Are you planning to open your own business and hire your first employees to help you grow your business? But you don't quite know what rights and obligations you should observe in order to treat them properly? This text will tell you what you must not forget if you want to be a good boss and create a good team. 
Entrepreneurs often start with a one-person business, where they act as both boss and employee. However, when the business starts to grow, more hands are needed. At this point, the owner is forced to start looking for employees.
Often, in the beginning, friends or family members are invited to join - especially if it is a small family business. However, some responsibilities (such as bookkeeping or website development) require the hiring of specialists. In both of these cases, you need to treat your employees well, respecting the obligations set out in the Labour Code. 
Basic employer obligations
Every employer must comply with the obligations imposed on it. Otherwise, the employee may report violations of labour law to the relevant authority. The basic duties of the employer include:
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Respecting the dignity and well-being of every employee
This duty can be described as work organisation ethics. The employer must not put himself above the employee by demeaning him, violating his personal dignity and deliberately leading to a subordinate's ill-being at work. While it is difficult to put this issue into words, it is a serious matter. It should be obvious that it is one thing to have a nuisance arising from the nature of the work and another to have a nuisance arising from the negligence or deliberate actions of the boss. Especially if they take an extreme form. Such problems cannot be taken lightly If an employer does not respect this principle, it may be accused of bullying or discrimination.
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Timely payment of wages
The employer is obliged to pay each employee on time. The date and form of payment should be clearly defined in the contract. The remuneration of an employee under an employment contract must not be less than the minimum wage. The amount of the payment should depend on the duties of the employee and the activities he performs.
The employer is not allowed to change the date of payment of wages without prior consultation with and consent of the employee. Payment of wages may also not be made in instalments.
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Responsibility for employee medical examinations
It is also the employer's responsibility to look after the health of his employees. To this end, it should bear the costs of preventive health care, ensuring that employees undergo mandatory initial medical examinations before they become full-fledged employees of the company.
The initial medical examination is very important because an employer cannot employ a person without a medical certificate that decides whether the employee is fit to perform the duties of his or her assigned position. The examination also documents the employee's state of health at the time of starting work. It is therefore the basis for possibly proving that the employee's health has deteriorated during the course of work, which is important, for example, when applying for a pension.
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Mandatory health and safety training
Every employee must receive mandatory health and safety training. It is the employer's responsibility to organise or provide access to health and safety training. A health and safety course should consist of two parts: general instruction (in which the employee acquires the knowledge necessary to do his or her job) and job instruction (in which the employee learns about the hazards that may be work for the position he or she occupies). The organisation of training can usually be outsourced to specialised companies, which is sufficient to meet the formal requirement. However, it is worth taking a closer interest in the content of these training courses, especially if there are specific risks associated with the job, as they are usually very general in nature.
In addition, the employer must comply with health and safety obligations, which include:
- ensuring safe and hygienic working conditions,
- conducting systematic health and safety training,
- compliance with health and safety rules in the workplace,
- implementing the recommendations of the labour inspector,
- Familiarise the employee with possible hazards at the workplace,
- providing appropriate protective equipment (e.g. masks, overalls),
- provision of first aid during an accident
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Suitable working conditions
Before an employer hires employees, he should prepare a space for them to work in. Depending on the duties to be performed, this space may vary considerably. The room in which the employees work should have the right temperature and lighting.
In addition, the work performed should take place within the set hours. This is usually 8 hours, which the employer should arrange so that the activities performed are not too heavy and monotonous for the worker. It is also important to bear in mind the break that every employee is entitled to.
It is worth noting the requirements for computer work, which is becoming an everyday aspect of work in an increasing number of jobs. If an employee spends at least four hours at a computer, the employer is obliged to provide an ergonomic workstation (health and safety regulations describe these in great detail); the employee is also entitled to more frequent breaks.
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Supporting staff development
This duty is often overlooked, but nevertheless the employer has a duty to support his employee in his professional development. This means that he should enable him to develop himself in the field in which he is employed. Such support can take various forms, such as sending employees to additional courses, training, conferences, etc.
Upgrading the skills of employees is not only beneficial for them, but also for the employer. With new skills, employees will perform their duties better and be better prepared for the new challenges they will face at work. Thus, employee development contributes to the development of the company.
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Issuing a certificate of employment
This provision applies to employees resigning from their position. The employer is obliged to issue an employment certificate within 7 days of the termination of the employment relationship. Such a document should include a description of the course of employment that will enable the departing employee to look for a new job in the profession.
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