Government Decree No. 108 / 1994 Coll.
Government regulations implementing the Labour Code and certain other laws
Valid
Effective from 01.06.1994
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108
GOVERNMENT REGULATION
of 11 May 1994
implementing the Labour Code and certain other laws
The Government orders the implementation of the Labour Code (hereinafter referred to as "the Code"), Act No. 1 / 1992 Coll., on wages, remuneration for on-call and on average earnings, and Act No. 143 / 1992 Coll., on salary and remuneration for on-call in budget and in some other organisations and bodies:
Employment attestation
In the employment certificate issued by the employer to the staff member at the end of the employment relationship, in addition to the employment data, the type of work carried out and the formal qualifications shall indicate:
(a) the facts relevant for the assessment of entitlement to sickness insurance benefits;
(b) details of the deductible period of employment in the first and second working categories for the purpose of pension insurance for the period before 1 January 1993;
(c) the time worked and other factors relevant for reaching the maximum permissible exposure period, 2)
(d) whether the staff member's salary is subject to reductions in favour of which the claim, for which the deductions are to be made, the amount of the deductions made so far and the order of the claim,
(e) details of the contract of residence for a certain period of time after the final examination or final examination, or, where appropriate, after the period of study (preparation) has expired, including details of when the agreement was concluded before 1 June 1994,
(f) details of the amount of the average earnings and other factors relevant for the assessment of entitlement to wage compensation, unemployment and retraining aid (3).
Working hours and rest periods
Continuous rest between two shifts
A staff member who has returned from work after 24 hours shall be granted the necessary rest from the end of the period of work to the beginning of work for eight hours, and, where this period falls within the staff member's working hours, compensation for the salary of the average wage.
Days of work rest
In the case of night-shift employers, the day of work starts with an hour corresponding to the shift taking place on the first working week according to the schedule.
Recovery leave
(1) A proportion of the annual leave of one twelfth shall also be payable for the calendar month in which the staff member has changed employment, provided that the termination of employment with the former employer and the creation of employment with the new employer are directly linked; the staff member is entitled to a proportion of his leave from an employer who has been in employment for more than half a month. If the staff member has changed employment at mid-month, a new employer shall provide him with a proportion of this month's leave. It shall also be considered as a mid-month change of employment if the end of employment before half of the month is immediately followed by working days and the onset of new employment after half of the month.
(2) Where a staff member has been fully released in the long term for the performance of his public office, he / she shall be granted leave for a recuperation (part of him / her) by a legal or natural person for whom he / she is active; such legal or natural person shall also grant him that part of the leave which he did not spend before release. If the staff member has not exhausted his leave before the expiry of the period of release, he shall be provided by the releasing employer. In doing so, compliance with the conditions for entitlement to leave shall be assessed in whole in the period before and after the release.
Rehabilitation
(1) If a staff member who has fulfilled the condition laid down in Section 101 of the Code in the calendar year for which leave is granted has not worked for obstacles to work which are not considered to be work for the purposes of leave (Section 40 (2)), his leave shall be reduced by one twelfth for the first 100 working days so missed and one twelfth for each 22 working days so missed. Exhausted leave under Section 108 (4) of the Code before parental leave can not be reduced due to the use of parental leave.
(2) For each unexcused shift (working day), the employer may reduce the staff member's leave by one to three days; the unexcused omission of shorter parts of individual shifts is added together. If the staff member achieves exceptional work results, the employer may, with the agreement of the relevant trade union body, waive his leave for a previous absence from work.
(3) When the leave referred to in paragraphs 1 and 2 is reduced, a staff member whose employment relationship to the same employer has lasted throughout the calendar year shall be granted a leave of at least two weeks.
(4) Staff who have missed work for the execution of a custodial sentence shall be reduced by one twelfth each 22 working days of leave per calendar year. In the same way, the detention leave shall be reduced if the staff member has been convicted or the staff member has been acquitted, or if the prosecution has been suspended, only because he is not responsible for the offence committed or has been granted a pardon or that the offence has been amnesty.
