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Faculty of Science Masaryk University Dean’s Directive No. 4/2019
Organization and Record-Keeping of Working Hours at the Faculty
of Science MU
(Effective as of 1st November 2023)
In accordance with Act No. 111/1998 Sb., on Higher Education Institutions and the
Modification and Amendment of Other Acts (Higher Education Act),
as subsequently amended (hereinafter referred to as the "Higher Education Act").
I hereby issue this directive:
Section 1
Initial Provisions
1. This directive sets the conditions for organizing and record-keeping of working
hours applicable to employees of the Faculty of Science Masaryk University
(hereinafter „the Faculty"), in accordance with the Act No. 262/2006 Coll.,
the Labour Code, as amended (hereinafter „the Labour Code")/ internal regulations
of the Masaryk University (the MU Directive on Working Hours Organization)
and the MU Collective Agreement.
2. For the purposes of this directive, the head of the workplace is defined as a direct
superior of the employee as per the organizational regulations
of the department/other workplace.
Section 2
Common Provisions on Working Hours
1. The Faculty has a one-shift mode of work, except for the employees of the Facilities
assigned to the position of a gatekeeper who operate in a two-shift mode.
2. The hours of operation of the Faculty departments and other workplaces
are specified in the Faculty Rules and Regulations. Employees working hours shall
be performed within this time, except for the two-shift operations.
3. The total length of shift shall not exceed 12 hours (except for overtime work) and
the rest period between two shifts (the end of one shift and the start of next shift)
shall be at least 11 hours. Shorter rest period with a minimum of 8 hours, is allowed
only in specific cases stated by the Labour Code. If an employee is on a business
trip, the rest period between two shifts is calculated from the time of employee's
return from the business trip to his/her place of residence.
4. 4. Work between the hours of 22:00 and 6:00 is not allowed. Employees in two-shift
mode, cleaning crew, employees performing work tasks that cannot be interrupted,
employees performing work tasks that require to be carried out at night, employees
ordered to work due to serious operational reasons (e.g., breakdowns), or to work
overtime are exempt
5. Employees shall perform their work within the stated hours of operation
at the workplaces of the Masaryk University or other agreed-upon places of work.
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6. Employee shall notify his/her department head about a planned absence from work
or planned leave from the workplace during the fixed working hours without undue
delay.
Section 3
One „Shift Mode of Work
(Flexible Working Hours Scheme)
1. Flexible working hours are available to the Faculty employees working in a singleshift
mode, except for the cleaner positions whose working hours are stated in section
No. 4.
2. The working hours in the one-shift mode are usually distributed over a 5-day
working week (Monday - Friday), except for work tasks that are in accordance with
the Labour Code scheduled to be performed on Saturday or Sunday. In such cases,
these days are not considered as days of uninterrupted rest during the week
(e.g., Botanical Garden).
3. The length of uninterrupted rest during the week shall be at least 35 hours per week.
4. The flexible working hours scheme consists of fixed and flexi-time. Fixed working
hours are from 9:00 to 14:00 (on Fridays to 13:00).
5. Within the flexi-time, employees can decide on the start and end of their working
hours, taking into consideration their duties. The total length of the shift shall not
exceed 12 hours (excluding overtime work), and the fixed hours must be covered.
The start flexi-time is from 6:00 to 9:00. The end of flexi-time is from 14:00 to 21:00
(on Fridays from 13:00).
6. The average weekly working hours must be fulfilled within a settlement period that
is set as 2 consecutive calendar months. For the employees of the Botanical Garden,
the settlement period is set as 4 consecutive calendar months. The settlement period
begins from the effective date of this directive, i.e., September 1 st
, 2019. Employees
must fulfil their mandatory working hours within the settlement period.
In exceptional cases, when due to the obstacle(s) to work from employee's side
the mandatory working hours are not fulfilled within the settlement period,
the difference shall be settled without undue delay during the following settlement
period once the obstacle(s) are removed. In such cases, the extra time worked is not
considered overtime work.
7. The settlement period for employees carrying out work tasks for the project/grant
is set as 2 consecutive calendar months. The settlement period begins from
the effective date of this directive, i.e., September 1st
,2019. Within each calendar
month, employees are obliged to fulfil at least the working hours related to their
workload in the respective project(s).
8. If there is a positive difference at the end of the settlement period between
the recorded working hours and the expected standard workload within
the settlement period (equal to multiplying an average weekly working hours
by the number of respective working week within the settlement period), such
a difference is considered a voluntary stay at the workplace, not a work performed,
unless classified as overtime.
