Decree of the Ministry of Labour and Social Affairs of the Czechoslovak Socialist Republic No. 174 / 1969 Coll.
Decree of the Ministry of Labour and Social Affairs of the Czechoslovak Socialist Republic on regulating wage developments and the principles of pay for work
Valid
Effective from 01.01.1970
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174
DECLARATION
Ministry of Labour and Social Affairs of the Czechoslovak Socialist Republic
of 30 December 1969
on regulating wage developments and labour pay principles
The Ministry of Labour and Social Affairs of the Czechoslovak Socialist Republic, in agreement with the Czech Socialist Republic and the Slovak Socialist Republic, the Central Council of the Czechoslovak Revolutionary Trade Union Movement and the Czechoslovak State Bank, provides for changes in the organisation and competence of certain central authorities under § 10 to 12 of Act No. 53 / 1968 Coll.:
INTRODUCTORY AND GENERAL PROVISIONS
(1) This decree applies to state socialist organisations, to foreign trade organisations, to businesses and economic facilities of social organisations and to all economic management bodies.
(2) The organization of production, consumption and housing cooperatives is covered by the decree to the extent that it is determined by the competent authorities of the cooperative associations in agreement with the Ministry of Labour and Social Affairs of the Czech Socialist Republic and the Slovak Socialist Republic.
(3) Agricultural cooperative organisations are covered by the decree to the extent determined by the Ministry of Agriculture and Nutrition of the Czech Socialist Republic and the Slovak Socialist Republic in agreement with the Federal Committee on Agriculture and Nutrition and with the Ministry of Labour and Social Affairs of the Czech Socialist Republic and the Slovak Socialist Republic.
(4) The Ministry of Labour and Social Affairs of the Czech Socialist Republic and Slovak Socialist Republic may extend the validity of the Decree to other organisations.
This decree lays down the rules for determining the amount of funds which may be used for remuneration and compensation of wages (hereinafter referred to as "wage resources'), the way in which wage developments are regulated and checked and the principles under which workers are remunerated in employment relations.
(1) Wages are used for payment in accordance with the applicable rules:
(a) time, task, mixed and share wages, basic salaries and personal salaries (basic salaries);
(b) bonuses and wage supplements and other similar transactions provided under wage regulations;
(c) compensation for wages,
(d) bonuses and rewards;
(e) shares in economic results;
(f) cash rewards in socialist competition,
(g) remuneration and compensation under agreements on work outside the employment relationship and other remuneration and compensation provided under special rules (hereinafter referred to as "other personal expenses").
(2) In addition, the value of the benefits in kind which are granted as part of the salary under the relevant regulations or their cash compensation shall be included in the wage resources. *)
(3) Where this decree uses the concept of wages for individual work results, wages and compensation referred to in points (a) to (d) of paragraph 1 shall be understood as including the value of benefits in kind referred to in paragraph 2.
(4) The Federal Ministry of Labour and Social Affairs provides in more detail in an agreement with the Federal Ministers for Planning and Finance and with the Federal Statistical Office, in which the groups referred to in paragraphs 1 and 2 shall include individual types of wages, salary compensation and other remuneration and compensation.
The organisation shall not use wage resources to pay wages for individual work results, share of economic results and cash remuneration in socialist competition to workers who are not in the working or teaching relationship, unless the wage or other rules so permit.
CURRENT DEVELOPMENT
Method of adjusting wage developments
(1) Consistency between wage developments and the results of the work of organisations is ensured primarily by binding wage limits (hereinafter referred to as the "binding limit") established by the National Economic Development Plan (hereinafter referred to as the "State Plan"). *) In order to guide wage developments, the dependency of wages on the resources generated is also used by financial, credit and price policies.
(2) In order to guide wage developments within individual organisations, collective agreements are also used, which, to the extent laid down by the Labour Code, by this decree and other regulations or by the guidelines of the central authorities, ensure the proportion of wage developments resulting from the State plan and the way in which the wage resources are used.
Binding wage limits
(1) For economic organisations, the state plan sets a binding limit on the proportion of wage resources in output and, where appropriate, the absolute amount of wage resources. *) The binding limit applies for the whole year. It is based on the total amount of wage resources (§ 3 (1) and (2)).
