{"id":7931,"date":"2022-11-28T04:19:18","date_gmt":"2022-11-28T03:19:18","guid":{"rendered":"https:\/\/www.euroekonom.sk\/?p=7931"},"modified":"2024-05-13T14:58:28","modified_gmt":"2024-05-13T12:58:28","slug":"odmenovanie-zamestnancov-v-podnikatelskej-sfere","status":"publish","type":"post","link":"https:\/\/www.vrtulniky.sk\/news\/odmenovanie-zamestnancov-v-podnikatelskej-sfere\/","title":{"rendered":"Odme\u0148ovanie zamestnancov v podnikate\u013eskej sf\u00e9re"},"content":{"rendered":"<p>Odme\u0148ovanie zamestnancov v podnikate\u013eskej sf\u00e9re legislat\u00edvne upravuje z\u00e1kon \u010d. 311\/2001 Z. z., t.j. Z\u00e1konn\u00edk pr\u00e1ce (ZP) s \u00fa\u010dinnos\u0165ou od 1.4.2002 a v znen\u00ed \u010fal\u0161\u00edch predpisov a to vo svojej 4. \u010dasti.<\/p>\n<h2>Odme\u0148ovanie zamestnancov pod\u013ea Nov\u00e9ho Z\u00e1konn\u00edka pr\u00e1ce<\/h2>\n<p>Nov\u00fd Z\u00e1konn\u00edk pr\u00e1ce zru\u0161il p\u00f4vodn\u00fd z\u00e1kon \u010d. 1\/1992 Zb. o mzde, odmene za pracovn\u00fa pohotovos\u0165 a o priemernom z\u00e1robku. V\u00e4\u010d\u0161ina ustanoven\u00ed v\u0161ak ostala bez v\u00fdraznej\u0161\u00edch zmien. Odme\u0148ovanie v rozpo\u010dtov\u00fdch a pr\u00edspevkov\u00fdch organiz\u00e1ci\u00e1ch je uveden\u00e9 v z\u00e1kone o verejnej slu\u017ebe, resp. v z\u00e1kone o \u0161t\u00e1tnej slu\u017ebe.<br \/>\nOdme\u0148ovanie pod\u013ea Nov\u00e9ho Z\u00e1konn\u00edka pr\u00e1ce umo\u017e\u0148uje podnikate\u013esk\u00fdm subjektom, v ktor\u00fdch p\u00f4sob\u00ed odborov\u00e1 organiz\u00e1cia, dohodn\u00fa\u0165 v kolekt\u00edvnych zmluv\u00e1ch svoje vlastn\u00e9 podnikov\u00e9 syst\u00e9my i sp\u00f4sob odme\u0148ovania, pokia\u013e nie s\u00fa v rozpore s uveden\u00fdmi z\u00e1konmi.<br \/>\nNov\u00fd Z\u00e1konn\u00edk pr\u00e1ce zabezpe\u010duje zv\u00fd\u0161en\u00fa pr\u00e1vnu ochranu predov\u0161etk\u00fdm t\u00fdch zamestnancov, ktor\u00ed nemaj\u00fa svoje mzdov\u00e9 n\u00e1roky presadzovan\u00e9 v r\u00e1mci kolekt\u00edvneho vyjedn\u00e1vania. Spo\u010d\u00edva predov\u0161etk\u00fdm v ur\u010dovan\u00ed minim\u00e1lnych mzdov\u00fdch n\u00e1rokov, ktor\u00e9 by mali zabr\u00e1ni\u0165 pren\u00e1\u0161aniu podnikate\u013esk\u00e9ho rizika do odme\u0148ovania zamestnancov. ZP tak vlastne ur\u010duje spodn\u00e9 hranice mzdov\u00fdch n\u00e1rokov, pod ktor\u00e9 nesmie podnikate\u013e pri ur\u010dovan\u00ed miezd klesn\u00fa\u0165.<\/p>\n<h2>Mzda pod\u013ea Nov\u00e9ho Z\u00e1konn\u00edka pr\u00e1ce<\/h2>\n<p>Pod\u013ea Nov\u00e9ho Z\u00e1konn\u00edka pr\u00e1ce sa mzdou rozumie pe\u0148a\u017en\u00e9 plnenie alebo plnenie pe\u0148a\u017enej hodnoty (natur\u00e1lna mzda) poskytovan\u00e9 zamestnancovi za pr\u00e1cu.<br \/>\nZa mzdu sa nepova\u017euj\u00fa plnenia poskytovan\u00e9 pod\u013ea in\u00fdch ustanoven\u00ed ZP alebo pod\u013ea osobitn\u00fdch predpisov v s\u00favislosti so zamestnan\u00edm, najm\u00e4:<\/p>\n<ul>\n<li>n\u00e1hrady mzdy (za nevy\u010derpan\u00fa dovolenku, za stratu na z\u00e1robku po skon\u010den\u00ed pracovnej neschopnosti vzniknutej pracovn\u00fdm \u00farazom alebo chorobou z povolania, pri prek\u00e1\u017ekach v pr\u00e1ci, at\u010f.),<\/li>\n<li>odstupn\u00e9 a odchodn\u00e9,<\/li>\n<li>cestovn\u00e9 n\u00e1hrady,<\/li>\n<li>pr\u00edspevky zo soci\u00e1lneho fondu,<\/li>\n<li>v\u00fdnosy s kapit\u00e1lov\u00fdch podielov (akci\u00ed) alebo oblig\u00e1ci\u00ed,<\/li>\n<li>n\u00e1hrada za pracovn\u00fa pohotovos\u0165,<\/li>\n<li>plnenia poskytovan\u00e9 zo zisku po zdanen\u00ed (napr. v spolo\u010dnosti s ru\u010den\u00edm obmedzen\u00fdm, v akciovej spolo\u010dnosti o rozdelen\u00ed zisku rozhoduje valn\u00e9 zhroma\u017edenie, ale aj v in\u00fdch typoch obchodn\u00fdch spolo\u010dnost\u00ed spolo\u010dn\u00edci m\u00f4\u017eu rozhodn\u00fa\u0165, \u017ee \u010das\u0165 zisku sa rozdel\u00ed aj v prospech zamestnancov).