementing

the legal regulation issued pursuant to section 189. If the employer

does not flow under the first sentence, shall determine the employees of foreign meals

above the basic rate of foreign subsistence allowance laid down by an implementing

Regulation issued pursuant to section 189. The amount of foreign subsistence allowance shall designate

the employer of a rate base of foreign subsistence allowance agreed or

established for the State in which the employee spends in the calendar day

most of the time.



(3) employees for foreign subsistence at the prime rate

referred to in paragraph 2, if the time spent outside the territory of the Czech Republic

It takes in a calendar day more than 18 hours. If this period lasts longer than 12

hours, but not more than 18 hours, the employer will provide employees

Foreign subsistence allowance at the rate of two-thirds of the rate of the foreign

subsistence allowance, and equal to one third of that rate foreign subsistence allowance,

If the time spent outside the territory of the United Kingdom 12 hours or less, but

at least 1 hour or longer than 5 hours, if employees under a

the journey on the territory of the Czech Republic the right to subsistence allowance under section 163 or § 176.

If the time spent outside the United States, less than 1 hour

Foreign subsistence allowance shall not be granted.



(4) the time spent outside the territory of the Czech Republic, which last 1 hour and

longer when more foreign business trips in one calendar day,

for the purposes of foreign subsistence allowance added together. Period during which does not arise

employees entitled to foreign subsistence, are added to the time

applicable to the grant of subsistence allowance under section 163.



(5) if the employee provided during business trips abroad

free food, the employee in the amount of foreign meals

the base rate for each free meal to the value



and foreign subsistence allowance) 70%, if it is a foreign meals in 1

the prime rate,



(b)) 35% foreign subsistence allowance, if the foreign subsistence in

two-thirds of the basic rate,



(c)) 25% foreign subsistence allowance, if the foreign subsistence allowance in the amount of

the basic rate.

If an employer put matters right the lower value of reducing foreign subsistence allowance,

or it tells you before sending employees on a business trip abroad,

the employee abroad minus the highest value

provided for in the first sentence.



(6) after the visit of family member or for an agreed break

foreign business trips of the reasons for the employee's foreign

It is not for staff meals. Decisive period for the right of foreign

subsistence before visiting a family member or interruption of the agreed

foreign business trips due to the employee ends

termination of employment, or other pre-agreed manner, and after

visit a family member, or interruption of business trips abroad for reasons of

for the employee starts simultaneously with the start of work, or

other pre-agreed manner.



(7) If an employee sent on a business trip abroad to their

place of residence, it is for subsistence and foreign subsistence only under way into

residence and back, for the trip to work and back, and during the performance of work

in this place.



(8) the reasons for the non-foreign subsistence allowance provided for in the

paragraphs 6 and 7 are prohibited from expanding.



§ 171



Reimbursement of necessary incidental expenses



Employees for reimbursement of necessary incidental expenses under section 164.



Part 4



Refund on work abroad



§ 172



It was agreed the place of work, or even regular workplace

outside the territory of the Czech Republic, the employee for the days of the first path of the

The Czech Republic to the place of work or regular work and

back to the travel expenses as a business trip abroad. If

employee travels with the consent of the employer and the Member of the family,


employee compensation and proven travel, accommodation and

necessary incidental costs incurred by that Member of the family.



TITLE III



PROVIDE TRAVEL EXPENSES FOR EMPLOYEES OF THE EMPLOYER, WHICH IS

LISTED in § 109 PARAGRAPH. 3



Part 1



General provisions



§ 173



The employer as referred to in this title shall provide the employee travel

refunds in the amount and under the conditions laid down in this title. Other or higher

travel expenses may not provide the employer to an employee.



§ 174



In the provision of travel expenses follows the employer under section

the seventh title II, with the further established deviations.



Part 2



Variations in the provision of travel expenses when the mission



§ 175



Reimbursement of travel expenses



Rate of basic compensation provided for in § 157 paragraph. 4 and 5 for the

the employer cannot negotiate binding and or prior to travel

specify by way of derogation.



§ 176



Subsistence allowance



(1) upon the grant of subsistence allowance in § 163 para. 1 to 3 shall not apply.

Employees for each calendar day of the mission subsistence allowance in the

the amount of the



and $ 69 to 82) Eur, if the business trip takes 5 to 12 hours,



(b)) to $ 104-$ 125, if the business takes way longer than 12 hours, the longest

However, 18 hours



(c) $ 163-195) Eur, if the business takes way longer than 18 hours.



This amount of subsistence allowance varies depending on the development of an

the legal regulation issued pursuant to section 189.



(2) if the employer Prevents the secondment to a work path that takes

less than 5 hours, the employee will dine in the usual way, he may

provide a meal allowance up to the amount of subsistence allowance referred to in paragraph 1 (b). and).



(3) If a staff member on the path provided free

the food subsistence allowance, the employee is reduced for each free food on

the value of the



and) 70% of the subsistence allowance, if the business trip takes 5 to 12 hours,



(b)) 35% subsistence allowance, if the business takes way longer than 12 hours, the longest

However, 18 hours



(c)) 25% of the subsistence allowance, if the business takes way longer than 18 hours.



(4) Subsistence workers is not, if during business trips,

that takes a



and 5 to 12 hours), was given 2 free meals,



b) 12 to 18 hours, was given 3 free meals.



(5) If an employer or put matters right tells you before sending the employee to

working way of subsistence allowance, the employee meal allowance in the amount of

lower margin rates referred to in paragraph 1.



Part 3



The refund on receipt and transfer



§ 177



(1) if the employer agreed, or an internal regulation

provided for the granting of refunds on admission to employment in the

or being transferred to another location, can provide such compensation

up to the amount and scope according to § 165.



(2) compensation under paragraph 1 may the employer provide

until such time as the employee or a member of his family and other natural person

who live in a household in the village of place of work

reasonable, but no longer than 4 years, and in the case of the employment relationship, which is

contracted for a limited period, until the end of this work

ratio.



§ 178



Employees to whom the employer provides or could provide

a refund pursuant to section 165 and 177, which moves into a community in which his right to

or the possibility of granting of such refunds ceases to exist, the employer may

provide compensation for proven



and the freight) expenses, furnishings,



(b)) travel expenses and travel expenses from the place of residence of a family member to a new

residence,



c) necessary incidental expenses associated with the transportation of the residential

the device,



d) required the necessary expenses associated with the adjustment of the flat, and up to the amount

15 000 CZK.



Part 4



Variations in the provision of travel expenses during a business trip abroad



Section 179



(1) in providing foreign subsistence allowance, the provisions of § 170 para. 2

the first sentence, and paragraph 5 shall not apply. Employees for each

calendar day business trips abroad Foreign subsistence allowance in the amount of

the basic rate of foreign subsistence allowance provided for by the implementing

Regulation issued pursuant to section 189.



(2) the head of the organisational units of the State and their representatives, and

statutory bodies and their representatives, it is possible to identify foreign

subsistence expenses up to the amount in excess of the 15% standard rate of foreign

subsistence allowance referred to in paragraph 1, unless a special law

provides otherwise ^ 57).



(3) if the employee during foreign business trips abroad

provided free food, the employee abroad

reduced for each free food by the value



and foreign subsistence allowance) 70%, if it is a foreign meals in 1

the prime rate,



(b)) 35% foreign subsistence allowance, if the foreign subsistence in

two-thirds of the basic rate,



(c)) 25% foreign subsistence allowance, if the foreign subsistence allowance in the amount of

the basic rate.



(4) foreign employees is not meals, if during the

foreign business trips, which takes



and 5 to 12 hours), was given 2 free meals,



b) 12 to 18 hours, was given 3 free meals.



§ 180



The employer may provide employees an allowance to a maximum of 40% of the

Foreign subsistence allowance provided to employees under section 170 para. 3 and §

paragraph 179. 1 and 2.



Part 5



Refund on work abroad



§ 181



In addition to the compensation provided for in § 172 of the employee compensation

in the implementing regulation issued pursuant to section 189. Employees

It is not for subsistence allowance for the duration of the Mission in the territory of the Czech Republic and

Foreign subsistence in the country of work or regular work.



TITLE IV



COMMON PROVISIONS ON TRAVEL COMPENSATION



§ 182



Flat-rate travel expenses



(1) upon agreement of a fixed amount monthly or daily travel allowances,

where appropriate, in its determination of the internal regulation or an individual

written by specifying is based on average conditions decisive for the

provision of travel expenses for a group of employees or the employees of the

amount of travel expenses and of the expected average spending of this group

employees, or that employee. At the same time determine the method of reduction

the lump sum payment for the period when an employee does not work.



(2) on the request of an employee, the employer is obliged to submit it to the

consultation documents, on the basis of a lump sum intended.



§ 183



Advance on travel allowances and expense report



(1) the employer shall provide the employee accountable

backup up to the estimated amount of travel expenses, if the

the employee agrees that the backup will not be granted.



(2) when a business trip abroad, the employer may, in consultation with the

an employee make an advance payment in a foreign currency, or part thereof, whether or not travel

by cheque or credit card lending employer. The employer is

can an employee agree to advance foreign

meals in the Czech currency or in other than in the implementing regulation

issued under section 189 provided for foreign currency for the State, if it is

This currency exchange rate announced by the Czech National Bank. When determining the amount

Foreign subsistence allowance in the agreed currency first detects the Crown

the value of foreign subsistence allowance, which is adjusted to the agreed currency.

To determine the value of foreign subsistence allowance and the amount

Foreign subsistence allowance in the agreed currency, the exchange rate announced by the

The Czech National Bank valid on the day of payment of the advance.



(3) if the employee and employer agree to a different time,

the employee is obliged within 10 working days after the date of termination of employment

path, or other facts establishing the right to travel reimbursement

submit to the employer a written documents needed to Bill

travel expenses and return the backup not stated. The amount that is

the employer return in the Czech currency, rounded to the nearest

Crown upwards.



(4) the amount by which the payment was in foreign business

way higher than the right of the employee, the employee returns

employers in the currency, which the employer provides, or in the currency

to which an employee this currency abroad to Exchange, or in the Czech currency.

Amount by which the payment was a business trip abroad

lower than the right of the employee, the employer has to pay the employees in

the Czech currency, unless otherwise agreed. When Bill advances it

the employer of an employee of the documented course was provided by the currency in

converted to another currency abroad, and the quotations referred to in paragraph 2.



(5) unless otherwise agreed by the Contracting Parties at different times, the employer is

shall, within 10 working days from the date of submission of written documents

the employee perform billing of travel expenses and satisfy his

rights. The amount which the employer to provide employees in the Czech

currency shall be rounded to the nearest Crown upwards.



§ 184



In the provision of travel expenses, for which advance payment has been granted,

shall apply mutatis mutandis to section 183 with the fact that for the currency conversion rate

announced by the Czech National Bank valid on the date of commencement of foreign

the working path.



§ 185



If you are required to provide proof of relevant travel expenses


expenses, and the employee is proven, the employer may provide

This compensation in the delegated level which corresponds to the specified terms and conditions, if the

This law provides otherwise (article 158, paragraph 3).



§ 186



The employee shall without undue delay notify the employer

change the fact that is decisive for the provision of travel expenses.



§ 187



A family member of the employee for the purposes of provision of travel expenses,

with the exception of § 177 paragraph. 2, considers its spouse, partner ^ 51a), custom

the baby, osvojenec, conferred on the staff of the child in foster care or in

education, their own parents, adoptive parent, guardian and foster parent. Other physical

person is equated with a family member only provided that lives

the employee in the home.



§ 188



Travel allowances paid under an international treaty or on the basis of

agreements on mutual exchange of staff with a foreign employer



(1) an employee who is sent on a business trip abroad, and after

This time he is entitled under the international treaty reimbursement of the travel

the expense or refund the amount of the expenditure in the less than under this part,

the employer will provide the travel allowance equal to the difference between the law

under this part and the refund provided under international treaties.



(2) an employee who is sent on a business trip abroad, and after

This time he is entitled under the international treaty reimbursement of the travel

the expense or reimbursement of expenses similar to the same or higher amount than

under this part, an employer travel allowances under this part

does not provide.



(3) reimbursement of travel expenses or reimbursement of expenditure which are

staff provided by an international agreement, shall be construed as

travel allowances paid under this part.



(4) if the employer shall negotiate in the agreement on the mutual exchange of

employees that will be foreign employees seconded to the United

States provide subsistence allowance, shall be obliged to provide at least

the upper limit of subsistence allowance provided for in § 176 para. 1. the employer

referred to in the seventh title III can provide subsistence to the foreign

employees of up to twice the subsistence allowance provided for in the first sentence

and pocket money of up to 40% of the agreed or specified subsistence allowance.



§ 189



Powers of execution



(1) in regular period from 1. in January, the Ministry of labour and social

things by Decree



and rate) changes the basic compensation for the use of road motor

vehicles specified in § 157 paragraph. 4,



(b)) changes the subsistence allowance laid down in paragraph 163 para. 1 and § 176 para. 1,



(c)) provides for an average price of fuel, according to the Czech

the Statistical Office on the prices of vehicles, about the prices of food and non-alcoholic

drinks in public catering and fuel price.



(2) in an extraordinary time, the Ministry of labour and Social Affairs shall adjust the

by Decree of the rate of basic compensation for the use of road motor

vehicles, subsistence or the average cost of fuel, when according to the

the Czech Statistical Office, some of the prices referred to in paragraph 1

from the effective date of this Act, or from the effective date of the last modification

contained in the Decree, will increase or decrease by at least 20%.



(3) meal is rounded up to the nearest Crown of up to 50 cents in the direction

down from 50 cents including upwards. Rate of basic compensation and

average fuel prices are rounded to the use direction

up.



(4) in a regular term from 1. in January the Ministry of finance Decree

fixed the level of base rates foreign subsistence allowance throughout the currency

units of the respective foreign currency, based on a proposal of the Ministry of

Foreign Affairs according to documents drawn up by the representative offices of

prices of food and non-alcoholic beverages in public catering

middle-class devices and at installations of the first qualitative

the classes in the developing countries of Asia, Africa and Latin America, and with the

using statistical data to international institutions.



(5) in an extraordinary term Treasury adjusts the Decree

the basic rate of foreign subsistence allowance as soon as the price referred to in

paragraph (4) and the course set by the foreign currency from the last adjustment will increase or

reduced by at least 20%.



(6) the Government regulation for the employees, which shall negotiate

the employer mentioned in the seventh title III, place of work,

or even regular workplace, outside the territory of the United States, substitute



and the increased cost of living)



(b)) for the additional expenses,



(c)) travel expenses and accommodation expenses in some ways to the United

Republic and back,



d) expenses associated with the transportation of personal belongings.



TITLE V OF THE



THE REPLACEMENT FOR THE WEAR AND TEAR OF YOUR OWN TOOLS, EQUIPMENT AND ITEMS NEEDED

FOR THE PERFORMANCE OF THE WORK



§ 190



(1) If an employer negotiate, or an internal regulation or

individually in writing the conditions, amount and method of granting refunds for

wear your own tools, equipment or other items needed to

performance of staff members, provides this compensation for agreed,

laid down or specified conditions.



(2) the provisions of paragraph 1 shall not apply to the use of a motor

the vehicle, which is governed by § 157 refund up to 160.



PART EIGHT



BARRIERS TO WORK



TITLE I OF THE



OBSTACLES IN THE WORK OF THE EMPLOYEE



Part 1



Important personal barriers



§ 191



The employer is obliged to apologize to the absence of the employee at work after

the period of his temporary incapacity under special laws

^ regulations 58), after the quarantine period ordered under a special legal

prescription ^ 59), for the period of maternity or parental leave, for a period of

care for a child younger than 10 years or another Member of the household in the

cases under section 39 and the Act on sickness insurance for care

a child younger than 10 years old, for the reasons set out in section 39 of the law on sickness

insurance, or because of, where the natural person who, otherwise, for the child

cares, underwent examinations or treatment at the health provider

services that could not be secured outside working hours for the employee, and

Therefore, it cannot take care of the child.



Pay the wages, salary or remuneration from agreements on work performed outside the

employment for temporary incapacity (quarantine)



§ 192



(1) an employee who has been recognized temporarily unable to work, or you

the quarantine was ordered, at the time of the first 14 calendar days and

in the period from 1. January 2012 to 31. December 2013 at the time of the first 21

calendar days of temporary incapacity or duration of quarantine

pay wages or salary in the days of the second sentence and in the amount according to the

paragraph 2, where, on the date of formation of temporary incapacity or

quarantine staff member meets the conditions of entitlement to sick leave in accordance with

regulations on sickness insurance. Within the period referred to in the sentence

First, it is for the replacement of wages or salary for the days that are for

employee working days, and for holidays, for which otherwise pertain to

the employees pay the wages or salary or wages do not truncate if in

each of these days, the conditions for entitlement to the payment meets the

the sickness according to the regulations on health insurance, and if the working

the ratio of takes, but not longer than until the date of exhaustion of the support period

payment of sickness ^ 61); not pay wages or salary for the first 3

such days of temporary incapacity to work, but not in the first 24

neodpracovaných hours of allocated shifts. To temporary work

the inability of the date on which the employee has already worked shift,

begins a period of 14 calendar days, and for the period from 1. January 2012 to 31.

December 2013 period of 21 calendar days of temporary incapacity

for the purpose of providing compensation for wages or salary the following calendar

on the day. If in the first period of 14 calendar days, and for the period from 1.

January 2012 to 31. December 2013 in the period of the first 21 calendar days

duration of temporary incapacity or quarantine belongs

sick ^ 62) or maternity benefit ^ 63), wage compensation

salary is not. If employees at the time of temporary work

incapacity or quarantine the right to compensation for wages or salary under sentence

first to third, he is not at the same time pay the wages or salary due to

other barriers to work.



(2) the refund of wages or salary referred to in paragraph 1 shall be taken in the amount of 60% of the

average earnings. For the purpose of determining compensation for wages or salary

average earnings adjusted in a similar manner, which modifies the

the daily assessment base for the calculation of sickness benefits from a sickness

insurance ^ 64), except that for the purposes of this adjustment, the reduction

limit laid down for the purposes of sickness insurance ^ 64a) multiplied by the

the coefficient 0.175 and then rounded to the penny facing up. If it is to

the employee for the day in which it originated or terminated the right to

to pay the wages or salary referred to in paragraph 1, the right to a wage or salary

as part of working hours, it must for this day only a proportion of the compensation

the wages or salary attributable to that part of the working hours, for which he

does not belong to the wage or salary.



(3) the agreed or the amount of compensation fixed by the internal regulation of wages or


salary for the period referred to in paragraph 1, the second part of the sentence after the semicolon

or above the amount referred to in paragraph 2, the first sentence shall not exceed the average

earnings (article 356, paragraph 1).



(4) pay the wages or salary, determined in accordance with paragraphs 2 and 3 shall be

reduced by 50%, as regards cases where according to the regulations on sickness

insurance are entitled to sick leave at half rate ^ 65).



(5) If a staff member in the period of the first 14 calendar days and in

period from 1. January 2012 to 31. December 2013 in the period of the first 21

calendar days of temporary incapacity the obligations referred to in

the first sentence of paragraph 6, which are part of the mode temporarily work

insured, the employer may, in view of the seriousness of the

violation of these obligations to pay the wages or salary decrease or

not to provide. Pay wages or salary shall not be reduced or

If not provided, for the same violation of the mode temporarily work

insured given notice to the employee pursuant to section 52 (a). (h)).



(6) the employer is entitled to check whether an employee who has been

temporarily unable to work, observes in the period of the first 14

calendar days and during the period from 1. January 2012 to 31. December 2013 in

the period of the first 21 calendar days of temporary incapacity

set mode to temporarily work insured in respect of

the obligation laid down specific legislation ^ 66) in

place of residence and to comply with the time range of the allowed and walks.

The employer is obliged, in the event of violation of the obligations referred to

in the first sentence an employee make a written record of the inspection with the

an indication of the facts, which constitute a breach of this procedure; a copy of the

for this record, the employer is obliged to provide employees who

This regime has violated, the district administration of social security

According to the place of residence of the employee at the time of temporary incapacity ^ 67)

and doctor the employee temporarily unable to work.

The employer is entitled to ask the attending physician, which provided

employees temporarily work insured mode of communication

This scheme to the extent that the employer is entitled to check, and

evaluation of detected cases of employer violation of this regime.

The employee is obliged to allow employers to check for compliance with their

the obligations referred to in the first sentence.



§ 193



Pay the wages or salary under documents laid down for

to qualify for sick leave and shall be paid in the next

regular payday of wages or salary after submitting these

documents. The employer shall determine, by when before

pay term papers must be submitted for refund

wage or salary to this remedy could be in this pay period

paid.



§ 194



An employee who works on the basis of the agreement for work or

contracts for work, at the time of the first 14 calendar days

and in the period from 1. January 2012 to 31. December 2013 at the time of the first 21

calendar days of temporary incapacity (quarantine)

refund rewards from the agreement, under the conditions laid down in section 192 and 193. For

the purpose of providing this refund applies to an employee who works on the

under the agreement on work or contracts for work,

the employer set out the layout of the weekly working time in the innings,

that the employer is obliged to determine in advance for this purpose.



Maternity and parental leave



§ 195



Maternity leave



(1) in connection with the birth and care of a born child is the responsibility

a female employee maternity leave for a period of 28 weeks; She gave birth to at the same time 2

or more children, it is for her maternity leave for a period of 37 weeks.



(2) maternity leave a female employee comes usually from the beginning of the

the sixth week before the expected date of confinement, however, from the beginning, first

the eighth week before that date.



(3) if the employee Exhausts from maternity leave before delivery less than

6 weeks since the birth occurred before the designated physician, maternity

holidays after the date of onset until the expiry of the period laid down in

paragraph 1. However, if the employee exhausts from maternity leave before

delivery in less than 6 weeks for another reason, it is for her maternity leave

from the day of birth, just until the expiration of 22 weeks or 31 weeks, if the

the employee, who gave birth to 2 or more children at the same time.



(4) if the child was born dead, it is for the employee parent

holiday for 14 weeks.



(5) maternity leave in connection with childbirth may never be shorter

than 14 weeks and shall in no case expire or be discontinued (section 198

paragraph. 2) before the end of 6 weeks from the date of delivery.



§ 196



Parental leave



To enhance care for the child, the employer is obliged to provide

workers and employees at their request, parental leave.

It is for the mother of the child parental leave after the end of maternity leave

and father from birth of the child, and to the extent of what they ask, not, however,

longer than until the child reaches the age of 3 years.



§ 197



Maternity and parental leave when taking a child



(1) the right to maternity and parental leave is whether or not the employee

or the employee who took the child into care replacing parental care

on the basis of a decision of the competent authority, or a child whose mother

She died; by decision of the competent authority means a decision

It considers a decision on child custody, substituting the custody

for the purposes of State social support ^ 68).



(2) maternity leave under paragraph 1 for a female employee from the date of

taking a child for 22 weeks, and if the employee has taken 2 or

more children for 31 weeks, the longest, however, until the date when the child reaches the age of

1 year.



(3) parental leave referred to in paragraph 1 shall be taken from the date of receipt

the child until the day on which the child reaches the age of 3 years; a female employee who

drew maternity leave referred to in paragraph 2, parental leave

It is for this until after the end of maternity leave. If the child has been taken

After the age of 3 years, up to 7 years of age, it is for the

parental leave for 22 weeks. When taking a child from

the age of 3 years, so that by the time elapsed after reaching 22 weeks 3

years of age, parental leave is 22 weeks from the date of expiry of the

taking a child.



§ 198



Common provisions on maternity and parental leave



(1) maternity and parental leave is an employee and the employee

authorized to draw at the same time.



(2) if the child is taken into care for health reasons

infant or another medical facility and an employee or

the employee has to work, this advent

maternity or parental leave; It is for the rest of her from the

the day of the Institute repossess the child in your care, but not longer than

to the time when the child reaches the age of 3 years.



(3) if the employee or an employee no longer worry about the child,

and the child was therefore entrusted to the family or in institutional care

substitute parental care, as well as an employee or employees,

whose child is in the temporary custody of the infant, the Realty Institute

for other than medical reasons, not for maternity or parental

at the time that a child has.



(4) if the child dies during the time when the employee is on maternity or

parental leave or an employee on parental leave, it is for the

maternity or parental leave for a period of 2 weeks from the date of death

the child, until the day when the child reached the age of 1 year.



Other important personal barriers to work



§ 199



(1) If an employee is unable to perform work for other important personal barriers

in work related to his person, than are listed in § 191, is

employer must provide him at least within a specified range

the time off work and in specific cases, and to pay the wages or salary

in accordance with paragraph 2. Pay the wages or salary for the amount of average

earnings.



(2) the Government shall determine by regulation circuit of obstacles in the work referred to in paragraph 1,

the scope of work, cases in which the compensation of pay or

salary, including codecision trade unions of posting

workers at the funeral of collaborators, and even to employees who

do not work in the workplace of the employer, but according to the agreed

the conditions for him to carry out the work during working hours, which you yourself

rozvrhují (section 317).



(3) If an employer shall provide the employee time off work in order to

the posting of national expert ^ 69) to the authority or institution of the European Union,

the other international governmental organizations, in peace or rescue operations

or for the purpose of humanitarian assistance abroad, the employee

wage compensation in the amount of average earnings. For the provision of

leave the employer shall issue written confirmation of the employees, in

which shall be marked on the duration of leave. Length as follows

provided of leave may not exceed 4 years.



Part 2



Barriers to work because of the general interest



§ 200




Employees from the employer for time off in the strictly necessary

the scope for the exercise of public functions, civil obligations and other operations

in the general interest, if you cannot perform this operation during off-peak hours.

Pay wages or salary from an employer in these cases

is not, unless otherwise provided for in this Act, or if it is not

agreed or internal regulation provides otherwise. Specific legal

the rules governing the barriers to work for reasons of general interest are not

without prejudice to the.



§ 201



The performance of public functions



(1) the exercise of public functions for the purposes of this Act, the performance of

the obligations arising from the function that is



and) functional or time period and



(b)) offered on the basis of direct or indirect election or appointment by the

special legislation.



(2) the exercise of a public function such as the performance of the functions of a Deputy

The Chamber of deputies of Parliament, Senator, Member of the Senate of the Parliament

the Municipal Council of local government unit or an observer.



(3) employees who perform a public function in addition to the fulfilment of the obligations

arising from the employment relationship, it may be due to the exercise of public

the function given time off work to the extent of not more than 20 working days

(innings) in a calendar year.



§ 202



The performance of civic duties



About the performance of civil obligations, in particular for witnesses, interpreters,

forensic experts and other persons summoned to a hearing at the Court of the administrative

authority, other State authority or local government body,

When providing first aid, measures against the infectious

the disease, while providing personal help in fire protection,

natural events, or in similar emergencies and later in

cases where a natural person is obliged by the legislation of personal

help provide.



§ 203



Other acts in the general interest of the



(1) other acts in the public interest provided by law or special

^ Law 70).



