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Пловдив между:\u003C\u002Fp>\n\n\u003Cp>Пловдивския университет „Паисий\nХилендарски“ със седалище и адрес на\nуправление гр. Пловдив, ул. „Цар Асен“ 24,\nпредставляван от проф. д-р Румен Димитров\nМладенов - Ректор на Пловдивски\nуниверситет „Паисий Хилендарски“,\nнаричан нататък за по-кратко РАБОТОДАТЕЛ,\u003C\u002Fp>\n\n\u003Cp>Филиал - Смолян със седалище и адрес на\nуправление гр. Смолян, ул. „Дичо Петров“ 32,\nпредставляван от проф. д.ф.н. Елена Тодорова\nНиколова - директор на Филиал - Смолян,\u003C\u002Fp>\n\n\u003Cp>Филиал „Любен Каравелов“, гр. Кърджали\nсъс седалище и адрес на управление гр.\nКърджали, бул. „Беломорски“ 26,\nпредставляван от доц. д-р Елисавета\nГеоргиева Семерджиева - директор на Филиал\n„Любен Каравелов“, гр. Кърджали, от една\nстрана и\u003C\u002Fp>\n\n\u003Cp>СИНДИКАЛНИТЕ ОРГАНИЗАЦИИ:\u003C\u002Fp>\n\n\u003Cp>1.Национален браншов синдикат „Висше\nобразование и наука“ - КНСБ (НБС ВОН - КНСБ),\nпредставляван от своя председател доц. д-р\nБорислава Петкова Костова,\u003C\u002Fp>\n\n\u003Cp>2.Синдикат „Висше образование“, КТ\n„Подкрепа“ (СВО, КТ „Подкрепа“),\nпредставлявана от своя председател проф.\nд-р Марина Спасова Иванова,\u003C\u002Fp>\n\n\u003Cp>3.Синдикална организация\n„Преподаватели“ при ПУ „Паисий\nХилендарски“ (СО „Преподаватели“),\nпредставлявана от своя председател проф.\nд-р Станка Иванова Хаджиколева,\u003C\u002Fp>\n\n\u003Cp>4.Асоциация на демократичните синдикати\n(АДС) при ПУ „Паисий Хилендарски“,\nпредставлявана от своя председател доц. д-р\nГинка Калчева Екснер,\u003C\u002Fp>\n\n\u003Cp>наричани нататък за по-кратко СИНДИКАТИ,\nот друга страна, на основание чл. 51а, чл. 54,\nал. 1 от Кодекса на труда (КТ) и действащите\nнормативни законови и подзаконови актове в\nРепублика България се сключи настоящият\nКОЛЕКТИВЕН ТРУДОВ ДОГОВОР (КТД) за\nследното:\u003C\u002Fp>\n\n\u003Ch2>I. ОБЩИ ПОЛОЖЕНИЯ\u003C\u002Fh2>\n\n\u003Cp>Чл. 1. (1) Страните по КТД се задължават в\nхода на социалното партньорство да\nпроявяват взаимно уважение, зачитане и\nдобронамерено съгласуване на интересите\nси за осигуряване на необходимите условия\nза функциониране на системата на\nПловдивския университет „Паисий\nХилендарски“ по пътя на социалния диалог,\nосноваващ се на принципа на\nравнопоставеността между договарящите се\nпартньори.\u003C\u002Fp>\n\n\u003Cp>(2)В този договор Пловдивският\nуниверситет „Паисий Хилендарски“ за по-\nкратко ще се нарича УНИВЕРСИТЕТ, филиалите\nна Пловдивския университет: Филиал - Смолян\nи Филиал - Кърджали, а работещите в тях -\nпреподаватели и непреподаватели\n(служители и работници).\u003C\u002Fp>\n\n\u003Ch2>II. ПРЕДМЕТ И ДЕЙСТВИЕ\u003C\u002Fh2>\n\n\u003Cp>Чл. 2. (1) Настоящият КТД урежда трудовите,\nосигурителните, социалните отношения и\nвъпроси на жизненото равнище, които не са\nуредени с повелителните разпоредби на\nдействащата законодателна и нормативна\nуредба на Република България, съгласно чл.50\nал.1 на КТ, с цел предотвратяване на\nконфликти и запазване на социалния\nдиалог.\u003C\u002Fp>\n\n\u003Cp>(2)КТД се прилага на територията на\nУниверситета, Филиал - Смолян и Филиал -\nКърджали и се отнася единствено за\nчленовете на синдикалните организации,\nстрани по договора, съгласно чл.57 ал. 1 от КТ,\nкакто и за присъединилите се към този КТД\nпреподаватели и непреподаватели на\nУниверситета, Филиал - Смолян и Филиал -\nКърджали, съгласно условията и реда на чл.\n57, ал. 2 от КТ и чл. 47 от настоящия КТД.\u003C\u002Fp>\n\n\u003Cp>Чл. 3. Клаузите по КТД са съобразени с\nдействащото към момента на сключване\nзаконодателство на Република България и са\nнасочени към практическото прилагане на\nдоговореното в КТД.\u003C\u002Fp>\n\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">Чл. 4. При възникнали спорове и казуси по\nизпълнението на настоящия КТД същите се\nразрешават при стриктно спазване на\nизискванията на действащото\nзаконодателство на Република България и\nпри спазване на принципите за социално\nпартньорство с цел консенсусното им\nуреждане в условията на предотвратяване на\nконфликти, взаимно уважение, откритост и\nдиалог.\u003C\u002Fdiv>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">Чл. 5. Не се допуска дискриминация при\nприлагането на настоящия КТД, основана на\nпол, раса, вероизповедание, етническа\nпринадлежност и политически убеждения.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Чл. 6. При възникнали промени в\nзаконодателната или в нормативната уредба\nна Република България, касаещи\nвзаимоотношенията между страните по\nнастоящия КТД, същият се актуализира с\nанекси.\u003C\u002Fp>\n\n\u003Cp>Чл. 7. С настоящия КТД се договарят въпроси\nпо отношение на:\u003C\u002Fp>\n\n\u003Cp>1.Трудовите и осигурителните права:\u003C\u002Fp>\n\n\u003Cp>1.1.Трудовата заетост и професионалната\nквалификация;\u003C\u002Fp>\n\n\u003Cp>1.2.Работното време, почивките и\nотпуските;\u003C\u002Fp>\n\n\u003Cp>1.3.Трудовите възнаграждения и\nобезщетенията;\u003C\u002Fp>\n\n\u003Cp>1.4.Здравословните и безопасни условия на\nтруд.\u003C\u002Fp>\n\n\u003Cp>2.Социално-битовото и културното\nобслужване (СБКО).\u003C\u002Fp>\n\n\u003Cp>3.Условията за придобиване на права по\nклаузите на този договор.