Government Regulation No 341 / 2017 Coll.
Government regulations on pay ratios of employees in public services and administration
Valid
Regulation
Effective from 01.01.2018
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341
GOVERNMENT REGULATION
of 25 September 2017
on the pay ratios of employees in public services and administration
The Government orders pursuant to § 123 (6) (b) to (f), § 128 (2) and § 129 (2) of Act No. 262 / 2006 Coll., Labour Code, as amended by Act No. 362 / 2007 Coll., Act No. 364 / 2011 Coll., Act No. 365 / 2011 Coll. and Act No. 250 / 2014 Coll.:
Preliminary provisions
This Regulation provides for a salary for workers to whom the employer grants a salary under Paragraph 109 (3) of the Labour Code,
(a) the qualifications of training for the performance of work classified in each grade;
(b) the method of classification in grades;
(c) the conditions for determining the deductible practice;
(d) the number of staff for whom the employer may determine the salary fare in a special way;
(e) the scale of the rates;
(f) division of work into groups graded according to the qualification requirements of the work carried out to determine the lowest level of guaranteed salary;
(g) the division of work according to working conditions into groups, depending on the degree of neuropsychological burden and the likelihood of life and health risk and the difficulty of work and the level of the specific premium for each group.
Qualification assumptions
(1) The qualifications of the training for the performance of work in individual grades (hereinafter referred to as the "required education") are:
(a) first grade: basic education or basic education,
(b) second grade: basic education or basic education,
(c) third grade: secondary education,
(d) fourth grade: secondary education with a certificate or secondary education,
(e) fifth grade: secondary education with a certificate,
(f) sixth grade: secondary education with a graduate or secondary education with a certificate,
(g) seventh grade: secondary education with a diploma;
(h) eighth grade: secondary education with a graduate exam,
(i) ninth grade: higher vocational education or secondary education with a diploma;
(j) 10th grade: university education in a bachelor's study programme or higher vocational education,
(k) eleventh grade: university education in a Master's degree programme or university education in a Bachelor's degree programme;
(l) in the twelfth grade: higher education in the Master's degree programme or higher education in the Bachelor's degree programme,
(m) in the 13th grade: university education in the Master's study programme,
n) in the 14th grade: university education in the Master's degree programme,
o) in the 15th grade: university education in the Master's study programme,
(p) in the 16th grade: university education in the Master's degree programme.
(2) The training required does not replace the qualifications provided for in another legislation for the performance of the same work.
Allocation of staff members to grade
(1) The employer shall place the staff member in the grade, in accordance with Section 123 (2) of the Labour Code, in which, pursuant to the Government regulations on the catalogue of works in public services and administration (hereinafter referred to as the "work catalogue"), the most demanding work, the performance of which the employer requires on the staff. If this work is not listed in the work catalogue, the employer shall include the staff member in the grade in which examples of work comparable to it in terms of complexity, responsibility and exertion are included in the work catalogue.
(2) The employer shall assign the staff member to the grade referred to in paragraph 1 if he fulfils the necessary training for the performance of the grade.
(3) The employer may, exceptionally, include the staff member in a grade for which he does not meet the necessary education, unless another legislation provides otherwise, and provided that:
(a) the reason is the specific nature of the work carried out pursuant to Article 123 (6) (e) of the Labour Code, which consists of artistic activity, artistic teaching activity, sport or coach activity; or
(b) another legislation (2) provides for a lower education for the performance of certain work than the training required under Article 2 (1) or provides for a different qualification for the performance of certain work.
(4) Where an employer cannot fill a post by an employee who has achieved the required education or an employee who can exceptionally be classified in the grade referred to in paragraph 3 and does not provide for any other legislature1), he may exceptionally include the staff member in the grade for which he does not meet the required education,
(a) for up to 4 years;
(b) for a longer period if the previous practice or the exceptional classification period referred to in (a) has demonstrated its ability to perform the required work.
Allocation of the staff member
(1) The employer shall place the staff member in the step of the grade concerned in accordance with the deductible practice laid down in Section 123 (4) of the Labour Code and the degree of compensation determined in accordance with paragraphs 2 to 10.
(2) To the full, the employer shall count the period of experience in the field of required work. For the purposes of this Regulation, the labour force shall be that for which knowledge of the same or similar focus is required as that of the work required.
