Abstract
Into such a digitalised and globalised economy comes the new age of trade unions, trade unions that may not be physically present with the employer on a day-to-day basis, but are able to be in touch with employees every day through technology and are also able to negotiate or otherwise assist employees. Surprisingly, the law still holds a standard of trade union privilege, which the Municipal Court in Prague, for example, has tried to confirm in its decision-making practice.
The Supreme Court, however, took a different view in the Plakor case and interpreted the regulation in question in a more restrictive manner. The notification of a trade union is a legal act, it must have the specified requirements and the trade union is obliged to prove to the employer that it fulfils all the requirements for operating with the employer.