\u003C\u002Fp>\n\n\u003Cp>Чл. 8. Договарящите се страни си поставят\nприоритетна цел да обсъждат възможностите\nза повишаване на възнагражденията и на\nсредствата за СБКО.\u003C\u002Fp>\n\n\u003Ch2>III. ПРАВА И ЗАДЪЛЖЕНИЯ НА СТРАНИТЕ\u003C\u002Fh2>\n\n\u003Cp>Чл. 9. Страните по настоящия КТД поемат\nзадължението да следят за прилагането му,\nкато взаимно си сътрудничат при неговото\nизпълнение.\u003C\u002Fp>\n\n\u003Cp>Чл. 10. Страните по настоящия КТД се\nзадължават да не уронват престижа на\nУниверситета и да работят за издигане на\nнеговия авторитет.\u003C\u002Fp>\n\n\u003Cp>Чл. 11. Страните по настоящия КТД имат\nправо да преговарят и предоговарят клаузи\nв договора през периода на неговото\nдействие при промяна в нормативната уредба\nна Република България или при съществени\nизменения на социално- икономическата\nмакрорамка на страната и на Университета.\u003C\u002Fp>\n\n\u003Cp>Чл. 12. РАБОТОДАТЕЛЯТ и СИНДИКАТИТЕ се\nзадължават на основание на чл. 58 от КТ да\nзапознаят преподавателите и\nнепреподавателите в Университета, във\nФилиал - Смолян и Филиал - Кърджали с\nподписания КТД в едномесечен срок след\nвписването му в регистъра на Регионалните\nинспекции по труда.\u003C\u002Fp>\n\n\u003Ch3>III.А. Права и задължения на\nРАБОТОДАТЕЛЯ\u003C\u002Fh3>\n\n\u003Cp>Чл. 13. РАБОТОДАТЕЛЯТ създава\nорганизационни и икономически условия за\nповишаване качеството на учебната и\nнаучноизследователската дейност, на\nквалификацията на преподавателите и\nнепреподавателите и подпомага участието в\nнаучни форуми в страната и чужбина. За\nпостигане на тези цели РАБОТОДАТЕЛЯТ\nнасочва средства при наличие на финансови\nвъзможности за подобряване на условията на\nтруд и пълноценно осъществяване на\nтрудовия процес.\u003C\u002Fp>\n\n\u003Cp>Чл. 14. РАБОТОДАТЕЛЯТ се задължава на\nоснование чл. 52, ал.1, т.2 от КТ да предостави\nна СИНДИКАТИТЕ в 15-дневен срок от датата на\nписменото поискване информация за\nикономическото и финансово състояние на\nУниверситета и филиалите, която е от\nзначение за сключване на КТД, при спазване\nизискването за поверителност от страна на\nСИНДИКАТИТЕ (когато е приложимо, при\nдекларирано съгласие за конфиденциалност).\nИнформацията може да бъде отказана при\nобстоятелства, които биха нанесли вреди на\nРАБОТОДАТЕЛЯ.\u003C\u002Fp>\n\n\u003Cp>Чл. 15. В рамките на социалния диалог\nРАБОТОДАТЕЛЯТ заявява намеренията си за\nпромяна на работните заплати съобразно\nинфлационния индекс за предходната\nфинансова година при отчитане на\nфинансовото състояние на Университета и\nфилиалите.\u003C\u002Fp>\n\n\u003Ch3>III.Б. Права и задължения на СИНДИКАТИТЕ\u003C\u002Fh3>\n\n\u003Cp>Чл. 16. Право на СИНДИКАТИТЕ е да\nпреговарят с РАБОТОДАТЕЛЯ по клаузите в\nКТД във връзка с подобряването и\nусъвършенстването на трудовоправните\nотношения, икономическите и социалните\nправа и придобивки на своите членове и да\nоказват съдействие за изпълнение на\nтрудовия процес.\u003C\u002Fp>\n\n\u003Cp>Чл. 17. Право на СИНДИКАТИТЕ е да оказват\nсъдействие за изпълнение на трудовия\nпроцес и да преговарят с РАБОТОДАТЕЛЯ:\u003C\u002Fp>\n\n\u003Cp>1.за подобряването и усъвършенстването на\nтрудовоправните отношения, икономическите\nи социалните права и придобивки на своите\nчленове и присъединилите се към КТД;\u003C\u002Fp>\n\n\u003Cp>2.по клаузите в КТД.\u003C\u002Fp>\n\n\u003Cp>Чл. 18.(1) СИНДИКАТИТЕ представят пред\nРАБОТОДАТЕЛЯ общите\u003C\u002Fp>\n\n\u003Cp>интереси на преподавателите и\nнепреподавателите в Университета и\nфилиалите по предвидените случаи в КТ и по\nчл.7 от настоящия КТД.\u003C\u002Fp>\n\n\u003Cp>(2)СИНДИКАТИТЕ се задължават да:\u003C\u002Fp>\n\n\u003Cp>1.разработват ежегодно подробен план за\nразпределението на средствата по фонд\nСБКО. Планът за разходването им се\nутвърждава от Общото събрание на\nработещите в Университета и филиалите в\nпървото тримесечие на всяка календарна\nгодина;\u003C\u002Fp>\n\n\u003Cp>2.информират своите членове за\nпреговорните процеси, водени с\nРАБОТОДАТЕЛЯ.\u003C\u002Fp>\n\n\u003Cp>Чл. 19. (1) СИНДИКАТИТЕ имат право, в\nсъответствие с чл. 37 от КТ, при покана от\nстрана на РАБОТОДАТЕЛЯ, да участват в\nуниверситетските комисии, когато това е\nсвързано с подготовката и актуализацията\nна всички вътрешни правилници и наредби,\nкоито се отнасят до трудовите отношения:\u003C\u002Fp>\n\n\u003Cp>1.Вътрешните правила за организация на\nработната заплата;\u003C\u002Fp>\n\n\u003Cp>2.Определяне на методиката за формиране\nна допълнително материално стимулиране по\nфакултети и филиали;\u003C\u002Fp>\n\n\u003Cp>3.Правила за организация на учебния\nпроцес в частта за възнаграждения за\nнаднормени часове;\u003C\u002Fp>\n\n\u003Cp>4.Правила за вътрешния трудов ред;\u003C\u002Fp>\n\n\u003Cp>5.Правилник за безопасни условия на\nтруд;\u003C\u002Fp>\n\n\u003Cp>6.Етичен кодекс.\u003C\u002Fp>\n\n\u003Cp>(2)РАБОТОДАТЕЛЯТ уведомява писмено\nСИНДИКАТИТЕ 7 (седем) календарни дни преди\nвсяко обсъждане и предоставя работните\nматериали, предмет на обсъждането.\u003C\u002Fp>\n\n\u003Ch2>IV. ТРУДОВА ЗАЕТОСТ, ОБУЧЕНИЕ И\nКВАЛИФИКАЦИЯ\u003C\u002Fh2>\n\n\u003Cp>Чл. 20. (1) Административните длъжности, с\nизключение на техническия и помощния\nперсонал, подпомагат преподавателската\nработа, научноизследователската работа и\nхудожественотворческата дейност на\nакадемичния състав на Университета и\nфилиалите.