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Directive of the Dean of the Faculty of Medicine of Masaryk University No.
5/2019
On the rights and obligations of employees and the organisation of
work at LF MU
(as amended with effect from 5 May 2021)
Pursuant to Section 28 of Act No. 111/1998 Coll., on Higher Education Institutions and
on Amendments and Additions to Other Acts (Act on Higher Education Institutions), I issue
this Directive:
General provisions
Reason and subject of the modification
1. This directive specifies the rights and obligations of the employee and the employer for
the purposes of the Masaryk University Faculty of Medicine (hereinafter referred to as
"MU Faculty of Medicine") and serves as a tool for personnel management of MU Faculty
of Medicine employees.
2. This Directive provides for:
2.1. Categories of LF MU employees, activities of academic staff, recruitment, placement
of academic staff
2.2. Remuneration and evaluation of academic staff and other employees of LF MU
2.3. Scheduling of working hours at the MU Faculty of Arts according to the provisions
of Act No. 262/2006 Coll., the Labour Code, as amended (hereinafter referred to
as the "Labour Code")
2.4. Rules for planning and taking leave
2.5. Arranging meals for employees
2.6. Basics of OSH organisation at LF MU
Introductory and general provisions
1. The provisions of this Directive are linked in particular to MU Directive No.3/2018 "Catalogue
of Work Positions", Rector's Directive No.11/2013 "Organisation of Working
Hours at Masaryk University" and Rector's Directive No.10/2009 "Determination of the
Organisation of Occupational Safety and Health at MU".
2. There shall be no discrimination or exclusion in the application of this Directive, in
particular on grounds of sex, age, race, language, origin, nationality, religion or belief.
3. The application of this Directive must respect the basic principles of employment relations
listed in Article 1a of the Labour Code.
4. The provisions formulated in this Directive must be applied in accordance with the Code
of Ethics for Academic and Professional Staff of Masaryk University (hereinafter referred
to as the "Code of Ethics").
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Staff
Categories of employees
1. For the purposes of this Directive, an employee means a natural person who has undertaken
to perform dependent work in an employment relationship.
2. For the purposes of this policy, staff is divided into academic staff1
and other staff.
2.1. Academic staff are professors, associate professors, assistant professors, assistant
lecturers and scientific, research and development staff involved in teaching
activities2
. Academic staff, irrespective of their job function, perform both
pedagogical and scientific, research, development and innovation, artistic or other
creative activities and participate in the self-government of LF MU within their
employment relationship with LF MU. Other experts may also participate in teaching
on the basis of agreements on work performed outside the employment
relationship.
2.2. For the purposes of this Directive, other staff means staff who are not academics
and are involved in educational, research and development activities, or their
management, administration or other specialised support activities.
3. The provisions of this Directive shall not apply to professors emeritus and persons
working under agreements for work outside the employment relationship, unless this
Directive expressly provides otherwise.
Qualifications and requirements
1. The qualifications and requirements that an employee must meet in order to perform
the agreed type of work are set out in the MU Directive3
(hereinafter referred to as the
Job Catalogue). The job catalogue defines the general characteristics of the employees'
job positions and sets out the minimum qualification requirements, including other
prerequisites for classification in the individual pay grades. The job catalogue also determines
the method of classifying employees into pay grades, the method of proving
the pay grade awarded and the method of implementing a change in pay grade.
2. The scope and structure of the specific duties within the job description framework are
determined for each employee by his/her supervisor, depending on the overall tasks of
the department in the educational activity and taking into account his/her individual
professional abilities.
Establishment of the employment relationship
1. Academic staff positions are filled on the basis of a selection procedure. The selection
procedure may be waived in the case of repeated employment of an academic staff
member.4
A selection procedure may also be held when recruiting other LF MU em-
ployees.
2. Selection procedures are carried out in accordance with MU internal regulations (hereinafter
referred to as the "Selection Procedure Regulations").
