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София, бул. “Александър Стамболийски”\n№ 17, представлявано от Г-Н МАРИАН БАЧЕВ -\nМИНИСТЪР, наричано в договора РАБОТОДАТЕЛ,\nот една страна и\u003C\u002Fp>\n\n\u003Cp>СИНДИКАЛНА СЕКЦИЯ на КТ „ПОДКРЕПА” към\nНАЦИОНАЛЕН СИНДИКАТ НА АДМИНИСТРАТИВНИТЕ\nСЛУЖИТЕЛИ ”ПОДКРЕПА” (НСАС „ПОДКРЕПА”) в\nМинистерство на културата, представлявана\nот Г-ЖА МИГЛЕНА БОРИСЛАВОВА - ПРЕДСЕДАТЕЛ,\nнаричана в договора СИНДИКАТ, от друга\nстрана,\u003C\u002Fp>\n\n\u003Cp>на основание чл. 51а от Кодекса на труда\n(КТ),\u003C\u002Fp>\n\n\u003Cp>сключиха настоящия\u003C\u002Fp>\n\n\u003Ch1>КОЛЕКТИВЕН ТРУДОВ ДОГОВОР (КТД) на\nМИНИСТЕРСТВО НА КУЛТУРАТА\u003C\u002Fh1>\n\n\u003Cp>за следното;\u003C\u002Fp>\n\n\u003Ch2>РАЗДЕЛ ПЪРВИ\u003C\u002Fh2>\n\n\u003Ch2>ОБЩИ ПОЛОЖЕНИЯ\u003C\u002Fh2>\n\n\u003Cp>Чл.1 (1) Страните безусловно приемат, че\nколективното трудово договаряне е основен\nинструмент за осъществяване на социалния\nдиалог между тях и за уреждане на\nтрудовите, осигурителните и социалните\nотношения между служителите и\nРаботодателя.\u003C\u002Fp>\n\n\u003Cp>(2) Страните се задължават да спазват\nпринципите на равнопоставеност и взаимно\nуважение при конструктивно партньорство,\nзачитане и съгласуване на интересите за\nпредотвратяване на конфликти и\nгарантиране на социалната сигурност.\u003C\u002Fp>\n\n\u003Cp>Чл.2 (1) РАБОТОДАТЕЛЯТ осъществява и\nрегулира трудовите и осигурителните\nотношения в рамките на своите правомощия, в\nсътрудничество с легитимните\nпредставители на СИНДИКАТА. За легитимни\nпредставители на СИНДИКАТА се приемат\nлицата, избрани от Общото (делегатското)\nсъбрание на синдикалната организация, като\nлегитимността се доказва чрез документ,\nиздаден по правила й ред, установени в\nустройствените документи на СИНДИКАТА.\u003C\u002Fp>\n\n\u003Cp>(2) РАБОТОДАТЕЛЯТ признава Синдикалната\nсекция на КТ „Подкрепа” при Министерство\nна културата (МК) за легитимна страна при\nсключването на този КТД, въз основа на\nпредставено Удостоверение за легитимност,\nиздадено по надлежния ред от НСАС\n„Подкрепа“, както и за организация,\nпредставляваща своите членове - служители\nв министерството и защитаваща техните\nправа и интереси.\u003C\u002Fp>\n\n\u003Ch2>РАЗДЕЛ ВТОРИ\u003C\u002Fh2>\n\n\u003Ch2>ПРЕДМЕТ НА КОЛЕКТИВНИЯ ТРУДОВ ДОГОВОР.\nПРИЛОЖИМОСТ И ПРИСЪЕДИНЯВАНЕ\u003C\u002Fh2>\n\n\u003Cp>Чл.3 РАБОТОДАТЕЛЯТ и СИНДИКАТЪТ, на\nоснование разпоредбите на Кодекса на труда\n(КТ), са съгласни, чрез този Колективен\nтрудов договор (КТД), на равноправна основа,\nда уредят трудовите и осигурителните\nотношения на работещите в МК, доколкото\nсъщите не са уредени императивно с\nповелителни нормативни разпоредби, както и\nвсички въпроси, свързани с тези отношения,\nкато насочват своите усилия към\nсъгласуване на интересите си,\nдобронамерено уреждане на възникналите\nспорове и предотвратяване на трудовите\nконфликти.\u003C\u002Fp>\n\n\u003Cp>Чл.4 Приетите с нормативен акт\nпо-благоприятни за служителите условия от\nдоговорените в настоящия КТД, влизат в\nдействие автоматично, без да е необходимо\nтяхното изрично вписване в този договор.\u003C\u002Fp>\n\n\u003Cp>Чл.5 (1) По смисъла на чл. 57, ал. 1 от КТ, този\nКТД се прилага за всички служители по\nтрудово правоотношение, членове на\nСИНДИКАТА в МК.\u003C\u002Fp>\n\n\u003Cp>(2) Нечленуващите в синдикалната\nорганизация, страна по договора, могат да\nсе присъединяват към сключения КТД при\nусловия и по ред, определени от страните по\nКТД и регламентирани чрез разпоредбите на\nчл. 6 от този договор.\u003C\u002Fp>\n\n\u003Cp>Чл.6 (1) Служител, работещ по трудово\nправоотношение с МК, може да се присъедини\nиндивидуално към действието на сключения в\nминистерството КТД, при следните условия:\u003C\u002Fp>\n\n\u003Cp>1.да подаде индивидуално писмено\nЗаявление (Приложение № 1) до РАБОТОДАТЕЛЯ\nи СИНДИКАТА;\u003C\u002Fp>\n\n\u003Cp>2.да заплати еднократна присъединителна\nвноска в размер на 1 % от нетното си трудово\nвъзнаграждение, което би получил за\nпериода от присъединяването до изтичане на\nсрока на действие на КТД.\u003C\u002Fp>\n\n\u003Cp>(2)Присъединяването влиза в сила за\nприсъединилия се от първо число на месеца,\nследващ месеца, в който е отправено\nзаявлението и е внесена присъединителната\nвноска.\u003C\u002Fp>\n\n\u003Cp>(3)Прекратяване на присъединяването се\nдопуска след писмено Заявление отправено\nдо РАБОТОДАТЕЛЯ и СИНДИКАТА. При\nпрекратяване на присъединяването не се\nдължи връщане на внесената\nприсъединителна вноска.\u003C\u002Fp>\n\n\u003Cp>(4)Набраните средства от присъединителни\nвноски се набират и осчетоводяват отделно\nот средствата за синдикален членски внос и\nсе разходват за социално и здравно\nподпомагане на служители на МК по\nпредложение на СИНДИКАТА и след\nсъгласуване с РАБОТОДАТЕЛЯ.\u003C\u002Fp>\n\n\u003Cp>Чл.7 (1) Не присъединилите се към\nдействието на КТД служители, които не са\nчленове на синдикалната организация,\nстрана по договора, ползват правата,\nпроизтичащи от техните индивидуални\nтрудови договори.\u003C\u002Fp>\n\n\u003Cp>(2)Страните се ангажират да не допускат\nавтоматично прилагане на договореностите\nв настоящото КТД при сключването и\nизпълнението на индивидуалните трудови\nдоговори за служители, спрямо които КТД\nняма действие.\u003C\u002Fp>\n\n\u003Ch2>РАЗДЕЛ ТРЕТИ\u003C\u002Fh2>\n\n\u003Ch2>УСЛОВИЯ ЗА СИНДИКАЛНА ДЕЙНОСТ\u003C\u002Fh2>\n\n\u003Cp>Чл.8 РАБОТОДАТЕЛЯТ съдейства на\nсиндикалната организация, съгласно чл. 46\nот\u003C\u002Fp>\n\n\u003Cp>КТ, като:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Cp>1.осигурява ползването на отпуск на\nчленовете на синдикалните ръководства по\nреда на чл. 159 от КТ в рамките на една\nкалендарна година, както следва:\u003C\u002Fp>\n\n\u003Cp>-за членовете на синдикалното\nръководство - 48 часа;\u003C\u002Fp>\n\n\u003Cp>-за членовете на централните синдикални\nръководства - 72 часа;\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-за делегатите на национални конференции,\nобщо събрание и конгреси на СИНДИКАТА - за\nдните на провеждането им;\u003C\u002Fp>\n\n\u003Cp>2.времето за участие в заседания на Съвета\nза социално сътрудничество, преговори,\nсключване на КТД и Споразумения,\nподготовка и обсъждане на проекти за\nвътрешни правилници и наредби, да се счита\nза служебен платен отпуск;\u003C\u002Fp>\n\n\u003Cp>3.осигурява при възможност ползване на\nпомещение за осъществяване дейността на\nСИНДИКАТА;\u003C\u002Fp>\n\n\u003Cp>4.след предварително съгласуване създава\nусловия за провеждане на синдикални\nмероприятия;\u003C\u002Fp>\n\n\u003Cp>5.осигурява на ръководството на\nсиндикалната организация в\nминистерството\u003C\u002Fp>\n\n\u003Cp>6.безвъзмездно ползване на: телефон\u002Fфакс,\nкопирна техника, интернет и служебна\nпоща;\u003C\u002Fp>\n\n\u003Cp>7.по депозирано писмено искане на\nсиндикалното ръководство, осигурява\nотчисляването и набирането на членския\nвнос по ведомост. Към искането, СИНДИКАТЪТ\nприлага поименен списък на членовете и\nдекларирано съгласие по чл. 272 от КТ.