\u003C\u002Fp>\n\n\u003Cp>(2)Броят и видовете длъжности по\nструктурни звена се определят в щатното\nразписание на Университета и филиалите,\nкоито са посочени в приложения № 1.1, № 1.2 и\n№ 1.3 на КТД.\u003C\u002Fp>\n\n\u003Cp>(3)При придобито право на пенсия за\nосигурителен стаж и възраст на\nнехабилитираните преподавателите и\nучебно-помощния персонал, пряко свързан с\nосигуряването на учебния процес, трудовите\nправоотношения се прекратяват в края на\nсеместъра - към 31.01 или към 30.06 на\nсъответната година.\u003C\u002Fp>\n\n\u003Cp>(4)Трудовите правоотношения на\nнехабилитираните преподаватели, на лицата\nпо чл. 20, ал. 1 и на техническия и помощния\nперсонал, придобили право на пенсия през\nюли и август, се прекратяват към датата на\nпридобиване на право на пенсиониране.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>Чл. 21. РАБОТОДАТЕЛЯТ, със съдействието на\nСИНДИКАТИТЕ, се задължава да създаде\nподходящи условия за работа на\nтрудоустроените и ползващите се с особена\nзакрила лица (бременни жени, майки с деца до\n6-годишна възраст и др.).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Чл. 22. РАБОТОДАТЕЛЯТ създава комисия за\nопределяне работните места за\nтрудоустроени, в състава на която влизат\nотговорникът по „Безопасност и здраве при\nработа“ и представители на СИНДИКАТИТЕ.\u003C\u002Fp>\n\n\u003Cp>Чл. 23. При прекратяване на трудовите\nправоотношения по чл. 328, ал. 1 , т. 2 и т. З от\nКТ в рамките на утвърдената численост на\nперсонала, РАБОТОДАТЕЛЯТ спазва следните\nусловия:\u003C\u002Fp>\n\n\u003Cp>1.Информират СИНДИКАТИТЕ за:\u003C\u002Fp>\n\n\u003Cp>а)причините и необходимостта от\nнамаляване числеността на персонала;\u003C\u002Fp>\n\n\u003Cp>б)броя и длъжностите, подлежащи на\nсъкращение по категории административна\nдлъжност, академична длъжност и\nпрофесионално направление;\u003C\u002Fp>\n\n\u003Cp>в)възможностите за пренасочване на\nосвободените служители на други работни\nместа в системата на Пловдивския\nуниверситет.\u003C\u002Fp>\n\n\u003Cp>2.В съответствие с чл. 333, ал. 4 от КТ,\nРАБОТОДАТЕЛЯТ прекратява трудовите\nправоотношения по чл. 328, ал. 1, т. 2 и т. 3 от КТ\nс работници и служители, членове на\nсиндикатите - страна по договора, след\nпредварително съгласие на съответната\nсиндикална организация.\u003C\u002Fp>\n\n\u003Cp>Чл. 23а. СИНДИКАТИТЕ се задължават в срок\nдо три работни дни от деня, следващ датата\nна получаването на искането, да изразят\nмнение по чл. 23, т. 2.\u003C\u002Fp>\n\n\u003Cp>Чл. 23б. За работниците и служителите,\nчленове на СИНДИКАТИТЕ, срокът на\nпредизвестие при прекратяване на\nтрудовите правоотношения по чл. 328, ал. 1, т.1,\nт. 2, т. 3 и т. 10 от КТ е 2 месеца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">Чл. 24. Съобразно финансовите възможности\nна Университета и филиалите същите\nежегодно осигуряват необходимите\nматериални, технически, организационни и\nфинансови условия за професионална\nквалификация и преквалификация на\nработещите в Университета и филиалите, за\nпреподавателите - по предложения на\nсъответния ФС, а за останалите работещи -\nспоред заеманата длъжност и по предложение\nна прекия ръководител.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">V. РАБОТНО ВРЕМЕ, ОТПУСКИ\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>Чл. 25. (1) В съответствие с КТ РАБОТОДАТЕЛЯТ\nгарантира на работещите в Университета и\nфилиалите петдневна работна седмица.\u003C\u002Fp>\n\n\u003Cp>1.За непреподавателите тя е с 40 часа\nседмична трудова заетост и 8-часов работен\nден или на ненормиран работен ден, според\nиндивидуалния трудов договор.\u003C\u002Fp>\n\n\u003Cp>2.Преподавателският състав работи по\nизработен график на учебните седмични\nразписания и съгласно ЗВО и КТ.\u003C\u002Fp>\n\n\u003Cp>3.Структурата на работното време на\nотделните групи персонал и начинът му на\nотчитане се урежда с КТ, Правилниците на\nвътрешния трудов ред на Университета и\nфилиалите и решенията на АС.\u003C\u002Fp>\n\n\u003Cp>Чл. 26. (1) Преподавателският състав в\nУниверситета и филиалите ползва 48 дни\nгодишен платен отпуск.\u003C\u002Fp>\n\n\u003Cp>(2)Всеки непреподавател в Университета и\nфилиалите ползва 28 дни платен годишен\nотпуск.\u003C\u002Fp>\n\n\u003Cp>(3)Лицата от непреподавателския състав с\nнамалена трудоспособност с 50% или над 50%\nползват 31 работни дни платен годишен\nотпуск.\u003C\u002Fp>\n\n\u003Cp>Чл. 27. Лицата, които имат право на\nдопълнителен платен годишен отпуск,\nсъгласно КТ и настоящия КТД, са:\u003C\u002Fp>\n\n\u003Cp>(1)Непреподавателите, които работят при\nспецифични условия на труд, като размерът\nсе определя съгласно изискванията на чл. 2\nот Постановление на МС №267 от 2005 г.\nИзискването за работа в специфични условия\nна труд, не по-малко от половината от\nзаконоустановеното работно време, се\nудовлетворява на шестмесечие със\nспециална заповед от РАБОТОДАТЕЛЯ.\u003C\u002Fp>\n\n\u003Cp>(2)Непреподавателският състав, работещ\nпри ненормирано работно време:\u003C\u002Fp>\n\n\u003Cp>-ръководители и началници на отдели - 12\nдни допълнителен платен годишен отпуск;\u003C\u002Fp>\n\n\u003Cp>-всички останали - 8 дни допълнителен\nплатен годишен отпуск.