{"id":2342,"date":"2022-10-25T11:38:00","date_gmt":"2022-10-25T09:38:00","guid":{"rendered":"http:\/\/wise3.sk\/?p=2342"},"modified":"2025-02-05T17:09:05","modified_gmt":"2025-02-05T16:09:05","slug":"zmeny-v-zakonniku-prace-od-1-novembra-2022","status":"publish","type":"post","link":"https:\/\/wise3.sk\/en\/pracovne-pravo-odmenovanie\/zmeny-v-zakonniku-prace-od-1-novembra-2022\/","title":{"rendered":"Zmeny v Z\u00e1konn\u00edku pr\u00e1ce od 1. novembra 2022"},"content":{"rendered":"<!--themify_builder_content-->\n<div id=\"themify_builder_content-2342\" data-postid=\"2342\" class=\"themify_builder_content themify_builder_content-2342 themify_builder tf_clear\">\n                    <div  data-lazy=\"1\" class=\"module_row themify_builder_row tb_nkbq100 tb_first tf_w\">\n                        <div class=\"row_inner col_align_top tb_col_count_1 tf_box tf_rel\">\n                        <div  data-lazy=\"1\" class=\"module_column tb-column col-full tb_ga1k101 first\">\n                    <!-- module text -->\n<div  class=\"module module-text tb_flkm858\" data-lazy=\"1\">\n        <div  class=\"tb_text_wrap\">\n        <p>Novelou Z\u00e1konn\u00edka pr\u00e1ce z\u00e1konom \u010d. 350\/2022 Z. z. sa s \u00fa\u010dinnos\u0165ou od 1. novembra 2022 menia niektor\u00e9 pravidl\u00e1 vypl\u00fdvaj\u00face z pracovnopr\u00e1vnych vz\u0165ahov. Novela prin\u00e1\u0161a po\u010detn\u00e9 a v\u00fdznamn\u00e9 zmeny, ktor\u00e9 sa dot\u00fdkaj\u00fa viacer\u00fdch pr\u00e1v a povinnost\u00ed zamestn\u00e1vate\u013eov a zamestnancov v r\u00e1mci pracovnopr\u00e1vnych vz\u0165ahov.<\/p>\n<p>\u00da\u010delom tejto novely Z\u00e1konn\u00edka pr\u00e1ce bola povinnos\u0165 transpoz\u00edcie eur\u00f3pskych smern\u00edc:<\/p>\n<ul>\n<li>smernice Eur\u00f3pskeho parlamentu a Rady (E\u00da) 2019\/1152 z 20. j\u00fana 2019 o transparentn\u00fdch a predv\u00eddate\u013en\u00fdch pracovn\u00fdch podmienkach v Eur\u00f3pskej \u00fanii a<\/li>\n<li>smernice Eur\u00f3pskeho parlamentu a Rady (E\u00da) 2019\/1158 z 20. j\u00fana 2019 o rovnov\u00e1he medzi pracovn\u00fdm a s\u00fakromn\u00fdm \u017eivotom rodi\u010dov a os\u00f4b s opatrovate\u013esk\u00fdmi povinnos\u0165ami, ktorou sa zru\u0161uje smernica Rady 2010\/18\/E\u00da.<\/li>\n<\/ul>\n<p>V \u010dl\u00e1nku prin\u00e1\u0161ame preh\u013ead najd\u00f4le\u017eitej\u0161\u00edch zmien v Z\u00e1konn\u00edku pr\u00e1ce, ktor\u00e9 nadob\u00fadaj\u00fa \u00fa\u010dinnos\u0165 1. novembra 2022.<\/p>    <\/div>\n<\/div>\n<!-- \/module text -->        <\/div>\n                        <\/div>\n        <\/div>\n                        <div  data-lazy=\"1\" class=\"module_row themify_builder_row tb_pe7n69 tf_w\">\n                        <div class=\"row_inner col_align_top tb_col_count_1 tf_box tf_rel\">\n                        <div  data-lazy=\"1\" class=\"module_column tb-column col-full tb_fzmk69 first\">\n                    <!