{"id":49356,"date":"2025-11-11T16:47:04","date_gmt":"2025-11-11T15:47:04","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=blog&#038;p=49356"},"modified":"2026-08-12T10:30:51","modified_gmt":"2026-08-12T08:30:51","slug":"ako-na-papierovanie-pri-onboardingu-co-sa-podpisuje-pri-nastupe-do-prace-a-preco","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/pl\/blog\/ako-na-papierovanie-pri-onboardingu-co-sa-podpisuje-pri-nastupe-do-prace-a-preco\/","title":{"rendered":"Ako na papierovanie pri onboardingu: \u010do sa podpisuje pri n\u00e1stupe do pr\u00e1ce a pre\u010do"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Dobre zvl\u00e1dnut\u00fd onboarding je k\u013e\u00fa\u010dov\u00fd pre udr\u017eanie zamestnancov \u2013 napokon, pod\u013ea v\u00fdskumu Human Capital Institute a\u017e 20 % zamestnancov \u201eute\u010die\u201c po\u010das prv\u00fdch 45 dn\u00ed v novej pr\u00e1ci. Zamestn\u00e1vate\u013e preto mus\u00ed urobi\u0165 dobr\u00fd dojem. K tomu patr\u00ed aj dobre pripraven\u00fd onboarding vr\u00e1tane v\u0161etk\u00fdch dokumentov, kde je jasn\u00e9, kto \u010do podpisuje a pre\u010do. \u010co by ste teda mali ma\u0165 pre nov\u00e1\u010dikov pripraven\u00e9?<\/p>\n\n\n\n<h3 id=\"pracovna-zmluva-alebo-dohoda-o-vykonani-prace-dohoda-o-pracovnej-cinnosti-zaklad-vsetkeho\" class=\"wp-block-heading\">Pracovn\u00e1 zmluva (alebo dohoda o vykonan\u00ed pr\u00e1ce \/ dohoda o pracovnej \u010dinnosti) \u2013 z\u00e1klad v\u0161etk\u00e9ho<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Bez p\u00edsomnej zmluvy nie je pracovn\u00fd pomer. Z\u00e1konn\u00edk pr\u00e1ce jasne hovor\u00ed, \u017ee pracovn\u00e1 zmluva mus\u00ed by\u0165 p\u00edsomn\u00e1 a obsahova\u0165 tri podstatn\u00e9 n\u00e1le\u017eitosti: druh pr\u00e1ce, miesto v\u00fdkonu pr\u00e1ce a de\u0148 n\u00e1stupu. Ka\u017ed\u00e1 strana mus\u00ed dosta\u0165 jedno vyhotovenie. Sk\u00fa\u0161obn\u00fa dobu je potrebn\u00e9 dohodn\u00fa\u0165 p\u00edsomne najnesk\u00f4r v de\u0148 n\u00e1stupu.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ak nejde o pracovn\u00fd pomer, ale o dohodu, mus\u00ed sa p\u00edsomne stanovi\u0165:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><b><strong>Dohoda o vykonan\u00ed pr\u00e1ce (DVP)<\/strong><\/b> \u2013 mus\u00ed obsahova\u0165 minim\u00e1lne dohodnut\u00fd druh pr\u00e1ce a dobu, na ktor\u00fa sa uzatv\u00e1ra (max. 300 hod\u00edn ro\u010dne).<\/li>\n\n\n\n<li><b><strong>Dohoda o pracovnej \u010dinnosti (DP\u010c)<\/strong><\/b> \u2013 mus\u00ed obsahova\u0165 rozsah dohodnutej pr\u00e1ce, dobu trvania dohody a navy\u0161e aj rozsah pracovn\u00e9ho \u010dasu.