(3) To a maximum of two thirds, the employer shall account for the duration of another practice for employees, depending on the extent of their usability to perform the required work.
(4) To the full extent, but not more than, to the extent provided for in the special legislation for the exercise of military essential (surrogate) services3) in force at the time of its execution, the employer shall count the duration of the exercise of military essential (surrogate) service or civil services4).
(5) To the full extent, the employer will account for the employee's time
(a) the actual taking of maternity leave, other maternity leave or parental leave or permanent childcare to a maximum of the length of maternity leave and other maternity leave or parental leave in force at the time of such care under another legislation (5);
(b) personal care of a person dependent on the assistance of another natural person in grade III (heavy dependency) or in grade IV (total dependency) under § 8, § 120 (2) and (3) of the Social Services Act, if that person is a minor or a person close to him pursuant to § 22 (1) of the Civil Code.
(6) The periods referred to in paragraphs 4 and 5 shall be taken into account by the employer, provided that the staff member or staff member did not prepare at the same time for the profession in the day-to-day or in the attendance studio.
(7) In full, but not more than 5 years in total, the employer shall count the duration of a properly completed study in the doctoral study programme under Section 47 of the Higher Education Act.
(8) The employer shall deduct from the time he has counted for the staff member in accordance with paragraphs 2 to 7:
(a) a sixth to eighth grade which has achieved only a secondary education with a certificate, a period of 1 year, or a period of 2 years if it has achieved only a secondary education, or a period of 4 years if it has achieved only a basic education or basic education;
(b) the ninth grade which has achieved only secondary education with a graduate examination, a period of 2 years, or only secondary education with a certificate, a period of 3 years, or a secondary education, a period of 4 years, or a period of 6 years, provided that it has achieved only basic education or basic education,
(c) a tenth grade which has achieved only secondary education with a graduate examination, a period of 3 years, or only secondary education with a certificate, a period of 4 years, or only secondary education, a period of 5 years, or a period of 7 years, provided that it has achieved only basic education or basic education,
(d) the eleventh to sixteenth grade which has achieved only a university education in a bachelor's programme or only a higher vocational education, a period of 2 years, or only a secondary education with a graduate examination, a period of 5 years, or only a secondary education with a certificate, a period of 6 years, or only a secondary education, a period of 7 years, or a period of 9 years, provided that it has achieved only a basic education or a basic education.
(9) Employees who have not obtained deductible experience under Paragraph 123 (4) of the Labour Code or who have obtained deductible experience less than the period which the employer was to deduct from it pursuant to paragraph 8 shall be extended by the period which could not be deducted from it, the period set out in Annexes 1 to 4 to this Regulation for the procedure to the next higher grade.
(10) If, during the course of an employment relationship, a staff member reaches a higher education than that according to which he was last assigned to a deductible practice, the employer shall add to him the period corresponding to the training obtained which he has deducted under paragraph 8.
(11) The higher level of pay tariff shall be payable to the staff member from the first day of the calendar month in which he has achieved the deductible practice laid down for each step in Annexes 1 to 4 to this Regulation.
Salary fare
(1) Staff members shall be responsible for the salary tariff determined in accordance with the scale of the rates set out in Annex 1 to this Regulation for the grade and grade to which they are classified, unless otherwise specified.
(2) The staff members are responsible for the salary tariff determined in accordance with the scale of the rates set out in Annex 2 to this Regulation,
(a) if he is a health service worker referred to in § 2 (2) and (3) of the Health Services Act and not mentioned in paragraph 3; or
(b) if he is not an employee referred to in Article 303 (1) of the Labour Code or an official of a local authority pursuant to Article 2 (4) of the Law on officials of local authorities, and
1. a social services worker or a social worker in a social services establishment, a social services provider who carries out activities in social services or under other legislation in order to assist in a material emergency, in the social legal protection of children, in school and school facilities, in prison, in a detention centre, in an institution for the exercise of security detention, in an asylum facility for foreigners,
2. a social worker with a health service provider; or
3rd marriage or family counselor.
(3) Staff members shall be responsible for the salary tariff determined in accordance with the scale of the rates set out in Annex 3 to this Regulation, provided that:
(a) a physician, dental practitioner or pharmacist providing health services referred to in § 2 (2) and (3) of the Health Services Act with a health service provider; or
(b) by a doctor of a social security body pursuant to Article 3 (3) of the Act on the organisation and implementation of social security.