(5) Holidays worked, additional leave and further leave may be reduced only for the reasons referred to in paragraph 2.
(6) The leave to which entitlement has been established in the relevant calendar year shall be reduced only for reasons which have arisen in that year.
The employer may, in agreement with the relevant trade union body, determine the mass use of the holiday for recovery if necessary for operational reasons; the collective drawing of leave shall not be more than two weeks and four weeks for professional art sets.
Salary, compensation for wages and expenses
Salary haircut order
(1) The wage will first be deducted from the advance on the income tax of individuals, (4) social security premiums, contribution to state policies of employment (5) and public health insurance. 6)
(2) The other wage reductions permitted by the Code, the Act on wages, remuneration for on-call and average earnings, and the Act on salary and remuneration for on-call in the Budget and in certain other organisations and bodies may be implemented only to the extent laid down in the Civil Code in the provisions on the enforcement of decisions by salary reductions. According to those provisions, the claims for which enforcement has been ordered by a court or administrative authority shall be governed by the manner in which the deduction is carried out and the order of the individual claims.
(3) In the case of cash penalties and compensation imposed by enforceable decisions of the competent authorities, and in the case of overpayments and amounts wrongly received on sickness insurance, pension insurance and state social assistance, and in the case of overpayments and amounts wrongly received of social security benefits, unemployment and retraining shall be governed by the order of the date on which the employer received the enforceable decision of the competent authority.
(4) In the case of deductions made under a wage withholding agreement concluded with the employer, the order of the date on which the agreement was concluded shall be followed; in the case of deductions made under a salary withholding agreement concluded with another employer or with a natural person, the order of the date on which the employer in respect of whom the employee is employed was served.
(5) In the case of outstanding advances on travel allowances, recruitment allowances (7) and other allowances paid by staff members in recruitment, compensation for leave wages and salary advances (its component), which the staff member is obliged to repay because the conditions for granting them have not been met, the order of the date on which they began to make reductions.
(6) If the staff member enters into employment with another employer, the order in which the claims under paragraphs 2 and 3 have been received shall remain with the new payer's salary. The new wage payer shall begin to make reductions on the date on which the employee, the current wage payer or the creditor becomes aware that wage reductions and claims have been made; The same shall apply to the implementation of the wage reductions referred to in paragraph 4, provided that this effect has not been explicitly excluded in the wage withholding agreement.
Obstacles at work for reasons of general interest
(1) In order to carry out public functions, civil duties and other acts of general interest, staff members are primarily using their leisure time. Where, in exceptional cases, these functions, duties or actions are to be carried out at work, the employer shall provide the staff member with the necessary leave of absence.
(2) Public function shall mean, for example, the performance of duties arising from the function of Member of the Chamber of Deputies of Parliament, a member of the local authority and an associate.
(3) In particular, the exercise of civil duties shall be in the case of witnesses, interpreters and other persons called upon to act in a court or other State or local authority, in the case of the provision of first aid, compulsory medical examinations, measures against infectious diseases, other urgent measures for preventive treatment, isolation for reasons of veterinary protection, the provision of personal assistance for fire protection, natural occurrences or other similar emergencies, and in cases where a natural person is required to provide personal assistance under legislation.
(4) Other acts of general interest are those provided for in the legislation.
The witness and the interpreter shall be entitled, under the conditions laid down by the special laws, to pay compensation.
(1) If the nature of the case or of the documents submitted by the employer by the employee does not indicate that the performance of a public office, civil duty or other act of general interest has to take place in the working time, the employer may request a certificate from the employer on whose initiative or in the interests of which the staff member was granted leave of work.
(2) During the period of absence of participation in the proceedings of a court, another State body or a local authority, the staff member shall not be entitled to compensation from the employer or from that body, if he or she has been involved in the proceedings solely in his or her personal interest or if the staff member himself has given the initiative by his or her fault.
