{"id":42229,"date":"2026-07-04T19:49:35","date_gmt":"2026-07-04T17:49:35","guid":{"rendered":"https:\/\/www.derivaty.sk\/?p=42229"},"modified":"2026-07-04T19:49:35","modified_gmt":"2026-07-04T17:49:35","slug":"rodicovske-naroky-praca-popri-rodicovskej-md-povolene-limity-a-moznosti","status":"publish","type":"post","link":"https:\/\/www.vrtulniky.sk\/news\/rodicovske-naroky-praca-popri-rodicovskej-md-povolene-limity-a-moznosti\/","title":{"rendered":"Rodi\u010dovsk\u00e9 n\u00e1roky: Pr\u00e1ca popri rodi\u010dovskej\/MD \u2013 Povolen\u00e9 limity a mo\u017enosti"},"content":{"rendered":"<h2>Preh\u013ead: pr\u00e1ca popri materskej a rodi\u010dovskej dovolenke (MD\/RD)<\/h2>\n<p>Matersk\u00e1 dovolenka (MD) a rodi\u010dovsk\u00e1 dovolenka (RD) s\u00fa prek\u00e1\u017eky v pr\u00e1ci na strane zamestnanca, po\u010das ktor\u00fdch trv\u00e1 pracovn\u00fd pomer, no zamestnanec je ospravedlnen\u00fd z v\u00fdkonu dohodnutej pr\u00e1ce. Popri MD\/RD je v ur\u010dit\u00fdch form\u00e1ch mo\u017en\u00e9 pracova\u0165 \u2013 \u010di u\u017e u vlastn\u00e9ho zamestn\u00e1vate\u013ea, alebo u in\u00e9ho subjektu \u2013 v\u017edy v\u0161ak s re\u0161pektovan\u00edm pracovnopr\u00e1vnych, soci\u00e1lnych a da\u0148ov\u00fdch pravidiel, z\u00e1sad bezpe\u010dnosti a ochrany zdravia pri pr\u00e1ci (BOZP) a pr\u00edpadn\u00fdch obmedzen\u00ed s\u00fa\u0165a\u017ee (dohody o ml\u010danlivosti \u010di nekonkuren\u010dnej dolo\u017eky).<\/p>\n<h2>Terminol\u00f3gia a z\u00e1kladn\u00e9 rozdiely<\/h2>\n<ul>\n<li><strong>Matersk\u00e1 dovolenka (MD)<\/strong>: \u010dasov\u00e1 prek\u00e1\u017eka po p\u00f4rode (resp. pred n\u00edm), po\u010das ktorej spravidla vznik\u00e1 n\u00e1rok na d\u00e1vku <em>matersk\u00e9<\/em> zo syst\u00e9mu nemocensk\u00e9ho poistenia. Pomer trv\u00e1, zamestnanec nepracuje na p\u00f4vodnej pracovnej zmluve.<\/li>\n<li><strong>Rodi\u010dovsk\u00e1 dovolenka (RD)<\/strong>: nadv\u00e4zuje na MD alebo ju m\u00f4\u017ee \u010derpa\u0165 aj druh\u00fd rodi\u010d. Namiesto matersk\u00e9ho sa typicky \u010derp\u00e1 <em>rodi\u010dovsk\u00fd pr\u00edspevok<\/em> z \u00faradu pr\u00e1ce; pracovn\u00fd pomer trv\u00e1, zamestnanec nevykon\u00e1va dohodnut\u00fa pr\u00e1cu.<\/li>\n<li><strong>Pr\u00e1ca popri MD\/RD<\/strong>: nejde o pokra\u010dovanie tej <em>istej<\/em> pr\u00e1ce, z ktorej je zamestnanec ospravedlnen\u00fd. Ak sa pracuje pre toho ist\u00e9ho zamestn\u00e1vate\u013ea, spravidla sa uzatv\u00e1ra <em>nov\u00e1 dohoda<\/em> alebo zmluva <em>na in\u00fa pr\u00e1cu<\/em> (in\u00e9 pracovn\u00e9 zaradenie, in\u00fd druh pr\u00e1ce, in\u00e1 pracovn\u00e1 \u00faloha).