3. Job vacancies are published on the public website of Masaryk University. The selection
procedures take into account both the strategic goal of the MU Faculty of Physical
1 Act No. 111/1998 Coll. on Higher Education Institutions and on the Supplementation of Other Acts (Higher Education Act)
2 Annex No. 1 to the MU Internal Wage Regulation
3 At the time of issuing the regulation, this Directive is Masaryk University Directive No. 3/2018 "Catalogue of job positions"
4 § Section 77 of the Higher Education Act, Article 6 of the Masaryk University Selection Procedure Regulations
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Sciences, which is to renew, renew and develop human resources in research and education
towards the internationalisation of research and educational activities, and to
support the integration of academic staff.
4. The selection procedure can be carried out remotely, using a remote communication
tool. The chairman of the selection board decides on the conduct of the selection pro-
cedure.
5. A selection procedure is announced for the positions of heads of departments, institutes
and clinics, usually within three to five years after the specific head position has been
filled.
6. Visiting professors may also work at the faculty in accordance with No. 42 of the MU
Statutes.
Remuneration and employee evaluation
Remuneration
1. Remuneration of employees is governed by the Internal Wage Regulations of Masaryk
University in accordance with the Catalogue of Positions.
2. Remuneration related to the publication of LF MU teaching texts is governed by a special
internal faculty standard5
.
Classification of employees into job positions and pay grades
The classification of academic staff positions into salary grades, including the determination
of the areas of predominant activities and the requirements for minimum educational attainment,
academic qualifications or scientific rank, and the classification of other staff
positions into salary grades, including an indicative list of typical jobs and the determination
of minimum educational qualifications for these positions, are set out and specified in
the Job Catalogue.
Salary
1. Wages means monetary remuneration provided to an employee for work in accordance
with the Labour Code.
2. Wages or remuneration from agreements on work performed outside the employment
relationship (hereinafter referred to as agreements) may not be lower than the minimum
wage. If the wage or remuneration does not reach the minimum wage, the
employee shall be granted a supplementary payment equal to the difference between
the wage earned in the calendar month and the relevant minimum monthly wage, and
the difference between the wage per hour worked and the relevant minimum hourly
wage in the case of remuneration under the agreement.
3. For the purposes of determining the minimum wage, the wage received by the employee
for overtime work and other statutory allowances provided for in the Labour
Code are not included in the wage.6
.
5 At the time of publication - Directive of the Dean of the Faculty of Medicine No. 4/2011
6 § Section 111(2) of the Labour Code, government regulation on minimum wage
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4. The wage is negotiated taking into account the complexity and difficulty of the work,
the qualification requirements and the employee's performance.
5. The amount of the individual components of the wage, in particular the wage tariff, the
personal assessment and the functional supplement, is determined by the wage assessment.
In accordance with the rules of the internal wage regulation, wages may be
agreed by contract.
6. The wage rate is set for employees on the basis of the type of work agreed in accordance
with Article 5 of the Internal Wage Regulation.
Personal evaluation
1. The personal assessment is an individually determined variable wage component.
2. The quality of the work performed by the employee, including recognition of the contribution
to teaching and scientific activities and the employee's stable long-term performance,
is decisive for determining the amount of the personal evaluation. At the
same time, account is taken of managerial and organisational skills, knowledge, skills,
experience, activity, professional and personal development, teamwork skills and the
employee's personal contribution to the employer. The amount of personal remuneration
is determined with regard to the budget of the workplace in a given period of time.
3. A staff member may be awarded a personal allowance at the start of his employment;
in determining the amount of the allowance, account shall be taken of his potential to
meet the criteria set out in paragraph 2.
4. An employee may be awarded a personal assessment up to a specified percentage of
the salary scale of the grade to which the employee is assigned, as follows
4.1. for other employees up to 150%;
4.2. for academic staff up to 200%;
4.3. for senior staff (see Organisational Regulations) up to 250%.
5. The remuneration is granted for a fixed period, usually from 1 May of the calendar year
concerned.
6. Personal remuneration may be granted beyond the scope set out in Article 4 if the
employee performs tasks within the framework of a grant project or has an active
contribution to the economic activities of the MU Faculty of Arts.
7. The Dean/Secretary may award a personal evaluation to an employee who achieves
exceptional work results and performs a given scope of work tasks with exceptional
quality, regardless of paragraph 4.
