{"id":1382,"date":"2022-03-01T08:39:03","date_gmt":"2022-03-01T07:39:03","guid":{"rendered":"https:\/\/boomandsmart.com\/zakon-o-podpore-v-case-skratenej-prace-kurzarbeit\/"},"modified":"2022-03-01T08:39:03","modified_gmt":"2022-03-01T07:39:03","slug":"zakon-o-podpore-v-case-skratenej-prace-kurzarbeit","status":"publish","type":"post","link":"https:\/\/boomandsmart.com\/sk\/zakon-o-podpore-v-case-skratenej-prace-kurzarbeit\/","title":{"rendered":"Z\u00e1kon o podpore v \u010dase skr\u00e1tenej pr\u00e1ce (Kurzarbeit)"},"content":{"rendered":"<h5><\/h5>\n<p>&nbsp;<\/p>\n<p>Z\u00e1kon \u010d. 215\/2021 Z. z. o podpore v \u010dase skr\u00e1tenej pr\u00e1ce a o zmene a doplnen\u00ed niektor\u00fdch z\u00e1konov (tzv. kurzarbeit) je \u00fa\u010dinn\u00fd od\u00a01. marca 2022.<\/p>\n<p>Predmetom z\u00e1kona je vytvorenie pr\u00e1vneho r\u00e1mca, ktor\u00fd by upravil poskytovanie finan\u010dnej podpory (\u010falej aj \u201epr\u00edspevok\u201c alebo \u201epodpora\u201c) v\u00a0\u010dase skr\u00e1tenej pr\u00e1ce.<\/p>\n<p>Uveden\u00e9 v\u00a0praxi znamen\u00e1, \u017ee z\u00e1kon definuje podmienky prepl\u00e1cania \u010dasti mzdov\u00fdch n\u00e1kladov, ktor\u00e9 zamestn\u00e1vate\u013e vypl\u00e1ca zamestnancovi ako n\u00e1hradu mzdy po\u010das prek\u00e1\u017eky v\u00a0pr\u00e1ci na strane zamestn\u00e1vate\u013ea.<\/p>\n<p><strong>Kurzarbeit<\/strong> vo svojej podstate predstavuje syst\u00e9m, s\u00fa\u010das\u0165ou ktor\u00e9ho je redukcia pracovn\u00e9ho \u010dasu aj vypl\u00e1canej mzdy.\u00a0\u010cas\u0165 mzdov\u00fdch n\u00e1kladov pokr\u00fdva \u0161t\u00e1t, ktor\u00fd sa tak sna\u017e\u00ed podpori\u0165 zamestnanos\u0165 a pracovn\u00e9 miesta v\u00a0ekonomike.<\/p>\n<p>&nbsp;<\/p>\n<p>Podmienky, ktor\u00e9 musia by\u0165 splnen\u00e9 <strong>zo strany zamestn\u00e1vate\u013ea:<\/strong><\/p>\n<ul>\n<li>Zamestn\u00e1vate\u013e mus\u00ed by\u0165 v\u00a0\u010dase skr\u00e1tenej pr\u00e1ce, t. j. v\u00a0\u010dase obmedzenia \u010dinnosti vplyvom vonkaj\u0161ieho faktora, t. j. mus\u00ed existova\u0165 prek\u00e1\u017eka v\u00a0pr\u00e1ci na strane zamestn\u00e1vate\u013ea.<\/li>\n<li>Rozsah prek\u00e1\u017eky v\u00a0pr\u00e1ci mus\u00ed obmedzova\u0165 zamestn\u00e1vate\u013ea tak, \u017ee nie je schopn\u00fd pride\u013eova\u0165 pr\u00e1cu aspo\u0148 1\/3 svojich zamestnancov v\u00a0rozsahu najmenej 10 % ustanoven\u00e9ho t\u00fd\u017edenn\u00e9ho pracovn\u00e9ho \u010dasu<\/li>\n<\/ul>\n<p>! Pozor, ide o\u00a0ustanoven\u00fd t\u00fd\u017edenn\u00fd pracovn\u00fd \u010das, (teda zv\u00e4\u010d\u0161a 40 hod. alebo 37,5 hod.), nie pracovn\u00fd \u010das zamestnanca (ak napr. pracuje na skr\u00e1ten\u00fd pracovn\u00fd \u010das 20 hod. t\u00fd\u017edenne).