<\/li>\n<\/ul>\n<h2>\u010co je spravidla povolen\u00e9 (vo v\u0161eobecnosti)<\/h2>\n<ul>\n<li><strong>Nov\u00fd pr\u00e1vny vz\u0165ah<\/strong> so <em>samostatne vymedzen\u00fdm druhom pr\u00e1ce<\/em> (napr. dohoda o pracovnej \u010dinnosti, dohoda o vykonan\u00ed pr\u00e1ce, \u010di pracovn\u00fd pomer na skr\u00e1ten\u00fd \u00fav\u00e4zok) \u2013 ide\u00e1lne s in\u00fdm obsahom pr\u00e1ce ne\u017e p\u00f4vodn\u00e1 zmluva.<\/li>\n<li><strong>Pr\u00e1ca pre in\u00e9ho zamestn\u00e1vate\u013ea<\/strong> (ak to neporu\u0161uje konkuren\u010dn\u00fa dolo\u017eku, obchodn\u00e9 tajomstvo alebo lojalitu).<\/li>\n<li><strong>Samostatn\u00e1 z\u00e1robkov\u00e1 \u010dinnos\u0165 (SZ\u010cO)<\/strong> alebo freelancing, ak s\u00fa splnen\u00e9 registra\u010dn\u00e9, odvodov\u00e9 a da\u0148ov\u00e9 povinnosti.<\/li>\n<li><strong>Home office\/flexibiln\u00e9 rozvrhy<\/strong>, ak povaha pr\u00e1ce dovo\u013euje pr\u00e1cu na dia\u013eku a s\u00fa dodr\u017ean\u00e9 limity BOZP (ergon\u00f3mia, prest\u00e1vky).<\/li>\n<\/ul>\n<h2>\u010co je rizikov\u00e9 alebo zak\u00e1zan\u00e9<\/h2>\n<ul>\n<li><strong>V\u00fdkon tej istej pr\u00e1ce<\/strong> u toho ist\u00e9ho zamestn\u00e1vate\u013ea, z ktorej je zamestnanec na MD\/RD ospravedlnen\u00fd, bez zmeny zmluvn\u00e9ho z\u00e1kladu \u2013 hroz\u00ed rozpor s \u00fa\u010delom dovolenky a s n\u00e1rokmi na d\u00e1vky.<\/li>\n<li><strong>Poru\u0161enie konkuren\u010dnej dolo\u017eky<\/strong> alebo z\u00e1sady lojality (najm\u00e4 pri pr\u00e1ci pre priameho konkurenta).<\/li>\n<li><strong>Obch\u00e1dzanie pracovn\u00e9ho \u010dasu<\/strong>: faktick\u00fd v\u00fdkon pr\u00e1ce \u201ena p\u00f4vodn\u00fa poz\u00edciu\u201c bez krytia v dohode\/zmluve a evidencii doch\u00e1dzky.<\/li>\n<li><strong>Nedodr\u017eanie BOZP<\/strong> (no\u010dn\u00e9 pr\u00e1ce \u010di pr\u00e1ce zak\u00e1zan\u00e9 tehotn\u00fdm alebo doj\u010diacim zamestnankyniam, nadmern\u00e9 zdv\u00edhanie bremien, expoz\u00edcie rizik\u00e1m).<\/li>\n<\/ul>\n<h2>\u0160pecifik\u00e1 po\u010das poberania d\u00e1vok (matersk\u00e9, rodi\u010dovsk\u00fd pr\u00edspevok)<\/h2>\n<p>Pr\u00e1ca popri d\u00e1vkach m\u00e1 dopad na poistenie a niekedy aj na n\u00e1rok \u010di jeho trvanie. V\u017edy si overte <em>aktu\u00e1lne<\/em> podmienky u pr\u00edslu\u0161nej in\u0161tit\u00facie (Soci\u00e1lna pois\u0165ov\u0148a, \u00farad pr\u00e1ce), preto\u017ee limity a defin\u00edcie \u201etej istej \u010dinnosti\u201c sa m\u00f4\u017eu meni\u0165. V