8. The proposal to award, amend or withdraw a personal assessment shall be submitted
by the head of the establishment where the employee is assigned. Proposals may also
be submitted by another senior member of staff or by the project leader.
9. The personal evaluation may be changed (increased, decreased or withdrawn) following
changes in the fulfilment of any of the criteria on the basis of which the personal evaluation
was awarded.
10. For employees who are involved in the performance of work tasks within the framework
of a grant project, the personal evaluation may also be changed in the event of a
change in the conditions of project financing or in the event of a change in the salary
tariff.
11. The Dean/Secretary decides on increasing, decreasing or withdrawing the personal
evaluation also in the case of non-fulfilment of the employee's basic duties according
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to the Labour Code7
, non-fulfilment of the requirements for proper performance of
work according to the Labour Code8
, or violation of the internal regulations of the
Faculty of Medicine or Masaryk University.
12. If a reduction or withdrawal of the personal allowance occurs during the period for
which the personal allowance is granted, the employee must be notified in writing,
including the reasons, no later than the date on which the change takes effect. Reasons
shall not be required in the case referred to in paragraph 10.
Management and performance of duties allowance
1. The functional supplement is granted in accordance with the Internal Wage Regulation
in relation to the Organisational Regulations of the MU Faculty of Medicine (hereinafter
referred to as the Organisational Regulations). The amount of the functional
allowance reflects the level of responsibility, difficulty and quality of management
work. A functional supplement may be granted for:
1.1. Management;
1.2. performance of the function;
1.3. representation;
1.4. performance of the activities of the study programme guarantor.
ad 1.1. Staff members shall receive a management allowance according to the level of
management, the degree of responsibility, the complexity and quality of the management
work, the number of staff members under their direct management
and their structure. Direct management of at least two staff members is a condition
for the award. Where the conditions for awarding more than one management
allowance are met, the staff member shall receive only one allowance,
the one which is more favourable to the staff member.
Steering grades and the range of the amount of the leadership allowance:
Level 1 management: an employee who is not a manager but is required by
his/her job description to manage the work of other employees within
his/her workplace,
3 000 to 5 000 CZK per month
2nd level of management: a senior member of staff who directs the work of subordinate
staff in accordance with the Staff Regulations
5 000 to 20 000 CZK per month
3rd level of management: senior staff member who manages other senior staff
members or manages the work of several organisational units according
to the Organisational Regulations
12 000 - 30 000 CZK per month
ad 1.2. Range of the amount of the performance-related increment:
Vice-Dean12 000 - 30 000 CZK per month
ad 1.3 A staff member who continuously replaces a temporarily absent senior member
of staff in the full scope of his duties for a period of at least 4 weeks, and where
7 § Sections 301 and 302 of the Labour Code
8 § Section 52(f) and (g) of the Labour Code
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the replacement is not part of his normal duties, shall be entitled to a management
allowance at the full rate awarded to the temporarily absent senior
member of staff.
ad 1.4. For the performance of the activities of the study programme guarantor, the
employee is entitled to a functional allowance of CZK 5,000 per month. The
functional allowance for the performance of the activities of the study programme
guarantor cannot be cumulated. If one employee performs the activities of a
study programme guarantor for several study programmes, he/she shall be granted
a functional allowance only for the activities of a study programme guarantor.
2. The functional allowance for management and performance of functions is adjusted on
the basis of changes in conditions at the managed workplace, changes in the quality of
management and also in accordance with changes in the Organisational Regulations or
the structure of the Faculty of Medicine.
3. The Dean/Secretary decides on the specific amount of the additional payment for management,
for the performance of duties and for the substitution of a temporarily absent
employee in accordance with the Organisational Regulations. The Dean of the Faculty
of Medicine decides on the granting of a supplement for the performance of the
function of a study programme guarantor.
Risk work allowance
1. At the Faculty of Medicine, a risk allowance is provided according to applicable legislation
to employees who work in working conditions associated with exceptional neuropsychological
stress, risk to life and health or difficult working conditions.