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cp>(3)Допълнителни дни платен годишен отпуск\nсе полагат:\u003C\u002Fp>\n\n\u003Cp>1.на работещ в Университета родител (майка\nили самотен баща) с 2 деца до 18-годишна\nвъзраст - 5 работни дни;\u003C\u002Fp>\n\n\u003Cp>2.на работещ в Университета родител (майка\nили самотен баща) с 3 и повече деца до\n18-годишна възраст - 6 работни дни;\u003C\u002Fp>\n\n\u003Cp>3.при кръводаряване - 2 работни дни;\u003C\u002Fp>\n\n\u003Cp>4.при сключване на граждански брак - 5\nработни дни;\u003C\u002Fp>\n\n\u003Cp>5.при смърт в семейството на родител, дете,\nсъпруг, брат, сестра и родител на другия\nсъпруг или други роднини по права и\nсъребрена линия - 5 работни дни;\u003C\u002Fp>\n\n\u003Cp>6.при раждане\u002F осиновяване на дете - 5\nработни дни за бащата.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">VI. ТРУДОВИ ВЪЗНАГРАЖДЕНИЯ И\nОБЕЗЩЕТЕНИЯ\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>Чл. 28. Средствата за работна заплата се\nформират съгласно Методиката по чл. 90, ал. 5\nи 6 от ЗВО, утвърдена и приета с Решение № 22\nна Академичен съвет (АС) от 29.01.2024 г.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Чл. 29. Размерът и механизмите за формиране\nна основните месечни работни заплати на\nпреподавателите и началните (стартови)\nосновни месечни работни заплати на\nнепреподавателите в Университета и\nфилиалите се договарят между социалните\nпартньори, страни по настоящия договор при\nотчитане на чл. 242, чл. 245, чл. 247, чл.259 от КТ и\nчл. 5 от Наредбата за структурата и\nорганизацията на работната заплата (НСОРЗ),\nприета с ПМС № 4 от 17.01.2007 г. и се включват\nвъв Вътрешните правила за работна\nзаплата.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>VI.А. Заплащане труда на преподавателския\nсъстав\u003C\u002Fh3>\n\n\u003Cp>Чл. 30. (1) Преподавателският състав\nполучава месечни възнаграждения за\nположения труд в съответствие с чл. 30 (2) от\nнастоящия КТД, с приетите от АС Вътрешни\nправила за работна заплата в Университета\nи издадената на основание на тях заповед на\nРАБОТОДАТЕЛЯ.\u003C\u002Fp>\n\n\u003Cp>(2) Договорените размери на началните\nосновни месечни работни заплати по\nдлъжности и професии са част от настоящия\nКТД (Приложения № 2.1, № 2.2 и № 2.3).\u003C\u002Fp>\n\n\u003Cp>Чл. 31. В случаи на заболяване на\nпреподавател, удостоверено с необходимите\nмедицински документи, РАБОТОДАТЕЛЯТ взема\nрешение за редуциране на учебната му\nзаетост по предложение на КС и решение на\nсъответния ФС.\u003C\u002Fp>\n\n\u003Cp>Чл. 32. Заплащането на наднормените часове\nна преподавателите се извършва след\nприключване на съответната учебна година.\nТо се осъществява по предложение на\nБюджетната комисия и с решение на\nАкадемичния съвет, съгласно Вътрешните\nправила за работната заплата на\nУниверситета и филиалите.\u003C\u002Fp>\n\n\u003Ch3>VI.Б. Допълнителни възнаграждения\u003C\u002Fh3>\n\n\u003Cp>Чл. 33. На работещите в Университета и\nфилиалите могат да се изплащат\nдопълнителни трудови възнаграждения. Те се\nопределят съобразно чл. 15, 16 и 17 от\nМетодиката по чл. 90, ал. 5 и 6 от ЗВО за\nразпределението на приходите от такси за\nобучение и на средствата от държавния\nбюджет за издръжка на обучението по\nпрофесионални направления и структурни\nзвена в Пловдивския университет и\nфилиалите, утвърдена с Решение № 22 на\nАкадемичния съвет от 29.01.2024 г., и в\nсъответствие с Вътрешните правила за\nработната заплата.\u003C\u002Fp>\n\n\u003Cp>Чл. 34. Трудовите възнаграждения за\nдопълнителни дейности (магистърски\nпрограми, докторантски програми, курсове,\nспециализации и др.) се изплащат в рамките\nна предвидените средства с план-сметка.\nКонкретните размери на възнаграждението\nсе предлагат от ръководителите на\nпрограмите, утвърждават се от деканите на\nфакултетите и се начисляват в съответствие\nсъс заповед на РАБОТОДАТЕЛЯ.\u003C\u002Fp>\n\n\u003Cp>Чл. 35 (1). При финансова възможност за\nсъответната календарна година\nдопълнителните трудови възнаграждения за\nпридобита научна степен се определят от АС\nпо предложение на бюджетната комисия в\nразмер не по-малко от:\u003C\u002Fp>\n\n\u003Cp>-178,95 евро за ОНС „доктор“;\u003C\u002Fp>\n\n\u003Cp>-306,78 евро НС „доктор на науките“.\u003C\u002Fp>\n\n\u003Cp>При недостиг на средства допълнителните\nтрудови възнаграждения за ОНС „доктор“ и\nНС „доктор на науките“ се определят от АС\nпо предложение на бюджетната комисия за\nсъответната календарна година.\u003C\u002Fp>\n\n\u003Cp>Това се прилага в случаите, когато\nнаучната степен съответства на\nизпълняваната трудова функция и е в нейния\nпрофесионален обхват.\u003C\u002Fp>\n\n\u003Cp>(2)Допълнителното трудово възнаграждение\nза придобит трудов стаж и професионален\nопит се определя в съответствие с\nнормативната уредба на Република България\nи е в размер на:\u003C\u002Fp>\n\n\u003Cp>-1,3% за преподавателския състав за всяка\nгодина трудов стаж и професионален опит;\u003C\u002Fp>\n\n\u003Cp>-1,5% за непреподавателския състав за всяка\nгодина трудов стаж и професионален опит.