Are you signing a new employment contract and have been told that it also includes a wage assessment (mzdový výměr)? What exactly is a wage assessment and what is it for? Is signing it good for you? How can you defend yourself if you disagree with its wording? Our article explains everything, and we also look at what to watch out for so that you do not become a victim of discrimination.
What is a wage assessment?
Employers often set the amount of pay directly in the contract. However, this is not always the case, as pay can also be set through a wage assessment. This is a one-sided act, so it takes the form of a simple notice. Your employer will give you this notice to sign.
What are the disadvantages?
A big disadvantage is that your employer can reduce your pay without your consent. They simply notify you of the reduction through the wage assessment. However, they can also use it to set bonuses, for example for overtime, or quarterly or half-yearly bonuses.
As a rule, if you have accepted the terms your employer offers, you will probably have no choice but to sign the assessment.
What must a wage assessment contain?
There is practically no set form in which this notice must be written. As a rule, however, it contains the following details:
- the employee’s personal details
- the amount of pay
- the employer’s signature
- the date
- it may also include the employee’s signature confirming receipt of the assessment (not required)
It may also contain:
- how you will be paid
- the date and place of payment
What else should you know about a wage assessment?
The wage assessment must be in writing and must be made in two copies. You keep one and the HR department keeps the other.
Your employer must deliver it to you personally. This means you receive it in person, by post or electronically. You must also receive it before your employment begins. This notice is not part of the employment contract, so it should not contain any wording suggesting that it is part of the employment contract.
Who benefits from a wage assessment?
Clearly the employer. It gives them quite a free hand to adjust employees’ pay according to their needs and the economic situation. For example, the market situation may be bad and the employer may need to cut costs. Employees’ salaries can be one way to do this. It is worthwhile in larger companies because it is much faster than the employer discussing a pay cut with each employee.
What should you do if you disagree with the wage assessment?
You do not have many options in this case, but there are a few. First, check whether your employer has made a mistake. One possible mistake is that the document is not actually a wage assessment. If the wording of the notice matches the wording of the employment contract, it is not a wage assessment. The conditions are then completely different.
If possible, check that your pay is similar to that of a colleague in the same position. In other words, if you have the same responsibilities and experience, you should be paid similarly. If this is not the case, it is discrimination. We understand, of course, that finding out how much your colleague earns is difficult.
If neither of the options above applies to you and you disagree with your new pay, you can also look for another job. See how unemployment benefit (podpora v nezaměstnanosti) is calculated so that you are ready for every scenario.
