[{"@context":"https:\/\/schema.org\/","@type":"Article","@id":"https:\/\/www.ivachnova.sk\/preradenie-zamestnanca-na-inu-poziciu-existuje-legalny-postup\/#Article","mainEntityOfPage":"https:\/\/www.ivachnova.sk\/preradenie-zamestnanca-na-inu-poziciu-existuje-legalny-postup\/","headline":"Preradenie zamestnanca na in\u00fa poz\u00edciu. Existuje leg\u00e1lny postup?","name":"Preradenie zamestnanca na in\u00fa poz\u00edciu. Existuje leg\u00e1lny postup?","description":"Pre podnikate\u013ea a jeho zamestnanca m\u00f4\u017ee nasta\u0165 n\u00e1sleduj\u00faca situ\u00e1cia. Maj\u00fa sp\u00edsan\u00fa leg\u00e1lnu zmluvu o ur\u010ditej pracovnej poz\u00edcii, ktor\u00fa je zamestnanec povinn\u00fd vykon\u00e1va\u0165. Ale \u010do ak","datePublished":"2018-03-07","dateModified":"2018-03-07","author":{"@type":"Person","@id":"https:\/\/www.ivachnova.sk\/author\/devene\/#Person","name":"devene","url":"https:\/\/www.ivachnova.sk\/author\/devene\/","identifier":1,"image":{"@type":"ImageObject","@id":"https:\/\/secure.gravatar.com\/avatar\/11f8c6ff4d174e1ebef1d6401491d0892ff6534e7a3312fbf752a8f90a4375cd?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/11f8c6ff4d174e1ebef1d6401491d0892ff6534e7a3312fbf752a8f90a4375cd?s=96&d=mm&r=g","height":96,"width":96}},"publisher":{"@type":"Organization","name":"ivachnova.sk","logo":{"@type":"ImageObject","@id":"\/logo.png","url":"\/logo.png","width":600,"height":60}},"image":{"@type":"ImageObject","@id":"https:\/\/www.ivachnova.sk\/wp-content\/uploads\/img_a287681_w16487_t1525699839.jpg","url":"https:\/\/www.ivachnova.sk\/wp-content\/uploads\/img_a287681_w16487_t1525699839.jpg","height":0,"width":0},"url":"https:\/\/www.ivachnova.sk\/preradenie-zamestnanca-na-inu-poziciu-existuje-legalny-postup\/","wordCount":370,"articleBody":"Pre podnikate\u013ea a jeho zamestnanca m\u00f4\u017ee nasta\u0165 n\u00e1sleduj\u00faca situ\u00e1cia. Maj\u00fa sp\u00edsan\u00fa leg\u00e1lnu zmluvu o ur\u010ditej pracovnej poz\u00edcii, ktor\u00fa je zamestnanec povinn\u00fd vykon\u00e1va\u0165. Ale \u010do ak nastane situ\u00e1cia, kedy jedna alebo druh\u00e1 strana us\u00fadi, \u017ee zamestnanec by mal prejs\u0165 na in\u00fa pracovn\u00fa poz\u00edciu? O tej predsa zmluva ni\u010d nevrav\u00ed.Tak\u00e9to pr\u00edpady m\u00f4\u017eu nasta\u0165. Povezdme, \u017ee jeden zamestnanec na odli\u0161nom \u00faseku sa zran\u00ed alebo zostane chor\u00fd a v\u00fdroba by potrebovala pomocn\u00fa ruku i zo strany \u0161ikovn\u00e9ho kolegu z inej poz\u00edcie, ktor\u00fd by mohol nachv\u00ed\u013eu zaskakova\u0165. Takisto sa m\u00f4\u017ee sta\u0165, \u017ee ob\u013e\u00faben\u00fd zamestnanec zo svojej poz\u00edcie ochorie, no chcel by v podniku zosta\u0165, ale potrebuje ur\u010dit\u00fa zmenu. Skr\u00e1tka nie \u010dasto, ale niekedy m\u00f4\u017ee nasta\u0165 ur\u010dit\u00e1 situ\u00e1cia, kedy by zmena poz\u00edcie vyzerala prospe\u0161nej\u0161ie, ne\u017e aby mal zamestnanec dosta\u0165 v\u00fdpove\u010f alebo podnik opusti\u0165 dobrovo\u013ene, nako\u013eko sa nena\u0161la lep\u0161ia alternat\u00edva.\u2022\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Ofici\u00e1lne je mo\u017en\u00e9 od zamestnanca po\u017eadova\u0165 iba pr\u00e1cu, ak\u00e1 je sp\u00edsan\u00e1 v zmluve. Takisto nie je leg\u00e1lne, aby podnikate\u013e zmluvu svojvo\u013ene zmenil a zamestnanca preradil na in\u00fa poz\u00edciu, bez jeho vedomia.Ale samozrejme existuj\u00fa aj leg\u00e1lne cesty, pod\u013ea ktor\u00fdch je mo\u017en\u00e9 zamestnanca preradi\u0165. Z\u00e1konn\u00edk pr\u00e1ce ich naz\u00fdva v\u00fdnimo\u010dn\u00fdmi situ\u00e1ciami. Preradi\u0165 zamestnanca je mo\u017en\u00e9, iba pokia\u013e sa obe strany dohodn\u00fa a zamestnanec s do\u010dasnou zmenou s\u00fahlas\u00ed. Preradenie sa t\u00fdka iba do\u010dasn\u00e9ho stavu, po ktorom sa zamestnanec mus\u00ed vr\u00e1ti\u0165 sp\u00e4\u0165 na poz\u00edciu, ak\u00fa m\u00e1 v zmluve. Zamestnanca je dokonca mo\u017en\u00e9 preradi\u0165 i pokia\u013e nes\u00fahlas\u00ed, av\u0161ak podnikate\u013e to mus\u00ed argumentova\u0165 mimoriadnym stavom, kedy tak\u00e1to zmena bola takmer nevyhnute\u013en\u00e1. Je to ove\u013ea komplikovanej\u0161ie ako v prvom pr\u00edpade, kedy by zamestnanec s\u00fahlasil.Niekedy ale prich\u00e1dza trochu odli\u0161n\u00e1 situ\u00e1cia, kedy je zamestn\u00e1vate\u013e\u00a0 doslova povinn\u00fd zamestnanca preradi\u0165.A to na z\u00e1klade lek\u00e1rskeho posudku o neschopnosti vykon\u00e1va\u0165 dan\u00fa poz\u00edciu, alebo v pr\u00edpade tehotnej \u017eeny, \u010di s\u00fadneho nariadenia.                                                                                                                                                                                                                                                                                                                                                                                        3.7\/5 - (6 votes)        "},{"@context":"https:\/\/schema.org\/","@type":"BreadcrumbList","itemListElement":[{"@type":"ListItem","position":1,"name":"Preradenie zamestnanca na in\u00fa poz\u00edciu. Existuje leg\u00e1lny postup?","item":"https:\/\/www.ivachnova.sk\/preradenie-zamestnanca-na-inu-poziciu-existuje-legalny-postup\/#breadcrumbitem"}]}]