Ref.No.MU-IS/144991/2022/1740880/RMU
COLLECTIVE AGREEMENT
concluded
in accordance with the provisions of Act No. 2/1991 Coll., on Collective Bargaining, as amended, Act
No. 262/2006 Coll., the Labour Code, as amended (hereinafter “Labour Code”), and other relevant
legislation, between the following parties:
Masaryk University
public higher education institution
Brno, Žerotínovo nám. 9
represented by the Rector, prof. MUDr. Martin Bareš, Ph.D.
(hereinafter referred to as “employer” or “university”)
and
University Trade Union – Masaryk University Coordinating Union Committee
represented by the chairman, RNDr. Luboš Bauer, CSc.,
acting on behalf of all trade unions operating at Masaryk University on the basis of a mandate from
the university trade union board established on 24 November 2005 and tasked with representing all
component organizations in matters associated with collective bargaining at university level (hereinafter
referred to as “CUC”).
as follows:
Section 1
Purpose of the Agreement
1. The Collective Agreement (hereinafter referred to as the “agreement”) governs certain rights of
employees employed by MU as well as certain rights and obligations of the partiesconcluding this
agreement.
2. Arrangements set out in an employment contracts which stipulate more favorable conditions for an
employee than those specified in this Agreement are not affected by this Agreement. An
employment agreement may not include less favorable conditions than those specified by this
agreement.
3. Arrangements set out in this Collective Agreement shall take precedence over the provisions of
the employer's internal regulations (cf. section 305 of the Labour Code) in case their provisions
are more favorable to employees.
4. Arrangements in the area of collective employer–employee relations negotiated between the
employer and a Masaryk University trade union organization are not affected by this Agreement.
Each trade union organization associated with an organizational unit of the employer which has the
right to decide or act on behalf of the employer in labour relations is entitled to conclude an
agreement with this organizational unit; however, such an agreement must not modifythe rights of
Masaryk University employees in labour relations agreed to in such an agreement in a less
favourable way than set out in this agreement.
5. An employee is represented by the trade union organization he/she is a member of in labour
relations with other individual employees. An employee who is not unionized is represented in
labour relations by a trade union organization operating in the appropriate organizational unit of
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the employer unless otherwise indicated by the employee. An employee who is not unionized and
whose unit is part of an organizational unit of the employer with no trade union organization
presence is represented in labour relations by the trade union organization with the greatest number
of members, unless otherwise indicated by the employee. When establishing an employee's
membership in an organizational unit of the employer, his/her home unit – as indicatedin the
employer's HR information system – is used as the determining criterion.
Section 2
Scope of the Agreement
1. Arrangements set out in sections 3 to 16 are applicable to all workplaces of the employer and any
legal successor, unless otherwise stipulated by this agreement.
2. For the purposes of this agreement, the employer is represented by the Rector of Masaryk
University in cases which fall within the purview of Masaryk University or by a faculty dean in
cases which fall within the purview of an individual faculty.
3. No higher level Collective Agreement is in existence at Masaryk University.
Section 3
Creating Conditions for the Proper Performance of Trade Union Organization Activities
1. The employer provides trade union organization board members and CUC members with suitable
conditions for the proper performance of their duties, namely:
a) provides space, subject to availability, for the necessary operational and meeting activities of
trade union organizations, i.e. a meeting room with the necessary equipment, if so requested
by the trade union organization board or CUC; such a space is provided on the basis of a written
agreement on the use of office and meeting space and equipment;
b) facilitates the free use of infrastructure for the purposes of their activities (telephone, office
equipment, computers, etc.) and pays the necessary maintenance and technical operation costs
as well as any expenses associated with the necessary working documentation.
2. The employer shall provide a trade union organization board or CUC member with time off with
compensatory wage in the amount of average earnings and to the necessary extent as remuneration
for his/her activities as an employee representative. Necessary extent constitutes a maximum of
five workdays per calendar year. Leave is granted following a timely request for release from duties
submitted to the employer and establishing evidence of obstacles at work. The trade union
organization provides the employer will information regarding changes in trade union organization
membership in the event of any such changes taking place.
