Decree of the Government of the Czech Republic No. 253 / 1992 Coll.
Ordinance of the Government of the Czech Republic on pay ratios of employees of public administrations, certain other institutions and municipalities
Valid
Effective from 12.06.1992
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253
GOVERNMENT REGULATION
Czech Republic
of 22 April 1992
on the pay ratios of employees of public authorities, certain other bodies and municipalities
The Government of the Czech Republic hereby orders, pursuant to § 23 paragraph 1 (a), (b), (d) and (e) of Act No. 143 / 1992 Coll., on the salary and remuneration for on-call duty in budgetary and in certain other organisations and bodies (hereinafter referred to as "the Act"):
Scope
(1) This Regulation provides for the staff referred to in paragraph 2:
(a) the catalogue of works and the qualification assumptions, the way in which they are classified, the scale of the rates and the way in which they are determined;
(b) conditions for the provision, amount and maturity of additional salaries;
(c) additional management fees;
(d) the conditions for the granting and the amount of the special premium and the conditions for the granting of the personal premium and its maximum amount;
(e) the conditions for granting remuneration.
(2) This Regulation shall apply to staff members:
(a) the Czech Republic (hereinafter referred to as "the State") in the organisational components of the State, which are ministries and other administrative offices, 1) Constitutional Court and Courts, Public Prosecutor's Office, Probation and Mediation Service, Criminal Register in Prague, Office of the President of the Republic, Supreme Audit Office, Office of the Government of the Czech Republic, Office of the Ombudsman and Office of the Protection of Personal Data,
(b) local authorities;
(c) State funds;
(d) an administrative office managing as a contribution organisation.
(3) This Regulation shall not apply to professional soldiers, to members of the service and to staff and civil servants in the organisational units of the State or in the organisational units of the local authority, where they are included in:
(a) the Czech Fire Department,
(b) The police of the Czech Republic,
(c) the armed forces of the Czech Republic,
(d) Ministry of Defence,
(e) Prison services,
(f) customs authorities,
(g) Security Information Service,
(h) district offices or local authorities and work in schools and school establishments;
(i) health, social care and cultural facilities;
(j) the Office for Foreign Relations and Information,
(k) The Ministry of Justice shall exercise continuous supervision over the execution of the detention and imprisonment.
Qualification assumptions and requirements
(1) The qualification requirement required for the performance of work in each grade is set out in the catalogue of work set out in Annex 1 to this Regulation (hereinafter referred to as "the catalogue").
(2) The employer may lay down, by means of an internal salary regulation (hereinafter referred to as the "internal regulation"):
(a) (4) the specialisation or field of education required for the performance of certain work, provided that the qualification condition of the specialisation or field of education is not provided for in the same work, 5)
(b) requirements (4) for the proper performance of certain work, provided that they do not provide for additional qualification conditions for the performance of the same work other than the specialisation or field of education, special regulations, 5)
(c) the rules governing the classification in the grade of staff members who do not meet the requirements for the proper performance of their duties
1. requirements (4) established by the employer under (b);
2. the qualification requirements laid down in a specific regulation, (5) unless otherwise specified in this specific regulation.
Allocation of staff members to grade
(1) The employer shall assign the staff member in accordance with Article 4 (1) of the Act to the grade in which the most demanding work is included in the catalogue, the performance of which the employer requires on the staff. If this work is not included in the catalogue, the employer shall assign the staff member to a grade in which examples of work comparable to it are included in the catalogue in terms of complexity, accountability and psychological and physical complexity; the comparison is based on the general characteristics of the grade in the law.
(2) The employer shall place the staff member in the grade referred to in paragraph 1, provided that he fulfils both the conditions and requirements necessary for the proper performance of his duties in that grade; the achievement of a higher education than that required shall not be taken into account. Save as otherwise provided for in the Special Regulation (5), an employer may exceptionally include a staff member who does not meet the necessary training.
(a) to the first to third grade;
(b) to the fourth and higher grades, but not more than two years, unless otherwise determined.
(3) For a period of more than two years, staff members may be classified in a grade for which they do not have the necessary training if:
(a) a long-term activity in the relevant field has demonstrated its ability to perform the required work and is over 45 years of age; or
(b) he has commenced studies during the period during which he was exceptionally classified in the grade referred to in paragraph 2 (b), or before such exceptional classification, which he complements with the necessary training and continues to study properly; or
(c) is in the fourth grade and has achieved secondary or secondary vocational education (hereinafter referred to as "secondary vocational education"); or
(d) it shall be classified in the seventh grade at most if, for the proper performance of the required work, it is predominantly of a manual nature and fulfils the conditions laid down in the specific regulation or the requirement of professional learning laid down by the employer in accordance with § 3 (2) (a);
(e) is classified in the eighth grade and has achieved complete secondary education or full secondary vocational education (hereinafter "full secondary education"); or
(f) is in ninth grade and has achieved higher vocational education; or
(g) is in the 10th grade and has achieved university education in the Bachelor's study programme.