-- module text -->\n<div  class=\"module module-text tb_hkqz742\" data-lazy=\"1\">\n        <div  class=\"tb_text_wrap\">\n        <p><strong>A. Pracovn\u00e1 zmluva a inform\u00e1cia o pracovn\u00fdch podmienkach a podmienkach zamestnania<\/strong><\/p>\n<p>Novelizovan\u00e1 pr\u00e1vna \u00faprava umo\u017e\u0148uje zamestn\u00e1vate\u013eovi upravi\u0165 v\u00a0pracovnej zmluva (\u201e<strong>PZ<\/strong>\u201c) iba<strong> tzv. podstatn\u00e9 n\u00e1le\u017eitosti,<\/strong> ktor\u00fdch rozsah sa nezmenil, pri\u010dom pri \u00faprave miesta v\u00fdkonu pr\u00e1ce novela u\u017e reflektuje na mo\u017enos\u0165 ur\u010denia viacer\u00fdch miest v\u00fdkonu pr\u00e1ce (pri \u010diasto\u010dnej dom\u00e1ckej pr\u00e1ci\/telepr\u00e1ci).<\/p>\n<p>Zmena sa t\u00fdka najm\u00e4] tzv<strong>. \u010fal\u0161\u00edch pracovn\u00fdch podmienok<\/strong> a\u00a0<strong>podmienok zamestnania<\/strong>, ktor\u00e9 m\u00f4\u017eu by\u0165 <strong>s\u00fa\u010das\u0165ou PZ<\/strong> alebo ich zamestn\u00e1vate\u013e poskytne zamestnancovi <strong>formou p\u00edsomnej inform\u00e1cie<\/strong> (vr\u00e1tane emailovej) v\u00a0stanoven\u00fdch lehot\u00e1ch od vzniku pracovn\u00e9ho pomeru.<\/p>\n<p>Rozsah \u010fal\u0161\u00edch inform\u00e1cii sa roz\u0161iruje o:<\/p>\n<ul>\n<li><strong>sp\u00f4sob ur\u010denia miesta v\u00fdkonu pr\u00e1ce<\/strong>, resp. hlavn\u00e9 miesta v\u00fdkonu pr\u00e1ce, ak je v\u00a0PZ dohodnut\u00fdch viacero miest v\u00fdkonu pr\u00e1ce,<\/li>\n<li><strong>detailn\u00e9 inform\u00e1cie o\u00a0t\u00fd\u017edennom pracovnom \u010dase <\/strong>(t.j. sp\u00f4sob a\u00a0pravidl\u00e1 rozvrhnutia pracovn\u00e9ho \u010dasu, rozsah a\u00a0\u010das prest\u00e1vok v\u00a0pr\u00e1ci, nepretr\u017eit\u00e9ho denn\u00e9ho odpo\u010dinku, nepretr\u017eit\u00e9ho odpo\u010dinku v\u00a0t\u00fd\u017edni a\u00a0pravidl\u00e1 pr\u00e1ce nad\u010das vr\u00e1tane mzdov\u00e9ho zv\u00fdhodnenia),<\/li>\n<li><strong>sp\u00f4sob ur\u010denia dovolenky<\/strong>,<\/li>\n<li>splatnos\u0165 mzdy a\u00a0v\u00fdplata mzdy,<\/li>\n<li>pravidl\u00e1 skon\u010denia pracovn\u00e9ho pomeru, t.j. d\u013a\u017eka v\u00fdpovednej doby alebo sp\u00f4sob jej ur\u010denia, <strong>lehota na podanie \u017ealoby o ur\u010denie neplatnosti skon\u010denia pracovn\u00e9ho pomeru<\/strong>.<\/li>\n<\/ul>\n<p><strong>Zamestn\u00e1vate\u013e je povinn\u00fd poskytn\u00fa\u0165 tieto inform\u00e1cie doteraj\u0161iemu <\/strong>len v\u00a0pr\u00edpade, <strong>ak o\u00a0to zamestnanec po\u017eiad<\/strong>a a\u00a0neboli mu predt\u00fdm tieto inform\u00e1cie poskytnut\u00e9, a\u00a0to v\u00a0term\u00edne do 1 mesiaca odo d\u0148a podania \u017eiadosti.<\/p>\n<p>V\u00a0zmysle vy\u0161\u0161ie uveden\u00e9ho bude ma\u0165 zamestn\u00e1vate\u013e na v\u00fdber \u010di (a) uprav\u00ed existuj\u00face PZ o nov\u00e9 pracovn\u00e9 podmienky\/podmienky zamestnania, alebo (b) poskytne inform\u00e1ciu o \u010fal\u0161\u00edch pracovn\u00fdch podmienkach formou p\u00edsomnej inform\u00e1cie ako dodato\u010dn\u00e9ho pracovnopr\u00e1vneho dokumentu.