(2) For budgetary and contribution organisations, the State plan sets a binding limit on the amount of wage resources (total wage fund). *) The binding limit applies for the whole year and includes the amount of wages for individual work results (§ 3 (3)), cash remuneration in socialist competition and other personal expenses [§ 3 (1) (f) and (g)].
(3) The economic management authorities shall list the binding limits set out in the State Plan, except for organisations, so that the established binding limit is not exceeded in aggregate for subordinate organisations; * *) they may create an adequate breakdown reserve.
(4) In the breakdown of the binding limit on subordinate economic organisations, economic management authorities shall use differentiated performance indicators that best reflect the consumption of living work, ensure the planned wage development and allow effective control. In the absence of appropriate conditions for the breakdown of the mandatory limit as a proportion of the wage resources in performance, the economic organisation may be set at an absolute level.
(5) In agreement with the Finance Ministers of the Czech Socialist Republic or the Slovak Socialist Republic, the competent central authority may lay down rules for the conversion of the amount of the wage resources set as a binding limit (total wage fund) when determining the binding limit.
(6) The organisation shall set out in its plans a binding limit for at least each quarter, taking into account the main factors affecting the need for wage resources. In doing so, they can create a necessary roster reserve. The breakdown (including the reserve) shall not increase the level of the mandatory limit applicable for the whole year. The economic organisation and the contribution organisation shall notify the binding limit and its breakdown for each period of the year (including the reserve) to the bank or other cash institution with which it is financially linked (hereinafter referred to as the "money institution ').
(1) Compliance with the mandatory limit shall be checked at least on a quarterly basis, each from the beginning of the year.
(2) If the organisation exceeds the mandatory limit schedule during the year and has a breakdown reserve, it shall apply it in accordance with paragraph 4. If the excess is covered by the organisation's roster reserve binding, the mandatory limit shall be deemed to be respected.
(3) Where an organisation within the meaning of paragraph 2 cannot cover the excess of the mandatory limit, the competent economic management authorities may use their roster reserves.
(4) The reserve of wage resources retained by the economic management authorities and the organisation in the breakdown of the binding limits of the state plan may be used either for an additional breakdown or may be tied. An additional breakdown of the reserve shall be amended by the initial breakdown of the organisation plan. *)
(5) The breakdown reserves tied in accordance with paragraph 4 may be released only by offsetting the excess of the mandatory limit in subsequent periods of the year. Until then, the bundled reserves cannot be used.
(6) The provisions of paragraphs 2 to 5 shall not apply to cases where an organisation exceeds the mandatory limit on amounts paid either from special-purpose funds provided to it under special-purpose regulations * *) or from incentive funds as cash remuneration. * * *)
Resources for remuneration
(1) The source for the payment of wages for individual work results and, where appropriate, shares in economic results, cash remuneration in socialist competition and other personal expenses is:
(a) in economic organisations, the fund of workers;
(b) in budgetary and contribution organisations, the total wage fund.
(2) Within the framework of the fund of workers, in economic organisations subject to profit tax †) or pension tax † †) or to profit payment, † † †), a remuneration fund is created. The remuneration fund shall pay:
(a) in organisations subject to profit or pension tax, shares in economic results, cash remuneration in socialist competition, and those premiums and fees for which the organisation has been paid in accordance with special regulations, *)
(b) in organisations which make a contribution to profit, premium and remuneration, share of economic results and cash remuneration in socialist competition.
(3) The balance of the Workers' Fund (Remuneration Fund), which constitutes a source not yet used or exceeded, is transferred to the following year.
(1) It is the responsibility of economic organisations to ensure a lasting consistency between resource creation (§ 8) and the need for wage resources (§ 3 (1) and (2)).
(2) If the fund of workers in organisations carrying out gross income contributions or the fund of remuneration in organisations carrying out profit contributions is not sufficient to pay wages for individual work results and other personal expenditure, the organisation may, to the extent necessary, supplement the fund of workers (the fund of remuneration) from its reserve fund, * *) or, where appropriate, the fund of workers (the fund of remuneration) may supplement it from its own resources. * * *) If the fund of workers thus supplemented (the remuneration fund) is not sufficient to cover all the amounts paid, the organisation shall, in the following month, reduce the payments to the extent corresponding to the overrun of the fund of workers (the fund of remuneration) declared from the beginning of the previous month. However, the reduction of payments must not affect the total of the guaranteed wages (Section 12).