(2) time off work for another act in the general interest of the staff



and with wage compensation) or in the amount of average earnings to

performance of the duties of a member of



1. the authority of trade unions under this Act,



2. the Works Council or the Election Committee under this Act, as well as

Representative for the safety and health at work in accordance with this

Act (§ 283 to 285),



3. the Negotiating Committee or the European Works Council in accordance with this

Act (§ 288-298),



4. the authority of the elected employee of the legal person under the Special

^ Law 71),



5. the Negotiating Committee and a member of the Staff Committee, under a special

^ law 71a).



b) pertain to the performance of other trade union activities, in particular, to participate in the

meetings, conferences or congresses,



(c)) to participate in the training organised by the trade unions in the

range of 5 working days in a calendar year, unless a serious

operational reasons, with wage compensation in the amount of average earnings,



(d)) to blood donor activities and Apheresis; It is for the work

leave with wage compensation in the amount of average earnings for the period

the path to the subscription, the subscription going back and recovery after the subscription, if these

the facts interfere with working time within 24 hours of the onset of the path

to subscribe to. If the path to the subscription, the subscription, and the way back is not enough 24

hours, time off work with wage compensation in the amount of

the average earnings for a proven strictly necessary for more time, if

interferes with the working time. If there is no subscription for the time off work

with wage compensation in the amount of average earnings only for proven

time necessary for absence from work,



(e) activities of other donors) to biological materials; It is for the work

leave with wage compensation in the amount of average earnings for the period

the path to the subscription, the subscription going back and recovery after the subscription, if the above

the facts interfere with working time within 48 hours of the onset of the path

to subscribe to. According to the nature of the collection and the State of health of the donor, your doctor may

specify that the time off with wage compensation in the amount of the average

earnings is shortened or extended; However, with the extension of a maximum of

the time spans of working time within 96 hours of the onset of the path to the

the subscription. If there is no subscription for the time off work with wage compensation

or in the amount of average earnings only for proven strictly necessary

a period of absence from work,



(f)) to the employee's activities during a lecture or teaching including the trial

activity; It is for the time off work to the extent not exceeding 12 shifts (working

days) in a calendar year, unless serious operational reasons on

the side of the employer. A shorter section of each innings, in which it was

given time off work are added together,



(g) the activities of a member) the mountain rescue service and physical person on her challenge

and according to its instructions personally helps during the rescue in the field;

It is for the time off work to the extent necessary,



(h)) to the activities of the leaders of the camps for children and youth, their representatives for

Economic and health, with other group leaders, educators,

instructors, or medium-sized health care workers in the camps

for children and youth; It is for the time off work to the extent necessary,

but not more than 3 weeks in a calendar year, unless a serious

operational reasons on the part of the employer, and on the condition that the employee

at least 1 year before releasing consistently and worked free of charge with

children or youth work. The condition of continuous and free work

does not require, in the case of camps for disabled children and young people,



I) intermediary and arbitrator in collective bargaining;

It is for the time off work to the extent necessary,



(j)) to the activities of the voluntary census authority in the census, and

apartments including additional sample surveys of the population; It is for the

the time off work to the extent necessary, no more than 10 innings (working

days) in a calendar year, unless serious operational reasons on

the employer,



the activities of the voluntary health care professional) to the Red Cross in providing

health surveillance when sporting or social event; It is for the

the time off work to the extent necessary, unless a serious

operational reasons on the part of the employer,



l) to the activities of organized physical education, sport or interest

cultural action and necessary preparation for her; It is for the time off work in

extent strictly necessary, unless serious operational reasons on

the side of the employer.



§ 204



Time off work related to military obligations



(1) employees of the employer, time off work in absolutely

extent necessary, if an employee is required to attend to the

military administrative authority in connection with the performance of military conscription.



(2) employees of the employer, time off work in absolutely

extent necessary also for that needs to travel to space

profession and the performance of military exercises or extraordinary military

exercise.



(3) compensation for wages or salary for work related to military

the obligations referred to in paragraphs 1 and 2 shall be chargeable at the rate of average earnings

the competent military authority.



§ 205



Barriers to work for reasons of training, other forms of training or study



Participation in training, the other form of training or study, in which it has

the employee get the prerequisites laid down by the legislation or

the requirements necessary for the proper performance of the agreed work, which is in accordance with the

the need for the employer, if it affects the working time is an obstacle in the

work of the employee, for which the compensation of wages or salary

(section 232).



TITLE II



COMMON PROVISIONS ON OBSTACLES IN THE WORK OF THE EMPLOYEE



§ 206



(1) if the obstacle in the work of employees known in advance, shall request in due time

the employer to grant leave. Otherwise, the employee is

obliged to inform the employer about the obstacle and the estimated time of

its duration shall, without undue delay.



(2) a barrier in the work of the employee is required to prove to the employer. To

the fulfilment of the obligations under the first sentence are legal and natural persons

employees are obliged to provide necessary assistance.



(3) If, according to a special legal regulation the employee released

for barrier in the work because of the general interest, is the legal or natural

the person for whom the employee was active, or from whose initiative

He was obliged to reimburse the employer for which the employee has been in the

the time of the release of employment, pay wages or salary, which was

staff provided, if the legal or natural

a person cannot agree to the waiving of the reimbursement.



(4) in accordance with paragraph 3 shall be borne by the compensatory wage or salary that you

releasing the employer provides under this Act (§ 351 through 362);

neuhrazuje to pay wages or salary beyond the scope provided for in this

by law.



TITLE III



BARRIERS TO WORK FOR THE EMPLOYER



Section 207



Downtime and interruption of work due to adverse weather conditions



If an employee is unable to perform work



and for the transitional defect) impairment on the machinery,


that was not his fault, in the supply of raw materials or motive power, bad

working papers or other operational reasons, as for the downtime, and

If it is not transferred to another job, it must pay the wages or salary

of at least 80% of average earnings,



(b)) due to interruption of work due to adverse weather

influences or natural and has not been transferred to another job,

It must pay the wages or salary of at least 60% of the average

earnings.



Other barriers to work for the employer



§ 208



If the employee could not perform work for other obstacles on the side

employers than are listed in § 207, it must pay the wages or

in the amount of average earnings; This does not apply if the applied account

working time (article 86 and 87).



§ 209



(1) on another obstacle in the work of another employer than

referred to in § 109 paragraph. 3, it is also where the employer cannot

assign employees to work in a range of weekly working time due to

the temporary restrictions on sales of its products or restrictions in the demand for it

Services (partial unemployment).



(2) If, in the cases referred to in paragraph 1 of the agreement between the employer

and the amount of the compensation provided by the Trade Union wages, which is the responsibility

employees must pay the wages of not less than 60% of average earnings;

If the employer does not trade union organization, the agreement may be

replaced by the internal regulation.



§ 210



The time spent on a business trip or on a road outside the regular

departments other than the fulfilment of work that falls into the working

the time shall be regarded as an obstacle to work for the employer,

that the wage or salary employees do not truncate. However, if the employees of

because of the way the remuneration of wage or salary compensation, he walked

the wages or salary in the amount of average earnings.



PART NINE



HOLIDAY



TITLE I OF THE



BASIC PROVISIONS



§ 211



Employees who perform work in employment, in the

the conditions laid down in this part of the right to



and) holidays per calendar year, or a proportion thereof,



(b)) vacation for days worked,



c) additional leave.



TITLE II



HOLIDAYS PER CALENDAR YEAR, ITS PROPORTION OF, AREA VACATION AND

HOLIDAY FOR DAYS WORKED



Part 1



Holidays for the calendar year and the proportion of



§ 212



(1) employees who for the continuous duration of employment to

same employer held his job for at least 60 days in a calendar

Year holidays per calendar year, or its proportional part,

If the employment relationship did not last continuously for the entire calendar

of the year. For working shall be the date on which the employee has worked

the bulk of their shifts; part of the shifts worked on different days, the

do not stack.



(2) the proportion of holiday for each full calendar month

continuous duration of that employment of one-twelfth of the holiday

for the calendar year.



(3) the proportion of holiday is the responsibility of one twelfth of the also

the calendar month in which the employee has changed jobs, if the end of the

employment with current employer and employment

employment with the new employer on each other immediately followed;

employees in this case, the relative part of the vacation from the new

of the employer.



(4) if the employee Was fully released in the long term for the exercise of public

the function is required to leave his or her part to provide legal

or natural person for whom the employee is loose, active; This

legal or natural person is required to give him also the part of the

the holiday, which has not exhausted before releasing. If an employee has not exhausted

holiday before the release time, is obliged to give it to him

releasing the employer. Compliance with the conditions for the emergence of the right to leave

While assessing the whole for a period both before and after release.



§ 213



(1) the Amount of leave is at least 4 weeks in a calendar year.



(2) leave of employees employers referred to in § 109 paragraph. 3 is

5 weeks in a calendar year.



(3) the Holidays teaching staff ^ 47) and academic staff

universities ^ 72) is 8 weeks in a calendar year.



(4) If an employee with vacation working time unevenly

laid out on individual weeks, or for the period of the entire calendar year,

It must so many working days vacation, how many are from layout

working hours for the holiday falls in the middle.



(5) If, on an employee during a calendar year to a change

working hours, it must for the holidays this year in proportion,

that corresponds to the working hours.



(6) the Government may by regulation provide for the staff in railway transport with the

unevenly scheduled working hours pursuant to § 100 para. 1 (b). (c))

conditions under which the leave may be granted in the calendar

days.



Part 2



Holiday for days worked



section 214



Employees, to which there is a right to holidays per calendar year, or

at its proportionate part, because it did not take place in a calendar year for the same

employer work for at least 60 days leave for hours worked

the days of one twelfth of annual leave for every calendar year 21

days worked in the calendar year. The provisions of § 212 paragraph.

1 the second sentence applies here as well.



TITLE III



ADDITIONAL LEAVE



section 215



(1) an employee who is working for the same employer for the whole

calendar year underground mining of minerals or tunnelling and

the galleries, and the staff that takes place after the entire calendar year of work especially

difficult it is for the additional leave of a duration of 1 week. When it is working

employee under the conditions referred to in the first sentence only part of the calendar

year, it must for every 21 days worked one

Twelfth additional holidays. Additional leave because of the performance of the work

especially difficult employee after fulfilment stated conditions,

even though he has the right to additional leave because of the performance of the work under the ground

the extraction of minerals or tunnels and galleries.



(2) for employees who work especially difficult, for the purposes of

the granting of additional holidays for employees who



and) permanently working at least half the stipulated weekly working

time for the providers of health services or at their workplaces,

where they are treating sick with a contagious form of tuberculosis,



(b)) are at work in workplaces with infectious materials exposed to

the direct risk of infection if the work they perform at least

half of the fixed weekly working hours,



(c)) are exposed at work adverse effects of ionizing radiation,



(d) work in direct care) or using the mentally ill or

mentally challenged at least half of the weekly

working time,



(e)) as educators carry out education of youth in difficult conditions

or as healthcare professionals working in medical service

The prison service of the Czech Republic at least half set

weekly working hours,



(f)) work continuously for at least 1 year in the tropical or otherwise physically

difficult areas. An employee who had completed 1 year of continuous work

in tropical or otherwise physically difficult areas, has the right to

additional leave as early as this year; If an employee works in the

tropical or otherwise physically difficult areas continuously for more

than 1 year, it must for every 21 days worked in these

areas of additional leave, one twelfth of the



g) working in the prison service of the Czech Republic in direct contact with the

the accused in custody or sentenced in prison sentence

freedom at least half fixed weekly working hours,



h) work as divers for increased pressure suits or as

staff (kesonáři) performing the work in compressed kesonovací

the air in the working Chambers



I) as medical personnel carrying out activities in the provision of

emergency medical services at least half set

the weekly working time.



(3) the Ministry of labour and Social Affairs shall issue a decree tropical

or otherwise physically difficult area.



(4) it is for the additional leave under certain conditions only

the workers referred to in paragraphs 1, 2 and 3.



TITLE IV



COMMON PROVISIONS ON VACATION



Part 1



General provisions



§ 216



(1) the continuity of the employment relationship is regarded as the end of the

of the present and immediately following the creation of a new employment relationship

workers with the same employer.



(2) for the purposes of leave for the performance of the work shall not constitute time zameškaná for

important personal barriers to work, if they are not listed in the implementing

legal provision (§ 199 para. 2). The period of maternity leave and the

the period during which an employee take parental leave until after

which the employee is entitled to take maternity leave, and the period of

incapacity for work resulting from an accident at work or an occupational disease of


the occupation evolved in the course of work or in direct connection

for the purposes of assessing the performance of the work as a holiday.



(3) to determine whether the conditions are met, the establishment of the right to leave,

shall be assessed an employee who is employed for a fixed weekly

working hours, as he worked in a calendar week 5 working days, and

When the working time is not divided on all working days in the week;

This also applies for the purpose of reduction of holidays, with the exception of Unexcused

absence from work.



(4) if leave is prorated for less than a day, round to the

half-day; This also applies to the calculation of the twelfths of the holiday.



Part 2



Of leave



§ 217



(1) the period of leave, the employer is obliged to determine in accordance with

a written schedule leave issued with the prior consent of the

trade unions and works councils so that the holiday could be

as a rule, quite exhausted, and by the end of the calendar year in which the

the right to the holiday was created, if this Act is not stipulated

otherwise. When you specify a schedule, the leave is to be taken into account

operational reasons, the employer and the legitimate interests of employees.

Provides staff to leave in several parts, they must at least

one part shall be at least 2 weeks, if the employee is

employer agree on the other length of the leave. Specified period of time

the leave, the employer must notify the employees of the

at least 14 days in advance if the employee agrees to a shorter

the time.



(2) the employer may designate employees to leave, even if not yet

has not complied with the conditions for the emergence of the right to leave if it is possible

assume that the employee meets these conditions until the end of the calendar

year, or the termination of employment.



(3) the employer is obliged to compensate the staff costs without

his fault arose because the employer has changed him, specified period of time

leave or dismissed from a vacation.



(4) the employer shall specify the period of leave, the employee

carries out military exercises or exceptional military exercise, which is recognized by the

temporarily unable to work under special legislation ^ 61), nor on the

the period during which the employee is on maternity or parental leave and

an employee on parental leave. At the time, other barriers to work

for the employee, the employer may determine the leave only on the

his request.



(5) if the employee so requests, the employer to grant leave so

that immediately followed the end of the maternity leave, and

an employee of the employer to grant leave so that followed

immediately at the end of parental leave to the period for which it is

the employee is entitled to take maternity leave, the employer is

obliged to comply with their requests.



§ 218



(1) leave under section 211, the employer is obliged to staff

determined to leave in a calendar year in which the

employees entitled to holiday was created, unless the employer

obstacles in the work of the employee or urgent operational

the reasons why.



(2) if leave is exhausted in accordance with paragraph 1, the employer is

shall determine the employees so that it was spent by

the end of the following calendar year, unless provided for in paragraph 4

otherwise.



(3) if the leave is not determined by 30. June

the following calendar year, has the right to determine the leave also

employee. Leave the employee is obliged to notify in writing the

employers at least 14 days in advance, if agrees

the employer, at any other time of the notification.



(4) if leave is exhausted, or until the end of the next

the calendar year because the employee was temporarily working

invalid or due to maternity or parental leave, it is

the employer shall determine the period of such leave after the end of

These obstacles at work.



section 219



(1) If an employee Takes vacation or during military exercises

the exceptional military exercises in the armed forces, if it was temporarily

Unable to work, or treats a sick family member, vacation,

He pauses; This does not apply if an employer has designated leave on

for care of a sick family member, or for the performance of the military

exercises or extraordinary military exercise at the request of the employee.

Vacation is interrupted when a female employee maternity and parental

leave and employees taking parental leave.



(2) fall in the period of leave an employee a holiday on the day that is

otherwise, its a normal working day, not including him in the holiday.

Determine if the employer of the employees compensatory time off for overtime or

for work on public holidays so that they went to the period of leave shall be required to

to determine the compensatory time off on another day.



Part 3



The bulk of leave



section 220



The employer may, in agreement with the trade unions and with the agreement of the Council

employees determine the bulk of leave only if it is

necessary for operational reasons; the bulk of leave shall not be

more than 2 weeks and 4 weeks for art files.



Part 4



Changing jobs



§ 221



(1) If an employee Changes during the same calendar year of employment,

the new employer to provide vacation (holidays), on

which he is entitled at the current employer if

the employee requests no later than before the end of the employment relationship with

current employer and participating employers shall agree on the

the amount of compensation compensation for wages or salary for vacation (part of it), to which

employees with the employer offering the vacation (part of) the right

become a reality.



(2) changing the employment referred to in paragraph 1 shall mean the termination of

employment with current employer and immediately following the creation of

employment with the new employer.



Part 5



Vacation compensation



§ 222



(1) employees for the period of leave to pay wages or

in the amount of average earnings. The workers referred to in § 213 paragraph. 4

This can be a compensatory wage or salary granted in the amount of average

earnings corresponding to the average length of shift.



(2) employees for the compensation of wages or salary for unused

Holiday only in the event of termination of employment.



(3) where a right to compensation of employees wages or salary for

unused vacation or part thereof, that refund amount

average earnings.



(4) the employee is required to return the refund paid wages or salary for

vacation or a part thereof, which has lost the right to, or to which he

the right did not arise. The provisions of paragraph 1 second sentence applies here as well.



(5) compensation for wages or salary for additional leave is not included in the

can provide; This leave must always be exhausted, and that

as a priority.



Part 6



Reduction of vacation



§ 223



(1) if the employee did not work, that he has fulfilled the condition set out in section 212

paragraph. 1 in the calendar year for which it provides, for the holidays

barriers to work, for the purpose of vacation as a clear-cut performance

the work, the employer short vacation for first 100 lost

shifts (working days) about one twelfth, and for every other 21

lost shifts (working days) also about one-twelfth. Holiday

exhausted pursuant to § 217 paragraph. 5 before taking parental leave is not

possible due to subsequent parental leave.



(2) if the employer cuts short holiday at neomluveně

zameškanou shift (day job), he may leave the lumbering about 1 to 3 days;

neomluvená zameškání parts of the individual shorter shifts can add up.



(3) the reduction leave referred to in paragraphs 1 and 2 shall be employees,

whose employment with the same employer throughout the entire calendar

year, granted leave at least 2 weeks.



(4) employees who miss work for imprisonment,

for every 21 lost working days short holiday for

calendar year one-twelfth. As well is running out holiday for binding,

If the final condemnation of the employee or if the employee was

the prosecution exonerated or if criminal proceedings against him

stopped just because he is not a criminal offence

responsible, or that he was awarded the grace or that the offence has been

amnestied.



(5) holiday for days worked and additional leave may be shortened

only on the grounds referred to in paragraph 2.



(6) holiday, on which the right in the calendar year,

running out of reasons only incurred this year.



PART TEN



EMPLOYEE CARE



TITLE I OF THE



WORKING CONDITIONS OF EMPLOYEES



§ 224



(1) employers are required to make employees work

the conditions that allow the safe performance of work, and in accordance with the

special legal regulations provide for employees

occupational health services.



(2) an employer may provide employees a reward in particular



and when the life or work) anniversary, and the first time the termination of


employment disability pension for disability of the third degree

or after the acquisition of entitlement to old-age pension,



(b)) for the provision of assistance for the prevention of fires or for natural

the events, their destruction or removal of their consequences, or when

other incidents in which might be at risk the life, health

or property.



§ 225



An employer who, under special legislation ^ 73) creates

cultural and social needs Fund, participates with the Union

organizations about the allocation to this Fund and its disbursement.



§ 226



The employer is obliged to ensure the safekeeping and personal

items that employees typically wears to work.



TITLE II



PROFESSIONAL DEVELOPMENT OF EMPLOYEES



§ 227



Professional development of employees includes in particular the



and) training and learning curve,



(b)) training school graduates



c) deepening of the qualification,



d) skills development.



§ 228



Training and learning curve



(1) an employee who enters the job without qualification, it is

employer must train or educate; training or learning curve is

considered the performance of the work for which the employee wage or salary.



(2) the employer is obliged to train or educate the employee who

passes from the reasons on the side of the employer to a new place on the

a new kind of work, if it is necessary.



§ 229



Professional practice school graduates



(1) employers are required to ensure the graduates of secondary schools,

conservatories, colleges and universities, a reasonable

practical training to gain practical experience and skills required

for the performance of the work; professional practice is deemed to be the performance of the work for which

the employee wage or salary.



(2) a graduate for the purposes of paragraph 1 means an employee entering

to work on a job commensurate with his qualifications, if the total

the period of his professional experience has not reached after due (successful) completion of studies

(preparation) 2 years taking in this period of time the parent

or parental leave.



§ 230



Update skills



(1) the deepening of qualification means the continuous replenishment,

which does not change its nature and which allows the employee performance

contracted work; for the deepening of qualification also means its

maintenance and renewal.



(2) the employee is required to enhance their qualifications for the performance of

contracted work. The employer is entitled to impose the participation of employees in the

training and study, or other forms of training to deepen its

qualifications, where appropriate, require the employee to the deepening of

qualifications and for other legal or natural person.



(3) participation in training or other forms of training or study for

the purpose of deepening of qualification is considered the performance of the work for which

the employee wage or salary.



(4) costs incurred to update skills is to bear

the employer. If an employee is required to attend

update skills in the form of more expensive,

cost update skills involved. The provisions of paragraph 3 of this

However, shall not be affected.



(5) specific legislation) governing ^ 110 update skills

are not affected by this Act.



Increase the skills and qualification agreement



§ 231



(1) increasing the qualification means a change in the value of the qualification; by increasing the

qualification is also getting it or an extension.



(2) increasing the qualification is the study, education, training, or other

form of training to achieve a higher level of education if they are in

accordance with the need of the employer.



(3) specific legislation) governing ^ 110 training

are not affected by this Act.



§ 232



(1) if they are not agreed or determined higher or additional rights, for

employees from the employer in increasing the qualification of time off work

with wage compensation in the amount of average earnings



a) to the extent necessary to participate in the teaching, teaching or training,



b) 2 working days for preparation and execution of each test in the study in

program at a university or College,



c) 5 working days for preparation and execution of the final exam, graduation

test or discharge,



d) 10 working days on the elaboration and defence of graduation thesis,

Bachelor thesis, Master thesis, dissertation, or the written work,

which is finished by the study in the lifelong learning programme

at high school,



e) 40 working days for preparation and execution of the State examination,

State rigorous examination in the field of medicine, veterinary medicine and

hygiene and State exam.



(2) to participate in the entrance examination of the employee time off work in

extent strictly necessary.



(3) for the time off granted to perform the entrance examination, repair

the tests, to participate in the graduation ceremony or a similar ceremony is not

pay the wages or salary.



§ 233



The employer is entitled to monitor the progress and results of the raising of the

employee qualification; provide work breaks can stop, just

If



and became a long term) an employee unfit for the performance of work for

which increases the qualifications,



(b) an employee without the fault of the employer) for a longer period to fulfil without

serious reason a substantial obligations for further training.



section 234



(1) If an employer by an employee in the context of increasing

qualification qualifying deal is part of it, in particular, the commitment of the

employers allow employees to increase the skills and commitment of the

employees remain in employment with the employer for the agreed period,

However, after the longest period of 5 years, or pay the employer costs

with the increase of qualification of the employer to increase the qualification of the

employee, and even if, when an employee leaves

before increasing the ratio of qualification. The commitment of staff to remain in

employment starts from the increase in qualifications.



(2) qualification agreement may be concluded also in deepening

qualification (section 230) if the estimated cost of reaching at least 75

EUR; in this case, cannot be the deepening of qualification of employees

Save.



(3) the qualification agreement must contain



and qualification) and the method of increasing or deepening,



(b)) the period during which an employee agrees to stay with the employer in the

employment termination, increase or intensification of the qualification,



(c)) and types of costs the total amount of the costs which the employee

obliged to pay the employer fails to comply with its commitment to remain in

employment.



(4) the qualification agreement must be concluded in writing.



(5) the Government may by regulation to increase the amount referred to in paragraph 2.



section 235



(1) until the remaining employees in the workplace on the basis of the qualifying

the agreement does not include the period of parental leave to the extent of parental

leave the child's mother (section 196) and the absence of the employee at work for

the performance of unconditional imprisonment and binding, if

the final conviction.



(2) If an employee fails to comply with its obligation of qualifying agreement only

in part, the obligation to reimburse the cost of increasing or deepening of qualification

shall be reduced proportionately.



(3) the obligation of the employee to cover the costs of the qualification of the agreement

does not arise if the



and in the course of the employer) upskilling stopped providing

as agreed in the qualification the agreement because the employee without

his culpability became ineligible for the long term performance of the work for which

increased's qualifications,



(b)) terminated by notice given by the employer, unless the

notice of termination for reasons of infringement of the obligation of the employee resulting from legal

provisions relating to work performed during the course of work

or in direct connection with him, or if employment was terminated

Agreement for the reasons mentioned in section 52 (a). a) to (e)),



(c) the staff member is unable to act by) medical report issued

provider of occupational health services or the decision of the competent

administrative authority which reviews the medical report, the work for which

increased qualifications, or have ceased to be in long-term competence take place

on the work for reasons of occupational accident, diseases from

profession, or risk for this disease or reached to the workplace

specified by a final decision of the competent authority to protect public

health, maximum exposure,



(d)) the employer has received in the last 12 months for at least 6

months of the employee that the employee on the basis of

the qualification of the agreement reached.



TITLE III



CATERING STAFF



section 236



(1) the employer shall enable employees in all shifts

meal plan; This obligation does not have to employees posted on the work

the path.



(2) if the agreed in collective agreements or laid down in the

internal rules, employees catering; at the same time can

be agreed upon or established additional conditions for the emergence of the rights on these

boarding and the amount of the financial contribution of the employer, as well as more


the definition of employees circuit, which provides meals, the Organization

dining, the method of its implementation and financing by the employer,

If these matters are not regulated for the specified range of employers

special legislation ^ 75). This does not affect the tax regulations.



(3) if the agreed in collective agreements or laid down in the

internal rules, may be discounted meals provided



and former employees of the employer), who worked with him in the

retirement or disability pension for disability

the third degree,



(b)) for pumping their employees leave,



c) employees during the period of temporary incapacity.



TITLE IV



SPECIAL WORKING CONDITIONS SOME EMPLOYEES



Part 1



Employment of individuals with disabilities



§ 237



The obligation of employers to the employment of individuals with disabilities

disabilities, and to provide the necessary working conditions for them

specific legislation ^ 76).



Part 2



Working conditions of workers



§ 238



(1) it is prohibited to employ a female employee works that threaten the

their motherhood. The Ministry of health shall lay down by Decree labour and

workplaces that are prohibited to pregnant workers,

workers who are breastfeeding, and workers-mothers by the end of the ninth

months after the birth.



(2) it is prohibited to employ pregnant workers, workers

who is breastfeeding, and employee-mother to the end of the ninth month after childbirth

the work for which they are not according to medical opinion medically eligible.



Part 3



Working conditions of workers, breastfeeding mothers, employees

caring for a child and of other natural persons



§ 239



(1) If a pregnant employee work that is pregnant

workers, disabled or that according to medical opinion, endangers the

her pregnancy, the employer must transfer her temporarily to work,

that is appropriate for it and where you can achieve the same earnings as

in previous work. If a pregnant employee working at night on the

inclusion in the daily work, the employer is obliged to comply with her request.



(2) the provisions of paragraph 1 shall apply by analogy to the employee-mother to

the end of the ninth month after childbirth and workers who are breastfeeding.



(3) if the employee Achieves at work, which has been converted, without

its the fault of lower earnings than in previous work, provides her

to compensate for this difference by a special compensatory allowance

^ law 77).



§ 240



(1) pregnant workers, workers and employees taking care of children

until the age of 8 years of age may be sent on a business trip outside the perimeter of the village

their place of work or place of residence only with their consent; translate may

the employer only at their request.



(2) the provisions of paragraph 1 shall also apply for the lone female employee and

solitary employees who care for a child until the child has not reached the age of

for 15 years, as well as for the employees, which proves that he himself

in the long term takes care of a person who is under a special legal regulation

considered a person dependent on the assistance of another individual in stage II

(moderate dependency), in stage III (severe dependence) or degree

IV (full dependency) ^ 77a).



§ 241



(1) the employer shall be taken into account in classifying employees into

shifts to the needs of the workers and employees caring for the children.