<\/p>\n<p>! Pozor, m\u00f4\u017ee sa jedna\u0165 aj o\u00a01\/3 zamestnancov \u010dasti zamestn\u00e1vate\u013ea. \u010cas\u0165ou zamestn\u00e1vate\u013ea sa pritom rozumie jeho organiza\u010dn\u00e1 zlo\u017eka alebo prev\u00e1dzkare\u0148<\/p>\n<ul>\n<li>Splnenie odvodovej povinnosti do Soci\u00e1lnej pois\u0165ovne sp\u00e4tne minim\u00e1lne 24 kalend\u00e1rnych mesiacov.<\/li>\n<li>Neporu\u0161enie z\u00e1kazu neleg\u00e1lneho zamestn\u00e1vania 2 roky sp\u00e4tne.<\/li>\n<li>Uzatvorenie <strong>p\u00edsomnej dohody <\/strong>so z\u00e1stupcami zamestnancov alebo so zamestnancom, ak u zamestn\u00e1vate\u013ea nep\u00f4sobia z\u00e1stupcovia zamestnancov, o tom, \u017ee zamestn\u00e1vate\u013e po\u017eiada o poskytnutie podpory pod\u013ea \u00a7 142 ods. 5 ZP alebo s\u00fahlas rozhodcu s podan\u00edm \u017eiadosti pod\u013ea \u00a7 142a ZP. Za z\u00e1stupcov zamestnancov sa pova\u017euje odborov\u00e1 organiz\u00e1cia, zamestnaneck\u00e1 rada alebo zamestnaneck\u00fd d\u00f4vern\u00edk.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>Podmienky, ktor\u00e9 musia by\u0165 splnen\u00e9 <strong>zo strany zamestnanca: <\/strong><\/p>\n<ul>\n<li>Zamestnanec mus\u00ed by\u0165 v\u00a0pracovnom pomere (teda pr\u00edspevok nemo\u017eno \u010derpa\u0165 na \u201edohod\u00e1rov\u201c), alebo sa m\u00f4\u017ee jedna\u0165 o\u00a0profesion\u00e1lneho \u0161portovca (zmluva o\u00a0profesion\u00e1lnom vykon\u00e1van\u00ed \u0161portu).<\/li>\n<li>Nie je rozhoduj\u00face, \u010di je zamestnanec v PP na tzv. pln\u00fd \u00fav\u00e4zok alebo na krat\u0161\u00ed pracovn\u00fd \u010das.<\/li>\n<li>Pracovn\u00fd pomer mus\u00ed ku d\u0148u podania \u017eiadosti trva\u0165 minim\u00e1lne jeden mesiac, rovnako tak pracovn\u00fd vz\u0165ah pod\u013ea z\u00e1kona o \u0161porte.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong>\u010eal\u0161ie hmotnopr\u00e1vne podmienky: <\/strong><\/p>\n<ul>\n<li>Existencia vonkaj\u0161ieho faktora, ktor\u00fd m\u00e1 (kumulat\u00edvne):\n<ul>\n<li>do\u010dasn\u00fd charakter,<\/li>\n<li>negat\u00edvny dopad na zamestn\u00e1vate\u013ea, ktor\u00fd zamestn\u00e1vate\u013e nemohol ovplyvni\u0165,<\/li>\n<li>v praxi p\u00f4jde o v\u00fdnimo\u010dn\u00fd stav, n\u00fadzov\u00fd stav, mimoriadnu situ\u00e1ciu, vy\u0161\u0161iu moc a mimoriadnu okolnos\u0165.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<ul>\n<li>Udr\u017eanie pracovn\u00e9ho miesta<\/li>\n<\/ul>\n<p>Zamestn\u00e1vate\u013e je povinn\u00fd zachova\u0165 pracovn\u00e9 miesto, na ktor\u00e9 mu bola poskytnut\u00e1 podpora, <strong>najmenej dva mesiace <\/strong>po skon\u010den\u00ed kalend\u00e1rneho mesiaca, za ktor\u00fd bola poskytnut\u00e1 podpora. V\u00fdnimkou s\u00fa pr\u00edpady, ke\u010f ku skon\u010deniu pracovn\u00e9ho pomeru d\u00f4jde z\u00a0d\u00f4vodov na strane zamestnanca.