During the term of the employment – with some exceptions – the employee may not show such a behaviour which would jeopardize the employer’s lawful economic interests. The question arises whether the employee is bound to such obligation also following the termination of the employment relation, and if affirmative, what the employee is entitled to for the performance of such obligation.

Act Nr. I of 2012 on the Labour Code (“Labour Code”) allows the employers to monitor their employees, however, the employers’ monitoring right is not unlimited; it may be exercised only within the statutory framework. In this newsletter we present the possibility of monitoring the employees at the workplace through cameras, in the framework of this we describe the basic rules of monitoring through cameras as well as those behaviours which violate the personal rights of the employees.

The working time and its scheduling are of great importance for both the employer and the employee. For the employer they are important for the purpose of organizing effective labour and cost efficient operation, while for the employee they determine the time frame of the days and duration of performing the obligations deriving from employment. The employer is entitled to schedule the working time of the employee, the employer may, by its own discretion, apply standard work pattern (i.e. equal work schedule), unequal work schedule (framework of working time or payroll period) or flexible work schedule. In our present newsletter we inform our dear Partners about the fundamental rules relating to working time and its scheduling, as well as the main differences between the standard work pattern, the unequal work schedule and the flexible work schedule.