Decree of the State Labour Commission No. 91 / 1965 Coll.
Decree of the State Labour Commission on the remuneration of work in the new system of planned management of the national economy
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Effective from 01.01.1966
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91
DECLARATION
State Labour Commission
of 25 August 1965
on the remuneration of work in the new system of planned management of the national economy
Following the Government Decree No. 90 Coll., on the planned management of the national economy, the National Labour Commission, after consultation with the Central Council of Trade Unions and after approval by the Government on the basis of the legal measure of the Bureau of the National Assembly No. 84 / 1963 Coll., provides for the State Labour Commission:
Preliminary provisions
This decree sets out the basic directives on wage policy management, on the resources of economic organisations for wages and, in particular, on their use to carry out the tasks of economic organisations and to meet the needs of society, on forms of adjustment of wage conditions, on the powers and responsibilities of remuneration and on wage control.
(1) The active effect of material incentives to work on the socially needed development of production and services requires the consistent application of socialist labour pay principles and the overcoming of neverisation in remuneration. This implies, in line with the needs of the national economy, a deliberate differentiation in remuneration, in particular taking into account:
the effectiveness of the activities of economic organisations and their contribution to society,
the qualifications, responsibilities, working conditions and results of individual staff,
the deployment of labour in line with the needs of economic development.
(2) The wage differentiation from these aspects shall take place in the creation and use of remuneration funds according to the following principles.
Remuneration appropriations
(1) The volume of funds from economic organisations for the remuneration of workers depends on the results of the management, in particular on the resulting revenues, on the development of material and other costs, on the effectiveness of investment, on the use of basic funds and circulatory funds and on the proper performance of obligations arising from supplier-customer relations.
(2) In order to strengthen workers' interest in the overall results of economic activity, a proportion of the total wage is directly dependent on these results (§ 25-29).
(3) Funds obtained without the own merit of an undertaking by unjustifiable price increases or other socially undesirable means shall be drawn off in accordance with specific rules.
(1) In the system of material interest in gross income, a fund of workers is created in accordance with Article 29 of Decree No. 90 / 1965 Coll., on the planned management of the national economy (hereinafter referred to as the Government Order).
(2) The Fund of Workers shall be paid:
(a) workers' time and task wages, basic salaries of technical operators and personal salaries;
(b) bonuses and rewards for individual work results, including bonuses and rewards for solving the tasks of science and technology;
(c) shares in economic results;
(d) allowances and compensation for wages;
(e) other personal expenditure on the work carried out by the staff of the undertaking as an irregular activity, not resulting from their normal duties or external staff; the details of what is included in and the application of other personal expenditure are laid down in specific provisions.
(3) Where this decree applies the concept of wages for individual work results, this shall be understood to mean wages under paragraph 2 (a), (b), (d).
(1) In the system of material interest in profit,
(a) establish a basic wage fund for the undertaking;
(b) creates a remuneration fund in accordance with Article 29 of the Government Decree.
(2) The basic wage fund shall pay the wages and other personal expenses referred to in Article 4 (2) (a), (d), (e).
(3) Premiums, remuneration and shares in economic results [Paragraph 4 (2) (b), (c)] are paid from the remuneration fund.
(1) The special-purpose subsidies provided for in Article 41 (3) of the Decree of the Government are transferred to the Workers' Fund.
(2) The resources of the Workers' Fund (Remuneration Fund), not spent in the current year, are to be transferred to the following year.
The remuneration of the employees of the branch directorates is made up of part of the centralised funding from gross income (profit) enterprises under Section 45 of the Government Decree.
Adjusting wage developments
(1) In order to ensure an economically justified level of remuneration in relation to funds for development and other needs of economic organisations and to ensure the necessary regulation of wage ratios in the national economy between sectors, disciplines and enterprises, the wage policy management instruments referred to in Part Two of this Decree and the gross income (profit) levy system, financial and credit policy instruments, price developments and, where applicable, measures referred to in Section 3 (3) are used inseparably.
