{"id":37687,"date":"2024-02-26T10:35:44","date_gmt":"2024-02-26T09:35:44","guid":{"rendered":"https:\/\/www.krivak.sk\/?p=37687"},"modified":"2024-02-26T11:19:14","modified_gmt":"2024-02-26T10:19:14","slug":"co-prinasa-nova-smernica-eu-o-transparentnosti-v-odmenovani","status":"publish","type":"post","link":"https:\/\/www.krivak.sk\/eng\/co-prinasa-nova-smernica-eu-o-transparentnosti-v-odmenovani\/","title":{"rendered":"\u010co prin\u00e1\u0161a nov\u00e1 smernica E\u00da o transparentnosti v odme\u0148ovan\u00ed"},"content":{"rendered":"<p style=\"font-weight: 400;\"><strong>V\u00a0m\u00e1ji 2023<\/strong> bola na p\u00f4de E\u00da prijat\u00e1 <strong>nov\u00e1 smernica t\u00fdkaj\u00faca sa rovn\u00e9ho odme\u0148ovania \u017eien a mu\u017eov<\/strong>. Ide o\u00a0<em>Smernicu 2023\/970, ktorou sa posil\u0148uje uplat\u0148ovanie z\u00e1sady rovnakej odmeny pre mu\u017eov a \u017eeny za rovnak\u00fa pr\u00e1cu alebo pr\u00e1cu rovnakej hodnoty prostredn\u00edctvom transparentnosti odme\u0148ovania a mechanizmov presadzovania <\/em>(\u010falej len \u201esmernica\u201c). Hoci term\u00edn na transpoz\u00edciu smernice uplynie a\u017e 7. j\u00fana 2026, smernica zav\u00e1dza <strong>mno\u017estvo nov\u00fdch pravidiel a\u00a0povinnost\u00ed, ktor\u00fdch nap\u013a\u0148anie bude vy\u017eadova\u0165 dlh\u0161iu pr\u00edpravu<\/strong>.<\/p>\n<p>&nbsp;<\/p>\n<p><b>\u010cO SMERNICA UPRAVUJE<\/b><\/p>\n<p>&nbsp;<\/p>\n<p style=\"font-weight: 400;\">Smernica uklad\u00e1 \u010dlensk\u00fdm \u0161t\u00e1tom E\u00da povinnos\u0165 prija\u0165 opatrenia s\u00a0cie\u013eom dosiahnu\u0165, aby zamestn\u00e1vatelia mali<strong>\u0161trukt\u00fary odme\u0148ovania zabezpe\u010duj\u00face rovnak\u00fa odmenu \u017een\u00e1m aj\u00a0mu\u017eom za rovnak\u00fa pr\u00e1cu alebo pr\u00e1cu rovnakej hodnoty<\/strong>. Tieto \u0161trukt\u00fary <strong>musia umo\u017e\u0148ova\u0165 pos\u00fadenie toho, \u010di s\u00fa pracovn\u00ed\u010dky a\u00a0pracovn\u00edci<\/strong><strong>v\u00a0porovnate\u013enej situ\u00e1cii, pokia\u013e ide o\u00a0hodnotu pr\u00e1ce<\/strong>, a\u00a0to na z\u00e1klade objekt\u00edvnych a\u00a0rodovo neutr\u00e1lnych krit\u00e9ri\u00ed dohodnut\u00fdch so z\u00e1stupcami a\u00a0z\u00e1stupky\u0148ami zamestnancov. Tieto <strong>krit\u00e9ri\u00e1<\/strong> <strong>sa nesm\u00fa priamo ani nepriamo zaklada\u0165 na pohlav\u00ed<\/strong>.\u00a0 <strong>Zah\u0155\u0148aj\u00fa zru\u010dnosti, \u00fasilie, zodpovednos\u0165 a\u00a0pracovn\u00e9 podmienky <\/strong>a\u00a0v\u00a0pr\u00edpade potreby aj ak\u00e9ko\u013evek \u010fal\u0161ie faktory, ktor\u00e9 s\u00fa relevantn\u00e9 pre konkr\u00e9tne pracovn\u00e9 miesto alebo poz\u00edciu. Tieto krit\u00e9ri\u00e1 sa musia uplat\u0148ova\u0165 objekt\u00edvnym a\u00a0rodovo neutr\u00e1lnym sp\u00f4sobom bez akejko\u013evek priamej alebo nepriamej diskrimin\u00e1cie z\u00a0d\u00f4vodu pohlavia. Pri ich uplat\u0148ovan\u00ed <strong>sa<\/strong> predov\u0161etk\u00fdm <strong>nesm\u00fa podhodnocova\u0165 relevantn\u00e9 m\u00e4kk\u00e9 zru\u010dnosti<\/strong> (ako napr\u00edklad pr\u00edjemn\u00e9 vystupovanie, empatick\u00e1 komunik\u00e1cia \u010di trpezliv\u00fd pr\u00edstup).