(1) In the case of short-term redundancies of an employee in respect of obstacles to work for reasons of general interest, the legal or natural person for whom the employee was active at the time of the short-term release, or on the initiative of which or in the interest of which he was released, shall pay the employer in respect of whom the employee was employed at the time of the release, compensation for the salary, unless he has agreed to waive the remuneration with that legal or natural person, or where the law provides otherwise.
(2) Reimbursement of wages shall be paid for the period of the necessary time of leave of absence provided by the releasing employer to the employee under the legislation; (8) compensation of wages granted under a collective agreement or internal regulation above the scope laid down by the law shall not be paid. 9)
(3) No compensation shall be paid for salary paid in the performance of the activity of the associate, in the blood collection and in the apheresis, in the collection of other biological materials and in the activity directly linked to that of the employer in respect of whom the employee is in employment.
Armed forces and civilian service
If the staff member is obliged to appear in person in connection with the performance of a military duty to the military authority or for examination, he shall be entitled to leave to the extent necessary to compensate for the salary of the average salary.
(1) Employees called upon to serve in the armed forces or in the civil service shall be provided by the employer in the last week before the date laid down for the taking-up of the service one day's leave of absence so that they can take care of their personal and family affairs and arrive at a specified place in time.
(2) If the staff member is to take up a service in the armed forces or a civilian service in a place so far from his place of residence that the journey by means of means of transport which he is entitled to use takes more than six hours, he shall be entitled to one travel day and, if such travel requires more than 18 hours, two travel days. If a staff member is working in a place so far from his family's place of residence that the journey from his place of work to his place of residence takes more than six hours, he shall be entitled to another travel day.
(3) Travel days shall be the responsibility of the staff member, under the conditions and to the extent specified in paragraph 2, to travel from the place where he was discharged from the armed forces or from the civilian service to the place of residence or, where applicable, the workplace.
(4) For the period of leave and travel days provided for in paragraphs 1 to 3, a staff member who is thus deprived of the allowance shall be entitled to pay a salary equal to the average earnings.
(5) At the end of the service, the staff member shall be entitled to a maximum of two days' leave. For the period prior to the start of work, neither salary nor compensation shall be paid; any travel days referred to in paragraph 3 shall not be included in this period.
(1) Reimbursement of wages in military exercises and other types of service in the armed forces, with the exception of military basic (replacement) service and compensation of wages in the exercise of civil service instead of military training, shall be payable to the staff member for the duration of that service at the rate of:
(a) 60% of its average earnings, if they are employees who do not care for any person;
(b) 75% of its average earnings, if it is for a single person's staff,
(c) 90% of its average earnings, if they are employees who care for two persons;
(d) 95% of its average earnings, if they are employees who care for three or more persons.
(2) The persons to whom the staff member looks after shall be treated as:
(a) a wife living with a household worker;
(b) children who live with a household worker and are recognised as dependent children for the purpose of reducing the income tax base of natural persons under the special legislate.4)
Important personal obstacles at work
Working leave
(1) Where a staff member is prevented from working for the reasons set out in the Annex which forms part of this Regulation, he shall be entitled to leave to the extent set out in that Annex.
(2) The employer may, for these reasons, provide the staff member with additional leave of absence, where appropriate, for other serious reasons, in particular for the establishment of important personal, family or property matters which cannot be dealt with outside work hours. In such cases no compensation shall be paid. A staff member may agree with the employer to work on such a missed period.
(3) If the employer provides workers with leave of absence for the purpose of sending a national expert 9a) to the institution of the European Union, to another international governmental organisation, to a peaceful or rescue operation or to humanitarian aid abroad, the staff member is entitled to compensation for the salary of an average salary. The employer shall issue a written certificate to the staff member indicating the duration of the leave. The length of such leave shall not exceed 4 years.
(4) Staff members who are obliged to continue to sell basic foodstuffs under the special rule (10) are required to do so by the employer who is still in employment without compensation for their wages, but for a maximum period of three months.
