Decree of the Government of the Czechoslovak Socialist Republic No. 223 / 1988 Coll.
Decree of the Government of the Czechoslovak Socialist Republic implementing the Labour Code
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Effective from 01.01.1989
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223
GOVERNMENT REGULATION
Czechoslovak Socialist Republic
of 15 December 1988
implementing the Labour Code
The Government of the Czechoslovak Socialist Republic orders the implementation of the Labour Code (hereinafter referred to as "the Code ') after discussion and, as regards the implementation of Sections 41 (3), 59 (2), 105 (2) and 122 (1) of the Code, in agreement with the Central Council of Trade Unions:
(1) Adequate work, which can be done by citizens who have reached 15 years of age before leaving compulsory education, is in addition to the social welfare of pupils under the Education Act (1), other work which, by nature or extent, does not endanger the health and development of pupils and does not prevent them from preparing for a profession.
(2) Adequate work, which can be carried out by citizens who have acquired legal capacity on the day of completion of compulsory education in an assisted school before the age of 15 but at the earliest at the age of 14, is work which is proportionate to their reasonable and moral maturity, to their physical capacity appropriate to their age and which is not harmful to their health and development, provided that their adequacy has been verified by the Medical Advisory Committee.
Establishment, modification and termination of employment
Fixed-term employment
(1) A fixed-term employment relationship may be negotiated or extended for a period exceeding three years, or renegotiated with:
(a) creative workers of science, research and development;
(b) staff engaged in an activity for which a school education of artistic direction is prescribed;
(c) teachers of universities,
(d) workers temporarily released under Paragraph 25 (2) (c) of the Code for the execution of work abroad;
(e) old-age or invalidity pensioners and widower's pensioners who have reached the age of 57;
(f) workers covered by a law or an international treaty.
(2) Workers who are not referred to in paragraph 1 may be renegotiated for a fixed period only if the transitional need of the organisation so requires or if the citizen requests the organisation in writing. Renegotiated fixed-term employment relationships that immediately follow-on and last more than three years may only be negotiated twice; This shall not apply in the cases referred to in paragraph 1. A renegotiated fixed-term employment relationship shall be deemed to arise before the expiry of the period of 12 months after the end of the previous fixed-term employment between the same participants.
(3) A fixed-term employment relationship cannot be negotiated with:
(a) graduates of secondary and higher education, vocational education and vocational training in employment appropriate to their qualifications; a graduate shall mean a worker whose total period of employment in a work or similar relationship has not reached two years after the successful completion of the study (preparation), without taking into account the period of military basic service (replacement) and civil service replacing that service, the period of maternity leave and other maternity leave and the period during which the organisation, pursuant to Article 127 (2) of the Code, has excused the absence of a man at work because he was responsible for the parental contribution.
(b) adolescents,
(c) citizens who are required to be recruited by the organisation under the decree.
This prohibition shall not apply in the cases referred to in paragraph 1, in Paragraph 25 (2) (d) of the Code and in cases where a citizen requests a permanent employment contract in writing.
Temporary secondment of a worker to another organisation
(1) During the period of secondment, the worker shall, on behalf of the organisation which has temporarily assigned the worker, organise, manage and control his work, give him instructions for that purpose, create favourable working conditions and ensure safety and health at work, an organisation to which the worker has been seconded. However, its managers may not act on behalf of the organisation which has temporarily assigned the worker against the seconded worker.
(2) For the duration of the secondment, the staff member shall be paid a salary and, where appropriate, reimbursement of travel expenses by the organisation which has seconded the staff member; organisations may conclude an agreement whereby the organisation to which the worker has been seconded shall pay the organisation which assigned the worker the agreed part of the salary provided and, where appropriate, the reimbursement of travel expenses corresponding to the extent of the task of the worker for the organisation to which the worker has been seconded.
(3) Where an organisation which has temporarily assigned a worker has paid the worker the damage suffered in the performance of its duties or in direct connection with him in the organisation to which he has been seconded, he shall be entitled to compensation against that organisation unless the organisation otherwise agrees.
