Full text of Act No. 52 / 1989 Coll.

Labour law (full text as follows from subsequent amendments and additions)

Valid
Contents
Článek I Článek II Článek III Článek IV Článek V Článek VI Článek VII Článek VIII Článek IX Článek X ČÁST PRVNÍ HLAVA PRVNÍ § 1 § 2 § 3 § 4 § 5 § 6 § 7 HLAVA DRUHÁ § 8 § 9 § 10 § 11 § 12 § 13 § 14 § 15 § 16 § 17 HLAVA TŘETÍ § 18 § 19 § 20 § 21 § 22 § 23 § 23a HLAVA ČTVRTÁ § 24 § 25 § 26 ČÁST DRUHÁ HLAVA PRVNÍ § 27 Oddíl první § 28 § 29 § 30 § 31 § 32 § 33 § 34 § 35 Oddíl druhý § 36 § 37 § 38 § 39 § 40 § 41 Oddíl třetí § 42 § 43 § 44 § 45 § 46 § 47 § 48 § 49 § 50 § 51 § 52 § 53 § 54 § 55 § 56 § 57 § 58 § 59 § 60 Oddíl čtvrtý § 61 § 62 § 63 § 64 Oddíl pátý § 65 § 66 § 67 § 68 Oddíl šestý § 69 § 70 § 70a § 70b § 71 HLAVA DRUHÁ § 72 § 73 § 74 § 75 § 76 § 77 § 78 § 79 § 79a § 80 § 81 § 82 HLAVA TŘETÍ Oddíl první § 83 § 84 § 85 § 85a § 85b § 86 § 87 § 88 § 89 § 90 § 91 § 92 § 93 § 94 § 95 Oddíl druhý § 96 § 97 § 98 § 99 § 99a Oddíl třetí § 100 § 101 § 102 § 103 § 104 § 105 § 106 § 107 § 108 § 109 § 110 § 110a § 110b § 110c HLAVA ČTVRTÁ Oddíl první § 111 § 112 § 113 § 114 § 115 § 116 § 117 § 118 § 119 § 120 § 121 § 122 § 123 Oddíl druhý § 124 § 125 § 126 § 127 § 128 § 129 § 130 Oddíl třetí § 131 HLAVA PÁTÁ § 132 § 133 § 134 § 135 § 136 § 137 § 138 HLAVA ŠESTÁ Oddíl první § 139 § 140 § 141 § 141a § 142 § 142a § 142b § 143 § 144 § 145 Oddíl druhý § 146 § 147 § 148 § 148a HLAVA SEDMÁ Oddíl první § 149 § 150 § 151 § 152 Oddíl druhý § 153 § 154 § 155 § 156 § 157 § 158 § 159 § 160 § 161 § 162 Oddíl třetí § 163 § 164 § 165 § 166 § 167 § 168 § 169 HLAVA OSMÁ Oddíl první § 170 § 171 Oddíl druhý § 172 § 173 § 174 § 175 § 176 § 177 § 178 § 178a § 178b § 179 § 180 § 181 § 182 § 183 § 184 § 185 § 186 Oddíl třetí § 187 § 188 § 189 § 190 § 191 § 192 § 193 § 193a § 194 § 195 § 195a § 196 § 197 § 198 § 199 § 200 § 201 § 202 § 203 § 204 § 205 § 205a § 205b § 205c § 206 HLAVA DEVÁTÁ § 207 § 208 § 209 § 210 § 211 § 212 § 213 § 214 § 215 § 216 ČÁST TŘETÍ § 217 až 226 § 227 § 227a § 228 až 231 ČÁST ČTVRTÁ § 232 § 233 § 234 § 235 § 236 § 237 § 238 § 239 § 239a § 239b ČÁST PÁTÁ HLAVA PRVNÍ § 240 § 241 § 242 § 243 § 243a § 244 § 245 HLAVA DRUHÁ § 246 § 247 § 248 HLAVA TŘETÍ § 249 § 250 § 251 HLAVA ČTVRTÁ § 252 § 253 § 254 § 255 § 256 § 257 § 258 § 259 § 260 HLAVA PÁTÁ § 261 § 262 § 263 § 264 § 265 § 266 § 266a ČÁST ŠESTÁ § 267 § 267a § 268 § 269 § 270 § 270a § 270b § 271 § 272 § 273 § 274 § 275 § 276 § 277 § 278 § 279 § 280
52
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Announces
complete version of the Labour Code No. 65 / 1965 Coll. with amendments and additions made by Act No. 153 / 1969 Coll., Act No. 20 / 1975 Coll., Act No. 72 / 1982 Coll., Act No. 111 / 1984 Coll., Act No. 22 / 1985 Coll., Act No. 52 / 1987 Coll., Act No. 98 / 1987 Coll. and Act No. 188 / 1988 Coll.
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The victory of the socialist social order in our country has created a strong starting point for the efforts of the working people to consolidate and further develop our socialist society under the leadership of the Communist Party of Czechoslovakia.
Liberated human work has become a fundamental source of the development of our society and the well-being of all people. This is based on the development of the national economy and on the growing physical and cultural level of all citizens. Work in socialism creates the preconditions for the consolidation of individual interests with society.
As a member of a socialist society, everyone working on the task of socialist construction takes part in the results of joint work. The Socialist Order ensures that the work of each individual serves the benefit of the whole and thus the benefit of every worker.
The Socialist State lays down the conditions of work, regulates the relationship between workers and socialist organisations, sets out their mutual obligations and guarantees the rights of workers in accordance with social interests.
In order to further develop and consolidate social working relationships, it is necessary to adapt social work relations to the principles enshrined in our socialist constitution by a newly and comprehensively unified labour code, which will contribute to the completion of the socialist rule of law and to the consolidation of socialist lawfulness.