(2) if so requested by the employee or an employee taking care of a child under

15 years, a pregnant employee or an employee who can provide evidence that the

in the long term by taking care of a person who is under a special

the law considers a person dependent on the assistance of other natural

people in stage II (moderate dependency) in tier III (severe

dependency), or stage IV (full dependency) ^ 77a), about shorter working

time or another suitable adjustment of the fixed weekly working hours,

the employer is obliged to grant the request, unless serious operational

the reasons why.



(3) prohibited to employ pregnant workers work overtime.

Employees who care for a child younger than 1 year,

the employer must not be required to work overtime.



Part 4



Breaks for breastfeeding



§ 242



(1) a female employee who is breastfeeding her child, the employer must

provide breaks special breaks for breastfeeding.



(2) an employee who works for a fixed weekly working hours,

It is the responsibility for each child by the end of 1 year of his age 2

breaks and in the next 3 months, a half-hour break during a shift.

If after the shorter working hours, but at least half of the week

working time, it is for only a half-hour break, and on each

a child up to the end of the 1 year of his age.



(3) breaks for breastfeeding are counted as working time and responsibility for

they pay the wages or salary of average earnings.



Part 5



The working conditions of minors of employees



§ 243



Employers are obliged to create favourable conditions for the all-round

the development of physical and mental abilities of juvenile employees also

special modification of their working conditions.



§ 244



Employers are allowed to employ young workers only work

that are appropriate to their physical and mental development, and provide

Jim at work increased care.



§ 245



(1) prohibited to employ young workers work overtime and work

in the night. Exceptionally can young employees older than 16 years held

night work not exceeding one hour, if it is necessary for their

education to the profession, and under the supervision of an employee of an older 18 years

If such supervision is necessary for the protection of young workers. Night

the work of young workers must immediately follow up on his

the work of the incumbent by shifts on time of the day.



(2) if it is prohibited to employ young workers work for

He received the education to the profession, because it is her performance

youthful employees disabled or because according to medical opinion

issued by the occupational health service provider is threatening his health,

the employer shall, until such time as the youthful employee can

This work take place, give him another reasonable job matching

If possible, his qualifications.



§ 246



(1) prohibited to employ young workers work under the ground when

extraction of minerals or tunnels and galleries.



(2) prohibited to employ young workers work

taking into account the anatomical, physiological and psychological particularities of this

age are unreasonable, dangerous or harmful to their health.

The Ministry of health shall lay down by Decree, in agreement with the Ministry of

industry and trade and the Ministry of education, youth and sports

work and workplaces which are prohibited to minors of employees, and

the conditions under which they may, exceptionally, these young employees work

take place because of the training.



(3) prohibited to employ young workers also work when

which are at increased risk of injury or that the performance of

they could seriously jeopardise the safety and health of other employees or

of other individuals.



(4) Prohibition of certain work can be extended by decree under paragraph

2 to the employee under the age of 21 years.



(5) the employer shall keep a list of juvenile workers

are employed; the list contains the name or names,

name, date of birth, and the type of work that the employee

It performs.



§ 247



(1) the employer shall ensure at his own expense to adolescents

employees were evaluated by a provider of occupational health services



and) before the creation of employment and prior to transfer to another job,



b) regularly as necessary but at least once a year.



(2) young employees are required to undergo prescribed medical

in tests.



(3) when you save the work tasks on a juvenile employees is

the employer is obliged to follow the medical opinion issued by the

provider of occupational health services.



PART ELEVEN



COMPENSATION FOR MATERIAL AND NON-MATERIAL DAMAGE



TITLE I OF THE



PREVENTION



§ 248



(1) the employer is obliged to provide to its employees such

working conditions, so that they can properly perform their job tasks without

risk to the health and property; If it detects a fault, it is obliged to take the measures

to remove them.



(2) the employer shall be entitled to protect assets in the necessary

the range to check things that employees bring to him or

from him they're going through, where appropriate, carry out surveys of employees. When

control and inspection referred to in the first sentence, the protection must be observed

personality. Personal tour only a natural person may perform the same

gender.



§ 249



(1) the employee is obliged to act so as to avoid property

injury (hereinafter referred to as "damage"), non-material injury or unjust enrichment.

If there is damage or non-material damage, shall be obliged to notify

the parent of the head.



(2) if it is to avert the imminent harm employers urgently need to


the procedure, the employee is obliged to take action; does not need to do so, if

his important circumstance or if this would expose the serious

a threat to themselves or other employees or persons nearby.



(3) If an employee becomes aware that it has created the necessary working

conditions, is obliged to notify this fact to the supervisor to the head

employees.



TITLE II



THE OBLIGATION OF THE EMPLOYEE TO COMPENSATION



Part 1



General obligation to compensate for damage



§ 250



(1) the employee is obliged to compensate the employer damages

caused due to a breach of duty during the course of work

or in direct connection with it.



(2) if the damage caused by the breach of duty on the part of also

employers, the obligation to compensate employees is relatively limited.



(3) an employer is required to prove the fault of the employee, with the exception of

in the cases referred to in § 252 and 255.



Part 2



Failure to comply with the obligation to prevent damage



§ 251



(1) an employee who knowingly told a superior leader

the employee on the employer or the damage had action taken against

imminent harm, as this would prevent the imminent occurrence of

damages, the employer may require to share in the compensation,

that was caused by the employer, to the extent reasonably

circumstances of the case, if it is not possible to replace the otherwise.



(2) an employee is not obliged to compensate for damage caused during

preventing imminent harm to the employer or directly threatened

life or health, if this State alone and deliberately acted in a

a manner appropriate to the circumstances.



Part 3



The deficit on the values assigned to the employee is obliged to charge,

and the loss of the conferred things



Section 1



The deficit on the values assigned to the employee is obliged to charge



§ 252



(1) if the agreement has been concluded with the employee about the responsibility to protect

the values entrusted to the employee for the expense report (hereinafter referred to as "the agreement on

responsibility for delegated values "), which shall be treated as cash,

securities, goods, supplies or other values that are the subject of

revenue or circulation, with whom an employee has the ability to personally dispose of after

the entire period during which he has been entrusted, is obliged to compensate

employer shortfall on these values.



(2) the agreement on liability for assigned values may be closed earlier

on the day when the individual reaches 18 years of age.



(3) if the employee is limited, not for his representative

to conclude an agreement on liability for assigned values.



(4) the agreement on liability for assigned values must be concluded in writing.



(5) the employee is relieved of the obligation to compensate the deficit entirely, or

in part, if he proves that the deficit has arisen wholly or in part without

the fault, in particular, that he was ignoring any obligations of the employer

impossible values assigned to the handle.



§ 253



(1) an employee who has concluded an agreement on liability for delegated

values may withdraw from it if he pursues another job, if it is transferred

on another job or to another site, if translated, or if

at the time the employer within 15 calendar days from receipt of the written

the warning does not delete faults in working conditions that prevent

the proper management of the assigned values. The values are assigned to the

the Bill together more employees, an employee from the agreement on the

responsibility for delegated values also withdraw, if the

workplaces classified or other employee is appointed by another leading or

his representative. Withdrawal from this agreement on liability under the first sentence

must be in writing.



(2) the obligation of the agreement on liability for assigned values terminates on the date

termination of service or on the date of termination of this

the agreement received by the employer, unless the termination of this agreement

specify the date later.



§ 254



(1) the employer is obliged to carry out an inventory at the conclusion of the

responsibility for delegated values upon termination of this agreement,

performance of other work, transferring employees to other work or

another site, when his transfer and upon termination of employment.



(2) at workplaces where people work together to committed

the Bill conferred on the values, the employer shall make an inventory

at the conclusion of agreements on liability for assigned values with all together

zavázanými employees, upon termination of the commitment of all these agreements, when

performance of other work, when you transfer to another job or to another site

or transfer of all contracted employees together, when you change to

the Manager of the employee or his representative and the request

together with any of the staff at the change in their

the collective, or upon the resignation of one of them, from the agreement on the

liability for assigned values.



(3) If an employee referred to in paragraph 2, whose employment contract

He ended up, or who performs a different job, or which has been converted to

other work, or has been transferred to another workplace or translated,

While requests for count, is obliged to compensate the deficit

detected by the nearest inventory on his earlier work. If

an employee who is at the workplace where the employees work

together committed to the Bill conferred on the values, while requests for

perform inventory, is obliged, if agreement on liability for

assigned values did not resign, the deficit identified nearest inventory

replace.



Section 2



The loss of the conferred things



Section 255



(1) the employee is obliged to compensate the damage caused by the loss of instruments,

protective equipment and other similar things that he

the employer had entrusted to the written confirmation.



(2) a matter referred to in paragraph 1, whose price exceeds $ 50,000, may only be

employees entrusted with only on the basis of the agreement on liability for loss

conferred things.



(3) the agreement on liability for the loss of goods entrusted may be closed

earlier in the day, when the individual reaches 18 years of age.



(4) if the employee is limited, not for his representative

to conclude an agreement on liability for loss of goods entrusted.



(5) the agreement on liability for the loss of goods entrusted must be closed

in writing.



(6) the employee is relieved of the obligation to compensate the loss of the whole or

in part, if it proves that the loss arose wholly or in part without

at fault.



(7) the Government may by regulation to increase the amount referred to in paragraph 2.



§ 256



(1) an employee who has concluded an agreement on liability for loss

conferred things, can withdraw from it if the employer

did not create the conditions to ensure the protection of the conferred things against their

the loss. Withdrawal from this agreement on liability under the first sentence must have

a written form.



(2) the obligation of the agreement on the responsibility for the loss of goods entrusted shall cease

on the day of termination of employment or the date of termination of this

the agreement received by the employer, unless the termination of this agreement

specify the date later.



Part 4



Range and method of compensation for damage



§ 257



(1) an employee who has the obligation to pay compensation in accordance with § 250, is

the employer shall be obliged to replace the real damage, in monetary terms,

If neodčiní indication of the damage in the previous state.



(2) the amount of compensation for damage caused by negligence shall not

exceed the individual employee an amount equal to

čtyřapůlnásobku its average monthly earnings before the violation of

obligations to which caused the damage. This restriction does not apply if the damage

was caused intentionally, drunk driving, or other substance abuse

substances.



(3) in the case of damage caused intentionally, the employer may require

In addition to the amount referred to in paragraph 2, as well as compensation for lost profits.



(4) caused the damage caused to the employer, the employee is also required to

replace only a proportion of the damages according to the degree of his culpability.



(5) if the compensation jointly committed to more employees, is the

each of them shall be obliged to replace a proportion of the damages according to the degree of his

at fault.



§ 258



When determining the amount of compensation according to § 251 into account in particular

the circumstances that prevented the fulfilment of obligations and the importance of damages for

of the employer. The amount of damages shall not exceed the amount of

equal to three times the average monthly earnings of the employee.



section 259



An employee who has an obligation to compensate damage caused by a deficit on the

the values assigned, or caused by the loss of the conferred things, is obliged to

replace the damage in full.



§ 260



(1) if it is to compensate the deficit together, committed to more workers, the

the individual employees in proportion to their share of the compensation obtained

gross earnings, and the earnings of their leader and his Deputy,

included in the double that amount.



(2) the percentage of the refund fixed in accordance with paragraph 1, for each

employees, with the exception of leader and his Deputy, exceed the amount

equal to their average monthly earnings before the damage occurred.

If customer fail to pay the specified shares the entire deficit, are required to pay

the rest of the head and his Deputy in proportion to their gross achieved

earnings.




(3) if it is found that the deficit was caused by all or part of any of the

together with the staff, is obliged to compensate this deficit

the employee according to the degree of his culpability. The remainder of the deficit are

required to replace all beholden to the staff shares designated by the

referred to in paragraphs 1 and 2.



(4) in determining the share of individual together with employees

is based on their gross earnings accounted for the time since the previous

counting the date of identification. In doing so, all earnings are counted

the calendar month in which this inventory is performed, and no

the earnings for the calendar month in which the deficit was detected. If it has been

However, staff at the place of work during this period included

his gross earnings made from the day when the site was classified, in

date of detection of a deficit. Gross income does not include the wage compensation

or salary.



Part 5



Common provisions on the duties of the employee compensation



§ 261



(1) an employee who is suffering from a mental disorder, is obliged to compensate

the damage caused by it, if it is able to control his conduct and assess the

its consequences.



(2) the employee shall own fault to such a State that the

not being able to control his conduct or assess its consequences, it is

shall be obliged to compensate for the damage caused in that State.



(3) Damage is obliged to replace the employee who caused intentional

Act against good morals.



§ 262



The amount of the required compensation determined by the employer; caused the damage caused to

senior employee who is the statutory body or representative,

alone or jointly with the child of an employee, shall determine the amount of compensation

the one who a statutory authority or his representative on the job

He has appointed.



§ 263



(1) the amount of compensation is required by the employer to an employee

obliged to discuss her notify him in writing and normally not later than 1

months from the date when it was determined that the damage occurred, and that the employee is

obliged to replace it.



(2) If an employee is entered into with the employer an agreement about how the refund

the damage is part of the amount of compensation requested by the employer,

If its obligation to compensate the staff member acknowledged. According to the agreement

the first sentence shall be concluded in writing.



(3) the amount of compensation required and the contents of the agreement about how her

the refund, with the exception of compensation not exceeding $ 1,000, the employer is

shall discuss with the trade unions.



§ 264



For reasons of particular interest to the amount of compensation, the Court may

reasonably reduced.



TITLE III



THE EMPLOYER'S OBLIGATION TO PAY COMPENSATION



Part 1



General obligation to compensate for damage



§ 265



(1) the employer is obliged to compensate the damage that his employees

during the course of work or in direct connection with it

violation of legal obligations or intentional act against good

morals.



(2) the employer is obliged to compensate workers whether or not damages

caused the violation of legal obligations in the performance of job duties

employers employees acting on its behalf.



(3) the employer is not obliged to compensate staff for damage on the transport

the device, which he used for the performance of work tasks or in direct

connection with him without his consent, nor any damage which arises on the

Tools, devices and articles necessary for the performance of the employee's work,

used without his consent.



Part 2



Preventing damage



§ 266



(1) the employer is obliged to compensate the staff caused the damage that

the employee suffered in preventing imminent harm employers or

danger to life or health, if the damage suffered intentional

conduct employee and the employee acted in a manner appropriate

in the circumstances. The provisions of the first sentence shall also apply to reasonably incurred

costs.



(2) the right to compensation referred to in paragraph 1 has an employee who

thus averting danger to life or health, if the

shall be obliged to compensate the employer.



Part 3



Belongings



§ 267



(1) the employer is obliged to compensate staff for damage to property,

that is usually worn to work and that the employee put down when you

performance of work tasks or in direct connection with him on the spot to

the specified or normal.



(2) the right to damages shall be extinguished if the emergence of the

the employer without undue delay, no later than 15 days

the date when the learned of the damage.



Part 4



Range and method of compensation for damage



§ 268



(1) the employer is obliged to compensate the employees actual damage.

In the case of damage caused intentionally, an employee should also

compensation for loss of profit.



(2) Damage to property, the employee typically wears to work and that

is assumed by the employer in a special custody, the employer is

employees shall be obliged to replace the amount of $ 10,000. If it is found,

the damage to these matters has caused other employee or if there is

damage to the things that the employer took into special custody, is

the employer shall be obliged to replace staff for damage in full.



(3) the right to compensation referred to in paragraph 2 shall lapse if its

emergence of the employer, without undue delay,

not later than 15 days from the date on which the learned of the damage.



(4) the Government may increase the amount of Regulation referred to in paragraph 2.



Part 5



Accidents at work and occupational diseases



Section 1



Extent of damages and non-material damage and a waiver of the obligation to

refund



section 269



(1) the employer is obliged to compensate staff for damage or

non-material damage resulting from an accident at work, if the damage or

the non-material damage occurred in the performance of work or in direct

connection with him.



(2) the employer is obliged to compensate staff for damage or

non-material damage resulting from occupational diseases if the employee

the last time before finding work with the employer under the conditions,

under which arises from an occupational disease, which has been affected.



(3) As an occupational disease, compensate and incurred prior to its

inclusion in the list of occupational diseases, and that its inclusion in the

the list, and for a maximum period of 3 years prior to its inclusion on a list.



(4) the employer is obliged to compensate the damage or non-material damage, and

When complied with the obligations arising from legislation and other regulations to

ensure the safety and health at work, if the obligations

to compensate for damage or non-material damage wholly or partially relieves them.



section 270



(1) the employer shall be relieved of the obligation to compensate for damage or

non-material damage completely, if he proves that it was



and) by the affected employee has violated its the fault of the law, or

other regulations or guidelines to ensure the safety and protection of health

at work, although he has been duly acquainted with them and their knowledge and

compliance with required and were consistently controlled, or



(b)) as a result of intoxication affected employee or as a result of abuse

other addictive substances and the employer could not damage or non-material

the injury to prevent,



and that these were the only cause of the damage or non-material

the injury.



(2) the employer shall be relieved of the obligation to compensate for damage or

non-material damage in part, if he proves that it was



and) as a result information as referred to in paragraph 1 (b). a) and b) and that the

These facts have been one cause of the damages or non-material damage, or



(b)) because the employee acted contrary to the usual way

the behavior so that it is clear that, although the law did not infringe legal or other

regulations or guidelines to ensure the safety and health at

work, acted recklessly, even though he had given its

qualifications and experience to be aware of that can cause harm to

health. For reckless conduct is not considered common carelessness

and negotiations resulting from the risk of the work.



(3) if the employer is relieved of the obligation to compensate the damage or

non-material damage in part, is obliged to determine the part that carries the

the employee, according to the measure of his fault; in the case referred to in paragraph 2

(a). (b) the employer is, however, obliged to) to pay at least one-third of

damages or non-material damage.



(4) in assessing whether the employee has violated the law or other

regulations or guidelines to ensure the safety and health at

the work, the employer could not rely on general provisions, in accordance with

where has everyone so that he does not endanger their health and the health of

other.



§ 271



The employer cannot relieve the obligation to compensate for damage or

non-material damage in whole or in part, where an employee has suffered

an accident at work in preventing imminent harm employers or danger

directly threatening life or health, if an employee intentionally this status

did not induce.



Section 2



Types of compensation



§ 271a



Compensation for loss of earnings for the period of incapacity for work



(1) compensation for loss of earnings during the period of incapacity, it is for

employees in the amount of the difference between the average earnings before the injury

caused by an accident at work or an occupational disease and the full amount of the refund

the wages or salary under section 192 or rewards from the agreement pursuant to section 194 and full


the amount of sickness. Compensation for loss of earnings pursuant to the first sentence

the employee in the amount of his average earnings before the damage occurred

even at a time when according to § 192 paragraph 2. 1 part of the second sentence after the semicolon

It is not for wages or salary compensation or rewards from the agreement.



(2) compensation for loss of earnings referred to in paragraph 1, the employee

even in his inability to work due to the same accident at work

or occupational disease. Average earnings before the injury, according to

the first sentence is the average earnings of the employee before the emergence of more

damage. If, before the emergence of additional damages employees

compensation for loss of earnings after the incapacity, compensation

for loss of earnings referred to in paragraph 1 shall provide to the employees of the above

the amounts to which he is entitled to compensation for loss of earnings after

termination of incapacity for work, had he not been unable to work. For earnings

After an industrial accident or occupational disease shall be treated as

pay the wages or salary under section 192 or rewards from the agreement pursuant to section 194 and

sick-list.



§ 271b



Compensation for loss of earnings after the incapacity



(1) compensation for loss of earnings after the incapacity or

in recognition of the disability of the employee in the amount of the difference between the

average earnings before the injury and earnings obtained after

an industrial accident or occupational disease, plus

the eventual invalidity pension received for the same reason. To reduce the

disability pension for overlapping with another pension under the legislation of

on pension insurance, nor to the earnings of employees, which has reached the

increased work effort, shall be disregarded.



(2) compensation for loss of earnings referred to in paragraph 1, the employee

even when the incapacity for work for a reason other than the original work

occupational accident or disease; for earnings after an industrial accident or

occupational disease shall be treated as earnings, from which the amount

the sickness.



(3) compensation for loss of earnings after the incapacity or

in recognition of invalidity under paragraph 1 for employees, which is

kept in the records of applicants for employment; for earnings after an industrial accident

or after occupational disease shall be treated as income in the amount of

the minimum wage. If the employee received before he became a contender

for employment, compensation for loss of earnings after the work

the inability of this remedy, it must be such, that his

a right for the duration of the employment relationship or legal relations

based agreements on work performed outside an employment relationship.



(4) If an employee reaches from his guilt lower earnings than other

staff performing the same job for the employer or job

of the same species, it is considered earnings after an industrial accident or the findings of the

occupational disease, the average earnings, which they achieve these other

employees.



(5) an employee who refuses to Board without serious reasons, work,

which the employer secured compensation for loss of earnings

referred to in paragraph 1 only in the amount of the difference between average earnings before

the emergence of damages and average earnings, which could reach in the work,

He was assured. The employer does not pay for the damage to the

the amount that you earn without serious reasons, failed.



(6) compensation for loss of earnings after the end of temporary work

the inability of the employee until the end of the calendar month,

in which it has attained 65 years of age or retirement age, if the retirement age is higher

than 65 years, or until the date of awarding a retirement pension from the pension

insurance.



§ 271c



Compensation for the pain and make it more difficult for social application



(1) compensation for pain and worsening social application provides

employees in a lump sum, at least under the law

issued for the implementation of paragraph 2.



(2) the Government regulation of compensation for the pain and make it more difficult

the social application of corresponding to the injury, the method of determining the amount of

compensation in individual cases and procedures when issuing a

assessment, including its requirements in relation to the activities under consideration.



§ 271d



Reasonably incurred costs associated with treatment



Reasonably incurred costs associated with treatment belongs to those who make these

the costs incurred.



§ 271e



Compensation for damage



An employee who has suffered an accident at work or has been detected

occupational disease, the employer is obliged to provide compensation for the General Ledger

the damage; the provisions of § 265 para. 3 also applies here.



§ 271f



Damages under this Act is not a possible loss of income.



Section 3



Types of refunds on the death of the employee



§ 271g



A replacement reasonably incurred costs associated with treatment and recovery

reasonable costs associated with the funeral



(1) compensation reasonably incurred costs associated with treatment and recovery

reasonable costs associated with the funeral belongs to those who make these costs

He expended. From the reasonable costs associated with funeral expenses shall be deducted

death grants provided under a special legal regulation.



(2) reimbursement of reasonable costs associated with the funeral expenditure

posted in funeral, cemetery fees, expenditure on the establishment of a monument or

Board to the amount of at least $ 20,000, spending the Memorial or boards,

travel expenses and one-third of the usual expenses for funeral clothing

persons close to the.



(3) the Government may, in view of the changes that occurred in the development of the price

levels, increase the amount of regulation on the establishment of a monument or plates according to

of paragraph 2.



§ 271h



Cost recovery for survivors of



(1) the refund of the cost of food, which survivors

deceased employee food was provided or was obliged to provide,

by the time in which this obligation was, up to the end of the

the calendar month in which the deceased employee would have reached age 65

age or retirement age, if the retirement age is higher than 65 years.



(2) the reimbursement of the costs referred to in paragraph 1 for the survivors in the amount of 50% of the

the average earnings of employees, established before his death, if

the food provided for or was obliged to provide for one person, and 80% of the

This average earnings if the food was provided or was obliged to

provide more than one person. From the amounts attributable to each of the survivors

minus the pension granted to survivors because of the death of the employee. To

the potential earnings of the surviving shall be disregarded.



(3) in the calculation of compensation for survivors of the costs is based on the

the average earnings of the deceased employee; reimbursement of costs of nutrition

all survivors must not, however, exceed the amount of the sum of the

also belonged to the deceased employees compensation for loss of earnings under section

271b para. 1, and shall not be granted for longer than would be entitled to the deceased

employees pursuant to § 271b para. 6.



§ 271i



One-time compensation survivors



(1) the one-time compensation survivors belongs to the surviving spouse,

partnerovi51a) and nezaopatřenému child, each in the amount of at least

240 000. One-time compensation to survivors in addition to his parents, it is for

the deceased employee, if the employee had lived in the home, in the

the aggregate amount of at least 240 000; one-time compensation of at least

It is for the 240 000 CZK in the case that the deceased employee lived in

only one parent households.



(2) the Government because of the changes that have occurred in the development of wage levels and

the cost of living, increase the amount of one-time compensation regulation

survivors.



§ 271j



Compensation for damage



Compensation for damage, it is for the heirs of an employee; the provisions of § 265

paragraph. 3 also applies here.



Section 4



Specific and common provisions on occupational accidents and occupational diseases

the profession



§ 271 k



(1) an accident at work for the purposes of this Act is the damage to the health or

the death of the employee, if to them independently of his will, in the short,

sudden and violent action of external influences in the course of work

or in direct connection with it (§ 273 and 274).



(2) as a work-related injury is assessed whether or not the injury, that the employee has suffered

for the course of work.



(3) an accident at work is not an accident that happened to the employees on the way

to work and back.



(4) occupational diseases are diseases specified in a particular legal

prescription.



§ 271l



Compensation for loss of earnings for a period of sick leave and compensation for

loss of earnings after the sick leave for the same reason are

a separate law, which is not next to each other.



§ 271m



(1) when determining average earnings for purposes of compensation when

accidents at work or occupational diseases is a decisive period

the previous calendar year, if the vesting period for employees

more profitable.



(2) compensation for loss of earnings and costs of nutrition

the bereaved, the employer is obliged to pay out regularly once

monthly, if not agreed upon a different way of payment.



§ 271n



(1) in the case of compensation for damage or non-material damage when an occupational disease


the employer has to damage or non-material damage, the right to

compensation to all employers, in which the affected employee

He worked for the conditions in which the occupational disease was established, which was

affected, to the extent corresponding to the period during which he worked for

These employers under such conditions.



(2) in the case of other damage or non-material damage to health than

an accident at work or an occupational disease, applies to the method and scope of its

the refund provisions on occupational accidents.



§ 271o



For the employee who is at the time of an accident at work or the establishment of

profession in several employment relationships or is operating on the basis of the agreement

about work performed outside an employment relationship, when fixing the amount of compensation for

loss of earnings is based on the average earnings achieved in all

These fundamental labor relations, and for a period, after which the

might last.



§ 271p



(1) a worker who sustains an accident at work or has been detected

occupational disease, employment contracted for a fixed period or when you

work on the basis of the agreement on work performed outside an employment relationship

concluded for a definite period, the compensation for loss of earnings only to

the time when this basic employment relationship had come to an end. After this time

the compensation for loss of earnings, if possible according to the

circumstances to assume that the affected employee would continue to be

employed. Other rights arising from the obligation to compensate for damage or

non-material damage caused by an accident at work or occupational disease

This does not affect.



(2) If a work-related injury or occupational disease in

those receiving old age pension or disability pension for disability

the third degree, it is incumbent upon him compensation for loss of earnings for a period, if the

ceased to be employed for reasons that are not related to an accident at work

or occupational diseases; If, for reasons that are related to

an accident at work or occupational diseases, it is for him a compensation for the loss

earnings for the period during which due to their State of health

before an accident at work or occupational diseases could work. The provisions of the

§ 271b para. 6 also applies here.



§ 271q



The rights arising from § 271g-271j are not dependent on whether the

before his death, an employee within the prescribed period the right to compensation

or non-material damage.



§ 271r



The method and the amount of compensation or non-material damage, the employer is

without undue delay shall discuss with the trade unions and the

by the employee.



§ 271s



The amount of the compensation, the Court may set out by law (§ 271c and 271i)

reasonably increase.



§ 271t



Not be limited to the rights of the employee to compensation for loss of earnings from

because of an accident at work or occupational disease, or other damages or

non-material injury than because of an accident at work or an occupational disease of

profession and the right to reimbursement of the costs for survivors. The right to

individual achievements resulting from them are, however, barred.



