DOCSLIB.ORG

LABOUR CODE (Full Translation) No. 262/2006 Coll., As Amended „Zákoník Práce“

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
LABOUR CODE (Full Translation) No. 262/2006 Coll., As Amended „Zákoník Práce“ LABOUR CODE (full translation) No. 262/2006 Coll., as amended „Zákoník práce“ PART ONE: GENERAL PROVISIONS .............................................................................. § 1 - § 29 Chapter I: Scope of Regulation and Definition of Labour Relations ..................................... § 1 - § 5 Chapter II: Parties to Labour Relations ................................................................................ § 6 - § 12 Employees ......................................................................................................... § 6 Employers ......................................................................................................... § 7 - § 11 Representation ................................................................................................... § 12 Chapter III: Repealed ............................................................................................................ § 13 - § 15 Chapter IV: Equal Treatment and Prohibition of Discrimination ............................................ § 16 - § 17 Chapter V: Legal Acts ......................................................................................................... § 18 - § 29 PART TWO: EMPLOYMENT RELATIONSHIP ............................................................... § 30 - § 73a Chapter I: Procedure before the Commencement of an Employment Relationship ............... § 30 - § 32 Chapter II: Employment Relationship, Employment Contract and Commencement of an Employment Relationship ................................................ § 33 - § 39 Chapter III: Alterations of an Employment Relationship ........................................................ § 40 - § 47 Chapter IV: Termination of an Employment Relationship ...................................................... § 48 - § 73a General Provisions on Termination of an Employment Relationship ................... § 48 Termination of an Employment Relationship by Agreement ............................... § 49 Notice of Termination, Notice Periods and Reasons for Termination ................... § 50 - § 54 Immediate Termination of an Employment Relationship ..................................... § 55 - § 56 Common Provisions on Termination of an Employment Relationship ................. § 57 - § 61 Collective Dismissals ......................................................................................... § 62 - § 64 Other Cases of Termination of an Employment Relationship .............................. § 65 - § 66 Severance Pay (Redundancy Payment) ............................................................... § 67 - § 68 Void Termination of an Employment Relationship ............................................. § 69 - § 72 Discharge or Resignation from Managerial Position ........................................... § 73- § 73a PART THREE: AGREEMENTS ON WORK PERFORMED OUTSIDE AN EMPLOYMENT RELATIONSHIP ........................................................ § 74 - § 77 PART FOUR: WORKING HOURS AND REST PERIODS .................................................. § 78 - § 100 Chapter I: Common Provisions on Working Hours and Length of Working Hours ............... § 78 - § 80 Chapter II: Distribution of Working Hours ........................................................................... § 81 - § 87 Fundamental Provisions ..................................................................................... § 81- § 84 Flexible Working Hours Scheme ........................................................................ § 85 Working Hours Account .................................................................................... § 86 - § 87 Chapter III: Work Breaks and Safety Breaks ......................................................................... § 88 - § 89 Chapter IV: Rest Periods ....................................................................................................... § 90 Uninterrupted Rest Period Between Two Shifts .................................................. § 90 Non-Working Days ............................................................................................ § 91 Uninterrupted Rest Period Per Week .................................................................. § 92 Chapter V: Overtime Work .................................................................................................. § 93 Chapter VI: Night Work ........................................................................................................ § 94 Chapter VII: Standby ............................................................................................................. § 95 Chapter VIII: Joint Provisions on Working Hours and Rest Periods .......................................... § 96 - § 99 Chapter IX: Authorizing Provisions....................................................................................... § 100 PART FIVE: OCCUPATIONAL SAFETY AND HEALTH PROTECTION ...................... § 101 - § 108 Chapter I: Risk Prevention.................................................................................................. § 101 - § 102 Chapter II: Obligations of the Employer, Rights and Obligations of the Employee ................ § 103 - § 106 Chapter III: Common Provisions ........................................................................................... § 107 - § 108 PART SIX: REMUNERATION FOR WORK, REMUNERATION FOR STANDY AND INCOME DEDUCATIONS .................................................. § 109 - § 150 Chapter I: Common Provisions on Wage, Salary and Remuneration Pursuant to an Agreement .................................................................................. § 109 - § 112 Chapter II: Wage ................................................................................................................. § 113 - § 121 Chapter III: Salary ................................................................................................................ § 122 - § 137 Chapter IV: Remuneration Pursuant to an Agreement ............................................................ § 138 Chapter V: Wage or Salary for Performance of Alternative Work ......................................... § 139 Chapter VI: Remuneration for Standby .................................................................................. § 140 Chapter VII: Common Provisions on Wages, Salaries, Remuneration Pursuant to Agreements and Remuneration for Standby ............... § 141 - § 144 Chapter VIII: Income from Labour Relationship and Deductions.............................................. § 145 - § 150 Common Provisions ........................................................................................... § 145 - § 146 Order of Wage Deductions and Wage Assignments ............................................ § 147 - § 150 PART SEVEN: REIMBURSEMENT OF EXPENSES TO EMPLOYEES IN CONNECTION WITH THEIR WORK PERFORMANCE .................... § 151 - § 190 Chapter I: Common Provisions on Reimbursement of Expenses to Employees in Connection with Performance of their Work ............................. § 151 - § 155 Chapter II: Reimbursement of Travel Expenses to Employees of Employers Not Referred to in Section 109(3) ............................ § 156 - § 172 Reimbursement of Travel Expenses on a Business Trip or on a Journey Outside Regular Workplace ................................................ § 156 - § 164 Reimbursement of Expenses on Transfer to Another Place (Relocation) or Temporary Assignment .................................................................................. § 165 Reimbursement of Travel Expenses on Business Trips Abroad ........................... § 166 - § 171 Reimbursement of Expenses on Posting an Employee Abroad ............................ § 172 Chapter III: Reimbursement of Travel Expenses to Employees of Employers Referred to in Section 109(3) ............................................................................. § 173 - § 181 Common Provisions ........................................................................................... § 173 - § 174 Reimbursement of Travel Expenses (Business Trips) .......................................... § 175 - § 176 Reimbursement of Expenses on Taking up an Employment or on Transfer to Another Place .......................................................................... § 177 - § 178 Reimbursement of Travel Expenses on a Business Trip Abroad .......................... § 179 - § 180 Reimbursement of Expenses on Posting an Employee Abroad ............................ § 181 Chapter IV: Common Provisions on Reimbursement of Travel Expenses ............................... § 182 - § 189 Chapter V: Reimbursement for Wear and Tear of an Employee's Own Tools, Equipment and Items Required for Work Performance ....................................... § 190 PART EIGHT: OBSTACLES TO WORK ............................................................................... § 191 - § 210 Chapter I: Obstacles to Work on the Employee Side ........................................................... § 191 - § 205 Important Personal Obstacles to Work ................................................................ § 191 - § 199 Obstacles to Work for Reasons of Public Interest ................................................ § 200 - § 205 Chapter II: Common Provisions on Obstacles to Work on the Employee Side ....................... § 206 Chapter III: Obstacles to Work on the Employer Side ............................................................ § 207 - §
Load more

Recommended publications
  • Implementing 10 Days of Paid Sick Leave
    May 28, 2020 Implementing 10 days of paid sick leave: What workers' need Recommendations from the Fight for $15 and Fairness, Workers’ Action Centre, and Parkdale Community Legal Services 1. Introduction Public Health Officers across the country are telling people to stay home from work when sick. The government proposal for 10 days paid sick leave across the country is a crucial step to enable workers, particularly in the midst of the COVID recession, to actually go home, or stay home from work when sick. 2. What do people need to be able to stay home from work when sick? Sick days must be paid by the employer • Paid sick days must be received in regular paychecks because bills and rent are due regularly; • CERB program sick pay would have to be a paid on a flat rate amount to be timely such as $500 per week – i.e., one paid sick day is $100. This may not be appropriate for paid sick days (too little for people earning more than minimum wage which in Ontario would be over $100 per day). This may be inadequate to achieve the public health objective of enabling people to stay home from work when sick due to loss in earnings. • It is unlikely that the EI system will have the capacity to process and payout individual worker’s sick day pay. The requirement for sick days are often intermittent, requiring multiple applications to an already overloaded system. Paid sick leave must be job protected • Any paid sick leave provision would have to provide employees with a job- protected right to take leave without reprisals.