Compensation of wages
(1) Reimbursement of a salary equal to the average earnings for the period missed for an important personal obstacle to work referred to in the Annex, which is part of this Regulation, shall be provided by the employer to the staff member in the cases, to the extent and under the conditions set out in this Annex; it shall only be provided to domestic workers in the cases, to the extent and under the conditions set out in points 4, 5 and 6 of this Annex.
(2) Compensation shall not be payable to the staff member if he has unconditionally missed the majority of the shift in the calendar month on which he was granted leave of work or if he has not returned to work in due time after his leave without serious cause; the unexcused omission of shorter parts of individual shifts is added together.
Common provisions on obstacles to work on the part of the staff member
(1) If the work obstacle is known in advance to the staff member, he shall ask the employer in due time to grant leave of work. Otherwise, the staff member shall inform the employer of the obstacle and the expected duration without undue delay.
(2) An obstacle to work and its duration is demonstrated by the employer. If the staff member is entitled to leave without compensation for the salary, the employer shall allow him to process the missed period, unless serious operational reasons prevent him from doing so.
(3) Reimbursement of wages for periods missed for obstacles to work is paid at pay dates for payment of wages.
Compensation
Performance and direct link with the tasks
(1) The performance of the tasks is the performance of employment obligations arising from the employment relationship, the other activity carried out at the employer's orders and the activity which is the subject of the mission.
(2) The work shall also be carried out by an employer at the initiative of a trade union organisation, staff councils or, where appropriate, a representative in the field of safety and health at work or of other employees, and, where appropriate, an activity carried out on his own initiative for employers, unless the staff member requires a specific authorisation or acts against the explicit prohibition of the employer, as well as voluntary assistance organised by the employer.
(3) In direct connection with the performance of work tasks, the actions needed to perform the work and the actions during the work are normal or necessary before or after the work has begun and the actions usual at the time of the break for food and rest held in the employer's premises. However, such actions are not a journey to and from employment, meals, treatment, or, where appropriate, an examination at the health care establishment, or a journey back and forth, unless they are carried out in the employer's premises. The examinations carried out on the employer's orders by the health care institution or by night work, first-aid treatment and the journey back and forth are directly related to the performance of the tasks.
(4) Training of employers' employees organised by an employer or trade union organisation or, where appropriate, by an authority superior to the employer monitoring the improvement of their professional readiness shall also be regarded as directly related to the performance of their tasks.
(5) The accident at work shall also be considered as an accident suffered by the staff member for the performance of his duties.
(1) Travel to and from the place of employment means a journey from the place of the worker's residence (accommodation) to the place of entry into the employer's premises or to another place to perform the work and return; for employers in forestry, agriculture and construction, also a journey from residence to a designated assembly site and back.
(2) The journey from the municipality of residence of the worker to the workplace or to the place of accommodation in another municipality, which is the destination of the business trip, unless the municipality is at the same time its regular place of work, and back shall be considered as necessary before or after the beginning of work.
Liability for damage under labour law in certain specific cases
(1) Teachers of secondary school, secondary vocational school, vocational school, higher vocational school or university students are responsible for, or directly related to, the damage they have caused to a school or a legal or natural person. If the damage was caused in addition to or directly related to education in a school establishment, pupils shall be responsible for the damage to the school establishment.
(2) The school shall be responsible for the damage suffered by pupils of primary schools, primary arts schools, special schools and auxiliary schools in or directly related to the teaching; in addition to teaching in or directly related to a school establishment, the school establishment shall be responsible. If a school or school establishment does not perform in legal relations on its own behalf and does not have responsibility for those relationships, the school authority or, where appropriate, the school establishment shall be responsible to pupils.
(3 if the damage occurred during practical instruction with or in direct connection with a legal or natural person, the legal or natural person to whom the training was carried out shall be responsible. If the damage was caused in addition to or directly related to education in a school establishment, the school establishment shall be responsible for the damage. The sentence two paragraph two also applies here.