3. The employer shall ensure the transfer of contributions to trade union members in favour of these
organizations on the basis of negotiated agreements on wage deductions. In order to ensure the
transfer of membership contributions, prior written consent regarding wage deductions must be
obtained from the employee and delivered to the relevant payroll clerk/HR department. Consent
with the transfer of trade union contributions may be voided by the employee by submitting a
notification to the relevant payroll clerk/HR department.
4. In case an employee requests an annual income tax settlement, the employer shall deduct
membership contributions paid by the employee from the tax base, following the submission of a
receipt issued by the trade union organization regarding the amount of membership contributions
paid (in accordance with Section 15, par.7 (a) and Section 38, par. 1, (j), of the act No. 586/1992
Coll., Income Tax Act, as amended.
5. If so required by the Labour Code, special legislation or this agreement – in cases involving all or
more employees – to provide information, consult, consent or enter into agreement with a trade
union organization, the employer shall fulfil such obligations to the CUC. However, in case the
group of employees in question is made up entirely of employees from a single organizational unit
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of the employer and in case the unit has an independent trade union organization, the employer
shall fulfil such obligations to that organization.
6. Documents addressed to the employer shall be submitted by the employee to the filing room of the
relevant constituent part of the university. Documents addressed to the employer as a legal entity
shall be submitted to the filing office of the MU Rector’s Office.
Section 4
Providing Information to Trade Union Organizations
1. The employer shall provide the CUC with information regarding the development of wages and
individual wage components, broken down by professional groups, both at the university and at
individual organizational units. Information shall include the number of employees and data on
median and average wages, broken down into the following components: wage rate, performance
premiums, additional premiums, bonuses and compensatory wage. Statistics shall not include
employees working for contractual wage. The employer shall provide the CUC with aggregated
information regarding the number of employees working for contractual wages throughout the
university as well as the total amount of wages paid out to such employees. The employer shall
provide the CUC with this information in writing twice a year, i.e. for the first half of the year (by
15 September) and for the entire annual accounting period (by 15 February of the following year).
2. The employer agrees to provide the CUC with reports on new employments during each preceding
quarter at the entire university. The report shall contain information regarding the duration of new
employment relationships (indefinite period, definite period including period duration) as well as
information on employment relationships with shorter than standard working hours. The report
shall be presented by the employer no later than on the fifteenth day of the first month following
the end of each quarter.
3. The employer shall inform the CUC of matters referred to in section 279, subsection 1, letters a),
b), d) and f) and section 280, subsection 1, letters a) to c) of the Labour Code once a year in an
annual report on activities and operations, valid as of the date of publication.
4. The employer shall inform employees about job vacancies and calls for tenders using the online
Masaryk University noticeboard at http://www.muni.cz/.
5. The employer shall inform the trade union organization of matters associated with safety and health
at work regularly, namely once a year in September. These include a comprehensive reporton
accidents at work and occupational diseases.
6. The employer shall provide all information referred to in preceding subsections, i.e. 1, 2 and 5, to
the CUC for the entire university by e-mail to: kor@muni.cz.
Section 5
Discussion and Co-Decision
1. In order to discuss matters in accordance with section 280, subsection 1 and section 287, subsection
2 of the Labour Code, the employer shall transmit to the CUC documents with proposed measures
and their justification by email to kor@muni.cz no later than ten workdays prior to a potential
negotiation date. The CUC shall inform the employer of any opinions or proposals regarding the
submitted documents electronically no later than five workdays prior to apotential negotiation date.
2. In case one of the parties transmits a proposal or position paper to the other party in electronic form
in order to obtain that party's opinion or to initiate negotiations, the receiving party is obligedto
provide an answer, including an opinion of the proposal or position paper, likewise in electronic
form and without undue delay, i.e. within no more than ten workdays from the date of delivery.
3. Either party retains the right to request a meeting with a representative of the other party at any time
in order to verbally negotiate matters which are or should be treated by this agreement. The
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other contracting party agrees to participate in such negotiations. The CUC has the right to invite
a representative of the trade union of which he/she is a member or an independent expert to any
such negotiations. An ad hoc selected representative may be delegated to participate in such
negotiations on the part of the employer.