\u003C\u002Fp>\n\n\u003Cp>(3)При финансова възможност за\nсъответната календарна година работещите\nна основен трудов договор, с решение на АС\nпо предложение на бюджетната комисия,\nполучават доплащане към основната си\nмесечна заплата в размер на не по-малко от\n61,36 € три години преди придобиване право на\nпенсия и след подаване на заявление до\nРАБОТОДАТЕЛЯ. Доплащането получават само\nлицата, чийто осигурителен доход е под\nмаксималния.\u003C\u002Fp>\n\n\u003Cp>Чл. 36. (1) За всеки отработен час нощен труд\nпо чл. 140, ал. 2 от КТ се заплаща от\nРАБОТОДАТЕЛЯ допълнително трудово\nвъзнаграждение, съобразно нормативната\nуредба.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">(4)Минималният размер за заплащане на час\nнощен труд е 0,15 % от минималната работна\nзаплата, установена за страната, съгласно\nчл. 8 от Наредбата за структурата и\nорганизацията на работната заплата.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-EMPCONTR_trigger\">\u003Ch3>VI.В. Обезщетения при прекратяване на\nтрудови правоотношения\u003C\u002Fh3>\n\n\u003Cp>Чл. 37. На работниците и служителите,\nчленове на СИНДИКАТИТЕ, обезщетението на\nоснование чл. 222, ал. 1 от КТ е не по-малко от\nбрутното трудово възнаграждение за срок от\n2 месеца.\u003C\u002Fp>\n\n\u003Cp>Чл. 38. (1) При финансова възможност,\nосигуряваща заплатите на работещите за\nкалендарната година, обезщетенията при\nпрекратяване на трудовото правоотношение\nслед придобиване право на пенсия за\nосигурителен стаж и възраст по смисъла на\nКСО, съгласно чл. 222, ал. 3 от КТ, за трудов\nстаж в Пловдивския университет „Паисий\nХилендарски“ и във филиалите на\nУниверситета в гр. Смолян и гр. Кърджали са,\nкакто следва:\u003C\u002Fp>\n\n\u003Cp>1.До 9 години трудов стаж в Пловдивския\nуниверситет „Паисий Хилендарски и във\nфилиалите на Университета в гр. Смолян и гр.\nКърджали - не по- малко от 3 брутни работни\nзаплати;\u003C\u002Fp>\n\n\u003Cp>2.От 10 до 19 години трудов стаж в\nПловдивския университет „Паисий\nХилендарски“ и във филиалите на\nУниверситета в гр. Смолян и гр. Кърджали - не\nпо- малко от 7 брутни работни заплати;\u003C\u002Fp>\n\n\u003Cp>3.От 20 до 29 години трудов стаж в\nПловдивския университет „Паисий\nХилендарски“ и във филиалите на\nУниверситета в гр. Смолян и гр. Кърджали - не\nпо- малко от 8 брутни работни заплати;\u003C\u002Fp>\n\n\u003Cp>4.От 30 до 39 години трудов стаж в\nПловдивския университет „Паисий\nХилендарски“ и във филиалите на\nУниверситета в гр. Смолян и гр. Кърджали - не\nпо- малко от 9 брутни работни заплати;\u003C\u002Fp>\n\n\u003Cp>5.От 40 и повече години трудов стаж в\nПловдивския университет „Паисий\nХилендарски“ и във филиалите на\nУниверситета в гр. Смолян и гр. Кърджали - 10\nбрутни работни заплати.\u003C\u002Fp>\n\n\u003Cp>(2) При недостиг на финансови средства,\nосигуряващи заплатите на работещите за\nкалендарната година, обезщетенията при\nпрекратяване на трудовото правоотношение\nслед придобиване право на пенсия за\nосигурителен стаж и възраст по смисъла на\nКСО, се прилагат разпоредбите на чл. 222, ал. 3\nот КТ.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEDICAL_trigger\">VII. ЗДРАВОСЛОВНИ И БЕЗОПАСНИ УСЛОВИЯ НА\nТРУД\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>Чл. 39. Осигуряването на здравословни и\nбезопасни условия на труд е задължение на\nРАБОТОДАТЕЛЯ, като то е съобразено с всички\nнормативни изисквания и действащото\nзаконодателство в страната.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">Чл. 40. РАБОТОДАТЕЛЯТ организира и\nосигурява за своя сметка безплатна храна\nза преподавателите и непреподавателите,\nкоито работят при специфични условия на\nтруд съгласно чл. чл. 2 и 6 от Наредба №\n11\u002F21.12.2005 на МТСП и МЗ, работно и специално\nоблекло, лични предпазни средства и\nпериодични медицински прегледи в\nсъответствие с действащото\nзаконодателство, отчитайки спецификата на\nработата в Университета и филиалите чрез\nнепрекъснат контрол.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Чл. 41. Синдикатите могат, по своя преценка\nи при необходимост, да отправят до\nРАБОТОДАТЕЛЯ текущи предложения за\nпредприемане на неотложни мерки за\nподобряване на условията на труд.\u003C\u002Fp>\n\n\u003Ch2>VIII. СОЦИАЛНО-БИТОВО И КУЛТУРНО\nОБСЛУЖВАНЕ И ПОДПОМАГАНЕ\u003C\u002Fh2>\n\n\u003Cp>Чл. 42. РАБОТОДАТЕЛЯТ ежегодно заделя\nсредства за фонд СБКО в размер на 3% от общия\nфонд основна работна заплата.\u003C\u002Fp>\n\n\u003Cp>Чл. 43. (1) Страните по договора се\nспоразумяват средствата от фонд СБКО да се\nразпределят в съответствие с взетите\nрешения и одобрената от Общото събрание на\nработещите в Университета и филиалите\nСоциална програма за съответната\nкалендарна година.\u003C\u002Fp>\n\n\u003Cp>(2)Неизползваните средства по фонд СБКО в\nкрая на календарната година се прехвърлят\nкъм Фонда за следващата календарна\nгодина.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">Чл. 44. Социалните фондове и формите на\nсоциално подпомагане могат да се ползват\nот всички работещи в Университета и\nфилиалите. За целта те подават заявление до\nсиндикатите за предоставяне на социална\nпомощ при раждане или осиновяване на дете,\nпенсиониране, заболяване, злополука, смърт\nили тежко финансово състояние на\nсемейството.