<\/p>\n<p>&nbsp;<\/p>\n<p style=\"font-weight: 400;\"><strong>TRANSPARENTNOS\u0164 V ODME\u0147OVAN\u00cd \u2013 POVINNOSTI V\u0160ETK\u00ddCH ZAMESTN\u00c1VATE\u013dOV<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"font-weight: 400;\">Aj v\u00a0situ\u00e1ci\u00e1ch, ke\u010f \u017eeny a\u00a0mu\u017ei vykon\u00e1vaj\u00fa rovnak\u00fa pr\u00e1cu, resp. pr\u00e1cu rovnakej hodnoty, av\u0161ak \u017eeny za \u0148u dost\u00e1vaj\u00fa ni\u017e\u0161iu odmenu, je pre \u017eeny \u0165a\u017ek\u00e9 efekt\u00edvne sa dom\u00e1ha\u0165 n\u00e1pravy, preto\u017ee sa o\u00a0skuto\u010dnosti, \u017ee poberaj\u00fa ni\u017e\u0161iu mzdu ako ich mu\u017esk\u00ed kolegovia, \u010dasto napr\u00edklad ani nedozvedia. Ak sa o\u00a0rozdieloch v\u00a0odme\u0148ovan\u00ed dozvedia, v\u00e4\u010d\u0161inou nemaj\u00fa mo\u017enos\u0165 z\u00edska\u0165 o\u00a0\u0148om d\u00f4kazy.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"font-weight: 400;\">Smernica <strong>vo vz\u0165ahu k<\/strong><strong> v\u0161etk\u00fdm zamestn\u00e1vate\u013eom <\/strong>zakotvuje<strong> po\u017eiadavku, aby svojim zamestnankyniam a\u00a0zamestnancom spr\u00edstup\u0148ovali krit\u00e9ri\u00e1, ktor\u00e9 sa pou\u017e\u00edvaj\u00fa na ur\u010dovanie odmien, \u00farovn\u00ed odmien a\u00a0platov\u00e9ho postupu.<\/strong> Tieto krit\u00e9ri\u00e1 musia by\u0165 objekt\u00edvne a\u00a0rodovo neutr\u00e1lne. \u00a0Ka\u017ed\u00e1 zamestnanky\u0148a \u010di zamestnanec bude ma\u0165 \u010falej <strong>pr\u00e1vo po\u017eadova\u0165 a\u00a0z\u00edskava\u0165 inform\u00e1cie o\u00a0svojej individu\u00e1lnej \u00farovni odmeny a\u00a0o\u00a0priemern\u00fdch \u00farovniach odmien<\/strong> \u2013 s\u00a0roz\u010dlenen\u00edm pod\u013ea pohlavia \u2013 pre kateg\u00f3rie zamestnancov a\u00a0zamestnank\u00fd\u0148 vykon\u00e1vaj\u00facich rovnak\u00fa pr\u00e1cu alebo pr\u00e1cu rovnakej hodnoty ako ona \u010di on. Smernica tie\u017e zakotvuje <strong>viacer\u00e9<\/strong> <strong>pr\u00e1va uch\u00e1dza\u010diek a\u00a0uch\u00e1dza\u010dov o\u00a0zamestnanie <\/strong>a\u00a0im zodpovedaj\u00face povinnosti zamestn\u00e1vate\u013eov<strong> vo f\u00e1ze v\u00fdberu a\u00a0prij\u00edmania do zamestnania<\/strong>.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"font-weight: 400;\"><strong>TRANSPARENTNOS\u0164 V\u00a0ODME\u0147OVAN\u00cd \u2013 POVINNOSTI VYBRAN\u00ddCH KATEG\u00d3RI\u00cd ZAMESTN\u00c1VATE\u013dOV<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"font-weight: 400;\">Zamestn\u00e1vatelia so 100 a\u00a0viac zamestnancami a\u00a0zamestnanky\u0148ami bud\u00fa ma\u0165 <strong>povinnos\u0165 v\u00a0pravideln\u00fdch intervaloch pod\u00e1va\u0165 spr\u00e1vy<\/strong> t\u00fdkaj\u00face sa ich organiz\u00e1cie