2. The Dean/Secretary decides on the specific amount of the surcharge.
Contractual wage
1. The contractual wage is an individually negotiated wage that includes all wage components
except bonuses and excluding other statutory wage rights9
.
2. The contractual salary is always negotiated with the Dean and the Secretary of the
Faculty.
3. Contractual salary can also be negotiated with other employees of the Faculty of Medicine
at the request of the Head of Department. The Dean/Secretary decides on the
negotiation of contractual wages with other employees in accordance with the Organisational
Regulations.
Severance pay
1. Severance pay is a cash benefit which is individual and is always negotiated
1.1. with the dean and the vice dean. The amount and conditions for granting and paying
severance pay are set out in Article 12 of the Internal Wage Regulations of
Masaryk University;
1.2. with the secretary of the faculty. The amount of the severance payment shall be
at least three times and no more than six times the average monthly earnings of
the faculty member for the last three full months preceding the date of termination
as Secretary. The severance pay shall be paid on the next payday following the
9 Article 10 Internal Wage Regulations of Masaryk University
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end of the Secretary's term of office. No entitlement to severance pay shall arise
if the Secretary moves to another appointed post within Masaryk University.
Employee evaluation
1. Employee appraisal is one of the HR tools that provides information about the performance
of individual employees. It is the basis for setting work tasks, goals and plans
for personal and professional development of the employee and thus supports their
performance and motivation. The obligation to evaluate the performance and work results
of employees is laid down in Section 302(a) of Act No. 262/2006 Coll., the Labour
Code, as amended.
2. The performance of staff members shall be evaluated regularly once a year, no later
than the end of March of the following year. The appraiser is normally the immediate
superior, i.e. the head of the department.
3. Paragraph 2 shall not apply to staff members with shorter working hours of less than
half the stipulated weekly working time, visiting professors, staff members with an
employment contract of less than one year or staff members employed solely for the
purpose of carrying out a research project. In the case of staff with shorter working
hours of less than half of the fixed weekly working time, the evaluator may set a different
evaluation interval.
4. Each employee is evaluated individually by the evaluator with regard to the relevant
duties of the position held, the work tasks set for the evaluation period and long-term
work objectives, and other circumstances as appropriate. The appraiser shall comply
with the principles set out in MU Directive No 5/2017 (Staff Appraisal).
5. The main focus of regular appraisal is to assess staff performance in all its main areas.
5.1. For academic staff, this is the area of teaching, scientific research and organisational
activities. Management activities and holding academic posts are also taken
into account.
5.2. For other staff, performance appraisals are carried out in relation to specific job
duties.
6. The evaluation also assesses the achievement of planned personal and professional
development and compliance with the Code of Conduct. The employee's work behaviour
and conduct is also assessed, e.g. willingness to take responsibility, open communication,
cooperation in the workplace, etc.
7. When evaluating academic staff, the IS MU support application is usually used, but it
does not replace the evaluator's personal meeting with the employee being evaluated.
8. The conclusions of the evaluation are subsequently recorded in a written record of the
employee's evaluation (in paper or electronic form). The final record is agreed by both
the employee and the appraiser (by handwritten signature or electronically) and then
sent in paper or electronically to the HR department where it is placed in the employee's
personnel file.
9. If the employee disagrees with the results of the evaluation, he/she shall express
his/her disagreement directly in the evaluation record and shall also state the reason
for his/her disagreement. In such a case, the matter is referred to the Dean/Secretary
or his/her designee for resolution. A written record of the outcome of further discussions
shall be kept and subsequently placed in the staff member's personnel file.
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Organisation of working time
Timetabling, breaks, rest periods
1. The organisation of working time is governed by a separate MU Directive10
.
2. The weekly working time is 40 hours per week.
3. Flexible working hours are introduced at the MU Faculty of Medicine, with the exception
of the workplaces listed in point 5, unless otherwise specified for certain employees.
4. The working hours are spread over five working days in a single-shift system with a
working week of 40 hours on weekdays and may start at 6.00 am and end at 8.00 pm.