    [Show full text]
  • The Role of Occupational Health Services in Psychosocial Risk Management and the Promotion of Mental Health and Well-Being at Work
    International Journal of Environmental Research and Public Health Review The Role of Occupational Health Services in Psychosocial Risk Management and the Promotion of Mental Health and Well-Being at Work Aditya Jain 1 , Juliet Hassard 2 , Stavroula Leka 2,3,* , Cristina Di Tecco 4 and Sergio Iavicoli 4 1 Nottingham University Business School, University of Nottingham, Nottingham NG8 1BB, UK; [email protected] 2 School of Medicine, University of Nottingham, Nottingham NG8 1BB, UK; [email protected] 3 Cork University Business School, University College Cork, T12 K8AF Cork, Ireland 4 Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian Workers’ Compensation Authority INAIL), 00078 Rome, Italy; [email protected] (C.D.T.); [email protected] (S.I.) * Correspondence: [email protected] Abstract: The development and enhancement of occupational health services (OHS) at the national level is central to ensuring the sustainable health, well-being and work engagement of the work- ing population. However, due to differences in national health, social security and occupational safety and health systems, the content, capacity, coverage and provisions of OHS vary considerably across national contexts. Obtaining a better understanding in terms of such similarities and varia- tions internationally is essential as such comparative information can help inform evidenced-based decision-making on OHS at both policy and practice levels. This paper therefore reviews and analyses Citation: Jain, A.; Hassard, J.; Leka, the key policies, standards and approaches in OH systems and services, using both academic and S.; Di Tecco, C.; Iavicoli, S. The Role of grey literature, across 12 industrialised countries (Australia, Canada, Finland, France, Germany, Occupational Health Services in Ireland, Italy, Japan, The Netherlands, Poland, United Kingdom and the United States of America).
    [Show full text]
  • E-Journal of International and Comparative LABOUR STUDIES Volume 1, No
    OPEN ACCESS I S S N 1 4 2 2 - 0067 E-Journal of International and Comparative LABOUR STUDIES Volume 1, No. 1-2 March-June 2012 UNIVERSITY PRESS Working Time Regulation in Georgia Zakaria Shvelidze * Introduction In 2006, the Parliament of Georgia passed the new Labour Code. Before that, employment relations in the country were governed by the Soviet Labour Code, in force since 1 October 1973. However, and notwithstanding the amendments made in 1997, existing labour legislation faced serious difficulty in keeping up with recent developments within employment relationships. Starting from the period 2003-2004, a series of sweeping political changes led to the rise of the liberal economy, with trade liberalisation that significantly marked national labour laws. The newly-adopted Labour Code is mainly oriented towards favouring employers’ interests, as it waters down regulatory restrictions and standardises labour law provisions. In passing employer-friendly laws, the Georgian government aims at creating a more attractive and liberal economic environment, which, in turn, should encourage job creation and employment. In this connection, this paper discusses the new patterns of working time regulation introduced by the Georgian Labour Code. A comparative analysis between the working time regulation now in place, the Soviet Labour Code previously in force, and the European Union Directive 2003/88/EC concerning certain aspects of the organisation of working time will be carried out. This is done to assess the harmonisation of the new Labour Code with the EU Working Time Directive, also as an instrument to facilitate European integration. On 1 July 1999, the Partnership and Cooperation Agreement (PCA) between Georgia, the European Communities, and their Member States entered into force.
    [Show full text]
  • The Overtime Game: Select Issues in Working Past the Clock—Part I
    EMPLOYMENT LAW CONFERENCE 2018 PAPER 7.1 The Overtime Game: Select Issues in Working Past the Clock—Part I If you enjoyed this Practice Point, you can access all CLEBC course materials by subscribing to the Online Course Materials Library These materials were prepared by Melissa Vander Houwen, Moore Edgar Lyster, Vancouver, BC, for the Continuing Legal Education Society of British Columbia, May 2018. © Melissa Vander Houwen 7.1.1 THE OVERTIME GAME: SELECT ISSUES IN WORKING PAST THE CLOCK—PART I I. Introduction .................................................................................................................................... 1 II. Legislative Overview ..................................................................................................................... 2 A. The Employment Standards Act, RSBC 1996, c 113 (the “ESA”) and Employment Standards Regulation, BC Reg 396/95 (the “ESA Regs”) ............................. 2 1. Exclusions ........................................................................................................................ 2 2. Maximum hours of work ................................................................................................ 2 3. Overtime Banks ............................................................................................................... 3 4. Averaging Agreements .................................................................................................... 3 5. Variances .........................................................................................................................