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>IX. УСЛОВИЯ ЗА СИНДИКАЛНА ДЕЙНОСТ\u003C\u002Fh2>\n\n\u003Cp>Чл. 45. На основание чл. 46 от КТ\nРАБОТОДАТЕЛЯТ създава условия на\nсиндикалните организации за\nосъществяването на тяхната дейност. Той им\nпредоставя безвъзмездно за ползване\nпомещения и други материални условия,\nнеобходими за изпълнението на техните\nфункции.\u003C\u002Fp>\n\n\u003Cp>Чл. 46. Председателите на СИНДИКАТИТЕ имат\nправо да участват със съвещателен глас в\nзаседанията на Общото събрание на\nУниверситета и на АС при разискване на\nтрудови и социални въпроси. РАБОТОДАТЕЛЯТ\nуведомява СИНДИКАТИТЕ минимум 7 (седем)\nкалендарни дни преди свикването на ОС или\nна АС относно теми, касаещи трудовоправни и\nсоциални въпроси и предоставя информация\nза това.\u003C\u002Fp>\n\n\u003Ch2>X. ПРЕХОДНИ, ДОПЪЛНИТЕЛНИ И ЗАКЛЮЧИТЕЛНИ\nРАЗПОРЕДБИ\u003C\u002Fh2>\n\n\u003Cp>Чл. 47. (1) Присъединяването към КТД по\nсмисъла на чл. 57 ал. 2 от КТ става чрез\nподаване на ЗАЯВЛЕНИЕ по образец\n(Приложение 3) до ръководството на избрана\nсиндикална организация в Университета или\nфилиалите.\u003C\u002Fp>\n\n\u003Cp>(2) Присъединилите се преподаватели и\nнепреподаватели внасят съгласно условията\nна чл. 57, ал. 3 от КТ ежегодна еднократна\nвноска в размер на 7 % от основната месечна\nработна заплата за съответната календарна\nгодина, за всяка от годините на действие на\nКТД. Сумата се добавя към фонд СБКО на\nУниверситета и филиалите.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>Чл. 48. Настоящият КТД влиза в сила от 01.04.2026\nг. и е валиден до 31.03.2028 г.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(1)Договорените в настоящия КТД\nобезщетения при пенсиониране и болест,\nплащания за допълнителен и извънреден труд\nи размер на платен годишен отпуск остават в\nсила до изменението на съответната уредба\nпо КТ. Ако измененията в КТ са\nпо-благоприятни за преподавателите и\nнепреподавателите в Университета и\nфилиалите, те автоматично заменят клаузите\nв КТД.\u003C\u002Fp>\n\n\u003Cp>(2)Всяка от страните по настоящия договор\nможе да поиска неговото изменение и\nдопълнение. За целта съответната страна\nпредставя писмена покана, придружена от\nматериалите за предлаганите промени. До 15\nработни дни от подаването на тази покана\nзапочват преговорите между страните.\u003C\u002Fp>\n\n\u003Cp>(3)Изисквания за промени и допълнения в\nКТД се извършва по реда на неговото\nприемане с подписване на анекс, който е\nнеразделна част от КТД.\u003C\u002Fp>\n\n\u003Cp>Чл. 49. Контролът по изпълнение на КТД се\nизвършва от страните по него. При\nконстатирани нарушения, страната, към\nкоято са отправени сигналите за тях, се\nпроизнася писмено до 15 работни дни.\u003C\u002Fp>\n\n\u003Cp>Чл. 50. Страните по договора могат да\nтърсят отговорност от ответната страна\nсъобразно КТ.\u003C\u002Fp>\n\n\u003Cp>Чл. 51. Настоящият КТД е съобразен изцяло с\nКТ и с всички конвенции на Международната\nорганизация на труда, ратифицирани от\nРепублика България, които регламентират:\nсиндикалните свободи и колективното\nдоговаряне, забраната за принудителен\nтруд, предотвратяването на дискриминация,\nработното време, синдикалната почивка,\nплатения годишен отпуск, размера на\nработните заплати, здравословните и\nбезопасните условия на труд.\u003C\u002Fp>\n\n\u003Cp>Чл. 52. Настоящият КТД е подписан в 16\n(шестнадесет) еднакви екземпляра, всеки от\nкоито има силата на оригинал.\u003C\u002Fp>\n\n\u003Cp>Чл. 53. Регистрацията на КТД в Регионалната\nинспекция по труда се извършва в\nедномесечен срок от подписването на\nдоговора и е задължение на РАБОТОДАТЕЛЯ.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ПРОФ. Д-Р РУМЕН МЛАДЕНОВ П.\u003C\u002Fp>\n\n\u003Cp>Ректор на Пловдивския университет\u003C\u002Fp>\n\n\u003Cp>ПРОФ. Д.Ф.Н. ЕЛЕНА НИКОЛОВА П.\u003C\u002Fp>\n\n\u003Cp>Директор на Филиал - Смолян\u003C\u002Fp>\n\n\u003Cp>ДОЦ. Д-Р ЕЛИСАВЕТА СЕМЕРДЖИЕВА П.\u003C\u002Fp>\n\n\u003Cp>Директор на Филиал - Кърджали\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>СИНДИКАТИ:\u003C\u002Fp>\n\n\u003Cp>ДОЦ. Д-Р БОРИСЛАВА КОСТОВА П.\u003C\u002Fp>\n\n\u003Cp>СО към НБС ВОН - КНСБ\u003C\u002Fp>\n\n\u003Cp>ПРОФ. Д-Р МАРИНА ИВАНОВА П.\u003C\u002Fp>\n\n\u003Cp>СО към СВО, КТ „Подкрепа“\u003C\u002Fp>\n\n\u003Cp>ПРОФ. Д-Р СТАНКА ХАДЖИКОЛЕВА П.\u003C\u002Fp>\n\n\u003Cp>СО „Преподаватели“\u003C\u002Fp>\n\n\u003Cp>ДОЦ. Д-Р ГИНКА ЕКСНЕР П.\u003C\u002Fp>\n\n\u003Cp>СО към АДС при ПУ\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":44,"TRAINING_trigger":48,"EMPCONTR_trigger":52,"SICDIS_trigger":56,"MEDICAL_trigger":60,"protectiveclothing":64,"WORKFAM_trigger":68,"pregnancy":72,"discrimination":76,"WORKHOURS_trigger":80,"WAGES_trigger":83,"STRUCINCR_trigger":87,"NOCTPREM_trigger":91,"strikes_trigger":95},{"bindId":45,"name":46,"text":47},"cbadate_start","Чл. 48. Настоящият КТД влиза в сила от 0","Чл. 48. Настоящият КТД влиза в сила от 01.04.2026\nг. и е валиден до 31.03.2028 г.",{"bindId":49,"name":50,"text":51},"TRAINING_trigger","Чл. 24. Съобразно финансовите възможност","Чл. 24. Съобразно финансовите възможности\nна Университета и филиалите същите\nежегодно осигуряват необходимите\nматериални, технически, организационни и\nфинансови условия за професионална\nквалификация и преквалификация на\nработещите в Университета и филиалите, за\nпреподавателите - по предложения на\nсъответния ФС, а за останалите работещи -\nспоред заеманата длъжност и по предложение\nна прекия ръководител.",{"bindId":53,"name":54,"text":55},"EMPCONTR_trigger","VI.