The Labour Code becomes the cornerstone of the labour law of the Czechoslovak Socialist Republic. It expresses the will of the working people to adjust their socialist working relationships in line with the interests of society, and thus of every individual, to consolidate and gradually develop their transition into communist relations. It is also an active factor in the development of socialist production relations. It helps workers to work honestly and honestly for society, to consistently respect labour discipline, to make full use of working time and means of production, and to ensure the economic base of our state - the socialist ownership of means of production. Compliance with the Labour Code by all working, state, economic and trade union bodies and other social organisations is an instrument for consolidating the socialist rule of law and contributes to the development of the participation of workers in the management and management of the national economy.
Based on these facts The National Assembly of the Czechoslovak Socialist Republic decided on this law:
BASIC PRINCIPLES
Článek I
All citizens have the right to work. In a working society, an individual can develop his / her abilities fully and use his / her legitimate interests only by taking an active part in the development of the whole society, particularly through an appropriate share of social work. Work for the benefit of society and according to its needs is therefore a leading duty and, at the same time, a matter of honor for every citizen.
Článek II
The social establishment of the Czechoslovak Socialist Republic excludes human exploitation in any form.
Článek III
Labour relations in which workers participate in social work under this Code can only be established with the consent of a citizen and a socialist organisation. The exercise of rights and obligations arising from employment relations must be in accordance with the rules of socialist coexistence.
Článek IV
Workers shall be entitled to remuneration for work done according to its quantity, quality and social importance, to ensure safety and health at work, rest and recovery after work. Socialist organisations are obliged to create working conditions that enable workers to perform their best according to their skills and knowledge, develop creative initiatives and increase qualifications and contribute to the stability of labour relations.
Článek V
Workers have the right and the right to participate in the development, management and control of the activities of a socialist organisation and to assist in the development and consolidation of cooperation and mutual assistance relations. Socialist organisations are obliged to create and improve conditions for the continuous expansion of this participation.
Článek VI
Workers are required to fulfil their obligations under labour law and the function assigned to them in the Socialist organisation, thereby consolidating and deepening socialist labour discipline.
Článek VII
Women have the right to the same position at work as men. Women are provided with working conditions enabling them to participate in their work not only in the light of their physiological preconditions, but also in particular with regard to their social function in motherhood, in the education and care of children.
Článek VIII
Teenagers have the right to prepare for a profession and are provided with working conditions enabling the successful development of their physical and mental abilities.
Článek IX
Socialist organisations are obliged to take measures to protect workers' health at work and are responsible under this Code for damage caused to workers by accidents at work or occupational diseases. Workers are provided free of charge with preventive and medical care, as well as the right to physical security in the event of incapacity to work, old age and in connection with pregnancy and maternity. Workers with altered working capacity shall be provided with working conditions enabling them to apply and develop their skills to work with regard to their health. Labour relations are protected by law to an increased extent when workers are unable to work because of illness, injury, pregnancy or maternity. Socialists' organisations shall discuss with workers, before they become entitled to an old-age pension, any further work activity.
Článek X
The participation of the Revolutionary Trade Union Movement in labour relations governed by this Code is an integral part of these relations.