(2) Collective agreements are also used to guide wage developments in individual sectors and enterprises, which contain provisions ensuring the socially desirable proportion of wage developments, in particular in relation to growth in labour productivity (§ 37).
(3) The competent authorities, in cooperation with the competent trade unions, are responsible for ensuring that the content of the provisions of collective agreements referred to in the preceding paragraph is in line with the assumptions of the State plan and the long-term concepts of wage developments.
Measures for undesirable wage developments
(Additional levy)
(1) The additional levy shall be applied as an instrument of economic activity for undertakings to use sufficient resources to strengthen their reserve and special purpose funds to ensure the further development of production and not to allow undesirable wage developments when creating a high income or profit.
(2) The undertaking is obliged to make an additional contribution if the total average annual wage, including the share of economic results, exceeds the level set out in Section 10 in each year compared to the initial average wage. The additional contribution shall be made from the Workers' Fund (Remuneration Fund) to the reserve of the superior central authority (Regional National Committee).
(3) The starting average wage is the total annual average wage achieved for 1965 in enterprises that introduce a new management system in 1966 for a period of 3 years. The average wage shall not include the personal expenses referred to in Paragraph 4 (2) (e).
(4) The competent central authorities and the Regional National Committees, after consulting the Czechoslovak State Bank (hereinafter referred to as "the Bank '), shall adjust the initial average wage referred to in the preceding paragraph for each undertaking by excluding the influence of unearned funds and the unjustified excess of wage funds. To the extent necessary, they may adjust it for substantial organisational changes or for other serious reasons.
(1) The additional levy rates for undertakings are set out as follows:
| pásmo zvýšení výchozí průměrné mzdy | sazba dodatkového odvodu |
|---|---|
| v 1. roce | |
| do 6 % | - |
| nad 6 do 8 % | 20 % |
| nad 8 do 10 % | 50 % |
| nad 10 do 12 % | 100 % |
| za 2 roky (kumulativně) | |
| do 10 % | - |
| nad 10 do 12 % | 20 % |
| nad 12 do 14 % | 50 % |
| nad 14 do 16 % | 100 % |
| za 3 roky (kumulativně) | |
| do 14 % | - |
| nad 14 do 16 % | 20 % |
| nad 16 do 18 % | 50 % |
| nad 18 do 20 % | 100 % |
(2) The amount of the additional levy shall be calculated on the basis of the fixed rates of the amounts by which the average wage growth in each of the bands referred to in the preceding paragraph has been absolutely exceeded and the number of workers.
(3) Undertakings are obliged to apply for other purposes, in particular technical development, corporate investment, improvement of the cultural and social conditions of workers and strengthening of the reserve fund, by means which would allow wage increases exceeding the maximum limit laid down in paragraph 1 for each year.
(1) In order to regulate wage developments in a desirable way, the branch directorates (managing national committees) for individual undertakings or, where appropriate, central authorities (regional national committees) for production units may provide for more stringent conditions for additional contributions for the period referred to in Section 9 (3).
(2) With an increase in the average wage due to demonstrable labour saving, the branch directorate (managing national committee) may waive the additional levy for which the lowest rate is fixed in each year.
Consistency between resource creation and wage pay and social wage guarantee
(1) It is the undertaking's duty to ensure continued consistency between the creation of resources and the need for wage payments.
(2) In the absence of sufficient resources for the Fund to pay wages for individual work results and for the reimbursement of personal expenses under Article 4 (2) (e), the undertaking may, to the extent necessary, proceed to the use of its own reserve fund or, where appropriate, request the provision of funds from the reserve fund of the branch. The Directorate-General for Trade shall decide whether to grant funds to the undertaking, to what extent and under what conditions. In so doing, it shall, as appropriate, require the undertaking to implement measures to eliminate the discrepancy between the creation of resources and the payment of wages.
(3) The provisions of the previous paragraph apply mutatis mutandis in a system of material profit-making interests as regards the lack of the creation of a remuneration fund.
