The thesis deals with the problems of attendance and access systems and their importance in the company. The main aim is to clarify the present topic both to IT consultants and the public in an attempt to show the role of its own system, its implementation and operation in corporate practice. The work is divided into two main parts. The first part describes the historical development of monitoring attendance both from the point of view of the paper version and its successive software solution, as well as in respect of the hardware. Next, we give the legislative requirements and restrictions for monitoring and recording of the attendance of employees, the main source being the Labour Code itself and the Office for Personal Data Protection. After that, updated current attendance and access systems are introduced. The second part contains the actual procedure of selection and deployment of a particular attendance system, its configuration and operation. The process is described in detail in the thesis supplement. Emphasis is placed above all on clarity and easy understanding of the present topic, its impacts and benefit of its use. The main contribution of this work is the unification of views on the present subject matter, a comprehensive view of the system and its important role as an independent system co-operating with other software and hardware resources in the company.

As a theme for my Master's Thesis I chose the theme of problems which are connected with application of Occupational Safety and Health Protection principles in practice. The aim of the Master's Thesis is to outline possible problems which we could come across while implementing the Occupational Safety and Health Protection policy and to map a major part of important legal enactments covering sphere of Occupational Safety and Health Protection. The Master's Thesis is divided into two parts, theoretical and practical one. In the theoretical part I at first briefly outline historical development of legal regulation in the Czech Republic then I proceed to a summary and characteristics of the most important contemporary legal enactments whereas I don' t omit an European legal regulation and legal regulation within the framework of International Labour Organisation. Another important part of the theoretical part is devoted to national policy of occupational safety and health protection at work. In the practical part I present the Occupational Safety and Health Protection problematic in practice and I focus on training, analysis and risk classification and formation of risk register in company Hella Autotechnik, s.r.o.

O uso de novas tecnologias de informação e comunicação, para o trabalho, cria um novo ambiente laboral. O impacto desta alteração, guardadas as proporções dos respectivos contextos sociais, pode ser comparado ao impacto causado com o advento dos relógios, colocados em locais públicos dos centros urbanos, na Baixa Idade Média. A Revolução Industrial trouxe consigo o ambiente das fábricas, onde o confinamento dos empregados permitiu o controle de suas atividades e da duração do trabalho, circunstância que fez surgir o Taylorismo, o Fordismo e o Toyotismo, assim como o próprio Direito do Trabalho. O teletrabalho pode trazer consigo diversas vantagens para a sociedade (inclusive para o meio ambiente), para o prestador e para o tomador dos serviços. Mas traz, também, a possibilidade de tornar o empregado permanentemente disponível aos chamados do empregador, por meio de modernos equipamentos, como telefones celulares de última geração, notebooks, palm tops, comunicadores que operam via satélite etc. O direito a limites à duração do trabalho, e o direito a períodos de descanso passam, então, a ser postos em cheque. A OIT não editou convenção ou recomendação específica sobre o tema do teletrabalho. O ordenamento jurídico brasileiro não tem legislação a respeito, apenas o Anexo II, da Norma Regulamentar n. 17, expedida pelo Ministério do Trabalho, dedica-se às condições de trabalho dos operadores de teleatendimento e telemarketing. Por outro lado, as normas coletivas poderiam suprir esta ausência legislativa, porém, não é isso que se vislumbra. O avanço fica por conta do Código do Trabalho de Portugal, que possui mais de dez artigos versando sobre teletrabalho. Deve-se afastar a idéia de que o teletrabalho descaracteriza o trabalho subordinado e de que a parassubordinação se apresenta como alternativa capaz de garantir direitos sociais aos teletrabalhadores. Os valores sociais do trabalho, preconizados pela CF, implicam no respeito ao meio ambiente, à saúde e ao lazer do trabalhador. Transgredir esses mandamentos constitucionais implica em gravames para toda a sociedade e para o sistema de Seguridade Social. / The use of new information and communication technologies creates a new labor environment. The impact of this alteration, kept the ratios of the respective social contexts, can be compared with the impact caused with the advent of the clocks placed in cities in the Middle Ages. The Industrial Revolution created the environment of the plants, where the confinement of the employees allowed the control of activities and work time, idea used by F. W. Taylor, Ford Motor Company and Toyota Motor Corporation. It also propitiated the sprouting of Labour Law. Teleworking can bring to many advantages for the society (also for the environment), for the worker and for the company. But it brings the possibility to become employee permanently available for the calls of the employer for the use of modern equipment, as mobile telephones, notebooks, palm tops, communicators by satellite etc. Limits to work time and periods of rest are rediscussed rights. The ILO did not edit convention or specific recommendation on the subject of teleworking. The Brazilian legal system does not have legislation about it only Annex II of NR 17, dedicates to the conditions of work of the operators in call centres. On the other hand, the collective bargaining could supply this legislative absence, however it is not a fact yet. The advance is on account of the Portugal Labour Code that brings ten articles about teleworking. The idea of teleworking as a necessary autonomy working must be moved away, as well as the parasubordinate work as an alternative capable to guarantee social rights to the teleworkers. The labour social values stipulated on the Brazilian Constitucion mean the respect to the environment, the health and the leisure of the worker. To transgress these constitutional standards implies in burdens for all the society and Social Security system.