В. Обезщетения при прекратяване на тр","VI.В. Обезщетения при прекратяване на\nтрудови правоотношения\n\nЧл. 37. На работниците и служителите,\nчленове на СИНДИКАТИТЕ, обезщетението на\nоснование чл. 222, ал. 1 от КТ е не по-малко от\nбрутното трудово възнаграждение за срок от\n2 месеца.\n\nЧл. 38. (1) При финансова възможност,\nосигуряваща заплатите на работещите за\nкалендарната година, обезщетенията при\nпрекратяване на трудовото правоотношение\nслед придобиване право на пенсия за\nосигурителен стаж и възраст по смисъла на\nКСО, съгласно чл. 222, ал. 3 от КТ, за трудов\nстаж в Пловдивския университет „Паисий\nХилендарски“ и във филиалите на\nУниверситета в гр. Смолян и гр. Кърджали са,\nкакто следва:\n\n1.До 9 години трудов стаж в Пловдивския\nуниверситет „Паисий Хилендарски и във\nфилиалите на Университета в гр. Смолян и гр.\nКърджали - не по- малко от 3 брутни работни\nзаплати;\n\n2.От 10 до 19 години трудов стаж в\nПловдивския университет „Паисий\nХилендарски“ и във филиалите на\nУниверситета в гр. Смолян и гр. Кърджали - не\nпо- малко от 7 брутни работни заплати;\n\n3.От 20 до 29 години трудов стаж в\nПловдивския университет „Паисий\nХилендарски“ и във филиалите на\nУниверситета в гр. Смолян и гр. Кърджали - не\nпо- малко от 8 брутни работни заплати;\n\n4.От 30 до 39 години трудов стаж в\nПловдивския университет „Паисий\nХилендарски“ и във филиалите на\nУниверситета в гр. Смолян и гр. Кърджали - не\nпо- малко от 9 брутни работни заплати;\n\n5.От 40 и повече години трудов стаж в\nПловдивския университет „Паисий\nХилендарски“ и във филиалите на\nУниверситета в гр. Смолян и гр. Кърджали - 10\nбрутни работни заплати.\n\n(2) При недостиг на финансови средства,\nосигуряващи заплатите на работещите за\nкалендарната година, обезщетенията при\nпрекратяване на трудовото правоотношение\nслед придобиване право на пенсия за\nосигурителен стаж и възраст по смисъла на\nКСО, се прилагат разпоредбите на чл. 222, ал. 3\nот КТ.",{"bindId":57,"name":58,"text":59},"SICDIS_trigger","Чл. 44. Социалните фондове и формите на ","Чл. 44. Социалните фондове и формите на\nсоциално подпомагане могат да се ползват\nот всички работещи в Университета и\nфилиалите. За целта те подават заявление до\nсиндикатите за предоставяне на социална\nпомощ при раждане или осиновяване на дете,\nпенсиониране, заболяване, злополука, смърт\nили тежко финансово състояние на\nсемейството.",{"bindId":61,"name":62,"text":63},"MEDICAL_trigger","VII. ЗДРАВОСЛОВНИ И БЕЗОПАСНИ УСЛОВИЯ НА","VII. ЗДРАВОСЛОВНИ И БЕЗОПАСНИ УСЛОВИЯ НА\nТРУД",{"bindId":65,"name":66,"text":67},"protectiveclothing","Чл. 40. РАБОТОДАТЕЛЯТ организира и осигу","Чл. 40. РАБОТОДАТЕЛЯТ организира и\nосигурява за своя сметка безплатна храна\nза преподавателите и непреподавателите,\nкоито работят при специфични условия на\nтруд съгласно чл. чл. 2 и 6 от Наредба №\n11\u002F21.12.2005 на МТСП и МЗ, работно и специално\nоблекло, лични предпазни средства и\nпериодични медицински прегледи в\nсъответствие с действащото\nзаконодателство, отчитайки спецификата на\nработата в Университета и филиалите чрез\nнепрекъснат контрол.",{"bindId":69,"name":70,"text":71},"WORKFAM_trigger","(3)Допълнителни дни платен годишен отпус","(3)Допълнителни дни платен годишен отпуск\nсе полагат:\n\n1.на работещ в Университета родител (майка\nили самотен баща) с 2 деца до 18-годишна\nвъзраст - 5 работни дни;\n\n2.на работещ в Университета родител (майка\nили самотен баща) с 3 и повече деца до\n18-годишна възраст - 6 работни дни;\n\n3.при кръводаряване - 2 работни дни;\n\n4.при сключване на граждански брак - 5\nработни дни;\n\n5.при смърт в семейството на родител, дете,\nсъпруг, брат, сестра и родител на другия\nсъпруг или други роднини по права и\nсъребрена линия - 5 работни дни;\n\n6.при раждане\u002F осиновяване на дете - 5\nработни дни за бащата.",{"bindId":73,"name":74,"text":75},"pregnancy","Чл. 21. РАБОТОДАТЕЛЯТ, със съдействието ","Чл. 21. РАБОТОДАТЕЛЯТ, със съдействието на\nСИНДИКАТИТЕ, се задължава да създаде\nподходящи условия за работа на\nтрудоустроените и ползващите се с особена\nзакрила лица (бременни жени, майки с деца до\n6-годишна възраст и др.).",{"bindId":77,"name":78,"text":79},"discrimination","Чл. 5. Не се допуска дискриминация при п","Чл. 5. Не се допуска дискриминация при\nприлагането на настоящия КТД, основана на\nпол, раса, вероизповедание, етническа\nпринадлежност и политически убеждения.",{"bindId":81,"name":82,"text":82},"WORKHOURS_trigger","V. РАБОТНО ВРЕМЕ, ОТПУСКИ",{"bindId":84,"name":85,"text":86},"WAGES_trigger","VI. ТРУДОВИ ВЪЗНАГРАЖДЕНИЯ И ОБЕЗЩЕТЕНИЯ","VI. ТРУДОВИ ВЪЗНАГРАЖДЕНИЯ И\nОБЕЗЩЕТЕНИЯ",{"bindId":88,"name":89,"text":90},"STRUCINCR_trigger","Чл. 29. Размерът и механизмите за формир","Чл. 29. Размерът и механизмите за формиране\nна основните месечни работни заплати на\nпреподавателите и началните (стартови)\nосновни месечни работни заплати на\nнепреподавателите в Университета и\nфилиалите се договарят между социалните\nпартньори, страни по настоящия договор при\nотчитане на чл. 242, чл. 245, чл. 247, чл.259 от КТ и\nчл. 5 от Наредбата за структурата