(4) Staff members shall be responsible for the salary tariff determined in accordance with the scale of the rates set out in Annex 4 to this Regulation, provided that:
(a) a pedagogical worker under Article 2 of the Education Workers Act; or
(b) an academic member of the State College under the Higher Education Act.
Special method for determining the fee tariff
(1) The employer may determine the salary tariff within the range of the salary tariffs set for the lowest to highest grade of the relevant grade of the staff member
(a) first to fifth grades; or
(b) sixth and higher grades, which carry out artistic, artistic, artistic, teaching, sports or coaching, or the work of an executive flyer;
where the number of employees concerned by this method of determining the salary tariff and the rules for determining the salary tariff within the range of the lowest to the highest grade of the relevant grade are agreed in a collective agreement or established by an internal regulation.
(2) An employer who is a provider of health services under Article 2 (1) of the Health Services Act, a contributory organisation providing public cultural services or a public cultural institution under the Act on Public Cultural Institutions may, with the prior consent of the founder, negotiate in a collective agreement or establish by an internal regulation a method of determining the wage tariff for employees within the margin of the wage tariffs set for the lowest to highest grade in the relevant grade. The amount of the fee thus determined shall be determined at least at the rate corresponding to that which the staff member would have incurred when he was included in the grade referred to in Article 4.
Breakdown of works into groups to determine the lowest level of guaranteed salary
The groups of works referred to in Section 112 (2) of the Labour Code include works classified in different classes of legislation (6):
(a) the first group of works shall comprise work in the 1st and 2nd grades;
(b) the second group of works includes work in the 3rd to 5th grade,
(c) the 3rd group of works includes work in the 6th to 9th grade; and
(d) The fourth group of works includes work in the 10th to 16th grade.
Special surcharge
(1) A specific supplement is to be determined by the employer's staff within the margin set for the group of works concerned. The division of work according to the degree of aggravating effects of working conditions into groups is set out in Annex 5 to this Regulation.
(2) The amount of the special premium is monthly in the group
(a) I. 500 to 1,300 CZK,
(b) II. 750 to 2,500 CZK,
(c) III. 1 250 to 5 000 CZK,
(d) IV. 1 880 to 7 500 CZK,
e) V. 2 500 to 10,000 CZK.
(3) The amount of the special supplement of the pedagogical worker in the class teacher group is between CZK 1,500 and CZK 3,000 per month.
(4) Staff members shall be entitled to only one special allowance as referred to in paragraph 2 in Groups I to V. and in accordance with paragraph 3, except for the special allowance referred to in paragraph 2 for the work referred to in Group I (1) or Group II (1) in Annex 5 to this Regulation. 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. The right to a special premium referred to in paragraph 2 for the work referred to in Group I (1) or Group II (1) in Annex 5 to this Regulation and the amount thereof shall be assessed separately.
Reducing the consequences of injustices
(1) In order to mitigate the consequences of the injustices caused by the labour acts taken between 25 February 1948 and 1 January 1990, the employer may, by way of derogation from Article 4 (3), include in full the duration of the other practice, provided that the staff member was unable to practice in the field of the required work because of an invalid labour law act under Article 21 of the Law on extrajudicial rehabilitation.
(2) In order to mitigate the consequences of decisions by which pupils and students, as a result of political persecution between 25 February 1948 and 1 January 1990, have been excluded from studies in secondary or higher education schools and universities, the employer may, by way of derogation from § 4 (3), include in full the period of other practice, provided that the employee has duly completed the relevant studies on the basis of study rehabilitation under § 18 (3) of the Law on non-judicial rehabilitation.
Transitional provisions
(1) The inclusion in the grade and grade of the staff member referred to in Article II (2) of Decree-Law No 224 / 2014 Coll. on the date of application of this Regulation shall not be changed unless, on the date of entry into force of this Regulation, the staff member becomes entitled to a higher level of pay.
(2) If a staff member has exceptionally been assigned to a grade for which he does not meet the necessary training, pursuant to § 3 (4) (a) of Decree Government No 564 / 2006 Coll., the period for the exceptional classification of that staff member under Government Decree No 564 / 2006 Coll.
