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.

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.

Please see the "Internal Salary Regulation of the VSB – Technical University of Ostrava" - page 2, Article 3, paragraph 5.

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. 

Collective Agreement of the Period of 2023

https://dokumenty.vsb.cz/docs/files/en/326eabec-687d-4d6b-9d48-cadb615b00b7

The Statutes of VSB – Technical University of Ostrava

https://dokumenty.vsb.cz/docs/files/en/7e204dc4-7cae-4d92-b064-2b72a1653160

Welfare work for the 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.

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 https://www.vsb.cz/en/university/equal-opportunities/. 

8.2.4. Employment policy modern slavery

VSB – Technical University of Ostrava as a bearer of European culture and education, proclaims the moral values resulting from the European cultural environment, and thus strives for a high standard of ethical conduct beyond the mandatory legal norms.

Our University is committed to preventing forced labor, modern slavery, human trafficking, and child labor, in alignment with the Labour Code, Charter of Fundamental Rights and Freedoms of 1993, and the Criminal Code of the Czech Republic (see page 69, section 168 Trafficking in Human Rights).

8.2.5. Employment practice equivalent rights outsourcing

VSB-TUO ensures equal rights for all employees and external employees who have a legal employment relationship with the University. All employees who are related to or cooperate with the University have the same opportunities, regardless of gender, age, ethnicity, religion or medical condition.

Employment Rules of VSB - Technical University of Ostrava

(see page 3, Part one - Preamble, bullet point 2)

"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." 

8.2.6. Employment policy pay scale equity

8.2.7. Tracking pay scale for gender equity

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

• Table 4.2b: Public Universities – Employee Salaries (in thousands) by Professional Classification in 2023 – Chapter 333-MoE – Women (2700 VŠ báňská -TU Ostrava)

• Table 4.2c: Public Universities – Average Monthly Salaries of Employees by Professional Classification in 2023 – Chapter 333-MoE – Women (2700 VŠ báňská -TU Ostrava)
• Table 4.3b: Public Universities – Employee Salaries (in thousands) by Professional Classification in 2023 – Chapter 333-MoE – men (2700 VŠ báňská -TU Ostrava)

• Table 4.3c: Public Universities – Average Monthly Salaries of Employees by Professional Classification in 2023 – 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 condemns all forms of discrimination and inappropriate behavior. If any misconduct occurs, it can be addressed through the directive on Handling of complaints, suggestions, notifications and petitions, other complaints. Employees can contact the University Ombudsperson at ombudsman@vsb.cz or the Ethics Commission, or submit complaints to the Control and Internal Audit Department, the Registry Office, or the Dean's Office Secretariat. Detailed procedures are outlined in the Procedure for filing complaints, suggestions, notifications, and petitions directive. 

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.

Subjects of collective bargaining:

1. The employer recognizes the Trade Union Coordination Council (hereinafter referred to as the “TUCC”) as the only representative of all University employees in the collective negotiation.
2. The TUCC also recognizes the authorized representative of the employer as the only partner in the collective negotiation of the CA for the future period.
3. Both contracting parties are based on the valid wording of Acts No. 2/1991 Coll. on Collective Bargaining, No. 435/2004 Coll. on Employment, and No. 262/2006 Coll., the Labour Code (hereinafter referred to as the “Labour Code” or “LC“).