§ 271u



(1) changes the ratios substantially damaged that were decisive

to determine the amount of the refund may be damaged and the employer to claim

changes in the adaptation of its rights or obligations.



(2) the Government because of the changes that have occurred in the development of wage levels and

the cost of living, the regulation modifies the terms, amount and method of compensation for the

loss of earnings granted to employees upon completion of the work

incapacity resulting from an accident at work or occupational diseases, and that

as a rule, with effect from the beginning of the calendar year; This also applies to the

reimbursement of costs for survivors.



TITLE IV



COMMON PROVISIONS



§ 272



When determining the amount of damage is based on the usual price at the time of

damage or loss, taking into account what must to restore damaged or

Replace functionality of things reasonably spend.



§ 273



(1) performance of work tasks is the performance of job duties

arising from employment and from legal relationships established

agreements on work performed outside an employment relationship, other activities

carried out at the behest of the employer, and the activity that is the subject of

the working path.



(2) performance of work tasks is also an activity done for the employer

on the initiative of the trade unions, works councils, where appropriate, a representative for the

the safety and health at work, or a representative of the employees in the

The European Works Council or other staff or activities

done for the employer on its own initiative, if the employee

It does not need special permissions or it does not perform against the express

the prohibition on employers, as well as the voluntary assistance of the organized

by the employer.



§ 274



(1) in direct connection with the performance of the Working tasks are tasks needed

for the performance of work and tasks during normal or necessary before the beginning

work or its aftermath and acts normal at the time of breaks

for meals and rest in the object of the employer and further examination by

providers of health services to be carried out at the behest of the employer

or examination in respect of night work, first aid and treatment

the path to it and back. However, such acts are not the path to employment and

back, eating, examination or treatment by providers of health

services or the path to it and back, if it is not done in an object

of the employer.



(2) in direct connection with the performance of work tasks is training

workers organized by the employer or the Trade Union,

where appropriate, the authority of the supervisor to the employer, which shall be monitored

increasing their vocational preparedness.



section 274a



(1) on the way to work and back means the journey from the place of the employee's

residence (accommodation) to the point of entry into the object of the employer or the

other place designated to perform work and back; for staff members in the

forestry, agriculture and construction also journey to the designated rally point

and back.



(2) the path from the village of residence of the employee to the workplace or place of

accommodation in another village, which is the aim of the mission, if it is not

at the same time the municipalities of its regular work, and back shall be treated as

necessary action before the beginning or after the end of the work.



the title launched



§ 275



(1) the employer is obliged to compensate staff for damage or

non-material damage, in monetary terms, if the damage to neodčiní indicating in

the previous state.



(2) If an employer can prove that the damage resulted from also damaged

the employee, his obligation to compensate is relatively limited.



PART TWELVE



INFORMATION AND CONSULTATION, THE SCOPE OF THE TRADE UNIONS, THE COUNCIL

EMPLOYEES AND REPRESENTATIVES FOR THE SAFETY AND HEALTH AT

The WORK of the



TITLE I OF THE



BASIC PROVISIONS



§ 276



(1) employees in the basic employment relationship referred to in section 3 are

the right to information and consultation. The employer is obliged to inform the

employees and deal with them directly, if it does not, the Trade Union

the Organization, the Council employee or representative for the safety and

health at work (hereinafter referred to as "employees ' representatives"). If, for the

the employer operates more representatives of employees, the employer is

shall be obliged to fulfil the obligations under this Act with respect to all the representatives of the

employees, unless otherwise agreed between them and the employer of another

the way of synergies. Employee information and consultation

take place at a level corresponding to the subject matter of the hearing with respect to the

privileges and responsibilities of representatives of employees and the level of control.



(2) employees ' representatives may not be for the performance of its activities

disadvantaged or advantaged in their rights or discriminated against.



(3) confidential information means information which can

endanger or damage the operation of the employer's or violate the legitimate

interests of employers or employees. Confidential information is

does not consider the information that the employer is obliged to inform, discuss

or publish under this Act or special legislation.

Information about the facts protected under specific legal

^ Law 78) is not the employer must be given or discussed.

Members of trade unions, works councils and representative for the

safety and health at work are required to maintain the

confidentiality of any information that they have been expressly provided as

confidential. This obligation continues after the performance of their duties.



(4) the provisions of paragraph 3 shall apply to experts that the representatives of the

employees invited.



(5) if the employer requires confidentiality of

the information provided on a confidential basis, representatives of the

the employees claim that the Court should declare that the information was confidential

marked without adequate reason. If an employer does not provide the information,

representatives of the employees claim that the Court has held that it is

the employer shall be obliged to provide information. ".



(6) the representatives of the employees are required to appropriately inform

employees in all workplaces on its activities and on the content and conclusions of the

information and consultation with the employer.



(7) the employer shall enable employees of the election of the representatives of

employees. Elections shall be held during working hours. Do not allow the operating


employer options, you may choose to take place outside of the workplace.



(8) for the purposes of the proceedings referred to in paragraph 5 and for the purposes of the enforcement of

obligations under part of the twelfth Council staff has the capacity to be

a party to civil proceedings. For the Works Council is the

the President or an authorized member.



(9) the employer shall discuss with the employee or on its

the request with the Trade Union or Works Council or representative

for the safety and health at work the employee complaint

on the exercise of the rights and obligations arising from employment relations.



§ 277



The employer shall at their own expense to create the workers ' representatives

the conditions for the proper performance of their activities, in particular to provide them under the

its operational possibilities within a reasonable range of the room with the necessary

equipment, pay the necessary costs of maintenance and technical operation and

the cost of the necessary documents.



TITLE II



INFORMATION AND CONSULTATION OF



§ 278



(1) to ensure the right to information and consultation of employees can

employers choose Works Council, where appropriate, the representative for the

safety and health at work in accordance with § 281.



(2) informing the means providing the necessary information, from which it is

possible to uniquely determine the State notified the fact, or it

to deliver an opinion. The employer is obliged to provide information in

sufficient time and in an appropriate manner, so that employees can

to assess, where appropriate, to prepare for the discussion and express their

the opinion before making arrangements.



(3) Discussing means of negotiations between the employer and employees,

the exchange of opinions and explanations in order to reach a consensus. The employer

is required to ensure consultation in good time and in an appropriate

in a way, so that employees could, on the basis of the information provided

to express their views and the employer is able to take into account before

making arrangements. Employees have the right to receive the consideration in the

its opinion on a reasoned reply.



(4) employees have the right to request before making arrangements

additional information and explanations. Employees also have the right

request a personal meeting with the employer at the appropriate level of management

Depending on the nature of the case. Employers, employees and employee representatives

are obliged to provide assistance and to act in accordance with their

legitimate interests.



§ 279



Informing the



(1) the employer is obliged to inform employees about



and) economic and financial situation of the employer and its likely

the development,



(b)) activity of the employer, its likely development, its

consequences on the environment and its ecological measures



(c)) legal status of the employer and its amendments, the internal arrangement

and the person authorized to act on behalf of the employer in labor relations,

about the prevailing activity of the employer identified by the code Classification

economic activity ^ 111) and made the changes in the scope of activities

the employer,



(d)), the fundamental questions of working conditions, and their changes



e) matters to the extent provided in § 280,



f) measures governing the employer ensures the equal treatment of

men and women and prevent discrimination,



g) offer vacancies for an indefinite period, which would have been

suitable for further work assignments for employees

employer in the employment contract concluded for a definite period,



h) health and safety at work to the extent provided in § 101

to § 106 paragraph. 1 and § 108 and a special law ^ 37),



I) matters within the scope of the agreement on the establishment of the European Council

employees or other named procedures for information and

consultation at transnational level, or to the extent provided in section 297 para.

5.



(2) the obligations referred to in paragraph 1 (b). a) and b) do not apply to

employers who employ less than 10 employees.



(3) the user (section 307a) is also obliged to inform the temporarily assigned

the Agency's staff work on the job menu.



§ 280



Discussion of the



(1) the employer shall discuss with employees



and the likely economic development) of the employer,



(b) structural changes in the employer's) intended, its rationalization

or organisational measures, measures which affect employment, in particular

measures in the context of collective redundancies of employees under section 62,



(c)) the latest status and structure of the staff, the probable development of

employment with the employer, the essential questions of working conditions and

their changes,



(d)) the transfer under section 338 to 342,



(e)) the safety and health at work to the extent provided in § 101

to § 106 paragraph. 1 and § 108 and a special law ^ 37),



(f)) matters within the scope of the agreement on the establishment of the European Council

employees or other named procedures for information and

consultation at transnational level, or to the extent provided in section 297 para.

5.



(2) the obligations referred to in paragraph 1 (b). a) to (c)) shall not apply to

employers who employ less than 10 employees.



TITLE III



WORKS COUNCIL AND REPRESENTATIVE FOR OCCUPATIONAL SAFETY AND HEALTH

The WORK of the



§ 281



(1) for the employer it is possible to choose the Works Council and a representative for

the safety and health at work. The Works Council has

at least 3, not more than 15 members. The number of members must always be odd. Total

the number of representatives for the safety and health at work depends

the total number of employees of the employer and the risk

the work to be performed; It is possible, however, to establish no more than one representative on the

10 employees. The number of members of the Council and the representatives of employees for area

safety and health at work, the employer shall determine, after consultation

with the Electoral Commission, established pursuant to § 283 paragraph. 2.



(2) the term of works councils and representative for the safety and

health at work takes 3 years.



(3) for the purposes of the choice of a representative for occupational safety and health

at work is the record number of employees of the employer in the

the ratio at the date of the written proposal on the election.



(4) the Council shall elect from among its members at its first meeting

the President and inform the employer and the employee.



(5) if the transfer of rights and obligations of labor relations at

current employer and the employer acts

the representatives of the employees receiving the employer in cases referred to in

§ 279 and 280 fulfils the obligations towards all, unless otherwise agreed between them, and

the employer otherwise. The representatives of the employees shall carry out their obligations to date,

When the term expires. If before expiry of the term of Office

the number of the members of one of the Councils employees dropped to less than 3, takes its

the function of the other Council employees.



§ 282



(1) the Council staff and Deputy for the safety and protection of the

health at work shall expire on expiration of the term, if it is not in the

This Act provides otherwise.



(2) the Council shall cease on the day also when the number of members of the Works Council

It has fallen to less than 3.



(3) in the cases provided for in paragraphs 1 and 2 shall transmit to the Council

or representative for the safety and health at work, without

undue delay, all the supporting documents relating to the exercise of the function

employer that is stored for a period of 5 years from the date of termination of the Council

employees or Deputy for the safety and protection of

health at work.



(4) the membership of the Council staff and Deputy for the area

safety and health at work shall expire on



a) resignation,



b) termination of employment with the employer,



c) removal from Office.



§ 283



(1) the election announced by the employer on the basis of a written proposal

signed by at least one third of the employees of the employer in the

employment at the latest within 3 months from the date of receipt of the proposal.



(2) elections organized by the Election Commission composed of at least 3, no more than 9

the employees of the employer. The number of members of the Electoral Commission shall determine

the employer with regard to the number of employees and internal

the arrangement. Members of the Electoral Commission are employees by the order in

which they are signed on a written proposal of the Council staff.

The employer shall inform the employee about the composition of the Electoral Commission. The electoral

the Commission is obliged to provide the necessary information and documents for the purpose of

the elections, in particular a list of all employees in employment.



(3) the Election Commission



and) in agreement with the employer shall identify and announce the election date at least 1

a month before the Expo and the deadline for the submission of proposals for candidates



(b)) shall draw up and publish the electoral regulations,



(c)) shall draw up candidates from the proposals of the employees of the employer in

employment relationship,



(d)) shall be published by the Charter in advance of the elections,



e) organizes and controls options



f) decides on complaints of errors and shortcomings in the candidate

the Charter,



g) sums up the votes and the outcome of the election will draw up a written report in two

copies; a copy of the selected works Council passes,


where appropriate, the elected representatives for the safety and protection of health

at work, the other employers,



(h)) on the outcome of the election, inform the employer and any employee.



(4) elections are direct, equal and secret. The option is only available

personally. To the validity of elections is needed the participation of at least one half of the

employees of the employer, who can come to vote, because

obstacle to them at work or business trip. Each voter

You may vote for as many candidates as there are seats in the Council

employees; one candidate can give only 1 vote. If this fails to meet the

the rules, his voice is invalid.



(5) Permission vote and stand as a candidate, all employees of the employer

in employment.



§ 284



(1) nomination of candidates, each employee of the employer in the

employment relationship. The draft Electoral Commission in writing, and it must be

substantiate the written consent of the candidate, and at the latest by the date

fixed by the Election Commission.



(2) elections will not take place if the Electoral Commission does not receive the

the deadline for submission of proposals of candidates



and the Works Council) at least 3 proposals



(b)) on the function of the representative for the safety and health at work

at least 1 proposal.



(3) the members of the Works Council and representatives for the safety and protection of the

health at work are in a predetermined number of elected candidates

the largest number of valid votes obtained. Candidates in other places

are replacements to these functions; they become members of the Works Council or

representatives of the occupational safety and health at work on the date when the

This function releases, in order of the number of valid votes obtained

in the elections. In a tie, the Election Commission shall determine by lot the order.



(4) the Protocol on the outcome of the election kept by the employer for a period of 5 years from the

the date of the election.



(5) The appeal board member employee or representative for the

safety and health at work shall apply mutatis mutandis to the provisions of

paragraphs 1 to 4 and § 283.



§ 285



(1) each employee of the employer in the employment and the employer

may submit a written complaint to the Election Commission, errors and shortcomings

placed on the candidate list and propose a fix, not later than 3 days

before the date of the election. The Electoral Commission of the complaint and of its

the decision shall inform the complainant in writing until the day preceding the election.

The Commission's decision is final and is excluded from the review by the Court.



(2) any employee of the employer in the employment and the employer

You may petition to declare invalid the elections seek protection in

the Court by a special Act ^ 79), if it deems that there is a

violations of the law, which could materially affect the outcome of

options. The proposal must be submitted in writing no later than 8 days from the date of

the announcement of the election results.



(3) if the Court ruled that the elections are invalid, it shall be held no later than

within 3 months of the decision repeated elections. Members of the election

the Commission repeated elections are employees pursuant to § 283 paragraph. 2 with

the exclusion of those workers who have worked in the Election Commission and the who

they were candidates.



TITLE IV



THE SCOPE OF THE TRADE UNIONS



§ 286



(1) trade unions are entitled to act in the labour

relations, including collective bargaining under this Act,

the conditions laid down by law or agreed in the collective agreement.



(2) A Trade Union is the authority designated by its statute ^ 112).



(3) the Trade Union Organization Act for the employer and has the right to act, only

If authorized to do so in accordance with the articles of Association and at least 3 of its members are

with the employer in the employment contract; collective bargaining and conclude

a collective agreement may, in those circumstances, only a trade union organization or

her side of the Organization, if it is warranted, the statutes of the Trade Union

the organization.



(4) the trade unions with the employer arise on the date of

following the date on which the employer has announced that meets the conditions

in accordance with paragraph 3; If the trade union organization to these terms

meet the employer shall without undue delay notify the.



(5) if the employer more trade unions, is

the employer shall in all cases or more

the number of employees, when this Act or special legislation

require information, consultation, consent or agreement with the Trade Union

organizations to fulfil these obligations to all trade unions,

unless it agrees with them on another form of information, consultation or

assent.



(6) if the employer more trade unions, acting for

employees in labor relations in relation to individual

employees Trade Union, to which the employee is a member. For

the employee, which is not unionized, labor

the relations of the Union with the largest number of members who are

the employer in the employment contract, unless the employee is otherwise.



§ 287



Information and consultation of



(1) an employer is required to inform the Trade Union of



and development) of the wages or salaries, the average wage or salary, and its

the individual components including breakdown by individual professional

groups, if not agreed otherwise,



(b)) the matters referred to in section 279.



(2) the employer shall discuss with the trade unions



and the economic situation of the employer)



(b) the amount of work and employment) rate (section 300),



(c)) changes in work organization,



(d)) the remuneration system and evaluation of employees



(e)) a system of training and education of employees,



f) measures to create conditions for the employment of individuals,

in particular, minors, persons caring for a child younger than 15 years old and

individuals with disabilities, including substantial matters

employee care, measures to improve hygiene of work and labour

environment, the organisation of social, cultural and physical needs

employees,



g) additional measures related to the larger number of employees,



h) matters referred to in section 280.



TITLE V OF THE



ACCESS TO TRANSNATIONAL INFORMATION



§ 288



(1) the Transnational information and consultation for the purposes of this Act,

means of informing and consulting, which applies to the employer, or

the employers ' group operating within the territory of the Member States of the European

Union and the European economic area (hereinafter referred to as "Member State") as

a whole or at least two employers or organisational units

the employer or group of employers that are at least

in two Member States. When assessing whether it is a transnational

information and consultation shall take into account also the scale of the potential impacts and

level of management and representation of employees.



(2) the right of employees employers operating within the territory of the Member

State on transnational information and consultation shall take place with the stipulated

the procedure for the transnational information and consultation, or through

the European Works Council. The procedure under the first sentence needs to be defined and

implemented so as to ensure its efficiency and in order to allow

effective decision making employers or groups of employers. The European

the Works Council is constituted on the basis of the arrangement of the Negotiating Committee with

the head office or under section 296. Employer within the territory of the

the Member States shall be obliged to create conditions at their own expense for

the establishment and proper functioning of the Negotiating Committee, the European Council

employees or other agreed procedure for transnational information and

discuss, in particular, cover the costs of organising meetings, interpretation,

travel and accommodation of the members related to their proper activities,

the necessary training and the cost of the 1 expert, if not with the head office

agreed upon payment of other costs.



(3) the obligation to provide transnational information and consultation under this

the law applies



and employers and groups) to employers operating within the territory of the

the Member States established or place of business in the Czech Republic,



(b)) on the employer's business areas within the territory of the Member

States located in the Czech Republic ^ 80),



(c)) on the representatives of the employer or group of employers

within the territory of the Member States pursuant to section 289 paragraph. 2 who have

registered office or place of business in the Czech Republic, if not in this Act

unless provided otherwise below.



(4) the employer is operating within the territory of the Member States for the purposes

This Act means an employer that has at least 1 000 employees

in the Member States and in at least 2 Member States after 150

employees.



(5) employers ' Group operating within the territory of the Member States

for the purposes of this Act, the more employers United one

managing an employer that meets the following requirements:



and) has in the Member States together at least 1 000 employees, the



(b)), at least 2 of the employers ' group, the employers operating within the

the territory of the Member States have their registered office or place of business or placed

organizational folder in the 2 different Member States and



(c)) at least 1 employer of employer groups operating within the

the territory of the Member States at least 150 employees in one


Member State and another from a group of employers, the employer

operating within the territory of the Member States at least 150 employees

in another Member State.



§ 289



(1) the management by the employer for the purposes of this Act, the

an employer who directly or indirectly control of another or other

employer group of employers (employer-driven).

Crucial to determining whether it is about the management of the employer are

the legislation, which the employer within the territory of the Member

the State is subject to. If an employer was not operating within the territory of the Member

States established under the legislation of a Member State, are to determine

whether it is about the management of the employer's critical legislation

the Member State on whose territory it has its registered office, place of business or is

positioned for that employer, and if not for

designed, are crucial law of the Member State in whose territory the

has its registered office, place of business or employer's headquarters is located,

that employs the most workers. For the management is considered to be

an employer who, in relation to another employer group

employers directly or indirectly



and) can appoint more than half the members of the administrative, management or

the supervisory authority of the employer



(b)) has a majority of voting rights for that employer, or



c) owns a majority share in the capital of the employer



If it is proven that another employer in the employers ' group has

the effect of the stronger. If in a group of employers there are more

employers who meet these requirements, the management company

determined in accordance with those requirements, in the order shown in the third sentence. For this

the purpose of the management of the employer concerning the rights of voting and the appointment of

also include the rights of any managed by employers and the rights of all

persons or bodies acting on behalf of the management of the employer or

employer-driven. For the management of the employer, however, does not consider the

the employer in relation to other employers, in which the participation by

Article 3, paragraph 3. 5 (b). and) or c) Council Regulation (EC) No 139/2004 of

20 January 2004 on the control of concentrations between undertakings ("the EC regulations on

bonding "). This provision shall not apply to legal relationships arising in the

the case of insolvency proceedings ^ 21a).



(2) the Head Office for the purposes of this Act, the employer shall,

within the territory of the Member States and the management group, the employer

employers operating within the territory of the Member States. If the head office

registered or if it is not located in a Member State, shall be deemed for the purposes of

of this Act, a representative appointed by the headquarters. If this is not

a representative is appointed, it is considered the headquarters of the employer with the largest

the number of employees in the Member States.



(3) information and consultation only applies to employers established or

location of branches in a Member State, if there is no agreement to the wider

range.



(4) the number of employees for the purposes of providing, as the average number of

employees during the previous 2 years from the date of the request or

the opening of negotiations in accordance with § 290 paragraph headquarters. 2. Head Office and each

the employer shall be obliged to employees and/or their representatives

provide information for the purposes of determining whether it is possible to establish a European

Works Council, or negotiate a different procedure for transnational information and

consultation, in particular information on the number of employees and their composition and

the organizational structure of the employer or group of employers.



(5) unless otherwise provided by agreement on a European Works Council or the arrangements for

another procedure for the transnational information and consultation, or edit

the Member State in which the seat of the headquarters, more favourable conditions apply

for the purposes of the collective representation of employees of section 276 and 278 paragraph §. 2

up to 4 apply mutatis mutandis to the members of the Negotiating Committee, the European Council

the employees or representative of employees under another named procedure,

as well as for employers. The provisions of § 276 paragraph 1. 8 shall apply, even if the

the head office is not established or is not located in the Czech Republic. For

interpreters, translators, experts and advisers shall apply to § 276 paragraph 1. 4.



§ 290



(1) the Negotiating Committee is constituted to negotiate with employees

the headquarters of the arrangements for the establishment of a European Works Council or a another

the procedure for the transnational information and consultation.



(2) negotiations for the establishment of the Negotiating Committee will initiate a headquarters of their own

initiative or at the written request of at least 100 employees from at least 2

employers, or the employers ' organizational components located

in at least 2 different Member States or at the written request of their

representatives.



(3) the Members of the Negotiating Committee are employees of an employer or

employer groups operating on the territory of the Member States. Employees

the employer from the territory of each Member State in which the employer

or group of employers within the territory of the Member States, registered office

or the location of the organizational unit, are represented by one member in

every 10% of employees of the total number of employees in

all the Member States taken together.



(4) the Members of the Negotiating Committee on behalf of employees in the Czech Republic shall designate the

employee representatives at a joint meeting. If one exists or

If any employer to the employees ' representatives shall choose

the employees of the employer representative for them participating in

the joint session. The distribution of votes at a joint meeting shall be determined

in proportion to the number of employees for which the representatives of the employees.

If the employer more of employees ' representatives, acting in

all employees of the employer together, unless otherwise agreed between the

you otherwise. If necessary a joint meeting, the procedure is similar to the

the appointment or election of a member of the Negotiating Committee.



(5) the provisions of paragraph 4 shall also apply in the case where it is in the Czech Republic

only the employer's organizational unit located within the territory of

of the Member States.



§ 291



(1) the Negotiating Committee shall deliver to the employer and the headquarters of the information about the

appointed and elected members. The head office shall convene the inaugural meeting

the Negotiating Committee without undue delay after that, when he's this

information is delivered. Delivers information about the composition of the headquarters of the negotiating

Committee and the opening of negotiations, recognized by the competent European organisations

employees and employers, with which the European Commission discusses the

pursuant to article 154 of the Treaty Affairs on the functioning of the European Union. On

the constituent meeting of the Negotiating Committee shall elect a Chairman. Before each

negotiations with the headquarters even after the Negotiating Committee has the right to meet at its

a separate meeting. If it is absolutely necessarily to be, to

discussions by the experts. These experts and representatives of the competent

recognised by the European organizations of employees and employers may, at

the request of the special negotiating body to participate in the negotiations as advisers.



(2) unless this Act provides otherwise, the Negotiating Committee

take decisions by an absolute majority vote of all its members.



(3) negotiations between the headquarters and negotiated by the Committee, the European Council

staff and authority to preserve a different procedure for transnational

information and consultation must be conducted with a view to reaching a consensus.



(4) the place and date of joint meeting are subject to agreement between the

the Negotiating Committee and headquarters. About the place and the date of the public hearing

inform the Head Office of the employer. The cost of the activities of the negotiating

the Committee shall be borne by the employer.



§ 292



The Negotiating Committee shall act at least a two-thirds majority of the votes

of all its members, that the negotiations will be initiated or initiated

the hearing will be closed. Writes about a record, which shall be signed by the members of the

the Negotiating Committee, who have adopted such a resolution. A copy of the registration

shall send the Committee headquarters, which shall inform the employer

and the employees or their representative. A new request in accordance with § 290 paragraph 1. 2

may be made at the earliest two years after this resolution, if the headquarters and

the Negotiating Committee neujednají less time.



§ 293



(1) the head office and the Negotiating Committee may negotiate, establish a European

Works Council, or may negotiate a different procedure for transnational

information and consultation. In doing so, are not bound by section 296 to 298.



(2) the European Works Council may be expanded to include representatives of the employees

the employer of the States that are not members of the European Union, if it

Headquarters and negotiating Committee ujednají.



§ 294



European Works Council established arrangements



Agreement on the European Works Council shall be in writing and must contain the

in particular, the



and the identification of all employers), to which it applies,



(b)), the composition of the tenure, number of members and the length of the term of Office

the European Works Council; in doing so, shall take into account the representation of employees

According to their activity and gender,



(c)) instead of the frequency and duration of meetings, the European Works Council,




d) tasks, powers and obligations of the European Works Council, headquarters and

employers in exercise of the right of employees to information and consultation,

Alternatively, the composition, terms of appointment, tasks and rules of procedure of the Committee,



e) way of convening meetings,



(f) the method of financing the costs of) the activities of the European Works Council,



g) connection with informing the employees ' representatives and the discussion of

with them in accordance with national rules; This is without prejudice to the provisions of

concerning worker information and consultation under section 279,

280 and 287,



h) provisions on the procedure for the organizational changes,



and for the effectiveness of the arrangements) the European Works Council, the provisions on

the possibility of dismissal of the possibility of changes to the agreement, including the transitional

the provisions of, and procedure for negotiations on a new agreement.



§ 295



Arrangements for a procedure for the transnational information and consultation



Arrangements for a procedure for the transnational information and consultation must be

in writing and include, in particular,



and the subject of information and consultation) the transnational character of that

concern the important interests of the employees,



(b)) the manner and ensure that workers ' representatives together to discuss

the information that they provide Headquarters,



(c)) the manner and ensure consultation with headquarters or with the other competent

degree of control,



(d)) ways to tie with informing the employees ' representatives and the discussion of

with them in accordance with national rules; This is without prejudice to the provisions of

concerning worker information and consultation under section 279,

280 and 287,



e) procedure in case of significant organizational changes.



section 295a



If the arrangement under section 294 and 295 does not define ways to link with

by informing the employees ' representatives and to discuss with them according to the

the national headquarters and the employer must ensure that the transnational

information and consultation concerning planned measures

could cause serious changes in work organisation or in contractual

relations on all partner levels corresponding to the subject

the negotiations.



European Works Council established under the Act



§ 296



(1) the European Works Council shall be constituted under this Act, if



and it together ujednají) headquarters and negotiating Committee,



(b) refuses to initiate negotiations) for a period of 6 months from the submission of the application

employees in accordance with § 290 paragraph 1. 2 for the establishment of a European Works Council

or another procedure for the transnational information and consultation, or



(c)) within 3 years from the submission of the application in accordance with § 290 paragraph 1. 2 headquarters and negotiating

the Committee had not reached agreement on the procedure and there was no negotiating Committee on

conclusion of the negotiations referred to in § 292.