o:<\/p>\n<ul>\n<li>rodovom rozdiele v\u00a0odme\u0148ovan\u00ed;<\/li>\n<li>rodovom rozdiele v\u00a0odme\u0148ovan\u00ed, pokia\u013e ide o\u00a0doplnkov\u00e9 alebo pohybliv\u00e9 zlo\u017eky odmeny;<\/li>\n<li>medi\u00e1ne rodov\u00e9ho rozdielu v\u00a0odme\u0148ovan\u00ed;<\/li>\n<li>medi\u00e1ne rodov\u00e9ho rozdielu v\u00a0odme\u0148ovan\u00ed, pokia\u013e ide o doplnkov\u00e9 alebo pohybliv\u00e9 zlo\u017eky odmeny;<\/li>\n<li>podiele \u017eien a\u00a0mu\u017eov dost\u00e1vaj\u00facich doplnkov\u00e9 alebo pohybliv\u00e9 zlo\u017eky odmeny;<\/li>\n<li>podiele \u017eien a\u00a0mu\u017eov v\u00a0ka\u017edom kvartilovom p\u00e1sme odmeny;<\/li>\n<li>rodovom rozdiele v\u00a0odme\u0148ovan\u00ed zamestnancov a\u00a0zamestnank\u00fd\u0148 pod\u013ea ich kateg\u00f3ri\u00ed s\u00a0roz\u010dlenen\u00edm pod\u013ea riadnej z\u00e1kladnej mzdy alebo platu a\u00a0doplnkov\u00fdch alebo pohybliv\u00fdch zlo\u017eiek.<\/li>\n<\/ul>\n<p style=\"font-weight: 400;\"><strong>Za\u010diatok nap\u013a\u0148ania tejto povinnosti aj samotn\u00fd interval sa bud\u00fa l\u00ed\u0161i\u0165 v\u00a0z\u00e1vislosti od ve\u013ekosti zamestn\u00e1vate\u013ea<\/strong>. Zamestn\u00e1vatelia s\u00a0250 alebo viac zamestnancami a\u00a0zamestnanky\u0148ami bud\u00fa ma\u0165 t\u00fato povinnos\u0165 po\u010dn\u00fac najnesk\u00f4r 7. j\u00fanom 2027 ka\u017edoro\u010dne. Zamestn\u00e1vatelia so 150 a\u017e 249 zamestnancami a\u00a0zamestnanky\u0148ami bud\u00fa ma\u0165 t\u00fato povinnos\u0165 po\u010dn\u00fac najnesk\u00f4r 7. j\u00fanom 2027 ka\u017ed\u00e9 tri roky. Zamestn\u00e1vatelia so 100 a\u017e 149 zamestnancami a\u00a0zamestnanky\u0148ami bud\u00fa ma\u0165 t\u00fato povinnos\u0165 po\u010dn\u00fac najnesk\u00f4r 7. j\u00fanom 2031, takisto ka\u017ed\u00e9 tri roky.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"font-weight: 400;\"><strong>Spr\u00e1vy sa bud\u00fa pod\u00e1va\u0165 \u00fastredn\u00e9mu monitorovaciemu subjektu<\/strong>, ktor\u00fd na tento \u00fa\u010del ur\u010d\u00ed \u0161t\u00e1t. <strong>V\u00e4\u010d\u0161ina \u00fadajov z\u00a0t\u00fdchto spr\u00e1v sa bude zverej\u0148ova\u0165<\/strong>.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"font-weight: 400;\">Spr\u00e1vnos\u0165 inform\u00e1ci\u00ed poskytovan\u00fdch v\u00a0r\u00e1mci pod\u00e1vania spr\u00e1v bude potvrdzova\u0165 mana\u017ement pr\u00edslu\u0161n\u00e9ho zamestn\u00e1vate\u013ea po konzult\u00e1cii so z\u00e1stupcami zamestnancov a\u00a0zamestnank\u00fd\u0148, ktor\u00ed bud\u00fa ma\u0165 z\u00e1rove\u0148<strong> pr\u00edstup k\u00a0metodik\u00e1m, ktor\u00e9 zamestn\u00e1vate\u013e uplat\u0148uje. <\/strong>Zamestnankyne a\u00a0zamestnanci, ich z\u00e1stupcovia, in\u0161pektor\u00e1ty pr\u00e1ce, ako aj subjekt v\u00a0oblasti rovnosti (na Slovensku Slovensk\u00e9 n\u00e1rodn\u00e9 stredisko pre \u013eudsk\u00e9 pr\u00e1va) bud\u00fa ma\u0165 <strong>pr\u00e1vo po\u017eiada\u0165 o\u00a0dodato\u010dn\u00e9 