Author compares Labour Law in aspect of an Employment Contract (entering into a Contract and Contract realization) of five Member States: the Lithuanian Republic, the United Kingdom, the Italy Republic, the Poland Republic and the Hungary Republic; also identifice the correspondence of 5 Member States Labour Law in aspect of an Employment Contract to the requirements of the EU Member States Law. Information could be helpfull for students, experts of Labour Law and Laymen.

The goal of this thesis was to discover the size of using contracts for work and contracts for services outside main job contract. Contracts for work, which is considered as a second, but only half-time, job when employee can work up half of the work hours i.e. up to 20 hours per week. Contracts for services is mostly closed for a short term work. in this thesis I chose a 15 companies in Benešov to find out which contracts these companies uses more. If it's contract for work or contracts for servises.

People were aware of the connection between the quality of the job done and the person performing the job as early as in the ancient times and in the times of ancient Egypt. In the course of centuries prevention was favoured over the treatment of an injury or illness. Nowadays the healthcare for employees is regulated by numerous international as well as national rules of law, the most important international one for the observed field being the International Labour Organization Convention No. 161 ? Occupation health services Convention. Upon this international convention ratified in Czechoslovakia in February 1989, many rules of law dealing with the health protection of employees at their workplaces are specified in our legal order, the significant being the Act 262/2006 Coll., Labour Code and newly also the Specific Healthcare Act 373/2011 Coll. The thesis aims to recapitulate the basic rule of law regarding the above-mentioned matter as well as finding out how these rules of law are adhered to and what the employees' awareness concerning their rights and obligations in the area of occupational healthcare is. The practical research of this thesis used qualitative dialogues with the representatives of 10 companies with different business planes. At the same time, a quantitative survey took place among the employees of the same companies. The results indicate that employers meet their obligations to their employees in the area of arranging occupational health services including regular medical checkups. Furthermore, employers try to respect the doctor's capability to work, despite the fact that this area is often quite problematic for them. The employees themselves are aware of their rights and obligations in the area of occupational health services.

This dissertation describes and analyzes the topic - agency employment in the Czech Republic. It explains scope of relations among subjects of agency employment. It describes the inclusion agency employment in the Czech law system and the most important changes related to recent amendments to the Employment Act and the Labour Code. Custom research is primarily focused on analysis of practical activities of selected employment agencies, agency employees and the users of staffing services.

International agreements, Czech constitutional law and labour code ensure an equal treatment in a job, equal chances and the right to have satisfactory work conditions. Furthermore it is stipulated that handicapped persons can claim a higher level of health protection when working, special work conditions, special protection in work relations and assistance in career preparation in order to prevent discrimination. Even though the society provides higher protection to handicapped people, problems with their employment are still deepening. The objective of the present diploma thesis was to give an insight in this situation. The main goal of this thesis was to determine the effectiveness of benefits provided by the Labour Office in České Budějovice. A sub-goal was to ascertain employers{\crq} comments on the benefits which are provided by the Labour Office in České Budějovice. The supposed hypothesis to the main goal reads: ``The higher the amount of benefits, the smaller the number of handicapped job seekers recorded with the Labour Office. And thus benefits are considered effective.{\crq}q The supposed hypothesis to the sub-goal is: ``Employers{\crq} comments are related to the insufficient amount of the benefits to support employment of handicapped people.{\crq}q In order to achieve the main goal in the research, the author applied analysis of documents, the quantitative technique, secondary analysis of data, making use of statistics from 2004 to the end of 2008 provided by the Labour Office in České Budějovice. In order to achieve the sub-goal, the author applied one of questioning methods {--} the quantitative technique of a questionnaire, which was given to an employer who employs more than 50 % handicapped people and who does his business in the district of České Budějovice. The supposed hypothesis to the main goal has not been confirmed by the research. The research has shown an increasing amount of benefits paid to employers and at the same time an increasing number of handicapped job seekers recorded with the Labour Office. The supposed hypothesis to the sub-goal has not been confirmed either.