ČÁST PRVNÍ

GENERAL PROVISIONS

HLAVA PRVNÍ

SCOPE OF THE LAW
§ 1
(1) The participation of citizens in social work creates employment relations between citizens and socialist organisations. These relationships are governed primarily by the Labour Code.
(2) Unless otherwise provided in the Labour Code or in other legislation, employment relationships shall arise at the earliest from the conclusion of a contract of employment, an agreement of employment or an agreement of employment, and where the employment relationship of the worker is established by choice or appointment, at the earliest from its election or appointment.
§ 2
(1) The relations resulting from the exercise of public office to which citizens have been called to the working people shall be covered by the Labour Code, if expressly provided for in, or provided for in, specific provisions or, where appropriate, by the statutes of social organisations and resolutions issued pursuant to them by the central authorities of such organisations.
(2) Where a public office is performed in an employment relationship, that employment relationship shall be governed by the Labour Code.
§ 3
The working relationships between the cooperative and its members shall be governed by the Labour Code to the extent provided for in Rule 1).
§ 4
The employment relationship of prosecutors and prosecutors and members of the armed forces in active employment shall only be covered by the Labour Code if expressly so provided or if specific rules so provide.
§ 5
The labour relations of members of the Fire Protection Corps, teachers of universities, scientific (artistic) aspirants, members of the association of lawyers and crew members of Czechoslovak seagoing ships shall be governed by the Labour Code, unless otherwise provided by the law.
§ 6
(1) Labour relations between workers and foreign organisations in the territory of the Czechoslovak Socialist Republic as well as between foreigners working in the territory of the Czechoslovak Socialist Republic and domestic organisations are governed by the Labour Code, unless private international law provides otherwise.
(2) The labour relations of workers of international organisations based in the territory of the Czechoslovak Socialist Republic established by international agreements shall be governed by the Labour Code, unless such contracts or other international agreements provide otherwise.
(3) The labour relations of business workers with foreign property participation (2) and an organisation with an international element (3), based in the territory of the Czechoslovak Socialist Republic, are governed by the Labour Code, unless such workers work and reside in the territory of the same foreign State; in this case, employment relationships shall be governed by the law applicable under private international law.
(4) The Government of the Czechoslovak Socialist Republic may provide for a derogation from the Labour Code in respect of the creation, modification and termination of employment, discipline, working time and rest, remuneration, leave with compensation for wages, reimbursement of expenses in connection with the performance of work, compensation and derogations from the labour law on the detection and application of average earnings for workers' employment relations for the workers' employment relationships referred to in paragraph 2.
§ 7
Foreigners and stateless persons may only be recruited if they have been granted a residence permit in the territory of the Czechoslovak Socialist Republic.