(4) The provisional allocation expires with the expiry of the period for which it was agreed. Before the expiry of that period, the temporary secondment shall end with an agreement between the parties to the contract and, where applicable, the expiry of a period of 10 working days from the date on which the party's intention to terminate the secondment was notified to the other party.
Employment attestation
In addition to the employment data, the type of work carried out and formal qualifications, the employment certificate issued by the worker's organisation at the end of the period of employment
(a) the time taken up by the worker for the purposes of recovery leave;
(b) the facts relevant for the assessment of entitlement to sickness insurance benefits;
(c) data on the deductible period of employment in the first and second working categories for pension purposes;
(d) the time worked and other factors relevant for reaching the maximum permissible exposure period, 2)
(e) whether reductions are made from the worker's salary, in respect of which the benefit is due, the amount of the claim, for which the deduction is to be carried out, the amount of the deductions made so far and the order of the claim;
(f) details of the agreement on residence in the organisation for a certain period of time after completion of the final examination or graduation examination, or, where appropriate, after the period of study (preparation) has expired, including details of when that period expires (Section 227a of the Code);
(g) details of the amount of the average earnings and other facts relevant for the assessment of the entitlement to compensation or contribution before the starting up of the new employment.3)
Working hours and rest periods
Continuous rest between two shifts
A staff member who has returned from work after 24 hours and has not used a sleeper (couchette) car shall be granted the necessary rest from the end of the work trip until the beginning of work for eight hours, and, if that period falls within the working hours of the worker, compensation for the wage of the average earnings.
Days of work rest
(1) If, for operational reasons, it is not possible to provide a worker of an organisation subordinate to a federal central authority with continuous rest in a week of at least 32 hours (Section 92 of the Code), the management organisation may schedule working hours in such a way that the rest period is at least 24 hours
(a) where the status of workers needs to be substantially increased for a transitional period not exceeding five months in a calendar year;
(b) in transport, in connections, in cultural facilities and in continuous establishments, provided that a continuous rest of at least 32 hours is granted to individual workers at least every three weeks.
(2) In connections, continuous rest during the week can be shortened at post offices without tour traffic, when delivering printed items and drivers of course trips up to 18 hours.
(3) When working on designated construction works, on designated assembly and repair works where the working time is unevenly distributed, the management organisation may schedule working hours according to the employment law of the superior federal central authority by giving individual workers a continuous rest of at least 64 hours once every two weeks (Section 85 (1) of the Code). The work referred to in the first sentence shall be determined by that central authority after consultation with the relevant trade union body.
(4) The management organisation may, exceptionally, schedule working hours under the conditions referred to in paragraph 3, in such a way that the continuous rest period shall be at least 48 hours in the course of work carried out:
(a) to avert the consequences of natural events;
(b) as a result of accidents in construction buildings;
(c) in technological processes which cannot be interrupted;
provided that the individual staff members receive a continuous rest of at least 64 hours at least once every four weeks.
(5) In the case of works where the working time is unevenly distributed over the entire calendar year and in agriculture, the management organisation may schedule the working time according to the employment law of the superior federal central authority in such a way that the continuous rest of at least 32 hours shall fall on individual workers once every two weeks (Section 85 (2) of the Code).
In organisations with night shifts, the day of work starts with an hour corresponding to the shift taking place, which starts first on the schedule of shifts during the working week.
Overtime work
The number of hours of maximum permissible overtime work in the year shall not include overtime work for which the worker has been paid a replacement leave or which he has performed
(a) urgent repairs;
(b) in the case of work auxiliary which necessarily predates or follows production;
(c) in the case of work required in connection with the transfer of work on a continuous basis up to eight hours a week;
(d) in connection with the surveillance of the organisation's premises up to eight hours a week;
(e) threat to life or health;
(f) with its agreement on top agricultural work.