For operational reasons, working hours may start before 6.00 a.m. or end after 8.00
p.m., always with the approval of the employee's supervisor. A shift may be ordered
on weekends if the serious operational interest of the faculty requires it.
5. Flexible working hours are not applied at these workplaces:
5.1. Building management: staff in the mailroom - fixed working hours from 7.30
a.m. to 4 p.m.
5.2. Centre of medicinal plants - fixed working hours from 6.30 am to 3 pm.
6. The working week always starts at 6.00 a.m. on Mondays.
7. The period of uninterrupted rest between two shifts (Section 90 of the Labour Code)
during a business trip is calculated from the time the employee returns from the
business trip to the place of residence.
8. LF MU will create conditions for appropriate adjustment of working hours of employees
caring for children under 15 years of age. LF MU will ensure that requests for adjustments
to working hours are considered within 14 days of the request.
Work overtime
1. Overtime work shall be ordered or agreed to only in exceptional cases by the employee's
supervisor, who shall also be responsible for its recording and compliance with
the overtime limits set by the Labour Code.
2. Compensatory time off shall be given in priority for overtime work until the end of the
third calendar month after the overtime work has been performed or at an otherwise
agreed time.
3. In the case of compensatory time off for overtime worked, the overtime wages earned
shall not be payable in the calendar month following the month in which the employee's
entitlement to the wages accrued; such wages shall be paid in the month in which the
compensatory time off is taken.11
4. Overtime is only overtime if the following conditions are met:
4.1. The employee was working beyond the stipulated weekly working hours. 12
4.2. Employee worked beyond basic working hours. 13
Rules on the application of flexible working
10 At the time of adoption of the regulation, this is MU Directive No. 11/2013 Organisation of Working Hours
11
MU Internal Wage Regulation, Article 3, paragraph 2
12 Article 17(1)
13 Article 21(5)
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1. Flexible working hours are spread over five days in a single-shift working pattern with
a 40-hour working week. The compensatory period within the meaning of Article 85(4)
of the Labour Code, in which the weekly working time must be completed, is set at four
consecutive calendar months. The start of the first four-month compensatory period is
set for 1 September 2019.
2. An employee who fails to work the relevant part of the optional working time for the
specified compensation period due to excused work interference shall be obliged to
make up this part by the end of the next compensation period at the latest. If he is
prevented from doing so by other obstacles on his part, he shall do so without undue
delay after these obstacles have ceased to exist. The period of overwork shall not constitute
overtime.
3. The positive difference between the reported time for the specified compensatory period
and the multiple of the employee's weekly working time and the number of weeks
falling within the relevant compensatory period shall be treated as time voluntarily
remaining at the workplace other than by performing work, not as time worked, unless
it is overtime.
4. In accordance with this distribution of working hours, it is the duty of the heads of
clinics, institutes, departments and heads of other departments to ensure that individual
employees are registered:
4.1. time worked
4.2. overtime work
4.3. night work
4.4. the period of on-call time held by the employee (Sections 78(1)(h) and 95 of the
Labour Code)
4.5. performing work during on-call time (Section 95(2) of the Labour Code)
4.6. the time of leaving the workplace, indicating the reason in the basic working
hours.
5. With flexible working time, the employee chooses the start and end of working time on
individual days within the time periods of the optional working time, so that the total
length of the shift may not exceed 12 hours. Optional working hours shall start between
6.00 and 9.00 a.m. and optional working hours shall end between 3.00 and 8.00 p.m.
Between the two optional periods of working time is inserted the basic working time
from 09.00 - 15.00 hours when the employee is required to be at the workplace. In the
summer months, i.e. July and August, the basic working hours are from 9.00 a.m. -
2.00 p.m. An employee may leave the workplace only on the order or with the consent
of his immediate superior. This provision does not apply to academic staff - see Article
19.
6. Employees with shorter working hours who work flexible working arrangements shall
be subject to the rules for the application of flexible working arrangements in a similar
way to employees working a fixed weekly working time, with the proviso that the
working time is expected to be spread over five shifts on each working day, unless
otherwise individually determined by the head of the workplace.
