SDG8: Decent work and economic growth

VSB - Technical University of Ostrava strives to develop excellence in human resource management as part of its effective operations. A key focus of this effort is to establish a favourable working environment and culture. Central to these activities are the development of personnel processes that emphasise equal opportunities and transparent renumeration, as well as support for employees through various benefits. Ensuring decent working conditions and compliance with all safety and hygiene standards.

The University’s role goes beyond providing high-quality education; it also offers comprehensive career counselling for students. This counselling is a key component of the University’s commitment to ensuring decent work for all, as it helps students prepare for the job market, identify, and develop their strengths. The University’s Career Centre offers a wide range of services, including individual consultations, skills development workshops, job interview preparation, CV writing, and access to a network of employers.

8.2 Employment practice

8.2.1. Employment practice living wage

At VSB - Technical University of Ostrava, the wage or remuneration for any given contract may not be lower than the minimum wage.

According to the Internal Salary Regulation of VSB – Technical University of Ostrava, Art. 3 - Salary and Remuneration from the Agreement, Minimum Wage and Guaranteed Wage:

"Salary or remuneration from the agreement must not be lower than the minimum wage. The amount
corresponding to the calculated salary according to the tables in Annex No. 1 and No. 2 must not be
lower than the guaranteed wage levels established in Labour Law Regulations."

For more information, see the Internal Salary Regulation of VSB – Technical University of Ostrava (first issued in 2010 and last updated in 2024, effective from 1st January 2025).

8.2.2. Employment practice unions

VSB - Technical University of Ostrava has a Coordinating Trade Union Council to cooperate with trade unions, with which it regularly concludes a Collective Agreement. Trade-Union organisations of the University staff are active at VSB-TUO and for financial and material conditions an agreement is made between the Rector and the Trade-Union. 

According to the Statutes of VSB – Technical University of Ostrava, Art. 23 – Welfare Activities for Staff and Students:
(1) Trade-Union organisations of the University staff are active at VSB-TUO.
(2) VSB-TUO cares for cultural and social welfare of its staff. In this sphere financial and material conditions
are provided based on Union Agreement made between the Rector and the Trade-Union Organisation.
(3) VSB-TUO provides condition for full student participation in cultural and sport activities.

For more information, see the Collective Agreement of the Period 2025 and the Statutes of VSB – Technical University of Ostrava.

8.2.3. Employment policy on discrimination

VSB – Technical University of Ostrava adheres to the principles of equal treatment, non-discrimination and equal opportunities. All employees who are related to or cooperate with the University have the same opportunities, regardless of gender, age, ethnicity, religion or medical condition.

A specific part of equal opportunities is gender equality, which means equal visibility, equal status and equal participation of both sexes in all spheres of public and private life. It is the opposite of gender inequality, not gender differences, and aims to promote the full participation of women and men in society.

VSB – Technical University of Ostrava opposes any form of discrimination and condemns all forms of inappropriate behaviour. If any form of misconduct (discrimination, bullying, sexual harrasment) is encountered, the situation can be dealt with according to the directive Handling of complaints, suggestions, notifications and petitions, other complaints, initiative can be submitted to the Ethics Committee in accordance with the Rules of procedure of the Ethics Committee or the ombudsman can be contacted at ombudsman@vsb.cz.

For more information, visit the University website dedicated to the Equal Opportunities and the Discrimination and Inappropriate Behaviour.

8.2.4. Employment policy modern slavery

VSB – Technical University of Ostrava recognises its responsibility as a public institution to ensure that all employment and study conditions respect human dignity and comply with Czech and European law. 

VSB–TUO’s adherence to Czech labour law ensure that employment conditions meet national legal standards. Under the Labour Code of the Czech Republic (Act No. 262/2006 Coll.). The working conditions of adolescent employees are regulated in § 243 and following, which define protections for all employees under 18. Employees aged 15 to 17 may work only in positions appropriate to their physical and intellectual abilities, with safe working conditions, limited hours, and safeguards for their health, education, and moral development.

The Collective Agreement establishes formal representation of employees by trade unions and regulates employment relations in accordance with Czech law (Act No. 2/1991 Coll., on collective bargaining), the regulation of collective relations between the employer and employees concerning claims that must be respected
in order to satisfy needs, rights and interests of employees and the rights and obligations of the contracting parties.