<\/li>\n<\/ul>\n<p>Uveden\u00e9 plnenia sa potom neber\u00fa do \u00favahy pri v\u00fdpo\u010dte priemernej mzdy.<br \/>\nAko mzda sa posudzuje aj plnenie poskytovan\u00e9 zamestn\u00e1vate\u013eom zamestnancovi za pr\u00e1cu pri pr\u00edle\u017eitosti jeho pracovn\u00e9ho v\u00fdro\u010dia alebo \u017eivotn\u00e9ho v\u00fdro\u010dia, ak sa neposkytuje zo zisku po zdanen\u00ed alebo zo soci\u00e1lneho fondu.<\/p>\n<h2>Minim\u00e1lna mzda<\/h2>\n<p>V\u00fd\u0161ka mzdy sa dohoduje pri uzatv\u00e1ran\u00ed pracovnej zmluvy medzi zamestnancom a zamestn\u00e1vate\u013eom a nesmie by\u0165 ni\u017e\u0161ia ako minim\u00e1lna mzda. Pri dohodnutom krat\u0161om pracovnom \u010dase ako je ustanoven\u00fd t\u00fd\u017edenn\u00fd pracovn\u00fd \u010das (ustanoven\u00fd t\u00fd\u017edenn\u00fd pracovn\u00fd \u010das pod\u013ea ZP m\u00f4\u017ee by\u0165 najviac 40 hod\u00edn, v dvojzmennej prev\u00e1dzke najviac 38 a \u00be hod\u00edn, najviac 37,5 hod\u00edn v nepretr\u017eitej prev\u00e1dzke, pri pr\u00e1ci napr. s karcinog\u00e9nmi najviac 33 a <sup>\u00bd<\/sup> hodiny, mladistv\u00fd zamestnanec do 16 rokov najviac 30 hod\u00edn, mladistv\u00fd zamestnanec star\u0161\u00ed ako 16 rokov najviac 37 a pol hodiny) ako aj pri pracovnom pomere uzavretom na krat\u0161\u00ed pracovn\u00fd \u010das sa minim\u00e1lna mzda \u00famerne zni\u017euje. V\u00fdnimku z ustanovenia o minim\u00e1lnej mzde maj\u00fa iba zamestn\u00e1vatelia, ktor\u00ed zamestn\u00e1vaj\u00fa mladistv\u00fdch pracovn\u00edkov, invalidn\u00fdch a \u010diasto\u010dne invalidn\u00fdch d\u00f4chodcov.<br \/>\nPozn\u00e1mka: Priemern\u00fd t\u00fd\u017edenn\u00fd pracovn\u00fd \u010das zamestnanca vr\u00e1tane pr\u00e1ce nad\u010das nesmie prekro\u010di\u0165 48 hod. (s v\u00fdnimkou zdravotn\u00edckeho zamestnanca \u2013 a\u017e 56 hod. . \u2013 vi\u010f par. 85a)<br \/>\nV t\u00fdchto pr\u00edpadoch sa za minim\u00e1lnu mzdu pova\u017euje:<\/p>\n<ul>\n<li>75 % minim\u00e1lnej mzdy, ak ide o zamestnanca, ktor\u00fd je po\u017e\u00edvate\u013eom \u010diasto\u010dn\u00e9ho invalidn\u00e9ho d\u00f4chodku, alebo o mladistv\u00e9ho zamestnanca star\u0161ieho ako 16 rokov (tzn. 221,63 Eur pre 1.stupe\u0148 n\u00e1ro\u010dnosti pr\u00e1ce),<\/li>\n<li>50 % minim\u00e1lnej mzdy, ak ide o zamestnanca, ktor\u00fd je po\u017e\u00edvate\u013eom invalidn\u00e9ho d\u00f4chodku, invalidn\u00e9ho zamestnanca mlad\u0161ieho ako 18 rokov a zamestnanca mlad\u0161ieho ako 16 rokov (147,75 Eur).<\/li>\n<\/ul>\n<p>Minim\u00e1lne mzdov\u00e9 n\u00e1roky v podstate predstavuj\u00fa 6 \u00farovn\u00ed minim\u00e1lnej mzdy, ktor\u00e9 je zamestn\u00e1vate\u013e povinn\u00fd re\u0161pektova\u0165 v pr\u00edpade, \u017ee nem\u00e1 odme\u0148ovanie rie\u0161en\u00e9 v kolekt\u00edvnej zmluve. Tieto \u00farovne s\u00fa odstup\u0148ovan\u00e9 v z\u00e1vislosti od zlo\u017eitosti zamestnancom vykon\u00e1van\u00fdch pr\u00e1c a pr\u00e1ci vy\u0161\u0161ej zlo\u017eitosti a kvalifika\u010dnej n\u00e1ro\u010dnosti zodpoved\u00e1 vy\u0161\u0161\u00ed stupe\u0148 n\u00e1ro\u010dnosti pr\u00e1ce a jemu pr\u00edslu\u0161n\u00fd koeficient n\u00e1sobku minim\u00e1lnej mzdy.<br \/>\nV tejto s\u00favislosti je zamestn\u00e1vate\u013e povinn\u00fd ohodnoti\u0165 ka\u017ed\u00e9 pracovn\u00e9 miesto a priradi\u0165 mu pr\u00edslu\u0161n\u00fd stupe\u0148 n\u00e1ro\u010dnosti pr\u00e1ce. Hodnoten\u00edm pracovn\u00e9ho miesta sa rozumie porovnanie zlo\u017eitosti zamestnancom vykon\u00e1van\u00fdch pr\u00e1c s charakteristikami stup\u0148ov n\u00e1ro\u010dnosti pracovn\u00fdch miest uveden\u00fdmi v pr\u00edlohe k Z\u00e1konn\u00edku pr\u00e1ce.