Recovery leave
Workers who perform particularly difficult or harmful work shall be regarded as workers who:
(a) work permanently at health care institutions or at their workplaces where patients with contagious tuberculosis are treated, and in Banga isolates;
(b) are exposed to a direct risk of infection in the workplace;
(c) are exposed to significant adverse effects of ionising radiation at work;
(d) work in direct treatment or service of the mentally ill or mentally disabled to at least half the specified weekly working hours;
(e) as educators, educate young people under difficult conditions or as health professionals work in the health service of the corps of correctional education at least half of the fixed weekly working hours;
(f) work continuously for at least one year in tropical or other difficult areas;
(g) carry out extremely strenuous work where they are exposed to harmful physical or chemical effects to such an extent that they may significantly affect the health of the worker.
(1) A worker who, under the conditions set out in Section 16, operates the full calendar year shall be entitled to a supplementary leave of one week. If a worker is working under these conditions only part of a calendar year, he shall be entitled to one twelfth of the supplementary leave for every 22 days so worked.
(2) The additional leave referred to in paragraph 1 shall be for the worker, subject to the conditions laid down, even if he is entitled to additional leave under Paragraph 105 (1) of the Code.
(3) A worker who has completed one year of continuous work in tropical or other difficult areas is entitled to additional leave already this year.
(1) A proportion of the annual leave of one twelfth shall also be payable for the calendar month in which the worker changed employment, provided that the termination of employment in the previous organisation and the establishment of employment in the new organisation are directly linked; the worker is entitled to a proportion of his leave from an organisation for which he has been in employment for more than half a month. If the worker changed his employment in the middle of the month, a new organisation will 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) If the worker has been fully released in the long term for the performance of a public office or temporarily released for work in another organisation, he / she shall be granted leave for a recuperated (part of) organisation for which the worker is active; the organisation also provides him with the part of the leave he did not spend before the release. If the worker has not used up the leave before the end of the period of release, it shall be provided by the releasing organisation. Compliance with the conditions for entitlement to leave is assessed in whole with both organisations.
Rehabilitation
(1) If a worker 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 55 (2)), he shall be reduced by one twelfth for the first 100 working days so missed and by one twelfth for each 22 working days so missed. However, leave exhausted before further maternity leave may not be reduced for this reason.
(2) For each unexcused shift (working day), the worker's organisation may reduce the leave by one to three days; the unexcused omission of shorter parts of individual shifts is added together. If the worker achieves exceptional work results, the organisation may, with the agreement of the trade union body concerned, waive his leave for an earlier absence of agreement at work.
(3) When the leave referred to in paragraphs 1 and 2 is reduced, a worker whose employment relationship to the same organisation has lasted for a full calendar year shall be granted a leave of at least one week and, if he is a young worker, two weeks.
(4) A worker who has missed work for the execution of a prison sentence shall be reduced by one twelfth for every 22 working days so missed. In the same way, the detention leave shall be reduced if the worker has been convicted of a final conviction or if the defendant has been acquitted, or if the prosecution has been suspended, only because he is not responsible for the offence committed, or has been pardoned, or that the offence has been amnested.
(5) Holidays worked, additional leave, special 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 organisation may, in agreement with the relevant trade union body, determine the mass use of recovery leave if this is necessary for operational reasons and compatible with the interest of the company, in particular if it does not jeopardise or complicate the performance of the planned tasks; 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) (9) Social security contributions, contribution to state employment policy 10) and general health insurance premiums. 11) If corrective action has been imposed on the worker, the amount of the State responsible shall be brought down before the other deductions are made.
(2) Other wage reductions permitted by the Code may be made 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 financial penalties and compensation imposed by enforceable decisions of the competent authorities and in the case of overpayments for sickness insurance benefits, social security and parental allowance, the order of the date on which the organisation received the enforceable decision of the competent authority shall be governed by the order of precedence.
(4) In the case of deductions made pursuant to a salary withholding agreement concluded with the organisation, the order of the date on which the agreement was concluded shall be followed; in the case of deductions made pursuant to a salary withholding agreement concluded with another organisation or with a citizen, the order of the date on which the worker's employment is served shall be taken into account.
(5) In the case of outstanding advances for reimbursement of travel, removal and other expenses, in the case of the recruitment allowance and other allowances paid to the worker in the recruitment, in the case of compensation for the leave salary and in the case of advance payments for the salary (its component), which the worker is obliged to repay because the conditions for granting them have not been met, the order of the date on which the deduction started.
