Full text of Act No. 55 / 1975 Coll.

Labour Code (full text of the Labour Code as seen from later legal amendments and supplements)

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 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 § 71 HLAVA DRUHÁ § 72 § 73 § 74 § 75 § 76 § 77 § 78 § 79 § 80 § 81 § 82 HLAVA TŘETÍ Oddíl první § 83 § 84 § 85 § 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 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 § 142 § 143 § 144 § 145 Oddíl druhý § 146 § 147 § 148 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 § 179 § 180 § 181 § 182 § 183 § 184 § 185 § 186 Oddíl třetí § 187 § 188 § 189 § 190 § 191 § 192 § 193 § 194 § 195 § 195a § 196 § 197 § 198 § 199 § 200 § 201 § 202 § 203 § 204 § 205 § 206 HLAVA DEVÁTÁ § 207 § 208 § 209 § 210 § 211 § 212 § 213 § 214 § 215 § 216 ČÁST TŘETÍ § 217 § 218 § 219 § 220 § 221 § 222 § 223 § 224 § 225 § 226 § 227 § 227a § 228 § 229 § 230 § 231 ČÁST ČTVRTÁ § 232 § 233 § 234 § 235 § 236 § 237 § 238 § 239 ČÁST PÁTÁ HLAVA PRVNÍ § 240 § 241 § 242 § 243 § 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 § 271 § 272 § 273 § 274 § 275 § 276 § 277 § 278 § 279 § 280
55
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Announces
the full text of the Labour Code of 16 June 1965 No. 65 Coll., as follows from the amendments and additions made by the Law of 27 June 1968 No. 88 Coll., by the Law of 18 December 1969 No. 153 Coll., from the adaptations made by the Law of 17 November 1970 No. 100 Coll., and from the amendments and additions made by the Law of 26 March 1975 No. 20 Coll.
_
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. Workers who have fulfilled the conditions for entitlement to an old-age pension shall be provided for their further work activity. Labour relations are protected by law to an increased extent when workers are unable to work because of illness, injury, pregnancy or maternity.
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
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
(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
(1) The working relationships of members of production cooperatives are governed by the Labour Code to the extent set out in the other provisions.
(2) The working relationships of members of single agricultural cooperatives and citizens who work permanently in the cooperative according to the working orders of the cooperative's bodies and who are not yet members of the cooperative, nor in the working relationship with the cooperative, shall be assessed in accordance with the Labour Code only if this Code expressly provides for this, or if specific rules or statutes so provide.
(3) Where single agricultural cooperatives and production cooperatives may negotiate employment relationships with non-members of the cooperative according to the statutes or special rules, or where they conclude agreements on work outside employment (Section 232 et seq.), these employment relationships shall be governed by the Labour Code.
(4) The Labour Code also applies to apprentices of uniform agricultural cooperatives and production cooperatives.
§ 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 Code shall apply to pupils and students in their work in manufacturing and in operational practice, to scientific (artistic) aspirants, to members of the Regional Councils of Lawyers and to the employment relationships of crew members of Czechoslovak seagoing ships, unless otherwise provided for in specific regulations.
§ 6
(1) Labour relations between citizens and foreign organisations, as well as between foreigners working in the territory of the Czechoslovak Socialist Republic and domestic organisations, are governed by the Labour Code, unless the rules on private international law provide otherwise.
(2) The labour relations of workers of international organisations based in the Czechoslovak Socialist Republic, established by or on the basis of national agreements, shall be governed by the Labour Code, unless such contracts or other interstate agreements provide otherwise.
§ 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, 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.
(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 their organisational departments, shall be entitled to act on behalf of the organisation in the legal acts resulting from their functions laid down by the organisation 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.
§ 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) Eligibility of a citizen to have rights and obligations in employment relationships and to have the capacity of his own legal act to acquire those rights and to take such obligations shall arise, unless otherwise specified, from the beginning of the calendar year in which the citizen completes compulsory education; However, an organisation may not negotiate with it as the day of taking up work or the teaching relationship a day prior to the day on which that citizen terminates compulsory education.
(2) A worker may conclude a liability agreement (Paragraph 176) only after 18 years of age.
§ 12