(4) In the development of the economy, which threatens the full payment of wages for individual work results, in particular for the drawing-up of the reserve fund, the management, in cooperation with the trade unions, must discuss the causes of these developments and take measures to address the shortcomings which adversely affect the creation of resources for remuneration or its efficient use, and to ensure that consistency between economic results and the amount of wages paid is restored. To this end, the management shall, in particular, carry out technical and organisational measures to improve the management of production and use of working time and, where appropriate, to revise unfounded and outdated performance standards, the necessary changes in the focus and conditions of the premium, in particular the specification of premium indicators, the adjustment of premium rates, the provision of remuneration, the amount of the internal remuneration services, etc. In cooperation with the corporate management trade union, the collective shall inform the workers of the state of the economy, the deficiencies identified and their causes, as well as the necessary measures and organise the participation of workers in their implementation.
(1) If the enterprise created by the workers' fund (remuneration fund) is not sufficient to pay wages for individual work results, even if the reserve funds are used, it may pay wages in a maximum amount guaranteed.
(2) The guaranteed wage amount referred to in the preceding paragraph is the amount corresponding to 92% of the initial average wage and the number of employees in the undertaking, adjusted according to the number of days in the month in question for which the salary is paid and, where appropriate, the compensation for the salary. The remuneration of wage components guaranteed by individual workers (Paragraph 14 (1)) must always be ensured.
(3) In sectors where the effects of seasonality are significantly affected, the branch directorates (managing national committees) will agree with the bank the allocation of the starting average wage per month.
(4) The starting average wage for determining the guaranteed wage volume is the monthly average wage for the 3-year period for the individual labour results achieved in 1965, excluding the influence of unearned funds and the unjustified excess of wage funds. The competent central authorities (Regional National Committees) may, after consulting the Bank, adjust the initial average wage to the extent necessary, justified by substantial changes by the organisers in each undertaking or for other serious reasons.
(5) In exceptional and justified cases, in particular where there is a temporary fluctuation in the economy and before sufficient reserves are created, the Bank may, after consulting the Directorate-General for the Management of the National Committee, authorise the payment of wages even above the guaranteed amount. To the extent necessary, they shall allow the excess of the guaranteed wage volume to be paid in advance of the premiums and fees paid to creative workers for the successful resolution of the state tasks of science and technology and of personal expenses referred to in Article 4 (2) (e).
(6) If an undertaking cannot ensure payment of the guaranteed wage volume, possibly increased in accordance with the preceding paragraph, by using other available funds, it shall request a loan from the bank.
(7) If a company that pays wages before the creation of the workers' fund (the remuneration fund) has been found to be using the bank's notice repeatedly for wages in excess of the resources created, the bank shall be entitled not to release funds for wages in excess of the guaranteed wage volume.
(8) If, on the basis of an assessment of the year-round activity, an undertaking is found to have used up more than its wage resources during the year than that of the workers' fund (the remuneration fund), it shall be obliged to use its reserve fund to cover the difference, or to ask the supervisory authority to provide funds from its reserve fund and, in the event that the difference is not covered, to pay it by increased funding in the following year.
(1) In order to limit wage payments under Paragraph 13 (1), individual workers - unless otherwise provided for by the National Labour Commission for certain sectors - shall not be guaranteed:
(a) pay rates, personal allowances to specially qualified workers, personal salaries and basic salaries set in the range of lowest and highest rates;
(b) at the cost of the determined duty rates; This is without prejudice to the obligations of the undertaking under Paragraph 30,
(c) allowances and compensation for salaries to which workers are entitled under the relevant rules. This applies mutatis mutandis to remuneration which is included in the personal expenses referred to in Article 4 (2) (e).
(2) The use of the funds, in accordance with Paragraph 13 (2) above, in excess of the total wage guaranteed by individual workers, shall be decided by the management of the undertaking, in cooperation with the trade union, in accordance with the principles agreed in the collective agreement. In doing so, it shall proceed in a differentiated manner, taking into account the results of the work of the internal services and the degree of responsibility, effort and merit of individual staff or collective.