<\/p>\n<h2>Sadzby minim\u00e1lnych mzdov\u00fdch n\u00e1rokov<\/h2>\n<p>Sadzby minim\u00e1lnych mzdov\u00fdch n\u00e1rokov sa vypo\u010d\u00edtaj\u00fa pren\u00e1soben\u00edm hodinovej minim\u00e1lnej mzdy koeficientom minim\u00e1lnej mzdy ustanoven\u00fdm pre pr\u00edslu\u0161n\u00fd stupe\u0148 n\u00e1ro\u010dnosti pr\u00e1ce.<\/p>\n<table width=\"100%\">\n<tbody>\n<tr>\n<td>Stupe\u0148 n\u00e1ro\u010dnosti<\/td>\n<td>N\u00e1sobok min. mzdy<\/td>\n<td>Aktu\u00e1lna min. sadzba pr\u00e1ce mzdov\u00e9ho n\u00e1roku \u2013 od 1.1.2009<\/td>\n<\/tr>\n<tr>\n<td>1. stupe\u0148<\/td>\n<td>1,0 n\u00e1sobok<\/td>\n<td>1,698 EUR\/hod. \/ (295,50 za mesiac)<\/td>\n<\/tr>\n<tr>\n<td>2. stupe\u0148<\/td>\n<td>1,2 n\u00e1sobok<\/td>\n<td>2,038 EUR\/hod. \/ (354,60 za mesiac)<\/td>\n<\/tr>\n<tr>\n<td>3. stupe\u0148<\/td>\n<td>1,4 n\u00e1sobok<\/td>\n<td>2,378 EUR\/hod. \/ (413,70 za mesiac)<\/td>\n<\/tr>\n<tr>\n<td>4. stupe\u0148<\/td>\n<td>1,6 n\u00e1sobok<\/td>\n<td>2,717 EUR\/hod. \/ (472,80 za mesiac)<\/td>\n<\/tr>\n<tr>\n<td>5. stupe\u0148<\/td>\n<td>1,8 n\u00e1sobok<\/td>\n<td>3,057 EUR\/hod. \/ (531,90 za mesiac)<\/td>\n<\/tr>\n<tr>\n<td>6. stupe\u0148<\/td>\n<td>2,0 n\u00e1sobok<\/td>\n<td>3,396 EUR\/hod. \/ (591,00 za mesiac)<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>V pr\u00edpade ustanovenia alebo dohodnutia krat\u0161ieho ako 40 hodinov\u00e9ho t\u00fd\u017edenn\u00e9ho pracovn\u00e9ho \u010dasu sa zisten\u00e9 sadzby minim\u00e1lnych mzdov\u00fdch n\u00e1rokov zvy\u0161uj\u00fa \u00famerne skr\u00e1teniu ustanoven\u00e9ho t\u00fd\u017edenn\u00e9ho pracovn\u00e9ho \u010dasu. Napr\u00edklad ak ustanoven\u00fd t\u00fd\u017edenn\u00fd pracovn\u00fd \u010das bude 37,5 hod., tak minim\u00e1lne mzdov\u00e9 n\u00e1roky bud\u00fa predstavova\u0165 v 1. stupni 1,811 Eura v 2. stupni 2,174, v 3. stupni 2,537 Eur, at\u010f.<br \/>\nPri porovn\u00e1van\u00ed v\u00fd\u0161ky mzdy zamestnanca s pr\u00edslu\u0161n\u00fdm minim\u00e1lnym mzdov\u00fdm n\u00e1rokom a zis\u0165ovan\u00ed pr\u00edpadn\u00e9ho n\u00e1roku na doplatok sa mzda vyplaten\u00e1 zamestnancovi mus\u00ed o\u010disti\u0165 o sumy mzdy za pr\u00e1cu nad\u010das vr\u00e1tane mzdov\u00e9ho zv\u00fdhodnenia za pr\u00e1cu nad\u010das, a o sumy poskytnut\u00fdch mzdov\u00fdch zv\u00fdhodnen\u00ed za pr\u00e1cu vo sviatok, za no\u010dn\u00fa pr\u00e1cu a o mzdov\u00fa kompenz\u00e1ciu za s\u0165a\u017een\u00fd v\u00fdkon pr\u00e1ce. Ak by sa stalo, \u017ee takto o\u010disten\u00e1 mzda v prepo\u010dte na odpracovan\u00fa hodinu (bez hod\u00edn pr\u00e1ce nad\u010das) s \u013eubovoln\u00fdch d\u00f4vodov nedosiahne v\u00fd\u0161ku pr\u00edslu\u0161n\u00e9ho minim\u00e1lneho mzdov\u00e9ho n\u00e1roku, zamestn\u00e1vate\u013e mu mus\u00ed rozdiel doplati\u0165 za v\u0161etky odpracovan\u00e9 hodiny.<br \/>\nZamestn\u00e1vate\u013e m\u00f4\u017ee v r\u00e1mci svojej pr\u00e1vomoci ur\u010di\u0165 najvhodnej\u0161iu mzdov\u00fa formu, napr. \u010dasov\u00fa mzdu, \u00fakolov\u00fa, podielov\u00fa alebo zmie\u0161an\u00fa formu mzdy, pr\u00edpadne zmluvn\u00fa mzdu a tak isto pob\u00e1dacie formy mzdy, ako s\u00fa pr\u00e9mie, odmeny alebo \u010fal\u0161ie pr\u00edplatky, ktor\u00e9 nevypl\u00fdvaj\u00fa zo z\u00e1kona, a teda nie s\u00fa ur\u010den\u00e9 ako n\u00e1rokov\u00e9 pr\u00edplatky.<br \/>\nN\u00e1rokov\u00e9 pr\u00edplatky s\u00fa tie na ktor\u00e9 vznik\u00e1 zamestnancom n\u00e1rok priamo zo z\u00e1kona. Nov\u00fd Z\u00e1konn\u00edk pr\u00e1ce garantuje zamestnancom minim\u00e1lnu v\u00fd\u0161ku pr\u00edplatkov. Pokia\u013e s\u00fa v kolekt\u00edvnej zmluve (KZ) dohodnut\u00e9 vy\u0161\u0161ie pr\u00edplatky, patria zamestnancom tieto dohodnut\u00e9 pr\u00edplatky. Nov\u00fd Z\u00e1konn\u00edk pr\u00e1ce teda stanovuje minim\u00e1lnu v\u00fd\u0161ku t\u00fdchto pr\u00edplatkov predov\u0161etk\u00fdm pre tie firmy, v ktor\u00fdch pr\u00edplatky nie s\u00fa dohodnut\u00e9, resp. v ktor\u00fdch nep\u00f4sob\u00ed odborov\u00e1 organiz\u00e1cia.