4. Minutes from negotiation meetings are taken by both parties in alternating fashion and subsequently
passed on to both contracting parties in electronic form. In case neither party raises any objections
or provides any comments regarding the content and presentation of the minutes within a ten-day
period, both parties are deemed to agree with the record.
5. Both contracting parties agree to inform employees at all units of their activities and to
communicate the outcome of negotiations between the CUC and the employer in a suitable manner.
All such communication will be available through the IS MU document server and on theCUC
website, hosted on a server administered by employer. A link to these two sources of information
will be placed in the appropriate section of the Masaryk University website for the benefit of all
employees.
6. In case the consent of the trade union organization is required by law, the employer personally
negotiates or transmits a request for consent to the trade union organization board in written or
electronic form, specifying grounds for the request and an expected reply date. The trade union
organization board shall assess the employer's request without delay and notify the employer of the
outcome of its deliberations in writing within a reasonable period of time.
7. The employee has the right to file a complaint regarding the exercise of rights and obligations
associated with labour relations through a trade union organization he/she is represented by in
accordance with Section 1, par. 5.
Section 6
Fixed-Term Contract Negotiation
1. The contracting parties have agreed that the employer may decide, for reasons including the special
nature of the work and reasons associated with the operation of a university, in the case of
employees referred to in subsection 3 of this article, not to allow for the negotiation and renewal of
fixed-term employment relationships in accordance with section 39, subsection 2 of the Labour
Code.
2. Reasons referred to in subsection 1 include the following:
a) The employer, as a participant in project activities, is a recipient of subsidiary, non-subsidiary
and special-purpose funding, provided for a previously specified purpose and project; such
finding may be time-limited and therefore does not generate funding for severance pay for
employees in the event of project termination;
b) University operation is strongly influenced by its seasonal nature, which makes it impossible to
provide open-ended employment for employees tasked primarily with servicing the employer's
accommodation, catering and sports facilities.
3. Employees affected by reasons indicated in subsection 2 include:
a) Employees involved in fulfilling the employer's project-related commitments.
b) Employees involved in work whose performance is linked to the operation of accommodation
and catering facilities throughout the academic year or those involved in the operation of sports
facilities, employees of the Medicinal Herbs Centre and other employees whose workis of a
seasonal nature.
4. When concluding and renewing fixed-term employment relationships with employees involved in
fulfilling the employer's project-related activities in accordance with subsection 2, the employer
shall proceed as follows:
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a) The employer shall conclude employment relationships for a period corresponding to the
expected needs of the project, i.e. in accordance with funding principles and project
employment plan, without limiting the number of repetitions of fixed-term employment
relationship cycles.
b) The employer shall generally conclude employment relationships with employees involved in
fulfilling project-related activities for a period of at least one year, but may in exceptional cases
conclude employment relationships which are shorter in duration.
c) Prior to the end of the original employment period, the employer shall inform the employee
whether or not an extension of an existing employment relationship will be offered.
d) Employees who – prior to starting work on a project – were involved in educational,
scientific, research or other activities financed from sources other than a project, will – after
finishing work on the project – be subject to termination and fixed-term employment
relationship renewal conditions set out in section 39, subsection 2 of the Labour Code, i.e.
employees who – prior to starting work on a project – were employed on the basis of a fixedterm
employment relationship, shall – after finishing work on a project – be treated in
accordance with section 39, subsection 2 of the Labour Code, with special regard to the
duration of employment and the number of employment relationship extensions granted prior
to their starting work on a project.
5. Employees involved in seasonal work as specified in subsection 2, letter b) shall be employed on
the basis of an employment relationship concluded for a relevant season (i.e. that part of the year in
which it is necessary to perform the seasonal work in question) with an unlimited number of
renewals. The employer shall conduct such proceedings with regard to the interests of the employee
and shall strive to limit to the bare minimum the usage of such an agreement.