objasnenia<\/strong> <strong>a\u00a0podrobnosti<\/strong> vr\u00e1tane vysvetlen\u00ed pr\u00edpadn\u00fdch rodov\u00fdch rozdielov v\u00a0odme\u0148ovan\u00ed. Ak tieto rozdiely nebud\u00fa od\u00f4vodnen\u00e9 objekt\u00edvnymi, rodovo neutr\u00e1lnymi krit\u00e9riami, zamestn\u00e1vatelia bud\u00fa ma\u0165 <strong>povinnos\u0165 situ\u00e1ciu napravi\u0165<\/strong>, a\u00a0to v\u00a0\u00fazkej spolupr\u00e1ci so z\u00e1stupcami zamestnancov a\u00a0zamestnank\u00fd\u0148, in\u0161pektor\u00e1tmi pr\u00e1ce a\/alebo Slovensk\u00fdm n\u00e1rodn\u00fdm strediskom pre \u013eudsk\u00e9 pr\u00e1va. Ak sa u\u00a0zamestn\u00e1vate\u013ea, ktor\u00fd podlieha povinnosti pod\u00e1va\u0165 spr\u00e1vy, preuk\u00e1\u017ee v\u00a0ktorejko\u013evek kateg\u00f3rii zamestnancov a\u00a0zamestnank\u00fd\u0148 rozdiel v\u00a0priemernej \u00farovni odmeny \u017eien a\u00a0mu\u017eov vo v\u00fd\u0161ke najmenej 5 %, dotknut\u00fd zamestn\u00e1vate\u013e \u00a0tento rozdiel neod\u00f4vodn\u00ed na z\u00e1klade objekt\u00edvnych, rodovo neutr\u00e1lnych krit\u00e9ri\u00ed a\u00a0nenaprav\u00ed ho do \u0161iestich mesiacov, bude povinn\u00fd vykona\u0165 v\u00a0spolupr\u00e1ci so z\u00e1stupcami zamestnancov a\u00a0zamestnank\u00fd\u0148 tzv. <strong>spolo\u010dn\u00e9 pos\u00fadenie odme\u0148ovania<\/strong>. \u00a0Cie\u013eom tohto spolo\u010dn\u00e9ho pos\u00fadenia bude identifikova\u0165 a\u00a0napravi\u0165 rozdiely v\u00a0odme\u0148ovan\u00ed \u017eien a\u00a0mu\u017eov, ktor\u00e9 nie s\u00fa od\u00f4vodnen\u00e9 na z\u00e1klade objekt\u00edvnych, rodovo neutr\u00e1lnych krit\u00e9ri\u00ed, a\u00a0predch\u00e1dza\u0165 im v\u00a0bud\u00facnosti.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"font-weight: 400;\"><strong>PROSTRIEDKY N\u00c1PRAVY A\u00a0VYNUCOVANIE DODR\u017dIAVANIA SMERNICE<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"font-weight: 400;\">Viacer\u00e9 mechanizmy, prostredn\u00edctvom ktor\u00fdch sa bude mo\u017en\u00e9 dom\u00e1ha\u0165 pr\u00e1v vypl\u00fdvaj\u00facich zo smernice, u\u017e maj\u00fa v\u00a0slovenskom pr\u00e1vnom poriadku pevn\u00fd z\u00e1klad. Ide najm\u00e4 o\u00a0antidiskrimina\u010dn\u00fd z\u00e1kon, ktor\u00fd v\u00a0spojen\u00ed s\u00a0Civiln\u00fdm sporov\u00fdm poriadkom zakotvuje mo\u017enos\u0165 pod\u00e1va\u0165 tzv. <strong>antidiskrimina\u010dn\u00e9 \u017ealoby<\/strong>. \u017dalobkyne a\u00a0\u017ealobcovia v\u00a0antidiskrimina\u010dn\u00fdch sporoch maj\u00fa <strong>postavenie<\/strong> tzv. <strong>slab\u0161ej strany<\/strong>. V\u00a0r\u00e1mci t\u00fdchto sporov sa uplat\u0148uje napr\u00edklad <strong>prenesen\u00e9 d\u00f4kazn\u00e9 bremeno<\/strong> \u2013 teda <strong>povinnos\u0165 \u017ealovan\u00e9ho preuk\u00e1za\u0165, \u017ee sa diskrimin\u00e1cie nedopustil<\/strong>, ak osoba, ktor\u00e1 o\u00a0sebe tvrd\u00ed, \u017ee bola diskriminovan\u00e1, v\u00a0konan\u00ed pred s\u00fadom predlo\u017e\u00ed d\u00f4kazy, z\u00a0ktor\u00fdch mo\u017eno d\u00f4vodne usudzova\u0165, \u017ee k\u00a0diskrimin\u00e1cii do\u0161lo.