\u003C\u002Fp>\n\n\u003Cp>Чл.9 СИНДИКАТЪТ се задължава:\u003C\u002Fp>\n\n\u003Cp>1.да уведомява писмено РАБОТОДАТЕЛЯ 3 (три)\nдни преди началната дата на ползването на\nотпуск по чл. 8, т. 1 от КТД;\u003C\u002Fp>\n\n\u003Cp>2.след ползване на отпуск за участие в\nсиндикални мероприятия, участвалите да\nпредставят документ за това до 3 (три)\nработни дни след приключването им.\u003C\u002Fp>\n\n\u003Cp>Чл.10 (1) СИНДИКАТЪТ се задължава да\nпровежда своите синдикални събрания и\nмероприятия в извънработно време и да не\nвъзпрепятства дейността на МК.\u003C\u002Fp>\n\n\u003Cp>(2)По изключение, СИНДИКАТЪТ има право да\nпровежда събрание до три пъти годишно в\nработно време, съгласно условията на чл. 8,\nт. 4 от КТД.\u003C\u002Fp>\n\n\u003Ch2>РАЗДЕЛ ЧЕТВЪРТИ\u003C\u002Fh2>\n\n\u003Ch2>ВЗАИМООТНОШЕНИЯ МЕЖДУ СТРАНИТЕ\u003C\u002Fh2>\n\n\u003Cp>Чл.11 (1) Сътрудничеството между страните\nпо договора се основава на равноправен\nдиалог, преговори, взаимни отстъпки и\nзачитане интересите на всяка от страните.\u003C\u002Fp>\n\n\u003Cp>(2)За изпълнение на ал. 1, РАБОТОДАТЕЛЯТ и\nСИНДИКАТЪТ създават Съвет за социално\nсътрудничество (наричан в договора Съвет\nили ССС), в който РАБОТОДАТЕЛЯТ участва\nлично или чрез упълномощени от него лица, а\nСИНДИКАТЪТ се представлява от своето\nръководство и\u002Fили упълномощени лица.\u003C\u002Fp>\n\n\u003Cp>(3)Съветът се изгражда на паритетен\nпринцип, като се състои от равен брой\nпредставители на РАБОТОДАТЕЛЯ и\nСИНДИКАТА\u003C\u002Fp>\n\n\u003Cp>(4)Съветът осъществява своята дейност\nсъгласно Правила, приета от страните по КТД\n(Приложение №2).\u003C\u002Fp>\n\n\u003Cp>(5)ССС разглежда всички въпроси относно\nрегулирането на трудовите и\nнепосредствено свързаните с тях\nосигурителни правоотношения, споровете по\nизпълнение на настоящия договор, както и\nвсички други проблеми, касаещи трудовите\nотношения, заетостта, социалното\nподпомагане, безопасността при работа и\nдруги.\u003C\u002Fp>\n\n\u003Cp>(6)ССС осъществява своята дейност чрез\nпровеждане на редовните заседания най-\nмалко веднъж на шест месеца, чието\nнасрочване е задължение на РАБОТОДАТЕЛЯ.\u003C\u002Fp>\n\n\u003Cp>(7)Извънредни заседания могат да бъдат\nнасрочвани по искане на всяка от страните.\nЗаседанието се насрочва в седемдневен срок\nот отправяне на искането. Към искането се\nприлага проект на дневен ред.\u003C\u002Fp>\n\n\u003Cp>(8)Всички решения на ССС се оформят в\nпротоколи.\u003C\u002Fp>\n\n\u003Cp>(9)Първото заседание на ССС се свиква до 1\n(един) месец от сключването на този КТД.\u003C\u002Fp>\n\n\u003Cp>Чл.12СИНДИКАТЪТ се задължава:\u003C\u002Fp>\n\n\u003Cp>1.да съдейства на РАБОТОДАТЕЛЯ при\nпровеждане на взаимно съгласувани мерки,\nнасочени към подобряване на организацията\nи ефективността на работа в МК;\u003C\u002Fp>\n\n\u003Cp>2.да уведомява РАБОТОДАТЕЛЯ за всеки\nслучай, когато установи предпоставки или\nвъзникване на условия за възпрепятстване\nна точното и качествено изпълнение на\nдейността на министерството;\u003C\u002Fp>\n\n\u003Cp>3.да осигурява широка гласност за\nусловията и изпълнението на КТД в МК;\u003C\u002Fp>\n\n\u003Cp>4.да упражнява синдикален контрол и\nсъдействие за спазване на трудовото и\nосигурителното законодателство;\u003C\u002Fp>\n\n\u003Cp>5.да разяснява активно на своите членове\nначините и мерките за осигуряване на\nбезопасни и здравословни условия на труд и\nизбягване на трудовите злополуки., като\nсъдейства за повишаване на осведомеността\nна служителите в тази връзка;\u003C\u002Fp>\n\n\u003Cp>6.да участва активно във всички органи за\nсоциално сътрудничество и взаимодействие\nна страните, сформирани въз основа на\nнастоящия КТД;\u003C\u002Fp>\n\n\u003Cp>7.да обобщава и довежда до знанието на\nРАБОТОДАТЕЛЯ мненията и предложенията на\nчленовете си във връзка с реализиране на\nпроцедурите на информиране и\nконсултиране;\u003C\u002Fp>\n\n\u003Cp>8.да участва в изясняването на възникнали\nтрудови и социални спорове или фактори на\nнапрежение и да съдейства за тяхното\nразрешаване;\u003C\u002Fp>\n\n\u003Cp>9.да не разгласява и да не ползва за своя\nсметка или за сметка на трети лица\nинформацията,\u003C\u002Fp>\n\n\u003Cp>получена от РАБОТОДАТЕЛЯ, когато същата е\nпредоставена с изискване за\nповерителност.\u003C\u002Fp>\n\n\u003Cp>Чл.13 РАБОТОДАТЕЛЯТ се задължава:\u003C\u002Fp>\n\n\u003Cp>1.да предоставя, при поискване от\nСИНДИКАТА, информация, която е от значение\nза колективното трудово договаряне и\nизпълнението на КТД съгласно чл. 52 от КТ;\u003C\u002Fp>\n\n\u003Cp>2.да включва при поискване представители\nна СИНДИКАТА като наблюдатели при\nзаключителните срещи на годишното\nоценяване на изпълнението на длъжността на\nслужителите синдикални членове, съгласно\nчл. 3, ал. 2 от Наредбата за условията и реда\nза оценяване изпълнението на служителите в\nдържавната администрация (НУРОИСДА).\u003C\u002Fp>\n\n\u003Cp>Чл.14 (1) На основание чл. 37 от Кодекса на\nтруда, СИНДИКАТЪТ има право да участва в\nподготовката на проектите на всички\nвътрешни правилници и наредби, които се\nотнасят до трудовите отношения.\u003C\u002Fp>\n\n\u003Cp>(2)За осъществяване на правото на\nСИНДИКАТА по предходната алинея,\nРАБОТОДАТЕЛЯТ отправя писмена покана до\nсиндикалното ръководство за всеки\nконкретен случай на подготовка на вътрешен\nакт, който касае трудовите и свързани с тях\nправоотношения. В поканата се посочва\nкакъв е акта, който ще се подготвя, как и\nкога ще се реализира съвместната работа\nсъс СИНДИКАТА и кой ще участва в\nподготовката на проекта от страна на\nРАБОТОДАТЕЛЯ.\u003C\u002Fp>\n\n\u003Cp>(3)След получаване на поканата по ал. 2,\nСИНДИКАТЪТ изпраща на РАБОТОДАТЕЛЯ писмен\nотговор, в който посочва имената на своите\nпредставители, които ще участват в\nподготовката на проекта.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-EMPCONTR_trigger\">\u003Ch2>РАЗДЕЛ ПЕТИ\u003C\u002Fh2>\n\n\u003Ch2>ТРУДОВА ЗАЕТОСТ. ПРОФЕСИОНАЛНО РАЗВИТИЕ\nИ КВАЛИФИКАЦИЯ\u003C\u002Fh2>\u003C\u002Fdiv>\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>Чл.15 (1) РАБОТОДАТЕЛЯТ се задължава да\nгарантира сигурността и защитата на\nличните данни на служителите при спазване\nна разпоредбите на Регламент (ЕС) 2016\u002F679 на\nЕвропейския парламент и на Съвета от 27\nаприл 2016 г. относно защитата на физическите\nлица във връзка с обработването на лични\nданни и относно свободното движение на\nтакива данни и за отмяна на Директива 95\u002F46\u002FЕО\n(Общ регламент за защита на данните), както\nи на приложимото българско\nзаконодателство.\u003C\u002Fp>\n\n\u003Cp>(2)РАБОТОДАТЕЛЯТ пази достойнството на\nработника и служителя по време на\nизпълнение на работата по трудовото\nправоотношение.\u003C\u002Fp>\n\n\u003Cp>(3)При възникване и при осъществяване на\nтрудовото правоотношение, РАБОТОДАТЕЛЯТ\nне може да изисква информация, подписване\nна декларации от синдикален характер, и\nдруги документи, предоставящи сведения,\nуронващи достойнството и ограничаващи\nличните свободи на служителите.