(2) the European Works Council shall appoint a member of staff representatives

workers at the joint meeting. If one exists or if

any employer, employee representatives, elect a staff

the employer representative for them participating in the common

meeting. If the employer more representatives of the employees shall elect a

the staff of the joint representative for them participating in

the joint session. The distribution of votes at a joint meeting shall be determined

in proportion to the number of represented employees.



(3) the employees of an employer from the territory of each Member State in which the

the employer or group of employers within the territory

the Member States, the registered office or the location of the organizational unit, are represented

one Member for every 10% of the total number of employees

employees in all the Member States taken together.



section 297



(1) the members of the European Works Council in the Czech Republic shall appoint from

employees of the employer the employee representatives on the joint meeting.

If one exists or if any employer representatives

employees, elect a staff representative for them participating in

the joint session. The distribution of votes at a joint meeting shall be determined

in proportion to the number of employees for which the representatives of the employees.

It works if the employer more trade unions, § 286

paragraph. 6 apply mutatis mutandis. If necessary a joint meeting, the procedure is similar to

the appointment or election of a member of the European Works Council.



(2) the provisions of paragraph 4 shall also apply in the case where it is in the Czech Republic

only the employer's organizational unit located within the territory of

of the Member States.



(3) the first and last names of its members and their addresses to employment is

the European Works Council shall without undue delay notify the

the headquarters, which shall transmit this information to employers and the representatives of

staff or employees.



(4) the term of Office of the European Works Council lasts 4 years. After 4

years after the inaugural meeting of the European Works Council voted on whether it will be with

Headquarters to negotiate in accordance with § 290 and 291, or whether to establish the European Council

employees under this provision. The decision taken by the Council

a two-thirds majority of all the members appointed. For negotiation

apply mutatis mutandis to section 290 and 291.



(5) at least once per calendar year, is required on the basis of headquarters

report drawn up by,



and) inform the European Works Council of the



1. organisational arrangements the employer and its economic and financial

the situation,



2. likely development, production and sales activities,



3. matters, which is required to comply with the European Works Council

discuss



(b)) to discuss with the European Works Council



1. likely development of employment, investments, and substantial changes

the organisation of work and technology,



2. cancellation or termination of the employer, the employer or the conversion

his activities, his reasons, substantial consequences and measures against

employees,



3. collective redundancies, the reasons for it, the number, structure and terms and conditions for

the designation of workers should be terminated the employment relationship and transactions

to employees in addition to meeting the responsibility resulting from legal

regulations.



The Headquarters also sends the message to the employer.



(6) if exceptional circumstances arise, or to be taken

the decisions that have a significant effect on the interests of employees, it is the headquarters of the

obliged without undue delay inform the European Works Council and

at its request, with her to discuss the necessary measures. If it is established

According to § 298 paragraph. 2, the headquarters to deal with this Committee. The members of the

the European Works Council who have been elected or appointed for the

employers, which have affected, however, is the headquarters of the required

to participate in this discussion. Exceptional circumstances means

in particular, the



and the cancellation, termination or) conversion of the employer or part thereof,



b) collective redundancies (§ 62).



the title launched



§ 298



(1) head office is obliged without undue delay convene the inaugural meeting

the European Works Council. At this meeting the Council shall elect its Chairman

and his Deputy.



(2) the Chairman and in his absence, his representative shall represent the European

Works Council and managed by its current operations. The European Council

employees shall establish to ensure coordination of their activities, not more than

five-Member Committee, which consists of the Chairman and the other members. The members of the

the Committee must be from at least 2 Member States.



(3) the European Works Council has the right to meet without the presence of

the relevant senior staff to discuss the information

It passes the headquarters. Date and place of the hearing is subject to agreement with the headquarters.

Meeting of the European Works Council shall not be public. The European Council

employees may invite experts, if this is strictly necessary for the performance of

its tasks. You may also invite the head of staff for Administration

additional information and explanations.



(4) unless otherwise stipulated, the European Works Council can decide,

If a majority of its members; Council decisions are

adopted by an absolute majority of votes of present members of the Council.



(5) the European Works Council shall be determined by the rules of procedure, which must be

written and must be accepted by a majority of all the members of the Council.



section 298a



To organizational changes



(1) if there is a significant organizational changes in the structure of

employer or group of employers operating within the territory of the

the Member States, and does not regulate the arrangements of the European Works Council

or another procedure for the transnational information and consultation procedure in

of these cases, or the provisions of these arrangements with each other in

contrary, the procedure is similar in accordance with § 290 paragraph 1. 2.



(2) if Proceeds by analogy with § 290 paragraph 1. 2, to the negotiating

the Committee shall be appointed by each of the already established European Works Council, or others

the establishment of workers ' representatives from among its members at least 3 other members.



(3) the Council established a European Works Council and the representatives of the employees provided for by

another named procedure does not end its activities. If necessary, adjust the

its business arrangement with the headquarters. The activity of the established European Councils

employees and another procedure for the transnational information and consultation ends

the conclusion of a new agreement with the Head Office for the establishment of the European Council

employees or other procedure. This moment cease to exist sooner

closed arrangement.



§ 299




The provisions of § 288-298a shall not apply for a European company and

European cooperative society, unless a special law

^ unless otherwise specified in 82).



PART THIRTEEN



COMMON PROVISIONS



TITLE I OF THE



THE AMOUNT OF WORK AND THE PACE OF WORK



section 300



(1) the employer is obliged to determine the amount of work required and

the pace of work to take into account the physiological and neuropsychological options

employees, regulations to ensure the safety and health at

work and time to natural needs, food and rest. Quantity required

the pace of work and you can also specify the standard job consumption.



(2) the employer shall ensure that the conditions referred to in paragraph 1,

where appropriate, the standard job consumption, it has been determined, were created before

the start of work.



(3) the amount of work required and the pace of work, where appropriate, the establishment or

the change of the standard job consumption determined by the employer, if they are not agreed upon in the

the collective agreement, after consultation with the trade unions.



TITLE II



THE BASIC OBLIGATIONS OF EMPLOYEES AND MANAGERS RESULTING FROM THE

EMPLOYMENT OR CONTRACTS FOR WORK PERFORMED OUTSIDE AN EMPLOYMENT RELATIONSHIP,

OTHER OBLIGATIONS OF EMPLOYEES, SPECIAL OBLIGATIONS FOR SOME EMPLOYEES

AND THE PERFORMANCE OF OTHER GAINFUL ACTIVITIES



§ 301



Employees are required to



and work properly according to their) forces, knowledge and skills, carry out the instructions

superiors issued in accordance with the law and cooperate with the

other employees,



(b)) use the working hours and means of production to carry out fiduciary

the work, to perform a high-quality and timely work tasks,



c) follow the law relating to the work performed by them;

comply with other regulations pertaining to work performed by them, if

with them were properly acquainted,



(d) manage funds) duly assigned to them by the employer, and

to guard and protect the assets of the employer against any damage, loss,

destruction and abuse and not to act in conflict with the legitimate interests of the

of the employer.



§ 301a



Other obligations of employees



The employees are at the time of the first 14 calendar days, and for the period from 1.

January 2011 until 31 December 2006. December 2013 at the time of the first 21 calendar days

the duration of the temporary incapacity for work shall be obliged to adhere to the fixed mode

temporarily work insured in respect of the obligation to keep the

at the time of temporary inability to work in the place of residence and to adhere to the time and

the range of allowed walks under the Act on sickness insurance ^ 107).



section 302



Senior employees are obliged to



and) to manage and control the work of subordinate employees and evaluate their

work performance and work results



(b)) as best organize your work,



c) creating favourable working conditions and ensure the security and

health protection at work,



(d) staff remuneration) ensure under this Act,



e) to create conditions for increasing the professional level of the employees,



f) ensure compliance with the laws and internal regulations,



g) ensure the adoption of measures to protect the assets of the employer.



§ 303



(1) employees



and in the administrative offices)



(b)) to the employee in



1. the police of the Czech Republic,



2. the armed forces of the Czech Republic ^ 83),



3. General inspection of security forces,



4. safety information services



5. The Office for foreign relations and information,



6. The prison service of the Czech Republic,



7. The probation and mediation service



8. The Office of the President of the Republic,



9. The Office of the Chamber of Deputies,



10. the Office of the Senate,



11. The Office of the Ombudsman,



12. The Office of the financial arbiter



13. The Office of the Government representation in property Affairs,



14. Czech social security administration and the district administrations

social security,



15. The Supreme Audit Office,



16. the Office for the protection of personal data,



17. The Institute for the study of totalitarian regimes,



18. protected landscape areas and national parks,



c) employees in the courts and the public prosecutor's Office,



d) employees



1. The Czech National Bank,



2. State funds,



(e) employees of territorial self-governing units) classification



1. until the local authority,



2. the municipal office,



3. the municipality of the city or municipality of the Chartered

of the city, the Office of the borough or City District Office

Chartered city,



4. the regional office,



5. the municipality of the capital city of Prague and the Office of the city district of the capital city

Prague,



with the exception of officials of territorial self-governing units according to a special

^ law 84),



f) employees of territorial self-governing units inclusion in municipal police



g) employees of schools run by the Ministry of the Interior ^ 85) and employees

Police Academy of the Czech Republic ^ 86), have increased the obligations referred to

in paragraph 2.



(2) the persons referred to in paragraph 1 shall be obliged to



and to act and make decisions impartially) and refrain from work everything

could undermine confidence in the impartiality of decision-making,



b) maintain confidentiality of facts which they learned when

of employment and that, in the interests of the employer not to communicate to the other

persons; This does not apply if this requirement were exempted from the statutory

authority or authorised by the head of an employee, unless special

legislation provides otherwise,



(c)) in connection with employment not to accept gifts or other benefits,

with the exception of gifts or benefits provided by the employer, which are

employed, or on the basis of legislation,



(d)) to refrain from conduct that could lead to a conflict of public interest

personal interests, especially not to misuse information acquired in connection with

employment in favor of your own or someone else's.



(3) the persons referred to in paragraph 1 may not be members of the management or

supervisory bodies of legal entities engaged in the business

activity; This does not apply if such a body were posted

the employer, in which they are employed, and in connection with this

do not receive remuneration from the membership of a legal person operating

business activity.



(4) the persons referred to in paragraph 1 may take ^ 87) only with

the prior written consent of the employer, in which they are employed.



(5) the restrictions provided for in paragraph 4 shall not apply to the activities of the scientific,

pedagogic, journalistic, literary or artistic and management

own property.



(6) the provisions of paragraphs 1 to 5 shall apply, unless a special law

provides otherwise ^ 88).



§ 304



(1) employees may, in addition to his employment exercised in basic

employment relationship engage in gainful employment, which is the same as the

the subject of activity of the employer, in which they are employed, only with the

prior written consent.



(2) If employer revokes the consent referred to in paragraph 1, shall be

appeal in writing; the employer is obliged to state the reasons for the changes in it

for its decision. The employee is then obliged to without undue delay,

gainfully employed end up way for the end of the resulting from the

the relevant legislation.



(3) the limitations provided for in paragraph 1 shall not apply to the performance of scientific,

pedagogical, journalistic, literary, and artistic activities.



(4) the provisions of paragraphs 2 and 3 shall apply, unless a special law

provides otherwise ^ 88).



TITLE III



INTERNAL REGULATION



§ 305



(1) an employer may establish rights in the internal regulation

labor relations, from which an employee is entitled, even cheaper,

than those provided for by this Act. It shall be prohibited to store internal rules

staff obligations or curtailed its rights provided for in this

by law. If it deviates from this prohibition, the employer is of no account

it.



(2) the internal regulations shall be issued in writing, shall not be in conflict with

the legislation or be issued with retroactive effect, otherwise it is completely

or in part invalid. Unless the staff regulations, the internal

prescription generally for a limited period, but at least for a period of 1 year; internal

in respect of the remuneration may be issued for a shorter period.



(3) the internal regulation is binding for the employer and for all its

employee. Shall take effect on the date on which it is established, first,

However, the date on which the employer declared.



(4) the employer is obliged to acquaint employees with the release, by changing the

or cancellation of internal regulation within 15 days. Internal regulation

must be accessible to all employees of the employer. The employer is

must keep internal regulations for a period of 10 years from the date of the end of the

its validity.



(5) if employees was established on the basis of the internal regulation of the right of

basic employment relationship referred to in § 3, in particular payroll,

salary or other right in labor relations, does not cancel

internal regulation effect on duration and to satisfy this law.



§ 306



Conditions of employment of



(1) the conditions of employment is a special type of internal regulation; getting divorced

provisions of this Act or special legislation in accordance with

special conditions with the employer as regards the obligations

employer and employee arising from employment relations.




(2) the conditions of employment cannot contain an adjustment in accordance with § 305 of paragraph 1. 1.



(3) employers referred to in § 303 paragraph. 1 are obliged to working order

issue.



(4) the employer, where the Trade Union Organization Act, may issue

or change the conditions of employment of only with the prior written consent of the Trade Union

the Organization, otherwise the release or change the invalid.



(5) the Ministry of education, youth and sports, acting in agreement with the

The Ministry of labour and Social Affairs decree, which lays down the working

regulations for employees of schools and educational facilities established by the Ministry of

education, youth and sports, region, community and voluntary Union

municipalities.



TITLE IV



WAGE, SALARY AND OTHER RIGHTS



§ 307



(1) If a notice of assessment is based (article 113, paragraph 4, and article 136) the right of the employee to the

performance in employment to a lesser extent than is apparent from the contract or

than the internal regulations, the parts concerned is invalid.



(2) if the contract or internal regulations of the wage adjustment or

pay rights and other rights in labor relations, according to the

which has the responsibility of employees more of the same rights, he just

one such law, namely that the employee shall determine.



TITLE V OF THE



TEMPORARY AGENCY WORK



section 307a



For dependent work according to § 2 shall be also cases when the employer

on the basis of an authorisation pursuant to special legal regulation (hereinafter referred to as

"employment agency") temporarily assigns his employees to work for

another employer on the basis of the provisions in the employment contract or

agreement on work-related activities, which the agency undertakes to work

your temporary employees work under an employment contract or

contracts for work at the user and the employee undertakes to keep this

work to take place according to the instructions of the user and on the basis of the agreement on the temporary

assignment of employees of employment agencies, concluded between the Agency and the work

by the user.



§ 308



(1) the agreement with the user agencies for temporary assignment of an employee

the Agency's work must contain



and) the name or name, surname, maiden name, if applicable, the State

citizenship, date and place of birth and residence of the temporarily assigned

the employee,



(b)) the kind of work that will be temporarily assigned a staff member to perform

including requirements for professional or medical requirements, the necessary

for this kind of work,



c) determine the time when the employee is temporarily assigned to perform

working with users



d) place of work,



(e)) the day when an employee temporarily assigned to work with

the user,



(f)) work and wage or salary conditions

employee user who carries out or perform the same job

as an employee temporarily assigned, taking into account the qualifications and

the length of professional experience (hereinafter referred to as "the worker"),



g) conditions under which the temporary assignment may be an employee or

the user is terminated before the expiry of the period for which it has been agreed; It is not

However, you can arrange for the termination of the period of secondment before the

the expiry of the period for which it was agreed only in favour of the user



h) number and date of the decision, which was issued to the agency work

authorization for employment mediation.



(2) the agreement with the user agencies for temporary assignment of an employee

the Agency's work must be concluded in writing.



§ 309



(1) during the temporary assignment of employees of employment agencies for the performance of

work at the user stores the temporary agency workers work tasks,

organizes, directs and controls his work, giving him instructions to do so,

creates favorable working conditions and ensures the safety and protection of the

health of the user. However, the user may not respect employees

employment agencies act on behalf of the Agency's legal work.



(2) the agency employee assigned to work temporary work with

the user on the basis of written instruction that contains, in particular,



and the name and address of the user),



(b)) instead of the work with users,



(c)) the duration of the secondment,



(d) the determination of the head of the user) authorized to assign

employees work and check it,



(e) the conditions of the unilateral declaration of) their work before

expiration of the period of secondment, if they have been agreed in the agreement on

temporary assignment of employees employment agency [Section 308, paragraph 1 (b), (g))],



(f) information about work and) wage or salary conditions

the comparable employee users.



(3) temporary assignment ends on the expiry of the period for which it has been agreed;

before this period ends with the agreement between the Agency and the work temporarily

assigned to the employee, or by a unilateral declaration of the user

or temporarily assigned employees according to the conditions agreed in the agreement

for temporary assignment of staff of the agency work.



(4) if the agency work, that employee temporarily allocated to

work with users, paid employees of the damage incurred

in the performance of work or in direct connection with the user,

has the right to compensation for such damage against this user, if

the user agrees otherwise.



(5) the Agency's work, and the user shall be obliged to ensure that the working and

wage conditions temporarily assigned employees were not worse than the

or should the conditions of the comparable employee. If you are after a period

the performance of work for the user's working conditions or wage temporarily

assigned employees worse, the agency work shall, at the request

an employee temporarily assigned, or, if this fact

It finds otherwise, even without request, ensuring equal treatment; temporarily

the allocated employee has the right to seek satisfaction for agency work

the rights thus.



(6) the Agency may not work the same employee temporarily allocate to performance

work with the same user for a period of longer than 12 calendar months after the

consecutive. This restriction does not apply in cases of Agency

the work of an employee of an employment agency so requests or if the performance of the work on the

for compensation for that employee on maternity or

parental leave, or an employee of the user that draws

parental leave.



(7) have to be between the user and the temporary agency worker taken

measures to protect the property of the user above, these measures should not be for

the Agency's employees work less favourable than is the case under section 252 to

256.



(8) the scope of temporary agency work can be limited only in the collective

contract concluded with the user.



TITLE VI OF THE



RESTRAINT OF TRADE CLAUSE



§ 310



(1) If a restraint of trade clause, which negotiated an employee

agrees that, after a period of time after the termination of employment, but not later than after

for 1 year, shall refrain from the exercise of gainful employment, which would be the same as the

the subject of activity of the employer or which should be competitive against him

nature, is part of the non-competition undertaking by the employer that

staff will provide the adequate cash compensation, but at least in the amount of

one half of the average monthly salary, for each month of the performance

the commitment. Cash compensation is maturing behind monthly period if

the parties have not agreed on another time of maturity.



(2) a restraint of trade clause the employer may arrange with the employee,

If it is possible from the employee reasonably required having regard to the

the nature of the information, knowledge, knowledge work and technology

practices that earned in employment with the employer, and the use of

in the activities referred to in paragraph 1, the employer could have severe

way to make it harder for its activities.



(3) If a competitive negotiated contractual penalty clause, which is

the employer is obliged to pay, if the breach of obligation,

employee commitment lapses from the non-competition clause by payment of contractual

the fine. The amount of the contractual penalty shall be proportionate to the nature and importance of

the conditions referred to in paragraph 1.



(4) the employer may withdraw from the competition clause only for

duration of employment of the employee.



(5) an employee may terminate a restraint of trade clause, if

employer did not cash settlement or part thereof within 15 days of

his maturity; restraint of trade clause shall cease on the first day of the calendar

the month following the delivery of the notice.



(6) a restraint of trade clause shall be concluded in writing; This applies to

withdrawal from the non-competition clause and for her statement.



§ 311



The provisions of § 310 cannot be used on the pedagogical personnel of schools and

school facilities established by the Ministry of education, youth and

sports, region, community and voluntary Union of municipalities, which

activities are tasks in the field of education, and the teaching staff in the

^ social services 89 devices).



TITLE VII



PERSONAL FILE, A CONFIRMATION OF EMPLOYMENT AND WORK, OPINION



§ 312



(1) the employer is entitled to lead the personal file of the employee. Personal file

can only contain documents which are necessary for the performance of work in the

basic employment relationship referred to in § 3.



(2) the personnel file may be consulted by senior employees who are

Senior employees. The right of access to the personal file has the authority


labour inspection, the Labour Office of the United States, the Office for the protection of personal

the data, the Court, the public prosecutor, the police, the national security

the Office and the intelligence services. For the inspection of the personal file is

does not consider the presentation of individual documents from this employer

the file of the external control authority, which carries out the control for

the employer and the document requested in connection with the

the subject of the checks carried out by the employer.



(3) the employee has the right of access to their personal file, make

observations of him and take copies of the documents contained in it, and it

at the expense of the employer.



section 313



(1) upon termination of employment, the agreement for work or

contracts for work, the employer must give the employee

confirmation of employment and put in it



and employment data) whether it was a contract of employment, the agreement on the

work or an agreement for work and the time of their duration,



(b)) the type of work performed,



c) achieved the qualifications,



d) time worked and other facts relevant to achieving maximum

permissible exposure time,



(e) whether the employee's wages) are deducted, for whose benefit, how to

the high is a claim for which deductions are to be further carried out, what

the amount of the deductions carried out so far, and what is the order of the claim,



f) data on eligible period of employment in the I and II. work category

for the period before 1. January 1993 for the purposes of pension insurance.



(2) data on average earnings, about whether the employment agreement

for work or agreement on work activities were by the employer

undone because of a breach of the obligations arising from legislation

relating to the work performed by an employee of a particularly gross manner

or for breach of other duties of the employee under section 301a separately

gross manner, and about other facts relevant for the assessment of

entitlement to unemployment benefit ^ 90), the employer is obliged to provide

at the request of the employee in a separate confirmation.



Section 314



(1) if so requested by the employee of the employer to issue an opinion on the work

activities (work, opinion), the employer shall, within 15 days

the staff of this opinion to issue; However, the employer is not obliged to issue the

it to him before in the time of 2 months before the end of his employment.

The opinion are all documents relating to the evaluation of the work

the employee, his skills, abilities and other factors which

they have a relationship to work.



(2) other information about employees than those that can be

the work report (paragraph 1 second sentence), the employer is entitled to a

staff administered only with his consent, unless special

legislation provides otherwise.



§ 315



If the employee does not agree with the contents of the confirmation of employment or

the work report, may seek within 3 months from the date on which the

their content, in court, that the employer has been saved

mutatis mutandis, to modify it.



TITLE VIII



PROTECTION OF PROPERTY INTERESTS OF THE EMPLOYER AND THE PROTECTION OF PERSONAL RIGHTS

EMPLOYEE



§ 316



(1) employees shall not without the consent of the employer for its

personal use production and working of the employer's resources, including

computer technology and its telecommunications equipment. Compliance with the prohibition

in the first sentence, the employer is entitled to adequate

command.



(2) the employer shall not, without a serious reason of special

nature of activities the employer to interfere with the privacy of the employee on the

the workplace and in public areas of the employer by

subjected the employee to an open or covert surveillance, interception and

record his phone calls, check e-mail, or

inspection of correspondence addressed to employees.



(3) if the employer is given a compelling reason, in terms of

the special nature of the activity of the employer, which justifies the introduction of the

control mechanisms referred to in paragraph 2, the employer shall directly

inform employees about the extent of control and about how to

implementation.



(4) the employer shall not require the information from an employee

are not immediately related to the performance of work and with the basic

employment relationship referred to in § 3. Shall not require the information

in particular, the



and pregnancy)



(b)) family and financial circumstances,



(c)), sexual orientation,



d) origin,



e) membership in a Trade Union,



f) membership in political parties or movements,



g) membership of a church or religious society,



h) of the criminal law of integrity;



This, with the exception of subparagraphs (c)), d), (e)), f) and (g)), shall not apply if it is

given the substantive reason inherent in the nature of the work to be performed and

If this requirement is appropriate, or in cases where this is provided for this

Act or special legislation. The employer must not

acquire or through third parties.



TITLE IX OF THE



THE SPECIFIC NATURE OF WORK OF CERTAIN EMPLOYEES, THE ELIMINATION OF EMPLOYMENT

RELATIONSHIP AND POSTING TO WORK IN THE TERRITORY OF ANOTHER MEMBER STATE

OF THE EUROPEAN UNION



§ 317



On the labor relations employee who does not work in the workplace

employers, but according to the agreed terms for the exercises

work on the working time determined for himself, by

This law, with the



and) subject to adjustment of working time, downtime, or

interruption of work due to adverse weather conditions,



(b)) other important personal barriers in the work of the Court

pay the wages or salary, unless otherwise provided in the implementing legislation provides otherwise (section

199 paragraph. 2) or in the case of compensation for wages or salary under section 192; for

the purpose of providing compensation for wages or salary under section 192 applies to this

the employee working hours laid down in shifts, that is

for this purpose, the employer shall determine,



(c) it is not for him) wage or salary, or compensatory time off for overtime

or compensatory leave or remuneration or extra pay for work in

holiday.



§ 318



Basic employment relationship referred to in § 3 cannot be between spouses

or partners ^ 51a).



section 319



(1) If an employee of an employer from another Member State of the European

the Union sent to work in the framework of the transnational provision of services ^ 91)

on the territory of the United States, refers to the treatment of the Czech Republic,

with regard to the



and the maximum length) working time and minimum rest periods,



(b)) the minimum length of annual leave entitlement or its proportionate part,



c) minimum wage, the lowest level of guaranteed salary and bonuses

for overtime work,



(d)) the safety and health protection at work,



e) working conditions of pregnant workers, workers who are breastfeeding,

and workers by the end of the ninth month after childbirth and juveniles

employees,



f) equal treatment of men and women and prohibition of

discrimination,



g) working conditions in temporary agency work.



The first sentence shall not apply if the rights arising from the legislation of the

the Member State of the European Union, from which the employee was seconded to the performance

the work in the framework of the transnational provision of services, more convenient for him.

Benefit shall be assessed for each right arising from an employment

the relationship itself.



(2) the provisions of paragraph 1 (b). (b)), and (c)) shall not apply if the period of

the secondment of staff to work in the framework of the transnational provision

services in the Czech Republic shall not exceed a total period of 30 days in a calendar

year. This does not apply if the employee is sent to work in the framework of the

transnational provision of services by the agency work.



TITLE X



PERMISSION OF TRADE UNIONS, EMPLOYERS ' ORGANISATIONS, SUPPORT

RECIPROCAL NEGOTIATIONS OF TRADE UNIONS AND EMPLOYERS ' ORGANISATIONS AND

CHECK IN LABOR RELATIONS



§ 320



(1) the draft laws and proposals of other legislation relating to the

important interests of workers, in particular economic, production,

work, labour, cultural and social conditions are discussed

with the relevant trade unions and relevant organisations

of the employers.



(2) the central administrative authorities that issue detailed labour

provisions, it does so after consultation with the relevant trade union

the Organization and the employers ' organisations.



(3) the competent national authorities negotiated with the trade unions

questions relating to the working and living conditions of workers and

trade unions provide the necessary information.



(4) trade unions acting in the labor relations for

employee State ^ 6) ^ 15 organizations), ^ 92), State

^ 14 funds) and territorial self-governing units ^ 40) have the right, in particular,



and Act and comment) on proposals in matters of conditions

employment of staff and the number of employees,



(b)), to make proposals, to act and to deliver opinions on the draft matters

improving the conditions of work and remuneration.



§ 320a



Costs arising from the activities of trade unions and organizations

employers supporting mutual meetings at national or regional


level that relate to important interests of workers, in particular

economic, production, employment, labour, cultural and social

conditions, the State has paid on the basis of agreement in the Council, the economic and social

the agreement.



§ 321



Trade unions shall ensure compliance with this Act, the Act on

employment, legislation on safety and health at

work and other employment legislation.



§ 322



(1) trade unions have the right to exercise control over the State

safety and health at work for individual employers.

The employer is obliged to Trade Union allow performance inspection and

for this purpose, it



and) ensure the possibility examination of how the employer shall carry out their

the obligation to care for the safety and health protection at work, and whether the

consistently creates the conditions for safe and healthy work



(b) regularly examine the option) to ensure that the workplace and the equipment

employers for the employees and the employers ' management control

personal protective equipment,



(c)) ensure the possibility of checking the employer properly investigating

accidents at work,



d) ensure the possibility to participate in the discovery of the causes of work-related accidents and

occupational diseases, or clarify,



e) allow to attend negotiations on the issues of safety and security

health at work.



