Our current membership fee level was set based on projected expenses, taking into account a certain level of reserve since predicting a specific number of members is difficult at the beginning. However, it is better if members vote to return any remaining funds at the end of the fiscal year than if there is a shortage to operate the organization. A fact is that we have already received questions regarding the amount of the membership fee from several employees. However, after explaining that their 0.9% investment can bring them an additional €500 tax-deductible item (based on taxation law on the 13th salary) or a regular annual increase of several % in their salary and they are also in a way paying for legal representation insurance, they realize that it is indeed worth it. 

It is true that many trade unions have set membership fees to as high as 1% of net salary, for example, a trade union operating in OSK. Some organizations do not even allow unused funds to be returned to employees. It really depends on the internal policy of each organization. Although we currently do not plan to change the amount of the fee, we do not exclude that such a change will occur on the initiative of members during the upcoming membership meeting. It really depends on the vote of all members. 

If you have any further questions, please do not hesitate to contact us.

You can read about the employer’s obligations in the field of occupational health and safety (BOZP) by following the link below.  link.

The alpha omega in the employment relationship is at least basic knowledge of the labor code. It is a good idea to read it and be aware of the basic rights and obligations, as well as be able to find information directly at the source in case of a problem. The link to the Labor Code can easily be found on the Internet. One of the current versions is for example at this link

https://www.slov-lex.sk/pravne-predpisy/SK/ZZ/2001/311/
If needed, there is also an English version of the LC, which is unfortunately quite old (year 2013). But at worst it can be used (or at least the parts of it that still apply) as inspiration and a source of vocabulary if you need to explain something to your foreign manager.

https://www.employment.gov.sk/files/slovensky/uvod/legislativa/pracovna-legislativa/zakonnik-prace-anglicka-verzia-labour-code-full-wording-2013.pdf

The previous topic is directly related to the next topic – protective period. After the termination of employment, everyone is entitled to a 7-day protective period (if employment lasted less than 7 days, the length of the protective period will be equal to the duration of employment… for example, if the employment lasted 5 days, the protective period will also be 5 days).

The protective period means that a person whose sickness insurance has expired can still claim sickness allowance for seven days (or eight months – for a woman whose employment terminates during pregnancy). If all conditions for the allowance are met, the Social Insurance Agency will grant and continue to pay it.

The protective period may be terminated earlier if a new sickness insurance or entitlement to old-age, early old-age, or disability pension arises. This is because the duration of the protective period ends by the emergence of a new insurance.

This problem is widespread and such violation of labor law by employers is prevalent. It is also popular among foreign employers and various shared service centers. Often it is the laziness and convenience of the employer.

However, be aware that the job description is an integral part of the employment contract and therefore is “holy writ”. Without the employee’s consent, the employer can only order a different job than the one in the employment contract if it is a “prevention of an extraordinary event or the need to mitigate its immediate consequences”.

If you do not have new responsibilities agreed upon in the employment contract, you do not have to perform such work. The company cannot order you to do this work, and unfortunately, it won’t be considered a failure to fulfill your duties.

The employer will not be helped by the “magic formula” in the wording of “according to the manager’s requirements and instructions”.

The law says the following about occupational accidents:

Occupational injury according to § 195 par. 2 of the Labor Code and Act No. 461/2003 Coll. on social insurance as amended (hereinafter referred to as the Social Insurance Act) is health damage that was caused to an employee during the performance of work tasks, in direct connection with it or when preventing damage to the employer, independent of his will, by short-term, sudden and violent external influences . (Further details on the definition of occupational injury are regulated by the Social Insurance Act.)

We divide occupational accidents as follows:

A: Fatal occupational accident

Fatal occupational accident is any occupational accident that causes death immediately or at any time later, if death occurs according to a medical opinion as a result of this occupational accident.

B: Serious occupational accident

A serious occupational accident is an accident if there is death, serious injury or if the expected duration of treatment is more than 42 days. It is recommended that in every work accident, if the affected employee has sought medical treatment and it does not matter whether he is unable to work (“has a written PN”) or not, to ask the doctor or medical facility to issue a written notice of the expected length of treatment, and therefore whether the duration of treatment may be more than 42 days. The doctor or medical facility is obliged to issue such a notice. This will prevent possible misunderstandings and ambiguities when reporting an occupational accident in the event of complications in the treatment of an injured employee.

C: Registered occupational accident

A registered occupational accident is an accident that caused an employee’s incapacity for work lasting more than three days or the death of an employee.

D: Injury other than occupational injury

An accident other than an occupational accident is an accident that occurred at the workplace or on the employer’s premises, but is not recorded or registered as an occupational accident. This accident does not meet the definition of an occupational accident, especially the part “during the performance of work tasks or in direct connection with them”, e.g. the employee finished the work shift, registered his departure, and then remembered that he had forgotten, e.g. umbrella and returned to the office where he fell and broke his arm.

E: Dangerous event

A dangerous event is an event in which the safety or health of the employee was threatened, but his health was not damaged.

The employee (even if he only witnessed the event) is obliged to immediately notify the employer of the occurrence of the event and, if his state of health allows it, he is obliged to provide all necessary information about the occurrence of the event (mainly an occupational accident) during registration or subsequent registration (recording of an occupational accident ).

The employer is obliged to immediately take the necessary measures after notification of the event, so that there is no further threat to life and health. The state of the workplace, if it is a serious occupational accident, cannot be changed until the arrival of the relevant investigating authorities, except for the implementation of necessary measures to protect life and health or to prevent major economic damage. The employer is also obliged to keep records of occupational accidents, other injuries and recognized occupational diseases and risks of occupational diseases.

More details https://www.epi.sk/cely/odborny-clanok/Pracovny-uraz-vo-firme.htm

If an employer terminates an employee’s contract and the employee is on sick leave during the notice period, and the sick leave lasts longer than the last day of the notice period, then the notice period is extended by the duration of the sick leave. If the sick leave ends before the end of the notice period, nothing changes. This is important, for example, if the extended notice period would result in reaching a certain number of years of service and entitle you to a higher severance pay.

If an employee has a fixed-term contract, the contract ends on the specified date even if they are on sick leave.

As an employee, you may face problems at work. To avoid this, it’s important to have a well-studied employment contract. This will contain important information such as job, salary, payment terms, and job description.

It’s also helpful to know your company’s internal regulations and guidelines. If you need more information, turn to union representatives and if you’re a union member, you’ll have advantages. If you’re not a union member, you can search for information on the internet or get help from a lawyer.