Allocation of the staff member
(1) The employer shall classify the staff member in the grade concerned, depending on the calculation of the period applicable to that classification (hereinafter referred to as "deductible practice"). The employer will take into account the time in the counselling practice
(a) experience in the field of required work achieved after completion of the education provided for in the catalogue or requested by the employer pursuant to Article 4 (3) (d), or after completion of secondary vocational training for a staff member in the fourth grade or full secondary education for an employee in the eighth grade or higher vocational education for a staff member in the ninth grade or for a university degree in the Bachelor's degree programme for a staff member in the 10th grade;
(b) experience in the field of required work achieved before the completion of the education set out in the catalogue or requested by the employer [Paragraph 4 (3) (d)] in the range of four fifths;
(c) other practice, depending on the extent of its use, for the successful performance of the required work, but not more than two thirds;
(d) the exercise of military basic (substitute) service and civil service to the extent provided for by the special law for the exercise of military basic (substitute) service;
(e) maternity leave, other maternity leave or parental leave or permanent childcare to the extent corresponding to the length of maternity leave and other maternity leave or parental leave valid at the time of such care under special legislation, (5a) but not more than a total of six years; those periods shall not be counted if the staff member or staff member was simultaneously preparing for a profession in a daily study5b) or in a preschool, 5c); and
(f) personal care of a long-term severely disabled minor child or children who have required exceptional care, provided that they have not been placed in an institution for such children, but up to a maximum of six years, including the period counted under (e).
(2) For the purposes of this Regulation, labour shall be the work for which knowledge of the same or similar focus is required as that of the work required.
(3) From the period of deductible practice referred to in paragraph 1, the employer shall deduct, unless otherwise specified, from the staff member
(a) a fourth to seventh grade which has not achieved complete secondary education, a period of two years, or a period of four years, provided that it has achieved only basic education, with the exception of a staff member classified in that class under Paragraph 4 (3) (d);
(b) the eighth grade, which has achieved only full secondary education, a period of two years, or only secondary vocational education, a period of four years, or a period of six years, provided that it has achieved only basic education;
(c) the ninth grade, which has achieved only higher vocational education, a period of one year or a full secondary education, a period of three years or only a secondary vocational education, a period of five years or a period of seven years, provided that it has achieved only basic education,
(d) a tenth and higher grade which has achieved only a university education in a Bachelor's study programme, a period of two years, or only a higher vocational education, a period of three years, or a full secondary education, a period of five years, or only a secondary vocational education, a period of seven years, or a period of nine years if it has achieved only basic education.
(4) For the purposes of the step-up of a staff member, the period of work required in the grade to which the staff member is classified shall be fully included in the deductible practice.
Salary fare
(1) The staff members are responsible for the salary tariff laid down for the grade and grade to which they are assigned. The fees are set out in Annex 2, which is part of this Regulation.
(2) The staff referred to in § 73 (2) of the Labour Code, the employer's staff referred to in § 73 (2) of the Labour Code, the staff of the State in the Administration Office or any other organisational component of the State referred to in § 73 (2) of the Labour Code and the official of the Territorial Authority (5d) are entitled to the salary tariff referred to in paragraph 1, plus an amount corresponding to 25% of the salary of the highest grade in the grade to which the staff member is assigned; This amount shall be rounded up to the whole ten crowns.
Personal surcharge
(1) Employees who achieve very good work results or perform a higher level of work than other employees may provide a personal surcharge of up to 50% of the salary of the highest grade in the grade to which the employee is classified.
(2) Employees who are an excellent, generally recognised expert and carry out work in the ninth to twelfth grade may provide a personal surcharge of up to 100% of the salary of the highest grade in the grade to which the employee is classified.
(3) The employer shall decide to increase or reduce the staff member's personal allowance subject to compliance with the conditions laid down in paragraphs 1 and 2.
Management supplement
(1) A lead employee who is the statutory body of the employer, the head of the organisational body of the State or the head of the organisational body of the local authority (hereinafter referred to as the "statutory body") and the head of the employer, 5e) to whom the management fee referred to in Article 5 (1) of the Act is not due, according to the degree of management and the complexity of the management work, the management surcharge laid down in Annex 3 to this Regulation.