Drawing on the basic wage fund
(1) An undertaking in which a material profit participation system is applied and to which a basic wage fund has been set up in the plan by a relative indicator (percentage) to the expected production volume may draw wage resources substantially up to the amount of the basic wage fund, calculated in accordance with the rules laid down. The indicators and the conversion rules shall be determined by the authority of the undertaking's supervisor in agreement with the bank.
(2) If the undertaking exceeds the recalculated basic wage fund (relative overshoot), it is obliged to use the reserve of the basic fund to cover the overshoot. If the reserve is not available, the amount of the relative overshoot shall be linked to the remuneration fund or to the reserve fund. If there are no funds available in the Fund for remuneration or in the reserve fund, it shall request the superior authority to cover the excess from the reserve of its basic wage fund or, where applicable, from its reserve fund.
(3) If the amount of the relative excess of the basic wage fund cannot be covered in the manner referred to in the preceding paragraph, the undertaking shall take the necessary measures to save, within a period agreed with the bank but not later than the end of the current year, the amount of overcompensation not covered or, where appropriate, to cover in addition the funds of the remuneration fund or reserve fund in subsequent periods, even after the end of the calendar year.
(4) If the undertaking does not save the amount of the relative excess of the basic wage fund by the end of the calendar year, the amount linked to cover the excess in the remuneration fund or, where applicable, in the reserve fund of the undertaking or the superior body, shall be transferred to the State budget after evaluation of the results for the previous year.
(5) An undertaking to which the basic wage fund has been set at an absolute amount may, in principle, draw the wage appropriations up to the amount of that amount broken down for the relevant period of the year. Where an undertaking exceeds that amount (absolute excess), the provisions of paragraphs 2 to 4 shall apply mutatis mutandis.
(6) In justified cases, the Bank's Director-General may allow exemptions and derogations from the provisions of the preceding paragraphs.
Wage systems
(1) The means of remuneration for workers must be used, within the meaning of the provisions of Sections 111 to 113 of the Labour Code, in order to create a significant wage differentiation according to the work carried out and its contribution to the performance of the company's tasks and to its economic results, and to promote the creation of business resources as far as possible.
(2) Under specific conditions in sectors or enterprises, on the basis of the long-term perspective, the right pay proportions must be established in such a way that, in addition to the basic salary, the skills, complexity and difficulty of the work and the conditions under which it is carried out, a sufficiently high proportion of the salary is directly dependent on the results achieved.
(3) The increase in the resources of the workers' fund and, where appropriate, of the remuneration fund is mainly used to strengthen material interest in overall management results in the form of shares in those results. Wages for individual work results can only be increased to the extent necessary, justified in particular by the growth of qualifications and performance, the desired strengthening of bonuses and rewards for the performance of specific tasks, and in order to achieve a more effective differentiation of such wages.
Tariff system
(1) The tariff system is a direct tool for central wage policy management which ensures economically justified differentiation of basic wages. The basis of the tariff system is a unified, nationwide binding methodology for evaluation of works, which includes a collection of examples of typical work activities and functions.
(2) On the basis of this methodology, the central authorities and, where appropriate, the branch directorates and undertakings shall draw up a catalogue of professions and functions which shall lay down the basic qualification conditions for the performance of work activities. Catalogues are a binding basis for the award of qualification classes to individual workers.
(3) The level of basic wage for work is determined by wage tariffs; are graduated according to groups of production branches, production sections or, where appropriate, groups of workers with similar production and working conditions. In determining the level of tariffs, account shall be taken of the level of organisation of production and work.
(4) The wage rates shall be fixed at fixed rates or at the lowest and highest rates. Within the range, the basic wage for individual workers shall be determined according to the level of compliance with the qualification requirements and taking into account their performance.
(1) Work carried out under difficult and harmful conditions or at night shall be subject to a pay surcharge or an increased wage rate shall be granted.
(2) The types and amounts of wage supplements are determined by the State Labour Commission.
(3) Personal salaries exceeding 50% of the relevant wage rates and, if applicable, the tariffs set by the tariff range, their upper limit, may be granted to workers with exceptional skills and excellent work results.