<\/li>\n<\/ul>\n\n\n\n<h3 id=\"informacie-o-obsahu-pracovneho-pomeru-ked-v-zmluve-nie-je-vsetko\" class=\"wp-block-heading\">Inform\u00e1cie o obsahu pracovn\u00e9ho pomeru \u2013 ke\u010f v zmluve nie je v\u0161etko<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Ak v zmluve nie s\u00fa uveden\u00e9 v\u0161etky povinn\u00e9 \u00fadaje (napr. rozvrhnutie pracovn\u00e9ho \u010dasu, dovolenka, v\u00fdpovedn\u00e1 lehota a pod.), mus\u00ed ich zamestn\u00e1vate\u013e odovzda\u0165 nov\u00e1\u010dikovi p\u00edsomne \u2013 najnesk\u00f4r do 7 dn\u00ed od vzniku pracovn\u00e9ho pomeru. V praxi sa to rie\u0161i tzv. <b><strong>informa\u010dn\u00fdm listom<\/strong><\/b> pri n\u00e1stupe.<\/p>\n\n\n\n<h3 id=\"mzdovy-vymer-ak-mzda-nie-je-priamo-v-zmluve\" class=\"wp-block-heading\">Mzdov\u00fd v\u00fdmer \u2013 ak mzda nie je priamo v zmluve<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Ak v\u00fd\u0161ka mzdy (alebo sp\u00f4sob odme\u0148ovania) nie je priamo v zmluve alebo vo vn\u00fatornom predpise, vyd\u00e1va sa pri n\u00e1stupe <b><strong>p\u00edsomn\u00fd mzdov\u00fd v\u00fdmer<\/strong><\/b> s \u00fadajmi o odme\u0148ovan\u00ed a v\u00fdplate. Ak je mzda uveden\u00e1 vo v\u00fdmere namiesto v zmluve, m\u00f4\u017ee ju zamestn\u00e1vate\u013e meni\u0165 aj jednostranne, bez s\u00fahlasu zamestnanca.<\/p>\n\n\n\n<h3 id=\"vyhlasenie-danovnika-ruzovy-formular\" class=\"wp-block-heading\">Vyhl\u00e1senie da\u0148ovn\u00edka (\u201eru\u017eov\u00fd formul\u00e1r\u201c)<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Ak chce zamestnanec uplat\u0148ova\u0165 da\u0148ov\u00e9 z\u013eavy alebo da\u0148ov\u00e9 zv\u00fdhodnenia (napr\u00edklad ak popri pr\u00e1ci \u0161tuduje), podpisuje u svojho zamestn\u00e1vate\u013ea <b><strong>Vyhl\u00e1senie da\u0148ovn\u00edka<\/strong><\/b> (zvy\u010dajne do 30 dn\u00ed od n\u00e1stupu), zn\u00e1me ako \u201eru\u017eovka\u201c alebo \u201eru\u017eov\u00fd formul\u00e1r\u201c.<\/p>\n\n\n\n<h3 id=\"bozp-po-potvrdenie-o-skoleni-a-oboznameni-s-rizikami\" class=\"wp-block-heading\">BOZP\/PO \u2013 potvrdenie o \u0161kolen\u00ed a obozn\u00e1men\u00ed s rizikami<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Zamestn\u00e1vate\u013e m\u00e1 povinnos\u0165 zabezpe\u010di\u0165 \u0161kolenie <b><strong>bezpe\u010dnosti a ochrany zdravia pri pr\u00e1ci (BOZP)<\/strong><\/b> a <b><strong>po\u017eiarnej ochrany (PO)<\/strong><\/b>. Z\u00e1kon stanovuje obsah a pravidelnos\u0165 \u0161kolen\u00ed. Okrem toho mus\u00ed zamestn\u00e1vate\u013e overova\u0165 znalosti, ktor\u00e9 zamestnanci po\u010das \u0161kolenia z\u00edskali, a vies\u0165 o tom dokument\u00e1ciu (v praxi to znamen\u00e1, \u017ee podpisujete z\u00e1pis o absolvovan\u00ed \u0161kolenia). Pod\u013ea druhu pr\u00e1ce m\u00f4\u017ee by\u0165 povinn\u00e9 aj \u0161kolenie pre vodi\u010dov alebo vodi\u010dov-referentov.