(2) An additional fee of the amount and under the conditions laid down in Annex 4, which is included in this Regulation, is payable to the officer responsible for carrying out certain tasks in the management of the municipal police.
Special surcharge
(1) Employees who work in difficult and healthy working conditions provide an employer with a surcharge of the amount and under the conditions laid down in the special regulation. 6)
(2) Employees to whom the employer, in the course of two-shift, three-shift or continuous operations, has planned working hours in such a way that they are working alternately on the morning, afternoon or night shift, a surcharge of CZK 100 to CZK 500 per month. The amount of the surcharge shall be determined by the employer within the specified margin.
(3) The guard is provided with a surcharge of CZK 500 to CZK 2000 per month for the risk associated with the provision of local public order matters within the jurisdiction of the municipality.
(4) Employees whose work is linked to an exceptional risk in protecting the interests of the State against unjustified individual interests and consisting of:
(a) continuous review, control and search activities outside the employer's head office and its organisational departments shall be granted an additional fee of between CZK 200 and CZK 800 per month, unless the activity is carried out by a legal person whose employer is the founder or founder, or under a special law managed by him,
b) Revision, control and search activities in verifying the accuracy of the data for tax and tax payers, health and social insurance premiums and the contribution to the state employment policy provide a surcharge of CZK 100 to CZK 500 per month.
(5) The staff of the Ministry of Finance's financial analysis service and the staff of the Territorial Financial Authority whose work consists in the exercise of state supervision, in the continuous review, control, search, detention and execution activities, in the decision-making process of tax or other administrative proceedings within the jurisdiction of the Territorial Financial Authority, as well as in the activity against the legalisation of proceeds from criminal activity (6a), shall be granted an additional fee of CZK 500 to CZK 4,000 per month, provided that the work is associated with an exceptional risk to protect the interests of the State against unjustified individual interests, consisting of life or health or other serious risks.
(6) Staff of the Office of the Government of the Czech Republic will be granted a special surcharge of between CZK 200 and 1500 per month for the performance of specific tasks for a military emergency or in exceptional measures outside the time of the armed emergency and for work related to the security of the state according to the level of risk and exceptional requirements arising from working conditions.
(7) The staff of the National Security Office, which performs tasks related to the protection of the security interests of the State in which his life or health may be at risk or other serious risks arising from increased neuropsychological burden, is provided with a surcharge of CZK 100 to CZK 4,000 per month.
(8) Staff of the Mining Authority supervising
a) above the mining and mining activities carried out in the mining way, a surcharge of CZK 500 to CZK 2000 per month is provided,
b) in underground workplaces in conditions requiring the use of insulating breathing apparatus and participating in rescue and emergency work, a surcharge of CZK 700 to CZK 4000 per month is provided.
(9) Staff
a) performing geodetic work in the underground connected with map creation, a surcharge of CZK 200 to 1000 per month is provided,
b) conduct photographic evaluation and redrawing, a surcharge of CZK 100 to CZK 500 per month is provided.
(10) Employees whose performance is linked to an extraordinary neuropsychological burden consisting of continuous direct personal contact with jobseekers or citizens in crisis social situations and employees carrying out social security assessment activities in continuous direct personal contact with citizens are granted an additional fee of between CZK 200 and CZK 1000 per month.
(11) Employees who are in contact with detainees, accused or convicted persons in the performance of their duties shall be granted an additional fee of CZK 200 to CZK 1000 per month.
(12) Staff performing the tasks required for the execution of the decision, 7) a surcharge of CZK 500 to CZK 2000 per month is provided.
(13) Employees who perform the duties of an executive flyer are provided with a surcharge of 500 CZK to 6000 CZK per month.
(14) Staff shall be responsible only for one of the allowances provided for in paragraphs 3 to 13. The amount of the special supplement shall be determined by the employer's staff within the range most favourable to the staff member if the conditions laid down are met.
Remuneration
The employer may grant the employee a remuneration
(a) for the successful achievement of an exceptional or particularly important task;
(b) to assess his work benefits at the age of 50 and at the first termination of his employment following the grant of an invalidity pension or the acquisition of an old-age pension;
(c) to assist in preventing, disposing of, or disposing of, fires or natural events, or other incidents in which property, health or life may be at risk.