7. The relevant MU directive14
regulates the issues of flexible working time scheduling in
the event of obstacles to work on the part of the employee or the employer.
14 At the time of issuing the regulation, this directive is MU Directive No.11/2013 Organisation of Working Hours
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8. Employees are required to submit a written statement indicating the time period during
which the work stoppage lasted in order to prove eligibility for wage replacement for
the work stoppage. This certification, approved by the department head, shall be
forwarded by the employee to the payroll office. Employees with flexible working arrangements
shall document only the period of time that falls within their basic working
hours. A model certificate is attached to this Directive.
9. If overtime, night, weekend, holiday or on-call work has occurred, the head of the
workplace is required to submit a separate form to the payroll office by the end of the
calendar month for which the employees' wage claims are to be settled. A model form
is attached to this Directive.
Work from home
1. If the circumstances of the job and the employee's workload allow it, it may be agreed
with the employee that he or she will schedule a certain part of his or her working time
himself or herself at a location of his or her own choosing (working from home). In
particular, homeworking may not be used for direct teaching activities, consultancy
activities, scheduled work meetings and other activities requiring the employee's personal
presence at the workplace.
2. The conditions for working from home are regulated by the relevant MU guidelines15
.
3. The agreement to work from home must be in writing.
4. The immediate supervisor of an employee with whom the possibility of working from
home has been agreed is obliged to:
4.1. give appropriate instructions to the employee to work from home and manage
this work,
4.2. check and reconcile the data from the documents used to record the time worked
from home.
Special rules for the organisation of working time of academic staff, or
other staff carrying out teaching, research and other creative activities
1. The working hours of academic staff are governed by special rules, taking into account
the specific context of their work.
2. Academic staff members are obliged to work at the MU Faculty of Arts or at another
agreed location when it results from the performance of their direct teaching activities
(primarily teaching, testing and consulting activities ), in cases when their presence is
requested by a senior staff member for the purpose of performing work related to direct
teaching activities or the performance of scientific, research, development, innovative
and creative tasks (e.g. laboratory work).
3. LF MU schedules academic staff into shifts only for the part of the specified weekly
working time in which the activities referred to in paragraph 2 are performed. The
working time schedule is represented by the schedule of teaching duties, or by specifying
other times when the employee's presence at the workplace is necessary.
15 At the time of issuing the regulation, this directive is MU Directive No.11/2013 Organisation of Working Hours
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4. With regard to the remainder of the academic staff member's working time, the academic
staff member shall be deemed to be self-scheduling and the option of homeworking
has been agreed in accordance with Article 18, in which case a written homeworking
agreement is not a requirement
5. Within the working time of academic staff, it is assumed that they have also worked
working time in individual weeks to the extent that is equal to the difference between
the stipulated or agreed shorter working time and the time that MU has scheduled in
accordance with Section 70a(2) of Act No.111/1998 Coll., the Higher Education Act.
6. Project activity is generally an activity that MU does not schedule. In the case of special
conditions for recording or reporting the time worked required by the providers of specific
projects, the obligation to report the time worked on a specific project is agreed
with individual employees according to the instructions of the project initiator or the
dean of the faculty (e.g. using timesheets).
Break at work
1. A break from work for meals and rest shall be provided after a minimum of 3 hours and
a maximum of 30 minutes after 6 hours of continuous work. For a juvenile worker, this
break shall be granted after a maximum of 4 hours of continuous work. This break shall
not count towards working time.
2. An employee with shorter working hours of 20 hours or less per week whose working
hours on any particular day do not exceed 6 hours is not required to take a meal and
rest break.
3. In the case of work which cannot be interrupted, or in the case of an employee under
paragraph 2, the employee shall be given reasonable time for rest and meals. This time
shall be counted as working time and the employee shall be entitled to wages.
4. Meal and rest breaks shall not be provided at the beginning and end of working hours.
Records of working time and attendance
1. Records of working time of LF MU employees are recorded at individual workplaces
using an electronic application in the INET MU information system, unless otherwise
specified by the head of the workplace for operational or technical reasons.
