Internal Acts

What regulations are mandatory and could cause receiving a penalty if they are not defined?

What policies are especially useful to the company?

How to write the regulations about labor relations so that they really serve their purpose and are not just a necessary act?

Companies are aside from the Employment Relationships Act and the Minimum Wage Act that represent the minimal employee and employer rights and obligations also bound by certain collective agreements the employer is obligated to respect. Due to this reason, employers are bound to define the internal "rules of the game" and possible measures in case of violation.

On the other hand certain internal acts are not mandatory but are extremely advisable from the viewpoint of usefulness, potential accusations of discrimination and other issues. If internal acts are not in order this can lead to a large and unnecessary expense or it can prevent the company from acting appropriately in case of problems. It is highly recommended that the internal acts are brought into accordance with the relevant legislation as soon as possible.

It is of great importance that the employer sets a clear, easy to understand and transparent system of internal rules and familiarizes the employees with it. The employees must always act according to the rules. If these are broken, the employer can take appropriate measures.

We can prepare a system of mandatory and recommended internal acts that allow for greater flexibility and offer more possibilities in case of positive and negative experiences in the workplace. We also conduct an overview and reconstruction of the existing internal acts, employment contracts and other internal documents (forms, notices, resolutions, etc.), bring the labor law area into compliance with the binding acts and legislation and offer consulting services and help in labor law protection (e.g. we advise before a labor inspection).