(6) Where a worker is engaged in an employment relationship with another organisation, the order in which the claims under paragraphs 2 and 3 have been received shall remain with the new payer's salary. The obligation to make deductions shall be established for the new payer on the day on which he or she becomes aware that wage reductions have been made and for which claims; 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 particular, workers use their leisure time to perform public functions, civil duties and other acts of general interest. Where, in exceptional cases, these functions, duties or actions are to be carried out in working time, the organisation shall provide the worker with the necessary leave of absence.
(2) Public function is, for example, the performance of duties arising from the duties of a Member of the Federal Assembly, the Czech National Council, the Slovak National Council and the judges of the people.
(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 first aid, compulsory medical examinations, measures against communicable diseases, other urgent measures for preventive treatment, isolation for reasons of veterinary protection, the provision of personal assistance for fire protection, live events or other similar exceptional cases, and in cases where the citizen is obliged to provide personal assistance under the legislation, and in the case of compulsory participation of workers in rehabilitation stays [§ 135 (2) (e) of the Code].
(4) Other acts of general interest are those provided for in the legislation.
The witness and interpreter shall be compensated by the court or other state body or authority of the municipality which called him to the hearing.
(1) If the nature of the case or of the documents submitted by the worker to the organisation does not imply that the performance of a public office, civil duty or other act of general interest has to take place in the working time, the organisation shall request a certificate from the authority on whose initiative or in the interests of the worker has been granted leave of absence of work.
(2) During the period of absence of participation in the proceedings of a court, other state body or authority of the municipality, the worker shall not be entitled to compensation for his salary from the organisation, or from that body, if he or she has transferred the conduct solely in his or her personal interest, or if the worker himself has given the initiative by his or her fault.
(1) In the case of a short-term redundancy of an obstacle worker for reasons of general interest, the organisation for which the worker 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 organisation for which the worker was at the time of release, the remuneration for the period of release, unless the organisation has agreed to waive the payment, or where the law provides otherwise.
(2) Reimbursement of wages shall be paid for the period of the period of leave of absence provided by the releasing organisation to the worker under the legislation; (6) compensation of wages granted under the collective agreement shall not be paid beyond the scope laid down by the legislation. 7)
(3) No compensation shall be paid in the performance of the duties of the judge of the people, in the collection of blood and apheresis, in the collection of other biological materials and in an activity directly linked to the performance of the duties of the organisation in which the worker is employed.
Armed forces and civilian service
If a worker is obliged to appear in person in connection with the performance of a military obligation to the military authority or to be examined, the organisation shall be obliged to provide him with leave of absence, to the extent necessary, with a salary compensation equal to the average earnings.
(1) The organisation shall provide a staff member called to the armed forces or to the civilian service in the last week before the date fixed for the taking-up of the service with one day's leave to settle his personal and family affairs and to arrive in due time at the designated place.
(2) If a worker is to enter a service in the armed forces or a civil 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 worker 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 worker, 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, the wage equivalent to the average of the earnings shall be paid to the worker who gets the income.
(5) The staff member shall be obliged to take up work no later than the third day following the end of the military or civil service. 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 in the exercise of civil service instead of military training, is for the worker, for the duration of that service, under the conditions laid down in Section 125 of the Code,
(a) 50% of its average earnings, if it is a worker who does not care for any person;
(b) 65% of its average earnings, if it is a worker who looks after one person;
(c) 90% of its average earnings, if it is a worker who looks after two persons;
(d) 95% of its average earnings are for a worker who cares for three or more persons.
(2) Only persons who are recognised as dependants for the purposes of personal income tax, 12), whether or not they are granted a reduction in the income tax on natural persons, shall be taken into account in the award of compensation; However, children who are entitled to childcare or education allowances shall also be taken into account, even if they are not considered as dependants for the purposes of the reduction of payroll tax. 4)
Important personal obstacles at work
Working leave
(1) Where a worker is unable to perform the work for the reasons set out in the Annex to this Regulation, the organisation shall be obliged to provide him with leave to the extent set out in the same Annex.