(3) In agricultural organisations where the actual production of gross income cannot be ascertained during the year, the method of applying the fund of workers during the year, by way of derogation from paragraph 2 of the Ministry of Agriculture and Nutrition of the Czech Socialist Republic and the Slovak Socialist Republic, in agreement with the Federal Committee on Agriculture and Nutrition and with the Ministry of Labour and Social Affairs of the Czech Socialist Republic and the Slovak Socialist Republic.
Measures to correct undesirable wage developments
(1) If the organisation finds that compliance with the mandatory limit or pay for individual work results and other personal expenditure is at risk, it shall proceed without delay to remedy the causes of the threat and, where appropriate, apply measures to the responsible staff in accordance with the relevant rules. In cooperation with the trade union authorities, it shall inform the collective of workers of the state of the economy, the deficiencies identified and their causes as well as the necessary corrective measures and organise the participation of workers in the implementation of these measures.
(2) In order to address wage developments, the organisation shall, in particular, implement rationalisation measures to improve economic activity and increase labour productivity, examine the correctness of the inclusion of work activities (functions) in the tariff classes and the use of wage rates, bonuses, preferences, etc., and make the necessary changes to the focus and conditions of the bonus, in particular the tightening of premium indicators and the adjustment of premium rates, changes in the conditions for the provision of remuneration, in the amount of the internal remuneration services, etc. At the same time, it provides for a procedure in the premium schemes for cases where payments could be reduced up to the level of guaranteed wages under Section 12.
(1) If the economic management authority finds that a subordinate organisation is in danger of complying with the mandatory limit or pay for individual work results and other personal expenditure in full, it shall be entitled to impose corrective measures on that organisation, including measures to review and adjust labour consumption standards, *), in particular if the measures implemented by the organisation pursuant to Article 10 are not sufficiently effective or if it uses its resources to supplement the workers' fund (reward fund) in accordance with Article 9 (2).
(2) If the organisation exceeds the mandatory limit, the superior authority shall apply one of the following measures:
(a) impose corrective measures on the organisation if they have not done so in accordance with paragraph 1 or if the previously imposed measures are not sufficiently effective;
(b) introduce a monthly check of compliance with the binding limit and require the organisation to notify the Institute of the breakdown of the binding limit for each month and to inform it on a monthly basis of compliance with that schedule;
(c) agree with the Monetary Institute a tightening credit process;
(d) apply, in accordance with the relevant rules, measures towards the head (Director) of the organisation;
(e) abolish the breakdown of the mandatory limit as a proportion of the wage resources in performance, establish the organisation's volume of wage resources at an absolute rate of * *) and notify this change to the Financial Institute;
(f) limit the right of the organisation to dispose of funds in its non-monetary institution account for the period required. * *)
(3) The measures referred to in paragraph 2 may be waived by the economic management authority if they go beyond the transitional nature, which will be settled in a short time.
(4) Limitation of the organisation's right to dispose of funds in its account with the money institution
(a) by partial or total reduction of the amount of funds used to pay the shares in economic results;
(b) reducing the amount of funds used to pay wages for individual work results, possibly up to a level corresponding to the total of wages guaranteed by individual workers (§ 12 (1)).
(5) If the economic management authority limits the right of the organisation to have funds in its account with the money institution, it shall request the monetary institution to release the organisation's wage resources (paragraphs 1 and 2 of Section 3) only to the extent specified. At the same time, it shall require the organisation to demonstrate to the Institute that the amounts collected in cash for the payment of remuneration, including the advances drawn, the amounts of transfers to separate organisational components and the amounts deducted from wages, do not exceed the specified scope.