<\/p>\n<p>Uveden\u00e9 sa net\u00fdka len skon\u010denia PP zo strany zamestnanca, ale aj v\u0161etk\u00fdch d\u00f4vodov, spo\u010d\u00edvaj\u00facich na jeho strane (zdravotn\u00e9 d\u00f4vody, z\u00e1va\u017en\u00e9 poru\u0161enie pracovnej discipl\u00edny a\u00a0pod.).<\/p>\n<ul>\n<li>Neplynutie v\u00fdpovednej doby<\/li>\n<\/ul>\n<p>Podporu m\u00f4\u017ee zamestn\u00e1vate\u013e \u010derpa\u0165 len na zamestnancov, ktor\u00fdm ku d\u0148u podania \u017eiadosti o poskytnutie podpory neplynie v\u00fdpovedn\u00e1 doba pod\u013ea Z\u00e1konn\u00edka pr\u00e1ce alebo v\u00fdpovedn\u00e1 lehota pod\u013ea z\u00e1kona o\u00a0\u0161porte.<\/p>\n<ul>\n<li>Podmienka pred\u010dasn\u00e9ho vy\u010derpania starej dovolenky a\u00a0kladn\u00e9ho konta pracovn\u00e9ho \u010dasu<\/li>\n<\/ul>\n<p>Podporu m\u00f4\u017ee zamestn\u00e1vate\u013e \u010derpa\u0165 len na zamestnancov, ktor\u00ed maj\u00fa ku d\u0148u podania \u017eiadosti o poskytnutie podpory vy\u010derpan\u00fa dovolenku za predch\u00e1dzaj\u00faci kalend\u00e1rny rok a vy\u010derpan\u00fd kladn\u00fd \u00fa\u010det konta pracovn\u00e9ho \u010dasu, ak je u zamestn\u00e1vate\u013ea zaveden\u00e9 konto pracovn\u00e9ho \u010dasu.<\/p>\n<ul>\n<li>Podmienka prednostn\u00e9ho preradenia na in\u00fa pr\u00e1cu<\/li>\n<\/ul>\n<p>Podporu m\u00f4\u017ee zamestn\u00e1vate\u013e \u010derpa\u0165 len na zamestnancov, ktor\u00fdch nem\u00f4\u017ee preradi\u0165 na in\u00fa pr\u00e1cu v r\u00e1mci dohodnut\u00e9ho druhu pr\u00e1ce, ktor\u00e1 nie je dotknut\u00e1 obmedzen\u00edm \u010dinnosti zamestn\u00e1vate\u013ea.<\/p>\n<ul>\n<li>Z\u00e1kaz s\u00fabehu viacer\u00fdch pr\u00edspevkov<\/li>\n<\/ul>\n<p>Podporu nem\u00f4\u017ee zamestn\u00e1vate\u013e pobera\u0165 na zamestnanca, na ktor\u00e9ho u\u017e pober\u00e1 in\u00fd pr\u00edspevok (napr\u00edklad v\u00a0r\u00e1mci akt\u00edvnych opatren\u00ed trhu pr\u00e1ce pod\u013ea z\u00e1kona o\u00a0slu\u017eb\u00e1ch zamestnanosti).<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Suma podpory a jej vypl\u00e1canie:<\/strong><\/p>\n<p>Podpora sa poskytuje na \u010diasto\u010dn\u00fa \u00fahradu n\u00e1kladov zamestn\u00e1vate\u013ea na n\u00e1hradu mzdy zamestnanca <strong>za ka\u017ed\u00fa hodinu<\/strong> prek\u00e1\u017eky v pr\u00e1ci na strane zamestn\u00e1vate\u013ea z d\u00f4vodu obmedzenia \u010dinnosti zamestn\u00e1vate\u013ea <strong>v sume 60 % priemern\u00e9ho hodinov\u00e9ho z\u00e1robku<\/strong> zamestnanca v kalend\u00e1rnom mesiaci, za ktor\u00fd sa podpora poskytuje, <strong>najviac v sume 60% z 1\/174 dvojn\u00e1sobku priemernej mzdy zamestnanca v hospod\u00e1rstve Slovenskej republiky <\/strong>zverejnenej \u0160tatistick\u00fdm \u00faradom Slovenskej republiky za kalend\u00e1rny rok, ktor\u00fd dva roky predch\u00e1dza kalend\u00e1rnemu roku, v ktorom sa podpora poskytuje.