<\/p>\n<p>V\u00a0ka\u017edom pr\u00edpade <strong>novela Z\u00e1konn\u00edka pr\u00e1ce vy\u017eaduje od zamestn\u00e1vate\u013ea \u00fapravu PZ resp. existuj\u00facej pracovnopr\u00e1vnej dokument\u00e1cie obsahuj\u00facej tzv. \u010fal\u0161ie pracovn\u00e9 podmienky a\u00a0podmienky zamestnania. <\/strong><\/p>\n<p><strong>B. Pracovn\u00fd pomer na dobu ur\u010dit\u00fa a sk\u00fa\u0161obn\u00e1 doba <\/strong><\/p>\n<p>Pri pracovnom pomere na dobu ur\u010dit\u00fa sa pri ur\u010den\u00ed d\u013a\u017eky sk\u00fa\u0161obnej doby (z\u00e1konn\u00fd limit tri resp. \u0161es\u0165 mesiacov) zoh\u013eadn\u00ed aj nov\u00e9 pravidlo, pod\u013ea ktor\u00e9ho sk\u00fa\u0161obn\u00e1 doba nebude dlh\u0161ia ako polovica dohodnutej doby trvania pracovn\u00e9ho pomeru.<\/p>\n<p>To znamen\u00e1, \u017ee pri pracovn\u00fdch pomeroch dohodnut\u00fdch na dobu ur\u010dit\u00fa napr. p\u00e4\u0165 mesiacov, nebude mo\u017en\u00e9 dohodn\u00fa\u0165 sk\u00fa\u0161obn\u00fa dobu v\u00a0z\u00e1konnom maxim\u00e1lnom rozsahu troch mesiacov.<\/p>\n<p><strong>C. V\u00fdkon inej z\u00e1robkovej \u010dinnosti mimo pracovn\u00e9ho \u010dasu <\/strong><\/p>\n<p>Posil\u0148uje sa pr\u00e1vo zamestnanca na in\u00fa z\u00e1robkov\u00fa \u010dinnos\u0165 vykon\u00e1van\u00fa mimo dohodnut\u00e9ho pracovn\u00e9ho \u010dasu so zamestn\u00e1vate\u013eom a\u00a0z\u00e1rove\u0148 nekonkuruj\u00facu zamestn\u00e1vate\u013eovi.<\/p>\n<p><strong>D. Elektronick\u00e9 poskytovanie inform\u00e1cii<\/strong><\/p>\n<p><strong>P\u00edsomn\u00fa inform\u00e1ciu<\/strong>, ktor\u00fa je zamestn\u00e1vate\u013e povinn\u00fd poskytn\u00fa\u0165 zamestnancovi pod\u013ea Z\u00e1konn\u00edka pr\u00e1ce alebo in\u00e9ho pracovnopr\u00e1vneho predpisu bude mo\u017en\u00e9 poskytn\u00fa\u0165, za splnenia ur\u010dit\u00fdch podmienok, aj <strong>v\u00a0elektronickej forme<\/strong> (e-mailom\/intranetom).<\/p>\n<p><strong>E. Otcovsk\u00e1 dovolenka <\/strong><\/p>\n<p>Novelou sa umo\u017e\u0148uje u\u017e aj zamestnancom \u2013 otcom \u010derpa\u0165 tzv. otcovsk\u00fa dovolenku a\u00a0to v\u00a0trvan\u00ed <strong>28 t\u00fd\u017ed\u0148ov<\/strong>; v\u00a0pr\u00edpade osamel\u00e9ho mu\u017ea to bude 31 t\u00fd\u017ed\u0148ov a\u00a0v\u00a0pr\u00edpade narodenia 2 a\u00a0viac det\u00ed a\u017e 37 t\u00fd\u017ed\u0148ov.<\/p>\n<p>Zamestnanec \u2013 otec m\u00f4\u017ee \u010derpa\u0165 otcovsk\u00fa dovolenku aj v\u00a0trvan\u00ed max. <strong>2 t\u00fd\u017ed\u0148ov v obdob\u00ed 6 t\u00fd\u017ed\u0148ov<\/strong> <strong>po naroden\u00ed die\u0165a\u0165a<\/strong>, aj popri matke die\u0165a\u0165a (ktor\u00e1 je na materskej dovolenke) a\u00a0n\u00e1sledne zbytok 26 t\u00fd\u017ed\u0148ov, resp. 29 alebo 35, do troch rokov veku die\u0165a\u0165a (det\u00ed).