(4) Teachers of higher education and vocational schools and pupils of higher vocational schools, where the damage is caused by theoretical and practical teaching at or directly related to the school, are responsible for the school concerned; if the damage occurred during practical instruction with or in direct connection with a legal or natural person, the legal or natural person to whom the training was carried out shall be responsible. If the damage was caused in addition to or directly related to education in a school establishment, the school establishment shall be responsible for the damage. The sentence two paragraph two also applies here.
(5) A university shall be responsible for the damage caused to students of higher education in theoretical teaching and practical teaching at or directly related to school; if the damage occurred during practical instruction with or in direct connection with a legal or natural person, the legal or natural person to whom the training was carried out shall be responsible.
(1) The natural persons performing public functions and the officials of the trade union shall be responsible for any damage caused in the performance of their duties or in direct connection with them to whom they have been responsible; natural persons and officials shall be responsible for the damage to whom they were engaged.
(2) Persons with a disability (10a) who are not in employment and whose preparation for a future occupation (10b) is carried out in accordance with special rules, are responsible for the damage caused by the accident at work or, where appropriate, occupational diseases in this preparation.
(1) The claim for compensation for damage caused by accidents at work is borne by members of the voluntary fire brigades and the mining rescue corps who suffer injury in their activities. In such cases, they shall be answered by the person with whom the College is established.
(2) The claim for compensation for damage caused by an accident at work shall be borne by natural persons who, at the request of and in accordance with the instructions of the administration or authority of the municipality or the commander, assist in the action against a natural event or the removal of its consequences and suffer injury in such activities. The public authority or the municipality shall be responsible for the damage caused by the accident, unless otherwise provided for in the specific regulation.
(3) The claim for compensation for damage caused by accidents at work is borne by natural persons who voluntarily assist in carrying out important tasks in the interests of the company, such as natural persons who temporarily assist in and suffer from the improvement of municipalities in such activities. They are responsible for the damage caused by this accident by whoever they were working for at the time of the accident.
(4) The claim for compensation for damage caused by accidents at work shall be borne by the members of the cooperatives who suffer from accidents in the performance of their duties or the agreed activities for the cooperative, the health professionals of the Red Cross, blood donors, the members of the Mountain Service, as well as by natural persons who, at their request and under its instructions, personally assist in the field rescue operation, natural persons who voluntarily perform a social security care service and natural persons who have been entrusted by the employer with a specific function or activity if they have suffered an accident in the performance of tasks related to the function or activity in question. The damage caused by this accident is the responsibility of the person for whom they were responsible at the time of the accident.
Substantial liability agreements
(1) If the employer cannot remove another work or another workplace before the conclusion of a substantive liability agreement or when the employee has been transferred to another work or another workplace, or at the time of the transfer of the fault in the working conditions (Section 170 of the Code), to which the employee draws attention, the employer shall undertake in writing to remove the defects at the specified time.
(2) If defects occur in the working conditions of employees with a joint substantive responsibility in the context of the inclusion of another staff member or another staff member or, where applicable, his representative, or the withdrawal of a staff member from the liability agreement, the employer is obliged to remove the defects (Section 170 (1) of the Code).
(1) Inventarisation shall be carried out when an agreement on material liability is concluded, when it is terminated, when the staff member is transferred to another job or to another place of work, when it is transferred and when the employment is terminated.
(2) In the workplaces where staff with shared material responsibility are employed, the inventory shall be carried out when they conclude material liability agreements with all jointly responsible staff, when all such agreements are terminated, when they are transferred to another work or to another place of work or transfer of all jointly responsible staff, when they change their duties as head of staff or their representative, and at the request of any of the jointly responsible staff when they change in their collective or, where appropriate, when they withdraw from the material liability agreement.
(3) If a staff member with a joint substantive responsibility whose employment has ended or who has been transferred to another work or to another workplace or transferred, does not request an inventory at the same time, he shall be responsible for any deficit identified by the next inventory at his former workplace. If a staff member who is assigned to a place of work where staff with a common substantive responsibility are employed does not request an inventory at the same time, he shall be responsible if he has not resigned from the material liability agreement for any deficit identified by the next inventory.