Section 7
Employment Termination and Severance Pay
1. An employee who accepts the end of an employment relationship in the event of employment
relationship termination for reasons specified in section 52, letters a) to c) of the Labour Code shall
be provided by the employer with severance pay as follows:
a) severance pay equal to twice the average monthly wage in case the employment relationship is
being terminated prior to the end of the calendar month in which notice was delivered or
employment relationship termination was proposed;
b) severance pay equal to one average monthly wage in case the employment relationship is
terminated by mutual agreement by the end of the first month of the notice period.
2. In case an employment relationship is being terminated following notice on grounds listed in
Section 52, letters a) to c) of the Labour Code or by mutual agreement for the same reasons and in
case the employment relationship lasted at least ten years, the employee is entitled to extra
compensation increased by an amount equal to one average monthly wage.
3. The termination of an employment relationship by notice or by immediate termination of
employment shall be discussed by the employer with the relevant trade union organization prior to
the fact (section 1, subsection 5). The trade union organization agrees to discuss the proposal
without delay.
4. In case an employee is involved in a fixed-term employment relationship, the employer is required
to inform the employee of the possibility of a renewal of this employment relationshipno later
than two months prior to the end of the employment relationship; this does not apply in the case of
employment relationships concluded in a substitute capacity (e.g. in case of maternity or parental
leave, etc.).
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Section 8
Working Hours
1. The period during which overtime must not exceed an average of 8 hours per week is hereby
established as 52 consecutive weeks.
2. The compensatory period for the completion of the average weekly working time in the case of an
uneven distribution of working time shall be 52 consecutive weeks.
Section 9
Employee Remuneration
1. The wage rights of the employer's employees are also set out in this contract.
2. Guaranteed wage constitutes a wage equal to a wage rate set out in accordance with the Masaryk
University Internal Wage Regulations and all other claimable monetary payments provided in
connection with the performance of work or on the basis of labour rights arising from an
employment relationship as set out by an internal guideline or by the Collective Agreement.
3. As a result of the collective negotiation process, the wage rates will be increased between 2022
and 2025 in accordance with the provisions of the MU Internal Wage Regulation, namely by 10%
as of 1 July 2022, 5% as of 1 July 2023 and 5% as of 1 July 2024. The Economic Centre will
inform the relevant trade union organization of the intended use of Article 4(14) of the MU
Internal Wage Regulation by 31 May of the calendar year in question at the latest.
4. An employee is entitled to a wage rate determined for a specific wage category to which he/she is
assigned in accordance with the Masaryk University Internal Wage Regulations. The employer shall
assign each employee to a wage category on the basis of the characteristics of the work activities
performed as part of his/her job, taking into account the level of professional and specialized
requirements, minimum achieved education, academic qualifications and/or rank and other
conditions in accordance with the Masaryk University Job Catalogue.
5. If the rates of the minimum and guaranteed wage are increased, the employer shall take such
measures in the area of remuneration that employees are provided with a wage corresponding to
at least the relevant rate of the guaranteed wage in accordance with the rules for classifying MU
positions into individual groups for the purposes of providing the guaranteed wage within the
meaning of Government Regulation No 567/2006 Coll,. on the minimum wage, on the lowest
levels of the guaranteed wage, on the definition of a difficult working environment and on the
amount of the wage supplement for work in a difficult working environment, as amended,
6. Wages shall be paid upon the performance of work, i.e. in a calendar month following the month
in which an employee's entitlement to wages or a part thereof arose. Payday dates shall be
negotiated by the employer with the CUC and subsequently announced by the end of the preceding
calendar year. The employer shall, upon receiving a request submitted by an employee, transfer the
employee's wages at the employer's own expense and liability to an employee's account at a bank,
savings bank or credit union, no later than on a designated payday date.
7. The employer shall enter monthly account statements – including information regarding individual
wage components and deductions – in the MU intranet (Inet), thereby making such information
readily available to employees. The employer is obliged to provide the employee with written
documentation of any such information if so requested by the employee.
Section 10
Financial Benefits
1. Benefits constitute a form of financial performance employees are entitled to on conditionof their
meeting the terms of this Collective Agreement.
