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In his thesis, the author deals with the transfer of rights and obligations arising from employment relationships. In the Czech law, the regulation of transfer of rights and obligations is governed in substantial part by the Act No. 262/2006 Coll., the Labour Code, as amended, and in other statutes. The Czech legislation is based on harmonised regulation in the law of the European Union, which is provided for in the Council Directive 2001/23/EC of 12 March 2001 on the approximation of the laws of the Member States relating to the safeguarding of employees' rights in the event of transfers of undertakings, businesses or parts of undertakings or businesses. In his thesis, the author examines the current regulation in the Czech law and the decision- making practice of the Czech courts and compares it with the decision-making practice of the Court of Justice of the European Union. The author also deals with the amendment of transfer of rights and obligations implemented by the Act No. 285/2020 Coll., amending the Act No. 262/2006 Coll., the Labour Code, as amended, and several other related acts, and compares the applicable law with the preceding. The thesis also deals with the history of regulation of transfer of rights and obligations in the Czech Republic, then it deals with the general definition...

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Protection of employees in the event of transfer of employer The master's theses deals with the topic of the transfer of rights and obligations from employment relationships and related institutes of protection of the employees affected by the transfer. The topic is regulated at the European Union tier by Council Directive 2001/23/EC of 12 March 2001 on the approximation of the laws of the Member States relating to the safeguarding of employees' rights in the event of transfers of undertakings, businesses or parts of undertakings or businesses, which has been transposed into national law as Section XV of Part Thirteen of Act No. 262/2006 Coll., the Labour Code. The thesis introduces both tiers of legislation, the relevant case law of the Court of Justice of the European Union and the Supreme Court of the Czech Republic and evaluates the implementation of the Directive 2001/23/EC into the national system. The first part of the work is an explanatory one as it describes the meaning of some of the fundamental labour law terms and contexts for the purposes of the following text. The second part introduces the transfer of an undertaking, business or part thereof under the Directive 2001/23/EC and formation of the rules by the Court of Justice of the European Union, in particular the development of the...

Phénomène classique en droit privé du travail, l’évolution d’une activité et le sort réservé aux salariés de droit privé qui y sont affectés figure parmi les thèmes fondamentaux du droit social contemporain, et fait, à ce titre, l’objet d’une jurisprudence relativement stabilisée et d’une littérature abondante. La problématique sociale des évolutions d’activités publiques, pour être tout aussi essentielle sinon plus que celle qui irrigue le secteur économique classique, souffre à l’inverse d’un manque d’analyse globale et approfondie, du moins de l’absence d’une mise en perspective de l’ensemble des hypothèses où elle est amenée à être soulevée. L’approche de la présente recherche est donc d’envisager la problématique sociale liée aux évolutions d’activités publiques dans sa globalité, en embrassant l’ensemble des hypothèses génériques concernées tant d’un point de vue organique – nature des personnels concernés comme nature des entités d’origine et d’accueil – que matériel – externalisation d’activités publiques, reprise en régie, décentralisation de compétences, transfert intercommunal de compétences, privatisation d’établissements publics, etc. L’ambition est ici de révéler le caractère primordial de la donnée sociale dans la conduite des évolutions d’organisation ou de gestion des activités publiques, et d’apporter, dans la démarche pratique qui est la nôtre, les clés essentielles à la résolution de la problématique sociale qu’elle peut engendrer, quelque soit l’hypothèse sur laquelle elle porte. Il s’agit, en premier lieu, en fonction de la nature publique et/ou privée des personnels concernés, d’identifier clairement les obligations de transfert des personnels de nature légales - d’ordre interne comme communautaire - ou conventionnelles, et de les confronter à la volonté politique de conserver ou réaffecter ces personnels. Il convient, en deuxième lieu, de préciser les modalités de transfert des personnels concernés. Il s’agit tout particulièrement de vérifier la nécessité d’obtenir un accord exprès de leur part, de formaliser le transfert par la signature par un contrat de travail ou encore de solliciter les institutions représentatives du personnel pour procéder au transfert effectif des agents. Il est, en troisième et dernier lieu, important d’envisager précisément les conséquences du transfert des personnels tant pour la structure d’accueil que pour les agents eux-mêmes, en termes financiers (niveau de rémunération, avantages individuels acquis, etc.) et opérationnels (organisation interne des ressources humaines, répartition des pouvoirs hiérarchiques entre structure d’origine et d’accueil pour les personnels mis à disposition, etc.). / Classical phenomenon in labour law, the changes which happens in an activity’s management or organisation and the resulting question of the employee’s fate appears like one of the most important contemporary labour law’s subject. Despite it concerns public undertakings engaged in economic activities, whether or not they are operating for gain, as well as private undertakings, this dimension is nevertheless well known and characterised by a lack of detailed analysis, at least by a putting in perspective’s lack of all hypothesis concerned. Consequently, this study chooses to consider the social issue following public activities changes in its globality by including all cases concerned, as well in an organic point of vue (employees nature, original structure or welcoming structure nature) then in a material point of vue (public activities externalization, return of an activity under a public control, decentralization, powers’ transfers between local authorities, privatization of public ownerships, etc.). This study’s aim is to reveal the importance of the human element in the event of a change on activity’s management or organisation and to give, in a practical view, the keys to resolve the social issue which belongs to each activity’s changes, whatever is the working hypothesis concerned. First, depending on the public or private nature of the personnel, it should be clearly identified the tranfer’s obligations which could exist according to labour legislation or a collective agreement and to bring them face to political decision to keep or redeploy employees. Then, it must be explained the procedure of transfer. More particularly, it should be confirmed if the transfer needs to be accepted by each employee, to be formalized by a contract signature or as well to be submitted to union companies. Finally, it is important to envisage precisely the transfer consequences as for employers then for employees, in financial (wages, individual or collective benefits, etc.) and operational terms (human resources organisation, management rules between original employer and new employer in case of provided civil servant, etc.).