<\/p>\n<p>Z\u00e1rove\u0148 sa aj na zamestnancov- otcov na otcovskej dovolenke bude <strong>vz\u0165ahova\u0165 z\u00e1kaz v\u00fdpovede resp. okam\u017eit\u00e9ho skon\u010denia pracovn\u00e9ho pomeru<\/strong> po\u010das \u010derpania otcovskej dovolenky.<\/p>\n<p><strong>F. Zr\u00e1\u017eky zo mzdy bez dohody <\/strong><\/p>\n<p>Pod\u013ea novej pr\u00e1vnej \u00fapravy bude zamestn\u00e1vate\u013e opr\u00e1vnen\u00fd vykona\u0165 zr\u00e1\u017eku zo mzdy zamestnanca aj v\u00a0pr\u00edpadoch nevy\u00fa\u010dtovan\u00fdch preddavkov na pr\u00edspevok zamestn\u00e1vate\u013ea na stravovanie alebo na \u00fa\u010delovo viazan\u00fd finan\u010dn\u00fd pr\u00edspevok na stravovanie. Doteraz k\u00a0tomu zamestn\u00e1vate\u013e potreboval p\u00edsomn\u00fa dohodu so zamestnancom.<\/p>\n<p><strong>G. Dohody mimo pracovn\u00e9ho pomeru <\/strong><\/p>\n<p>Pri v\u0161etk\u00fdch troch typoch doh\u00f4d mimo pracovn\u00e9ho pomeru vznik\u00e1 zamestn\u00e1vate\u013eovi nov\u00e1 informa\u010dn\u00e1 povinnos\u0165 o:<\/p>\n<ul>\n<li>d\u0148och a \u010dasov\u00fdch \u00fasekoch, v ktor\u00fdch m\u00f4\u017ee od zamestnanca vy\u017eadova\u0165 vykon\u00e1vanie pr\u00e1ce;<\/li>\n<li>lehote, v ktorej m\u00e1 by\u0165 zamestnanec informovan\u00fd o v\u00fdkone pr\u00e1ce pred jej za\u010diatkom, ktor\u00e1 nesmie by\u0165 krat\u0161ia ako 24 hod\u00edn.<\/li>\n<\/ul>\n<p>V\u00a0pr\u00edpade, <strong>ak zamestn\u00e1vate\u013e zru\u0161\u00ed v\u00fdkon pr\u00e1ce v\u00a0lehote krat\u0161ej ako lehota, ktor\u00fa ozn\u00e1mil zamestnancovi<\/strong>, bude zamestnancovi patri\u0165 <strong>n\u00e1hrada odmeny minim\u00e1lne vo v\u00fd\u0161ke sumy 30 %<\/strong> z odmeny, ktor\u00fa by bol inak dostal, ak by pr\u00e1cu re\u00e1lne vykonal.<\/p>\n<p><strong>Zamestnanec nebude povinn\u00fd vykona\u0165 pr\u00e1cu<\/strong>, ak zamestn\u00e1vate\u013e bude po\u017eadova\u0165 v\u00fdkon pr\u00e1ce v\u00a0rozpore s\u00a0vy\u0161\u0161ie uveden\u00fdm.<\/p>\n<p><strong>H. \u017diados\u0165 o dom\u00e1cku pr\u00e1cu, telepr\u00e1cu alebo o pr\u00e1cu z dom\u00e1cnosti<\/strong><\/p>\n<p>Zamestn\u00e1vate\u013e bude povinn\u00fd, v pr\u00edpade, ak po\u017eiada <strong>\u017eena alebo mu\u017e trvale sa staraj\u00faci o die\u0165a mlad\u0161ie ako osem rokov<\/strong> o <strong>dom\u00e1cku pr\u00e1cu, telepr\u00e1cu alebo o pr\u00e1cu z dom\u00e1cnosti<\/strong> na \u00fa\u010dely starostlivosti o die\u0165a, <strong>poskytn\u00fa\u0165 im p\u00edsomn\u00fa od\u00f4vodnen\u00fa odpove\u010f, ak ich \u017eiadosti nevyhovel<\/strong> v primeranej lehote<\/p>    <\/div>\n<\/div>\n<!-- \/module text -->        <\/div>\n                        <\/div>\n        <\/div>\n        <\/div>\n<!