In determining the proportion of compensation of individual employees responsible for the deficit together, their gross earnings settled over the period from the previous inventory to the date of the deficit finding shall be based on their gross earnings. In doing so, the revenue for the whole calendar month in which the inventory was made shall be taken into account and the earnings for the calendar month in which the deficit was detected shall not be taken into account. However, where a staff member has been assigned to work during that period, he shall be credited with gross earnings from the date on which he was assigned to work until the date on which the deficit was determined. Gross earnings shall not include compensation for wages.
Compensation for loss of earnings in certain specific cases
In the case of a staff member who, at the time of the accident at work or the detection of an occupational disease, is in several working conditions or is also active on the basis of an agreement on employment, the amount of compensation for loss of earnings shall be based on the average earnings achieved in all such employment relationships, for as long as they may last.
Employees who have suffered an accident at work and, where appropriate, who have been found to have an occupational disease in a fixed-term employment relationship or in the course of work under a fixed-term employment agreement shall be entitled to compensation for loss of earnings only until the end of the employment relationship. After this period, it is only reasonable to assume that the disabled would continue to be employed if they were to be compensated for the loss of earnings.
(1) If an accident at work or if an occupational disease has been detected with an old-age or invalidity pensioner, he shall be entitled to compensation for loss of earnings for as long as he has not ceased to be employed for reasons unrelated to an accident at work or an occupational disease. However, if a pensioner does not continue to work for reasons relating to an accident at work or an occupational disease, he shall be entitled to compensation for as long as he is able to work before the accident at work or occupational disease due to his medical condition. Paragraph 195 (4) of the Code also applies here.
(2) From the day when compulsory schooling or training was to end in secondary school, vocational school, higher vocational school, school or university school, pupils and students are entitled to compensation for loss of earnings only
(a) for as long as the result of an accident at work or occupational disease has extended its compulsory education or study (preparation);
(b) during the period of incapacity for work accident or occupational disease,
(c) if he has become disabled as a result of an accident at work or occupational disease,
(d) where he has become partially disabled or has been recognised by a person with a disability (10a) as a result of an accident at work or occupational disease, provided that he does not, by his own fault, miss the opportunity to make a profit by working for him.
Earnings after accidents at work
Where an employer who is obliged to provide compensation proves that the disabled is guilty of being employed after an accident at work or, where appropriate, of finding an occupational disease of less than that of other workers carrying out the same work or work of the same type, the income after the accident at work or, where appropriate, of finding an occupational disease, shall be considered to be the average earnings earned by those other workers.
Funeral costs
(1) The costs of the funeral are, in particular, those charged by the funeral home, cemetery fees, travel expenses, the cost of setting up a memorial or a plaque and the adjustment of the grave and one third of the reasonable costs of the funeral dressing. The cost of funeral clothing and travel expenses shall be paid only to the closest members of the deceased's family and household.
(2) Reimbursement of the costs of setting up a monument or a plaque may not exceed CZK 10,000.
Non-employment employment agreements
Agreement on the implementation of work
The estimated scope of the work for which the agreement on the performance of the work is concluded pursuant to Article 236 (1) of the Code shall not include the duration of the following work by the employer in the same calendar year under another agreement on the performance of the work:
(a) occasional extras and occasional auxiliary manual work for film, television and radio;
(b) cooperation between the originator in the development, testing or introduction of his invention, improvement design and industrial design. 11)
Work Agreement
Under the employment agreement, work may be carried out up to the extent of the weekly working time provided for, if applicable
(a) work to secure the employer's urgent increased tasks, not exceeding a period of three months in a calendar year where the performance of those tasks requires temporary mass assistance for staff;
(b) assistance to citizens secured by municipalities to promote municipalities and staff members are not employed at the same time in other employment or similar relationships to an overall extent exceeding half of the fixed weekly working hours.
Common and final provisions
(1) As the performance of the work is assessed the time
(a) when the staff member does not work for obstacles to work, with the exception of the period of leave granted at the request of the staff member, where the work has been pre-arranged and the period during which work has been interrupted for adverse weather effects;
(b) leave for recovery,
(c) when the staff member chooses a replacement leave for overtime or on a holiday;
(d) where the staff member does not work because it is a holiday for which he is entitled to compensation or for which his monthly salary is not reduced.