(6) If the organisation exceeds the mandatory limit for the whole year, the immediately superior authority shall, if the excess is not tied to the roster reserve, impose an additional levy on the organisation in the state budget equal to three times the amount corresponding to the excess. * * *) Additional levy shall not be imposed in the cases referred to in Section 7 (6). The budget and contribution organisation shall make an additional contribution from the funds of the incentive fund; the amount corresponding to the contribution from the organisation's budget must be retained;
Wages guarantee
(1) In order to limit payments pursuant to § 9 (2) or § 11 (4), individual workers shall be guaranteed:
(a) the wage rate or the fixed basic or, where appropriate, the personal salary at the time of payment;
(b) in the task and share wages achieved by the task or share earnings,
(c) in mixed wages, the fixed part of the basic salary (wage fare) and the task earnings achieved;
(d) the premiums and fees for which special-purpose funds have been granted to the organisation under special regulations, * *)
(e) wage allowances and wage supplements and other similar transactions provided under wage regulations;
(f) compensation for wages,
(g) remuneration and compensation under work agreements outside the employment relationship and other remuneration and compensation provided under special rules;
(h) in-kind benefits to workers under the relevant regulations.
(2) In order to allow the payment of premiums and, where appropriate, remuneration, where they are not guaranteed under paragraph 1 (d), in particular in the internal services which have fulfilled the tasks of the plan, the economic management authority may increase the total of the guaranteed wages referred to in the preceding paragraph by a maximum of 7%. The organisation's management shall decide on the differentiated distribution of this increase between individual workers and working groups in agreement with the relevant trade union body.
PRINCIPLES OF REMUNERATION OF WORKERS IN WORK RELATIONS
According to its specific conditions, on the basis of wage development concepts, organisations must create the right pay proportions in such a way that, in addition to the basic wage, the skills, complexity and difficulty of the work, the qualifications of the worker, the amount of work and the conditions under which it is carried out, a sufficiently high proportion of the salary depends on the results achieved and the material interest in the results of the work is strengthened.
Tariff system
(1) The central wage policy management tool which ensures economically justified wage differentiation is the tariff system. The principles of the tariff system, including in particular the way in which works are assessed, the classification of typical professions (work activities) and functions, the basic scale of the wage rates, the allowances, and the principles for granting personal salaries and wage preferences, shall be laid down by the Federal Ministry of Labour and Social Affairs, which shall also coordinate their implementation in wage regulations.
(2) On the basis of the principles set out in paragraph 1, the central authorities of the Czech Socialist Republic, in an agreement with the Ministry of Labour and Social Affairs of the Czech Socialist Republic and the central authorities of the Slovak Socialist Republic, in an agreement with the Ministry of Labour and Social Affairs of the Slovak Socialist Republic, shall issue a catalogue of professions and functions in which the basic qualification conditions for the performance of work activities are determined. For some activities (professions and functions) occurring in most sectors, the Federal Ministry of Labour and Social Affairs may issue uniform catalogues. Catalogues are a binding basis for the award of qualification classes to individual workers and for the inclusion of work in tariff classes.
(3) They approve wage tariffs for each sector, type of work, group of workers and additional charges on the basis of the principles established in accordance with paragraph 1 of the Ministry of Labour and Social Affairs of the Czech Socialist Republic and the Slovak Socialist Republic.
(4) Personal salaries exceeding up to 50% of the relevant wage rates may be awarded to workers with exceptional skills and excellent work results and, if applicable, by tariffs set by the tariff range, their upper limit. The specific conditions are laid down in wage regulations.
Wage forms
(1) The organisation shall decide on the form of the salary and the manner in which it is to be applied in accordance with Section 113 (2) of the Labour Code and other provisions of this Order. It is based on the results of technical and economic analysis of working conditions and the results obtained from work at individual workplaces.
(2) For the correct application of basic wage forms, bonuses, rewards and economic results shares, the economic management authorities or, where appropriate, the Ministry of Labour and Social Affairs of the Czech Socialist Republic and the Slovak Socialist Republic issue methodological recommendations as appropriate; the central authorities of the national republics may also issue binding guidelines for this purpose. The Federal Ministry of Labour and Social Affairs may establish principles to ensure a uniform procedure.
(3) The conditions for the granting of premiums, remuneration and share of economic results by heads (directors) of state organisations shall be determined directly by the superior authority and by the head of other organisations authorised under the special rules.