Through these institutional measures, VSB–TUO promotes ethical, transparent, and lawful working conditions for all staff members. All employment relationships at VSB–TUO comply with the Czech Labour Code, Charter of Fundamental Rights and Freedoms of 1993, Criminal Code of the Czech Republic (see page 69, section 168 Trafficking in Human Rights) and related legislation guaranteeing fair and safe working conditions.

8.2.5. Employment practice equivalent rights outsourcing

VSB - Technical University of Ostrava ensures equal rights for all employees, including external employees who have a legal employment relationship with the University. All staff and collaborators enjoy the same opportunities, regardless of gender, age, ethnicity, religion, or medical condition.

According to the Employment Rules of VSB - Technical University of Ostrava - Part One: Preamble

"The Employment rules are binding for the employer and all persons who the employer employs. The
Employment rules apply to persons working for employers based on agreements on work
performed outside the employment relationship only if and to the extent that the individual
provisions of these Employment rules do not conflict with the agreement in question." 

For more information, see the Employment Rules of VSB - Technical University of Ostrava (Part One - Preamble, bullet point 2).

8.2.6. Employment policy pay scale equity

8.2.7. Tracking pay scale for gender equity

According to the VSB-TUO's Gender Equality Plan (GEP) for the years 2022 - 2026, the University surveys gender (in)equality in pay to determine whether men and women in comparable positions receive the same remuneration. Remuneration analyses are carried out internally using suitable analytical tools, and an internally available report on gender pay is prepared. In cases where possible inequalities in comparable positions are found, a conceptual solution is set. VSB‑TUO management is acquainted with the report.

The Ministry of Education, Sports and Youth of the Czech Republic publishes data on the salaries of women and men in various positions at universities (data provided by universities).

Employees and wage funds in education - year 2024 (Data on the number of employees, wage expenses, and average salaries for 2023 (data for Q1-Q4 2024). See the publicly available Excel spreadsheet:

• Table 4.2b: Public Universities – Employee Salaries (in thousands) by Professional Classification in 2024 – Chapter 333-MoE – Women (2700 VŠ báňská -TU Ostrava)

• Table 4.2c: Public Universities – Average Monthly Salaries of Employees by Professional Classification in 2024 – Chapter 333-MoE – Women (2700 VŠ báňská -TU Ostrava)

• Table 4.3b: Public Universities – Employee Salaries (in thousands) by Professional Classification in 2024 – Chapter 333-MoE – men (2700 VŠ báňská -TU Ostrava)

• Table 4.3c: Public Universities – Average Monthly Salaries of Employees by Professional Classification in 2024 – Chapter 333-MoE – men (2700 VŠ báňská -TU Ostrava)

The University’s policy on pay scale equity includes the analysis of gender pay differences as part of the Gender Equality Plan 2022-2026 (GEP). This plan includes a survey to evaluate gender equality in pay for comparable positions (see GEP p. 9: Surveying gender (in)equality in pay).

8.2.8. Employment practice appeal process

VSB – Technical University of Ostrava provides a formal process for employees to appeal regarding their rights. Employees can raise complaints or appeals through the Procedure for filing complaints, suggestions, notifications, and petitions directive. This includes access to the University Ombudsperson, the Ethics Commission, and other relevant University bodies such as the Control and Internal Audit Department, the Registry Office, or the Dean's Office Secretariat.

The VSB–TUO Ombudsperson provides employees with an independent channel to raise concerns about employee rights, inappropriate behaviour, or discrimination. The Ombudsperson can advise, mediate, and propose solutions, including referring cases to competent University bodies.

Please see the Procedure for filing complaints, suggestions, notifications, and petitions directive for full details.

8.2.9. Employment practice labour rights

VSB - Technical University of Ostrava recognises labor rights, including freedom of association and collective bargaining for all employees, including women and international staff. According to the Collective Agreement, Article 3.

According to the Collective Agreement for the Period of 2025, Art. 3:

(1) The employer recognizes the Trade Union Coordination Council as the only representative of all University employees in the collective negotiation.
(2) The Trade Union Coordination Council also recognizes the authorized representative of the employer as the only
partner in the collective negotiation of the collective agreement for the future period.