praxi plat\u00ed:<\/p>\n<ul>\n<li><strong>Matersk\u00e9<\/strong>: obvykle sa vy\u017eaduje, aby sa po\u010das poberania nevykon\u00e1vala <em>t\u00e1 ist\u00e1 poistn\u00e1 \u010dinnos\u0165<\/em>, z ktorej n\u00e1rok vznikol. Alternat\u00edvny pr\u00e1vny vz\u0165ah na <em>in\u00fd druh pr\u00e1ce<\/em> (alebo u in\u00e9ho zamestn\u00e1vate\u013ea) b\u00fdva akceptovate\u013en\u00fd, ak nejde o obch\u00e1dzanie \u00fa\u010delu d\u00e1vky.<\/li>\n<li><strong>Rodi\u010dovsk\u00fd pr\u00edspevok<\/strong>: je mo\u017en\u00e9 pracova\u0165 a die\u0165a m\u00f4\u017ee by\u0165 v starostlivosti zabezpe\u010denej inou osobou\/\u0161k\u00f4lkou pod\u013ea aktu\u00e1lnych podmienok. Pr\u00edspevok nie je viazan\u00fd na z\u00e1kaz pr\u00e1ce, sk\u00f4r na <em>zaistenie starostlivosti<\/em> o die\u0165a.<\/li>\n<\/ul>\n<h2>Pr\u00e1ca u p\u00f4vodn\u00e9ho zamestn\u00e1vate\u013ea: ako to nastavi\u0165 spr\u00e1vne<\/h2>\n<ol>\n<li><strong>Nov\u00e1 dohoda alebo zmluva<\/strong>: presne vymedzte <em>in\u00fd druh pr\u00e1ce<\/em>, pracovisko, pracovn\u00fd \u010das, odme\u0148ovanie a sp\u00f4sob zad\u00e1vania \u00faloh. Vyhnite sa duplicite s p\u00f4vodn\u00fdm pracovn\u00fdm miestom.<\/li>\n<li><strong>Rozvrhnutie pracovn\u00e9ho \u010dasu<\/strong>: pri dohod\u00e1ch jasne uve\u010fte rozsah hod\u00edn (napr. t\u00fd\u017edenn\u00fd limit) a sp\u00f4sob evidence (timesheety, syst\u00e9m doch\u00e1dzky).<\/li>\n<li><strong>Odmie\u0148anie<\/strong>: odl\u00ed\u0161te mzdov\u00e9 podmienky od p\u00f4vodnej zmluvy; definujte pr\u00edplatky pri pr\u00e1ci cez v\u00edkendy\/sviatky, ak prich\u00e1dzaj\u00fa do \u00favahy.<\/li>\n<li><strong>BOZP a rizik\u00e1<\/strong>: vykonajte vstupn\u00e9\/periodick\u00e9 \u0161kolenia, pos\u00fa\u010fte rizik\u00e1 (ergon\u00f3mia pri HO), upravte kategoriz\u00e1ciu pr\u00e1ce.<\/li>\n<li><strong>Ochrana \u00fadajov a pr\u00edstupov<\/strong>: nastavte primeran\u00e9 pr\u00edstupy do syst\u00e9mov (najm\u00e4 pri pr\u00e1ci z domu), ml\u010danlivos\u0165 a kyberbezpe\u010dnostn\u00e9 pravidl\u00e1.<\/li>\n<\/ol>\n<h2>Pr\u00e1ca u in\u00e9ho zamestn\u00e1vate\u013ea: zmluvn\u00e9 a etick\u00e9 limity<\/h2>\n<ul>\n<li><strong>Skontrolujte p\u00f4vodn\u00fa zmluvu<\/strong>: existuje nekonkuren\u010dn\u00e1 dolo\u017eka? Plat\u00ed po\u010das trvania pomeru aj po\u010das MD\/RD.<\/li>\n<li><strong>Konflikt z\u00e1ujmov<\/strong>: oznamujte potenci\u00e1lny konflikt (rovnak\u00ed z\u00e1kazn\u00edci, tajomstv\u00e1, know-how).