    [Show full text]
  • Labour Code Slovak Republic
    Labour Code Slovak Republic - Slovakia Collection of Laws Years 2001 - 2012 Full Wording 1 Capitulation of the Slovak Labour Code – full wording (2012) FUNDAMENTAL PRINCIPLES Articles 1 – 11 Part One GENERAL PROVISIONS Scope of the Labour Code § 1 – 6 Employer § 7 – 10 Employee § 11 Employees´ representatives § 11 a Employees´ representatives § 12 Prohibition of discrimination–Title is deleted with effect from 1 July 2004 § 13 Settlement of disputes § 14 Legal actions § 15 – 16 Invalidity of legal action § 17 Contract § 18 – 19 Securing of rights and obligations resulting from labour-law relations § 20 Employees‟ claims resulting from labour-law relations in the event of § 21 insolvency of employer Obligation to provide information § 22 Sections 23 to 26 are deleted with effect from 1 January 2004 § 23 – 26 Transfer of rights and obligations resulting from labour-law relations § 27 – 31 Agreement on disputed claims § 32 – 34 Death of employee § 35 Extinction of a right § 36 Calculation of time § 37 Delivery § 38 Interpretation of selected terms § 39 – 40 Part Two EMPLOYMENT RELATIONSHIP Pre-contractual relations § 41 Employment contract § 42 – 44 Probationary period § 45 Establishing of employment relationship § 46 Obligations resulting from employment relationship § 47 Fixed term employment relationship § 48 2 Employment relationship with reduced working time § 49 – 50 Job sharing § 49a Section 51 is deleted with effect from 1 July 2003 § 51 Home work and telework § 52 Employee performing a clerical activity § 52a Conclusion of an employment
    [Show full text]
  • Handbook on Code on Wages
    HANDBOOK ON THE CODE ON WAGES, 2019 i November, 2020 Price : Rs.175/- (excluding postage) © THE INSTITUTE OF COMPANY SECRETARIES OF INDIA All rights reserved. No part of this Publication may be translated or copied in any form or by any means without the prior written permission of The Institute of Company Secretaries of India. DISCLAIMER Although due care and diligence have been taken in preparation of this Publication, the Institute shall not be responsible for any loss or damage, resulting from any action taken on the basis of the contents of this Publication. Anyone wishing to act on the basis of the material contained herein should do so after cross checking with the original source. Issued by : THE INSTITUTE OF COMPANY SECRETARIES OF INDIA ICSI House, 22, Institutional Area, Lodi Road, New Delhi 110 003 Phones : 011-4534 1000 • Fax +91-11-2462 6727 E-mail : [email protected] • Website : www.icsi.edu ii Foreword I am happy to learn that the Institute of Company Secretaries of India is releasing the publication Handbook on the Code on Wages, 2019 and extending its whole hearted support in spreading awareness about various initiatives of the Government of India including labour laws reforms. The Ministry with a view to facilitate ease of doing business, generate employment and safeguard interest of workers and employers, has taken various legislative, administrative and e-governance initiatives relating to labour laws in India. The Ministry has been working towards simplifying, amalgamating and rationalizing the relevant provisions of the Central Labour Laws and consolidating the same into four labour codes for bringing out reforms in the provisions relating to minimum wages, bonus, industrial relations, social security and safe working environment, etc.