(2) The organisation may, for these reasons, provide the worker with additional leave of absence of work, where appropriate, for other serious reasons, in particular for facilities of important personal, family or property matters which cannot be dealt with outside work hours. In such cases no compensation shall be paid. A worker may agree with the organisation to work on such a missed period.
(3) A worker who is obliged to continue to sell basic foodstuffs under a special rule (8) is obliged to provide the necessary leave without compensation for the salary 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 listed in the Annex to this Regulation shall be granted by the organisation of the worker 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) The remuneration of the worker is not due if he has unconditionally missed the bulk of the shift in the calendar month when he was granted leave or if he does not return to work in due time after his leave of absence of serious cause; the unexcused omission of shorter parts of individual shifts is added together.
Common provisions on labour barriers on the part of workers
(1) If an obstacle to the work of the worker is known in advance, he / she is obliged to ask the organisation in due time for a period of work. Otherwise, the worker is obliged to inform the organisation of the obstacle and the expected duration without undue delay.
(2) The worker must demonstrate to the organisation the obstacle to work and its duration; the establishment concerned is obliged to confirm to it proof of the existence of an obstacle to work and its duration. If the worker is entitled to leave without compensation, the organisation shall be obliged to 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. Reimbursement of wages for the first two weeks of military basic (replacement) or civil services shall be paid no later than three days before the date fixed for the entry into service.
Health and safety at work
In order to ensure the care of safety and health at work, organisations shall also:
(a) replace physically strenuous work and work in difficult working conditions by new technological and working procedures and by the use of mechanisation, automation, hermetization and the like;
(b) to take over and put into service only the premises, machinery and equipment and to introduce only technological procedures which comply with the legislation and other regulations to ensure safety and health at work, and to eliminate the defects identified;
(c) also apply occupational safety and health requirements when negotiating imports of machinery, equipment, tools, technology and materials;
(d) organise, at least once a year, safety and health checks at work at all sites and facilities of the organisation in agreement with and with the relevant trade union body; identify identified deficiencies and include the necessary investment measures in the plan and collective agreements;
(e) to ensure that workers participate in conditioning stays in specified cases [§ 135 (2) (e) of the Code].
(1) In order to ensure the safety and integrity of operations, the organisation is required to carry out regular checks and revisions of the state of the technical equipment, periodic noise measurements at workplaces and pollutants in the working air and to carry out other tasks laid down by legislation and other regulations to ensure safety and health at work as an integral part of preventive maintenance.
(2) In cases specified by specific regulations or where appropriate, qualified personnel (such as revision techniques, safety techniques, anti-dust techniques) shall be assigned by the Head of Organisation to carry out these duties. At the same time, these workers assist the managers in carrying out all duties related to ensuring safety and health at work, draw their attention to the shortcomings identified, and make proposals to remove them. This shall be without prejudice to his or her duties or those of other managers in the security and health at work.
(1) Projectors, designers and developers of new technological processes ensure that projects, constructions and technological processes meet the requirements of safety and health at work in the anticipated working conditions.
(2) Organisations are required to ensure safety and health at work in development and research, and that projects and project documentation meet the requirements of safety and health at work in accordance with new knowledge of science and technology.
(3) Production organisations shall ensure that the machines, equipment and tools produced by them comply with the legal and other regulations to ensure safety and health at work.
(4) The heads of senior bodies shall also be required to ensure coordination and management of health and safety care at work in subordinate organisations and to carry out regular checks on how the subordinate organisations perform their tasks on this section; they are also required to ensure that research and development also focuses on health and safety issues at work.
The prohibition on the consumption of alcoholic beverages at or outside the organisation's workplaces and working hours shall not apply to hot-house workers when they are drinking low-grade beer and to workers whose consumption of such drinks is part of or usually associated with the performance of their tasks.
Qualification Agreement
(1) An organisation may, when concluding an agreement under Section 143 of the Code, arrange for the worker to remain in employment for a period corresponding to the agreed maximum total amount to be paid by the worker. The overall agreed duration of residence shall not exceed five years and the maximum amount for one year of 7 000 Kns.