Further salary
(1) Staff members shall be entitled to an additional salary in each half of the calendar year if they work for at least 65 days for one employer in the same employment relationship, unless such employment ends in the first half of the year before 31 May or 30 June, if the staff member has worked for a specified number of days until June and in the second half of the year before 30 November or 31 December, if the staff member has worked for a specified number of days until December. Compliance with the terms of the same employment relationship with one employer is not required if the change of employer is made and the transfer of rights and obligations from employment relationships by law. 8)
(2) The working day shall be the day on which the staff member:
(a) he has worked the bulk of his shift;
(b) has taken a holiday for half of its shift and more;
(c) have taken a replacement leave for overtime or a holiday work in the range of half of its shift and more;
d) was unable to work for an obstacle on the part of the employer (8a) in the range of half of its shift and more;
(e) he did not work because his usual working day was a holiday.
(3) The working day may only be counted for one reason referred to in paragraph 2.
(4) A staff member who is employed after a fixed weekly working period of 8b) and whose employer has laid down weekly working hours unevenly, 8c) shall be assessed for the purposes of paragraph 1 as a staff member who has worked five working days in a calendar week, even if his working hours are not allocated to all working days of the week. Paragraphs 2 (b) to (e) shall apply mutatis mutandis.
(5) The amount of the additional salary shall be the sum of the amounts of the fee, the charge for management, the personal and special allowance to which the staff member was last entitled, or which he was last designated by the employer, unless otherwise specified.
(6) The next salary shall be payable within the next day set for payment of the salary after entitlement to the next salary has been established. Before fulfilling the conditions for entitlement to the additional salary laid down in paragraphs 1, 2 and 4, the employer may provide up to two advances for the additional salary, provided that the staff member agrees to repay them in the event that he does not receive the additional salary or to repay the amount by which the advance granted exceeded the additional salary.
Common, transitional and final provisions
Special adjustment of certain employees' pay ratios
(1) Employees included in the first to third grade (Section 4) may determine the salary tariff within the range of the salary tariffs set for the lowest to highest grade of the relevant grade, provided that the range of staff concerned by this method of determining the salary tariff and the rules for determining the salary tariff within the range of the lowest to highest grade of the relevant grade is agreed in a collective agreement or laid down in an internal regulation.
(2) A staff member who does not fulfil the qualification requirement of higher education in a Bachelor's study programme may be assigned to the ninth grade for a period of more than two years if he has completed the studies of senior judicial officials 8d) and is a senior judicial officer under a special legislation. This staff member shall be counted fully by the employer for the duration of the term of office of senior judicial officer and shall deduct two years.
(3) A staff member who does not meet the qualification requirement of a higher education in a Bachelor's study programme may be assigned to the ninth grade for a period of more than two years if he has achieved complete secondary education and is an assistant to the Probation and Mediation Service under a special legislation. 8 (e) This staff member shall be credited by the employer to the deductible practice for the full duration of the post of Assistant Probation and Mediation Service and shall deduct a period of three years.
(4) An officer who does not fulfil the qualification requirement of full secondary education may be included by the employer in the fifth grade for a period of more than two years, provided that he fulfils the professional requirements laid down in the special regulation. 8f)
(5) The officer referred to in paragraph 4 shall be credited by the employer to the period of commensurate practice for the full duration of the officer's work and shall deduct the period of two years if he has achieved secondary education or four years if he has achieved only basic education.
(6) An athlete and coach may be included by the employer in a grade for which he does not meet the qualification requirement (§ 3) for a period of more than two years.
(7) Athletes and coaches who are in the fourth and upper grades may determine the salary fare by analogy in accordance with paragraph 1.
The higher-grade salary tariff shall be charged to the staff member from the first day of the month in which he reached the prescribed period of deductible practice.
(3) establish the salary and the amount of the allowances and fees provided for in this Regulation by the authority which appointed him to office, unless otherwise provided for by the special law. 9)
(1) In order to mitigate the consequences of the injustices caused by the labour acts carried out between 25 February 1948 and 1 January 1990, the employer may, by way of derogation from Paragraph 5 (1) (c), include in full the period of other practice, provided that the staff member was unable to practice in the field of the required work because of an invalid employment act. 10)
(2) By way of derogation from § 5 (1) (b) and (c), by way of derogation from § 5 (1) (b) and (c), the employer may, in order to mitigate the consequences of decisions which have been excluded from studies in secondary or higher education and higher education schools during the period from 25 February 1948 to 1 January 1990, include, by way of derogation from § 5 (1) (b) and (c), the period of experience in the field of the required work achieved before the completion of the education set out in the catalogue or requested by the employer and the period of another practice, provided that the employee has completed the relevant studies properly.