    [Show full text]
  • Abolishing Slavery and Its Contemporary Forms
    HR/PUB/02/4 Office of the United Nations High Commissioner for Human Rights OHCHR Abolishing Slavery and its Contemporary Forms David Weissbrodt and Anti-Slavery International* United Nations New York and Geneva 2002 * Michael Dottridge, Director NOTE The designations employed and the presentation of the material in this publication do not imply the expression of any opinion whatsoever on the part of the United Nations Secretariat con- cerning the legal status of any country, territory, city or area, or of its authorities, or concerning the delimitation of its frontiers or boundaries. Copyright © United Nations 2002 All rights reserved. The contents of this publication may be freely quoted or reproduced or stored in a retrieval system for non-commercial purposes, provided that credit is given and a copy of the publication containing the reprinted material is sent to the Office of the High Commissioner for Human Rights, Palais des Nations, CH-1211 Geneva 10, Switzerland. No part of this publica- tion may be reproduced, stored in a retrieval system, or transmitted in any form without the prior permission of the copyright owner if the purpose relates to profit-making ventures. The licensing of rights for commercial purposes is encouraged by the United Nations. HR/PUB/02/4 CONTENTS Page Acknowledgements .................................................................................................................... v Paragraphs Introduction ................................................................................................
    [Show full text]
  • LABOR CODE of the REPUBLIC of ARMENIA (Unofficial Translation) Adopted on November 9, 2004
    LABOR CODE OF THE REPUBLIC OF ARMENIA (unofficial translation) Adopted on November 9, 2004 PART 1. GENERAL PROVISIONS CHAPTER 1. LABOR CODE AND THE RELATIONS REGULATED BY IT Article 1. Relations regulated by Labor Code of the Republic of Armenia 1. This code regulates collective and individual working relations, defines the bases for the establishment, modification and termination of these relations and the order for their realizations, rights, obligations and responsibilities of subjects of the labor relations, as well as conditions for the providing of security and maintenance of the health of employees. 2. The peculiarities for regulating the individual spheres of labor relations may be determined by other laws. Article 2.The objective of the labor legislation The objective of the labor legislation is: 1) Establish state guaranties for labor rights and freedoms for natural persons, i.e., citizens of RA, citizens of foreign country, persons without citizenship (hereinafter citizen) , 2) Contribute to the creation of favorable labor conditions, 3) Protect the rights and interests of the employees and employers. Article 3. Principles of Labor Legislation 1. The main principles of the labor legislation are: 1) freedom of employment, including the right to employment, which should be freely selected or agreed upon by each person; the right to administer the labor capacities, choose the profession and type of activity; 2) prohibition of any type of compulsory work and violence with respect to employees; 3) Legal equality of parties of labor
    [Show full text]
  • Labour Standards Code
    Labour Standards Code CHAPTER 246 OF THE REVISED STATUTES, 1989 as amended by 1991, c. 14; 2000, c. 35; 2001, c. 6, s. 110; 2003 (2nd Sess.), c. 4, ss. 1, 2; 2003 (2nd Sess.), c. 7, ss. 4-14; 2004, c. 6, ss. 15-20; 2005, c. 38, ss. 3, 4; 2006, c. 10, ss. 1-5; 2006, c. 13, ss. 8, 9; 2006, c. 32; 2007, c. 11, s. 3; 2009, c. 18; 2010, c. 37, ss. 84-116; 2011, cc. 19, 64; 2013, c. 11; 2013, c. 35, s. 4; 2015, cc. 41, 42; 2016, c. 11; 2018, c. 1, Sch. A, s. 121; 2018, cc. 13, 36; 2020, cc. 13, 14 © 2020 Her Majesty the Queen in right of the Province of Nova Scotia Published by Authority of the Speaker of the House of Assembly Halifax This page is intentionally blank. CHAPTER 246 OF THE REVISED STATUTES, 1989 amended 1991, c. 14; 2000, c. 35; 2001, c. 6, s. 110; 2003 (2nd Sess.), c. 4, ss. 1, 2; 2003 (2nd Sess.), c. 7, ss. 4-14; 2004, c. 6, ss. 15-20; 2005, c. 38, ss. 3, 4; 2006, c. 10, ss. 1-5; 2006, c. 13, ss. 8, 9; 2006, c. 32; 2007, c. 11, s. 3; 2009, c. 18; 2010, c. 37, ss. 84-116; 2011, cc. 19, 64; 2013, c. 11; 2013, c. 35, s. 4; 2015, cc. 41, 42; 2016, c. 11; 2018, c. 1, Sch. A, s. 121; 2018, cc. 13, 36; 2020, cc. 13, 14 An Act to Provide for a Labour Standards Code Table of Contents (The table of contents is not part of the statute) Section Short title..........................................................................................................................................