<br \/>\nZa n\u00e1rokov\u00e9 pr\u00edplatky sa pova\u017euj\u00fa:<\/p>\n<ul>\n<li>mzdov\u00e9 zv\u00fdhodnenie za pr\u00e1cu nad\u010das,<\/li>\n<li>mzdov\u00e9 zv\u00fdhodnenie za pr\u00e1cu vo sviatok (pr\u00edpadne n\u00e1hrada mzdy),<\/li>\n<li>mzdov\u00e9 zv\u00fdhodnenie za no\u010dn\u00fa pr\u00e1cu,<\/li>\n<li>mzdov\u00e9 kompenz\u00e1cie za s\u0165a\u017een\u00fd v\u00fdkon pr\u00e1ce,<\/li>\n<li>odmena za pracovn\u00fa pohotovos\u0165.<\/li>\n<\/ul>\n<h2>Mzdov\u00e9 zv\u00fdhodnenie za pr\u00e1cu nad\u010das<\/h2>\n<p><strong>Mzdov\u00e9 zv\u00fdhodnenie za pr\u00e1cu nad\u010das<\/strong> upravuje paragraf Pr\u00e1ca nad\u010das \u00a7 97 ZP a mzda za pr\u00e1cu nad\u010das \u00a7 121 ZP.<br \/>\nPr\u00e1ca nad\u010das je pr\u00e1ca, ktor\u00e1 je vykon\u00e1van\u00e1 zamestnancom na pr\u00edkaz zamestn\u00e1vate\u013ea alebo s jeho s\u00fahlasom nad ur\u010den\u00fd t\u00fd\u017edenn\u00fd pracovn\u00fd \u010das vypl\u00fdvaj\u00faci z vopred ur\u010den\u00e9ho rozvrhnutia pracovn\u00e9ho \u010dasu. Pri vyu\u017e\u00edvan\u00ed nad\u010dasovej pr\u00e1ce mus\u00ed podnikate\u013e dodr\u017eiava\u0165 tieto z\u00e1sady:<\/p>\n<ul>\n<li>Za pr\u00e1cu nad\u010das patr\u00ed zamestnancovi dosiahnut\u00e1 mzda a mzdov\u00e9 zv\u00fdhodnenie najmenej 25 % jeho priemern\u00e9ho z\u00e1robku (v kolekt. zmluve m\u00f4\u017ee by\u0165 dohodnut\u00e9 aj viac). Pri rizikov\u00fdch pr\u00e1cach najmenej 35 %).<\/li>\n<li>Za pr\u00e1cu nad\u010das m\u00f4\u017ee by\u0165 zamestnancovi po dohode so zamestn\u00e1vate\u013eom poskytnut\u00e9 n\u00e1hradn\u00e9 vo\u013eno. V tomto pr\u00edpade mu mzdov\u00e9 zv\u00fdhodnenie nepatr\u00ed. N\u00e1hradn\u00e9 vo\u013eno mus\u00ed by\u0165 poskytnut\u00e9 do 3 mesiacov od vykonania nad\u010dasovej pr\u00e1ce (inak plat\u00ed ad 1).<\/li>\n<li>Pr\u00e1ca nad\u010das nesmie v priemere prekro\u010di\u0165 8 hod\u00edn t\u00fd\u017edenne v obdob\u00ed najviac 4 mesiacov po sebe nasleduj\u00facich, ak sa zamestn\u00e1vate\u013e so z\u00e1stupcami zamestnancov nedohodne na dlh\u0161om obdob\u00ed, najviac v\u0161ak 12 mesiacov po sebe nasleduj\u00facich. Ro\u010dn\u00fd maxim\u00e1lny limit je 150 hod\u00edn, z v\u00e1\u017enych d\u00f4vodov m\u00f4\u017ee zamestn\u00e1vate\u013e so zamestnancom dohodn\u00fa\u0165 v\u00fdkon pr\u00e1ce nad uveden\u00fa hranicu e\u0161te v rozsahu 250 hod\u00edn. Tu je v\u0161ak potrebn\u00e9 povolenie \u00fastredia pr\u00e1ce, soci\u00e1lnych vec\u00ed a rodiny (tak\u017ee spolu 400 hod\u00edn).<\/li>\n<li>Zamestn\u00e1vate\u013e m\u00f4\u017ee v kolekt\u00edvnej zmluve dohodn\u00fa\u0165 okruh zamestnancov, s ktor\u00fdmi je mo\u017en\u00e9 dohodn\u00fa\u0165, \u017ee vo v\u00fd\u0161ke mzdy bude zoh\u013eadnen\u00e1 pr\u00edpadn\u00e1 pr\u00e1ca nad\u010das, najviac v\u0161ak v \u00fahrne 150 hod\u00edn ro\u010dne. Zamestn\u00e1vate\u013e, ktor\u00fd nem\u00e1 v kolekt\u00edvnej zmluve dohodnut\u00fd tak\u00fdto okruh zamestnancov m\u00f4\u017ee p\u00edsomne dohodn\u00fa\u0165 s ved\u00facim zamestnancom, so zamestnancom, ktor\u00fd vykon\u00e1va koncep\u010dn\u00e9, syst\u00e9mov\u00e9, tvoriv\u00e9, metodick\u00e9 alebo obchodn\u00e9 \u010dinnosti, riadi, organizuje alebo koordinuje zlo\u017eit\u00e9 procesy alebo rozsiahle s\u00fabory ve\u013emi zlo\u017eit\u00fdch zariaden\u00ed, \u017ee vo v\u00fd\u0161ke mzdy bude zoh\u013eadnen\u00e1 pr\u00edpadn\u00e1 pr\u00e1ca nad\u010das, najviac v\u0161ak v \u00fahrne 150 hod\u00edn ro\u010dne. V t\u00fdchto pr\u00edpadoch zamestnancovi za pr\u00e1cu nad\u010das nepatr\u00ed mzda vr\u00e1tane mzdov\u00e9ho zv\u00fdhodnenia za pr\u00e1cu nad\u010das a tie\u017e nem\u00f4\u017ee za t\u00fato dobu \u010derpa\u0165 n\u00e1hradn\u00e9 vo\u013eno. Samozrejme, ak by vykon\u00e1val nad\u010dasov\u00fa pr\u00e1cu v rozsahu nad 150 hod\u00edn (do 400 hod.) tak \u00e1no.