(2) the costs incurred by the exercise of control over occupational safety and health

at work, including the cost of training to enhance the qualifications of USSR

work safety inspectors responsible for the performance of this inspection shall be borne by

the State on the basis of agreements with trade unions.



Section 323



Power control in labor relations, by special legal

^ 36 regulations).



the title launched



section 324



Trade unions and employers ' organisations shall be construed as a publicly

benefit of the legal person.



TITLE XII



DEATH OF EMPLOYEE



section 325



cancelled



§ 326



cancelled



§ 327



cancelled



§ 328



the title launched



(1) the Financial rights of the employee's death do not expire. To the amount of

corresponding to three times its average monthly earnings are transferred

wage and salary right out of an employment relationship as referred to in section 3 of the sentence

the second gradually on his spouse, children or parents, if they lived with him in the

the time of death in a common household; the subject of heritage happen,

If not for these people.



(2) the Financial rights of the employer shall cease with the death of the employee, with the

except for the rights, which were finally decided or that was

an employee before his death in writing recognized what the reasons above, and the rights of

for damages caused intentionally.



TITLE XIII



TERMINATION OF THE RIGHT, THE RETURN OF WRONGLY PAID AMOUNTS AND THE EXPIRY OF THE



Section 329



cancelled



section 330



To the right because it was not done within the specified period,

only in the cases referred to in § 39 para. 5, section 57, 58, 59, § 72, §, and § 315

339a para. 1.



§ 331



Repayment of wrongly paid amounts to the employees of the employer may

request, only if the employee knew or ought to have from the circumstances

assume that the amounts incorrectly designed or mistakenly paid, and

within 3 years from the date of payment.



§ 332



cancelled



§ 333



The period shall begin on the first day and ends on the expiry of the last day of the prescribed or

the agreed period; This also applies in the case where the expiry of the period subject to

creation or extinction of the rights.



TITLE XIV



DELIVERY



§ 334



General provisions on the service of the employer



(1) documents relating to the creation, change and termination of employment

or agreements on work performed outside an employment relationship, the appeal of the

the post of the head of important documents relating to

remuneration, which shall be the wage bill (section 113 (4)) or salary

(section 136) and a record of violations of the mode temporarily to work insured

(hereinafter referred to as "the document"), shall be delivered to the employees in their own

the hands.



(2) a document be served on the employer in your own hands on

the workplace, in his apartment or anywhere it will be reached, or

through electronic communications networks or services; If this is not

possible, the employer may effect service through

a postal service.



(3) If an employer cannot deliver the document over the network or

an electronic communications service or through the operator

the postal service, the document shall be deemed to be delivered when

If the employee refuses to accept the document.



(4) if the document is delivered by postal

the service, the employer selects a mail service to a closed

postal contract obligation) resulted ^ 94 delivered mail

containing the document under the terms of this Act.



(5) conditions of service of the document to the lawyer is governed by section 48 of the civil

Code of civil procedure.



§ 335



The service of the employer through a network or service

electronic communications



(1) by means of electronic communications networks or services may

the employer served exclusively if an employee with

in this way the service expressed written consent and provided

employer email address for delivery.



(2) a document delivered via the network or service

electronic communications shall be signed by a recognized electronic

signature ^ 95).



(3) a document delivered via the network or service

electronic communications are delivered on the date when the takeover confirmed

employer data message signed by his recognized

electronic signature ^ 95).



(4) service of a document by electronic networks or services

communication is ineffective, if the document is sent to the email

the address of the employee, the employer has returned as undeliverable or

If an employee within 3 days from the sending of the document confirmed

employer receives a data message signed by his recognized

electronic signature ^ 95).



§ 336



The employer through a postal delivery

services



(1) a document served by the employer through

postal service, the employer shall send to the last

the employee's address, which he is known. The document can be delivered also

to whom an employee to accept a document determine on the basis of the written

the power of attorney with the notarized signature of the employee ^ 96).



(2) service of a document delivered by the employer

postal service must be supported by written record on

delivery.



(3) If an employee has not been, which is to be served

through a postal service, having been reached, the

the document on the premises of a postal service or municipal

the Office. The staff member shall invite written notice "delivery failed"

the document to the saved document is picked up within 10 working days;

at the same time he shall communicate, where, from what date and in what time may

document pick up. In the notification referred to in the second sentence must be an employee

It also advised about the consequences of a refusal to accept the document or

failure to provide the synergy necessary to serve the document.



(4) the employer's obligation to deliver is fulfilled when the document

employee document takes over. If the employee is stored

the document (paragraph 3) or collect within 10 working days, shall be deemed

delivered on the last day of this period; This document is missed

sending employer's returns. If an employee delivery

documents by postal services will prevent the

the fact that mail containing the document refuses to accept or

does not provide the assistance necessary to the service of the document shall be deemed to

the document to be delivered on the date of delivery of the document to disable

has occurred. The employee must be advised of the consequences of rejecting the postman

accept the document; about the lesson written record must be made.



§ 337



Delivery of documents to the employer by the employee



(1) the employee delivers the document to the employer as a rule

personal delivery at the place where the employer. At the request of the employee is

employer must be served by the first sentence in writing

confirm.



(2) if the employer agrees, the employee can deliver

the document specified by the employer through a network or service

electronic communication to the email address which the employer

for this purpose, staff members announced; document addressed to the employer

must be signed by a recognized electronic signature employee ^ 95).



(3) service of a document specified by the employer is satisfied, as soon as it

the employer took over.



(4) the document addressed to employers through a network

or electronic communications service is delivered on the date of its

receipt confirms data message signed by the employer

his recognized electronic signature or its recognised

electronic marker ^ 95).



(5) service of a document specified by the employer through a network or

electronic communications services is ineffective if the document is


sent to the email address of the employer's employees returned as

undeliverable or if the employer within 3 days from dispatch

the document confirmed its receipt of a data message staff

signed by his recognized electronic signature or your

a recognized electronic marker ^ 95).



TITLE XV



TRANSFER OF RIGHTS AND OBLIGATIONS OF LABOR RELATIONS AND TERMINATION OF RIGHTS AND

OBLIGATIONS OF LABOR RELATIONS AND TRANSITION THE PERFORMANCE OF RIGHTS AND OBLIGATIONS

OF LABOR RELATIONS



Part 1



Transfer of rights and obligations of labor relations and termination of rights and

obligations of labor relations, if the employer is a natural

person



§ 338



(1) the transfer of rights and obligations arising from employment relations can occur

only in cases specified by law or special legal

provision.



(2) where a transfer of activities the employer or part of the activity

the employer or to the transfer of tasks to the part of their

other employers, the rights and obligations of employment

relationship in full to the employer; the rights and

obligations of the collective agreement are transferred to the successor

the employer for the period of effectiveness of a collective agreement, up to

the end of the following calendar year.



(3) for tasks or activities the employer for this purpose shall be deemed to

in particular the tasks related to ensuring the production or provision of services

and similar activities under special legislation that legal

or natural person performs in dedicated facilities for these activities or

on the usual places for their performance under his own name and on its own

liability. For the employer, regardless of the legal

the reason for the conversion, and whether there is a transfer of ownership,

considers the legal or natural person that is eligible as a

the employer shall continue to carry out the tasks or activities of the earlier

the employer or in the activity of the like kind.



(4) the rights and obligations of the current employer to employees,

the labor relations to the date of transfer, remain

unaffected, unless a special law stipulate otherwise ^ 21a).



§ 339



(1) before the date of entry into force of the transfer of rights and obligations of

labor relations to another employer are present

the employer and the employer obliged to accepting in good time

advance, no later than 30 days before the rights and obligations to another

inform the employer, the Trade Union and the Works Council of the

This fact, and to discuss with them in order to reach a consensus



and or proposed date) set conversion



(b) the reasons for the transfer)



(c)) the legal, economic and social implications of the transfer for the employees,



d) prepared measures in relation to employees.



(2) if the employer or the trade union organization, the Council

employees, and the receiving employer must advance

inform employees, who will be directly affected by the transfer, on

the facts referred to in paragraph 1 no later than 30 days before the date of

effective date of transfer of rights and obligations to another employer.



§ 339a



(1) if the notice of termination the employee made within 2 months from the date of acquisition

the effectiveness of the transfer of rights and obligations of labor relations or

the effective date of the transition exercise of the rights and obligations of labor

relations, or where the employee's contract of employment terminated in the same time period

the agreement, an employee may seek a court declaration that the termination of the

the employment relationship occurred because of a substantial deterioration in working

terms and conditions in connection with the transition of the rights and obligations of labor

relations or the transition exercise of the rights and obligations of labor

relationships.



(2) if the termination of employment for reasons referred to in

paragraph 1, the employee is entitled to severance pay (section 67, paragraph 1).



§ 340



The provisions of § 338 and 339 refer to cases where the transfer of activities

the employer or the employer or the transfer of tasks

the employer or part thereof to another employer decided

superior authority (§ 347 (2)).



§ 341



(1) upon termination of the employer takes over from the Division of the earlier

employer rights and responsibilities under the labor relations

employers, who picked up instead. The provisions of § 338 of paragraph 1. 2

part of the sentence after the semicolon shall apply mutatis mutandis.



(2) if the employer is deleted, shall designate the authority which the employer

repealed, that the employer is obliged to satisfy employees ' rights

discontinuing the employer, where appropriate, to apply its claims. If done

When you cancel the employer disposal, proceed as

special legal regulation ^ 97).



(3) If, under section 338 to transfer employer, for which the management

scope in carrying out tasks performs the superior authority (§ 347 (2)),

expiration of the period or the achievement of the purpose for which it was established, determines the

authority to which the employer shall pass its rights and obligations

labor relations.



§ 342



(1) the death of the natural person who is the employer, the essential

employment relationship (section 48 (4)); This does not apply when a continuation

in the trades. If the beneficiary does not intend to in the trades in accordance with § 13 para. 1

(a). b), c) and (e)) the Trade Licensing Act, or continue the provision of

health services under the health services continue

basic employment relationship the mere lapse of the time limit of 3 months

from the date of the death of the employer.



(2) Regional Branch Office of the relevant competent according to the place of work

activities the employer referred to in paragraph 1 shall be issued a staff member whose

employment relationship or agreement on work activity ceases, at his request,

confirmation of employment, on the basis of documents submitted by the

by the employee.



Part 2



The transition exercise of the rights and obligations of labor relations



§ 343



(1) if provided for in special legislation, that of the State in ^ 7)

terminates by merging or by merging with another organizational State

transferred the exercise of the rights and obligations of employment relations in the full

the range of the receiving State organizational unit.



(2) if provided for in special legislation, that of the State

terminates the Division transferred the exercise of the rights and obligations of labor

relations to the business folder of the newly established State. Specific legal

Regulation provides that from the newly born State organisational units

takes over from the existing organizational units of the State to exercise the rights and obligations of

labor relations, to the date of the Division ceased to exist.



(3) if provided for in special legislation, that of the State,

be established for a certain period of time, this regulation also lays down that

State organizational unit transferred the exercise of the rights and obligations of the

labor relations at the demise of State departments

This period of time. Termination of the business of the State, established in accordance with decision

governing body on the expiry of that period for some time, the exercise of the rights and

obligations of labor relations, if the founder

decided that those rights and obligations to perform other business

the State established.



§ 344



(1) establishes a special legal regulation that is part of the organizational folder

State ^ 7) converts to other organizational units of the State, the exercise of the rights

and obligations of labor relations on the part of the

organizational units of the State to the receiving State organizational unit.

Converts to a decision by the governing body in relation to the change

the provisioning of the Charter part of organizational units of the State to another business

folder, transferred the exercise of the rights and obligations of labor

relations on the part of the organizational units of the State on the receiving

State organizational unit. The provisions of § 338 of paragraph 1. Part 2

a semicolon shall apply mutatis mutandis.



(2) the rights and obligations of those labor relations to employees

part of the organizational units of the State transferred in accordance with paragraph 1, that the date of

transfer, the existing organizational unit shall be exercised by the State.



§ 345



(1) if provided for in special legislation, that of the State in ^ 7)

is lifted, this regulation also lays down that State organizational unit

transferred the exercise of the rights and obligations of labor relations of employees

repealed by the organizational units of the State and that of the State in ^ 7)

will satisfy the demands of the employees of the cancelled business folder ^ 7) State,

claims against the applicable to these employees.



(2) If, according to the decision of the founder of the

State ^ 7), transferred the exercise of the rights and obligations of labor relations of

the canceled business folder State ^ 7), if the founder

decided that those rights and obligations to perform other business

the State of ^ 7), established by him.



§ 345a



The provisions of § 339 and 339a shall apply mutatis mutandis.



TITLE XVI



THE SPECIAL ARRANGEMENTS FOR THE EMPLOYMENT OF EMPLOYEES WITH REGULAR WORKPLACE

ABROAD



§ 346



The Government may by regulation provide for derogation of employment


employees with regular workplace abroad, including permissions

employers ' and employees ' obligations as regards



and the possibility of repeated renewal) of employment for a definite period in the

abroad, including the ability to negotiate the duration of employment for

for a definite period of posting also to work abroad,



(b))



1. diversion of working time abroad, even in relation to the

days of rest (section 91),



2. restrictions on the movement of staff within the headquarters for security reasons

the employer abroad.



TITLE XVII



SOME OF THE PROVISIONS ON OBLIGATIONS AND THE INTERPRETATION OF CERTAIN CONCEPTS



§ 346a



cancelled



section 346b regulating ball



(1) the employer shall not employees for violation of the obligations arising

his basic employment relationship store cash penalties or

require from him; It does not apply to damage, for which the employee

corresponds to.



(2) the employer shall transfer the risk from dependent employment to

employee.



(3) the employer shall not from an employee in connection with the performance of dependent

the work may require financial security.



(4) the employer of the employee shall not in any way affect or

disadvantage because they are legally seeking their rights

arising from employment relations.



§ 346c



An employee cannot waive the requirement of the employer to provide the

wages, salaries, remuneration from the agreement and their compensation, severance pay, remuneration for the

work readiness and reimbursement of expenses pertaining to employees in

connection with the performance of the work.



§ 346d



(1) a lien is not possible to ensure the debt from the basic

employment relationship, that has employees to

employers in the future. The lien is not possible to set up to

the things to which the employees of a right of ownership in the future.



(2) the employer or employee shall not withhold the movable thing second

the Contracting Parties to ensure the debt arising from the basic

employment relationship.



(3) the employee or the employer is not able to commit itself to the conclusion of the

contract with a third party, to be the content of the rights and obligations of

the employee or the employer.



(4) the claim from the employment relationship, which has

the employee against the employer or the employer to an employee,

It is not possible to refer to another. An employment contract or agreement on the work

held outside the employment relationship cannot be transferred.



(5) debt, which is the employee against the employer or the employer

to employees, may not take another person.



(6) employees shall not commit to fulfilling the obligation to jointly and

severally liable.



(7) contractual penalty may be negotiated, only if provided for in this Act.



§ 346e



If it deviates from the party of the adjustment referred to in section 346b regulating up to 346d,

disregard it.



§ 347



(1) Threats of occupational diseases means such changes in health

the State, incurred in the performance of work by the adverse conditions under

which arise from the occupational disease ^ 98), but do not reach such a degree

damage to health that can be assessed as an occupational disease,

and other performance of the work under the same conditions, led to a disease of the

the profession. Medical report about the risk of occupational disease issued by

provider of health services appropriate to release a medical report about the

occupational disease ^ 99). The Government may establish by regulation, which changes

the State of health are threats of occupational diseases, and the conditions under

What are recognised.



(2) the Supervisor authority, for the purposes of this Act, means the authority

that is according to the specific legislation is entitled to exercise against the

employers control the scope in carrying out its tasks.



(3) for employees who are exposed at work adverse effects

ionizing radiation, for the purposes of section 215 paragraph. 2 (a). (c)) shall be deemed to

exposed workers of category A in accordance with the Decree on the radiation protection ^ 99a).



(4) for the purposes of this Act, quarantine also includes isolation ^ 99b)

emergency measures when the epidemic and the danger of its establishment under the Act

for the protection of public health and amending certain related laws,

in the case of the prohibition or restriction of contact groups of individuals suspected of

infection with other individuals and to ban or regulation for more

certain activities to disposal of epidemic or risk of the emergence of ^ 99 c),

If such prohibitions, restrictions or regulation of the employees in the performance of

work.



(5) for the purposes of this Act, means the community of natural household

persons permanently living together and sharing the cost of the her together

needs.



§ 348



(1) for the performance of the work shall be considered the period



and when an employee does not work) for barriers to work, with the exception of the period of

work is provided at the request of the employee, if in advance

agreed its napracování, and the period during which work was discontinued for

adverse weather conditions,



(b)) vacation,



(c) when an employee chooses) compensatory time off for overtime work or for

work on public holidays,



d) when an employee is not working because it is a holiday, for which he is entitled

wage compensation, where appropriate, for which his wages or salary do not truncate.



(2) the provisions of paragraph 1 and paragraph 2 of section 216. 2 and 3 shall not apply for the purposes of

rights to wages or salary and rewards from the agreement or compensation for expenses in the

connection with the performance of the work.



(3) whether it is an improper zameškání of work determined by the employer after

consultation with the trade unions.



§ 349



(1) the legal and other provisions to ensure the safety and protection of health

at work are provisions for the protection of life and health, hygiene provisions,

and protiepidemické, technical rules, technical documents, and technical

standards, building regulations, traffic regulations, regulations on fire protection

and the provisions on the treatment of combustibles, explosives, weapons,

radioactive substances, chemical substances and chemical preparations and

other substances harmful to health when regulating questions relating to the

the protection of life and health.



(2) the guidelines to ensure the safety and health at work are

specific instructions for the heads of employees who are

Senior.



(3) the provisions on the working place for the purposes of section 113 para. 2 and § 122 para.

2 means in relation to the negotiation of a contract of employment or employer

the appointment.



§ 350



(1) the solitary means unmarried, widowed or divorced women,

single, widowed or divorced men and lonely women and men from other

serious reasons to do with the kind of mate or, where appropriate, with

partner ^ 51a).



(2) young employees are employees younger than 18 years of age.



§ 350a



A week ago, for the purposes of this Act means 7 consecutive

calendar days.



TITLE XVIII



AVERAGE EARNINGS



Part 1



General provisions



Section 351



It is to be in the basic labor relations referred to in § 3 used

average earnings, must be followed when its findings only in accordance with this

head.



§ 352



The average earnings of the employee means an average gross earnings,

unless otherwise provided by labour legislation provide otherwise.



section 353



(1) the average wage from the employer finds the gross wage or salary

cleared for payment of employees during the relevant period and hours worked

during the relevant period.



(2) for the time worked shall be deemed the time employees

It is for wages or salary.



(3) if there is a settlement of wages or salary for overtime work (section 114 para.

2 and § 127 paragraph. 2) in another relevant period other than that in which the

the work performed shall be included in working time pursuant to paragraph 2

also, overtime, for which the wages or salary.



Part 2



The vesting period



§ 354



(1) unless this Act provides otherwise, it is a decisive period

the previous calendar quarter.



(2) the average wage is determined on the first day of the calendar month

following the decisive period.



(3) the creation of employment in the course of the preceding calendar quarter

It is a decisive period of time since the inception of the employment to the end of the calendar

quarter.



(4) the application of working time accounts (§§ 86 and 87) is a decisive period

the previous 12 consecutive calendar months prior to the start

smoothing period (article 86, paragraph 3).



Part 3



Likely earnings



§ 355



(1) If an employee has already worked during the relevant period at least 21

days, the likely earnings.



(2) the likely earnings employer finds the gross wage or salary,

that employee has reached since the beginning of the relevant period, where appropriate, of

the gross wage or salary that would be achieved; in doing so, shall take into account

in particular, the usual amount of individual components of the wage or salary of the employee

or to the wages or salaries of workers engaged in the same work or

work of equal value.



Part 4



Forms of average earnings



section 356



(1) the average wage is determined as the average hourly earnings.



(2) is to be applied is the average gross monthly earnings, the

average hourly earnings for 1 month as the average number of working

hours per month in the average year; the average for this year

purpose has 365.25 days. Average hourly earnings of the employee multiplied by the


the weekly working time of the employee and a coefficient of 4.348, which

It expresses the average number of weeks per month in the average

year.



(3) if it is to be found the average monthly net earnings, finds this to be a

the earnings of average monthly gross earnings by deducting the premiums on

retirement savings, social security and a contribution to

State employment policy ^ 100), insurance premiums for general health

^ insurance 101) and advance on income tax of individuals from dependent

activities ^ 102), calculated in accordance with the conditions and rates applicable to the

employee of the month in which the average monthly net earnings

detecting.



Part 5



Common provisions on average earnings



§ 357



(1) where a is the average employee earnings lower than the minimum wage

(section 111), to which the employee is entitled in a calendar month, in

where there's a need to apply the average earnings increases the average

earnings in the amount equivalent to the minimum wage; This also applies when the

the application of the likely earnings (§ 355).



(2) for each employee, for which a contract of employment has changed due to

occupational diseases or threats in order to achieve the maximum permitted

exposure and in which the occupational disease was detected only after this change, the

in the calculation of compensation is based on loss of earnings of average earnings

the observed for the last time before the change of the employment contract, if it is for

employee a more advantageous.



§ 358



If an employee is accounted for in the period to pay the wage

or salary, or part thereof, that is provided over a longer period, than

is the calendar quarter shall be determined, for the purposes of determining average earnings

the relative part per calendar quarter; the remainder of the

(part of) the wages or salary is included in the gross wage or salary on

determining average earnings in the next period (further ahead). The number of

the additional period shall be determined by the total time for which the wage or salary

provides. In the gross wage or salary for the purposes of determining average

earnings in the period shall include the proportion of wages or salary under the

the first sentence corresponding to the time worked.



§ 359



In cases where, under the legislation used in connection with

damages the average earnings for pupils or students or for physical

people with disabilities ^ 103), who are not employed and whose

preparation for the profession (activities) shall be carried out under special laws

legislation, it is above average earnings in accordance with § 357.



§ 360



cancelled



§ 361



Determining average earnings of employees working on the basis of agreements on

work performed outside an employment relationship shall be governed by this Act. If

negotiated lump sum maturity rewards from the agreement to the implementation of all

the work of the task, it is a decisive period (article 354, paragraph 1) the whole time

that it took to perform the agreed work task.



§ 362



(1) for a wage or salary for the purposes of determining average earnings shall be deemed to

and remuneration of the agreement, the remuneration or other income provided to employees for

work in his employment in a different relationship than in the

employment relationship referred to in § 3, the second sentence, subject to specific

the law provides otherwise.



(2) if the employee Performs work for the same employer in more

basic labor relations referred to in § 3 or more

employment relationships, assesses the wage, salary or remuneration in each

basic employment relationship referred to in § 3 or work relationship,

separately.



TITLE XIX



THE PROVISIONS GOVERNING IMPLEMENTING REGULATIONS OF THE EUROPEAN UNION



§ 363



The provisions, which incorporated provisions of the European Union, are

the heading of title IV of part one, article 16 paragraph 2. 2 and 3, § 30 paragraph 2. 2, § 37

paragraph. 1 to 4, § 39 para. 2 to 6, § 40 paragraph 2. 3, § 41 para. 1 in the home

under the provisions of subparagraph (c)), and (d)), f) and (g)), § 47, consisting in words

"If the employee takes after the end of maternity leave or

the employee after the end of parental leave in the range of time that

the employee is entitled to take maternity leave, to work is

the employer shall be obliged to include them on their original work and workplace "

§ 51a, § 53 para. 1 consisting of the words "it shall be prohibited to give employees

notice of termination "and (b). (d)), section 54 (b). (b)), in the words of "it does not apply in

the case of a pregnant employee, that on maternity

holiday, at a time when employees take parental leave until

After that a woman is entitled to take maternity leave, "§ 54 (b). (c))

consisting of the words "it's not about an employee on maternity leave or

the employee at the time of parental leave to the period for which it is

woman is entitled to take maternity leave, "§ 54 (b). (d)), "about a pregnant

a female employee maternity leave, a female employee, drawing on or about

employee or employees who take parental leave ",

section 62 to 64, § 78 para. 1 (b). a) to (f)), j), k) and (m)) of

the words "average weekly working time may not exceed a specified

weekly working time ", in the words" for a period of up to 26 weeks in a row

consecutive "in the sentence" only a collective agreement can define this period

a maximum of 52 consecutive weeks. "§ 79 paragraph 2. 1, § 79a, § 85 para.

4, consisting of the word "average weekly working time filled in

the adjustment period designated by the employer, but no longer than the period

referred to in § 78 para. 1 (b). m) "§ 86 para. 3 and 4, § 88 para. 1 and 2,

§ 90, 90a, § 92 para. 1, 3 and 4, section 93 para. 2 the second sentence and paragraph. 4, §

93A paragraph 1. 1 to 3 and odst. 5, § 94, § 96 para. 1 (b). a) points 1 and 3 and

paragraph. 2, § 101, 102, 103 para. § 1 (b). a) to (h)), j and k)) until the end of

paragraph 1, paragraph 2. 2 to 5, § 104, § 105 para. 1 consisting of the words

"The employer for which the occupational accident occurred, is obliged to clarify

the causes and circumstances of this accident ". 3 (b). a), 4 and 7, §

paragraph 106. 1 to 4 (b). and), c), (d)), f) and (g)), § 108 paragraph. 2, 3, 6 and 7, §

paragraph 110. 1, § 113 paragraph. 4, § 136 paragraph. 2, section 191 of the words

"The employer is obliged to apologize to the absence of the employee at work after

for the care of a child younger than 10 years or another Member of the household

in cases under section 39 and the Act on sickness insurance for care

a child younger than 10 years old, for the reasons set out in section 39 of the law on sickness

insurance, or because of, where the natural person who, otherwise, for the child

cares, underwent examinations or treatment at the health provider

services that could not be secured outside working hours for the employee, and

Therefore, it cannot take care of the child ", section 195, 196, § 197 paragraph. 3 of

the words "parental leave referred to in paragraph 1 shall be taken from the date of receipt

the child until the day on which the child reaches the age of 3 years ", in the words of

"parental responsibility", § 197 paragraph. 3 second and third sentence, § 198

paragraph. 1 to 4, as regards parental leave, § 199 para. 1, § 203

paragraph. 2 (a). and section 213), para. 1, § 217 paragraph. 4 as regards parental

holiday, section 218 paragraph. 1, § 222 para. 2, § 229 paragraph. 1 of

the words "professional practice shall be deemed performance of the work for which it is for the

staff wages or salary ", section 238 paragraph 1. 1 and 2, § 239, § 240 paragraph. 1, §

paragraph 241. 1 and 2, § 245 paragraph. 1, § 246 para. 2 first sentence, § 269 to 271,

§ 276 paragraph 1. 1 the first sentence and paragraph. 2 to 6 and 8, § 277 of

the words "the employer is obliged to create representatives at their own expense

employees of the conditions for the proper performance of their activities, "§ 278 paragraph. 1 to

3, para. 4 second and third sentence, § 279 paragraph 2. 1 (b). a), b), e) to (h)), and

paragraph. 3, § 280 para. 1 (b). a) to (f)), § 281 para. 5, § 288 to 299, §

paragraph 308. 1 in the introductory part of the provisions of subparagraph (b)), and § 309 para. 4 and 5,

§ 316 paragraph. 4 consisting of the words "the employer shall not require

employee information in particular about "and (b). and), c), (d)), e), (g) and (h))), and

in the words "shall not apply if it is determined by the factual reason for resting

in the nature of the work to be performed, and if this requirement

a reasonable ", section 319, § 338 of paragraph 1. 2 and 3, § 339 paragraph 2. 1 in the introductory part of

the provisions of § 339 paragraph 2. 2, 339a, 340, 345a, section 346b regulating para. 4 and § 350

paragraph. 2.