Repeal
They shall be deleted:
1. Government Decree No. 564 / 2006 Coll., on the pay ratios of employees in public services and administration.
2. Government Regulation No. 74 / 2009 Coll., amending Government Regulation No. 564 / 2006 Coll., on the remuneration of employees in public services and administration.
3. Government Regulation No. 130 / 2009 Coll., amending Government Regulation No. 564 / 2006 Coll., on the pay ratios of employees in public services and administration, as amended by Government Regulation No. 74 / 2009 Coll.
4. Government Regulation No. 201 / 2009 Coll., amending Government Regulation No. 564 / 2006 Coll., on the remuneration of employees in public services and administration, as amended.
5. Government Decree No. 381 / 2010 Coll., amending Government Decree No. 564 / 2006 Coll., on the remuneration of employees in public services and administration, as amended.
6. Government Regulation No. 44 / 2011 Coll., amending Government Regulation No. 564 / 2006 Coll., on the remuneration of employees in public services and administration, as amended.
7. Government Regulation No. 448 / 2011 Coll., amending Government Regulation No. 564 / 2006 Coll., on the remuneration of employees in public services and administration, as amended.
8. Government Regulation No. 224 / 2014 Coll., amending Government Regulation No. 564 / 2006 Coll., on the remuneration of employees in public services and administration, as amended.
9. Government Decree No. 303 / 2014 Coll., amending Government Decree No. 564 / 2006 Coll., on the remuneration of employees in public services and administration, as amended.
10. Government Decree No. 278 / 2015 Coll., amending Government Decree No. 564 / 2006 Coll., on the remuneration of employees in public services and administration, as amended.
11. Government Decree No. 273 / 2016 Coll., amending Government Decree No. 564 / 2006 Coll., on the remuneration of employees in public services and administration, as amended.
12. Government Regulation No. 316 / 2016 Coll., amending Government Regulation No. 564 / 2006 Coll., on the remuneration of employees in public services and administration, as amended.
13. Government Regulation No. 168 / 2017 Coll., amending Government Regulation No. 564 / 2006 Coll., on the remuneration of employees in public services and administration, as amended.
14. Government Regulation No. 340 / 2017 Coll., amending Government Regulation No. 564 / 2006 Coll., on the pay ratios of employees in public services and administration, as amended.
Efficacy
This Regulation shall enter into force on 1 January 2018.
Prime Minister:
Sobotka v. r.
Minister for Labour and Social Affairs:
Mgr. Marks v. r.
Příloha č. 1
Annex No 1
Salary fare scales by grade and grade for employees referred to in Section 5 (1)
(in CZK per month)
| Platový stupeň | Počet let započitatelné praxe | Platová třída | |||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | ||
| 1 | do 1 roku | 13 540 | 14 440 | 15 390 | 16 420 | 17 530 | 18 750 | 20 080 | 21 530 | 23 110 | 24 790 | 26 680 | 28 650 | 30 810 | 33 170 | 35 740 | 38 530 |