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"font-weight: 400;\">Smernica stanovuje, \u017ee<strong> ak si zamestn\u00e1vate\u013e nespln\u00ed povinnosti s\u00favisiace s\u00a0transparentnos\u0165ou odme\u0148ovania<\/strong>, v\u00a0konan\u00ed o\u00a0diskrimin\u00e1cii pred s\u00fadom, pr\u00edpadne spr\u00e1vnym org\u00e1nom <strong>bude d\u00f4kazn\u00e9 bremeno automaticky<\/strong> (s drobn\u00fdmi v\u00fdnimkami) <strong>prenesen\u00e9 na zamestn\u00e1vate\u013ea<\/strong>.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"font-weight: 400;\">Smernica zakotvuje<strong> pr\u00e1vo ka\u017edej zamestnankyne alebo zamestnanca<\/strong>, ktor\u00ed utrpia \u0161kodu v\u00a0d\u00f4sledku poru\u0161en\u00ed ak\u00fdchko\u013evek pr\u00e1v alebo povinnost\u00ed s\u00favisiacich so z\u00e1sadou rovnakej odmeny, <strong>na pln\u00fa<\/strong> <strong>n\u00e1hradu alebo n\u00e1pravu tejto \u0161kody<\/strong>. T\u00e1to n\u00e1hrada alebo n\u00e1prava mus\u00ed predstavova\u0165 skuto\u010dn\u00fa a\u00a0\u00fa\u010dinn\u00fa n\u00e1hradu alebo n\u00e1pravu za utrpen\u00fa stratu a\u00a0\u0161kodu a\u00a0mus\u00ed by\u0165 uskuto\u010dnen\u00e1 sp\u00f4sobom, ktor\u00fd je odr\u00e1dzaj\u00faci a\u00a0primeran\u00fd. N\u00e1hrada alebo n\u00e1prava mus\u00ed zah\u0155\u0148a\u0165 <strong>(i)<\/strong> <strong>\u00fapln\u00e9 vymo\u017eenie nevyplatenej odmeny a\u00a0s\u00favisiacich pr\u00e9mi\u00ed alebo vecn\u00fdch plnen\u00ed, (ii) n\u00e1hradu za straten\u00e9 pr\u00edle\u017eitosti, (iii) n\u00e1hradu nemajetkovej ujmy a (iv) n\u00e1hradu akejko\u013evek \u0161kody<\/strong> sp\u00f4sobenej in\u00fdmi relevantn\u00fdmi faktormi. N\u00e1hrada alebo n\u00e1prava mus\u00ed zah\u0155\u0148a\u0165 <strong>aj (v) \u00farok z\u00a0ome\u0161kania<\/strong>. N\u00e1hrada<strong> nesmie<\/strong><strong> by\u0165 vopred obmedzen\u00e1 stanoven\u00edm hornej hranice.<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"font-weight: 400;\">V\u00a0s\u00favislosti so z\u00e1sadou rovnakej odmeny zaklad\u00e1 smernica aj opr\u00e1vnenie pre pr\u00edslu\u0161n\u00e9 vn\u00fatro\u0161t\u00e1tne org\u00e1ny vyda\u0165 zamestn\u00e1vate\u013eovi nielen pr\u00edkaz na zastavenie poru\u0161ovania, ale <strong>aj pr\u00edkaz prija\u0165 opatrenia<\/strong>. Ak by zamestn\u00e1vate\u013e tak\u00fdto pr\u00edkaz nesplnil, \u010dlensk\u00e9 \u0161t\u00e1ty s\u00fa povinn\u00e9 zabezpe\u010di\u0165 jeho splnenie <strong>pokutami<\/strong>, ktor\u00e9 bude mo\u017en\u00e9 uklada\u0165<strong> aj opakovane<\/strong>.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Pre pr\u00edpady poru\u0161ovania pr\u00e1v a\u00a0povinnost\u00ed t\u00fdkaj\u00facich sa z\u00e1sady rovnakej odmeny musia \u010dlensk\u00e9 \u0161t\u00e1ty prija\u0165 <strong>\u00fa\u010dinn\u00e9, primeran\u00e9 a\u00a0odr\u00e1dzaj\u00face sankcie<\/strong> a\u00a0z\u00e1rove\u0148 zabezpe\u010di\u0165 ich \u00fa\u010dinn\u00e9 uplat\u0148ovanie v praxi. Tieto sankcie musia ma\u0165 skuto\u010dne odr\u00e1dzaj\u00faci \u00fa\u010dinok a\u00a0musia zah\u0155\u0148a\u0165 pokuty. <strong>V\u00a0pr\u00edpade opakovan\u00fdch poru\u0161en\u00ed <\/strong>bude potrebn\u00e9 uplat\u0148ova\u0165 <strong>osobitn\u00e9 sankcie<\/strong>.