<\/li>\n<\/ul>\n<p><strong><span style=\"text-decoration: underline;\">Mzda a n\u00e1hrada mzdy za sviatok<\/span><\/strong> (\u00a7 94 Nov\u00e9ho Z\u00e1konn\u00edka pr\u00e1ce \u2013 dni pracovn\u00e9ho pokoja a \u00a7 122 Nov\u00e9ho Z\u00e1konn\u00edka pr\u00e1ce \u2013 mzda a n\u00e1hrada mzdy za sviatok).<br \/>\nZa pr\u00e1cu vo sviatok (nejde o kalend\u00e1rne nedele) patr\u00ed zamestnancovi dosiahnut\u00e1 mzda a mzdov\u00e9 zv\u00fdhodnenie najmenej vo v\u00fd\u0161ke 50 % jeho priemern\u00e9ho z\u00e1robku. ZP n\u00e1roky pri pr\u00e1ci v sobotu a nede\u013eu neupravuje \u2013 tieto n\u00e1roky v\u0161ak m\u00f4\u017eu by\u0165 predmetom kolekt\u00edvnych rokovan\u00ed.<br \/>\nAk sa zamestnanec dohodol so zamestn\u00e1vate\u013eom na \u010derpan\u00ed n\u00e1hradn\u00e9ho vo\u013ena, mzdov\u00e9 zv\u00fdhodnenie mu nepatr\u00ed. Mus\u00ed by\u0165 ale poskytnut\u00e9 do 3 mesiacov, ak sa tak nestane patr\u00ed mu uveden\u00e9 mzdov\u00e9 zv\u00fdhodnenie. <span style=\"text-decoration: underline;\">Za \u010derpanie n\u00e1hradn\u00e9ho vo\u013ena patr\u00ed zamestnancovi n\u00e1hrada mzdy vo v\u00fd\u0161ke 100 % svojho priemern\u00e9ho z\u00e1robku!<\/span><br \/>\nZamestnancovi, ktor\u00fd nepracoval preto, \u017ee sviatok pripadol na jeho obvykl\u00fd pracovn\u00fd de\u0148, patr\u00ed n\u00e1hrada mzdy vo v\u00fd\u0161ke jeho priemern\u00e9ho z\u00e1robku. U zamestnanca, ktor\u00fd je <span style=\"text-decoration: underline;\">odme\u0148ovan\u00fd mesa\u010dnou mzdou, sa sviatok, ktor\u00fd pripadne na jeho obvykl\u00fd pracovn\u00fd de\u0148, pova\u017euje za odpracovan\u00fd de\u0148 za ktor\u00fd mu patr\u00ed mzda, \u010di\u017ee mu patr\u00ed nekr\u00e1ten\u00e1 mzda<\/span>. Tak\u017ee tomuto zamestnancovi n\u00e1hrada mzdy za sviatok nepatr\u00ed (ale v kolekt\u00edvnej zmluve alebo v pracovnej zmluve je v\u0161ak mo\u017en\u00e9 dohodn\u00fa\u0165, \u017ee aj zamestnancovi, ktor\u00fd je odme\u0148ovan\u00fd mesa\u010dnou mzdou patr\u00ed n\u00e1hrada mzdy vo v\u00fd\u0161ke priemern\u00e9ho z\u00e1robku). T\u00e1to skuto\u010dnos\u0165 znamen\u00e1, \u017ee hodiny sviatku sa zah\u0155\u0148aj\u00fa aj do po\u010dtu hod\u00edn odpracovan\u00fdch zamestnancom napr\u00edklad na \u00fa\u010dely zistenia jeho priemern\u00e9ho z\u00e1robku. Samozrejme pokia\u013e by zamestnanec vo sviatok pracoval patr\u00ed mu dosiahnut\u00e1 mzda a pr\u00edslu\u0161n\u00e9 mzdov\u00e9 zv\u00fdhodnenie. Dosiahnutou mzdou za dobu v\u00fdkonu pr\u00e1ce vo sviatok sa rozumie alikvotn\u00fd podiel jeho nekr\u00e1tenej mzdy, ku ktor\u00e9mu obdr\u017e\u00ed mzdov\u00e9 zv\u00fdhodnenie za pr\u00e1cu vo sviatok.<br \/>\nAk by zamestnanec bezprostredne pred sviatkom, pr\u00edpadne po sviatku mal neospravedlnen\u00fa zmenu tak mu nevznik\u00e1 n\u00e1rok na n\u00e1hradu mzdy za sviatok a mesa\u010dne odme\u0148ovan\u00fd zamestnanec nem\u00e1 n\u00e1rok na nekr\u00e1ten\u00fa mzdu za dobu sviatku, v ktor\u00fd nepracoval.<br \/>\nS ved\u00facim zamestnancom (v\u00fdlu\u010dne len s ved\u00facim) je mo\u017en\u00e9 v pracovnej zmluve dohodn\u00fa\u0165 mzdu u\u017e s prihliadnut\u00edm na pr\u00edpadn\u00fa pr\u00e1cu vo sviatok. V takomto pr\u00edpade mu mzdov\u00e9 zv\u00fdhodnenie ani n\u00e1hradn\u00e9 vo\u013eno nepatr\u00ed, ale za pr\u00e1cu vo sviatok mu v\u017edy vznik\u00e1 n\u00e1rok na mzdu. Uveden\u00fa \u00fapravu nie je mo\u017en\u00e9 dohodn\u00fa\u0165 v kolekt\u00edvnej zmluve.