<\/li>\n<li><strong>Transparentnos\u0165<\/strong>: form\u00e1lne prihl\u00e1senia na poistenia, riadna evidencia odpracovan\u00e9ho \u010dasu, da\u0148ov\u00e9 priznanie pri SZ\u010cO.<\/li>\n<\/ul>\n<h2>Formy spolupr\u00e1ce a ich dopady<\/h2>\n<h3>1) Dohody mimo pracovn\u00e9ho pomeru (DoVP\/DoP\u010c)<\/h3>\n<ul>\n<li>Vhodn\u00e9 na men\u0161\u00ed rozsah pr\u00e1c, projektov\u00e9 \u00falohy, administrat\u00edvu, analytiku, kreat\u00edvne pr\u00e1ce.<\/li>\n<li>Maj\u00fa limitovan\u00e9 hodinov\u00e9 rozsahy a osobitn\u00e9 odvodov\u00e9\/da\u0148ov\u00e9 pravidl\u00e1 (pozor na pr\u00e1h pre poistn\u00e9).<\/li>\n<\/ul>\n<h3>2) Skr\u00e1ten\u00fd pracovn\u00fd \u00fav\u00e4zok<\/h3>\n<ul>\n<li>Stabilnej\u0161\u00ed re\u017eim ako dohoda, n\u00e1rokov\u00e9 prvky (dovolenka, prek\u00e1\u017eky), av\u0161ak vy\u0161\u0161ia administrat\u00edva a z\u00e1v\u00e4zky.<\/li>\n<li>Mo\u017enos\u0165 postupn\u00e9ho n\u00e1vratu \u2013 napr. 10\u201320 hod\u00edn t\u00fd\u017edenne, s pevn\u00fdm d\u0148om bez porady v \u010dase usp\u00e1vania die\u0165a\u0165a.<\/li>\n<\/ul>\n<h3>3) SZ\u010cO \/ freelancing<\/h3>\n<ul>\n<li>Flexibilita a kontrola nad \u010dasom, z\u00e1rove\u0148 zodpovednos\u0165 za registr\u00e1cie (\u017eivnos\u0165), odvody, faktur\u00e1ciu a dane.<\/li>\n<li>Ustr\u00e1\u017ete si <em>\u0161varcsyst\u00e9m<\/em> (pozor na faktick\u00e9 znaky z\u00e1vislej pr\u00e1ce: pokyny, pracovisko, pracovn\u00fd \u010das, integr\u00e1cia do t\u00edmu).<\/li>\n<\/ul>\n<h2>Bezpe\u010dnos\u0165 a zdravie pri pr\u00e1ci (BOZP) pre tehotn\u00e9 a doj\u010diace<\/h2>\n<ul>\n<li><strong>Z\u00e1kazy a obmedzenia<\/strong>: no\u010dn\u00e9 pr\u00e1ce, nad\u010dasy \u010di konkr\u00e9tne rizikov\u00e9 pr\u00e1ce m\u00f4\u017eu by\u0165 pre tehotn\u00e9\/doj\u010diace nepr\u00edpustn\u00e9.<\/li>\n<li><strong>\u00dapravy pracoviska<\/strong>: ergonomick\u00fd setup pri HO, pravideln\u00e9 prest\u00e1vky, z\u00e1kaz nadmern\u00e9ho dv\u00edhania bremien.<\/li>\n<li><strong>Vyhl\u00e1senie o doj\u010den\u00ed<\/strong>: ak je relevantn\u00e9, informujte zamestn\u00e1vate\u013ea kv\u00f4li \u00faprave riz\u00edk a prest\u00e1vok.<\/li>\n<\/ul>\n<h2>Rozvrhovanie, dostupnos\u0165 a komunik\u00e1cia s t\u00edmom<\/h2>\n<ol>\n<li><strong>Kalend\u00e1r a okn\u00e1 dostupnosti<\/strong>: vopred stanovte, kedy viete spo\u013eahlivo pracova\u0165 (napr. dopoludnia, po\u010das sp\u00e1nku die\u0165a\u0165a, ve\u010der).<\/li>\n<li><strong>Asynchr\u00f3nne pracovn\u00e9 toky<\/strong>: pou\u017e\u00edvanie ticketov, kanban, jasn\u00e9 SLA na odozvy (napr. do 24 hod\u00edn).