Until the conditions for changing tariff systems are created in enterprises, existing systems shall apply. In particular, the creation of the necessary financial resources, which are the result of the work of individual undertakings and will be planned in reserve funds, is an important condition for changing tariff systems.
Wage forms
(1) The director of the undertaking shall decide on the form of the salary and the method of its application in accordance with the principles set out in § 21- 29. It is based on the results of technical economic analyses. Where there is a need to coordinate the use of wage forms between different branches or undertakings, the superior authority may issue appropriate principles to this end.
(2) The management of the enterprise continuously examines the effectiveness of wage forms in order to increase their incentive and adapt them to the needs of technical development and changes in the technical organisational level of production. If the wage form not applied is in an economically desirable direction, it shall be amended or replaced, as appropriate.
(1) In workplaces where the workflow can be determined in advance, standards of labour consumption should be laid down, monitoring the quantity and quality of work carried out, where other conditions are met, in particular ensuring the safe performance of work, individual or collective task wages should be used.
(2) The dependency of earnings on compliance with labour consumption standards can be determined in a differentiated manner, taking into account the quality of standards and the need for wage differentiation.
(3) The necessary proportions between quantitative and qualitative work results are ensured by an efficient combination of basic wage forms with bonuses and rewards.
(1) The premium is used to reward the results of work that can be expressed in advance by the technical or economic indicators that the workers influence and are responsible for the performance of.
(2) The amount of the premium and its operation shall be determined according to the performance of the premium indicators and shall be proportionate to the economic benefits achieved and the resources generated.
(3) The specific conditions for the premium shall be governed by the premium regulations issued by the director of the undertaking (establishment).
(1) Rewards may be granted for exceptional work results and for particularly successful and innovative work tasks.
(2) Of the resources of the workers' fund (remuneration fund), funds of masters, heads of operations, plant managers and, where appropriate, other managers who are operating in their jurisdiction to pay remuneration may be created.
(3) The specific conditions for the provision of remuneration and the creation of funds under the preceding paragraph shall be laid down by the Director of the undertaking (establishment).
The granting of premiums and remuneration must be carried out in such a way as to avoid double remuneration for the same work results.
Shares in economic results
Workers may be given shares in the total economic results of the enterprise and, where appropriate, shares in the results of the individual internal services.
The shares in the overall economic results of the enterprise shall be granted to all workers who have earned them with their good work and shall be paid after a comprehensive evaluation of the results for the previous year. Workers who have a comprehensive responsibility for the economic performance of an undertaking or an establishment may only be granted shares in annual results.
(1) In line with the gradual deepening of the internal market, which allows reliable identification of the results of the management of the various economic centres, workers may be granted a share of the results of these services. In doing so, it is necessary to ensure a reasonable ratio between the share of the results of the economic centres and of the entire undertaking, that these workers have a sufficient interest in the results of the enterprise.
(2) Shares in the economic results of the internal services may be paid for a shorter period than one year.
Workers of industry directorates shall be provided with shares in the economic results achieved within the production unit. The shares shall be paid after a comprehensive assessment of the overall economic results of the production unit over the previous year.
(1) The size of the shares of individual workers is determined in a differentiated manner, in particular according to their responsibility and merit for the economic results achieved.
(2) In order to closely combine the interests of managers with the interests of the company's long-term economic development (production units), personal accounts may be opened for them, to which part of their annual share of economic results is transferred. Similarly, managers of in-house services for which personal accounts are used in view of the economic results of such services may be treated.
(3) More detailed principles for the provision of shares and the establishment of personal accounts are part of collective agreements (§ 37); In particular, they shall determine the relative proportion of the shares of the employees involved in the economic performance of the undertaking as well as the results of the internal services and for what reasons the shares shall not be paid or reduced.