\u003C\u002Fp>\n\n\u003Cp>(4)По смисъла на предходната алинея, не се\nсчитат за нарушение на правото на труд\nслучаите, в които РАБОТОДАТЕЛЯТ изисква\nинформация за извършване от служителите на\nтърговска или стопанска дейност и\nинформация, свързана с установяването на\nконфликт на интереси при осъществяването\nна трудовото правоотношение, както и\nдеклариране на обстоятелства, което е\nрегламентирано като изискване в\nнормативен акт.\u003C\u002Fp>\n\n\u003Cp>Чл.16 (1) РАБОТОДАТЕЛЯТ се задължава да\nосигури на работниците и служителите\nнормални условия за изпълнение на работата\nпо трудовото правоотношение, за която са се\nуговорили.\u003C\u002Fp>\n\n\u003Cp>(2)РАБОТОДАТЕЛЯТ задължително информира\nвсеки новопостъпил или преназначен\nслужител относно структурата на\nминистерството и положението на работното\nмясто на служителя в нея, условията на труд,\nв това число неблагоприятните фактори,\nкоито могат да имат въздействие върху\nздравето на служителя.\u003C\u002Fp>\n\n\u003Cp>Чл.17 При решение за съкращаване в щата\nРАБОТОДАТЕЛЯТ не може да приема на\u003C\u002Fp>\n\n\u003Cp>работа нови служители до приключване\nпроцеса по съкращаването. Изключение се\nправи само за длъжности, за които има\nспецифични изисквания за заемането им.\u003C\u002Fp>\n\n\u003Cp>Чл.18 При промени, които водят до\nпрекратяване на трудовите право отношения\nпо чл.\u003C\u002Fp>\n\n\u003Cp>328, ал.1, т. 2 и т. 3 от КТ, както и в случаите\nна чл. 130а от КТ, РАБОТОДАТЕЛЯТ\nпредварително съгласува действията си със\nСИНДИКАТА, като го запознава с:\u003C\u002Fp>\n\n\u003Cp>1.мотивите за намаляване на числеността\nна служителите;\u003C\u002Fp>\n\n\u003Cp>2.новата численост на служителите по\nтрудови правоотношения;\u003C\u002Fp>\n\n\u003Cp>3.възможности за пренасочване на\nосвободените служители.\u003C\u002Fp>\n\n\u003Cp>Чл.19 При прекратяване на трудовите\nправоотношения по чл. 328, ал. 1, т. 2 и т. 3 от КТ\nв рамките на договорената численост по\nпредходния член, РАБОТОДАТЕЛЯТ приема да\nспазва следните условия:\u003C\u002Fp>\n\n\u003Cp>1.преустановява сключването на нови\nтрудови договори;\u003C\u002Fp>\n\n\u003Cp>2.не сключва граждански договори за\nизпълнение на работа, идентична или\nравностойна с тази, изпълнявана от лицата,\nчието длъжности се съкращават;\u003C\u002Fp>\n\n\u003Cp>3.не прекратява едновременно трудовите\nправоотношения на служители на МК, които са\nсемейство, както и на служител, който е\nединствен работещ член в своето\nсемейство;\u003C\u002Fp>\n\n\u003Cp>4.след обсъждане със СИНДИКАТА, да приложи\nвсички възможности за избягване или\nограничаване на уволненията - намален\nработен ден, други форми на гъвкава\nзаетост, възможности за пренасочване и\nпреквалификация.\u003C\u002Fp>\n\n\u003Cp>Чл.20 (1) РАБОТОДАТЕЛЯТ и СИНДИКАТЪТ се\nдоговарят, че във връзка с чл. 333, ал. 4 от КТ,\nтрудовото правоотношение с работник или\nслужител, член на СИНДИКАТА - страна по този\nдоговор, се прекратява поради съкращаване\nв щата или намаляване обема на работа, само\nслед предварителното писмено съгласие на\nсъответния синдикален орган, за което\nРАБОТОДАТЕЛЯТ отправя мотивирано искане.\u003C\u002Fp>\n\n\u003Cp>(2)Установената в предходната алинея\nпредварителна закрила се прилага, когато\nчленственото правоотношение със\nсиндикалната организация е възникнало\nнай-малко 6 (шест) месеца преди отправяне на\nИскането на съгласие.\u003C\u002Fp>\n\n\u003Cp>(3)В случаите по ал. 1, синдикалното\nръководство отговаря писмено (със съгласие\nили мотивиран отказ) в 3 (три) дневен срок от\nполучаване на искането от страна на\nРАБОТОДАТЕЛЯ,\u003C\u002Fp>\n\n\u003Cp>Чл.21 (1)РАБОТОДАТЕЛЯТ в началото на всяка\nгодина анализира потребностите от\u003C\u002Fp>\n\n\u003Cp>мерки за повишаване на квалификацията и\nпреквалификация на служителите.\u003C\u002Fp>\n\n\u003Cp>(2)Въз основа на анализа по ал. 1,\nРАБОТОДАТЕЛЯТ разработва и утвърждава\nгодишен план за обучение на служителите,\nкойто предоставя на СИНДИКАТА.\u003C\u002Fp>\n\n\u003Cp>(3)Страните по този КТД полагат съвместни\nусилия за осигуряване на допълнителни\nсредства, по проекти и програми, с които да\nсе финансират мерки за кариерно развитие\nна служителите.\u003C\u002Fp>\n\n\u003Cp>Чл.22 При наличие на финансови\nвъзможности, РАБОТОДАТЕЛЯТ, по предложение\nна СИНДИКАТА, осигурява допълнителни\nсредства за научна литература, абонамент\nза периодични издания, софтуер, научни\nразработки и други условия за повишаване\nна квалификационното равнище на\nработниците и служителите.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>РАЗДЕЛ ШЕСТИ\u003C\u002Fh2>\n\n\u003Ch2>РАБОТНО ВРЕМЕ. ПОЧИВКИ. ОТПУСКИ.\u003C\u002Fh2>\u003C\u002Fdiv>\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>Чл.23 (1) Продължителността на работното\nвреме се регламентира в Устройствения\nправилник па МК.\u003C\u002Fp>\n\n\u003Cp>(2)Страните по КТД се приемат, че\nнормалната продължителност на работното\nвреме в МК съответства на предвиденото в\nчл. 136 от КТ.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>Чл.24РАБОТОДАТЕЛЯТ осигурява ползването\nна почивка за хранене, в размер на не\u003C\u002Fp>\n\n\u003Cp>по-малко от 30 минути, като същата се\nползва от всички служители, и на две\nфизиологични почивки от по 15 минути за\nслужителите при спазване изискванията на\nчл. 151 от КТ, чл. 12 от Закона за здравословни\nи безопасни условия на труд (ЗЗБУТ) и\nНаредба № 15 от 31.05.1999 г. за условията, реда и\nизискванията за разработване и въвеждане\nна физиологични режими на труд и почивка по\nвреме на работа.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">Чл.25 По искане на бременни, майки с деца до\n10-годишна възраст или с дете с увреждане,\nкоето не е настанено в лечебно\n(оздравително, климатично) заведение,;\nкакто и на трудоустроени, РАБОТОДАТЕЛЯТ\nможе да сключи трудов договор, съгласно чл.\n138, ал. 1 от КТ.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Чл.26 (1) Страните договарят основния\nплатен годишен отпуск по чл. 155 от КТ да бъде\n22 (двадесет и два) работни дни.\u003C\u002Fp>\n\n\u003Cp>(2)Платените годишни отпуски се ползват\nслед разрешение на РАБОТОДАТЕЛЯ наведнъж\nили на части в рамките на календарната\nгодина, въз основа на подадено писмено\nзаявление от служителя.\u003C\u002Fp>\n\n\u003Cp>(3)В началото на всяка календарна година,\nно в срок не по-късно от 31 януари,\nРАБОТОДАТЕЛЯТ е длъжен да уведоми писмено\nслужителите за размера на платения годишен\nотпуск, който има право да ползва през\nкалендарната година, включително отложен\nили неизползван от предходни календарни\nгодини.\u003C\u002Fp>\n\n\u003Cp>(4)На работници и служители членове на\nедно семейство, когато и двамата работят в\nМК, се осигурява ползването на платен\nгодишен отпуск едновременно, ако те изявят\nжелание за това.\u003C\u002Fp>\n\n\u003Cp>(5)РАБОТОДАТЕЛЯТ приема, че майката\n(осиновителката), ако заяви желание за това,\nима право да ползва платен отпуск по чл. 155,\nнепосредствено след изтичането на отпуска\nза отглеждане на дете до две годишна\nвъзраст.