<\/li>\n<li><strong>Handover a z\u00e1stup<\/strong>: pri chorobe die\u0165a\u0165a alebo neo\u010dak\u00e1vanej O\u010cR definujte r\u00fdchly odovzd\u00e1vac\u00ed protokol.<\/li>\n<\/ol>\n<h2>GDPR a ochrana s\u00fakromia<\/h2>\n<ul>\n<li><strong>Minimalizmus \u00fadajov<\/strong>: do syst\u00e9mov zaznamen\u00e1vajte len to, \u010do je nevyhnutn\u00e9 (rozsah pr\u00e1ce, nie zdravotn\u00fa diagn\u00f3zu).<\/li>\n<li><strong>Bezpe\u010dn\u00e9 kan\u00e1ly<\/strong>: pracovn\u00e9 dokumenty a pr\u00edstupy chr\u00e1\u0148te (VPN, 2FA), nepou\u017e\u00edvajte s\u00fakromn\u00e9 zariadenia bez polit\u00edk.<\/li>\n<\/ul>\n<h2>Mzdy, odvody a dane: na \u010do nezabudn\u00fa\u0165<\/h2>\n<ul>\n<li><strong>Odmie\u0148anie dohod\u00e1rov<\/strong>: hodinov\u00e1 sadzba, pr\u00edplatky pod\u013ea rozvrhu (ak relevantn\u00e9), evidencia hod\u00edn.<\/li>\n<li><strong>Poistn\u00e9<\/strong>: pri s\u00fabehoch (zamestnanie + SZ\u010cO) sledujte hranice a povinnosti registr\u00e1cie; zmeny po\u010das roka ozn\u00e1mte in\u0161tit\u00faci\u00e1m.<\/li>\n<li><strong>Da\u0148ov\u00e9 povinnosti<\/strong>: u dohod\u00e1rov vysporiadanie preddavkami alebo ro\u010dn\u00e9 z\u00fa\u010dtovanie; pri SZ\u010cO da\u0148ov\u00e9 priznanie a pau\u0161\u00e1ly\/skuto\u010dn\u00e9 v\u00fddavky.<\/li>\n<\/ul>\n<h2>Modelov\u00e9 situ\u00e1cie (pr\u00edklady)<\/h2>\n<h3>A) N\u00e1vrat na p\u00e1r hod\u00edn t\u00fd\u017edenne k p\u00f4vodn\u00e9mu zamestn\u00e1vate\u013eovi<\/h3>\n<p>Rie\u0161enie: uzavrie\u0165 <em>dohodu o pracovnej \u010dinnosti<\/em> na administrat\u00edvne pr\u00e1ce (in\u00fd druh pr\u00e1ce), rozsah 10 hod\u00edn\/t\u00fd\u017ede\u0148, home office, mesa\u010dn\u00fd timesheet; jasne vymedzen\u00e9 \u00falohy bez prekryvu s p\u00f4vodnou poz\u00edciou.<\/p>\n<h3>B) Freelancing po\u010das RD<\/h3>\n<p>Rie\u0161enie: zriadi\u0165 \u017eivnos\u0165, nastavi\u0165 faktur\u00e1ciu a pau\u0161\u00e1lne v\u00fddavky, o\u0161etri\u0165 NDA s klientom; pr\u00e1ca v blokoch 2\u00d73 hodiny po\u010das d\u0148a; die\u0165a v \u0161k\u00f4lke pod\u013ea aktu\u00e1lnych pravidiel starostlivosti.<\/p>\n<h3>C) Ponuka pr\u00e1ce od konkurenta<\/h3>\n<p>Rie\u0161enie: preveri\u0165 nekonkuren\u010dn\u00fa dolo\u017eku a dohodu o ml\u010danlivosti; pr\u00edpadn\u00e9 ozn\u00e1menie konfliktu; ak je povolen\u00e9, uzavrie\u0165 dohodu na odli\u0161n\u00fa n\u00e1pl\u0148 (napr. intern\u00e9 procesy, nie predaj rovnak\u00fdch slu\u017eieb).