SALARY

SALARY is composed of: - a basic salary; - part of the salary for work performance, and - allowances

The basic salary cannot be lower than the minimum salary established by law.

In Article 2 of the Law on Minimum Wage, it is stipulated that the "Minimum wage is the lowest monthly amount of the BASIC SALARY that the employer is obliged to pay to the employee for work performed full-time."

You should know that it is not legal to pay you a salary in the amount of the minimum wage (in which your salary supplements are included) or for the boss to convince you that the calculation is correct

According to the Law, the salary is paid for periods that cannot be longer than one month and the salary is paid no later than 15 days after the payment period has passed.

The worker has the right to a salary, in accordance with the law, the collective agreement, and the employment contract.

Salary allowances are monetary compensations that increase the employee's basic salary due to work in special (harder) conditions.

The allowances are determined for the special conditions at work, which result from the working time schedule, namely for work in shifts, work in divided working hours, night work, work on duty, in accordance with the law, extended work, work on a day of weekly rest, work on holidays determined by law and seniority allowance.

The employee's basic salary is increased when the employee works in conditions more difficult than normal, for a specific position, as well as the employee's basic salary, is increased per hour by at least: 35% for overtime work, 35% for night work, 5% for work in three shifts, 50% work on a day of weekly rest, 50% for work on Sunday, etc. For work on holidays and non-working days established by law, the employee has the right to compensation of the salary due to him when he does not work on those days and salary for the hours spent at work increased by 50%, at least by 0.5% for past work, and the supplements are not mutually exclusive.

The employer can withhold the payment of the employee's salary only in cases determined by law (for example, if the employee's salary is subject to execution by an executor based on an executive document, but at most up to 1/3 of the salary or, in the event that the employee has voluntarily authorized the employer to withhold part of his salary due to the payment of a loan installment, union membership fee or similar).

On the other hand, the employer may not settle his claims against the employee through his obligation to pay wages. The employer's claims against the employee (for example, due to damage caused by the employee at work or in connection with the work) must not be settled from the employee's wages. Such a settlement is only possible if the employee has given written consent to it.