2. LF MU academic staff records working time in accordance with Article 19
3. For employees who are not academic staff, LF MU records all working time.
4. The employee records the start and end of work (shifts worked), meal and rest breaks
and other records: interruptions of the work shift during the basic part of the working
time, work errands, working from home (non-academic staff only), start and end of
night work, absence due to leave and business travel, unless these data are generated
from the INET records.
5. The employee is obliged to keep records of working time according to reality and to
confirm their accuracy by the 1st working day of the following month.
6. The head of the workplace is obliged to check the working time records and their compliance
with the facts and approve them without undue delay after the end of the
month.
Taking leave
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1. The full amount of leave must be taken by the employee in the year in which the leave
entitlement is earned. In accordance with Section 218 of the Labour Code, it is the
obligation of LF MU to determine the use of the leave in the year in which the leave
entitlement was earned.
2. If you are prevented from taking leave
2.1. obstacles to work on the part of the employee (e.g. long-term sick leave, maternity
and parental leave); or
2.2. Urgent operational reasons (e.g. the need to meet deadlines for project commitments,
research and other creative tasks),
the head of the establishment is obliged to determine this leave so that it is taken by
30 June of the following year. If LF MU does not make a decision by this date, the
employee may decide to take the leave himself. In this case, the employee must notify
the employer in writing 14 days in advance.
3. If the leave cannot be taken even by the end of the following calendar year because
the employee has been declared temporarily unfit for work or because of maternity or
parental leave or because of other serious obstacles to work on the part of the employee,
the head of the workplace shall determine the duration of the leave after the
end of these obstacles to work.
4. The employee takes leave in accordance with the approved leave plan and sends the
request to his/her direct supervisor electronically via the relevant application in the MU
INET. The leave so approved is automatically recorded in the electronic attendance
register.
5. Exceptions to spending against the plan are approved by the Head of Department. A
hard copy of the electronic attendance record signed by the Head of Department is sent
monthly to the LF HR Department, where it is archived. In the case of electronic approval
of attendance by the Head of Department, the paper form is not required.
Planning your leave
1. LF MU employees are obliged to plan their annual leave in the electronic application
INET MU.
2. Staff members who do not have access to this application shall schedule their leave
through the staff member of the unit responsible for the electronic attendance system.
3. Employees are required to plan their leave so that the leave to which they are entitled
is taken by the end of the calendar year.
4. Employees are obliged to plan the use of a substantial part of their leave during the
main holidays and Christmas holidays so as not to disrupt the smooth running of the
academic year. Academic staff are obliged to take at least 6 weeks' leave during the
main holidays, non-academic staff at least 4 weeks' leave. Academic staff must take
the remainder of their leave when classes are not in session.
5. Employees with a fixed-term contract plan to take leave until the end of their employ-
ment.
6. The employee shall confirm the correctness of the completed data in the electronic
application by 15 April of the relevant calendar year at the latest and the head of the
workplace shall electronically confirm the correctness of the scheduled leave for the
workplace by 30 April of the relevant calendar year.
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7. At the same time as scheduling their leave, managers will designate a representative
to cover for them during their leave (listed in the application).
8. The LF MU employee leave schedule will be forwarded to the relevant trade union organisation
for comment.
9. Compliance with the provisions on the scheduling and use of leave shall be monitored
by the Human Resources Department.
Catering for employees
Forms of boarding and amount of allowance
1. LF MU employees can use this form of catering:
1.1. in the employer's catering facilities (canteens) or in public catering establishments
on the basis of a cash allowance for meals (hereinafter referred to as the "meal
allowance").
2. The range of employees and the conditions for entitlement to the meal allowance are
set out in the Collective Agreement16
.
3. Employees are entitled to a meal allowance if they meet the condition of working at
least a 4-hour shift and if they have an employment relationship with MU that covers
at least half of the stipulated weekly working hours (20 hours per week).
4. The condition of agreed minimum working hours does not apply in the case of employees
who are also recipients of a retirement pension. In these cases, the employee
is entitled to a meal allowance if the working time is individually agreed to be spread
over only certain days so as to meet the condition of working at least a 4-hour shift per
day.