и\nорганизацията на работната заплата (НСОРЗ),\nприета с ПМС № 4 от 17.01.2007 г. и се включват\nвъв Вътрешните правила за работна\nзаплата.",{"bindId":92,"name":93,"text":94},"NOCTPREM_trigger","(4)Минималният размер за заплащане на ча","(4)Минималният размер за заплащане на час\nнощен труд е 0,15 % от минималната работна\nзаплата, установена за страната, съгласно\nчл. 8 от Наредбата за структурата и\nорганизацията на работната заплата.",{"bindId":96,"name":97,"text":98},"strikes_trigger","Чл. 4. При възникнали спорове и казуси п","Чл. 4. При възникнали спорове и казуси по\nизпълнението на настоящия КТД същите се\nразрешават при стриктно спазване на\nизискванията на действащото\nзаконодателство на Република България и\nпри спазване на принципите за социално\nпартньорство с цел консенсусното им\nуреждане в условията на предотвратяване на\nконфликти, взаимно уважение, откритост и\nдиалог.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>BGR Paisii Hilendarski University of Plovdiv - 2026\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Начална дата: → 2026-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Крайна дата: → 2028-03-31\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: → Education, research\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Наименование на индустрията: → Висше образование  \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                        Пловдивски университет Паисий Хилендарски\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                        НБС \"ВОН\" - Национален браншов синдикат \"Висше образование и наука\", Синдикат „Висше образование“ – КТ „Подкрепа“, ФУНИС - Федерация на университетските синдикати, АДС - Асоциация на демократичните синдикати \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        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">ОБУЧЕНИЕ\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Програми за обучение: → Не\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: → Да\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: → Не\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: → Да\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, Employee involvement in the monitoring\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Помощ при погребение: → Да\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: → Да\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Наличност на алтернативи при опасна или нездравословна работа при бременни или кърмещи работници: → Не\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            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Отпуск в дни в случай на смърт на роднина: → 5 дни\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">ПРОБЛЕМИ С РАВЕНСТВОТО МЕЖДУ ПОЛОВЕТЕ\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Еднакво заплащане за работа с еднаква стойност: → Не\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Дискриминация в работните клаузи: → Да\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Равни възможности за повишаване за жени: → Не\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Равни възможности за обучение и повторно обучение за жени: → Не\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Служител от профсъюза по въпросите на равенството между половете на работното място: → Не\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Клаузи за сексуален тормоз на работа: → Не\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Клаузи за насилие на работа: → Не\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Специален отпуск за работници, предмет на домашно насилие или насилие от страна на интимен партньор: → Не\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Подкрепа за жени работници с инвалидност: → Не\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Проследяване на проблема с равенството между половете: → Не\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\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            \u003Cdiv id=\"display-hourspday\">\n                Работни часове на ден: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Работни часове на седмица: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Работни дни на седмица: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Платен годишен отпуск: → 28.0 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            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Платен отпуск за дейности, свързани с профсъюза: → 7.0 дни\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Платен отпуск за съблюдаване на съдебни или административни задължения: → 4.0 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            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Увеличаване на заплатата\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\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            \n\n            \n\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Надбавка за старшинство\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Надбавка за старшинство: → 1.3 % от основната заплата\n                \u003C\u002Fdiv>\n\n                \n\n       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