HLAVA DRUHÁ

PARTICIPANTS OF WORKING LEGAL RELATIONS
Socialist organisations
§ 8
(1) Socialistic organisations are state enterprises, other state, cooperative and social organisations as well as other organisations whose activities contribute to the development of socialist relations (hereinafter referred to as "organisations").
(2) The organisations shall act on their behalf in employment relations and shall have the responsibility arising from such relationships. The same shall apply to organisational units of organisations, provided that specific rules and / or statutes of social organisations so provide; However, if it is part of an organisation's employment relationship, it cannot be at the same time its organisational unit and vice versa.
(3) Organisations are required to take care of the creation and development of labour relations in accordance with this Code, other legislation and the rules of socialist coexistence.
§ 9
(1) Legal acts in employment relations are primarily done on behalf of the organisation by its statutory body. Other staff of the organisation, in particular the heads of its organisational departments, shall be entitled as bodies of the organisation to take legal action on behalf of the organisation as a result of their functions laid down in the organisational rules.
(2) The organisation may, within the limits of its competence, delegate in writing additional staff to perform certain legal acts in employment relations on its behalf. The written mandate shall specify the scope of the authorised staff member.
(3) The management of the organisation, which means its bodies (paragraph 1), as well as its other personnel in charge of the management of the organisation, are entitled to determine and impose on the subordinate personnel of the organisation work, to organise, manage and control their work and to give them binding instructions to that effect.
(4) In the collective form of organisation of work and remuneration in the organisation, the head of the working group is the head of the organisation.
§ 10
(1) The legal acts of the institutions or, where appropriate, the authorised staff (paragraphs 1 and 2 of Article 9) oblige the organisation which also receives rights from such acts.
(2) Where an authority or an authorised officer has exceeded its authority by a legal act in employment relations, such acts shall not oblige the organisation if the worker has to know that that authority or the authorised officer has exceeded its authority. The same shall apply if a worker of an organisation who was neither authorised nor authorised to do so has taken legal action.
Workers
§ 11
(1) The ability of a citizen to have rights and obligations and the ability to acquire those rights in employment relations and to assume those obligations (employment capacity) arises, unless otherwise specified, on the date on which a citizen reaches 15 years of age; However, the organisation may not negotiate with him as the date of taking up work a day prior to the date on which the citizen terminates compulsory schooling.
(2) The legal capacity of a citizen who terminates compulsory schooling at an auxiliary school before reaching 15 years of age arises from the date of termination of compulsory schooling, but first from the date of age of 14.
(3) A worker may conclude a liability agreement (Paragraph 176) at the earliest on the date on which he reaches the age of 18.
(4) The Government of the Czechoslovak Socialist Republic, after consulting the Central Council of Trade Unions, provides for a regulation
(a) the heading and conditions for carrying out other reasonable work, which, in addition to the socially beneficial work (4), may be carried out by citizens who have reached the age of 15 before leaving compulsory education;
(b) the heading and conditions for the performance of adequate work, which may be carried out by citizens who have completed compulsory schooling at an auxiliary school if they have reached the age of at least 14 years.
§ 12
(1) Eligibility for legal action under the previous provision may be waived only by a court decision. The legal acts for which he is not eligible shall be taken by his representative; it cannot, however, conclude a substantive liability agreement for it.
(2) The Court of First Instance shall restrict the capacity of a worker to legal proceedings and determine in the decision the scope of that restriction if a worker is able to do only certain legal acts for a mental disorder which is not only temporary or for excessive consumption of alcoholic beverages or other narcotic drugs or poisons.
(3) If a mental illness worker who is not merely transitory is unable to do legal acts at all, the court shall deprive him of his legal capacity.
(4) The Court of First Instance shall amend or revoke the waiver or limitation of eligibility if the grounds giving rise to them change or fall out.
§ 13
A member of the arbitration panel may, as a participant, act separately (procedural capacity) to the extent that he has the capacity to acquire rights and to take on his own duties.
Representation
§ 14
(1) The representation is based on a power of attorney agreement or a court decision. The representative shall act on behalf of the representative and shall give rise to rights and obligations directly from the representative.
(2) It is not possible to represent another person who is not capable of legal action or whose interests are contrary to the interests of the represented person.
(3) The representative must act in person; a further representative may only be appointed if it is provided for by law or agreed by the parties. The legal acts of another representative also give rise to rights and obligations directly represented.
(4) If the representative exceeds the scope of his authorisation, he shall be bound by it only if he approves or acts on the basis of such action.
§ 15
(1) Workers and organisations may be represented by another citizen or another organisation.
(2) The representation shall require a written mandate indicating the extent of the representative's authorisation, otherwise it shall not be valid.
(3) Unless otherwise specified in the mandate of several representatives, they must all act together.
§ 16
(1) The power of attorney shall cease if the representative withdraws it or if the representative denies it. The appeal or denunciation of power of attorney must be made in writing, otherwise it shall be void. The power of attorney shall also cease to exist by the death of one of them or, where appropriate, by the demise of the organisation.
(2) For other than the representative and the representative, the loss of power is only effective once they have heard of it.
(3) If a representative has died or has given evidence of his / her power of attorney, the representative is obliged to do all that is not acceptable to him / her in order that the representative does not suffer any harm to his / her rights. The actions taken in this way have the same legal consequences as if the representation still took place, unless they contradict what the represented or his heirs have done.
§ 17
(1) A representative who has been deprived of legal capacity by decision of the Court or whose legal capacity has been restricted by decision of the Court is the guardian appointed by the court.
(2) The Court of First Instance may also appoint a guardian to the person whose residence is not known if this is necessary to protect his or her interests or the interests of the company. Under the same conditions, the court may appoint a guardian even if it is necessary for another serious reason.
(3) Where the interests of the guardian are met with the interests of the represented or the interests of those represented by the same guardian, the court shall appoint a special guardian.