Labour consumption standards
In establishing and amending labour consumption standards under Section 114 of the Labour Code, the authorities of socialist organisations shall:
(a) performance standards, operating standards and numbers have been determined as justified standards, established by objective methods for the rational organisation of the production process and based on an analysis of technical organisational conditions, to express the necessary consumption of working time;
(b) the standardisation has consistently been linked to the rationalisation of work, the main objective of which is to organise work and work in such a way that, at a given technical level of the production process and other material, financial and labour resources, the cost-effective use of the labour force is achieved in the optimal use of the production equipment and material, the desired quality of the products, while ensuring a high culture of work and the working environment;
(c) production operations and standards have been consistently examined with a focus on critical activities and workplaces, on organisational lagging production sections and so that unsubstantiated standards are replaced by standards justified;
(d) when overstepping the standards set, it has been examined whether time savings do not occur by violating the principles of safety and hygiene of work, prescribed technology and quality or at the expense of the consumption of materials and tools.
The labour consumption standards and their amendments shall be approved and published by the Director of the Enterprise, unless they are established by a higher authority. Where standards are established on the basis of standard documents, only those documents shall be declared. Uniform standards and standards, approved and declared binding by the higher economic authority, replace the standards and standards still in use on the holding, unless those standards are more progressive in view of the technological organisational level of production achieved.
(1) If there is a change in working time consumption on the basis of the invention or improvement of the worker's proposal for work, a standard corresponding to the new conditions should be established and its initiative rewarded in accordance with the relevant rules; Similarly, proposals to improve production conditions which have not been submitted as improvement proposals need to be implemented.
(2) In the introduction of new production, technology and working methods, where appropriate for seasonal work, provisional standards shall be established with a limited duration, as a general rule for a period not exceeding 3 months, or a season or campaign.
For the correct application of wage forms and for normalisation of labour consumption, the National Labour Commission and the authorities in charge of enterprises make methodological recommendations as required.
Tasks of economic authorities and participation of the Revolutionary Trade Union Movement
Powers and responsibilities
(1) It is for undertakings to decide on the application of specific wage forms to individual groups of workers, on the distribution of wage resources and on other issues, provided that they are not reserved for superior bodies.
(2) The branch directorates' competence is to guide the use of economic management tools and wage resources under the conditions of disciplines and enterprises, to ensure justified wage relationships between enterprises and to address, within the framework of the principles set by the authorities, the specific pay issues for the fields, to monitor the development of wages in the field and to check compliance with wage and standardisation discipline.
(1) In particular, the central authorities have the responsibility to process, in accordance with the directives for drawing up a long-term long-term study plan and guidelines for wage developments in the sectors and sectors of their competence, to ensure proportional wage developments in sectors and disciplines, to develop essential government and Commission measures and to guide and control their implementation. The measures taken by the central authorities shall take place in enterprises through branches and, if they are undertakings managed by national committees, through regional national committees. Where binding sector-wide wage adjustment is required for workers of economic organisations, the central authorities shall issue the necessary wage regulations, including for organisations managed by national committees. In the area of the economy managed by the national committees, central authorities have, in principle, tasks of a perspective and methodological nature; cooperate with the Regional National Committees on remuneration tasks.
(2) The central authorities cooperate with the Slovak national authorities to ensure the remuneration tasks in Slovakia.
(3) The responsibility of the national remuneration committees is to monitor and guide wage developments, to check compliance with wage discipline, to continuously verify and ensure the application of economically efficient forms of material interest, thereby helping businesses and organisations to meet the needs of the population in terms of quantity, quality, readiness and to deliver the expected political and economic effect.
It is the responsibility of the Government and its professional bodies to determine the fundamental focus of wage policy in line with the prospects for the development of the national economy and, on this basis, to guide the basic wage ratios and the overall level of wages in the national economy, in individual production sectors and in non-production sectors; in this respect, to influence the creation and use of national income, to address fundamental issues of wage systems, in particular to set wage tariffs and to issue generally binding wage regulations.
Collective agreements
(1) Collective agreements are used to guide wage developments and to adjust wage conditions in the sectors and sectors where the principles of economic governance apply. Collective agreements are concluded by economic organisations with the competent authorities of the Revolutionary Trade Union Movement.