PART OF THE FOURTEENTH



TRANSITIONAL AND FINAL PROVISIONS



TITLE I OF THE



TRANSITIONAL PROVISIONS



§ 364



(1) under this Act also governs labour relations incurred prior to the

1 January 2007, unless this Act provides otherwise.



(2) according to the existing legislation is governed by the legal acts

the creation, modification, and termination of employment, the agreement on the implementation of the work

or contracts for work, as well as other legal acts

1. in January 2007, even though their legal effects occur after this

the date.



(3) the working conditions established under existing legislation choice

or appointment shall be considered as employment-based staging

the Treaty; This does not apply in the case of employment



and the head of the organizational units of the State) ^ 7),



(b)) the head of an official and the head of the Office of the ^ 104),



(c)) the head of the business unit organizational units of the State ^ 7),




(d) the Director of the State Enterprise) ^ 13),



(e)) the head of the business unit of the State Enterprise ^ 13),



(f)) the head of the State Fund if it is headed by an individual

authority ^ 14)



g) head of the subsidized organizations ^ 15),



h) head of the organizational units of subsidized organizations ^ 15),



even the Director of the establishment of a legal person) ^ 4) and



j) when is the appointment regulated by specific legislation.



(4) claims arising from an accident at work which occurred before 1 January 2003. January 1993 or from

occupational disease, which was detected before 1. in January 1993, to reimbursement of the

damages, which were finally decided or has been closed

Agreement, or if the compensation is provided to the satisfaction of the

not covered by legal insurance of employer's liability for damage

When an industrial accident or occupational disease pursuant to Act No. 65/1965 Coll.,

the labour code, as amended, or the compulsory Contracting

insurance under special legislation, are governed by existing

the legislation, if it is not in this act otherwise provided below.



(5) claims arising from an accident at work which occurred before 1 January 2003. in January 1993, or

from an occupational disease, which was detected before 1. in January 1993, on the

damages, which were finally decided or was

agreement has been concluded or if the compensation is provided, which

the obligation to satisfy the claim of the State prior to the date of acquisition

the effectiveness of legislation, accident insurance, is governed by the

the existing legislation.



(6) claims arising from an accident at work which occurred before 1 January 2003. in January 1993, or

from an occupational disease, which was detected before 1. in January 1993, on the

damages, which were finally decided or was

agreement has been concluded or if the compensation is provided on the

meeting not covered by statutory liability insurance

the employer for the damage in an industrial accident or occupational disease

pursuant to Act No. 65/1965 Coll., the labour code, as amended by law no 231/1992

Coll., or mandatory contractual insurance under special legislation

If you cancel the employer has the obligation to satisfy these claims

the employer intended to the authority which the employer has cancelled.

If when you cancel the employer into liquidation, has this

the obligation under the first sentence of the authority conducting the liquidation, or State.



Part 1



Liability insurance and specific provisions on the obligation to compensate

damage and non-material damage



the title launched



§ 365



(1) from the date of entry into force of this Act until the date of entry into force of other

the legal regulation of employer's liability insurance, occupational

or occupational disease shall be governed by statutory liability insurance

the employer for the damage in an industrial accident or occupational disease

the provisions of section 205d of Act No. 65/1965 Coll., the labour code, as amended by

Act No. 229/1992 Coll., Act No. 74/1994 Coll. and Act No. 220/2000 Coll.

Decree No. 123/1993 Coll., laying down the conditions and rates of legal

employer's liability insurance for damage or occupational

occupational disease, as amended by Decree No 43/1995 Coll., Decree No.

98/1996 Coll., Decree No. 74/2000 Coll., Act No. 483/2001 Coll. and act

No 365/2010 Coll., and Act No. 182/2014 Sb.



(2) the cost of administrative overhead for insurance in the legal liability insurance

the employer for the damage in an industrial accident or occupational disease shall be

4% of the total premium paid by employers

in a given calendar year.



the title launched



§ 366



cancelled



§ 367



cancelled



§ 368



cancelled



the title launched



§ 369



cancelled



§ 370



cancelled



§ 371



cancelled



section 372



cancelled



§ 373



cancelled



§ 374



cancelled



the title launched



§ 375



cancelled



§ 376



cancelled



§ 377



cancelled



§ 378



cancelled



section 379



cancelled



the title launched



§ 380



cancelled



§ 381



cancelled



section 382



cancelled



§ 383



cancelled



section 384



cancelled



section 385



cancelled



§ 386



cancelled



§ 387



cancelled



§ 388



cancelled



section 389



cancelled



§ 390



cancelled



§ 391



(1) pupils of secondary schools, conservatories and schools with the law of the State

language exams or students of higher professional schools correspond to the legal

the person exercising the activity of the school or the educational establishment or

natural or legal person whose workplace is carried out

practical training, for the damage which it caused the theoretical or

practical teaching or in direct connection with him. If the damage

occurred in education outside the classroom in a school or in direct

connection with her pupils or students for the loss of the legal

the person exercising the activity of this educational establishment. The students of the high

schools correspond to the high school for the damage you have caused her to study

or practice in a study program at college or in

direct connection with them. If the damage occurred in the study or practice of

or in direct connection with the other legal entities or physical

person, correspond to the students of the natural or legal person for which the

study or practice were made.



(2) for the damage sustained by the pupils of primary schools and basic

art schools in education or in direct connection with him, corresponds to the

legal person performing the activities of the school; in education outside the

teaching in a school or in direct connection with it corresponds to the

for any damage legal person performing the activities of the school

device.



(3) the relevant legal person exercising the activity corresponds to the school pupils

secondary schools, colleges and language schools with the State language law

the test and the students of higher vocational schools for the damage that they suffered

violation of legal obligations or injury during the theoretical and practical

teaching in the school or in direct connection with it. If there has been to the detriment of

in the practical teaching in the legal or natural person or in direct

connection with it, is liable for damage legal or natural person, in

where the practical training takes place. If there has been any damage in education

outside the classroom in a school or in direct connection with her,

responsible legal person performing the activities of the school

device. If he pursues the activities of the school or school facility business

the State or a part thereof, is liable for damages on behalf of the State

the branch of the State.



(4) the appropriate high school corresponds to university students for damage,

that they suffered a violation of legal obligations or injury during the study

or practice in a study program at college or in

direct connection with them. If the damage occurred in the study or practice of

or in direct connection with the other legal entities or physical

of the person corresponds to the legal or natural person, in which the study or

practice were made.



(5) the relevant legal person exercising the activity of school facilities

corresponds to the person with the orphanage or stored

protective care and natural persons in preventive educational care for

the damage that they suffered a violation of legal obligations or injury when

the implementation of this activity, or in direct connection with her.



Section 392



(1) natural persons acting as public functions and the officials of the Trade Union

the organization is responsible for the damage caused in the performance of functions or in direct

connection with the one for whom they were činni; natural persons and officials

are liable for damage, for whom they were činni.



(2) persons with disabilities who are not in employment and

the preparation for future occupations shall be carried out according to the specific

regulations, shall be liable for damage resulting from an accident at work, or diseases

This occupational preparation because the preparation for the profession

performs.



§ 393



(1) the right to compensation for damages resulting from an accident at work to the members of the

units of the Corps of the voluntary fire brigade of the village and mine rescue,

who sustains an accident in the activities in these wards. In these cases, they

corresponds to the one in which the choir was established.



(2) the right to damages resulting from accidents at work are physical persons,

challenge administrative agencies or local government unit or

Officer, and according to his instructions, or with his knowledge to personally

assist in action against emergencies or when you are troubleshooting

the consequences and suffer injury during these activities. For the loss suffered

This injury corresponds to them administrative authority or municipality, if the specific legal

Regulation provides otherwise.



(3) the right to compensation for damages resulting from accidents at work are physical persons,

you voluntarily within the territorial Government organized

assistants in the performance of important tasks in the interest of the company, for example,

natural persons who temporarily when to rebuild our communities and assistants to suffer

in these activities. For the loss suffered this injury corresponds to them

the one who worked at the time of this accident.



(4) the right to compensation for damages resulting from an accident at work to the members of the

cooperatives, who sustains an accident in the performance of functions, or when the agreed


activities for cooperative health care workers of the Red Cross, donors when taking

blood, members of the mountain rescue service, as well as the natural persons on her challenge

and according to its instructions to personally assist in rescue action in the field,

natural persons who voluntarily exercise care

social security, and physical persons who have been entrusted with

the employer a certain functions or activities, if you have suffered an accident in the

carrying out the tasks related to the exercise of the functions or activities. For

the loss suffered by the accident that corresponds to them, who were at the time

This accident.



Part 2



The use of the provisions on the reimbursement of wages, salary or remuneration from the agreement on

work for temporary incapacity (quarantined) and

some other provisions of the



§ 393a



(1) the provisions of § 57, section 66 paragraph 1. 1 and the second sentence of § 192 to 194 shall apply

for the first time after the date on which it takes effect, the law No. 187/2006 Coll., on

sickness insurance.



(2) if the temporary incapacity for work if he or she ordered

quarantine before the date on which it takes effect, the law No. 187/2006 Coll.

on health insurance, pay the wages, salary or remuneration from the agreement on

work activities pursuant to § 192 to 194 for the duration of this temporary work

incapacity or quarantine.



Part 3



Application of implementing legislation



§ 394



Until the issue of the implementing legislation for the implementation of § 104 paragraph. 6,

§ 105 para. 7, § 137 para. 3, § 189 para. 6, § 238 paragraph 1. 2 and section 246

paragraph. 2 and 4 shall follow the



and to) Government Regulation No 495/2001 Coll., laying down the scope and more

conditions for the provision of personal protective equipment, cleaning,

detergents and disinfectants,



(b)) Government Regulation No. 447/2000 Coll., on how to regulate the amount of

money spent on salaries and remuneration for stand-by duty

employees paid under the Act on salaries and remuneration for work

stand-by in budgetary and certain other organizations and

the institutions,



c) Government Decree No. 494/2001 Coll., laying down the method of registration,

reports and sending a record of injury, accident and record the pattern range of

institutions, which marks the work accident and sends a record of accident,



(d)) Government Regulation No. 469/2002 Coll., laying down a catalogue of works and

qualifications and amending government regulation of pay

the proportions of employees in public services and administration, as

amended,



e) of Decree-Law No 289/2002 Coll., laying down the scope and

the provision of data in the information system on wages, as amended by regulation

Government no 514/2004 Coll.



(f)) Government Regulation No. 62/1994 Coll. on compensation of certain expenses

employees of budgetary and contributory organizations with regular

workplace abroad, as amended,



g) Decree No. 288/2003 Coll., laying down the work and workplaces

that are prohibited for pregnant women, lactating women, mothers until the end of

the ninth month after childbirth and youth, and the conditions under which they may

juveniles may exceptionally do such work because of the training.



TITLE II



FINAL PROVISIONS



section 395



Shall be repealed:



1. Act No. 65/1965 Coll., the labour code,



2. Act No. 153/1969 Coll., amending and supplementing the labour code,



3. Act No. 72/1982 Coll., amending and supplementing the labour code section 105

work,



4. Act No. 111/1984 Coll., on the extension of the base amount of holiday

leave, and the addition of section 5 of the labour code,



5. Act No. 22/1985 Coll., amending and supplementing the section 92 and 105 of the code

work,



6. Act No. 52/1987 Coll., amending and supplementing certain provisions of the

the labour code,



7. Act No. 229/1992 Coll., amending and supplementing the labour code and

the law on employment,



8. Act No. 74/1994 Coll., amending and supplementing the Labour Code No.

65/1965 Coll., as amended, and some other laws,



9. Act No. 219/1995 Coll., amending Act No. 74/1994 Coll.

are changing and supplementing the Labour Code No. 65/1965 Coll., as amended

regulations, and some other laws,



10. Act No. 1/1992 Coll. on wages, remuneration for work stand-by and about

average earnings,



11. Act No. 119/1992 Coll., on travel compensation,



12. Act No. 44/1994 Coll., amending and supplementing Act No. 124/1992

Coll., on travel compensation,



13. Act No. 125/1998 Coll., amending and supplementing Act No. 124/1992

Coll., on travel compensation, as amended by Act No. 44/1994 Coll.



14. Act No. 36/2000 Coll., amending Act No. 119/1992 Coll., on the

travel allowance, as amended,



15. Act No. 483/2001 Coll., on working time and rest time of employees

with unevenly scheduled working time in the transport sector,



16. Government Regulation No. 108/1994 Coll., implementing the labour code and

some other laws,



17. Government Regulation No. 461/2000 Coll., amending Decree-Law No.

108/1994 Coll., implementing the labour code and some other laws,



18. Government Regulation No. 344/2004 Coll., amending Decree-Law No.

108/1994 Coll., implementing the labour code and some other laws,

as amended by Decree-Law No 461/2000 Coll.



19. Government Regulation No. 516/2004 Coll., amending Decree-Law No.

108/1994 Coll., implementing the labour code and some other laws,

as amended,



20. Government Regulation No. 256/1992 Coll., on conditions for the granting and amount of

extra charge for carrying out activities in difficult and health

harmful working conditions,



21. Government Regulation No. 77/1994 Coll., which amends and supplements the regulation

the Government of the Czech Republic No. 252/1992 Coll., on conditions for providing and

the amount of the special premium for carrying out activities in difficult and health

harmful working conditions,



22. Government Regulation No. 333/1993 Coll., on the establishment of minimum wage

rates and wage benefits for work in difficult and harmful

the work environment and work at night,



23. Government Regulation No. 308/1995 Coll., amending Decree-Law No.

333/1993 Coll., on the fixing of minimum wage rates and wage

benefits for work in difficult and harmful work environment

and work at night,



24. Government Regulation No. 356/1997 Coll., amending Decree-Law No.

333/1993 Coll., on the fixing of minimum wage rates and wage

benefits for work in difficult and harmful work environment

and work at night, as amended by regulation of the Government No. 308/1995 Coll.



25. Government Regulation No. 318/1998 Coll., amending Decree-Law No.

333/1993 Coll., on the fixing of minimum wage rates and wage

benefits for work in difficult and harmful work environment

and work at night, as amended,



26. Government Regulation No. 132/1999 Coll., amending Decree-Law No.

333/1993 Coll., on the fixing of minimum wage rates and wage

benefits for work in difficult and harmful work environment

and work at night, as amended,



27. Government Regulation No. 309/1999 Coll., amending Decree-Law No.

333/1993 Coll., on the fixing of minimum wage rates and wage

benefits for work in difficult and harmful work environment

and work at night, as amended,



28. Decree-Law No. 163/2000 Coll., amending Decree-Law No.

333/1993 Coll., on the fixing of minimum wage rates and wage

benefits for work in difficult and harmful work environment

and work at night, as amended,



29. Government Regulation No. 433/2000 Coll., amending Decree-Law No.

333/1993 Coll., on the fixing of minimum wage rates and wage

benefits for work in difficult and harmful work environment

and work at night, as amended,



30. Government Regulation No. 437/2001 Coll., amending Decree-Law No.

333/1993 Coll., on the fixing of minimum wage rates and wage

benefits for work in difficult and harmful work environment

and work at night, as amended,



31. Government Regulation No. 560/2002 Coll., amending Decree-Law No.

333/1993 Coll., on the fixing of minimum wage rates and wage

benefits for work in difficult and harmful work environment

and work at night, as amended,



32. Government Regulation No. 461/2003 Coll., amending Decree-Law No.

333/1993 Coll., on the fixing of minimum wage rates and wage

benefits for work in difficult and harmful work environment

and work at night, as amended,



33. Government order No. 700/2004 Coll., amending Decree-Law No.

333/1993 Coll., on the fixing of minimum wage rates and wage

benefits for work in difficult and harmful work environment

and work at night, as amended,



34. Government Regulation No. 303/1995 Coll., on the minimum wage,




35. Government Regulation No. 320/1997 Coll., amending Decree-Law No.

303/1995 Coll., on the minimum wage,



36. Government Regulation No. 317/1998 Coll., amending Decree-Law No.

303/1995 Coll., on the minimum wage, as amended by regulation of the Government No. 320/1997

SB.



37. Government Regulation No. 131/1999 Coll., amending Decree-Law No.

303/1995 Coll., on the minimum wage, as amended,



38. Government Regulation No. 309/1999 Coll., amending Decree-Law No.

303/1995 Coll., on the minimum wage, as amended,



39. Government Regulation No. 162/2000 Coll., amending Decree-Law No.

303/1995 Coll., on the minimum wage, as amended,



40. Government Regulation No. 429/2000 Coll., amending Decree-Law No.

303/1995 Coll., on the minimum wage, as amended,



41. Government Regulation No. 436/2001 Coll., amending Decree-Law No.

303/1995 Coll., on the minimum wage, as amended,



42. Government Regulation No. 559/2002 Coll., amending Decree-Law No.

303/1995 Coll., on the minimum wage, as amended,



43. Government Regulation No. 461/2003 Coll., amending Decree-Law No.

303/1995 Coll., on the minimum wage, as amended,



44. Government Regulation No. 699/2004 Coll., amending Decree-Law No.

303/1995 Coll., on the minimum wage, as amended,



45. Decree-Law No. 330/2003 Coll., determining the emoluments of the employees in the

public service and administration,



46. Decree-Law No 637/2004 Coll., amending Decree-Law No.

330/2003 Coll., on salaries of employees in public services and

manage,



47. article. (I) Decree-Law No. 213/2005 Coll., amending Decree-Law

No 330/2003 Coll., on salaries of employees in public services

and the Administration, as amended by Decree-Law No 637/2004 Coll. and Decree-Law No.

469/2002 Coll., laying down a catalogue of works and qualifying

assumptions and amending Government Decree determining the emoluments

of employees in public services and administration, as amended

regulations,



48. Government Regulation No. 307/2005 Coll., amending Decree-Law No.

330/2003 Coll., on salaries of employees in public services and

the Administration, as amended,



49. Government Regulation No. 541/2005 Coll., amending Decree-Law No.

330/2003 Coll., on salaries of employees in public services and

the Administration, as amended,



50. Decree No. 140/1968 Coll., on employment and the economic benefit

security of learners on the job,



51. Decree No. 199/1994 Coll., amending Decree of the Ministry of

education no. 140/1968 Coll., on employment and the economic benefit

studying on the job security, as amended by Act No. 187/1988

SB.



52. Decree No. 172/1973 Coll., on the release of the workers from their jobs to

the performance features in the revolutionary trade union movement,



53. Decree No. 75/1967 Coll., on additional holidays for workers who

place of work harmful to health or particularly difficult, and on compensation for loss of

earnings after the incapacity of some diseases from

the profession,



54. Decree No 45/1987 Coll., on principles for shortening of working time without

reduction in pay due to health reasons for workers to 21 years of age in the underground

deep down,



55. Decree No. 95/1987 Coll., on additional holidays for workers who

working with chemical carcinogens,



56. Decree No. 96/1987 Coll., on principles for shortening of working time without

reduction in pay due to health reasons for workers who work with

chemical carcinogens,



57. Decree No. 108/1989 Coll., amending and supplementing Decree No.

96/1987 Coll., on principles for shortening of working hours without a reduction in pay of

health workers who are working with chemical carcinogens,



58. Decree No 104/1993 Coll., laying down the periods with lower need for

the work of organizations of forest owned by the State,



59. Decree No 277/1993 Coll., laying down the periods with lower need for

the work of the Organization of the military forests and farms,



60. Decree No. 18/1991 Coll., on other tasks in the general interest,



61. Decree No. 366/1999 Coll., laying down the periods with lower need for

the work of operators and carriers on the national and regional.



§ 396



The effectiveness of the



(1) this Act shall come into force on 1 January 2000. January 1, 2007.



(2) the provisions of § 238 paragraph 1. 1 shall expire on the date that it becomes

the effectiveness of the denunciation of ILO Convention No. 45 of

the employment of women in underground work and underground mines of all kinds,

1935 (No 441/1990 Coll.).



Fort Worth Star Telegram in r.



Paroubek in r.



Annex



The characteristics of the grades



1. grade



The work, consisting of a unique repetitive work operations.

Work with individual items, simple tools and manual

the tool without links to other processes and activities. The implementation of the

handling operations with the individual pieces and small weight (to objects

5 kg). Common claims on sensory function. Work in favourable external

conditions.



2. grade



The work of the same kind held by the precise and clearly defined entry

outputs, with little variation and relation with the framework to the next

processes. Work with multiple elements (objects) that form a whole, for example,

Handling items requiring special handling (fragile, heavy,

flammable, with the danger of the disease). The implementation of the minor works, which are

part of the broader processes.



Long-term unilateral loading and minor muscle groups (fingers,

the wrist) and forced the rhythm and slightly degraded

(for example, climate) of external conditions. Work with potential risk

an accident at work.



3. grade



Work with clearly defined inputs and outputs and generally defined procedure

with the framework, subject to other processes. Working with units and assemblies with

logical (purposeful) arrangement without links to other units (the report).

Any responsibility for threats to the health and safety of employees in

under one collective.



4. grade



Homogenous work with framework by specifying and with clearly defined outputs, with

greater choice of another procedure, and with the framework, subject to other

processes (hereinafter referred to as "professional work"). Working with units and

reports of several individual elements (objects) with logical (purposeful)

arrangement with ties to other units (the report). Work

assuming a simple working relationship. Long-term and unilateral

load the larger muscle groups. Slightly increased mental demands

associated with a separate group of homogeneous solution time steady

business operations in accordance with those procedures.



5. grade



Simple expert work performed with many inter-related elements,

that are part of a system. The streamlining of the simple

routine and manipulation services and processes in variable groups

teams and other non-permanent organizational units and non-subordination

a group of workers associated with the responsibility for damages that cannot be

Delete on its own and in a short time.



Increased mental demands stemming from separate tasks, which

are mainly represented by specific phenomena and processes of diverse

with demands on longer-term memory, imagination and

predictability, the ability to compare, attention and flexibility. Accurate

the sensory distinction of small details. Long-term, one-sided and

excessive load on the muscle groups objects of different weights over 25

kg.



6th grade



Diverse, generally defined by specifying the work according to the normal procedures,

with the stated outputs, processes and linkages to other processes (hereinafter referred to as

"technical work"). Work with complete systems composed of many elements with

Sub links to a small circle of other systems. Coordination of work in the

variable groups.



Increased mental demands stemming from separate tasks with

a variety of specific phenomena and processes, and with the demands on the imagination and

predictability, the ability to compare, attention and flexibility. A considerable

sensory demands. A considerable burden of large muscle groups in a very

difficult working conditions.



7. grade



Professional work done with complete stand-alone systems with potential

breakdown on the component subsystems and with linkages to other systems. The streamlining of the

and coordination of simple technical work. Responsibility for the health

other persons or for damages only removed a group of other

employees, or for damages of persons acting on the basis of false statements

or the taking of measures over a longer period.



Psychological strain stemming from separate tasks, which are

evenly represented a concrete and abstract phenomena and processes a wide variety of

character. Demands on application skills and adaptability to different

conditions on logical thinking and some imagination. High intensity

on the identification of very small details, characters, or other visually impaired


important information and increased demands on the vestibular apparatus. Excessive

load large muscle groups in the most extreme working conditions.



8. grade



The provision of a wider professional works with file generally laid down by the

inputs and the way the execution and defined outputs, which are

an organic part of broader processes (hereinafter referred to as "specialized

the work "). Work in the context of complex systems with internal breakdown on

complete subsystems with close links to other systems and with the internal

breakdown of and outside of the organization.



9. grade



Specialized work, in which is the subject of a comprehensive

a separate system composed of several homogeneous units or

the most complex separate units. Coordination and administration of professional

the works.



Increased mental strain arising from separate systems

tasks, which are represented in more abstract phenomena and processes, with claims for

cognition, understanding and interpretation of phenomena and processes. High demands on

memory, flexibility, skills of analysis, synthesis and general comparisons.

High demands on the vestibular apparatus. An extraordinary burden on the nervous system.



10. grade



The provision of complex activities with generally defined inputs, generally

set out a great deal of variability and how the outputs of the solution and of the procedures and

specific linkages to a wide range of processes (hereinafter referred to as "system

the work "). The subject of the work is a complex system composed of separate

diverse systems with the essential determinants of internal and external

ties. Coordination and administration of professional specialized work.



11th grade



System work, whose activities are sub-disciplines

with a wide scope.



With the performance of work of considerable psychological strain resulting from the large

the complexity of the cognitive processes and higher level of abstract thinking,

imagination, generalization, and from the need to make decisions according to the different

criteria.



12th grade



A complex system of activities with variant General inputs, generally

laid down in advance and outputs unspecified ways and procedures shall

wide ties to other processes (hereinafter referred to as "the system of specialized

the work "), which are the subject of the fields of activity of systems with

extensive external and internal links.



13. grade



The system of specialized work, whose business is to file

scopes or scope with a massive internal structure and external links.

Comprehensive coordination and administration of system works.



High psychological strain resulting from the high demands on creative

thinking. Discover new techniques and methods, and the search for solutions

in an unusual way. Transmission and application of methods and methods from other

sectors and areas. Decision-making within the combinable rather considerably

abstract and heterogeneous phenomena and processes from different sectors and disciplines.



14. grade



Activities with unspecified inputs, ways of dealing with and very generally

defined outputs with very wide linkages to other processes, creative

development and coordination of policies and system (hereinafter referred to as "the creative

system work "). The subject is a set of disciplines or with extensive scope

internal breakdown and with numerous ties to other disciplines and with the competencies and

impact on the general population groups, or otherwise challenging summary

scopes. Coordination and administration of the system of specialized works.



15. grade



Creative system work when the subject is the industry as set

loosely coupled branches or most fundamental importance.



Very high psychological strain resulting from the high demands on creative

thinking in a highly abstract plane when considerable variability and

combines the processes and phenomena and on the ability of unconventional

the system and the services in the broadest context.



16. grade



Activities with unspecified inputs and outputs with a way of addressing

possible links to a whole range of other activities, which are the subject of

the various sciences and disciplines, and the other the broadest and most demanding

systems.



Selected provisions of the novel



Article. (II) Act No. 362/2007 Sb.



Transitional provisions



1. Act No. 262/2006 Coll. as amended and as amended by the

This Act also govern labour relations incurred prior to the date

entry into force of this Act; legal acts before the date of the acquisition of

the effectiveness of this law is, however, governed by existing laws, and

when their effects occur only after the effective date of this Act.



2. the right to compensation of the employee to whom notice has been given of the reasons

referred to in section 52 (a). (d)) of the labour code, in the version in force until the date of

entry into force of this Act, or with which the agreement has been concluded on the

termination of employment for the same reasons before the date of entry into force of

This law, governed by existing laws, treaties, and

the internal rules pursuant to section 305 of the labour code, in the version in force until the date of

entry into force of this Act.



3. the obligation of the employee to whom notice has been given or with which it was

an agreement on termination of employment prior to the date of acquisition

the effectiveness of this law, to return allowances, if after the end of

employment held a job in the employment relationship referred to in § 3

the second sentence of the labour code, in the version in force until the date of entry into force of

This Act, for the existing employers are governed by existing

legislation, treaties and the internal rules pursuant to section 305 of the code

work, in the version in force until the date of entry into force of this Act.



Article. (II) Act No. 294/2008 Sb.



Transitional provision



Other agreed overtime in health care according to the article. I, point 1 may

be exercised only in the period from the effective date of this Act, until 31 December 2006.

December 2013.



Article. (VI) Law No 326/2009 Sb.



