English Translation

122 could only request a delay in taking up compulsory work without having any influence on the place and field to which the duty was applied and the duration of the work. On the other hand, it contrasted with the provisions intended to evocate the care of workers' claims in such details, which adjusted the costs of the first journey to the place of employment and when returning after the performance of the duties to be borne by the entrepreneur for whom the work was carried out and which also provided work equipment and accommodation for workers. During a longer journey, a person who was ordered to work could be provided with a meal allowance, which was also paid by the entrepreneur in which the work took place. Government Regulation No. 195/1939 Coll. of 24 August, which implemented the General Labour Responsibilities Regulation, at the same time in cases where the relevant employment office was not yet established, was entrusted to his employment intermediary's agenda. The basic legal standard for labor deployment and regulation of the labour market, which further developed existing protectorate standards in this area, was the Government Regulation No.46/1941 Coll., which makes certain measures on labour management from 23 January (325) In order to carry out urgent work of extraordinary state political or economic importance, the workers capable of the Protectorate from 18 to 50 years of age could be ordered (later vl. nař. no.154/1942 Coll. The 4th May did not contain any age limit for the assignment of work, see below). The work in this sense was done to protect the country, ensure nutrition, manufacture of consumer goods, economic use of the country and improve transport conditions, as well as to overcome emergencies and natural disasters. To this end, it could also be ordered by public and private undertakings and administrations to release some of the workforce except for agricultural establishments. Work was still limited in time, it should have lasted a maximum of one year, with the commandment generally not exceeding six months for the labour force that was in employment. The employee in this ratio took a kind of unpaid leave. However, it was not a holiday in the true sense of the word, because the member of the employee was entitled, for example, to a legal leave, or to a proportion of it, against both the former and the new employer. In other words, for the existence of an old employment relationship.