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Чл.27 Страните по КТД договарят размера на\nдните за допълнителен платен годишен\nотпуск по чл. 156, ал. 1, т. 2 от КТ да бъде не\nпо-малко от 6 (шест) дни.\u003C\u002Fp>\n\n\u003Cp>Чл.28 (1) Всички останали отпуски се ползват\nпо реда на действащите нормативни актове.\u003C\u002Fp>\n\n\u003Cp>(2)За времето на отпуск по чл. 157, ал. 1, т. 1-3\nот КТ на служителя се заплаща\nвъзнаграждение в размер съгласно чл. 107а,\nал. 19 от КТ.\u003C\u002Fp>\n\n\u003Cp>Чл.29 (1) Чрез този КТД, страните се\nдоговарят, че служителките, членове на\nСИНДИКАТА, страна по този договор, имат\nправо на платен отпуск по чл. 168 от КТ за\nвсяка календарна година, както следва:\u003C\u002Fp>\n\n\u003Cp>1.за 2 живи деца до 18 години - 2 работни\nдни;\u003C\u002Fp>\n\n\u003Cp>2.за 3 или повече живи деца до 18 години - 4\nработни дни.\u003C\u002Fp>\n\n\u003Cp>(2)Отпускът по предходната алинея се\nползва и за календарната година, в която\nнякое или всички деца навършат 18 годишна\nвъзраст.\u003C\u002Fp>\n\n\u003Cp>(3)Ползването на този отпуск може да се\nотлага по реда на чл. 176 от КТ.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>РАЗДЕЛ СЕДМИ\u003C\u002Fh2>\n\n\u003Ch2>ТРУДОВИ ВЪЗНАГРАЖДЕНИЯ. ОБЕЗЩЕТЕНИЯ.\u003C\u002Fh2>\u003C\u002Fdiv>\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>Чл.30 (1) Правилата и процедурите за\nопределяне, изменение и изплащане на\nосновните заплати, допълнителните\nвъзнаграждения и обезщетения на\nслужителите в МК се регламентират с\nВътрешни правила за заплатите в\nминистерството.\u003C\u002Fp>\n\n\u003Cp>(2)РАБОТОДАТЕЛЯТ утвърждава Вътрешни\nправила за заплатите, които регламентират\nусловията по формиране, регулиране и\nразпределяне на средствата за\nдопълнителните възнаграждения за\nпостигнати резултати, след предварително\nсъгласуване със СИНДИКАТА, при спазване на\nпроцедурата по чл. 37 от КТ.\u003C\u002Fp>\n\n\u003Cp>Чл.31 (1) Индивидуалните брутни месечни\nзаплати се състоят от основната заплата и\nот допълнителните възнаграждения и се\nопределят съгласно Наредбата за заплатите\nна служителите в държавната администрация\n(НЗСДА).\u003C\u002Fp>\n\n\u003Cp>(2)Основните месечни заплати се определят\nпо нива и степени, като се отчита нивото на\nзаеманата длъжност, квалификацията и\nпрофесионалния опит. Индивидуалните\nосновни месечни заплати на служителите на\nпълно работно време не може да са по-ниски\nот минималния размер и по-високи от\nмаксималния размер на основната месечна\nзаплата за съответното ниво и степен на\nосновната месечна заплата, определени в\nприложение № 1 към НЗСДА. СИНДИКАТЪТ\nучаства в разработването на Вътрешни\nправила за заплатите в администрацията и\nследи процеса на определяне и израстване в\nдиапазона между минимума и максимума в\nстепените на всяко ниво на заплати за\nсъответните длъжности.\u003C\u002Fp>\n\n\u003Cp>(3)Индивидуалните основни месечни работни\nзаплати се договарят при спазване на реда и\nусловията на действащата нормативна\nуредба за заплатите в администрацията, КТД\nи Вътрешните правила за заплатите на МК.\nПри изразено желание от служителите,\nСИНДИКАТЪТ съдейства, наблюдава и следи\nпроцеса на оценяване на изпълнението на\nдлъжността на служителите в МК,\nвключително като съдейства за вземане на\nпрозрачни решения, основани на получените\nоценки, тъй като оценяването е определящо\nза размера на индивидуалната месечна\nзаплата и за допълнителното\nвъзнаграждение за постигнати резултати на\nслужителите в държавната администрация.\u003C\u002Fp>\n\n\u003Cp>(4)Страните по КТД се договарят\nупълномощено лице от СИНДИКАТА да\nпреглежда формуляра за оценка на\nизпълнението на длъжността на служител,\nкойто е синдикален член, и е подал писмено\nискане за становище от СИНДИКАТА, съгласно\nчл. 21, ал. 3 от НУРОИСДА.\u003C\u002Fp>\n\n\u003Cp>(5)Ръководството на СИНДИКАТА дава\nстановище по ал. 4 в тридневен срок.\u003C\u002Fp>\n\n\u003Cp>(6)Страните по КТД се договарят да търсят\nначини и средства за компенсиране на\nизоставането на заплащането на служители,\nзавърнали се след дългосрочен отпуск или\nотпуск по майчинство, с цел постигане на\nоптимално ниво за заплащане за дадената\nдлъжност.\u003C\u002Fp>\n\n\u003Cp>Чл.32 (1) Страните по договора се\nспоразумяват за определяне на следните\nдопълнителни възнаграждения, както\nследва:\u003C\u002Fp>\n\n\u003Cp>1.за нощен труд;\u003C\u002Fp>\n\n\u003Cp>2.за извънреден труд;\u003C\u002Fp>\n\n\u003Cp>3.за работа през официалните празници;\u003C\u002Fp>\n\n\u003Cp>4.за времето на разположение;\u003C\u002Fp>\n\n\u003Cp>5.за постигнати резултати.\u003C\u002Fp>\n\n\u003Cp>(2)Допълнителните възнаграждения за\nизвънреден труд и за работа през\nофициалните празници се изчисляват върху\nиндивидуалната основна месечна заплата на\nслужителите.\u003C\u002Fp>\n\n\u003Cp>(3)За всеки отработен нощен час или за част\nот него между 22.00 и 06.00 ч. се заплаща\nдопълнително възнаграждение за нощен труд\nв размер на 0,15 на сто от минималната\nработна заплата, установена за страната.\u003C\u002Fp>\n\n\u003Cp>(4)За заместване по чл. 259, ал. 1, изр. 2 от КТ\nразмерът на допълнителното трудово\nвъзнаграждение се договаря между страните\nв размер на 50 на сто от основната работна\nзаплата на замествания.\u003C\u002Fp>\n\n\u003Cp>Чл.33 На служителите от МК може да се\nизплаща допълнително възнаграждение за\nпостигнати резултати, съгласно\nдействащата нормативна уредба и\nВътрешните правила за заплатите. В\nсъответствие с чл. 24 от НЗСДА\nдопълнителното възнаграждение за\nпостигнати резултати се определя за точно\nи в срок изпълнение на поставените задачи.\nДопълнителното възнаграждение за\nпостигнати резултати може да се изплаща\nчетири пъти годишно - през април, юли и\nоктомври за текущата година и през януари -\nза предходната година.\u003C\u002Fp>\n\n\u003Cp>Чл.34 (1) Страните по КТД приемат, че\nсъгласно чл. 107а, ал. 19 от КТ, база за\nопределяне размера на обезщетенията по КТ\nкъм датата на възникване на основанието за\nполучаване на съответното обезщетение, е\nиндивидуалната основна месечна заплата на\nработника\u002Fслужителя.\u003C\u002Fp>\n\n\u003Cp>(2)Страните по КТД договарят увеличени\nразмери на обезщетения, както следва:\u003C\u002Fp>\n\n\u003Cp>1.по чл. 218 от КТ - обезщетение в размер на 65\nна сто от брутното трудово възнаграждение\nза времето, през което работникът или\nслужителят е бил възпрепятстван да\nработи;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Cp>2.по чл. 222, ал. 2 от КТ - в размер на брутното\nтрудово възнаграждение за срок от:\u003C\u002Fp>\n\n\u003Cp>а)3 (три) месеца - при работа от 5 до 10 години\nв МК;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>б)4 (четири) месеца - при работа над 10\nгодини в МК;\u003C\u002Fp>\n\n\u003Cp>3.по чл. 222, ал. 3 и ал. 4 от КТ, обезщетение в\nразмер на брутното трудово възнаграждение\nза срок от:\u003C\u002Fp>\n\n\u003Cp>а)6 (шест) месеца - ако работникът или\nслужителят е придобил в МК от 5 до 10 години\nтрудов стаж през последните 20 години;\u003C\u002Fp>\n\n\u003Cp>б)10 (десет) месеца - ако работникът или\nслужителят е придобил в МК над 10 години\nтрудов стаж през последните 20 години..