--\/themify_builder_content-->","protected":false},"excerpt":{"rendered":"<p>Novelou Z\u00e1konn\u00edka pr\u00e1ce z\u00e1konom \u010d. 350\/2022 Z. z. sa s \u00fa\u010dinnos\u0165ou od 1. novembra 2022 menia niektor\u00e9 pravidl\u00e1 vypl\u00fdvaj\u00face z pracovnopr\u00e1vnych vz\u0165ahov. Novela prin\u00e1\u0161a po\u010detn\u00e9 a v\u00fdznamn\u00e9 zmeny, ktor\u00e9 sa dot\u00fdkaj\u00fa viacer\u00fdch pr\u00e1v a povinnost\u00ed zamestn\u00e1vate\u013eov a zamestnancov v r\u00e1mci pracovnopr\u00e1vnych vz\u0165ahov. \u00da\u010delom tejto novely Z\u00e1konn\u00edka pr\u00e1ce bola povinnos\u0165 transpoz\u00edcie eur\u00f3pskych smern\u00edc: smernice Eur\u00f3pskeho parlamentu [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":2343,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","_seopress_titles_title":"Zmeny v Z\u00e1konn\u00edku pr\u00e1ce od 1. novembra 2022 | wise3.sk","_seopress_titles_desc":"Novelou Z\u00e1konn\u00edka pr\u00e1ce z\u00e1konom \u010d. 350\/2022 Z. z. sa s \u00fa\u010dinnos\u0165ou od 1. novembra 2022 menia niektor\u00e9 pravidl\u00e1 vypl\u00fdvaj\u00face z pracovnopr\u00e1vnych vz\u0165ahov. Novela prin\u00e1\u0161a po\u010detn\u00e9 a v\u00fdznamn\u00e9 zmeny.","_seopress_robots_index":"","footnotes":""},"categories":[7],"tags":[],"class_list":["post-2342","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-pracovne-pravo-odmenovanie","has-post-title","has-post-date","has-post-category","has-post-tag","has-post-comment","has-post-author",""],"builder_content":"<p>Novelou Z\u00e1konn\u00edka pr\u00e1ce z\u00e1konom \u010d. 350\/2022 Z. z. sa s \u00fa\u010dinnos\u0165ou od 1. novembra 2022 menia niektor\u00e9 pravidl\u00e1 vypl\u00fdvaj\u00face z pracovnopr\u00e1vnych vz\u0165ahov. Novela prin\u00e1\u0161a po\u010detn\u00e9 a v\u00fdznamn\u00e9 zmeny, ktor\u00e9 sa dot\u00fdkaj\u00fa viacer\u00fdch pr\u00e1v a povinnost\u00ed zamestn\u00e1vate\u013eov a zamestnancov v r\u00e1mci pracovnopr\u00e1vnych vz\u0165ahov.<\/p> <p>\u00da\u010delom tejto novely Z\u00e1konn\u00edka pr\u00e1ce bola povinnos\u0165 transpoz\u00edcie eur\u00f3pskych smern\u00edc:<\/p> <ul> <li>smernice Eur\u00f3pskeho parlamentu a Rady (E\u00da) 2019\/1152 z 20. j\u00fana 2019 o transparentn\u00fdch a predv\u00eddate\u013en\u00fdch pracovn\u00fdch podmienkach v Eur\u00f3pskej \u00fanii a<\/li> <li>smernice Eur\u00f3pskeho parlamentu a Rady (E\u00da) 2019\/1158 z 20. j\u00fana 2019 o rovnov\u00e1he medzi pracovn\u00fdm a s\u00fakromn\u00fdm \u017eivotom rodi\u010dov a os\u00f4b s opatrovate\u013esk\u00fdmi povinnos\u0165ami, ktorou sa zru\u0161uje smernica Rady 2010\/18\/E\u00da.<\/li> <\/ul> <p>V \u010dl\u00e1nku prin\u00e1\u0161ame preh\u013ead najd\u00f4le\u017eitej\u0161\u00edch zmien v Z\u00e1konn\u00edku pr\u00e1ce, ktor\u00e9 nadob\u00fadaj\u00fa \u00fa\u010dinnos\u0165 1. novembra 2022.<\/p>\n<p><strong>A. Pracovn\u00e1 zmluva a inform\u00e1cia o pracovn\u00fdch podmienkach a podmienkach zamestnania<\/strong><\/p> <p>Novelizovan\u00e1 pr\u00e1vna \u00faprava umo\u017e\u0148uje zamestn\u00e1vate\u013eovi upravi\u0165 v\u00a0pracovnej zmluva (\u201e<strong>PZ<\/strong>\u201c) iba<strong> tzv. podstatn\u00e9 n\u00e1le\u017eitosti,<\/strong> ktor\u00fdch rozsah sa nezmenil, pri\u010dom pri \u00faprave miesta v\u00fdkonu pr\u00e1ce novela u\u017e reflektuje na mo\u017enos\u0165 ur\u010denia viacer\u00fdch miest v\u00fdkonu pr\u00e1ce (pri \u010diasto\u010dnej dom\u00e1ckej pr\u00e1ci\/telepr\u00e1ci).