Analysis of the bonus systems existing in the enterprises in the terms of their compliance with the rules resulting from the management theory and with the requirements of the law

In this article Author stresses, that next to a basic remuneration, components of result are the most frequently appearing benefits connected with work, and in particular bonuses and awards. Their distinction is undoubted in the doctine of labour law, however it is quite commonly mixed up in the theory of HRM  with such an effect, that in practice there appeares  benefits unregulated by law, which are discretionary bonuses. Their legal status is questionable, which must be settled by courts. Author opts for the necessity to assess precisely individual benefits by the definition of award resulting from Art. 105 LL. Therefore he puts forward the thesis that, if a benefit does not comply with award criteria included in LL, it may, against its name,  become a claimable benefit similar to bonus.  At the same time claimability does not occur only in case of executing rigid indicators (as it happens in case of traditional bonuses) but also when it is based only on assessment. Author thinks, that admissibility of assessing work effects by employers cannot constitute the grounds  for arbitrarity and discrimination. Thus, in consequence to these benefits must be used most of the principles of remuneration.

In this article Author stresses, that next to a basic remuneration, components of result are the most frequently appearing benefits connected with work, and in particular bonuses and awards. Their distinction is undoubted in the doctine of labour law, however it is quite commonly mixed up in the theory of HRM  with such an effect, that in practice there appeares  benefits unregulated by law, which are discretionary bonuses. Their legal status is questionable, which must be settled by courts. Author opts for the necessity to assess precisely individual benefits by the definition of award resulting from Art. 105 LL. Therefore he puts forward the thesis that, if a benefit does not comply with award criteria included in LL, it may, against its name,  become a claimable benefit similar to bonus.  At the same time claimability does not occur only in case of executing rigid indicators (as it happens in case of traditional bonuses) but also when it is based only on assessment. Author thinks, that admissibility of assessing work effects by employers cannot constitute the grounds  for arbitrarity and discrimination. Thus, in consequence to these benefits must be used most of the principles of remuneration.