(1) Eligibility for legal acts 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 limit the capacity of a worker to legal proceedings and determine in the decision the scope of that restriction where 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 narcotic drugs or poisons.
(3) If a citizen for a mental disorder which is not only temporary 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.
(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 and improving skills, thus contributing to the improvement of the material and cultural level of workers.
(2) The organisation shall organise and develop, in particular, the basic organisations of the Revolutionary Trade Union Movement, their racing committees and other bodies whose status is determined by the statutes of the Revolutionary Trade Union Movement.
(3) The staff of the organisation shall participate in the development, management and control of the organisation's activities, in particular through forms of participation by organised trade unions; discuss, in particular, the documents and draft plans, their breakdown, control and evaluate the implementation of the plan and the socialist competition.
§ 19
(1) Leaders are required to continuously create conditions for expanding the participation of workers in the development, management and control of the organisation's activities, in particular for developing socialist competition, the movement of inventors, innovators and improvements and other forms of creative initiative, and to benefit from experience, comments and proposals of workers and trade unions.
(2) Leaders are obliged to perform the duties imposed on the basic organisations of the Revolutionary Trade Union Movement and trade union bodies.
§ 20
Collective agreements
(1) In order to ensure the development of the organisation and to improve the working, health, social and cultural conditions of workers and to strengthen the relations of co-operation, the authorities of the Revolutionary Trade Union Movement and on behalf of the organisations conclude collective agreements. Collective agreements may also be concluded by higher-level economic authorities and higher trade unions.
(2) Collective agreements may be adapted in accordance with other provisions of this Code, or in accordance with the regulations and directives of the central authorities, including certain working and wage conditions. The content of collective agreements must comply with the legislation and the interests of society.
(3) Collective agreements, their amendments and additions are negotiated in writing. They shall be approved by the competent trade union before signing. The organisation shall keep the collective agreement for five years after its expiry.
(4) In addition to this code, managers and other staff are also responsible for the fulfilment of commitments entered into by organisations in the collective agreement, in addition to the organisation, to the extent of their functions and to other staff specifically mentioned in the collective agreement. The alleged failure to comply with these obligations shall be treated as a breach of professional obligations. They are responsible for fulfilling the commitments made by the trade union authorities under the Statute of the Revolutionary Trade Union Movement.
(5) Entitlements arising from collective agreements between individual workers are applied and met as other employment rights. Collective agreements may agree on the consequences of non-compliance with the obligations of an organisation which does not give rise to individual workers' rights and the composition of the body which solves disputes arising from non-compliance with those obligations.
(6) The Government of the Czechoslovak Socialist Republic and the Central Council of Trade Unions lay down the principles for the conclusion, content and control of collective agreements.
§ 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 educational activity, leads workers to uniform application and compliance with the provisions of this Code and other labour legislation, including wage and recruitment rules and their planned deployment (hereinafter referred to as "labour law"), in accordance with social interests.
(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) Social control over compliance with labour law in production cooperatives, single agricultural cooperatives, housing cooperatives and mutual civil assistance cooperatives is exercised by the competent authorities of such cooperatives.
(6) The right of control belonging to other authorities under specific provisions shall not be affected by the provisions of paragraphs 3 and 5.
§ 23
(1) The central authorities which issue sectoral labour law pursuant to this Act or other laws do so in agreement with the relevant Ministry of Labour and Social Affairs and the relevant trade union body; agreements with the competent occupational safety authority are also required to lay down rules to ensure safety and health at work.
(2) The draft laws and other legislation on the important interests of workers, in particular economic, production, work, wages, health, cultural and social conditions, are being 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.