O uso de novas tecnologias de informação e comunicação, para o trabalho, cria um novo ambiente laboral. O impacto desta alteração, guardadas as proporções dos respectivos contextos sociais, pode ser comparado ao impacto causado com o advento dos relógios, colocados em locais públicos dos centros urbanos, na Baixa Idade Média. A Revolução Industrial trouxe consigo o ambiente das fábricas, onde o confinamento dos empregados permitiu o controle de suas atividades e da duração do trabalho, circunstância que fez surgir o Taylorismo, o Fordismo e o Toyotismo, assim como o próprio Direito do Trabalho. O teletrabalho pode trazer consigo diversas vantagens para a sociedade (inclusive para o meio ambiente), para o prestador e para o tomador dos serviços. Mas traz, também, a possibilidade de tornar o empregado permanentemente disponível aos chamados do empregador, por meio de modernos equipamentos, como telefones celulares de última geração, notebooks, palm tops, comunicadores que operam via satélite etc. O direito a limites à duração do trabalho, e o direito a períodos de descanso passam, então, a ser postos em cheque. A OIT não editou convenção ou recomendação específica sobre o tema do teletrabalho. O ordenamento jurídico brasileiro não tem legislação a respeito, apenas o Anexo II, da Norma Regulamentar n. 17, expedida pelo Ministério do Trabalho, dedica-se às condições de trabalho dos operadores de teleatendimento e telemarketing. Por outro lado, as normas coletivas poderiam suprir esta ausência legislativa, porém, não é isso que se vislumbra. O avanço fica por conta do Código do Trabalho de Portugal, que possui mais de dez artigos versando sobre teletrabalho. Deve-se afastar a idéia de que o teletrabalho descaracteriza o trabalho subordinado e de que a parassubordinação se apresenta como alternativa capaz de garantir direitos sociais aos teletrabalhadores. Os valores sociais do trabalho, preconizados pela CF, implicam no respeito ao meio ambiente, à saúde e ao lazer do trabalhador. Transgredir esses mandamentos constitucionais implica em gravames para toda a sociedade e para o sistema de Seguridade Social. / The use of new information and communication technologies creates a new labor environment. The impact of this alteration, kept the ratios of the respective social contexts, can be compared with the impact caused with the advent of the clocks placed in cities in the Middle Ages. The Industrial Revolution created the environment of the plants, where the confinement of the employees allowed the control of activities and work time, idea used by F. W. Taylor, Ford Motor Company and Toyota Motor Corporation. It also propitiated the sprouting of Labour Law. Teleworking can bring to many advantages for the society (also for the environment), for the worker and for the company. But it brings the possibility to become employee permanently available for the calls of the employer for the use of modern equipment, as mobile telephones, notebooks, palm tops, communicators by satellite etc. Limits to work time and periods of rest are rediscussed rights. The ILO did not edit convention or specific recommendation on the subject of teleworking. The Brazilian legal system does not have legislation about it only Annex II of NR 17, dedicates to the conditions of work of the operators in call centres. On the other hand, the collective bargaining could supply this legislative absence, however it is not a fact yet. The advance is on account of the Portugal Labour Code that brings ten articles about teleworking. The idea of teleworking as a necessary autonomy working must be moved away, as well as the parasubordinate work as an alternative capable to guarantee social rights to the teleworkers. The labour social values stipulated on the Brazilian Constitucion mean the respect to the environment, the health and the leisure of the worker. To transgress these constitutional standards implies in burdens for all the society and Social Security system.

The main goal of this diploma thesis, called Temporary agency work, is via detailed analysis to provide comprehensive overview of the Institute of agency temporary work in the Czech Republic, to assess the application of the legislation in practice and then compare it with selected EU countries. The main focus of this thesis is on the analysis of current legislation and its history. The diploma thesis is divided into four chapters, further it contains the introduction, the conclusion, the list of abbreviation, the list of pictures/graphs/figures, attachments and the list of literature. The first chapter deals with the legal development of this form of employment assignment not only in the Czech Republic, but also in the EU and international law. The second chapter defines the relationships between parties and describes in detail the process of temporary assignment. The last two chapters are the most important part of this thesis. The third chapter contains description of the application of temporary agency work in selected EU countries - the UK, Germany, France and Sweden. The fourth chapter deals with the practical use of temporary agency work at Vodafone Czech Republic.