2. Benefits are provided in the form of work anniversary bonuses and retirement bonuses:
a) a work anniversary bonus is paid out an employee as a single instalment of 10,000 CZK
oncompleting an uninterrupted period of ten years in an employment relationship,
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b) a retirement bonus is paid out to an employee on the date of termination of an employment
relationship due to retirement or due to their becoming eligible for 3rd
degree disability pension.
The bonus ranges from 5,000 to twice the employee's monthly average earnings atthe university
in the preceding calendar year, provided that the employee's employment relationship with the
university lasted for at least 5 years. In order to determine the bonus amount, the total
employment duration, amount of working hours and results achieved shallbe taken into
consideration.
3. Bonuses listed in subsection 2 are payable together with wages, i.e. in the first month following the
claim.
Section 11
Leave
1. The amount of leave assigned to employees who are not academic employees (section 70,
subsections 1 and 2 of the Higher Education Act) is six weeks per calendar year.
2. The employer schedules leave taking for individual employees on the basis of a schedule drawn up
no later than 30 April with the consent of the relevant trade union organization, as stipulated by
section 1, subsection 5. The leave taking period runs from January 1 to December 31 of each
calendar year. The appropriate trade union authority shall assess the employer's proposal without
undue delay, i.e. no later than 14 days from its submission. Employees may continuously update
their leave taking schedules as needed throughout the year.
3. The employer may provide an employee with time off without pay even in cases not required by
law. The employer may decide to do so on the basis of a written request submitted by the employee
and accompanied by an opinion of his/her immediate superior. The employer's decision to grant
time off without pay is subject to the agreement of the employer and employee regarding the
payment of the employee's health insurance by the employee.
4. The employer may grant time off with compensatory wage to an employee in cases under
Section 202 Labour Code (exercise of civic duty), where the employer is not obliged to do so
under the law.In such case, the employer shall decide upon a written request of an employee,
which shall be attached an opinion of the immediate superior.
Section 12
Catering Services
1. Pursuant to the provisions of Section 236 of the Labour Code, the employer shall allow employees
who are in an employment relationship a corporate catering in all shifts, especially in their own
canteens, or in catering establishments of other entities. The employer enables to all employees a
corporate catering during the work shift.
2. Employees are entitled to a meal allowance if they meet the condition of working for at least in a 4
hours shift and if they have an employment relationship with MU concluded for at least half of the
given weekly working hours (i.e. 20 hours per week). For employees in multi-shift operations, the
condition of hours worked is reduced adequately. The condition of the agreed minimum working
hours does not apply in the case of employees who are both employees and recipients of a
retirement pension.
3. The employer provides a meal allowance in a form of a financial allowance in accordance with the
Income Tax Act, namely in the amount of CZK 55.
4. If the condition laid down in paragraph 2 is met, an employee shall be entitled to a financial meal
allowance for one meal for each worked shift. If an employee has more than one employment
relationship at the University fulfilling the condition under paragraph 2, he/she is entitled to only
one meal allowance.
5. If the given and worked length of a work shift is longer than 11 hours, an employee is entitled to
another financial meal allowance, provided that the amount by which the maximum possible tax
deductible contribution for a given calendar year is exceeded is subject to income tax and to
employee insurance deductions.
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Section 13
Other benefits
1. The employer shall allow MU employees to use its sports facilities by prior agreement with
the keeper.
2. The Employer will allow employees to rent the University Club on the premises of the MU
Rector's Office on preferential terms. The University Club is provided free of charge for
cultural events of faculty senior citizens' clubs that bring together former MU employees.
3. All other employer-provided or employer-mediated benefits are published via the MU
Employee Portal in the Employee section, Employee Benefits section.
Section 14
Social Fund
1. The social fund includes funding debited from university expenses in an amount of 1 % of the
overall annual university wage costs, compensatory wage costs and remuneration for standby (i.e.
all wages except for payment associated with contracts for work performed outside of employment
relationships and severance pay) at an appropriate economic unit. The fund is replenished on a
monthly basis with funding debited from the expenses of an appropriateeconomic unit.