| 2 | do 2 let | 13 910 | 14 860 | 15 850 | 16 940 | 18 120 | 19 370 | 20 720 | 22 250 | 23 840 | 25 620 | 27 560 | 29 600 | 31 860 | 34 290 | 36 970 | 39 860 |
| 3 | do 4 let | 14 320 | 15 320 | 16 330 | 17 450 | 18 670 | 19 980 | 21 400 | 22 980 | 24 650 | 26 480 | 28 530 | 30 620 | 32 950 | 35 490 | 38 250 | 41 240 |
| 4 | do 6 let | 14 740 | 15 760 | 16 850 | 17 990 | 19 280 | 20 630 | 22 100 | 23 730 | 25 460 | 27 380 | 29 470 | 31 630 | 34 060 | 36 700 | 39 590 | 42 680 |
| 5 | do 9 let | 15 210 | 16 250 | 17 370 | 18 560 | 19 880 | 21 290 | 22 820 | 24 520 | 26 310 | 28 290 | 30 460 | 32 730 | 35 240 | 37 970 | 40 960 | 44 160 |
| 6 | do 12 let | 15 680 | 16 750 | 17 890 | 19 140 | 20 520 | 21 960 | 23 570 | 25 350 | 27 180 | 29 220 | 31 500 | 33 850 | 36 450 | 39 270 | 42 380 | 45 700 |
| 7 | do 15 let | 16 140 | 17 290 | 18 470 | 19 760 | 21 170 | 22 690 | 24 330 | 26 180 | 28 120 | 30 220 | 32 580 | 35 020 | 37 700 | 40 650 | 43 860 | 47 310 |
| 8 | do 19 let | 16 640 | 17 820 | 19 060 | 20 380 | 21 860 | 23 430 | 25 120 | 27 050 | 29 060 | 31 240 | 33 680 | 36 240 | 39 010 | 42 060 | 45 430 | 48 980 |
| 9 | do 23 let | 17 150 | 18 370 | 19 660 | 21 040 | 22 580 | 24 200 | 25 970 | 27 950 | 30 030 | 32 310 | 34 820 | 37 470 | 40 370 | 43 560 | 47 020 | 50 710 |
| 10 | do 27 let | 17 720 | 18 970 | 20 290 | 21 720 | 23 330 | 25 000 | 26 800 | 28 900 | 31 060 | 33 400 | 36 020 | 38 780 | 41 790 | 45 070 | 48 690 | 52 480 |
| 11 | do 32 let | 18 250 | 19 540 | 20 950 | 22 430 | 24 110 | 25 840 | 27 740 | 29 910 | 32 120 | 34 570 | 37 280 | 40 120 | 43 240 | 46 670 | 50 400 | 54 380 |
| 12 | nad 32 let | 18 840 | 20 180 | 21 630 | 23 150 | 24 910 | 26 690 | 28 660 | 30 920 | 33 220 | 35 770 | 38 570 | 41 520 | 44 770 | 48 310 | 52 170 | 56 320 |
Příloha č. 2
Annex No 2
Salary fare scales by grade and grade for employees referred to in § 5 (2)
(in CZK per month)
| Platový stupeň | Počet let započitatelné praxe | Platová třída | |||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | ||
| 1 | do 1 roku | 16 870 | 17 980 | 19 170 | 20 490 | 21 870 | 23 400 | 25 760 | 27 690 | 29 740 | 32 060 | 34 460 | 37 080 | 39 990 | 43 130 |
| 2 | do 2 let | 17 390 | 18 510 | 19 770 | 21 150 | 22 560 | 24 160 | 26 620 | 28 620 | 30 740 | 33 140 | 35 630 | 38 400 | 41 370 | 44 640 |
| 3 | do 4 let | 17 910 | 19 080 | 20 360 | 21 790 | 23 280 | 24 920 | 27 520 | 29 580 | 31 810 | 34 310 | 36 890 | 39 730 | 42 830 | 46 220 |
| 4 | do 6 let | 18 430 | 19 670 | 20 980 | 22 480 | 24 030 | 25 730 | 28 450 | 30 580 | 32 890 | 35 450 | 38 120 | 41 090 | 44 300 | 47 830 |
| 5 | do 9 let | 18 980 | 20 280 | 21 650 | 23 170 | 24 800 | 26 580 | 29 420 | 31 600 | 34 020 | 36 680 | 39 460 | 42 520 | 45 870 | 49 520 |
| 6 | do 12 let | 19 540 | 20 890 | 22 310 | 23 920 | 25 580 | 27 430 | 30 410 | 32 650 | 35 170 | 37 950 | 40 840 | 44 010 | 47 450 | 51 260 |
| 7 | do 15 let | 20 180 | 21 540 | 23 040 | 24 670 | 26 400 | 28 300 | 31 460 | 33 800 | 36 370 | 39 250 | 42 260 | 45 540 | 49 180 | 53 060 |