They shall be deleted:
1. Ordinance of the Ministry of the Interior and Environment of the Czech Socialist Republic No 5 / 1988 on the remuneration of civil servants and the remuneration of activities and work carried out under agreements on work outside employment (reg.
2. Decree of the Ministry of the Interior of the Czech Republic of 24 October 1990 No. HČ-505-1 / 12-90 on remuneration and on-call of civil servants of the health service in the field of security section of the Ministry of Interior of the Czech Republic (No 504 / 1990 Coll.).
The salary under the law and this Regulation shall be paid for the first time in May 1992.
This Regulation shall enter into force on the day of its publication, except for Annex 3, which shall take effect on 1 January 1993.
Pithart v. r.
Příloha č. 1
Annex No. 1 to the Decree of the Government of the Czech Republic No. 253 / 1992 Coll.
KATALOG WORKING
1. COMMON ECONOMIC, OPERATIONAL TECHNICAL AND SCIENTIFIC RESEARCH WORK
1. PAYMENT CLASS
Administrative and operational technical work
1.01. Classification of documents and received mail in respect of destination, entry in the record, delivery of sorted documents and similar materials, brokering of files and printed matter.
2. PAYMENT CLASS
Administrative and administrative work
2.01. Performing regular administrative, administrative or operational handling work.
2.02. Acquisition and addition of inventory lists, monitoring of their movements, including accounting and reporting.
2.03. Writing text from manuscript or writing according to dictate.
2.04. Operational reporting and stock records, inventories, basic funds, etc.
2.05. Compilation of simple statistics and records.
2.06. Scribbling of common written materials including handling of files, such as searching, storing at specified places or according to custom.
Operational technical work
2.07. Collection of fees for the performance of services, including income from sales.
2.08. Drawing of the simplest construction materials according to the instructions.
2.09. Reproduction and copying of technical and other information and drawing documentation on xerographic and diazographic machines with attached loading device.
3. PAYMENT CLASS
Administrative and administrative work
3.01. Repeated controllable administrative or simple administrative work.
3.02. The management of the management's administrative agenda; handling correspondence as instructed, stenography.
3.03. Works on electronic typewriters with RAM memory (Random Events Memory); Recording of memory media (FD, HD, mg tape) including the use of pre-programmed operations and operations such as page formatting, alignment of the right edge, centering, repairs, printing, tables and graphs.
3.04. Working on computers of different types, such as PC XT and PC AT in a text system environment, or creating and supplementing data and text databases controlled by the user program or system including their control, repair, sorting and listing, possibly with the creation of preprogrammed tables and graphs.
3.05. Reporting (keeping accounts) of stocks, resources, costs and so on.
3.06. Ensuring the operation of the Registry, Podestal, Organisation archive and shipping, including the setting of charges in national and international contact.
3.07. Simple inventory activity; inventory status check and quantification of differences in the natural and small-scale files.
3.08. Providing simple information from the organisation's professional agenda.
3.09. Delivery of money and other valuable consignments of the organisation.
Operational technical work
3.10. Service, maintenance and routine repair of rotational xerographic and diazographic machines with attached bearing device (profiler).
3.11. Expedition of finished shipments and products.
4. PAYMENT CLASS
Administrative and administrative work
4.01. Processing of travel documents for foreign travel.
4.02. Handling of correspondence in accordance with general procedures; the management organisation's administrative agenda.
4.03. Implementation of more complex calculations according to formulas, regulations and methodologies such as rent, prescribing payments for the use of flats and non-residential premises.
4.04. Separate work on PC XT, PC AT computers and comparable in database systems, spreadsheets, editors, etc.
4.05. Providing partial work on transport planning, such as monitoring the use of means of transport, checking compliance with prescribed fuel consumption standards, including keeping the necessary records.
4.06. Carrying out part-work according to the guidelines on supply and sales.
4.07. Invoices, liquidation of invoices, including checking items and invoiced amounts.
4.08. Cash handling.
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Regulation Information
| Citation | Decree of the Government of the Czech Republic No. 253 / 1992 Coll., on pay ratios of employees of public authorities, certain other institutions and municipalities |
|---|---|
| Regulation Type | - |
| Author | - |
| Collection | Code of Laws |
| Date of Promulgation | 12.06.1992 |
|---|---|
| Effective from | 12.06.1992 |
| Effective until | - |
| Status | Valid |
The regulation text is for informational purposes only.
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