(4) The organisation must continuously verify the effectiveness of wage forms in order to increase their incentive and adapt them to the needs of technical development and changes in the technical organisational level of the production and work process. If the wage form or method of applying it is not in an economically desirable direction, or if it is not in line with the intentions of wage development, it shall be amended or replaced, as appropriate.
Basic forms of wages
(1) In workplaces where the workflow can be determined in advance, labour consumption standards laid down, monitoring the quantity and quality of work carried out and where other conditions are met, in particular where safety and health at work is ensured, individual or collective task wages are used.
(2) When using the task pay, the organisation must ensure that the level of dependency of earnings on compliance with labour consumption standards is determined, in particular with regard to the quality of these standards and the need for wage differentiation.
(3) Timing wages are used for remuneration of works for which the conditions for the exercise of the task wage referred to in paragraph 1 are not met or where the performance is determined by the operation of the operating (production) establishment, the technological process and the organisation of work, or where the exercise of the task wage would be uneconomic.
(4) In order to ensure desirable proportions between quantitative and qualitative work results, the organisation may use an effective combination of basic forms of pay with bonuses and rewards.
(5) In workplaces where assumptions are made for this, especially in organisations providing business activity and services to the population, a wage or a percentage of its share of sales, or other indicators expressing the results of their work (share and mixed wages) may be determined in view of the operational needs and better satisfaction of the population, under the conditions laid down in the wage regulations.
Premium
(1) The organisation may grant a premium for the results of work which may be expressed by pre-determined technical or economic indicators and which the workers influence or are responsible for fulfilling.
(2) The amount of the premium and its operation must be dependent on the performance of the indicators established and proportionate to the economic benefits achieved and the resources generated.
(3) The specific conditions for the premium shall be governed by the premium regulations issued by the head (Director) of the organisation.
Remuneration
(1) Organisations may provide workers with rewards for exceptional work results and for successful and innovative work.
(2) Leaders (directors) of organisations may authorise managers of establishments and establishments, masters or other managers, as appropriate, to provide, from the resources of the organisation (from the so-called management funds), operational remuneration for exceptional work results and for exceptional work carried out for the benefit of the department concerned.
(3) Specific conditions for the provision of remuneration and the establishment and use of the Funds under the preceding paragraph shall be determined by the head (Director) of the organisation. *)
When granting bonuses and rewards, the organisation must act in such a way as to avoid double remuneration for the same work results.
Shares in economic results
(1) Economic organisations may provide workers with an share of the economic results as a proportion of the overall economic results of the organisation and, where appropriate, of the economic results of the internal services referred to in Article 21 (2).
(2) If the employment is terminated before the end of the period for which the shares are granted, the worker shall be entitled to a proportion of the share only if the employment relationship has been terminated by the organisation in accordance with § 46 (1) (a) to (d) or by the worker in accordance with § 51 (1) or by an immediate termination of the employment relationship in accordance with § 54 of the Labour Code or by an agreement for the reasons set out in these provisions.
(1) The shares in the overall economic results of the organisation may be provided to all workers who have earned them with their good work.
(2) Organisations in which the results of the operation of each plant and of the economic centres can be reliably established may provide workers, in addition to the shares referred to in paragraph 1, with shares in the economic results of those departments.
Employees of branch directorates *) may be given shares in the economic results achieved by all subordinate organisations. Shares may be paid only if all the conditions laid down in Paragraph 23 (2) have been fulfilled for the industry's own activities and a binding limit has been observed for the entire production unit.
(1) The size of the shares in the economic results shall be determined on the basis of an assessment of the economic results for the previous year. The shares in the economic results of the economic centres may be determined on the basis of the results recorded over a shorter period.
(2) Economic results may be paid only if the organisation has the necessary resources (the workers' fund or the remuneration fund) to pay them and meets the following conditions for the period for which the shares are granted:
(a) comply with the mandatory limit;
(b) maintain a fixed minimum amount of the reserve, * *)
(c) carry out a minimum allocation to the fund of cultural and social needs, * * *)
(d) reduce the shares by amounts corresponding to the organisation's outstanding obligations to finance the circulation. †)
(3) The participation in economic results must be partially reduced or not provided by the organisation if it does not fulfil binding tasks (including exceptional binding tasks) † †) and does not comply with other binding limits in addition to the mandatory wage limit. † †)
(4) The organisation shall demonstrate to the Institute of Cash before paying the shares in economic results that it has fulfilled the conditions referred to in paragraph 2.