| 8 | do 19 let | 20 790 | 22 210 | 23 740 | 25 480 | 27 250 | 29 220 | 32 520 | 34 960 | 37 640 | 40 640 | 43 720 | 47 150 | 50 880 | 54 980 |
| 9 | do 23 let | 21 410 | 22 910 | 24 510 | 26 280 | 28 160 | 30 200 | 33 610 | 36 140 | 38 930 | 42 030 | 45 270 | 48 790 | 52 680 | 56 940 |
| 10 | do 27 let | 22 110 | 23 650 | 25 300 | 27 160 | 29 080 | 31 180 | 34 780 | 37 400 | 40 300 | 43 500 | 46 860 | 50 540 | 54 560 | 58 960 |
| 11 | do 32 let | 22 780 | 24 390 | 26 110 | 28 050 | 30 030 | 32 230 | 35 990 | 38 710 | 41 710 | 44 980 | 48 500 | 52 300 | 56 510 | 61 050 |
| 12 | nad 32 let | 23 510 | 25 190 | 26 930 | 28 970 | 31 030 | 33 300 | 37 240 | 40 040 | 43 180 | 46 590 | 50 210 | 54 170 | 58 520 | 63 220 |
Příloha č. 3
Annex No 3
Salary fare scales by grade and grade for employees referred to in § 5 (3)
(in CZK per month)
| Platový stupeň | Počet let započitatelné praxe | Platová třída | |||||
|---|---|---|---|---|---|---|---|
| 11 | 12 | 13 | 14 | 15 | 16 | ||
| 1 | do 1 roku | 40 380 | 42 780 | 47 930 | 50 980 | 53 950 | 57 190 |
| 2 | do 2 let | 41 440 | 43 950 | 49 210 | 52 280 | 55 390 | 58 750 |
| 3 | do 4 let | 42 630 | 45 200 | 50 550 | 53 660 | 56 900 | 60 370 |
| 4 | do 6 let | 43 770 | 46 440 | 51 910 | 55 080 | 58 420 | 62 070 |
| 5 | do 9 let | 44 980 | 47 770 | 53 340 | 56 560 | 60 040 | 63 780 |
| 6 | do 12 let | 46 250 | 49 140 | 54 830 | 58 070 | 61 710 | 65 570 |
| 7 | do 15 let | 47 600 | 50 570 | 56 370 | 59 730 | 63 430 | 67 450 |
| 8 | do 19 let | 48 950 | 52 060 | 57 960 | 61 340 | 65 250 | 69 410 |
| 9 | do 23 let | 50 330 | 53 580 | 59 610 | 63 070 | 67 110 | 71 410 |
| 10 | do 27 let | 51 820 | 55 160 | 61 340 | 64 860 | 69 030 | 73 500 |
| 11 | do 32 let | 53 330 | 56 830 | 63 140 | 66 700 | 71 050 | 75 670 |
| 12 | nad 32 let | 54 920 | 58 530 | 64 980 | 68 630 | 73 100 | 77 940 |
Příloha č. 4
Annex No 4
Grades by grade and grade for staff referred to in Section 5 (4)
(in CZK per month)
| Platový stupeň | Počet let započitatelné praxe | Platová třída | ||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15* | 16* | ||
| 1 | do 2 let | 18 630 | 20 050 | 21 510 | 23 140 | 28 680 | 35 840 | 36 130 | 36 780 | 37 580 | 38 480 | 39 930 | 42 920* | 46 240* |
| 2 | do 6 let | 19 240 | 20 690 | 22 320 | 24 000 | 29 500 | 36 140 | 36 470 | 37 430 | 38 360 | 39 650 | 41 790 | 45 920* | 49 640* |
| 3 | do 12 let | 20 320 | 21 930 | 23 620 | 25 540 | 30 280 | 36 570 | 37 030 | 37 900 | 39 910 | 41 310 | 44 040 | 48 400* | 53 130* |
| 4 | do 19 let | 21 590 | 23 270 | 25 120 | 27 020 | 31 670 | 37 330 | 38 170 | 39 330 | 41 570 | 44 350 | 47 680 | 52 300* | 57 210* |
| 5 | do 27 let | 22 840 | 24 660 | 26 610 | 28 780 | 33 070 | 38 480 | 39 370 | 40 980 | 44 150 | 47 750 | 52 390 | 56 700* | 61 420* |
| 6 | do 32 let | 24 610 | 26 590 | 28 640 | 30 950 | 35 410 | 40 460 | 41 560 | 43 250 | 47 840 | 51 690 | 56 630 | 59 680* | 63 670* |
| 7 | nad 32 let | 25 250 | 27 240 | 29 390 | 31 760 | 36 420 | 41 370 | 42 440 | 44 420 | 48 990 | 52 970 | 57 980 | 61 830* | 66 030* |
*) 15th and 16th grade only for academic staff of state universities under the Act on Higher Education.