<\/p>\n\n\n\n<h3 id=\"dohoda-o-hmotnej-zodpovednosti-ak-to-dava-zmysel\" class=\"wp-block-heading\">Dohoda o hmotnej zodpovednosti \u2013 ak to d\u00e1va zmysel<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">U zamestnancov pracuj\u00facich s poklad\u0148ou, v skladoch alebo pri spr\u00e1ve firemn\u00e9ho majetku, s ktor\u00fdm prich\u00e1dzaj\u00fa do osobn\u00e9ho styku po\u010das pracovn\u00e9ho pomeru, mo\u017eno uzavrie\u0165 <b><strong>dohodu o hmotnej zodpovednosti<\/strong><\/b>. Mus\u00ed by\u0165 p\u00edsomn\u00e1 a m\u00f4\u017ee ju podp\u00edsa\u0165 len zamestnanec star\u0161\u00ed ako 18 rokov. Sl\u00fa\u017ei na krytie schodkov pri vy\u00fa\u010dtovan\u00ed zveren\u00fdch hodn\u00f4t. Jej podpis m\u00e1 v\u00fdznam \u2013 men\u00ed toti\u017e be\u017en\u00fd rozsah zodpovednosti zamestnanca.<\/p>\n\n\n\n<h3 id=\"dohoda-o-praci-na-dialku-home-office\" class=\"wp-block-heading\">Dohoda o pr\u00e1ci na dia\u013eku (home office)<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Pre pr\u00e1cu na dia\u013eku je dnes potrebn\u00e1 p\u00edsomn\u00e1 dohoda \u2013 m\u00f4\u017ee by\u0165 s\u00fa\u010das\u0165ou pracovnej zmluvy alebo samostatn\u00e1. V takej dohode je vhodn\u00e9 upravi\u0165 <b><strong>miesto pr\u00e1ce, pracovn\u00fd \u010das, pou\u017e\u00edvan\u00e9 n\u00e1stroje, bezpe\u010dnos\u0165 aj n\u00e1hradu n\u00e1kladov<\/strong><\/b>. Novinkou posledn\u00fdch rokov je mo\u017enos\u0165 dohodn\u00fa\u0165 si <b><strong>pau\u0161\u00e1lnu n\u00e1hradu n\u00e1kladov<\/strong><\/b> (elektrina, voda at\u010f.) namiesto zlo\u017eit\u00e9ho vy\u00fa\u010dtovania re\u00e1lnych v\u00fddavkov. V\u00fd\u0161ku pau\u0161\u00e1lu ur\u010duje vyhl\u00e1\u0161ka MPSVR (pre rok 2025 je to 4,80 K\u010d\/hod).<\/p>\n\n\n\n<h3 id=\"informacie-o-spracuvani-osobnych-udajov-gdpr\" class=\"wp-block-heading\">Inform\u00e1cie o sprac\u00favan\u00ed osobn\u00fdch \u00fadajov (GDPR)<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Pri n\u00e1stupe zamestn\u00e1vate\u013e sprac\u00fava osobn\u00e9 \u00fadaje pre \u00fa\u010dely zmluvy a splnenie z\u00e1konn\u00fdch povinnost\u00ed (mzdy, odvody). S\u00fahlas teda spravidla nie je potrebn\u00fd, ale pod\u013ea \u010dl. 13 GDPR je potrebn\u00e9 zamestnanca <b><strong>informova\u0165 o tom, kto \u00fadaje sprac\u00fava, na ak\u00fd \u00fa\u010del, ako dlho, ak\u00e9 m\u00e1 pr\u00e1va at\u010f.<\/strong><\/b> V praxi to znamen\u00e1, \u017ee spolu s ostatn\u00fdmi n\u00e1stupn\u00fdmi dokumentmi dostane nov\u00e1\u010dik tzv. <b><strong>informa\u010dn\u00e9 memorandum<\/strong><\/b> (\u201eprivacy notice\u201c).<\/p>\n\n\n\n<h3 id=\"oboznamenie-s-vnutornymi-predpismi-pracovnym-poriadkom-a-it-pravidlami\" class=\"wp-block-heading\">Obozn\u00e1menie s vn\u00fatorn\u00fdmi predpismi, pracovn\u00fdm poriadkom a IT pravidlami<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Zamestn\u00e1vate\u013e m\u00e1 povinnos\u0165 informova\u0165 zamestnanca o pracovn\u00fdch podmienkach; z\u00e1rove\u0148 je v jeho z\u00e1ujme, aby nov\u00e1\u010dik p\u00edsomne potvrdil obozn\u00e1menie s pracovn\u00fdm poriadkom, doch\u00e1dzkou, IT\/bezpe\u010dnostn\u00fdmi pravidlami a \u010fal\u0161\u00edmi smernicami (home office, slu\u017eobn\u00e9 cesty a pod.). Podpis o obozn\u00e1men\u00ed sl\u00fa\u017ei ako d\u00f4kaz, \u017ee inform\u00e1cie boli riadne odovzdan\u00e9.