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9. With regard to the fulfilment of extraordinary duties, the head of the workplace may
decide not to apply the flexible working hours scheme and set a fixed start and end
of working hours.
10. For part-time employees, the flexible working hours scheme rules apply
adequately.
Section 4
One-Shift Mode of Work
(Even Distribution of Working Hours)
1. Even distribution of working hours applies to cleaning crew.
2. The working hours are distributed over the 5-day working week from Monday
to Friday.
3. The start of the working hours is determined by the head of the workplace with
regard to operational needs. The start cannot be earlier than 5:00.
4. During the school year, the working hours of the workplaces are linked to teaching
needs.
5. The length of uninterrupted rest during the week shall be at least 35 hours per week.
Section 5
Two-Shift Mode of Work
(Uneven Distribution of Working Hours)
1. The two-shift mode of work with uneven distribution of working hours applies
to the employees of the Facilities assigned to the position of a gatekeeper.
2. The operating time for these employees starts at 5:00 and ends at 22:30.
3. The working hours of these employees are usually distributed over the 7-day
working week from Monday to Sunday.
4. The length of uninterrupted rest during the week shall be at least 24 hours per week
provided that its length is at least 70 hours within 2 weeks.
5. The start of the workweek begins with the start of the first shift in the calendar week.
6. The head of the workplace allocates the working hours unevenly into individual
working weeks. The average weekly working hours must not exceed the standard
weekly working hours for the settlement period, which is set as 1 calendar month.
7. Employees are provided with the work schedule for the full settlement period or with
a change of the schedule at least 2 weeks in advance unless agreed otherwise.
Section 6
Special Provisions for Organizing of Working Hours of Academic Employees
1. Special rules, considering the specific character of their work, govern the working
hours of academic employees.
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2. Academic employees are obliged to perform work at the employer's workplace,
or other before agreed place, during their direct pedagogical duties (mainly teaching,
examination, and consultation activities).
3. The head of the workplace may specify other tasks that shall be performed
at the employer's workplace.
4. The employer assigns only the part of working hours, in which duties specified
in subsection No. 2 and 3 are performed. The work schedule is defined by
the schedule of pedagogical responsibilities, along with additional determined parts
of working hours when the presence of the academic employee at the workplace
is necessary.
5. Remaining part of working hours is scheduled at the academic employee's discretion.
An eventual teleworking has been agreed upon in accordance with the rules stated
by the MU Directive on Working Hours Organization. A written form
of the Teleworking work agreement is not required in this case.
6. It is also presumed that employees have also fulfilled, within the respective working
weeks, the hours equal to the difference between the standard working hours (or parttime
work if applicable) and the hours determined by the MU in accordance with
the section § No. 70 a) subsection No. 2 of the Higher Education Institutions Act,
This remaining part of working hours is not a subject of record-keeping, therefore
not needed to be recorded when exactly it is performed.
7. Project/grant work tasks are considered a working activity for which working hours
are not, in accordance with section § No, 70 a) subsection No,2 of Act on Higher
Education Institutions, determined by the Faculty. If there are given special
conditions for working hours record-keeping, i.e., a requirement of recording hours
worked on the project requested by a grant provider, specific rules for the evidence
of work hours are determined by the project lead, by the Dean of the Faculty for other
projects.
Section 7
Work Break for Meal and Rest
1. A 30-minute work break for meal and rest is provided after an employee's continuous
work for maximum of 6 hours. Part-time employees working less than 6 hours a day
are provided with a work break with regard to working hours
agreement with
the superior. The work break for meal and rest does the total working hours and cannot
be provided at the start and/or hours. In case of duties when the work break cannot be
taken at once, be divided so that at least one part of the break lasts minimally
15 minutes.
2. A reasonable time for meal and rest is provided to employees with a work whose
duties cannot be interrupted. Such time counts towards hours.
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Section 8
Work overtime, at night, on weekends, on holidays
1. Overtime work is not a standard part of the work schedule, and it shall only
exceptionally. The head of the workplace can mandate or approve and is responsible
for its recoding and compliance with legal limits stated by the Code. Overtime work
is primarily compensated by providing time off if conditions allow so and if agreed
so with the employee. Time off than the end of the 3 rd
month after overtime work
occurred or within agreed upon period. Work performed above the standard weekly
working compensation for time off provided by the employer not considered overtime
work.
2. In cases of overtime work, night work, work on weekends, public holidays, the head
of the workplace has to submit the request for supplemental to the payroll department
by the end of the calendar month for which shall be compensated at the latest,
to ensure the employee's wage is correctly and paid.