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) The organisations receive personnel for the performance of their tasks in accordance with the needs of the development of the national economy under conditions laid down by specific regulations.
§ 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 negotiated 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, where the organisation has been annulled, a new employment relationship may be negotiated only until the final termination of the dispute.
(3) The Government of the Czechoslovak Socialist Republic determines in which cases the establishment and termination of the employment (teaching) ratio or, where applicable, the membership relationship with the production cooperative or the single agricultural cooperative shall be recorded in the personal documents of the worker (apprentice, member of the cooperative). The Government of the Czechoslovak Socialist Republic may also determine which other facts concerning these circumstances are recorded in a similar manner. The Federal Ministry of Labour and Social Affairs shall, in agreement with the Federal Ministry of the Interior and after consultation with the Central Council of Trade Unions, provide details of the implementation of these records.
§ 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) Central authorities and other bodies superior to organisations are required to monitor how the organisation fulfils its obligations in the establishment and development of 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 with them.
(3) The Government of the Czechoslovak Socialist Republic may, after consulting the Central Council of trade unions, adjust the physical security of citizens before entering work.

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 based only on an employment relationship for managers appointed to their duties by the authority of the superior organisation in which the worker is to perform his duties.

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 (function) for which the worker is recruited;
(b) place of work (municipality and establishment or otherwise designated place);
(c) the date of taking up work.
(2) In addition, the organisation is to agree with the worker in a contract of employment, as a general rule, its wage classification corresponding to the agreed type of work or other conditions on which they are interested.
§ 30
The employment contract shall be for an indefinite period, unless the duration of the contract has been explicitly stated.
§ 31
(1) A probationary period of one month may be agreed in the contract of employment unless a shorter probationary period has been agreed. The agreed trial period cannot be further extended. However, if during the probationary period the worker cannot work for obstacles to work for a total of more than six working days, the probationary period shall not include the duration of such obstacles.
(2) The test period shall be agreed in writing, otherwise its negotiation shall be void.
§ 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.
(2) If a worker does not enter into work on the agreed date without being prevented from working, or does not notify the organisation of such an obstacle within a week, the organisation may withdraw from the employment contract.
§ 34
(1) An employment relationship may also arise under a framework contract. A framework contract may be negotiated to ensure the voluntary participation of workers in collective actions organised to assist in high-end agricultural and similar short-term work or to provide work in the production and operational practice of pupils and students.
(2) The framework contract is concluded by the organisation in which these works are to be carried out, with a social organisation, school or other organisation which organises participation in such works or, where appropriate, work in production or operational practice.
(3) The employment relationship under the framework contract arises from taking up work without the need to conclude an employment contract with individual workers and ends with the performance of the work negotiated or the expiry of the contract period, unless otherwise agreed.
§ 35
Obligations arising from employment
(1) From the date on which the employment relationship arose,
(a) the organisation is obliged to allocate work to the worker under a contract of employment, pay him wages for work carried out under wage regulations and, where appropriate, collective agreements, create conditions for the successful performance of his or her duties and comply with other conditions of employment laid down by law or collective or contract of employment;
(b) the worker shall be obliged, according to the instructions of the organisation, to perform the work in person under the contract of employment in the specified working hours and to comply with the work discipline.
(2) On taking up work, the worker must be properly aware of the Staff Regulations (§ 82) and the rules to ensure safety and health at work which he must comply with in his work.
(3) The organisation is required to submit to the race committee the basic organisation of the Revolutionary Trade Union Movement (hereinafter referred to as the "race committee") within the time limits agreed with it reports on the new employment arrangements agreed with it, in order to control the recruitment of new workers and their work and wage classification.

Oddíl druhý

Changes in employment
§ 36
Amendment of agreed working conditions
Zobrazit všechna ustanovení (1596)
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 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 § 71 HLAVA DRUHÁ § 72 § 73 § 74 § 75 § 76 § 77 § 78 § 79 § 80 § 81 § 82 HLAVA TŘETÍ Oddíl první § 83 § 84 § 85 § 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 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 § 142 § 143 § 144 § 145 Oddíl druhý § 146 § 147 § 148 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 § 179 § 180 § 181 § 182 § 183 § 184 § 185 § 186 Oddíl třetí § 187 § 188 § 189 § 190 § 191 § 192 § 193 § 194 § 195 § 195a § 196 § 197 § 198 § 199 § 200 § 201 § 202 § 203 § 204 § 205 § 206 HLAVA DEVÁTÁ § 207 § 208 § 209 § 210 § 211 § 212 § 213 § 214 § 215 § 216 ČÁST TŘETÍ § 217 § 218 § 219 § 220 § 221 § 222 § 223 § 224 § 225 § 226 § 227 § 227a § 228 § 229 § 230 § 231 ČÁST ČTVRTÁ § 232 § 233 § 234 § 235 § 236 § 237 § 238 § 239 ČÁST PÁTÁ HLAVA PRVNÍ § 240 § 241 § 242 § 243 § 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 § 271 § 272 § 273 § 274 § 275 § 276 § 277 § 278 § 279 § 280

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Regulation Information

CitationFull text of Act No. 55 / 1975 Coll., Labour Act (full text of the Labour Code as follows from later legal amendments and supplements)
Regulation Type-
Author-
CollectionCode of Laws
Date of Promulgation18.06.1975
Effective from-
Effective until-
Status Valid
The regulation text is for informational purposes only.

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