<\/p>\n<h2>Postup krok za krokom: ako za\u010da\u0165 pracova\u0165 popri MD\/RD<\/h2>\n<ol>\n<li><strong>Overte pr\u00e1vny r\u00e1mec<\/strong>: podmienky d\u00e1vok (Soci\u00e1lna pois\u0165ov\u0148a, \u00farad pr\u00e1ce), pracovn\u00fa zmluvu (konkurencia, ml\u010danlivos\u0165).<\/li>\n<li><strong>Vyberte formu spolupr\u00e1ce<\/strong>: dohoda, skr\u00e1ten\u00fd \u00fav\u00e4zok, SZ\u010cO; prisp\u00f4sobte rozsah realistickej dostupnosti.<\/li>\n<li><strong>Uzatvorte zmluvy<\/strong>: presn\u00fd druh pr\u00e1ce, rozvrh, odmena, evidencia hod\u00edn, BOZP, IT a GDPR politiky.<\/li>\n<li><strong>Nastavte prev\u00e1dzku<\/strong>: kalend\u00e1r dostupnosti, komunika\u010dn\u00e9 SLA, z\u00e1stup pri v\u00fdpadku (O\u010cR, choroba).<\/li>\n<li><strong>Priebe\u017en\u00e1 kontrola<\/strong>: raz za 1\u20132 mesiace zhodno\u0165te zvl\u00e1dnute\u013enos\u0165 a pr\u00edpadne upravte rozsah.<\/li>\n<\/ol>\n<h2>Checklist: zamestnanec\/rodi\u010d<\/h2>\n<ul>\n<li>M\u00e1m pre\u0161tudovan\u00e9 podmienky d\u00e1vok a limity pre pr\u00e1cu.<\/li>\n<li>Nejde o <em>t\u00fa ist\u00fa<\/em> pr\u00e1cu ako v p\u00f4vodnej zmluve; zmluvy a dohody to jasne odli\u0161uj\u00fa.<\/li>\n<li>M\u00e1m jasn\u00fd rozvrh a syst\u00e9m evidencie hod\u00edn.<\/li>\n<li>Pri pr\u00e1ci z domu m\u00e1m bezpe\u010dn\u00e9 pr\u00edstupy a ergonomick\u00e9 pracovisko.<\/li>\n<li>M\u00e1m pl\u00e1n n\u00e1hradn\u00edka pri n\u00e1hlej O\u010cR alebo chorobe.<\/li>\n<\/ul>\n<h2>Checklist: zamestn\u00e1vate\u013e\/HR<\/h2>\n<ul>\n<li>Uzavret\u00e9 spr\u00e1vne zmluvy\/dohody s in\u00fdm druhom pr\u00e1ce a BOZP n\u00e1le\u017eitos\u0165ami.<\/li>\n<li>Nastaven\u00e1 evidencia doch\u00e1dzky a timesheetov, spracovanie miezd\/doh\u00f4d.<\/li>\n<li>GDPR a kyberbezpe\u010dnostn\u00e9 politiky s\u00fa komunikovan\u00e9 a potvrden\u00e9.<\/li>\n<li>Monitorujeme riziko konfliktu z\u00e1ujmov a nekal\u00fa s\u00fa\u0165a\u017e.<\/li>\n<\/ul>\n<h2>Naj\u010dastej\u0161ie chyby a ako sa im vyhn\u00fa\u0165<\/h2>\n<ul>\n<li><strong>Faktick\u00e9 pokra\u010dovanie v p\u00f4vodnej pr\u00e1ci<\/strong> bez zmeny zmluvy \u2013 rie\u0161i\u0165 novou dohodou na in\u00fd druh pr\u00e1ce.<\/li>\n<li><strong>Nepresn\u00fd rozvrh<\/strong> a ch\u00fdbaj\u00faca evidencia \u2013 zavies\u0165 pevn\u00e9 okn\u00e1 dostupnosti a timesheety.<\/li>\n<li><strong>Ignorovanie BOZP<\/strong> pri HO \u2013 vykona\u0165 zhodnotenie riz\u00edk a poskytn\u00fa\u0165 odpor\u00fa\u010dania (prest\u00e1vky, ergonomia).<\/li>\n<li><strong>Prehliadnutie konkuren\u010dnej dolo\u017eky<\/strong> \u2013 pred zmenou urobi\u0165 pr\u00e1vny screening.