<\/span><\/p>\n<p>&nbsp;<\/p>\n<p>Autorka: Mgr. Janka Debrec\u00e9niov\u00e1, MJur, PhD.<\/p>\n<p>&nbsp;<\/p>\n<p><em>Klientom a klientkam vieme poskytn\u00fa\u0165 komplexn\u00fd pr\u00e1vny servis v oblasti z\u00e1kazu diskrimin\u00e1cie a in\u00fdch poru\u0161en\u00ed z\u00e1sady rovnak\u00e9ho zaobch\u00e1dzania, a to bez oh\u013eadu na to, \u010di s\u00fa zamestn\u00e1vate\u013emi, poskytovate\u013emi tovarov alebo slu\u017eieb, poskytovate\u013emi zdravotnej starostlivosti, soci\u00e1lnych slu\u017eieb \u010di vzdel\u00e1vania, alebo s\u00fa osobami, ktor\u00e9 sa c\u00edtia by\u0165 diskriminovan\u00e9.<\/em><\/p>\n<p><em>Viac o na\u0161ich slu\u017eb\u00e1ch n\u00e1jdete na: <a href=\"https:\/\/www.krivak.sk\/eng\/sluzby-4\/\" target=\"_blank\" rel=\"noopener\">SLU\u017dBY<\/a><\/em><\/p>","protected":false},"excerpt":{"rendered":"<p>V\u00a0m\u00e1ji 2023 bola na p\u00f4de E\u00da prijat\u00e1 nov\u00e1 smernica t\u00fdkaj\u00faca sa rovn\u00e9ho odme\u0148ovania \u017eien a mu\u017eov. Ide o\u00a0Smernicu 2023\/970, ktorou sa posil\u0148uje uplat\u0148ovanie z\u00e1sady rovnakej odmeny pre mu\u017eov a \u017eeny za rovnak\u00fa pr\u00e1cu alebo pr\u00e1cu rovnakej hodnoty prostredn\u00edctvom transparentnosti odme\u0148ovania a mechanizmov presadzovania (\u010falej len \u201esmernica\u201c). Hoci term\u00edn na transpoz\u00edciu&hellip;<\/p>","protected":false},"author":32,"featured_media":37568,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[50],"tags":[],"acf":[],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.krivak.sk\/eng\/wp-json\/wp\/v2\/posts\/37687"}],"collection":[{"href":"https:\/\/www.krivak.sk\/eng\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.krivak.sk\/eng\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.krivak.sk\/eng\/wp-json\/wp\/v2\/users\/32"}],"replies":[{"embeddable":true,"href":"https:\/\/www.krivak.sk\/eng\/wp-json\/wp\/v2\/comments?post=37687"}],"version-history":[{"count":17,"href":"https:\/\/www.krivak.sk\/eng\/wp-json\/wp\/v2\/posts\/37687\/revisions"}],"predecessor-version":[{"id":37704,"href":"https:\/\/www.krivak.sk\/eng\/wp-json\/wp\/v2\/posts\/37687\/revisions\/37704"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.krivak.sk\/eng\/wp-json\/wp\/v2\/media\/37568"}],"wp:attachment":[{"href":"https:\/\/www.krivak.sk\/eng\/wp-json\/wp\/v2\/media?parent=37687"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.krivak.sk\/eng\/wp-json\/wp\/v2\/categories?post=37687"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.krivak.sk\/eng\/wp-json\/wp\/v2\/tags?post=37687"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}