D’abord cantonnés au secteur industriel, les groupes de sociétés se sont progressivement développés dans l’ensemble des secteurs d’activités et sont devenus en quelques années des acteurs incontournables de la vie économique et sociale. Le regroupement d’entreprises sous la domination d’une société-mère s’est accompagné d’une recherche d’unité dans les modes de gestion et les statuts sociaux déployés dans chaque entreprise les composant. C’est dans ce contexte que s’est développée la négociation d’accords de groupe. De simple expérimentation issue de la pratique, la négociation collective de groupe est devenue un véritable niveau de négociation collective reconnue par le législateur. L’accord de groupe est désormais consacré comme une norme créatrice de droits et d’obligations entre employeurs et salariés du groupe, mais sa place dans la hiérarchie des normes n’a pas été précisée. Cette situation génère de nombreuses interrogations quant à sa portée et à ses limites : chaque apport du législateur à la construction du régime juridique des accords de groupe soulève de nouvelles difficultés avec lesquelles les partenaires sociaux doivent composer. La présente étude tentera de mettre en évidence les solutions proposées par les partenaires sociaux pour affiner et sécuriser le régime juridique applicable aux accords de groupe. / Originally confined to the industrial sector, corporate groups have gradually developed in all sectors and have become in just a few years key players in economic and social life. The business combination under supervision of parent company was accompanied by a search for unity in management methods and employees’ status. The negotiation of group agreements has developed in this context. Simple hands-on experience at the beginning, group collective bargaining has become a real level of collective bargaining recognized by the legislator. The group agreement is now set out as a standard which establishing rights and obligations between employers and employees of the group, but its place in the hierarchy of norms has not been specified. This situation generates many questions about its scope and its limits: each legislator’s contribution to the group agreements’ legal regime raises new difficulties that the social partners have to deal with. This study will attempt to identify the solutions proposed by the social partners in order to refine and secure the group agreements’ legal regime.

In her PhD thesis, the author deals with the legal regulation of transfer of undertaking (and the passage of the employees' rights and obligations it involves) and the frequent collective redundancy related to such transfers. Both sets of provisions dealing with these topics are embodied in the Czech Labour Code and are harmonised with the EU directives pertaining to these fields, specifically Council Directive 2001/23/EC of 12 March 2001 on the approximation of the laws of the Member States relating to the safeguarding of employees' rights in the event of transfers of undertakings, businesses or parts of undertakings or businesses (originally, Council Directive 77/187/EEC of 14 February 1977 on the approximation of the laws of the Member States relating to the safeguarding of employees' rights in the event of transfers of undertakings, businesses or parts of businesses) and Council Directive 98/59/EC of 20 July 1998 on the approximation of the laws of the Member States relating to collective redundancies. The two directives mentioned above were already transposed to the Czech Labour Code in 2001 by means of an amendment adopted under No. 155/2001 Coll. As regards the rules governing collective redundancies, it can be stated, in substance, that the original regulation of 2001 remained unchanged and...