<\/p>\n<h2>Mzdov\u00e9 zv\u00fdhodnenie za no\u010dn\u00fa pr\u00e1cu (\u00a7 123 ZP)<\/h2>\n<p>Pre ur\u010denie garantovanej v\u00fd\u0161ky (spodnej hranice) mzdov\u00e9ho zv\u00fdhodnenia za no\u010dn\u00fa pr\u00e1cu je z\u00e1klad\u0148ou sadzba minim\u00e1lneho mzdov\u00e9ho n\u00e1roku pre najni\u017e\u0161\u00ed stupe\u0148 n\u00e1ro\u010dnosti pr\u00e1ce pre 40 hodinov\u00fd t\u00fd\u017edenn\u00fd pracovn\u00fd \u010das. Zamestnanec m\u00e1 za dobu no\u010dnej pr\u00e1ce (od 22. hodiny do 6. hodiny) pr\u00e1vny n\u00e1rok na mzdov\u00e9 zv\u00fdhodnenie za no\u010dn\u00fa pr\u00e1cu najmenej vo v\u00fd\u0161ke 20 % z hodinovej sadzby minim\u00e1lneho mzdov\u00e9ho n\u00e1roku pre 1. stupe\u0148 n\u00e1ro\u010dnosti pr\u00e1ce (zjednodu\u0161ene: z v\u00fd\u0161ky hodinovej minim\u00e1lnej mzdy), t.j. v s\u00fa\u010dasnosti 0,340 Eura. T\u00e1to z\u00e1klad\u0148a teda nie je ovplyvnen\u00e1 uplat\u0148ovan\u00fdm t\u00fd\u017edenn\u00fdm pracovn\u00fdm \u010dasom a je z\u00e1v\u00e4zn\u00e1 pre v\u0161etk\u00fdch zamestn\u00e1vate\u013eov podnikate\u013eskej sf\u00e9ry, teda bez oh\u013eadu na to \u010di maj\u00fa alebo nemaj\u00fa uzavret\u00fa kolekt\u00edvnu zmluvu. Op\u00e4\u0165 je mo\u017en\u00e9 ale iba s ved\u00facim pracovn\u00edkom dohodn\u00fa\u0165 mzdu u\u017e s prihliadnut\u00edm na pr\u00edpadn\u00fa no\u010dn\u00fa pr\u00e1cu a potom mu mzdov\u00e9 zv\u00fdhodnenie nepatr\u00ed.<\/p>\n<h2>Mzdov\u00e9 kompenz\u00e1cie za s\u0165a\u017een\u00fd v\u00fdkon pr\u00e1ce (\u00a7 124)<\/h2>\n<p>\u00daplne rovnak\u00e9 z\u00e1very oh\u013eadne spodnej n\u00e1rokovej sadzby mzdov\u00e9ho zv\u00fdhodnenia za no\u010dn\u00fa pr\u00e1cu platia aj pre t\u00fato mzdov\u00fa kompenz\u00e1ciu za s\u0165a\u017een\u00fd v\u00fdkon pr\u00e1ce (p\u00f4vodne v ZP &#8211; za pr\u00e1cu v s\u0165a\u017eenom a zdraviu \u0161kodlivom pracovnom prostred\u00ed). Tak\u017ee:<\/p>\n<ul>\n<li>spodn\u00e1 hranica v s\u00fa\u010dasnosti predstavuje 0,340 Eura na hodinu bez oh\u013eadu na uplat\u0148ovan\u00fd pracovn\u00fd \u010das a<\/li>\n<li>sadzba je z\u00e1v\u00e4zn\u00e1 aj pre \u00fa\u010dastn\u00edkov kolekt\u00edvneho vyjedn\u00e1vania.<\/li>\n<\/ul>\n<p>Na mzdov\u00fa kompenz\u00e1ciu m\u00e1 zamestnanec n\u00e1rok ak bude pracova\u0165 v prostred\u00ed, ktor\u00e9 je rozhodnut\u00edm \u00fatvaru okresn\u00e9ho hygienika ozna\u010den\u00e9 za zdraviu \u0161kodliv\u00e9 v zmysle \u00a7 124 ZP (riziko infekcie, \u017eiarenia, chemick\u00fdch karcinog\u00e9nov a \u0161kodliv\u00edn, pra\u0161nos\u0165, teplota, hluk, vibr\u00e1cie, zv\u00fd\u0161en\u00fd tlak vzduchu, biologick\u00e9 faktory). Aj v pr\u00edpade, \u017ee z d\u00f4vodu rizikovosti pracovn\u00e9ho prostredia je na pracovisku uplatnen\u00fd t\u00fd\u017edenn\u00fd pracovn\u00fd \u010das 33,5 hodiny (\u00a7 85 Nov\u00e9ho Z\u00e1konn\u00edka pr\u00e1ce ods. 6 &#8211; karcinog\u00e9ny, o\u017eiarenie), spodn\u00e1 garantovan\u00e1 sadzba sa nemen\u00ed. Zamestn\u00e1vate\u013e v\u0161ak m\u00f4\u017ee dohodn\u00fa\u0165 alebo v pracovnom poriadku ustanovi\u0165 aj vy\u0161\u0161ie sadzby mzdovej kompenz\u00e1cie, pr\u00edpadne ju diferencova\u0165 pod\u013ea \u0161kodlivosti faktorov. Pr\u00edpadne je mo\u017en\u00e9 tieto mzdov\u00e9 zv\u00fdhodnenia poskytova\u0165 aj pri ni\u017e\u0161ej intenzite \u0161kodliv\u00fdch vplyvov, alebo aj pri in\u00fdch vplyvoch ktor\u00e9 s\u0165a\u017euj\u00fa zamestnancom pr\u00e1cu. V t\u00fdchto pr\u00edpadoch v\u0161ak mzdov\u00e9 zv\u00fdhodnenie m\u00f4\u017ee by\u0165 aj ni\u017e\u0161ie.<\/p>\n<h2>Odmena za pracovn\u00fa pohotovos\u0165<\/h2>\n<p>Podobn\u00fdm sp\u00f4sobom ako v pr\u00edpade vy\u0161\u0161ie uveden\u00fdch mzdov\u00fdch zv\u00fdhodnen\u00ed (za no\u010dn\u00fa pr\u00e1cu a v s\u0165a\u017eenom a zdraviu \u0161kodlivom pracovnom prostred\u00ed), t.j. nepriamo v\u00e4zbou na v\u00fd\u0161ku minim\u00e1lnej mzdy je v \u00a7 96 ods. 3 Nov\u00e9ho Z\u00e1konn\u00edka pr\u00e1ce upraven\u00fd aj garantovan\u00fd n\u00e1rok na n\u00e1hradu za pracovn\u00fa pohotovos\u0165 mimo pracoviska.