<\/p> <p>Zmena sa t\u00fdka najm\u00e4] tzv<strong>. \u010fal\u0161\u00edch pracovn\u00fdch podmienok<\/strong> a\u00a0<strong>podmienok zamestnania<\/strong>, ktor\u00e9 m\u00f4\u017eu by\u0165 <strong>s\u00fa\u010das\u0165ou PZ<\/strong> alebo ich zamestn\u00e1vate\u013e poskytne zamestnancovi <strong>formou p\u00edsomnej inform\u00e1cie<\/strong> (vr\u00e1tane emailovej) v\u00a0stanoven\u00fdch lehot\u00e1ch od vzniku pracovn\u00e9ho pomeru.<\/p> <p>Rozsah \u010fal\u0161\u00edch inform\u00e1cii sa roz\u0161iruje o:<\/p> <ul> <li><strong>sp\u00f4sob ur\u010denia miesta v\u00fdkonu pr\u00e1ce<\/strong>, resp. hlavn\u00e9 miesta v\u00fdkonu pr\u00e1ce, ak je v\u00a0PZ dohodnut\u00fdch viacero miest v\u00fdkonu pr\u00e1ce,<\/li> <li><strong>detailn\u00e9 inform\u00e1cie o\u00a0t\u00fd\u017edennom pracovnom \u010dase <\/strong>(t.j. sp\u00f4sob a\u00a0pravidl\u00e1 rozvrhnutia pracovn\u00e9ho \u010dasu, rozsah a\u00a0\u010das prest\u00e1vok v\u00a0pr\u00e1ci, nepretr\u017eit\u00e9ho denn\u00e9ho odpo\u010dinku, nepretr\u017eit\u00e9ho odpo\u010dinku v\u00a0t\u00fd\u017edni a\u00a0pravidl\u00e1 pr\u00e1ce nad\u010das vr\u00e1tane mzdov\u00e9ho zv\u00fdhodnenia),<\/li> <li><strong>sp\u00f4sob ur\u010denia dovolenky<\/strong>,<\/li> <li>splatnos\u0165 mzdy a\u00a0v\u00fdplata mzdy,<\/li> <li>pravidl\u00e1 skon\u010denia pracovn\u00e9ho pomeru, t.j. d\u013a\u017eka v\u00fdpovednej doby alebo sp\u00f4sob jej ur\u010denia, <strong>lehota na podanie \u017ealoby o ur\u010denie neplatnosti skon\u010denia pracovn\u00e9ho pomeru<\/strong>.<\/li> <\/ul> <p><strong>Zamestn\u00e1vate\u013e je povinn\u00fd poskytn\u00fa\u0165 tieto inform\u00e1cie doteraj\u0161iemu <\/strong>len v\u00a0pr\u00edpade, <strong>ak o\u00a0to zamestnanec po\u017eiad<\/strong>a a\u00a0neboli mu predt\u00fdm tieto inform\u00e1cie poskytnut\u00e9, a\u00a0to v\u00a0term\u00edne do 1 mesiaca odo d\u0148a podania \u017eiadosti.<\/p> <p>V\u00a0zmysle vy\u0161\u0161ie uveden\u00e9ho bude ma\u0165 zamestn\u00e1vate\u013e na v\u00fdber \u010di (a) uprav\u00ed existuj\u00face PZ o nov\u00e9 pracovn\u00e9 podmienky\/podmienky zamestnania, alebo (b) poskytne inform\u00e1ciu o \u010fal\u0161\u00edch pracovn\u00fdch podmienkach formou p\u00edsomnej inform\u00e1cie ako dodato\u010dn\u00e9ho pracovnopr\u00e1vneho dokumentu.<\/p> <p>V\u00a0ka\u017edom pr\u00edpade <strong>novela Z\u00e1konn\u00edka pr\u00e1ce vy\u017eaduje od zamestn\u00e1vate\u013ea \u00fapravu PZ resp. existuj\u00facej pracovnopr\u00e1vnej dokument\u00e1cie obsahuj\u00facej tzv. \u010fal\u0161ie pracovn\u00e9 podmienky a\u00a0podmienky zamestnania. <\/strong><\/p> <p><strong>B. Pracovn\u00fd pomer na dobu ur\u010dit\u00fa a sk\u00fa\u0161obn\u00e1 doba <\/strong><\/p> <p>Pri pracovnom pomere na dobu ur\u010dit\u00fa sa pri ur\u010den\u00ed d\u013a\u017eky sk\u00fa\u0161obnej doby (z\u00e1konn\u00fd limit tri resp. \u0161es\u0165 mesiacov) zoh\u013eadn\u00ed aj nov\u00e9 pravidlo, pod\u013ea ktor\u00e9ho sk\u00fa\u0161obn\u00e1 doba nebude dlh\u0161ia ako polovica dohodnutej doby trvania pracovn\u00e9ho pomeru.