If the worker signs the schedule of the employment contract within the allotted time, he reserves the right to challenge the legality of this annex before the competent court. The relationship between the employer and the worker is governed by the employment contract that must be entered into under the law. It goes without saying that the circumstances in which a particular contract was entered into may change during the period from the beginning of the employment relationship to the termination of the employment relationship, so it is necessary to adapt the contract to these changes. To this end, employers and employees can enter into an annex to the employment contract. It is important to note that the worker has the right to challenge the legality of the employment contract schedule in court proceedings, even if he has signed the schedule. This right naturally also belongs to the worker who refused to sign the proposed schedule within the allotted time. The law defines the situations in which the employer can offer the worker a change in the working conditions he has previously agreed. However, these amendments and the schedule itself are only allowed if the worker is properly informed of all relevant information. We note that a worker may be temporarily transferred to other suitable jobs, but without proposing an annex to the employment contract.
This is only possible if a specific task cannot be completed without delay. This transfer can last up to 45 working days over a 12-month period. Employment contracts with annexes that are an integral part of this contract can be replaced by the updated text of the employment contract signed by the employer and the worker. A worker sent to work for another employer enters into a fixed-term employment contract with that employer and, at the end of the period for which he was seconded, he has the right to return to work for the employer who seconded him. As we have already said, the employer is required to offer the employee a transfer to another appropriate position. The law expressly states that appropriate work in this sense is work that requires the same type and level of education as those set out in the employment contract. A worker may, after giving consent in the cases mentioned in the Labour Act and in other cases, as required by the general law or the employment contract, work temporarily with another employer for more than a year, until there are grounds for the transfer. Through an annex to the employment contract, the employer sends the worker a written communication containing the following: At the same time, it should be stressed that changes to previously agreed working conditions must take the form of an annex to the employment contract. Therefore, the overstaying of certain provisions of the employment contract or the introduction of new working conditions will not have any legal value, even if the worker accepts such changes. Where a specified activity is required without delay, the worker may be temporarily transferred to other appropriate activities for up to 12 months for a period of 45 working days, as part of a written order without an offer of an annex to the employment contract. If the worker is not informed of the concrete reasons for the change in working conditions, the time in which he can respond to the employer`s offer and the legal consequences that may arise if he does not sign the annex of the employment contract, the worker has the right to take an action before the basic court in the area where the employer is based (seat) or before the court , in the area in which the work was carried out or was carried out if it believes that the proposed schedule is not in compliance with the law.