<br \/>\nSpodn\u00e1 hranica v\u00fd\u0161ky n\u00e1hrady za prac. pohotovos\u0165 je od 1.10. 2007 ustanoven\u00e1 iba pre:<\/p>\n<ul>\n<li>pracovn\u00fa pohotovos\u0165 mimo pracoviska (ide o tzv. neakt\u00edvnu \u010das\u0165 prac. pohotovosti, ktor\u00e1 sa nepo\u010d\u00edta do prac. \u010dasu), v pr\u00edpade ktorej sadzba mus\u00ed predstavova\u0165 najmenej 20 % hodinovej sadzby minim\u00e1lneho mzdov\u00e9ho n\u00e1roku pre 1. stupe\u0148 n\u00e1ro\u010dnosti pr\u00e1ce, t.j. v s\u00fa\u010dasnosti 0,340 Eura.<\/li>\n<\/ul>\n<p>Za pracovn\u00fa pohotovos\u0165 na pracovisku (ide o neakt\u00edvnu \u010das\u0165 prac. pohotovosti, ktor\u00e1 sa pova\u017euje za prac. \u010das), patr\u00ed zamestnancovi mzda vo v\u00fd\u0161ke pomernej \u010dasti z\u00e1kladnej zlo\u017eky mzdy, najmenej v\u0161ak vo v\u00fd\u0161ke min. mzdov\u00e9ho n\u00e1roku pre 1. st. n\u00e1ro\u010dnosti pr\u00e1ce. Ak sa zamestn\u00e1vate\u013e so zamestnancom dohodn\u00fa na poskytnut\u00ed n\u00e1hradn\u00e9ho vo\u013ena patr\u00ed zamestnancovi mzda v tejto v\u00fd\u0161ke a za \u010das \u010derpania n\u00e1hradn\u00e9ho vo\u013ena sa mzda neplat\u00ed.<br \/>\nUveden\u00e9 n\u00e1roky s\u00fa v\u0161eobecne z\u00e1v\u00e4zn\u00e9, tak\u017ee obidva spodn\u00e9 limity sa musia re\u0161pektova\u0165 aj v kolekt\u00edvnej zmluve. Ak d\u00f4jde k v\u00fdkonu pr\u00e1ce (akt\u00edvna \u010das\u0165 pracovnej pohotovosti) ide o pr\u00e1cu nad\u010das.<br \/>\nPracovn\u00e1 pohotovos\u0165 m\u00f4\u017ee by\u0165 nariaden\u00e1 najviac v rozsahu 8 hod\u00edn t\u00fd\u017edenne a najviac 100 hod\u00edn v roku. Viac iba po dohode so zamestnancom.<\/p>\n<h2>Mzda pri v\u00fdkone inej pr\u00e1ce (\u00a7 125)<\/h2>\n<p>Zamestn\u00e1vate\u013e je povinn\u00fd dopl\u00e1ca\u0165 zamestnancovi doplatok ku mzde najmenej do v\u00fd\u0161ky jeho priemern\u00e9ho z\u00e1robku, v pr\u00edpade \u017ee bol zaraden\u00fd na pr\u00e1cu s ni\u017e\u0161ou mzdou z d\u00f4vodu:<\/p>\n<ul>\n<li>ohrozenia chorobou z povolania,<\/li>\n<li>karant\u00e9nneho opatrenia,<\/li>\n<li>odvr\u00e1tenia \u017eivelnej udalosti alebo na zmiernenie jej bezprostredn\u00fdch n\u00e1sledkov.<\/li>\n<\/ul>\n<p>Doplatok sa poskytuje po\u010das preradenia maxim\u00e1lne 12 po sebe id\u00facich mesiacov. V kolekt\u00edvnej zmluve je mo\u017en\u00e9 roz\u0161\u00edri\u0165 okruh d\u00f4vodov preradenia a pri nich dohodn\u00fa\u0165 pr\u00edpadne aj in\u00fa sumu (\u010di\u017ee aj ni\u017e\u0161iu) ako aj in\u00fa dobu poskytovania doplatku. Ale v t\u00fdchto in\u00fdch pr\u00edpadoch je mo\u017en\u00e9 preradi\u0165 zamestnanca len s jeho s\u00fahlasom.<br \/>\nS\u00fa\u010das\u0165ou n\u00e1kladov na doplatok s\u00fa aj odvody do poistn\u00fdch fondov a pr\u00edspevky na starobn\u00e9 d\u00f4chodkov\u00e9 sporenie.<\/p>\n<h2>Natur\u00e1lna mzda<\/h2>\n<p>Zamestnancovi je mo\u017en\u00e9, ale len s jeho s\u00fahlasom poskytova\u0165 \u010das\u0165 mzdy, s v\u00fdnimkou minim\u00e1lnej mzdy, formou natur\u00e1lnej mzdy (nem\u00f4\u017ee \u00eds\u0165 o liehoviny alebo in\u00e9 n\u00e1vykov\u00e9 l\u00e1tky). Vyjadruje sa v pe\u0148a\u017enej forme v cen\u00e1ch tovaru od v\u00fdrobcu (slu\u017eieb) pod\u013ea cenov\u00e9ho predpisu platn\u00e9ho v \u010dase poskytovania natur\u00e1lnej mzdy .