<\/p>\n<p>Priemern\u00e1 mzda pre rok 2020 predstavuje sumu 1133,- EUR. Vzorec pre v\u00fdpo\u010det maxim\u00e1lnej podpory je nasledovn\u00fd:<\/p>\n<p>2 x 1133 : 174 x 0,6 = <strong>7,8138 EUR\/hod.<\/strong><\/p>\n<p>Podpora sa poskytuje v \u010dase skr\u00e1tenej pr\u00e1ce, <strong>v \u00fahrne najviac \u0161es\u0165 mesiacov po\u010das 24 po sebe nasleduj\u00facich mesiacov<\/strong>. Av\u0161ak vl\u00e1da m\u00f4\u017ee nariaden\u00edm ustanovi\u0165 dlh\u0161ie obdobie \u010derpanie podpory<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Z\u00e1ver:<\/strong><\/p>\n<p>Pr\u00edspevok nepokryje v\u0161etky v\u00fddavky, ktor\u00e9 zamestn\u00e1vate\u013e s vypl\u00e1can\u00edm mzdy dotknut\u00e9ho zamestnanca m\u00e1.<\/p>\n<p>Uveden\u00e9 v\u0161ak ani nikdy nebolo cie\u013eom. T\u00fdm bolo poskytn\u00fa\u0165 zamestn\u00e1vate\u013eom pomocn\u00fa ruku zo strany \u0161t\u00e1tu v \u010dase \u0165a\u017ekost\u00ed a t\u00fdm zabr\u00e1ni\u0165 ru\u0161eniu pracovn\u00fdch miest.<\/p>\n<p>Ak zamestn\u00e1vate\u013ea po\u017eiada o poskytnutie podpory v \u010dase skr\u00e1tenej pr\u00e1ce, je povinn\u00fd poskytn\u00fa\u0165 zamestnancovi za \u010das trvania tejto prek\u00e1\u017eky v pr\u00e1ci n\u00e1hradu mzdy v sume <strong>najmenej 80 % <\/strong>jeho priemern\u00e9ho z\u00e1robku.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>&nbsp; Z\u00e1kon \u010d. 215\/2021 Z. z. o podpore v \u010dase skr\u00e1tenej pr\u00e1ce a o zmene a doplnen\u00ed niektor\u00fdch z\u00e1konov (tzv. kurzarbeit) je \u00fa\u010dinn\u00fd od\u00a01. marca 2022. Predmetom z\u00e1kona je vytvorenie pr\u00e1vneho r\u00e1mca, ktor\u00fd by upravil poskytovanie finan\u010dnej podpory (\u010falej aj \u201epr\u00edspevok\u201c alebo \u201epodpora\u201c) v\u00a0\u010dase skr\u00e1tenej pr\u00e1ce. Uveden\u00e9 v\u00a0praxi znamen\u00e1, \u017ee z\u00e1kon definuje podmienky prepl\u00e1cania \u010dasti&#8230;<\/p>\n","protected":false},"author":3,"featured_media":1384,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1382","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized-sk"],"yoast_head":"<title>Z\u00e1kon o podpore v \u010dase skr\u00e1tenej pr\u00e1ce (Kurzarbeit) - BOOM &amp; SMART<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/boomandsmart.com\/zakon-o-podpore-v-case-skratenej-prace-kurzarbeit\/\" \/>\n<meta property=\"og:locale\" content=\"sk_SK\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Z\u00e1kon o podpore v \u010dase skr\u00e1tenej pr\u00e1ce (Kurzarbeit) - BOOM &amp; SMART\" \/>\n<meta property=\"og:description\" content=\"&nbsp; Z\u00e1kon \u010d. 215\/2021 Z. z. o podpore v \u010dase skr\u00e1tenej pr\u00e1ce a o zmene a doplnen\u00ed niektor\u00fdch z\u00e1konov (tzv. kurzarbeit) je \u00fa\u010dinn\u00fd od\u00a01. marca 2022. 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