3. The supplemental pay related to subsection No. 2 is paid using the of the workplace.
Section 9
Obstacles at work
1. A flexible working hours scheme, according to section No. 85, subsection Labour
Code, does not apply to business trips, a necessity to complete urgent task within
a shift, obstacles to work on employee's side, and when it is not possible due
to operational reasons. In such cases, the working hours are distributed into fixed
shifts from 8:00 till 16:30 (including work breaks) in case of standard 40 weekly
working hours. In the individual cases, the start and the end of the shift can be
determined or agreed upon differently.
2. In the flexible working hours scheme, obstacles to work from the employee's side
are considered only within the scope they affected work performance within the fixed
work hours. This rule is not applicable when obstacles are defined by the exact time
frame in which the employee is entitled to time off and when acting as a stand-in for
a colleague. For these purposes, one working day is set as the average length
of employee's average daily shift related to standard weekly working hours or parttime
work.
3. All employees, irrelevant to mode of work, are obliged to provide a written document
disclosing the obstacle to work to be entitled to wage compensation. This document
shall be submitted to the appointed employee of the workplace.
4. The time off for an unpaid obstacle to work can be made up upon the agreement with
the head of the workplace. Unpaid leave is not provided in this case.
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Section 10
Working Hours Records
1. Faculty workplaces record the presence or absence of employees in an electronic
application called Attendance Administration in the INET information system. A
designated employee of the workstation maintains the records in this workplace.
2. Non-academic employees enter their working hours into the electronic application
called Working Hours Records in the INET information system. Employees shall
record mainly:
a) The start and end of work (shift),
b) Work break for meal and rest,
c) Other records — obstacles to work, interruption of work, work-related
errands, teleworking, and the start and end of overtime work.
3. The head of the workplace can design a different way of recording working hours for
the cleaning crew positions. In such cases, the head of the workplace shall ensure
an adequate format (e.g., paper forms) of working hours record-keeping, which shall
include the same entries as the electronic one.
4. Academic employees shall record, using the INET electronic application called
Working Hours Records, only the working hours described in section No. 6 of this
Directive.
5. Employees are obliged to enter actual working hours and to confirm their correctness
by the 1 st
working day of the following month. The head of the workplace is required
to approve employee's records without undue delay.
6. Employees on standby shall record the time worked while on standby as well as the
time of standby itself. The standby is recorded in a separate format as per instructions
of the head of the workplace.
7. The head of the workplace is responsible for the evidence of employees' working
hours record-keeping including teleworking, the start and end of the shift, overtime
work, standby, and night work, and also for the verification of the facts.
Section 11
Teleworking
1. Teleworking is regulated by the MU Directive on Working Hours Organization
No. 11/2013.
2. Teleworking for non-academic employees may be agreed with the employee if the
operating conditions of the workplace, the circumstances of work performance and
the type of work performed by the employee allow it, as defined in the Annex, No. 4
List of SCI job positions, and if the employee has all the working and other tools
provided by the employer. Exceptions are approved by The Faculty Bulsar
on the recommendation of the head of the workplace.
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3. Teleworking for non-academic employees is possible only after a written agreement
between the employer and the employee. The employee submits a request to negotiate
an agreement to the head of the workplace electronically in the INET system.
In the request, the employee declares, in particular that the workplace and working
environment comply with the requirements specified in the agreement on
Teleworking agreement and that he/she will perform only administrative work.
A sample of the application form is attached as Annex 3 to this Policy.
4. Who are working on teleworking mode is required to be available to colleagues via
work email and the MS Teams application during core working hours.
Section 12
Concluding Provisions
1. The superior is responsible for the determination of the patterns of work, working
hours and work schedules, working hours record-keeping, and submission
of relevant payroll inputs.
2. Other rights and obligations of employees related to working hours are stated
by the current version of the MU directive on Working Hours Organization.
3. Interpretation of this directive is the responsibility of the Head of the HR department.
4. Verification of compliance with this directive is the responsibility of the Faculty
Bursar and the Head of the HR department.
5. This Directive was discussed with the Faculty Trade Union on October 25, 2023.
6. This Directive enters into force on November 1, 2023.
Brno
Prof. Mgr. Tomáš Kašparovský, Ph.D. Dean
Annexes:
Annex No. 1 - Request Form: Extra pay for night work, work on Saturday/Sunday,
work on public holiday, standby
Annex No. 2 - Request Form: Overtime pay
Annex No. 3 - Request Form: Teleworking
Annex No. 4 - List of Job Positions SCI
Digitally signed by
prof. Mgr. Tomáš Kašparovský Ph.D.
07.11.2023