\u003C\u002Fp>\n\n\u003Cp>(3)Обезщетенията се изплащат в размерите\nпо предходната алинея на членовете на\nСИНДИКАТА страна по договора, когато\nчленството е възникнало най-малко 6 месеца\nпреди датата на придобиване на право на\nсъответното обезщетение.\u003C\u002Fp>\n\n\u003Ch2>РАЗДЕЛ ОСМИ\u003C\u002Fh2>\n\n\u003Ch2>СОЦИАЛНО-БИТОВО ОБСЛУЖВАНЕ\u003C\u002Fh2>\n\n\u003Cp>Чл.35 (1) РАБОТОДАТЕЛЯТ се задължава да\nосигури средства в размер до 3 на сто от\nначислените средства за основни заплати за\nформиране на фонд „Социално-битово и\nкултурно обслужване“ (СБКО).\u003C\u002Fp>\n\n\u003Cp>(2) Редът за разпределение и ползване на\nсредствата от фонд „СБКО“ се определя от\nобщото събрание на служителите по трудово\nправоотношение към МК.\u003C\u002Fp>\n\n\u003Cp>Чл.36 (1) РАБОТОДАТЕЛЯТ осигурява средства\nза облекло на служителите в размер на 250.00\nлв. годишно или 127.82 евро.\u003C\u002Fp>\n\n\u003Cp>(2) Конкретната стойност на облеклото се\nдоговаря с РАБОТОДАТЕЛЯ за всяка\nкалендарна година, но не по-малко от\nразмера, определен за държавните служители\nна експертна длъжност.\u003C\u002Fp>\n\n\u003Cp>Чл.37 РАБОТОДАТЕЛЯТ своевременно\nинформира синдикалната организация за\nвъзможностите за социален отдих в различни\nправителствени и частни обекти.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEDICAL_trigger\">\u003Ch2>РАЗДЕЛ ДЕВЕТИ\u003C\u002Fh2>\n\n\u003Ch2>БЕЗОПАСНОСТ И ЗДРАВЕ ПРИ РАБОТА\u003C\u002Fh2>\u003C\u002Fdiv>\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>Чл.38 (1) Страните по КТД се задължават\nсъвместно да съдействат за обезпечаването\nна здравословни, безопасни и хигиенни\nусловия на труд, като разходите за това се\nпоемат от РАБОТОДАТЕЛЯ.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">(2) РАБОТОДАТЕЛЯТ се задължава за своя\nсметка всяка година да осигури един\nпрофилактичен медицински преглед на\nслужителите, съгласно нормативната уредба\n- ЗЗБУТ и нормативните актове по\nприлагането му. Страните по КТД следят за\nкачеството на медицинските прегледи.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">(3) Страните се договарят РАБОТОДАТЕЛЯТ да\nсключи служебна застраховка \"Злополука”\nи\u002Fили групова рискова застраховка \"Живот”\nна служителите в МК, при наличие на\nфинансова възможност.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Чл.39 Страните по КТД се задължават\nнай-малко един път годишно да обсъждат и\nпредприемат съответни мерки за\nподобряването на състоянието на\nбезопасността и условията на труд в МК.\u003C\u002Fp>\n\n\u003Cp>Чл.40 При наличие на финансови средства,\nРАБОТОДАТЕЛЯТ осигурява средства за\nподобряване битовите условия на работа,\nзакупуване на нова компютърна техника,\nпериодична дезинфекция и дезинсекция на\nработните места.\u003C\u002Fp>\n\n\u003Ch2>РАЗДЕЛ ДЕСЕТИ\u003C\u002Fh2>\n\n\u003Ch2>КОНТРОЛ ВЪРХУ ИЗПЪЛНЕНИЕТО\u003C\u002Fh2>\n\n\u003Cp>Чл.41 Изпълнението на този договор се\nразглежда периодично пред събрания на\nСиндиката, както и на заседанията на Съвета\nза социално сътрудничество.\u003C\u002Fp>\n\n\u003Cp>Чл.42 Страните се ангажират, че при\nизпълнение на КТД няма да допускат\nдействия, нарушаващи условията на договора\nи ще избягват спорове.\u003C\u002Fp>\n\n\u003Cp>Чл.43 (1) Контролът по изпълнението и\nтълкуването на КТД се извършва от страните\nпо него, чрез ССС.\u003C\u002Fp>\n\n\u003Cp>(2) При констатирани нарушения страната,\nкъм която са отправени сигналите за тях, се\nпроизнася пред другата страна в срок до 30\nдни.\u003C\u002Fp>\n\n\u003Cp>Чл.44 При възникване на колективен трудов\nспор, както и при наличието на предпоставки\nза пораждане на такъв, по искане на която и\nда е от страните по КТД, ще се провеждат\nнезабавно съвместни консултации и\u002Fили\nпреговори за неговото доброволно\nуреждане,\u003C\u002Fp>\n\n\u003Cp>Чл.45 (1) Страните по КТД могат да търсят\nотговорност за неговото неизпълнение\nсъобразно действащото законодателство.\u003C\u002Fp>\n\n\u003Cp>(2) Страните приемат, че всички спорни\nвъпроси, свързани с прилагането на КТД,\nкакто и случаите на установено\nнеизпълнение на постигнатите\nдоговорености ще се разглеждат в ССС и едва\nслед непостигане на съгласие, могат да\nбъдат отнасяни към външни за\nминистерството компетентни органи.\u003C\u002Fp>\n\n\u003Ch2>РАЗДЕЛ ЕДИНАДЕСЕТИ\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch2>ВЛИЗАНЕ В СИЛА. СРОК И„НА ДЕЙСТВИЕ.\nИЗМЕНЕНИЕ.\u003C\u002Fh2>\n\n\u003Cp>Чл.46 (1)Настоящият КТД влиза в сила от\n01.12.2025г.\u003C\u002Fp>\n\n\u003Cp>(2) Срокът на действие на този договор е 1\n(една) година.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Чл.47 (1) Всяка от страните по КТД може да\nпоиска неговото изменение или допълнение,\nкато другата страна е длъжна да започне\nпреговори до 15 дни след регистриране на\nписмена покана, придружена от материалите\nза предлаганите промени.\u003C\u002Fp>\n\n\u003Cp>(2) Изменения или допълнения на договора\nсе извършват по реда за неговото сключване\nс подписване на допълнително споразумение\n(анекс), неразделна част от КТД.\u003C\u002Fp>\n\n\u003Ch2>ЗАКЛЮЧИТЕЛНИ РАЗПОРЕДБИ\u003C\u002Fh2>\n\n\u003Cp>§1. Страните по този договор се\nспоразумяват в едномесечен срок след\nподписването на договора да заявят\nнеговото вписване пред Изпълнителна\nагенция \"Главна инспекция по труда”.\u003C\u002Fp>\n\n\u003Cp>§2.(1) Неразделна част от КТД са:\u003C\u002Fp>\n\n\u003Cp>1.Образец на заявление за присъединяване\nкъм КТД - Приложение № 1;\u003C\u002Fp>\n\n\u003Cp>2.Правила за дейността на ССС - Приложение\n№ 2;\u003C\u002Fp>\n\n\u003Cp>3.Удостоверение за легитимност, съгласно\nчл. 2, ал 2 от КТД.\u003C\u002Fp>\n\n\u003Cp>(2)Страните се задължават да запознават\nслужителите в МК с КТД и последващите\nдопълнителни споразумения към него.\u003C\u002Fp>\n\n\u003Cp>§3. Настоящият Колективен трудов договор\nсе подписа в 3 еднообразни екземпляра - по\nедин за всяка от страните и 1 (един) за ИА\n„Главна инспекция по труда”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>РАБОТОДАТЕЛ:\u003C\u002Fp>\n\n\u003Cp>МАРИАН БАЧЕВ\u003C\u002Fp>\n\n\u003Cp>МИНИСТЪР НА КУЛТУРАТА\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>СИНДИКАТ:\u003C\u002Fp>\n\n\u003Cp>МИГЛЕНА БОРИСЛАВОВА\u003C\u002Fp>\n\n\u003Cp>ПРЕДСЕДАТЕЛ НА СС НА КТ „ПОДКРЕПА“ В\nМИНИСТЕРСТВО НА КУЛТУРАТА\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Приложение № 1 към чл. 6, ал. 1, т. 1\u003C\u002Fh4>\n\n\u003Cp>ДО\u003C\u002Fp>\n\n\u003Cp>МИНИСТЪРА НА КУЛТУРАТА\u003C\u002Fp>\n\n\u003Cp>ДО\u003C\u002Fp>\n\n\u003Cp>ПРЕДСЕДАТЕЛЯ НА\u003C\u002Fp>\n\n\u003Cp>СС НА КТ „ПОДКРЕПА“ В МК\u003C\u002Fp>\n\n\u003Cp>ЗАЯВЛЕНИЕ\u003C\u002Fp>\n\n\u003Cp>от\u003C\u002Fp>\n\n\u003Cp>ЕГН,длъжност\u003C\u002Fp>\n\n\u003Cp>Дирекция\u002Fотдел\u002Fслужба\u003C\u002Fp>\n\n\u003Cp>УВАЖАЕМА\u002FИ Г-Н\u002FГ-ЖО МИНИСТЪР,\u003C\u002Fp>\n\n\u003Cp>УВАЖАЕМА\u002FИ Г-Н\u002FГ-ЖО ПРЕДСЕДАТЕЛ,\u003C\u002Fp>\n\n\u003Cp>С настоящото Заявление изразявам\nизричното си желание да се присъединя към\nдействието на Колективния трудов договор,\nсключен между МИНИСТЕРСТВО НА КУЛТУРАТА и\nСС на КТ „ПОДКРЕПА“ при министерството,\nсъгласно разпоредбите на чл. 57, ал. 2 от\nКодекса на труда, при спазване реда и\nусловията, посочени в КТД.