Transitional provision



If the time of the first 3 days of temporary incapacity for which

pay the wages or salary for the Court (section 192 (1) of the second part of the sentence for

the labour code by semi-colons), until 30 June 1998 has not expired. June 2009,

the procedure is for exercising the right to compensation for wages or salary during temporary

incapacity for work pursuant to the provisions of § 192 paragraph 2. 1 the second sentence in section

a semicolon to the labour code, in the version in force from 1 January 1999. July, 2009.



Article. VI of Act No. 347/2010 Sb.



cancelled



Article. (II) Law No 185/2010 Sb.



Transitional provisions



Access to transnational information in accordance with § 288 to 299 of the Act No. 262/2006

Coll., in the version in force until the date of entry into force of this Act shall apply

employers and employer groups operating within the territory of the

a Member State, with registered offices in the Czech Republic and their organizational

folders that are located on the territory of the Czech Republic, for which the



and) from 5. June 2009 to 5. June 2011 has closed or

amended agreement pursuant to § 288 to 295 of Act No. 262/2006 Coll. as amended by

effective until the date of entry into force of this Act,



(b) the arrangements referred to in subparagraph (a))) was changed at the time of its validity,

supplemented or extended,



and until the termination of these agreements. The provisions of § 298a Act No.

262/2006 Coll. as amended effective from the date of entry into force of this Act

However, it also applies here.



Article. (VI) Law No 364/2011 Sb.



Transitional provision



If the temporary incapacity or quarantine was established

ordered before 1. January 2014 and it takes even in 2014,



and) the compensation of wages or salary or compensation rewards from the agreement on

work activities pursuant to § 192 or 194 of Act No. 262/2006 Coll. as amended by

effective on the date of 31. December 2013, and



(b) the length of time or period) 21 calendar days referred to in section 66 paragraph 1. 1

the second sentence of § 192 paragraph 2 and. 1 sentence of third and fourth. 5 (a). 6 sentence

the first Act No. 262/2006 Coll., in the version in force on 31 December 2005. December

2013, remains preserved.



Article. (II) Act No. 365/2011 Sb.



Transitional provisions



1. Act No. 262/2006 Coll., in the version in force from the date of entry into force of

This Act also govern labour relations incurred prior to the date

entry into force of this Act; legal acts before the date of the acquisition of

the effectiveness of this law is, however, governed by existing laws, and

when their effects occur only after the effective date of this Act.



2. the denunciation of the collective agreements concluded before the date of entry into force of

This Act shall be governed by existing laws.



3. the duration of the obstacles in the work in accordance with § 35 para. 2 of Act No. 262/2006 Coll., on

the texts of the effective date of this Act, for which the employee

does not take place on probation work and on which the trial period is extended, the

governed by existing laws.



4. In accordance with a written agreement entered into pursuant to § 39 para. 4 of Act No. 262/2006

Coll., in the version in force until the date of entry into force of this Act, or

issued by the internal regulation for the implementation of § 39 para. 4 of Act No. 262/2006

Coll., in the version in force until the date of entry into force of this law, it is possible to

proceed for a maximum period of 6 months from the date of entry into force of this

the law.



5. Notice the reason referred to in section 52 (a). h) Act No. 262/2006 Coll., on


the text of this law, it is not possible to use, there has been a breach of the mode

temporarily work insured before the date of entry into force of this

the law.



6. Severance pay to which the employee is entitled, which was given to

notice of termination pursuant to section 52 (a). ) to c) of Act No. 262/2006 Coll. as amended by

effective until the date of entry into force of this Act, or with which it was

an agreement on termination of employment for the same reasons, as well as

severance pay to which the employee is entitled, which immediately set aside the

employment pursuant to section 56 of Act No. 262/2006 Coll., in the version in force in

the effective date of this Act, are governed by existing laws,

regulations.



7. the right of the Court pursuant to § 69 para. 2 of Act No. 262/2006 Coll. as amended by

effective from the date of entry into force of this Act, may be applied to the

invalid cases of termination of employment on the basis of the legal

the Act, which was made in first the effective date of this Act.



8. paragraph 209 paragraph. 2 of Act No. 262/2006 Coll. as amended effective

from the date of entry into force of this Act, may be applied to the cases of

partial unemployment that occurred earlier in the day the effectiveness of this

the law.



9. cases of partial unemployment, which occurred before the date of the acquisition of

the effectiveness of this law, of which it was necessary to make decisions in the administrative

proceedings pursuant to § 209 paragraph. 3 of Act No. 262/2006 Coll., in the version in force in

the effective date of this Act, which have not been

decided, or where the proceedings are governed by existing

the legislation.



10. the provisions of section 330 of Act No. 262/2006 Coll., in the version in force from the date of

entry into force of this Act, shall apply to the cases of extinction of the rights from the

the effective date of this Act.



11. the provisions of section 333 of the Act No. 262/2006 Coll., in the version in force from the date of

entry into force of this Act, shall apply to the period that began

accrue from the date of first entry into force of this Act.



12. Transfer of rights and obligations of labor relations and the transition

exercise of the rights and obligations of employment relations, the effectiveness of

occurred before the date of entry into force of this law shall be governed by the existing

the legislation.



Article. LXXX of Act No 302/Sb.



Transitional provisions



1. Act No. 262/2006 Coll., in the version in force from the date of entry into force of

This Act also govern labour relations incurred prior to the date

entry into force of this Act; legal acts before the date of the acquisition of

the effectiveness of this law is, however, governed by existing laws, and

when their effects occur up to the effective date of this Act.



2. invalidity of legal acts which have been made prior to the date of acquisition

the effectiveness of this law, shall be assessed pursuant to Act No. 262/2006 Coll., on

the version in force until the date of entry into force of this Act.



3. The provisions of paragraphs 19 and 20 of the Act No. 262/2006 Coll., in the version in force from

the effective date of this Act, apply to labour

the relationships that were created earlier in the day the effective date of this Act.



4. The legislation referred to in section 28 of Act No. 262/2006 Coll. as amended by

effective from the date of entry into force of this Act apply to collective

contracts which have been concluded earlier in the day of application of this

the law.



5. Immediate termination of employment legal guardian

of the employee under section 56a of the Act No. 262/2006 Coll., in the version in force from

the effective date of this Act, is applicable to the employment relationship

a minor employee based employment contract concluded

earlier in the day the effective date of this Act.



6. the immediate cancellation of the agreement for work or working agreements

the activities of the legal representative of a minor employee in accordance with § 77 para. 4

and (5) of Act No. 262/2006 Coll., in the version in force from the date of entry into force of

This Act, it is possible to apply to the agreement for work or an agreement

about the work of a minor employee that has closed

earlier in the day the effective date of this Act.



Article. XI of Act No. 101/2014 Sb.



Transitional provision



Termination of employment of a foreigner or a natural person without the State

nationality who have been granted long-term residence permit for the purpose of

employment in special cases pursuant to section 42 of the Act No. 326/1999 Coll.

in the version in force before the date of entry into force of this Act, if there were no

to him, already in a different way, is governed by § 48 para. 3 (b). (c)) Law No.

262/2006 SB., in the version in force before the date of entry into force of this

the law.



Article. The LIONS of law no 250/2014 Sb.



Transitional provision



Employees on the day preceding the effective date of

This Act is rewarded to a contractual salary, the effective date of

This Act provides for a salary plan and personal allowance, where appropriate,

surcharge for leadership, extra charge and extra pay for work in

difficult working environment, so that their sum corresponded to the present

the amount of the agreed contractual salary; However, if the amount so established

the personal allowance, where applicable, the additional fee for management, special supplement

and the additional fee for work in difficult working environment, exceeded the

their maximum amount pursuant to Act No. 262/2006 Coll., these

folder of the salary will be reduced to the maximum permissible amount. Salary plan

must correspond to the classification in grade and step in

accordance with the Act No. 262/2006 Coll.



1) of the Council directive of 14 June. October 1991 concerning the obligations of the employer

inform employees of the conditions applicable to the contract or employment

relationship (91/533/EEC).



Council Directive 98/59/EC of 20 May 1999. July 1998 on the approximation of the laws

the laws of the Member States relating to collective redundancies.



Council Directive 99/70/EC of 28 June 1999. June 1999 concerning the framework agreement on

fixed-term work concluded by UNICE,

CEEP and ETUC.



Council Directive 97/81/EC of 15 December 1999. December 1997 concerning the framework agreement on

part-time work concluded by UNICE, CEEP and the

The ETUC.



Council Directive 2004/113/EC of 13 April 2004. December 2004, implementing the

the principle of equal treatment between men and women in the access to goods and services

and their provision.



Council Directive 94/45/EC of 22 December 2004. September 1994 on the establishment of the European Council

employees or a procedure for informing employees and

consultation of employees in undertakings operating in the territory of the community

and groups of undertakings on the territory of the community.



Council Directive 97/74/EC of 15 December 1999. in December 1997, the

the scope of Directive 94/45/EC on the establishment of a European Works Council or

the creation of a procedure for informing and consulting

employees in undertakings operating in the territory of the community and groups

businesses operating in the territory of the community, extends to the United

Kingdom of Great Britain and Northern Ireland.



Council Directive 2006/109/EC of 20 May 1999. November 2006, which is due to

the accession of Bulgaria and Romania are covered by Directive 94/45/EC on the establishment of

the European Works Council or a procedure for informing the

and consultation of employees in undertakings operating in the territory of the

Community and groups of undertakings on the territory of the community.



Directive of the European Parliament and of the Council 2002/14/EC of 11 December 1997. March

2002 laying down the general framework for employee information and

consulting employees in the European Community.



Article. 13 Council Directive 2001/86/EC of 8 June 2004. October 2001, which

supplementing the Statute for a European company with regard to the involvement of employees.



Council Directive 2001/23/EC of 12 July 2005. March 2001 on the approximation of the laws

the laws of the Member States relating to the safeguarding of employees ' rights in the

the event of transfers of undertakings, businesses or parts of undertakings or businesses.



European Parliament and Council Directive 96/71/EC of 16 December 2002. December 1996

the posting of workers in the framework of the provision of services.



Council Directive 96/34/EC of 3 June 2003. June 1996 on the framework agreement on

parental leave concluded by UNICE, CEEP and the ETUC.



Directive of the European Parliament and of the Council 2003/88/EC of 4 April 2003. November

2003 concerning certain aspects of the organisation of working time.



Council Directive 94/33/EC of 22 December 2004. June 1994 on the protection of minors

workers.



Council directive of 25 June. June 1991, supplementing the measures for

improving the safety and health at work of workers with

the ratio of fixed-term or temporary employment relationship (91/383/EEC).



Council directive of 12 June. June 1989 on the introduction of measures to encourage improvements

the safety and health of workers at work (89/391/EEC).



Council directive of 30 November 2005. November 1989 on the minimum requirements for

health and safety for the use of personal protective

resources by workers at work (third individual Directive within the meaning of

article. Article 16(1). 1 of Directive 89/391/EEC) (89/656/EEC).



Council Directive 92/85/EEC of 19 December. October 1992 on the introduction of measures to

improving the safety and health at work of pregnant workers

and workers who have recently given birth or are breastfeeding (tenth

individual Directive within the meaning of article 87(1). Article 16(1). 1 of Directive 89/391/EEC).




Council directive 2010/18/EU of 8 March. March 2010 implementing

the revised framework agreement on parental leave concluded between the

organisations BUSINESSEUROPE, UEAPME, CEEP and ETUC and repealing Directive

96/34/EC.



European Parliament and Council Directive 2006/54/EC of 5 July 2004. July

2006 on the implementation of the principle of equal opportunities and equal treatment for

men and women in matters of employment and occupation.



Council Directive 2000/43/EC of 29 April 2004. June 2000 implementing the

the principle of equal treatment between persons irrespective of racial or

ethnic origin.



Council Directive 2000/78/EC of 27 June 2002. November 2000 establishing a

a general framework for equal treatment in employment and occupation.



Directive of the European Parliament and of the Council 2002/15/EC of 11 December 1997. March 2002

on the organisation of working time of persons performing mobile road

transport.



Council Directive 2005/47/EC of 18 June 2003. July 2005 on the agreement between the

The community of European railways (CER) and the European transport workers ' Federation

(ETF) on certain aspects of the working conditions of mobile

workers engaged in interoperable cross-border services in the

rail transport.



Article. 15 Council Directive 2003/72/EC of 22 December 2004. July 2003, which is

supplementing the Statute for a European cooperative society with regard to the involvement of

employees.



European Parliament and Council directive 2009/38/EC of 6 May 1999. May 2009

on the establishment of a European Works Council or a procedure for the

employee information and consultation of employees in undertakings

operating at the level of the community and the groups of undertakings

Community level (recast).



2) for example, Act No. 234/2014 Coll. on State service, Act No. 361/2003

Coll., on the service of members of security forces, as amended by

amended.



6) articles 6 and 7 of Act No. 219/2000 Coll., on the Czech Republic and its assets

in legal relations.



7) § 3 and 51 of Act No. 219/2000 Sb.



10) § 16 para. 2 of the Act No. 83/1990 Coll., as amended by Act No. 300/1990 Coll.



11) Act No. 2/1991 Coll., on collective bargaining, as amended

regulations.



12) for example, Act No. 451/1991 Coll., laying down some of the more

prerequisites to perform certain functions in State bodies and

organizations of the Czech and Slovak Federal Republic, the Czech Republic and

The Slovak Republic, as amended.



13) Act No. 79/1997 Coll., on State enterprise, as amended

regulations.



14) for example, Act No. 257/2000 Coll., on the State agricultural intervention

Fund and amending some other acts (the Act on the State farm

the intervention fund), as subsequently amended, Act No. 211/2000

Coll., on the State Housing Development Fund and amending Act No. 171/1991 Coll.,

about the competence of the authorities of the Czech Republic in matters relating to transfers of property to the State of the

other persons, and the national property Fund of the Czech Republic, as amended by

amended, as amended, law No 104/2000

Coll. on the State Fund of transport infrastructure and on the amendment of Act No.

171/1991 Coll., on the scope of the authorities of the United States in matters of transfers

the assets of the State on the other person and the national property Fund of Czech

Republic, as amended, as amended.



15) section 54 of Act No. 219/2000 Coll., as amended.



section 27 of Act No. 250/2000 Coll. on budgetary rules of territorial

budgets.



16) Act No. 283/1991 Coll., on the police of the Czech Republic, as amended by

amended.



for example, section 16A) 2 (2). 6 and 7 of Act No. 312/2002 Coll., as amended by

amended, § 102 paragraph. 2 (a). (g)) and § 103 para. 3 of Act No.

128/2000 Coll., on municipalities (municipal establishment), as amended,

section 59 paragraph 1. 1 (b). (c)) and § 61 para. 3 (b). (b)) of the Act No. 129/2000 Coll., on the

counties (County establishment), as amended, § 68 para. 2

(a). in) and § 72 para. 3 (b). (b)) Law No 131/2000 Coll., on the main

the city of Prague, as subsequently amended, § 7 (2). 4 and § 8 para. 1

Law No. 245/2006 Coll., on public nonprofit constitutional

medical devices and amending certain laws, section 10 of Decree No.

394/1991 Coll., on the position, organisation and operation of teaching hospitals and

other hospitals, selected specialised therapeutic institutes and regional

health stations in the management scope of Ministry of health

The United States, section 131 of the Act No. 561/2004 Coll. on pre-school,

primary, secondary, higher vocational and other education (the education

Act) § 14 para. 3 of Act No. 201/2002 Coll., on the authority of representation

of the State in matters of property, § 17 para. 2 of law No 341/2005 Coll. on

public research institutions, § 8 para. 1 (b). and) and § 9 para. 4

Act No. 483/1991 Coll., on the Czech television, § 8 para. 1 (b). and) and § 9

paragraph. 4 Act No. 484/1991 Coll., on the Czech Radio, § 8 para. 1 (b). (b))

Act No. 517/1992 Coll., on the Czech press office, § 9 para. 2 of the Act

No 256/2000 SB., § 6 (1). 5 Act No. 211/2000 Coll., section 8 (2). 4 of the law

No 104/2000 Coll., section 12 paragraph 1. 2 and 3 of law No. 77/1997 Coll., § 24 para. 3

Law No 250/2000 Sb.



16B) for example, § 148 paragraph. 18 of Act No. 435/2004 Coll., on employment,

section 48 of the Act No. 251/2005 Coll., on labour inspection, article. (Ii) point 17 of Act No.

274/2003 Coll., amending certain laws in the field of the protection of public

health, § 9 para. 3 of Act No. 257/2000 Coll.



17) § 92 para. 2 of the Act No. 435/2004 Coll. as amended by Act No. 347/2010

SB.



18) section 66 of Act No. 435/2004 Coll.



19) § 4 paragraph 2. 1 of law No 98/1987 Coll., on the special contribution of the miners,

in the wording of later regulations.



20) § 89 to 101 of the Employment Act.



21) § 56 para. 2 (a). b) of Act No. 187/2006 Coll., on sickness

insurance.



21a) Act No. 182/2006 Coll., on bankruptcy and the ways of its solution

(insolvency law), as amended.



22A) Act No. 108/2006 Coll., on social services, as amended

regulations.



23) Act No. 245/2000 Coll., on public holidays, on significant days and

days of rest, as amended.



23A) Act No. 95/2004 Coll., on conditions for the acquisition and recognition of professional

competence and specialized competence to perform the medical

the professions of doctor, dentist and pharmacist, as amended

regulations.



23B) Law No 96/2004 Coll., on conditions for the acquisition and recognition

competence for the exercise of paramedical professions and to the exercise

activities related to the provision of health care and amending

certain related laws (the law on the paramedical

occupations), as amended.



24) Act No. 56/2001 Coll., on conditions for the operation of vehicles on the road

roads and on the amendment of the Act No. 168/1999 Coll., on liability insurance

for damage caused by operation of the vehicle and amending certain related

laws (the law on the liability insurance of the vehicle), as amended by

Act No. 309/1999 Coll.



25) Act No. 13/1997 Coll. on road traffic, as amended

regulations.



26) § 3 (1). 1 (b). ) to c) of Act No. 266/1994 Coll., on rail systems in

as amended.



27 § 2 (b)). (c)) Decree No. 175/2000 Coll., on the transport regulations for the

public rail and road passenger transport.



28) Act No. 49/1997 Coll., on Civil Aviation, and amending and supplementing

Act No. 455/1991 Coll., on trades (Trade Act),

in the wording of later regulations.



29) Law No. 114/1995 Coll. on inland navigation, as amended

regulations.



31) section 67 of Act No. 133/1985 Coll., on fire protection, as amended

regulations.



32) section 37 of Act No. 258/2000 Coll., on the protection of public health and amending

some related laws, as amended.



33) Law No 379/2005 Coll., on measures to protect against damage

caused by tobacco products, alcohol and other addictive substances and

amending related laws.



34) Government Regulation No. 21/2003 Coll., laying down technical

requirements for personal protective equipment.



35) Act No. 167/1998 Coll., on substance abuse and to modify other

laws, as amended.



36) for example, Act No. 251/2005 Coll., on labour inspection, Act No. 61/1988

Coll. on mining activities, explosives and the State Mining Administration, in

as amended, Act No. 18/1997 Coll. on peaceful uses of

of nuclear energy and ionizing radiation (the Atomic Act) and on the amendment and

supplementing certain acts, as amended.



37) Act No. 309/2006 Coll., as amended by Act No. 362/2007 Sb.



37A) section 9 of Act No. 309/2006 Coll.



38) section 39 of Act No. 258/2000 Coll., as amended.



39) for example, Act No. 201/1997 Coll., on salary and some other

elements of prosecutors and amending and supplementing Act No. 143/1992

Coll., on salary and remuneration for stand-by duty in the budget and in the

certain other organisations and bodies, as amended

regulations.



40) Act No. 128/2000 Coll., on municipalities (municipal establishment), as amended by

amended.



Act No. 129/2000 Coll., on regions (regional establishment), as amended

regulations.




Act No. 133/2000 Coll., on the capital city of Prague, as subsequently amended

regulations.



41) § 124 Education Act.



41A) Law No 245/2006 Coll., as amended.



42) Act No. 526/1990 Coll., on prices, as amended.



43) Act No. 151/1997 Coll., on the valuation of assets and amending certain

laws (law on the valuation of assets), as amended.



43A) for example, § 118 paragraph. 2 Act No. 90/1995 Coll., on rules of procedure

The Chamber of Deputies, § 147 paragraph. 2 of Act No. 106/1999 Coll., on rules

the order of the Senate, section 4, paragraph 4. 3 of Act No. 114/1993 Coll., on the Office of the President

Republic, as amended by Act No. 283/2004 Coll.



44) § 24 to 26 of Act No. 249/2000 Coll. on budgetary rules

local budgets.



45) § 2 of the law No. 563/2004 Coll. on pedagogic workers and amending

Some laws.



46) of the Education Act.



47) Act No. 563/2004 Sb.



48) Act No. 365/2000 Coll., on public administration and information systems of the

amendments to certain other laws, as amended.



49) Act No. 101/2000 Coll., on the protection of personal data and on amendments to certain

laws, as amended.



50) § 16 para. 1 of law No 6/1993 Coll. on Česká národní banka, as amended by

amended.



51) Act No. 121/2001 Coll., on judicial executors and enforcement activities

(enforcement procedure) and amending other acts, as amended.



51A) Act No. 115/2006 Coll., on registered partnership and amending

some related laws, as amended by the Act No. 261/2007 Coll.



52) Act No. 337/1992 Coll., on administration of taxes and fees, as amended by

amended.



53) Act No. 500/2004 Coll., the administrative code, as amended by law no 413/2005 Sb.



54) § 276 to 302 of the civil procedure.



Act No. 119/2001 Coll., laying down rules for cases concurrently

the ongoing performance of the decision.



55) section 277 of the civil procedure.



56) Law No 499/2004 Coll. on Archives and records service and amending

certain acts, as amended.



57) for example, Act No. 237/1995 Coll., on salary and other terms of

associated with the performance of the functions of the representatives of State power and some

State authorities and judges and members of the European Parliament, as amended by

amended.



58) Act No. 187/2006 Coll., as amended.



59) Act No. 258/2000 Coll., as amended.



61) section 26 of Act No. 187/2006 Sb.



62) § 48 para. 2 Act No. 187/2006 Sb.



63) section 33 of Act No. 187/2006 Sb.



64) sections 21 and 22 of law No. 187/2006 Sb.



64A) section 22 of Act No. 187/2006 Sb.



65) section 31 of Act No. 187/2006 Sb.



66) § 56 para. 2 (a). b) of Act No. 187/2006 Sb.



67) § 83 para. 2 (a). b) of Act No. 187/2006 Sb.



68) § 7 para. 12 Act No. 117/1995 Coll., on State social support, in

as amended.



for example, 69) Council decision 2003/479/EC of 16 December 2002. June 2003 on

the rules applicable to national experts and military staff seconded to

the General Secretariat of the Council.



for example, § 70) 7 (2). 5 of law No 104/2000 Coll. on the State Fund

transport infrastructure and on the amendment of Act No. 171/1991 Coll., on the scope of the

the authorities of the Czech Republic in matters relating to transfers of property to the State on the other person, and

the national property Fund of the Czech Republic, as amended

the provisions of § 15 para. 9 and § 83 para. 11 of the Act on universities, § 184

the Education Act, section 38 of Act No. 95/2004 Coll., on conditions for the acquisition and

recognition of professional competence and specialized competence to perform

the medical professions of doctor, dentist and pharmacist, and section 90

paragraph. 1 of law No 96/2004 Coll., on conditions for the acquisition and recognition

competence for the exercise of paramedical professions and to the exercise

activities related to the provision of health care and amending

certain related laws (the law on the paramedical

occupations).



for example, section 200 71) of the commercial code.



71A) Act No. 627/2004 Coll., on European society, as amended

regulations.



Act No. 309/2006 Coll., on a European cooperative society, as amended by

Act No. 126/2008.



Law No. 125/2008 Coll. on transformation of commercial companies and cooperatives.



72), the law on universities.



73) Decree No. 114/2002 Coll. on the Fund for cultural and social needs,

in the wording of later regulations.



75) Decree No 430/2001 Coll., on the costs of catering and

their payment orders in the organizational components of the State and State-funded

organizations.



76) § 67 up to 84 of the Employment Act.



77) § 42 to 44 of Act No. 187/2006 Sb.



77A) section 8 of Act No. 108/2006 Coll., on social services.



78) for example, section 17 of the commercial code, Act No. 412/2005 Coll. on

the protection of classified information and security.



79) section 200 of the civil procedure.



80) § 21 of the commercial code.



82) Act No. 627/2004 Coll., on European society, as amended by Act No.

264/2006 Sb.



Act No. 309/2006 Coll., on a European cooperative society.



83) Act No. 219/1999 Coll., on the armed forces of the United States, in the

as amended.



84) Act No. 312/2002 Coll., as amended.



85) section 172 para. 2 Education Act.



§ 94 paragraph 86). 2 of the law on universities.



87) § 2 (2). 1 of the commercial code.



88) Act No. 159/2006 Coll. on conflicts of interest.



89) section 34 and section 115 (a). d) of Act No. 108/2006 Coll., as amended

regulations.



90) § 39 to 57 of the Employment Act.



91) Article. 49 of the Treaty establishing the European Community.



92) section 53 of Act No. 218/2000 Coll. on budgetary rules and amending

certain related acts (budgetary rules), as amended by

amended.



93) § 278 of the judicial code.



94) Law No. 26/2000 Coll. on postal services and amending certain

other laws (the law on postal services), as amended

regulations.



95) Act No 227/2000 Coll. on electronic signature, as amended

regulations.



96), for example, Act No. 21/2006 Coll., on verification of conformity a copy or copies of the

with the Charter and of verifying the authenticity of the signature and amending some laws

(authentication).



97), for example, the commercial code, Act No. 328/1991 Coll., as amended by

amended.



98) Decree No 342/1997 Coll., laying down a procedure for the recognition of

of occupational diseases and the list of medical devices that these

diseases recognize as amended by Decree No 38/2005 Sb.



99) Government Decree No. 290/1995 Coll., laying down a list of diseases of

the profession.



99A) § 16 para. 2 Decree No 307/2002 Coll., on radiation protection, in

amended by Decree No. 499/2005 Sb.



99B) § 2 (2). 5 Act No. 258/2000 Coll., on the protection of public health and the

amending certain related laws.



99 c) § 69 para. 1 (b). (b)), and (h)) Act No. 258/2000 Coll., as amended by law

No 274/2003 Coll.



100) Act No. 589/1992 Coll., on social security and

contribution to the State employment policy, as amended

regulations.



101) Act No. 586/1992 Coll., on premiums for general health

insurance, as amended.



Act No. 48/1997 Coll., on public health insurance and amending and

supplementing certain acts, as amended.



102) § 38 h of Act No. 586/1992 Coll., on income taxes, as amended by

amended.



103) section 67 of the Employment Act.



104) § 2 (2). 5 of the Act No. 312/2002 Coll., as amended.



107) § 56 para. 2 (a). b) of Act No. 187/2006 Coll., as amended by Act No.

305/2008 Sb.



108) Act No. 198/2009 Coll., on equal treatment and the legal

means of protection against discrimination and on amendments to certain laws

(anti-discrimination Act).



110) for example, § 24 para. 2 of the Act No. 563/2004 Coll., section 22 of Act No.

95/2004 Coll., section 51 and 54 of law No 96/2004 Sb.



111) § 7 para. 1 Act No. 2/1991 Coll., as amended by Act No. 225/2005 Sb.



§ 18 para. 1 and section 19 of Act No. 89/1995 Coll., on State statistical service,

as amended by the Act No. 220/2000 Coll. and Act No. 408/2000 Coll.



112) § 6 para. 2 (a). d) of Act No. 83/1990 Coll.