(2) The organisation may also conclude an agreement in accordance with Section 143 of the Code in order to improve the qualification if the expected costs are at least CZK 100 000; paragraph 1 shall also apply here.
Workers with altered working capacity
For workers with altered working capacity, organisations shall ensure, in particular, the necessary adjustment of working conditions, the setting up of sheltered workshops, training or training of such workers, and the improvement of their qualifications in the performance of their regular work.
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 direction of the organisation and the activity which is the subject of the mission.
(2) The performance of the tasks shall also be an activity carried out for an organisation at the initiative of a social organisation or co-workers, and, where appropriate, an activity carried out for an organisation on its own initiative, unless the worker requires specific authorisation or acts against an explicit ban on the organisation, as well as voluntary assistance organised by the organisation under its patronage. An activity related to the individual management of the fungi shall not be considered as a performance of the tasks.
(3) In direct connection with the performance of work tasks, the actions necessary for the performance of the work and during the work shall be normal or necessary before or after the work. However, such actions are not a journey to and from employment, meals, treatment or, where appropriate, an examination in a health care facility, or a journey back or forth if they are not carried out in an organisation's premises. The examinations carried out at the health care establishment on the orders of the organisation or first aid treatment and the way to and back are directly related to the performance of the tasks.
(4) In the direct context of the performance of the tasks, there is also an activity that helps to fulfil the organisation's social, economic and social tasks. In these circumstances, training of staff of an organisation or a social organisation, or of an authority of a superior organisation, and training for the officials of a social organisation organised by a higher body of that organisation, shall also be considered to be an activity in relation to the performance of the tasks of the organisation, and training for officials of a social organisation, which shall monitor the improvement of their professional readiness.
(5) The accident at work shall also be considered as an accident suffered by the worker for the performance of his duties.
(1) Travel to and from the place of employment means a journey from the worker's place of residence (accommodation) to the place of entry into the organisation's premises or to another place to perform the work and return; in agricultural, forestry and construction organisations, also a journey from residence to a designated gathering place 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, is considered as necessary before or after the beginning of work.
Liability for damage under labour law in certain specific cases
(1) Teachers of a secondary school, vocational school or university or university students are responsible for or directly related to the damage they have caused to the school or organisation in the course of theoretical or practical training and in the course of non-teaching.
(2) The school responsible or, where appropriate, the body responsible for conducting the school, shall be responsible for the damage suffered by pupils of primary schools, primary arts schools, special schools and auxiliary schools in the course of teaching, non-teaching and in the education of pupils in or directly related to school establishments.
(3) It shall be responsible for the damage suffered by pupils of secondary schools or vocational schools and schools, in theoretical teaching, in practical teaching, in non-teaching and in the education of pupils in or directly related to educational establishments.
(a) pupils of secondary vocational schools, vocational schools and schools which are the organisation's internal organisational unit, the organisation concerned;
(b) pupils of secondary vocational training courses, vocational training courses and those which are legal persons, the relevant training courses; for damage caused by the centre of practical instruction, which is a legal person,
(c) pupils of high schools and secondary vocational schools, if the damage was caused in theoretical teaching, in practical teaching at, outside or directly related to school; if the damage was caused by practical instruction in or directly related to the organisation, the organisation in which the training took place.
(4) A university is responsible for the damage suffered by university students in theoretical teaching, practical teaching at school and non-teaching, or directly related to them. Where damage has occurred in or directly related to professional social practice in an organisation, it shall be the responsibility of the organisation in which that practice took place.
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Regulation Information
| Citation | Decree of the Government of the Czechoslovak Socialist Republic No. 223 / 1988 Coll., implementing the Labour Code |
|---|---|
| Regulation Type | - |
| Author | - |
| Collection | Code of Laws |
| Date of Promulgation | 29.12.1988 |
|---|---|
| Effective from | 01.01.1989 |
| Effective until | - |
| Status | Valid |
The regulation text is for informational purposes only.
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