(2) However, for the purposes of recovery leave, the duration of the military basic (replacement) service, the civil service instead of that service and the time missed for important personal obstacles at work shall not be considered as work, unless listed in the Annex to this Regulation; the period of maternity leave referred to in Article 157 (1) of the Code, the period during which the worker draws parental leave until the period during which the woman is entitled to maternity leave and the period of incapacity arising from an accident at work or occupational disease for which the legal or natural person is responsible shall be treated as a work.
(3) In order to determine whether the conditions for entitlement to a recuperation are met, an employee who is employed for a specified week's working time shall be assessed as if he worked five working days in a calendar week, even if his working time is not allocated to all working days of the week; This also applies to the determination of the number of days for the purpose of reducing leave, with the exception of an unexcused absence of work (§ 11 (2)).
(4) The provisions of paragraphs 1 to 3 shall not apply for the purposes of entitlement to wages (remuneration) for the work carried out.
(5) In agreement with the relevant trade union body, the employer should decide whether the work is unexcused.
The salary referred to in this Regulation shall also be understood as salary.
They shall be deleted:
1. the Decree of the Government of the Czechoslovak Socialist Republic No. 223 / 1988 Coll., implementing the Labour Code, as amended by the Decree of the Government of the Czech and Slovak Federal Republic No. 13 / 1991 Coll., Act No. 231 / 1992 Coll., Decree of the Government of the Czech Republic No. 615 / 1992 Coll. and Decree of the Government No. 127 / 1993 Coll.,
2nd Order of the Government of the Czech Socialist Republic No. 26 / 1985 Coll., on the derogating provision of continuous rest in the week to certain workers, as amended by the Government of the Czech Socialist Republic No. 232 / 1988 Coll.
This Regulation shall enter into force on 1 June 1994.
Prime Minister:
Doc. Ing. Klaus CSc. v. r.
Minister for Labour and Social Affairs:
Ing. Vodice v. r.
Annex to Government Decree No. 108 / 1994 Coll.
IMPORTANT PASSENGER BUSINESS IN WORK FOR A JOB
The employer shall provide the staff member with leave in cases, under the conditions and to the extent specified below:
1. Examination or treatment of an employee in a medical institution
(a) leave of absence with compensation shall be granted for the period strictly necessary if the examination or treatment has been carried out in a medical institution which is in contractual relationship with the health insurance undertaking chosen by the staff member and which is closest to the staff member's place of residence or place of work and is capable of providing the necessary medical care if the examination or treatment has not been carried out outside the working hours.
(b) leave of absence shall be granted even if the examination or treatment has been carried out in a place other than the nearest medical establishment which is in contract with the health insurance undertaking chosen by the staff member and which is capable of providing the necessary medical care. However, the remuneration shall not exceed the period referred to in point (a).
2. Birth of a child to the spouse (partner) of the employee
Allowances for work with compensation shall be granted for the necessary time to transfer the spouse (mate) to and from the medical establishment.
3. Acid
(a) a family member to a medical institution for examination or treatment in the event of a sudden illness or accident and for a pre-determined examination, treatment or treatment. Staff leave shall be granted only to one of the members of the family, with the reimbursement of the salary for the necessary period of time, but not more than one day, provided that the escort was necessary and that the operations could not be carried out outside the working hours. If the staff member is entitled to aid in the treatment of a member of the family from sickness insurance, he is not entitled to compensation,
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Regulation Information
| Citation | Decree No. 108 / 1994 Coll., implementing the Labour Code and certain other laws |
|---|---|
| Regulation Type | - |
| Author | - |
| Collection | Code of Laws |
| Date of Promulgation | 31.05.1994 |
|---|---|
| Effective from | 01.06.1994 |
| Effective until | - |
| Status | Valid |
The regulation text is for informational purposes only.
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