<\/p> <p>To znamen\u00e1, \u017ee pri pracovn\u00fdch pomeroch dohodnut\u00fdch na dobu ur\u010dit\u00fa napr. p\u00e4\u0165 mesiacov, nebude mo\u017en\u00e9 dohodn\u00fa\u0165 sk\u00fa\u0161obn\u00fa dobu v\u00a0z\u00e1konnom maxim\u00e1lnom rozsahu troch mesiacov.<\/p> <p><strong>C. V\u00fdkon inej z\u00e1robkovej \u010dinnosti mimo pracovn\u00e9ho \u010dasu <\/strong><\/p> <p>Posil\u0148uje sa pr\u00e1vo zamestnanca na in\u00fa z\u00e1robkov\u00fa \u010dinnos\u0165 vykon\u00e1van\u00fa mimo dohodnut\u00e9ho pracovn\u00e9ho \u010dasu so zamestn\u00e1vate\u013eom a\u00a0z\u00e1rove\u0148 nekonkuruj\u00facu zamestn\u00e1vate\u013eovi.<\/p> <p><strong>D. Elektronick\u00e9 poskytovanie inform\u00e1cii<\/strong><\/p> <p><strong>P\u00edsomn\u00fa inform\u00e1ciu<\/strong>, ktor\u00fa je zamestn\u00e1vate\u013e povinn\u00fd poskytn\u00fa\u0165 zamestnancovi pod\u013ea Z\u00e1konn\u00edka pr\u00e1ce alebo in\u00e9ho pracovnopr\u00e1vneho predpisu bude mo\u017en\u00e9 poskytn\u00fa\u0165, za splnenia ur\u010dit\u00fdch podmienok, aj <strong>v\u00a0elektronickej forme<\/strong> (e-mailom\/intranetom).<\/p> <p><strong>E. Otcovsk\u00e1 dovolenka <\/strong><\/p> <p>Novelou sa umo\u017e\u0148uje u\u017e aj zamestnancom \u2013 otcom \u010derpa\u0165 tzv. otcovsk\u00fa dovolenku a\u00a0to v\u00a0trvan\u00ed <strong>28 t\u00fd\u017ed\u0148ov<\/strong>; v\u00a0pr\u00edpade osamel\u00e9ho mu\u017ea to bude 31 t\u00fd\u017ed\u0148ov a\u00a0v\u00a0pr\u00edpade narodenia 2 a\u00a0viac det\u00ed a\u017e 37 t\u00fd\u017ed\u0148ov.<\/p> <p>Zamestnanec \u2013 otec m\u00f4\u017ee \u010derpa\u0165 otcovsk\u00fa dovolenku aj v\u00a0trvan\u00ed max. <strong>2 t\u00fd\u017ed\u0148ov v obdob\u00ed 6 t\u00fd\u017ed\u0148ov<\/strong> <strong>po naroden\u00ed die\u0165a\u0165a<\/strong>, aj popri matke die\u0165a\u0165a (ktor\u00e1 je na materskej dovolenke) a\u00a0n\u00e1sledne zbytok 26 t\u00fd\u017ed\u0148ov, resp. 29 alebo 35, do troch rokov veku die\u0165a\u0165a (det\u00ed).<\/p> <p>Z\u00e1rove\u0148 sa aj na zamestnancov- otcov na otcovskej dovolenke bude <strong>vz\u0165ahova\u0165 z\u00e1kaz v\u00fdpovede resp. okam\u017eit\u00e9ho skon\u010denia pracovn\u00e9ho pomeru<\/strong> po\u010das \u010derpania otcovskej dovolenky.<\/p> <p><strong>F. Zr\u00e1\u017eky zo mzdy bez dohody <\/strong><\/p> <p>Pod\u013ea novej pr\u00e1vnej \u00fapravy bude zamestn\u00e1vate\u013e opr\u00e1vnen\u00fd vykona\u0165 zr\u00e1\u017eku zo mzdy zamestnanca aj v\u00a0pr\u00edpadoch nevy\u00fa\u010dtovan\u00fdch preddavkov na pr\u00edspevok zamestn\u00e1vate\u013ea na stravovanie alebo na \u00fa\u010delovo viazan\u00fd finan\u010dn\u00fd pr\u00edspevok na stravovanie. Doteraz k\u00a0tomu zamestn\u00e1vate\u013e potreboval p\u00edsomn\u00fa dohodu so zamestnancom.