<\/p>\n\n\n\n<h3 id=\"nda-konkurencna-dolozka-odovzdavacie-protokoly\" class=\"wp-block-heading\">NDA \/ konkuren\u010dn\u00e1 dolo\u017eka \/ odovzd\u00e1vacie protokoly<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Tieto dokumenty nie s\u00fa povinn\u00e9, ale v praxi sa s nimi stret\u00e1vame pomerne \u010dasto \u2013 z\u00e1vis\u00ed to od druhu pr\u00e1ce.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><b><strong>Dohoda o ml\u010danlivosti (NDA)<\/strong><\/b>: vhodn\u00e1 pri pr\u00e1ci s citliv\u00fdmi inform\u00e1ciami; mo\u017eno ju upravi\u0165 aj vo vn\u00fatorn\u00fdch predpisoch alebo priamo v zmluve.<\/li>\n\n\n\n<li><b><strong>Konkuren\u010dn\u00e1 dolo\u017eka<\/strong><\/b>: t\u00fdka sa len niektor\u00fdch poz\u00edci\u00ed. Uzatv\u00e1ra sa p\u00edsomne, m\u00f4\u017ee trva\u0165 najviac jeden rok a zamestn\u00e1vate\u013e je povinn\u00fd vypl\u00e1ca\u0165 zamestnancovi mesa\u010dne kompenz\u00e1ciu vo v\u00fd\u0161ke aspo\u0148 polovice priemern\u00e9ho mesa\u010dn\u00e9ho z\u00e1robku.<\/li>\n\n\n\n<li><b><strong>Odovzd\u00e1vacie protokoly<\/strong><\/b>: sem patria potvrdenia o prevzat\u00ed notebooku, telef\u00f3nu, pr\u00edstupov\u00fdch kariet a \u010fal\u0161\u00edch vec\u00ed. Sl\u00fa\u017eia na ochranu a evidenciu firemn\u00e9ho majetku a na zabezpe\u010denie zodpovednosti.<\/li>\n<\/ul>\n\n\n\n<h3 id=\"co-tym-firma-ziska\" class=\"wp-block-heading\">\u010co t\u00fdm firma z\u00edska<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Preh\u013eadn\u00e9 n\u00e1stupn\u00e9 dokumenty zr\u00fdch\u013euj\u00fa adapt\u00e1ciu, zni\u017euj\u00fa riziko sporov a chr\u00e1nia firmu aj nov\u00e9ho zamestnanca. V\u010faka jasn\u00fdm zmluv\u00e1m, v\u010dasn\u00e9mu informovaniu a preuk\u00e1zate\u013en\u00e9mu \u0161koleniu BOZP sa firma vyhne pokut\u00e1m a zbyto\u010dn\u00fdm nedorozumeniam. Navy\u0161e plat\u00ed, \u017ee \u010d\u00edm menej nejasnost\u00ed m\u00e1 nov\u00e1\u010dik po\u010das prv\u00fdch t\u00fd\u017ed\u0148ov, t\u00fdm r\u00fdchlej\u0161ie sa dostane do v\u00fdkonu \u2013 onboarding vr\u00e1tane s n\u00edm spojen\u00e9ho papierovania je teda <b><strong>invest\u00edciou do produktivity aj reput\u00e1cie zamestn\u00e1vate\u013ea<\/strong><\/b>.<\/p>\n","protected":false},"featured_media":49348,"template":"","meta":{"_acf_changed":false,"_acf":"","inline_featured_image":false,"footnotes":""},"class_list":["post-49356","blog","type-blog","status-publish","has-post-thumbnail","hentry","blog_categories-tipy-a-triky-pl"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.8 (Yoast SEO v28.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Zasoby kadrowe - HR Blog - Sloneek\u00ae<\/title>\n<meta name=\"description\" content=\"#1 HR News, Interviews, Tips &amp; Free HR Templates Downloads on the Sloneek Blog. 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