2. The fund shall be used primarily as a source of supplementary pension insurance or supplementary
pension savings for employees. Fund contribution has been set at 2 % of the wage rate. Employees
with contractual wages are subject to a contribution of 2 % of the maximum wage rate in the
appropriate wage rate table as set out by the Masaryk University Internal Wage Regulations.
Guidelines for allocating supplementary pension insurance contributions to employees are set out
in a Masaryk University directive.
3. In addition, the balances of the funds of individual economic centres can be used for the employer's
contribution to catering and for health care costs (in particular for the costs of flu and tick-borne
encephalitis vaccinations, or against other diseases in the event of an epidemic, provided to
employees in the facilities of the contracted occupational health service provider or in the facilities
of general practitioners, subject to reimbursement of a maximum price correspondingto the cost of
the vaccine from the occupational health service provider), and for the costs associated with the
professional development and training of employees and, where appropriate, other activities
resulting from MU's strategic plan in accordance with the collective agreement.
Section 15
Safety at Work
1. The employer shall ensure the existence of preventive measures, arising from legal and other
regulations, essential with respect to ensuring safety and health at work as well as measures aimed at
preventing risks of damage to employee health, i.e. eliminating or minimizing the effect of
unavoidable risks.
2. Key occupational safety and health (hereinafter referred to as “OSH”) measures are defined by an
internal regulation which sets out the general principles of occupational health and safety as well as
preventive measures designed to prevent risks. The employer shall discuss such internal regulations
with the CUC in advance.
3. The employer shall provide employees with personal protective equipment, clothing and footwear,
detergents, cleaning agents and disinfectants according to a list prepared on the basis of an
assessment of risk and specific work conditions. Employees tasked with visually straining activities
shall be allowed a safety break every two hours throughout the entire work shift.
4. Each university employee has the right to participate in creating a safe and healthy working
environment by participating in issues associated with health and safety at work; each employee
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also has the right to contact a direct superior employee, other senior employees or a qualified
occupational health and safety worker when deficiencies and defects which could endanger the
safety or health of workers are identified, in particular in the case of an imminent emergency as
well as in matters associated with improving the state of OSH.
5. The employer is obliged to:
a) organize an OSH inspection at least once a year in collaboration with the trade union
organization in an extent and character appropriate for a given workplace and subsequently
ensure that any shortcomings identified are resolved in a timely manner;
b) verify, if so required by a given workplace, the current state of OSH at that workplace with
respect to category 3 or 4 work requirements in accordance with section 37 of Act No.
258/2000 Coll., on the protection of public health, as amended;
c) conduct training on legal and other regulations designed to ensure OSH, at least as often as
established by internal regulation;
d) provide trade union organization deputies with access to the workplace in order to inspect OSH
while also respecting safety, operational and additional regulations;
e) negotiate with an appropriate trade union organization the amount of compensation to be paid
out to an employee who suffered an accident at work or who contracted an occupational
disease.
Section 16
Occupational health services
1. Employees performing work included in work category 1, as stipulated by the Public Health
Protection Act, whose work does not include activities, the performance of which is regulated by a
legal regulation in accordance with section 60 of Act No. 373/2011 Coll., on specific health
services or other legislation, shallbe provided by the employer with the opportunity to attend an
occupational health examination conducted by the employee's registered general practitioner.
2. The employer shall reimburse any costs associated with the occupational health examination
conducted by a non-contracted doctor, including costs associated with the provision of medical
records upon presentation of proof of the examination and proof of payment.
3. MU employees are provided with occupational medical services by a contractual provider of
occupational medical services given in the MU system.
Section 17
Application and Effect
1. The agreement is provided in duplicate and signed by representatives of both contracting parties.
2. Employees shall be informed of the contents of this agreement via the Masaryk University website
within three days of its signing.
3. The agreement comes into effect following its signature by both contracting parties.
4. The Agreement is effective from 1 July 2022 and is concluded for a fixed term until 30 June 2025,
in accordance with Article 26(1) of the Labour Code.
In Brno, on May 30, 2022
……………………………………….. ………………………………………..
prof. MUDr. Martin Bareš, Ph.D. RNDr. Luboš Bauer, CSc.
Rector Chairman of University Trade Union