\u003C\u002Fp>\n\n\u003Cp>Декларирам, че съм съгласен\u002Fсъгласна да\nвнеса\u002Fда ми бъде удържана присъединителна\nвноска в размер на 1 % от нетното ми\nвъзнаграждение за периода от момента на\nприсъединяване до изтичане действието на\nКТД.\u003C\u002Fp>\n\n\u003Cp>Дата:20....г.\u003C\u002Fp>\n\n\u003Cp>гр..........................\u003C\u002Fp>\n\n\u003Cp>Заявител:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Приложение № 2 към чл. 11, ал. 4\u003C\u002Fh4>\n\n\u003Ch4>ПРАВИЛА ЗА РАБОТА НА СЪВЕТА ЗА СОЦИАЛНО\nСЪТРУДНИЧЕСТВО КЪМ МИНИСТЕРСТВО НА\nКУЛТУРАТА\u003C\u002Fh4>\n\n\u003Cp>ОБЩИ ПОЛОЖЕНИЯ:\u003C\u002Fp>\n\n\u003Cp>Чл.1. Настоящите правила са разработени на\nоснование чл. 11, ал. 4 от Колективния трудов\nдоговор, сключен между Министерство на\nкултурата и синдиката.\u003C\u002Fp>\n\n\u003Cp>Чл.2. Съветът за социално сътрудничество\n(наричан в договора Съвет или ССС) към\nминистерство на културата е постоянно\nдействащ орган, утвърждаващ равноправния\nсоциалния диалог, като основен принцип на\nвзаимоотношения между РАБОТОДАТЕЛЯ и\nСИНДИКАТА и подпомагащ изпълнението на\nКТД.\u003C\u002Fp>\n\n\u003Cp>ПРЕДМЕТ НА ДЕЙНОСТ\u003C\u002Fp>\n\n\u003Cp>Чл.3. Предмет на дейността на Съвета са\nвъпросите, свързани с:\u003C\u002Fp>\n\n\u003Cp>работна сила и заетост;\u003C\u002Fp>\n\n\u003Cp>1.квалификация и преквалификация;\u003C\u002Fp>\n\n\u003Cp>2.работна заплата, доходи, социално\nосигуряване;\u003C\u002Fp>\n\n\u003Cp>3.колективни трудови спорове;\u003C\u002Fp>\n\n\u003Cp>4.работно време, почивки и отпуски;\u003C\u002Fp>\n\n\u003Cp>5.условия на труд;\u003C\u002Fp>\n\n\u003Cp>6.спазване на трудовото\nзаконодателство;\u003C\u002Fp>\n\n\u003Cp>7.състояние и развитие на Министерство на\nкултурата;\u003C\u002Fp>\n\n\u003Cp>8.контрол на изпълнение на КТД.\u003C\u002Fp>\n\n\u003Cp>Чл.4. Съветът разглежда, изготвя, предлага\nстановища и взема решения по въпроси и\nпроблеми съгласно чл. 3.\u003C\u002Fp>\n\n\u003Cp>Чл.5. Съветът предлага възможни механизми\nза решаване на възникнали трудови и\nсоциални конфликти.\u003C\u002Fp>\n\n\u003Cp>УСТРОЙСТВО И СЪСТАВ\u003C\u002Fp>\n\n\u003Cp>Чл.6. (1) ССС се състои от шест члена - трима\nпредставители на Министерство на\nкултурата и трима представители на\nСИНДИКАТА.\u003C\u002Fp>\n\n\u003Cp>(2)Членовете на Съвета се определят и\nупълномощават:\u003C\u002Fp>\n\n\u003Cp>1.за Министерство на културата - от\nминистъра;\u003C\u002Fp>\n\n\u003Cp>2.за Синдиката - от Председателя на\nсиндикалната секция към НСАС\n„Подкрепа“.\u003C\u002Fp>\n\n\u003Cp>(3)Министърът или определен от него\nзаместник, както и председателят на\nсиндикалната секция участват в\nзаседанията на Съвета по право.\u003C\u002Fp>\n\n\u003Cp>(4)При необходимост страните в Съвета\nмогат да канят за участие свои експерти.\u003C\u002Fp>\n\n\u003Cp>ОРГАНИЗАЦИЯ ИА РАБОТА СЪВЕТА\u003C\u002Fp>\n\n\u003Cp>Чл.7. (1) Съветът провежда своите редовни\nзаседания най-малко веднъж на шест\nмесеца.\u003C\u002Fp>\n\n\u003Cp>(5)При необходимост могат да бъдат\nпровеждани и извънредни заседания след\nмотивирано искане на една от страните по\nКТД, като Председателят на Съвета се\nзадължава да го свика в 7-дневен срок от\nпостъпване на искането.\u003C\u002Fp>\n\n\u003Cp>Чл.8. Заседанията на Съвета се водят от\nпредседател, който се определя от квотата\nна работодателя.\u003C\u002Fp>\n\n\u003Cp>Чл.9. Председателят:\u003C\u002Fp>\n\n\u003Cp>1.Свиква и ръководи заседанията;\u003C\u002Fp>\n\n\u003Cp>2.Осигурява всички необходими материали и\nги предоставя на страните най- малко пет\nработни дни преди заседанието.\u003C\u002Fp>\n\n\u003Cp>Чл.10. (1) Заседанията на Съвета се\nпровеждат при участието на всички\nчленове.\u003C\u002Fp>\n\n\u003Cp>(2)На заседанията се води протокол, който\nсе подписва от членовете. Министерство\u003C\u002Fp>\n\n\u003Cp>на културата осигурява протоколчик и\nразмножаване на протоколите.\u003C\u002Fp>\n\n\u003Cp>Чл.11. Съветът взема решенията си с\nобикновено мнозинство. Всички несъгласия\nсе вписват в протоколите на заседанията.\u003C\u002Fp>\n\n\u003Cp>Чл.12. Взетите с обикновено мнозинство\nрешения на Съвета се изпълняват от\nстраните в рамките на техните правомощия.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":44,"EMPCONTR_trigger":48,"SICDIS_trigger":52,"disabilitypay":56,"MEDICAL_trigger":60,"code_application":64,"hivpolicy":68,"WORKFAM_trigger":72,"childcare":76,"WORKHOURS_trigger":79,"tradeunleavdays":83,"WAGES_trigger":87},{"bindId":45,"name":46,"text":47},"cbadate_start","ВЛИЗАНЕ В СИЛА. СРОК И„НА ДЕЙСТВИЕ. ИЗМЕ","ВЛИЗАНЕ В СИЛА. СРОК И„НА ДЕЙСТВИЕ.\nИЗМЕНЕНИЕ.\n\nЧл.46 (1)Настоящият КТД влиза в сила от\n01.12.2025г.\n\n(2) Срокът на действие на този договор е 1\n(една) година.",{"bindId":49,"name":50,"text":51},"EMPCONTR_trigger","РАЗДЕЛ ПЕТИ ТРУДОВА ЗАЕТОСТ. ПРОФЕСИОНАЛ","РАЗДЕЛ ПЕТИ\n\nТРУДОВА ЗАЕТОСТ. ПРОФЕСИОНАЛНО РАЗВИТИЕ\nИ КВАЛИФИКАЦИЯ",{"bindId":53,"name":54,"text":55},"SICDIS_trigger","2.по чл. 222, ал. 2 от КТ - в размер на ","2.по чл. 222, ал. 2 от КТ - в размер на брутното\nтрудово възнаграждение за срок от:\n\nа)3 (три) месеца - при работа от 5 до 10 години\nв МК;",{"bindId":57,"name":58,"text":59},"disabilitypay","(3) Страните се договарят РАБОТОДАТЕЛЯТ ","(3) Страните се договарят РАБОТОДАТЕЛЯТ да\nсключи служебна застраховка \"Злополука”\nи\u002Fили групова рискова застраховка \"Живот”\nна служителите в МК, при наличие на\nфинансова възможност.",{"bindId":61,"name":62,"text":63},"MEDICAL_trigger","РАЗДЕЛ ДЕВЕТИ БЕЗОПАСНОСТ И ЗДРАВЕ ПРИ Р","РАЗДЕЛ ДЕВЕТИ\n\nБЕЗОПАСНОСТ И ЗДРАВЕ ПРИ РАБОТА",{"bindId":65,"name":66,"text":67},"code_application","Чл.24РАБОТОДАТЕЛЯТ осигурява ползването ","Чл.24РАБОТОДАТЕЛЯТ осигурява ползването\nна почивка за хранене, в размер на не\n\nпо-малко от 30 минути, като същата се\nползва от всички служители, и на две\nфизиологични почивки от по 15 минути за\nслужителите при спазване изискванията на\nчл. 151 от КТ, чл. 12 от Закона за здравословни\nи безопасни условия на труд (ЗЗБУТ) и\nНаредба № 15 от 31.05.1999 г. за условията, реда и\nизискванията за разработване и въвеждане\nна физиологични режими на труд и почивка по\nвреме на работа.",{"bindId":69,"name":70,"text":71},"hivpolicy","(2) РАБОТОДАТЕЛЯТ се задължава за своя с","(2) РАБОТОДАТЕЛЯТ се задължава за своя\nсметка всяка година да осигури един\nпрофилактичен медицински преглед на\nслужителите, съгласно нормативната уредба\n- ЗЗБУТ и нормативните актове по\nприлагането му. Страните по КТД следят за\nкачеството на медицинските прегледи.",{"bindId":73,"name":74,"text":75},"WORKFAM_trigger","Чл.25 По искане на бременни, майки с дец","Чл.25 По искане на бременни, майки с деца до\n10-годишна възраст или с дете с увреждане,\nкоето не е настанено в лечебно\n(оздравително, климатично) заведение,;\nкакто и на трудоустроени, РАБОТОДАТЕЛЯТ\nможе да сключи трудов договор, съгласно чл.