<\/p> <p><strong>G. Dohody mimo pracovn\u00e9ho pomeru <\/strong><\/p> <p>Pri v\u0161etk\u00fdch troch typoch doh\u00f4d mimo pracovn\u00e9ho pomeru vznik\u00e1 zamestn\u00e1vate\u013eovi nov\u00e1 informa\u010dn\u00e1 povinnos\u0165 o:<\/p> <ul> <li>d\u0148och a \u010dasov\u00fdch \u00fasekoch, v ktor\u00fdch m\u00f4\u017ee od zamestnanca vy\u017eadova\u0165 vykon\u00e1vanie pr\u00e1ce;<\/li> <li>lehote, v ktorej m\u00e1 by\u0165 zamestnanec informovan\u00fd o v\u00fdkone pr\u00e1ce pred jej za\u010diatkom, ktor\u00e1 nesmie by\u0165 krat\u0161ia ako 24 hod\u00edn.<\/li> <\/ul> <p>V\u00a0pr\u00edpade, <strong>ak zamestn\u00e1vate\u013e zru\u0161\u00ed v\u00fdkon pr\u00e1ce v\u00a0lehote krat\u0161ej ako lehota, ktor\u00fa ozn\u00e1mil zamestnancovi<\/strong>, bude zamestnancovi patri\u0165 <strong>n\u00e1hrada odmeny minim\u00e1lne vo v\u00fd\u0161ke sumy 30 %<\/strong> z odmeny, ktor\u00fa by bol inak dostal, ak by pr\u00e1cu re\u00e1lne vykonal.<\/p> <p><strong>Zamestnanec nebude povinn\u00fd vykona\u0165 pr\u00e1cu<\/strong>, ak zamestn\u00e1vate\u013e bude po\u017eadova\u0165 v\u00fdkon pr\u00e1ce v\u00a0rozpore s\u00a0vy\u0161\u0161ie uveden\u00fdm.<\/p> <p><strong>H. \u017diados\u0165 o dom\u00e1cku pr\u00e1cu, telepr\u00e1cu alebo o pr\u00e1cu z dom\u00e1cnosti<\/strong><\/p> <p>Zamestn\u00e1vate\u013e bude povinn\u00fd, v pr\u00edpade, ak po\u017eiada <strong>\u017eena alebo mu\u017e trvale sa staraj\u00faci o die\u0165a mlad\u0161ie ako osem rokov<\/strong> o <strong>dom\u00e1cku pr\u00e1cu, telepr\u00e1cu alebo o pr\u00e1cu z dom\u00e1cnosti<\/strong> na \u00fa\u010dely starostlivosti o die\u0165a, <strong>poskytn\u00fa\u0165 im p\u00edsomn\u00fa od\u00f4vodnen\u00fa odpove\u010f, ak ich \u017eiadosti nevyhovel<\/strong> v primeranej lehote<\/p>","_links":{"self":[{"href":"https:\/\/wise3.sk\/en\/wp-json\/wp\/v2\/posts\/2342","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/wise3.sk\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/wise3.sk\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/wise3.sk\/en\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/wise3.sk\/en\/wp-json\/wp\/v2\/comments?post=2342"}],"version-history":[{"count":13,"href":"https:\/\/wise3.sk\/en\/wp-json\/wp\/v2\/posts\/2342\/revisions"}],"predecessor-version":[{"id":7685,"href":"https:\/\/wise3.sk\/en\/wp-json\/wp\/v2\/posts\/2342\/revisions\/7685"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/wise3.sk\/en\/wp-json\/wp\/v2\/media\/2343"}],"wp:attachment":[{"href":"https:\/\/wise3.sk\/en\/wp-json\/wp\/v2\/media?parent=2342"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/wise3.sk\/en\/wp-json\/wp\/v2\/categories?post=2342"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/wise3.sk\/en\/wp-json\/wp\/v2\/tags?post=2342"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}