(2) In the field of remuneration, in collective agreements under the conditions of disciplines and enterprises (establishments), the regulations and directives of the supervisory authorities shall in particular:
(a) the amount of the fund employed in achieving the expected gross income formation, in a system of material interest in the profit of the fund's remuneration in the forecast profit formation;
(b) the allocation of funds from higher than expected gross income (profit), remaining after the gross income (profit) and other liabilities have been met, to the workers' fund (remuneration fund), to the reserve fund, other funds and to other needs;
(c) proportion in the use of the resources of the Workers' Fund for remuneration for individual work results and share of economic results;
(d) the development of wage relationships between the main groups of workers;
(e) the use of fixed wage rates and wage supplements;
(f) principles for the provision of shares in economic results and for the establishment of personal accounts;
(g) the principles governing the use of remuneration funds in the application of the social guarantee of wages and in economically undesirable wage developments;
(h) principles for the application of the procedure to workers adversely affecting the results of the economy (§ 12);
(i) certain working and wage conditions of workers, specific to the undertaking concerned and, where appropriate, to the field.
(3) The Central Board of Trade Unions sets out directives for the conclusion, registration, registration and control of collective agreements as regards their content on remuneration matters in an agreement with the State Labour Commission.
Wage control
The central authorities and the national committees superior to undertakings shall check that the wage payments correspond to the actual results of the management and the effective provision of other business needs, and that the centrally established wage policy principles and their own remuneration and labour standards directives are respected. On the basis of the outcome of the checks, it shall, within the limits of its competence as laid down in the relevant provisions, take measures to address any deficiencies and to improve the effectiveness of remuneration.
(1) To ensure the consistency of social and corporate interests in the verification of the creation and use of enterprise funds and in particular to ensure economically justified wage developments
(a) affect the level of remuneration resources by applying its economic instruments, in particular credit and interest; in the event of disproportionate growth, it shall direct the use of the resources generated to supplement the company's reserves and other special-purpose funds;
(b) verify the correctness of gross income and profit formation and their distribution for each purpose in accordance with the rules laid down; where deficiencies have been identified, initiate the recovery of part of the funds;
(c) monitor the use of direct and indirect wage policy management tools and wage developments, depending on the actual results of business management;
(d) examine compliance with wage policy regulations, the effectiveness of the forms of remuneration applied, in particular premiums, in particular in the event of undesired wage developments and the inconsistency between resource creation and wage payment;
(e) examine in a comprehensive assessment of the economic development of enterprises whether undertakings are using labour rationally, respecting the limits set for the number of workers, using all reserves of labour productivity growth in order to achieve maximum production growth by increasing labour productivity;
(f) checks that wages are paid in the context of the resources created, analyses the causes of the discrepancy between the creation of resources and the payment of wages and checks in detail the activities of undertakings, in particular in cases of insufficient generation of resources or, where appropriate, in the granting of a wage credit; issue regulations to control the use of wage appropriations;
(g) carry out checks specifically aimed at central wage policy management; participate in the assessment of overall wage developments by central authorities, while applying experience and knowledge from the Bank's work.
Participation of the Revolutionary Trade Union Movement
(1) The preparation and implementation of essential wage measures must be carried out at all stages in agreement with the competent authorities of the Revolutionary Trade Union Movement.
(2) The Central Council of Trade Unions has expressed its views on the proposals for wage measures submitted to the Government and the State Labour Commission, or it has made proposals to them.
(3) Cooperation with trade union bodies on remuneration issues is governed by the Labour Code and by the resolution of the Fourth Trade Union Congress on the racing committees of the basic organizations of the Revolutionary Trade Union Movement (Act No. 37 / 1959 Coll.) with changes and additions made by the resolution of the national trade union conference of 1965 (annex to the Labour Code).
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Regulation Information
| Citation | Decree of the National Labour Commission No. 91 / 1965 Coll., on the remuneration of work in the new system of planned management of the national economy |
|---|---|
| Regulation Type | - |
| Author | - |
| Collection | Code of Laws |
| Date of Promulgation | 23.09.1965 |
|---|---|
| Effective from | 01.01.1966 |
| Effective until | - |
| Status | Valid |
The regulation text is for informational purposes only.
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