What is readiness for work?
It may happen that the employee is not able to perform work for reasons at the employer’s side, but is ready to perform such work and remains at the employer’s disposal.
According to labour law, the so-called willingness to work will be the employee’s remuneration for work resulting from his personal grade, determined by an hourly or monthly rate, and if such a component of remuneration is not distinguished in determining the conditions of remuneration, then the employee will be entitled to 60% of the salary.
In any event, however, that remuneration may not be lower than the minimum wage.
In order for a worker to be paid for his readiness for work, two conditions must therefore be met:
- firstly, it must be ready for operation,
- secondly, the inability to perform work is due to reasons at the employer’s side.
An employee’s willingness to work consists primarily in the fact that he has both physical and mental opportunities to work for the employer. Moreover, it must clearly express its willingness to work.
On the other hand, the circumstances relating to the employer will be circumstances which are at fault or not at fault on the part of theemployerwhoare not able to carry out the work.
Circumstances at the employer’s culpability will be, for example, the lack of materials necessary for work that have not been previously ordered by the employer. The reasons not at fault include, for sure, weather conditions, the occurrence of which causes the inability to perform work, e.g. pouring asphalt in the rain.
Therefore, if the employee is ready to perform work and meets all the relevant requirements, but the work can not perform, the employer will be obliged to pay him a salary for the so-called downtime.
