- General provisions
(Title I - art. 1-9) - The individual employment contract
(Title II - art. 10-107) - Working time and
rest period
(Title III - art. 108-153) - Remuneration
(Title IV - art. 154-170) - Health and safety
at work
(Title V - art. 171-187) - Vocational training
(Title VI - art. 188-213) - Social dialogue
(Title VII - art. 214-235) - Collective labour agreements
(Title VIII - art. 236-247) - Labour disputes
(Title IX - art. 248-253) - Labour Inspectorate
(Title X - art. 254-256) - Legal liability
(Title XI - art. 257-2801) - Labour jurisdiction
(Title XII - art. 281-291) - Final and transitional provisions
(Title XIII - art. 292-298)
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Art. 159. [legal definition of wage and equal treatment]
(1) A wage is the consideration of the activity performed by the employee under the individual employment contract. (2) An employee shall have the right to a wage expressed in money for the activity performed under the individual employment contract. (3) When setting and providing the wage, any discrimination based on sex, sexual orientation, genetic characteristics, age, national affiliation, race, colour, ethnicity, religion, political option, social origin, disability, family situation or responsibility, trade union affiliation or activity shall be prohibited.
Art. 160. [wage components]
A wage includes the basic pay, the benefits, the extra pay and other supplements.
Art. 161. [employee privilege]
The wages shall be paid before any other pecuniary obligations of the employers.
Art. 162. [settting the wages]
(1) The wages shall be established by individual negotiations and/or collective bargaining between the employer and the employees or their representatives. (2) The personnel pay system of the public authorities and institutions, financed fully or mostly from the state budget, the state social security budget, the local budgets and special funds budgets shall be established by law, after consulting the representative trade unions.
Art. 163. [wage confidentiality]
(1) The wage shall be confidential, and the employer shall take the necessary actions with a view to ensuring its confidentiality. (2) With a view to promoting the interests of the employees and to defend their rights, the confidentiality of the wages may not be opposed against the trade union or, as the case may be, the representatives of the employees, in strict connection with their interests and in their direct relation with the employer. |
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