\n138, ал. 1 от КТ.\n\nЧл.26 (1) Страните договарят основния\nплатен годишен отпуск по чл. 155 от КТ да бъде\n22 (двадесет и два) работни дни.\n\n(2)Платените годишни отпуски се ползват\nслед разрешение на РАБОТОДАТЕЛЯ наведнъж\nили на части в рамките на календарната\nгодина, въз основа на подадено писмено\nзаявление от служителя.\n\n(3)В началото на всяка календарна година,\nно в срок не по-късно от 31 януари,\nРАБОТОДАТЕЛЯТ е длъжен да уведоми писмено\nслужителите за размера на платения годишен\nотпуск, който има право да ползва през\nкалендарната година, включително отложен\nили неизползван от предходни календарни\nгодини.\n\n(4)На работници и служители членове на\nедно семейство, когато и двамата работят в\nМК, се осигурява ползването на платен\nгодишен отпуск едновременно, ако те изявят\nжелание за това.\n\n(5)РАБОТОДАТЕЛЯТ приема, че майката\n(осиновителката), ако заяви желание за това,\nима право да ползва платен отпуск по чл. 155,\nнепосредствено след изтичането на отпуска\nза отглеждане на дете до две годишна\nвъзраст.",{"bindId":77,"name":74,"text":78},"childcare","Чл.25 По искане на бременни, майки с деца до\n10-годишна възраст или с дете с увреждане,\nкоето не е настанено в лечебно\n(оздравително, климатично) заведение,;\nкакто и на трудоустроени, РАБОТОДАТЕЛЯТ\nможе да сключи трудов договор, съгласно чл.\n138, ал. 1 от КТ.",{"bindId":80,"name":81,"text":82},"WORKHOURS_trigger","РАЗДЕЛ ШЕСТИ РАБОТНО ВРЕМЕ. ПОЧИВКИ. ОТП","РАЗДЕЛ ШЕСТИ\n\nРАБОТНО ВРЕМЕ. ПОЧИВКИ. ОТПУСКИ.",{"bindId":84,"name":85,"text":86},"tradeunleavdays","1.осигурява ползването на отпуск на член","1.осигурява ползването на отпуск на\nчленовете на синдикалните ръководства по\nреда на чл. 159 от КТ в рамките на една\nкалендарна година, както следва:\n\n-за членовете на синдикалното\nръководство - 48 часа;\n\n-за членовете на централните синдикални\nръководства - 72 часа;",{"bindId":88,"name":89,"text":90},"WAGES_trigger","РАЗДЕЛ СЕДМИ ТРУДОВИ ВЪЗНАГРАЖДЕНИЯ. ОБЕ","РАЗДЕЛ СЕДМИ\n\nТРУДОВИ ВЪЗНАГРАЖДЕНИЯ. ОБЕЗЩЕТЕНИЯ.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>BGR Ministry of Culture of the Republic of Bulgaria - 2025\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Начална дата: → 2025-12-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Крайна дата: → 2026-11-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Наименование на индустрията: → Public administration, police, interest groups\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Наименование на индустрията: → Публична администрация, Държавно управление в областта на здравеопазването, образованието и други социални дейности, без социално осигуряване\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Обществен\u002Fчастен сектор: → В публичния сектор\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Извършено от:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Наименование на компанията: → \n                        МИНИСТЕРСТВО НА КУЛТУРАТА\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Наименования на профсъюзите: → \n\n                \n                    \n                    \u003Cspan>\n                        Подкрепа - Конфедерация на труда, PODKREPA - Trade Union of the Administrative Employees\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">СОЦИАЛНИ ОСИГУРОВКИ И ПЕНСИИ\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Работодателят плаща вноски в пенсионния фонд за служителите: → Не\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Работодателят плаща вноски във фонд за хора с увреждания за служителите: → Не\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Работодателят плаща вноски във фонд „Безработица“ за служителите: → Да\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">ОБУЧЕНИЕ\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Програми за обучение: → Да\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Чиракуване: → Не\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Работодателят плаща вноски във фонд за обучение за служителите: → Не\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ЗАБОЛЯВАНЕ И ИНВАЛИДНОСТ\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Разпоредби относно връщане на работа след продължително заболяване, напр. лечение на рак: → Не\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Платен отпуск поради менструално неразположение: → Не\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Плащане в случай на инвалидност вследствие на инцидент на работа: → Да\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ЗДРАВЕ И БЕЗОПАСНОСТ, И МЕДИЦИНСКА ПОМОЩ\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Споразумение за медицинска помощ: → Не\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Споразумение за медицинска помощ за роднини: → Не\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Споразумение за вноски за здравно осигуряване: → Да\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Споразумение за здравно осигуряване на роднини: → Не\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Споразумение за политика за здраве и безопасност: → Да\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Споразумение за обучение за здраве и безопасност: → Не\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Предоставено защитно облекло: → Не\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Регулярни или годишни медицински прегледи или посещения, осигурени от работодателя: → Да\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Наблюдение на костно-мускулната система на работното място, професионални рискове и\u002Fили връзка между работата и здравето: → The relationship between work and health\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Помощ при погребение: → Не\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ПРОФЕСИОНАЛНИ И СЕМЕЙНИ СПОРАЗУМЕНИЯ\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Сигурност на работното място след отпуска по майчинство: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Забрана за дискриминация поради майчинство: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Забрана да се задължават бременни или кърмещи работници да извършват опасна или нездравословна работа: → Не\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Оценка на риска на работното място за здравето и безопасността на бременни или кърмещи жени: → Не\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Наличност на алтернативи при опасна или нездравословна работа при бременни или кърмещи работници: → Да\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Неприсъствено време за пренатални медицински прегледи: → Не\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Забрана за проверка за бременност преди регулиране на нестандартни работници: → Не\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Забрана за проверка за бременност преди повишаване: → Не\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Помещения за кърмещи майки: → Не\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Предоставени