HLAVA TŘETÍ

PARTICIPATION OF WORKERS IN DEVELOPMENT, MANAGEMENT AND CONTROL OF ORGANISATION ACTIVITIES
§ 18
(1) The participation of workers and their collectibles in the development, management and control of the organisation's activities is an inseparable feature of socialist democracy and a prerequisite for the organisation's success; It focuses mainly on ensuring profitability, technical development, improving labour productivity, quality and cost-effectiveness of production, the quality of the organisation's tasks, increasing safety and health care at work, strengthening labour discipline, improving skills and ensuring social development.
(2) Workers of the organization participate in the development, management and control of the organisation's activities through the Socialist Self-administration of the working group and participate in them through the social organisations associated in the National Front and active in the organisation, in particular the Revolutionary Trade Union Movement and the Socialist Youth Union.
(3) In particular, collective forms of organisation of work and remuneration are applied to the effective use of creative labour collective forces in ensuring the growth of labour productivity, the economy, the quality and efficiency of production and the accelerated use of scientific and technical progress results in organisations.
§ 19
(1) Leaders are required to continuously create the conditions for extending the participation of workers in the development, management and control of the organisation's activities, in particular for organising production meetings, developing socialist competition, developing inventions and improvements, collective forms of organisation of work and remuneration and other forms of creative initiative, and making use of experience, comments and suggestions of workers, trade unions and other social organisations active in the organisation.
(2) Leaders shall be required to fulfil the obligations imposed on the competent trade union authorities.
§ 20
Collective agreements
(1) In order to ensure the socio-economic development of the organisation, the legitimate interests and needs of workers, to improve the working, health, social and cultural conditions of workers, including the conditions for the use of leisure time and for the consolidation of cooperation relationships, the trade union shall conclude a collective agreement on behalf of workers and on behalf of the organisation.
(2) Certain wage and other labour claims may also be covered in the collective agreement in accordance with labour law; other obligations may be regulated in a collective agreement only if they do not conflict with the law.
(3) The collective agreement, its amendments and additions are concluded in writing and must be approved by the relevant trade union body before signing, otherwise they are invalid. A collective agreement shall be concluded for a period of one to five years. The legal effectiveness of the obligations contained in the collective agreement shall begin on the first day of the period for which the contract was concluded and shall end on the expiry of that period, unless the period of effectiveness of certain obligations is otherwise agreed in the collective agreement.
(4) In order to ensure the conditions for the early conclusion of a collective agreement, for the fulfilment of commitments entered into by organisations in a collective agreement and for the timely monitoring of their performance under this Code, the organisation, the management, the other managers, within the scope of their functions, and other workers, namely those mentioned in the collective agreement, shall be responsible. The alleged failure to comply with these obligations shall be regarded as a breach of professional obligations and shall result from the consequences in accordance with the relevant provisions of this Code. The competent trade union authorities shall be responsible for the fulfilment of the obligations laid down in the Statutes.
(5) Entitlements arising from a collective agreement between individual workers are applied and satisfied as other labour-related claims.
(6) Disputes between the competent trade union body and the organisation concerning the fulfilment of commitments which do not give rise to individual workers are settled by the competent higher trade union body with the authority of the superior organisation; their joint decision is binding on both sides of the collective agreement.
(7) The Government of the Czechoslovak Socialist Republic, in agreement with the Central Council of Trade Unions, lays down by regulation the conditions for the conclusion, content and control of collective agreements and, where appropriate, for disputes under the previous paragraph.
§ 21
In agreement with the relevant trade unions, central authorities create conditions for the development of a creative labour initiative, particularly in socialist competition, and promote the development of multiple forms of participation of management workers.
§ 22
(1) The revolutionary trade union movement by its activities leads workers, in accordance with the social interests, to uniform application and compliance with the provisions of this Code and other labour legislation, including wage and safety and health legislation at work (hereinafter referred to as "labour law").
(2) In accordance with the objectives of the Revolutionary Trade Union Movement, as referred to in the previous paragraph, its institutions shall organise the participation of workers in the preparation, application and control of compliance with labour law and, where appropriate, the relevant obligations under collective agreements, and shall propose and, where appropriate, take the necessary measures to address the deficiencies arising from their infringement. In doing so, they are moving towards an increasingly widespread application of the forms of educational activity of the workers' collective.
(3) The bodies of the Revolutionary Trade Union Movement designated by the Central Council of trade unions exercise social control over compliance with labour law in organisations. In particular, they shall be entitled to:
(a) enter the workplace of organisations;
(b) require the management staff to provide the necessary information and documentation;
(c) make proposals to improve working conditions;
(d) require the organisations and bodies of their superiors to instruct them to remedy the deficiencies identified;
(e) propose to the organisations, authorities and other bodies responsible for monitoring compliance with socialist lawfulness in employment relations in order to apply appropriate measures to managers who infringe labour law or their obligations under collective agreements under the relevant legislation;
(f) require organisations or, where appropriate, their authorities to report on what measures have been taken to remedy the deficiencies identified in the exercise of social control or to implement proposals submitted by the trade unions carrying out such checks.
(4) In defense facilities, only those authorities of the Revolutionary Trade Union Movement that are allowed to enter such facilities are performing this social control.
(5) The right of control belonging to other authorities under specific provisions shall be without prejudice to the provisions of paragraph 3.
§ 23
(1) If the Federal Ministry of Labour and Social Affairs issues labour legislation on the basis of this Code or other laws, it does so in agreement with the Central Council of Trade Unions, and if it comes to labour legislation for workers of social organisations, also in agreement with the Central Committee of the Czechoslovak Socialist Republic. The Ministry of Health and Social Affairs and the Ministry of Finance, Prices and Wages of the Republic issue these labour legislation in agreement with the Czech Trade Union Council or the Slovak Trade Union Council.
(2) The Federal Central Authorities which issue sectoral labour legislation pursuant to this Code or other laws do so in agreement with the Federal Ministry of Labour and Social Affairs and the relevant trade union. The Central Authorities of the Republics do so in agreement with the relevant Ministry of Health and Social Affairs of the Republic, and in agreement with the relevant Ministry of Finance, Prices and Wages of the Republic, and with the relevant trade union. In order to enact legislation to ensure safety and health at work, agreements with the competent authority of the State's professional occupational safety oversight and technical equipment are also needed.
(3) Proposals of laws and other legislation concerning the important interests of workers, in particular the economic, production, labour, wage, health, cultural and social conditions, are discussed by the Federal Central Authorities with the Central Council of Trade Unions; The central authorities of the Czech Socialist Republic discuss these proposals with the Czech Trade Union Council, the central authorities of the Slovak Socialist Republic with the Slovak Trade Union Council.
§ 23a
Where, pursuant to this Code, central authorities issue legislation concerning the working relations of members and labour relations of workers of single agricultural cooperatives, they do so in agreement with the Association of Cooperative Farmers.