Příloha č. 5
Annex No. 5 to Government Regulation 341 / 2017 Coll.
Working groups according to the degree of aggravating effects of working conditions
Group I. - Work with increased neuropsychological load or other potential risk to health or life
1. Work done alternately in various shifts under two-shift operating regime.
2. Direct pedagogical activity linked to the supervision of pupils or students who are at increased risk of injury due to the use of machines, instruments or apparatus in practical training or training.
3. Work requiring individual access to individual persons, or decision making when choosing from multiple options, consisting of continuous direct personal contact with
3.1. Citizens in crisis social situations in which life, health, basic living needs (nutrition, clothing, accommodation) and, where appropriate, the development of minors,
3.2. Citizens in the performance of assessment services.
3.3. persons whose fundamental rights and freedoms may be jeopardised in connection with the conduct of an administrative office or other institutions which are in a similar position vis-à-vis such persons, in the performance of the duties of the Ombudsman and the Ombudsman.
4. Works connected with the protection and safeguarding of public interests and carried out outside the registered office of the employer, its organisational departments, with the exception of those carried out with legal persons whose founder or founder is the employer, or which under specific legislation is managed by the employer, consisting of:
4.1. Continuous Revision, Control and Search Activities,
4.2. In carrying out state health surveillance in the framework of the health service.
5. Work consisting of review, control and search activities in relation to the verification of the correctness of data for tax and tax payers, social and health insurance premiums and the contribution to national employment policy.
6. Work consisting of photographic evaluation and redrawing of maps.
7. Works performed by State staff in central administrative offices who are entrusted by special legislation with the tasks of defence and security of the State or by armed forces and security forces, in so far as they are involved in the performance of these tasks, if it is work consisting of continuous preparation for the performance of tasks relating to the transition of the State from a peaceful state to a state of danger or in the provision of crisis management.
8. Implementation of acts relating to the activities of the court or prosecutors.
Group II - Work with a significant degree of neuropsychological burden or other potential risk to health or life
1. Work done alternately in various shifts under multi-shift or continuous operation.
2. Direct pedagogical, diagnostic or social work with children, pupils or students with special educational needs
2.1. In schools, classes, departments or study groups set up separately for these children, pupils or students, and in schools at health institutions;
2.2. in educational groups of educational establishments set up separately for such children, pupils or students, in classes or in educational groups of educational establishments set up separately for such children, pupils and students,
2.3. in a specially educational centre or in educational establishments for the performance of constitutional education or protection and for preventive education;
2.4. In social services facilities for persons with mental or physical disabilities.
3. Work in which an employee comes into contact with detainees, defendants, defendants or convicted persons in criminal proceedings and civil proceedings.
4. Work consisting of carrying out specific tasks for the preparation and provision of State defence and security, carried out by State staff in central administrative offices entrusted by special legislation with defence and security tasks of the State or by armed forces and security forces.
5. Handling of applications for permanent residence or for granting international protection linked to direct daily personal contact with foreigners.
6. Continuous exercise of control and surveillance on roads or state professional supervision in road transport in uninterrupted road traffic.
7. Work in which an employee comes into contact with foreigners located in foreign detention facilities or with applicants for international protection resident in asylum facilities.
8. Work in which, in the exercise of his or her duties, the Ombudsman and the Ombudsman of the children systematically comes into direct personal contact with persons who are restricted to the freedom of public authority or who are dependent on the care provided.
9. Work consisting of the exercise of social and legal protection of children associated with strained situations which significantly interfere with the life of the child and his family, particularly in excluded locations or in an otherwise risky environment.
10. Work requiring individual access to individual cases, or decision-making when choosing from multiple options, carried out in limited time or spatial conditions and consisting of continuous direct personal contact with persons in crisis social situations when assessing their health in their own social environment.
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Regulation Information
| Citation | Government Regulation No. 341 / 2017 Coll., on the pay ratios of employees in public services and administration |
|---|---|
| Regulation Type | Regulation |
| Author | - |
| Collection | Code of Laws |
| Date of Promulgation | 19.10.2017 |
|---|---|
| Effective from | 01.01.2018 |
| Effective until | - |
| Status | Valid |
The regulation text is for informational purposes only.
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