<\/li>\n<\/ul>\n<h2>FAQ: stru\u010dn\u00e9 odpovede<\/h2>\n<ul>\n<li><strong>M\u00f4\u017eem po\u010das MD pracova\u0165 pre svojho zamestn\u00e1vate\u013ea?<\/strong> \u00c1no, zvy\u010dajne len na <em>in\u00fd druh pr\u00e1ce<\/em> a na z\u00e1klade <em>nov\u00e9ho<\/em> pr\u00e1vneho vz\u0165ahu (dohoda\/\u00fav\u00e4zok); skontrolujte vplyv na d\u00e1vky.<\/li>\n<li><strong>M\u00f4\u017eem po\u010das RD pracova\u0165 na \u017eivnos\u0165?<\/strong> Spravidla \u00e1no, pri splnen\u00ed registra\u010dn\u00fdch, odvodov\u00fdch a da\u0148ov\u00fdch povinnost\u00ed a zabezpe\u010den\u00ed starostlivosti o die\u0165a.<\/li>\n<li><strong>Ovplyvn\u00ed pr\u00e1ca poberanie d\u00e1vok?<\/strong> M\u00f4\u017ee \u2013 z\u00e1vis\u00ed od typu d\u00e1vky a druhu pr\u00e1ce. Overte aktu\u00e1lne pravidl\u00e1 pr\u00edslu\u0161nej in\u0161tit\u00facie.<\/li>\n<li><strong>Mus\u00ed by\u0165 pr\u00e1ca len na dia\u013eku?<\/strong> Nie, ale pri HO je potrebn\u00e9 rie\u0161i\u0165 BOZP a ochranu \u00fadajov; pri pr\u00e1ci na pracovisku zas rozvrh a starostlivos\u0165 o die\u0165a.<\/li>\n<\/ul>\n<p>Pr\u00e1ca popri MD\/RD je uskuto\u010dnite\u013en\u00e1 a m\u00f4\u017ee by\u0165 pr\u00ednosn\u00e1 pre rodi\u010da aj zamestn\u00e1vate\u013ea, ak je <strong>zmluvne \u010dist\u00e1<\/strong> (in\u00fd druh pr\u00e1ce), <strong>regula\u010dne v poriadku<\/strong> (d\u00e1vky, odvody, dane) a <strong>prev\u00e1dzkovo realistick\u00e1<\/strong> (rozvrh, z\u00e1stup, BOZP, bezpe\u010dnos\u0165 \u00fadajov). K\u013e\u00fa\u010dom je transparentn\u00e9 nastavenie, pravideln\u00e1 rev\u00edzia a re\u0161pekt k \u00fa\u010delu MD\/RD \u2013 starostlivosti o die\u0165a a ochrane zdravia rodi\u010da.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u010co sa d\u00e1 robi\u0165 popri rodi\u010dovskej; typy zml\u00fav, komunik\u00e1cia s HR a ochrana pr\u00e1v pri n\u00e1vrate.<\/p>\n","protected":false},"author":39,"featured_media":82229,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2630],"tags":[860,123,2755,2756,2757,1930,2758,2759],"class_list":["post-42229","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-praca-a-zamestnanie","tag-dohody","tag-komunikacia","tag-materska","tag-praca-popri","tag-praca-popri-rodicovskej","tag-prava","tag-rodicovska","tag-uvazok"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.9 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Rodi\u010dovsk\u00e9 n\u00e1roky: Pr\u00e1ca popri rodi\u010dovskej\/MD \u2013 Povolen\u00e9 limity a mo\u017enosti - 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