<\/p>\n<h2>Splatnos\u0165 mzdy<\/h2>\n<p>Mzda mus\u00ed by\u0165 vyplaten\u00e1 najnesk\u00f4r do konca nasleduj\u00faceho kalend\u00e1rneho mesiaca s v\u00fdnimkou pr\u00edpadu, \u017ee sa v pracovnej zmluve alebo kolekt\u00edvnej zmluve dohodlo in\u00e9 obdobie. Zamestn\u00e1vate\u013e je povinn\u00fd stanovi\u0165 konkr\u00e9tne term\u00edny v\u00fdplaty mzdy (\u00a7 130). De\u0148 splatnosti m\u00e1 v\u00e4zbu aj na \u00a7 69 ZP pojedn\u00e1vaj\u00faci o pr\u00e1ve zamestnanca okam\u017eite skon\u010di\u0165 pracovn\u00fd pomer, ak mu zamestn\u00e1vate\u013e nevyplatil mzdu, n\u00e1hradu mzdy, cestovn\u00e9 n\u00e1hrady, n\u00e1hradu za prac. pohotovos\u0165 at\u010f., alebo ich \u010das\u0165 a to do 15 dn\u00ed po uplynut\u00ed jej splatnosti. Zamestnanec okrem mo\u017enosti okam\u017eit\u00e9ho skon\u010denia pracovn\u00e9ho pomeru (m\u00f4\u017ee uplatni\u0165 do 1 mesiaca) m\u00e1 n\u00e1rok na n\u00e1hradu mzdy v sume jeho priemern\u00e9ho mesa\u010dn\u00e9ho z\u00e1robku za v\u00fdpovedn\u00fa dobu.<br \/>\nNa \u017eiados\u0165 zamestnanca mus\u00ed mu by\u0165 mzda splatn\u00e1 po\u010das dovolenky vyplaten\u00e1 pred nast\u00fapen\u00edm dovolenky.<\/p>\n<h2>Pou\u017eitie a stanovenie priemern\u00e9ho z\u00e1robku na pracovnopr\u00e1vne \u00fa\u010dely (\u00a7 134)<\/h2>\n<p>Pou\u017eitie priemern\u00e9ho z\u00e1robku v pracovnopr\u00e1vnych vz\u0165ahoch je ve\u013emi rozsiahle. Naj\u010dastej\u0161ie sa pou\u017e\u00edva pri v\u00fdpo\u010dte:<\/p>\n<ul>\n<li>n\u00e1hrady mzdy po\u010das \u010derpania dovolenky a za nevy\u010derpan\u00fa dovolenku (len v pr\u00edpade ukon\u010denia pracovn\u00e9ho pomeru), za sviatok,<\/li>\n<li>n\u00e1hrady mzdy pri prek\u00e1\u017ekach v pr\u00e1ci \u010di u\u017e na strane zamestnanca alebo zamestn\u00e1vate\u013ea,<\/li>\n<li>mzdov\u00e9ho zv\u00fdhodnenia za pr\u00e1cu nad\u010das, vo sviatok,<\/li>\n<li>doplatku mzdy pri preraden\u00ed na in\u00fd v\u00fdkon pr\u00e1ce,<\/li>\n<li>n\u00e1hrady \u0161kody,<\/li>\n<li>v\u00fd\u0161ky odstupn\u00e9ho a odchodn\u00e9ho,<\/li>\n<li>a pod.<\/li>\n<\/ul>\n<p>Priemern\u00fd z\u00e1robok je zamestn\u00e1vate\u013e povinn\u00fd zis\u0165ova\u0165 v\u017edy k prv\u00e9mu d\u0148u kalend\u00e1rneho \u0161tvr\u0165roka a zisten\u00fd priemern\u00fd z\u00e1robok pou\u017e\u00edva\u0165 po\u010das cel\u00e9ho \u0161tvr\u0165roka. Vypo\u010d\u00edtava sa z hrubej mzdy, z\u00fa\u010dtovanej zamestnancovi na v\u00fdplatu v rozhoduj\u00facom obdob\u00ed, a z doby odpracovanej v tomto obdob\u00ed, pri\u010dom rozhoduj\u00facim obdob\u00edm je v\u017edy <strong>predch\u00e1dzaj\u00faci \u0161tvr\u0165rok. <\/strong>Do hrubej mzdy na \u00fa\u010dely zistenia priemern\u00e9ho z\u00e1robku sa nezah\u0155\u0148aj\u00fa plnenia, ktor\u00e9 v zmysle Nov\u00e9ho Z\u00e1konn\u00edka pr\u00e1ce nie s\u00fa mzdou.<br \/>\nAk zamestnanec v rozhoduj\u00facom obdob\u00ed neodpracoval aspo\u0148 22 dn\u00ed alebo 170 hod\u00edn, pou\u017e\u00edva sa namiesto priemern\u00e9ho z\u00e1robku pravdepodobn\u00fd z\u00e1robok.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Odme\u0148ovanie zamestnancov v podnikate\u013eskej sf\u00e9re legislat\u00edvne upravuje z\u00e1kon \u010d. 311\/2001 Z. z., t.j. Z\u00e1konn\u00edk pr\u00e1ce (ZP) s \u00fa\u010dinnos\u0165ou od 1.4.2002 a v znen\u00ed \u010fal\u0161\u00edch predpisov &hellip; <\/p>\n","protected":false},"author":14,"featured_media":24834,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[551,52],"tags":[54],"class_list":["post-7931","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-podnikam","category-podnikanie","tag-podnikatel"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Odme\u0148ovanie zamestnancov v podnikate\u013eskej sf\u00e9re<\/title>\n<meta name=\"description\" content=\"Odme\u0148ovanie zamestnancov v podnikate\u013eskej sf\u00e9re pod\u013ea Nov\u00e9ho Z\u00e1konn\u00edka pr\u00e1ce, t.j. z\u00e1kona \u010d. 311\/2001 Z. z. 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