HLAVA ČTVRTÁ

SECURITY OF RIGHTS ON WORK AND WORK FOR THE COMPANY
§ 24
(1) Citizens exercise their right to work in accordance with the interests of society in particular as workers in relation to a socialist organisation.
(2) Organisations shall acquire personnel for the performance of their tasks under the conditions laid down by law.
§ 25
(1) The organisation may employ only a worker who can prove that his previous employment relationship has ended or, where appropriate, his member relationship with the production cooperative or the single agricultural cooperative.
(2) This restriction does not apply to the employment of a worker
(a) neighbouring (§ 70),
(b) negotiated for the duration of an existing employment contract which has been agreed for less than a specified weekly working period;
(c) where the worker has been temporarily released for work in another organisation by an organisation to which he is working or in a Member State;
(d) where the validity of the termination of an existing employment relationship of a worker is the subject of a legal dispute; However, a new employment relationship may only be negotiated for a fixed period starting not earlier than the day following the date on which the previous employment was to end and for a maximum period until the final termination of the dispute,
(e) agreed in another organisation for a period of time when a worker is continuously drawing, within a period of at least five working days, a vacation to be recovered in an organisation for which he is employed for a specified week's working time, with the exception of young workers and workers working under conditions which give rise to entitlement to additional or special additional leave, or who are obliged to take part in the resettlement stay.
(3) The Government of the Czechoslovak Socialist Republic provides for a regulation in which the creation and termination of employment or, where applicable, a member relationship with the production cooperative or the single agricultural cooperative is recorded in the personal documents of the worker (member of the cooperative); at the same time it may also determine which other facts relating to these ratios are recorded in a similar manner. The Federal Ministry of Labour and Social Affairs shall establish the details of the execution of such records by a decree issued in an agreement with the Federal Ministry of Interior.
§ 26
(1) The national committees shall ensure that the working activity of the population is developed, inform citizens of employment opportunities, provide them with work with regard to their legitimate interests and in accordance with the needs of the national economy, and shall ensure that organisations comply with the obligations laid down in the previous provisions. The Government of the Czech Socialist Republic, after consulting the Czech Trade Union Council and the Government of the Slovak Socialist Republic, after consulting the Slovak Trade Union Council, may impose on the organisations and / or citizens, as appropriate, the obligations necessary to fulfil these tasks, in particular the obligation to report to the National Committee the necessary facts.
(2) Organisations' authorities are required to monitor how organisations fulfil their obligations to establish and develop employment relationships (Section 8 (3)), to identify the causes of infringements of labour law, to draw from it the consequences and to continuously create conditions for compliance.
(3) According to the principles approved by the Government of the Czechoslovak Socialist Republic after consultation with the Central Council of Trade Unions, the Federal Ministry of Labour and Social Affairs provides for the physical security of citizens before taking up employment.