The meal allowance is also available to MU Faculty of Medicine employees who are fulltime
students and MU Faculty of Medicine employees who are also employed by the
Faculty of Medicine.
5. The records of employees' entitlements to the meal allowance are kept by the MU Faculty
of Medicine Personnel Department (hereinafter referred to as the "Personnel De-
partment").
6. The meal allowance will be paid directly to the employee's account together with the
salary for the current calendar month. Employees shall be paid a lump sum per shift
worked at the rate set out in the Collective Agreement.
Ensuring occupational safety and health at work
Occupational health and safety, fire protection
1. The provision of occupational safety and health protection (hereinafter referred to as
"OHS") and fire protection (hereinafter referred to as "fire protection") is regulated in
detail by MU17
directives and the operating rules of the buildings/facilities in which the
LF MU workplaces are located.
16 Article 12 of the MU Collective Agreement
17 At the time of the adoption of the directive, it is Directive No. 10/2009 "Determination of the Organisation of Occupational
Safety and Health at MU" and Directive No. 4/2005 "Organisation of Fire Protection at Masaryk University",
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2. For the organisation of OSH and PO
2.1. at MU unit departments are the responsibility of the department heads,
2.2. in teaching and other events related to teaching, practice, training, sporting
events and other activities operated or organised by MU, the relevant heads of
departments are responsible.
3. Senior employees at all levels of management are personally responsible for the fulfilment
of OSH and OHS tasks in accordance with Section 101 of the Labour Code within
the scope of their functions, namely
3.1. faculty - the dean, the secretary,
3.2. all heads of departments at all levels of management within the scope of their
functions at the departments they manage.
4. Managers (Section 11 of the Labour Code) are responsible for the condition and creation
of conditions for safe and healthy work at the workplaces they manage. A detailed
breakdown of duties is set out in Rector's Directive No. 10/2009 and the Labour Code.
5. Employees' obligations are set out in the Labour Code, legal and other regulations to
ensure OSH (Section 349 of the Labour Code) and the above-mentioned MU internal
standards.
6. Every employee is obliged to take care, to the best of his/her ability, for his/her own
safety and health as well as for the safety and health of natural persons directly affected
by his/her actions or omissions at work. Knowledge of the basic obligations arising from
legal and other regulations and the employer's requirements to ensure occupational
safety and health is an integral and permanent part of the employee's qualifications.
7. In connection with their teaching activities, academic staff fulfil their obligations under
the Labour Code to ensure the OSH of students. In particular, academic staff are obliged
to acquaint students with the safety regulations and instructions (cf. Section 349
of the Labour Code) that apply to the activities they carry out and are obliged to monitor
students' compliance with the safety regulations and instructions.
8. Every employee is obliged to undergo the necessary H&S training. Their training is the
responsibility of the relevant manager or his/her delegated employee. The Secretary
shall be responsible for organising OSH training. H&S training may also be provided
remotely, using a remote communication tool.
9. Every new employee must undergo an initial medical examination to verify his/her medical
fitness for the work he/she is to perform before entering the workplace.
10. Every employee is obliged to undergo an occupational health examination at the intervals
specified by the applicable legislation18
.
11. The provision of first aid, compensation for occupational injuries, occupational diseases
and school accidents to students is set out in detail in MU Directive No.10/2009.
12. MU will provide personal protective equipment, washing, cleaning and disinfecting
agents and protective drinks free of charge to the employee on the basis of a risk
assessment and specific working conditions. Details are laid down in Directive No
10/2009.
18 e.g. Rector's Measure No. 1/2013 Rights and obligations of Masaryk University employees arising from the Act on Specific
Health Services
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Final provisions
Final provisions
1. This Directive cancels the LF MU Dean's Directive No. 1/2018 on the effective date.
2. Performance increments and personal appraisals assessed prior to the effective date of
this Directive shall remain in effect for individual employees until the new personal
appraisal is assessed or until April 30, 2019, whichever is earlier.
3. This Directive has been updated with effect from 5 May 2021.
In Brno, 5 May 2021
_________________________
prof. MUDr. Martin Repko, Ph.D.
Dean of LF MU