(5) The size of the shares in the economic results of individual workers shall be determined in a differentiated manner according to their responsibility and merit for the economic results achieved.
(6) The detailed conditions for the granting of shares in economic results shall be laid down in collective agreements; In particular, they shall determine the relative proportion of the shares of the employees involved in the overall economic performance of the organisation as well as the results of the internal services, the method of determining the amount of the shares, and in which cases and for what reasons the shares are reduced or not provided. In organisations in which collective agreements are not concluded, detailed conditions shall be laid down by the head of the organisation in agreement with the relevant trade union body.
Standard labour consumption
When establishing and amending labour consumption standards under Section 114 of the Labour Code, organisations shall:
(a) performance standards, operating standards and numbers have been determined as justified standards, established by objective methods for the rational organisation of the work process and based on an analysis of technical organisational conditions, to express the necessary consumption of working time;
(b) the standardisation has consistently been linked to the rationalisation of work towards such an organisation of the work process as to ensure that, at a given technical level of the production and work process and other conditions, the cost-effective use of labour will be achieved with the most efficient use of equipment and material, with the desired quality of the work results and the simultaneous security of a high culture of work and work environment;
(c) the work operations and standards have been consistently examined with a focus on critical activities and workplaces, organisational backlog periods of activity, and that unfounded standards are replaced by standards justified;
(d) when analysing compliance with the standards, it has been examined whether time savings do not occur by violating the principles of safety and hygiene of work, prescribed technology and quality or at the expense of consumption of materials and tools, etc.
The labour consumption standards and their changes are approved and announced by the head (Director) of the organisation. Where standards are established on the basis of standard documents, only those documents shall be declared. The standards and standards approved and declared by the economic management body shall replace the standards and standards used in the organisation, unless those standards are more progressive in view of the technological organisational level of the production and work process.
(1) When changing working time consumption on the basis of the invention or improvement of the worker's work, the standard corresponding to the new conditions shall be established and the worker shall be remunerated in accordance with the relevant regulations; *) similar progress shall be made in implementing proposals for saving work which have not been submitted as improvements.
(2) The introduction of new production (activity), technology and working methods, and, where appropriate, seasonal work, shall establish provisional standards with a limited duration, as a general rule for a period not exceeding 3 months or for a season or campaign period.
In order to ensure the desired level of normalisation of labour consumption, the economic management bodies, or the Ministry of Labour and Social Affairs of the Czech Socialist Republic and the Slovak Socialist Republic issue methodological recommendations as required; the central authorities of the national republics may also issue binding guidelines for this purpose. The Federal Ministry of Labour and Social Affairs may issue principles to ensure a uniform procedure.
WAGE CONTROL
(1) The implementation of wage policy must be linked to continuous monitoring of wage developments and monitoring of compliance with wage regulations and the provisions of this decree. It is therefore an obligation
(a) the organisation shall monitor and evaluate the implementation of the work plan and the collective agreements and the effectiveness of the remuneration of work, check compliance with wage and other provisions on the remuneration of workers in labour relations in the internal services and implement measures to remedy the deficiencies identified;
(b) the sectoral directorates and national committees check that subordinate organisations do not exceed the mandatory limit and remuneration resources, ensure consistency between pay for work and work results and comply with the other provisions of this decree, wage and other provisions on remuneration of workers in employment relations, and verify the effectiveness of remuneration and the functioning of wage regulation instruments;
(c) the central authorities and regional national committees to carry out checks against their directly subordinate organisations to the extent referred to in (b), to check how other organisations and bodies in their fields of competence fulfil the obligations referred to in (a) and (b), and to organise the implementation of a thematic check aimed at current wage problems;
(d) the ministries of work and social affairs of the Czech Socialist Republic and the Slovak Socialist Republic shall carry out, through their bodies and their superior bodies, checks aimed primarily at ensuring the development of wages under the provisions of Part Two and the use of wage resources in accordance with the provisions of Part Three of this Decree and other regulations, at compliance with the wage and other provisions on the remuneration of workers in employment relations and at fulfilling the obligations of wage control, at providing methodological assistance and coordinating the implementation of wage control and processing information for the needs of central authorities.