    [Show full text]
  • Termination of Employment Relationship: the Legal Situation in Poland
    Termination of Employment Relationship: The Legal Situation in Poland Prof. dr hab. Andrzej SWIATKOWSKI 1 Table of contents Table of contents ........................................................................................................................ 2 Introduction ................................................................................................................................ 4 1. Sources of law .................................................................................................................... 5 (1) Constitutional status of the rules on the right to work.................................................. 5 (2) International agreements and conventions ................................................................... 5 (3) Sources of law and their hierarchy ............................................................................... 5 (4) Role of judge-made law and custom ............................................................................ 7 2. Scope of rules governing the termination of employment relationships, special arrangements .......................................................................................................................... 7 (1) Ways of terminating an employment relationship........................................................ 7 (2) Exceptions or specific requirements for certain employees or sectors......................... 8 (3) Exceptions or specific requirements for certain types of contract................................ 8 (4) Exceptions or
    [Show full text]
  • Labour Protection in a Transforming World of Work
    ILC.104/VI International Labour Conference, 104th Session, 2015 Report VI Labour protection in a transforming world of work A recurrent discussion on the strategic objective of social protection (labour protection) Sixth item on the agenda International Labour Office, Geneva ISBN 978-92-2-129023-0 (print) ISBN 978-92-2-129024-7 (Web pdf) ISSN 0074-6681 First edition 2015 The designations employed in ILO publications, which are in conformity with United Nations practice, and the presentation of material therein do not imply the expression of any opinion whatsoever on the part of the International Labour Office concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers. Reference to names of firms and commercial products and processes does not imply their endorsement by the International Labour Office, and any failure to mention a particular firm, commercial product or process is not a sign of disapproval. ILO publications can be obtained through major booksellers or ILO local offices in many countries, or direct from ILO Publications, International Labour Office, CH-1211 Geneva 22, Switzerland. Catalogues or lists of new publications are available free of charge from the above address, or by email: [email protected]. Visit our website: www.ilo.org/publns. Formatted by TTE: Confrep-ILC104-VI[WORKQ-150124-2]-En.docx Printed by the International Labour Office, Geneva, Switzerland Contents Page Abbreviations ....................................................................................................................... v Introduction .......................................................................................................................... 1 Chapter 1. Issues and challenges for labour protection in a transforming world of work ... 3 1.1. A transforming world of work ...........................................................................
    [Show full text]
  • Fairness at Work, but Not Efficiency Or Voice
    Forthcoming in Comparative Labor Law and Policy Journal FAIRNESS AT WORK, AND MAYBE EFFICIENCY BUT NOT VOICE: AN EVALUATION OF THE ARTHURS’ COMMISSION REPORT John W. Budd Industrial Relations Center University of Minnesota 3-300 Carlson School of Management 321 19th Avenue South Minneapolis, MN 55455-0438 [email protected] (612) 624-0357 fax: (612) 624-8360 Version Date: September 30, 2007 I. INTRODUCTION Against a backdrop of intense competitive pressures in a global economy, employment and labor law reform is on the public policy agenda in many countries. The approach to such reforms is, unsurprisingly, quite diverse. Germany has attempted to reduce unemployment by loosening labor market regulations and lowering unemployment benefits. Australia has similarly tried to promote labor market flexibility by aggressively deregulating its system of workplace law and exempting a number of employees from its unjust dismissal laws. In contrast, China recently enacted new legislation requiring written employment contracts and other employee protections. The United States increased the national minimum wage in 2007 and debates continue over health care insurance, paid family leave, union recognition procedures, strike replacements, and other contentious issues. Similar debates have occurred in Canada, with a number of employment and labor law reforms enacted by various provinces. The Canadian federal sector has taken a particularly thoughtful approach to the issue of labor standards reform. Specifically, the distinguished law professor Harry W. Arthurs was commissioned in 2004 by the Minister of Labour to review Part III of the Canada Labour Code. Along with his expert advisors—Daphne Taras, Gilles Trudeau, and Sherry Liang—and supported by management and labor advisors as well as a number of independent research studies and public consultations, Professor Arthurs has produced a 295 page report entitled Fairness at Work: Federal Labour Standards for the 21st Century1 that is valuable for anyone interested in the critical issue of contemporary employment and labor law reform.
    [Show full text]