ČÁST DRUHÁ

JOB

HLAVA PRVNÍ

EQUIPMENT, AMENDMENTS AND ACCORDANCE OF WORK
§ 27
(1) The worker is involved in the collective labour force's wage work as instructed by the organisation to carry out its tasks and participate in the development, management and control of its activities.
(2) The employment relationship is established by a contract between the organisation and the worker.
(3) The choice may be based on employment in cases provided for in specific provisions or, where appropriate, by the statutes or by the resolution of the central bodies of social organisations.
(4) An appointment may be made only for managers appointed under special regulations or, where appropriate, under the statutes of social organisations, to be an institution to the superior organisation in which the worker is to perform his duties and for managers appointed by the head of organisation. The heading of the management functions to which the staff are appointed by the head of the organisation shall be laid down by regulation by the Government of the Czechoslovak Socialist Republic after consulting the Central Council of Trade Unions; This does not apply to managers of social organisation apparatus.

Oddíl první

Contract of employment and employment
§ 28
Before concluding a contract of employment, the organisation shall inform the worker of the rights and obligations which would result from the contract of employment and of the working and wage conditions under which he is to take up work. In cases defined by the authorities of the state health administration, the organisation shall ensure that the worker undergoes an initial medical examination before the contract is concluded.
§ 29
(1) In the employment contract, the organisation shall agree with the worker:
(a) the type of work to which the worker is recruited;
(b) place of work (municipality and organisational unit or otherwise designated place);
(c) the date of taking up work.
(2) In addition, other conditions of interest may be agreed in the employment contract.
§ 30
(1) An employment relationship shall be agreed for an indefinite period, unless the duration of the employment contract has been explicitly stated in the contract or the conditions set out in paragraphs 2 and 3 have been fulfilled in the contract or when it is amended.
(2) A fixed-term employment relationship may be negotiated, if necessary by agreement of the participants, for a maximum period of three years. A fixed-term employment relationship may be renegotiated only under the conditions laid down in the legislation. These restrictions do not apply to fixedterm employment resulting from the framework contract (§ 34) and secondary fixedterm employment (§ 70b (2)).
(3) The Government of the Czechoslovak Socialist Republic, after consulting the Central Council of Trade Unions, provides for regulations in which temporary employment
(a) may be negotiated and, where appropriate, extended for a period exceeding three years;
(b) renegotiate;
(c) cannot be negotiated.
§ 31
(1) A probationary period of three months may be agreed in the contract of employment unless the probationary period has been agreed. The agreed trial period cannot be further extended.
(2) The duration of the obstacles to work for which a worker cannot take up work during the probationary period shall be counted against the probationary period for a maximum period of 10 working days.
(3) The test period shall be agreed in writing, otherwise its negotiation shall be void.
