I'd like to recommend the place where everyone could probably find zakonik prace pdf writer, but probably, you would need to register there. Board index Free Unlimited PDF Downloads Free Downloads. Forum 3. Search Please, help me to find this zakonnik prace pdf file. Thanks!. LABOUR CODE. (full translation). No. / Coll.,,Zákoník práce”. The English translation of these statutory provisions is protected under the Copyright Act.
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Zákoník práce (pdf, kB); Basic information on employment regulations on a new obligation regarding transnational provision of services (pdf, kB). Original name: Zákon Zákonník práce. Name Ministry of Labour, Social Affairs and Family (MPSVR), Slovakia PDF of Act in English as amended to Act No. Gabnela Hrabanova Sbirka zakonu. (l). 65 Zakonik prace l6 June l [online ]. Available from: crafazapicom.ml [Accessed 6 April.
New types of employment contracts 3. Project-based employment contract A project-based employment contract is a fixed-term contract whereby an employee undertakes to carry out his job functions for the particular project. To achieve the above-mentioned result an employee may determine working time regime by himself and work either at or outside the workplace. The maximum permitted duration of the contract is 2 years for the new employees or when the parties agree on project-based work in addition to the existing employment contract of another type or 5 years when the existing employment contract is replaced.
Job-sharing employment contract Under a job-sharing employment contract, two employees agree with an employer to share one job position. Job-sharing contracts may contain details regarding the type of the contract, identity of the other employee, number of working hours per week, etc.
Employment contract for several employers Under an employment contract for several employers, an employee can work for two or more employers by performing the same job function.
When this type of contract contains a provision that working time of an employee is not divided among employers, information regarding the remuneration for the working time by each employer has to be determined. Apprenticeship employment contract An apprenticeship employment contract is a fixed-term contract, which is concluded when a person is employed for the purpose of either acquiring qualification and skills or gaining competences required for the profession.
The maximum duration of this contract is 6 months with some applicable exceptions. Other amendments 4.
Fixed-term employment contract From 1 July a fixed-term employment contracts may be concluded for work of a permanent nature. In the latter case the trade union will have all powers of the works council and perform all functions assigned to it. In smaller companies, employees may be represented by an employee trustee elected by the employees. Remuneration system should be determined in the collective agreement.
When a collective agreement is not concluded and the average number of employees is twenty or more, remuneration system has to be approved by the employer and made available to all the employees.
Policy and measures have to be published in ways that are normally used for publishing in the workplace. Minimum salary According to new Labour Code, minimum salary may only be paid for unqualified work. Social dialogue Occupational safety and health is dealt in tripartite forums. Regional level plays an important role in the system: there are regional bilateral contractual agreements of social partners, and agreements between the labour inspectorates and the trade unions.
The new labour legislation introduced important changes in collective bargaining. Social partners in the private sector can negotiate in collective bargaining on any issue on which they agree.
However, the scope of collective bargaining in the public sector is limited to issues specified by the Act on civil service  and the Act on public service . According to the labour inspection reports the communication and co-operation of employers with their employees in the OSH area is insufficient in small enterprises: in many cases no representatives of employees for OSH have been nominated and the cooperation between the employers and the employees was weak.
Social partners report that social dialogue is the most fruitful in companies that already have a long tradition of it.
It is based on the Tripartite Act. Each side delegates seven members to the body, which reconciliates standpoints to proposals of generally binding legal regulations applying to - among others — working conditions.
It particularly seeks the strengthening of health and safety at work.
The Confederation has several professional trade union labour inspectors. Some regional inspectors also provide consultancy services, helping the negotiators also in the area of OSH during the collective bargaining on sectoral and enterprise level.
Social dialogue at sectoral level Social dialogue about working conditions takes place on sectoral as well as local enterprise level where it has more factual and detailed outcomes. In the transport, post and telecommunications sectors effective sectoral tripartite social dialogue takes place. Its specific supervisory and advisory rights are laid down in the OSH Act. If there is no employee safety representative appointed then the consultation is direct with the employees.
Only the trade unions are entitled to collective bargaining, which is considered the most effective form of social dialogue. The Ministry of Labour, Social Affairs and Family of the Slovak Republic  is responsible for occupational safety and labour inspection.
Occupational health and hygiene are within the competence of the Ministry of Health of the Slovak Republic . Therefore there are separate executive agencies of the ministries, which closely co-operate on national and regional levels in the field of OSH.
Both authorities can impose sanctions on employers in case of relevant shortcomings. The National Labour Inspectorate manages and controls the eight labour inspectorates in the regions and unifies and rationalises working methods of the labour inspectors, who are civil servants. A labour inspectorate is independent at the performance of labour inspection.
Inspections aim at adherence to legal provisions in several fields of OSH: safety at work, safety of technical equipment, working environment agents, nuclear equipment, major industrial accidents, chemicals, and market surveillance of certain products. Recently the provision of free consultations to employers has been rising.
It is the National Labour Inspectorate that issues and revokes authorisation to perform safety technical services and OSH training and education. The tasks of authorisation for verification of meeting the requirements for safety of technical equipment and certification to authorised safety technicians are also legally assigned to NIP.
State defence, police and armed forces have their own labour inspection bodies. The activities of these inspectors are paid for by the state.
It manages, controls and coordinates the execution of state administration carried out by regional public health offices. State administration in the sector of health on regional level is ensured by 36 regional public health authorities, 8 of which are in county towns, ensure professional and methodical directing of the others. They also supervise the performance of occupational health services, and carry out specialized tasks focused on monitoring of health status of employees in relation with working conditions.
The public health authorities provide counselling for employers on the implementation of pertinent legal requirements.
Several ministries e. Defence, Interior, Transport have their own public health authorities. A strategy for occupational safety and health has to be elaborated, except for companies with 10 employees or less. If the activity and risks are higher then this obligation applies to companies with less than 10 employees too.