(2) In the performance of their duties, the wage control authorities are entitled to:
(a) enter the premises of the organisations and require the necessary documents, information and the creation of other conditions for carrying out the inspection;
(b) discuss the results of the checks with the responsible staff of the organisations or their superior bodies;
(c) require that measures be taken to remedy the deficiencies identified, or, where appropriate, to impose such measures;
(d) require, in accordance with the relevant rules, the imposition of measures against the responsible staff of organisations or their superior bodies, or, where appropriate, the imposition of such measures.
(1) Czechoslovak State Bank ("the Bank") in the context of the performance of its economic functions
(a) participate in ensuring wage developments according to the intentions of the State Plan in particular by applying its economic instruments (credit, interest); affect the level of overall resources of organisations and thus the development of resources for remuneration;
(b) monitor subsequently whether economic and contribution organisations do not exceed a binding limit and remuneration resources; where the organisation finds that the organisation exceeds the mandatory limit or remuneration resources, the authority shall request the superior organisation to implement the measures provided for in Article 11; in addition, where the excess of the mandatory limit or remuneration resources endangers the return on the loans granted, it shall apply credit and interest penalties without delay; If the return on loans is not compromised, it shall apply credit and interest sanctions in agreement with the authority of the superior organisation;
(c) release the organisation's wage resources only to the extent required by the authority responsible for the organisation (§ 11 (5));
(d) does not release the organisation the means to pay the shares in the economic results unless it proves that the conditions laid down in Article 23 (2) and, where appropriate, Article 22 are met;
(e) grant, at its request, a wage credit to an organisation which has a temporary shortage of funds, up to the amount of the guaranteed wages, where appropriate (§ 12); If the return on the loan on wages is at risk, it shall provide a financial-covered guarantee to the authority of the superior organisation.
(2) In cases where the organisation is financially linked to a monetary institution other than the bank, the tasks referred to in paragraph 1 shall be performed by that monetary institution.
COMMON PROVISIONS
The wage regulations are issued by the central authorities for subordinate organisations and, where appropriate, for organisations managed or managed by national committees with the agreement of the Ministry of Labour and Social Affairs of the Czech Socialist Republic or the Ministry of Labour and Social Affairs of the Slovak Socialist Republic; If there is an adjustment of wage conditions for groups of workers within the field of competence of several central bodies, the relevant wage regulation shall be issued by the Ministry of Labour and Social Affairs of the Czech Socialist Republic or by the Ministry of Labour and Social Affairs of the Slovak Socialist Republic or by the central authority empowered by them.
Exemptions from the previous provisions of this decree may, in justified cases, be allowed in cooperation with the competent trade union bodies of the Czech Socialist Republic and Slovak Socialist Republic after consulting the Federal Ministry of Labour and Social Affairs.
The competence of the Central Authorities of the Czech Socialist Republic or the Slovak Socialist Republic under this Decree shall be exercised by the Federal Central Authorities vis-à-vis their subordinate organisations; the powers referred to in Part Three are exercised and the wage rules referred to in Section 30 are issued with the approval of the Federal Ministry of Labour and Social Affairs.
The preparation, issue and implementation of essential wage measures shall be carried out at all stages of the procedure in accordance with the rules governing the participation of trade unions in this field. *)
TRANSITIONAL AND FINAL PROVISIONS
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Regulation Information
| Citation | Decree of the Ministry of Labour and Social Affairs of the Czechoslovak Socialist Republic No. 174 / 1969 Coll., on the rectifying of wage developments and on the principles of pay |
|---|---|
| Regulation Type | - |
| Author | - |
| Collection | Code of Laws |
| Date of Promulgation | 30.12.1969 |
|---|---|
| Effective from | 01.01.1970 |
| Effective until | - |
| Status | Valid |
The regulation text is for informational purposes only.
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