(4) A trial period may not be negotiated where a fixed-term employment relationship cannot be negotiated.
§ 32
(1) The organisation is obliged to conclude a contract of employment in writing. However, if there is a contract of employment for a period of less than one month, he shall do so only if the worker so requests or if he is a worker who has been deprived of legal capacity by decision of the court or whose legal capacity has been restricted by decision of the court.
(2) A copy of the written contract shall be issued by the organisation to the worker.
Establishment of employment
§ 33
(1) An employment relationship under an employment contract arises from the date agreed in the employment contract as the date of taking up work.
Zobrazit všechna ustanovení (1648)
Contents
Článek I Článek II Článek III Článek IV Článek V Článek VI Článek VII Článek VIII Článek IX Článek X ČÁST PRVNÍ HLAVA PRVNÍ § 1 § 2 § 3 § 4 § 5 § 6 § 7 HLAVA DRUHÁ § 8 § 9 § 10 § 11 § 12 § 13 § 14 § 15 § 16 § 17 HLAVA TŘETÍ § 18 § 19 § 20 § 21 § 22 § 23 § 23a HLAVA ČTVRTÁ § 24 § 25 § 26 ČÁST DRUHÁ HLAVA PRVNÍ § 27 Oddíl první § 28 § 29 § 30 § 31 § 32 § 33 § 34 § 35 Oddíl druhý § 36 § 37 § 38 § 39 § 40 § 41 Oddíl třetí § 42 § 43 § 44 § 45 § 46 § 47 § 48 § 49 § 50 § 51 § 52 § 53 § 54 § 55 § 56 § 57 § 58 § 59 § 60 Oddíl čtvrtý § 61 § 62 § 63 § 64 Oddíl pátý § 65 § 66 § 67 § 68 Oddíl šestý § 69 § 70 § 70a § 70b § 71 HLAVA DRUHÁ § 72 § 73 § 74 § 75 § 76 § 77 § 78 § 79 § 79a § 80 § 81 § 82 HLAVA TŘETÍ Oddíl první § 83 § 84 § 85 § 85a § 85b § 86 § 87 § 88 § 89 § 90 § 91 § 92 § 93 § 94 § 95 Oddíl druhý § 96 § 97 § 98 § 99 § 99a Oddíl třetí § 100 § 101 § 102 § 103 § 104 § 105 § 106 § 107 § 108 § 109 § 110 § 110a § 110b § 110c HLAVA ČTVRTÁ Oddíl první § 111 § 112 § 113 § 114 § 115 § 116 § 117 § 118 § 119 § 120 § 121 § 122 § 123 Oddíl druhý § 124 § 125 § 126 § 127 § 128 § 129 § 130 Oddíl třetí § 131 HLAVA PÁTÁ § 132 § 133 § 134 § 135 § 136 § 137 § 138 HLAVA ŠESTÁ Oddíl první § 139 § 140 § 141 § 141a § 142 § 142a § 142b § 143 § 144 § 145 Oddíl druhý § 146 § 147 § 148 § 148a HLAVA SEDMÁ Oddíl první § 149 § 150 § 151 § 152 Oddíl druhý § 153 § 154 § 155 § 156 § 157 § 158 § 159 § 160 § 161 § 162 Oddíl třetí § 163 § 164 § 165 § 166 § 167 § 168 § 169 HLAVA OSMÁ Oddíl první § 170 § 171 Oddíl druhý § 172 § 173 § 174 § 175 § 176 § 177 § 178 § 178a § 178b § 179 § 180 § 181 § 182 § 183 § 184 § 185 § 186 Oddíl třetí § 187 § 188 § 189 § 190 § 191 § 192 § 193 § 193a § 194 § 195 § 195a § 196 § 197 § 198 § 199 § 200 § 201 § 202 § 203 § 204 § 205 § 205a § 205b § 205c § 206 HLAVA DEVÁTÁ § 207 § 208 § 209 § 210 § 211 § 212 § 213 § 214 § 215 § 216 ČÁST TŘETÍ § 217 až 226 § 227 § 227a § 228 až 231 ČÁST ČTVRTÁ § 232 § 233 § 234 § 235 § 236 § 237 § 238 § 239 § 239a § 239b ČÁST PÁTÁ HLAVA PRVNÍ § 240 § 241 § 242 § 243 § 243a § 244 § 245 HLAVA DRUHÁ § 246 § 247 § 248 HLAVA TŘETÍ § 249 § 250 § 251 HLAVA ČTVRTÁ § 252 § 253 § 254 § 255 § 256 § 257 § 258 § 259 § 260 HLAVA PÁTÁ § 261 § 262 § 263 § 264 § 265 § 266 § 266a ČÁST ŠESTÁ § 267 § 267a § 268 § 269 § 270 § 270a § 270b § 271 § 272 § 273 § 274 § 275 § 276 § 277 § 278 § 279 § 280

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Regulation Information

CitationFull text of Act No. 52 / 1989 Coll., Labour Act (full text as follows from later amendments and additions)
Regulation Type-
Author-
CollectionCode of Laws
Date of Promulgation25.05.1989
Effective from-
Effective until-
Status Valid
The regulation text is for informational purposes only.

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