от работодателя детски заведения: → Не\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Субсидирани от работодателя детски заведения: → Не\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Заплатено обучение\u002Fсубсидия за образованието на децата: → Не\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Платен отпуск през годината в случай на грижа за роднини: → Insufficient data дни\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Отпуск в дни в случай на смърт на роднина: → The CBA explicitly refers to the law дни\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">РАБОТНИ ДОГОВОРИ\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Работници на непълно работно време са изключени от разпоредбите: → Не\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Разпоредби за временно наети работници: → Не\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Чираци, изключени от разпоредбите: → Не\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Временна работа\u002Fработа за студенти изключена от разпоредбите: → Не\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">РАБОТНИ ЧАСОВЕ, ГРАФИЦИ И ПРАЗНИЦИ\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Платен годишен отпуск: → 22.0 дни\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Платен годишен отпуск: → -9.0 седмици\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Споразумение за почивни дни най-малко един ден седмично: → Да\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Максимален брой недели\u002Fбанкови празници, през които може да се работи годишно: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Платен отпуск за дейности, свързани с профсъюза: → 6.0 дни\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Платен отпуск за съблюдаване на съдебни или административни задължения: → 2.0 дни\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Разпоредби за гъвкави условия на труд: → Да\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">ЗАПЛАТИ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Заплати, определени на базата на скали със заплащане: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Корекция според нарастващите разходи за живот: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Премия за работа вечер или на нощна смяна\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Премия само за работа на нощна смяна: → Да\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Плащане за дежурства\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Плащания за дежурства само в събота: → Не\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Плащане за дежурства за всички дни през седмицата: → Не\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Премия за работа в извънработно време\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Премия за работа в неделя\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Ваучери за хранене\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Предоставени надбавки за хранене: → Не\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Безплатна правна помощ: → Не\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[96],{"title":37,"slug":33},[98],{"type":99,"data":100},"call_to_action_body_block",{"title":101,"description":102,"variant":103,"link":104},"Сравнете колективни договори","Сравнявайте статии от Колективните споразумения от България по сектор, тема и 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твоите права и гаранции","\u002Fbg-bg\u002Frabota-v-bulgariya\u002Ftrudovo-pravo",[149,153,157,161,165,169,173,177,181,185,189],{"title":150,"seo_title":8,"description":7,"path":151,"redirect_url":7,"locale":18,"children":152},"Работа и заплати","\u002Fbg-bg\u002Frabota-v-bulgariya\u002Ftrudovo-pravo\u002Frabota-i-zaplati",[],{"title":154,"seo_title":8,"description":7,"path":155,"redirect_url":7,"locale":18,"children":156},"Възнаграждение и работно време","\u002Fbg-bg\u002Frabota-v-bulgariya\u002Ftrudovo-pravo\u002Fvuznagrazhdenie-i-rabotno-vreme",[],{"title":158,"seo_title":8,"description":7,"path":159,"redirect_url":7,"locale":18,"children":160},"Годишен отпуск и празници","\u002Fbg-bg\u002Frabota-v-bulgariya\u002Ftrudovo-pravo\u002Fgodishen-otpusk-i-praznitsi",[],{"title":162,"seo_title":8,"description":7,"path":163,"redirect_url":7,"locale":18,"children":164},"Договори и 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отношение","\u002Fbg-bg\u002Frabota-v-bulgariya\u002Ftrudovo-pravo\u002Fspravedlivo-otnosheniye",[],{"title":190,"seo_title":8,"description":7,"path":191,"redirect_url":7,"locale":18,"children":192},"Профсъюзи","\u002Fbg-bg\u002Frabota-v-bulgariya\u002Ftrudovo-pravo\u002Fprofsuyuzi",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":18,"children":194},[195],{"title":101,"seo_title":8,"description":7,"path":105,"redirect_url":7,"locale":18,"children":196},[],{"title":198,"seo_title":8,"description":7,"path":199,"redirect_url":7,"locale":18,"children":200},"С какво се занимаваме","\u002Fbg-bg\u002Fs-kakvo-se-zanimavame",[201,205,211,216,221],{"title":202,"seo_title":8,"description":7,"path":203,"redirect_url":7,"locale":18,"children":204},"Данни и услуги","\u002Fbg-bg\u002Fs-kakvo-se-zanimavame\u002Fdanni-uslugi",[],{"title":206,"seo_title":8,"description":7,"path":207,"redirect_url":208,"locale":209,"children":210},"Проекти","\u002Fbg-bg\u002Fs-kakvo-se-zanimavame\u002Fproekti","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":212,"seo_title":8,"description":7,"path":213,"redirect_url":214,"locale":209,"children":215},"Събития","\u002Fbg-bg\u002Fs-kakvo-se-zanimavame\u002Fsbitiya","\u002Fwhat-we-do\u002Fevents",[],{"title":217,"seo_title":8,"description":7,"path":218,"redirect_url":219,"locale":209,"children":220},"Публикации","\u002Fbg-bg\u002Fs-kakvo-se-zanimavame\u002Fpublikacii","\u002Fwhat-we-do\u002Fpublications",[],{"title":222,"seo_title":8,"description":7,"path":223,"redirect_url":224,"locale":209,"children":225},"Новини и истории","\u002Fbg-bg\u002Fs-kakvo-se-zanimavame\u002Fnovini-istorii","\u002Fwhat-we-do\u002Fnews-stories",[],{"title":227,"seo_title":8,"description":7,"path":228,"redirect_url":7,"locale":18,"children":229},"За нас","\u002Fbg-bg\u002Fza-nas",[230,252,257,262,267,272],{"title":231,"seo_title":8,"description":7,"path":232,"redirect_url":7,"locale":18,"children":233},"Кои сме ние","\u002Fbg-bg\u002Fza-nas\u002Fkoi-sme-nie",[234,239,244,248],{"title":235,"seo_title":8,"description":7,"path":236,"redirect_url":237,"locale":209,"children":238},"Работете с нас","\u002Fbg-bg\u002Fza-nas\u002Fkoi-sme-nie\u002Frabotete-s-nas","\u002Fabout\u002Fwho-we-are\u002Fjobs",[],{"title":240,"seo_title":8,"description":7,"path":241,"redirect_url":242,"locale":209,"children":243},"Стажове","\u002Fbg-bg\u002Fza-nas\u002Fkoi-sme-nie\u002Fstazhove","\u002Fabout\u002Fwho-we-are\u002Finternships",[],{"title":245,"seo_title":8,"description":7,"path":246,"redirect_url":7,"locale":18,"children":247},"Нашата 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