[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fel-gr\u002Fergasia-stin-ellada\u002Fsyllogiki-symvasi-ergasias\u002F-\u002Fcollective-agreement-between-agrotic-cooperative-of-pellas-production-processing-trade-of-agricultural-livestock-and-consumer-products-and-supplies-and-provision-of-services-a-s-pellas-and-association-of-employees-in-the-agricultural-cooperative-of-pellas-2022-2024":3,"menu:\u002Fel-gr:":300,"sites:htmlblocks":469,"subsites":1908,"cite-subsites":5525,"footer:root":6002,"suggested:root":6100,"cite-footer:root":6104},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":279,"content_type_view":280,"extra_breadcrumbs":281,"body":283,"body_blocks":295,"related_pages":299},4697,"syllogiki-symvasi-ergasias","Συλλογική Σύμβαση Εργασίας",null,"","\u002Fel-gr\u002Fergasia-stin-ellada\u002Fsyllogiki-symvasi-ergasias","collective_agreements.collectiveagreementoverview","el_GR","2025-09-28T12:34:28.582118+00:00","2026-04-02T09:14:47.632526+00:00","\u002Fcms\u002Fpages\u002F4697\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Ελλάδα","el-gr",{"title":20,"slug":21},"Εργασία στην Ελλάδα","ergasia-stin-ellada",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fel-gr\u002Fergasia-stin-ellada\u002Fsyllogiki-symvasi-ergasias\u002F","index, follow","website","summary_large_image","2025-09-28T14:34:28.582118+02:00","2026-04-02T11:14:47.765332+02:00",{"cba":32,"clauses":43,"details":277,"translations":278},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"collective-agreement-between-agrotic-cooperative-of-pellas-production-processing-trade-of-agricultural-livestock-and-consumer-products-and-supplies-and-provision-of-services-a-s-pellas-and-association-of-employees-in-the-agricultural-cooperative-of-pellas-2022-2024","b576bb7a-7dfc-11ef-b5e2-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fgreece\u002Fcollective-agreement-between-agrotic-cooperative-of-pellas-production-processing-trade-of-agricultural-livestock-and-consumer-products-and-supplies-and-provision-of-services-a-s-pellas-and-association-of-employees-in-the-agricultural-cooperative-of-pellas-2022-2024\u002Fcollective-agreement-between-agrotic-cooperative-of-pellas-production-processing-trade-of-agricultural-livestock-and-consumer-products-and-supplies-and-provision-of-services-a-s-pellas-and-association-of-employees-in-the-agricultural-cooperative-of-pellas-2022-2024\u002F","Collective agreement between Agrotic Cooperative of Pellas - Production, Processing, Trade Of Agricultural, Livestock And Consumer Products And Supplies And Provision Of Services (A.S. Pellas) and Association Of Employees In The Agricultural Cooperative of Pellas, 2022 – 2024","Collective agreement between Agrotic Cooperative of Pellas - Production, Processing, Trade Of Agricultural, Livestock And Consumer Products And Supplies And Provision Of Services (A.S. Pellas) and Association Of Employees In The Agricultural Cooperative of Pellas, 2022 – 2024 - 2022","Greece - Collective agreement between Agrotic Cooperative of Pellas - Production, Processing, Trade Of Agricultural, Livestock And Consumer Products And Supplies And Provision Of Services (A.S. Pellas) and Association Of Employees In The Agricultural Cooperative of Pellas, 2022 – 2024 - 2022","Collective agreement between Agrotic Cooperative of Pellas - Production, Processing, Trade Of Agricultural, Livestock And Consumer Products And Supplies And Provision Of Services (A.S. Pellas) and Association Of Employees In The Agricultural Cooperative of Pellas, 2022 – 2024 - 2022 - Γεωργία, δασοκομία, αλιεία",{"name":41,"data":42},"05 - äĹ25_ÇéÉÄĺłëÄĹ ĹôîäĺdzɳĹőÄĹ ĆäŐŐÇĹ.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>ΕΠΙΧΕΙΡΗΣΙΑΚΗ ΣΥΛΛΟΓΙΚΗ ΣΥΜΒΑΣΗ\nΕΡΓΑΣΙΑΣ \u003C\u002Fh1>\n\n\u003Ch1>για τους όρους αμοιβής και εργασίας του\nπροσωπικού του Αγροτικού Συνεταιρισμού\nΠέλλας\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Στα Γιαννιτσά σήμερα, 23-2-2022, οι\nυπογράφοντες: \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SECTOR1\">\u003Cp>α) αφενός μεν οι: 1) Μιχαήλ Φαρμάκης του\nΔημητρίου, Πρόεδρος του Δ.Σ. του αγροτικού\nσυνεταιρισμού με την επωνυμία «ΑΓΡΟΤΙΚΟΣ\nΣΥΝΕΤΑΙΡΙΣΜΟΣ ΠΕΛΛΑΣ - ΠΑΡΑΓΩΓΗΣ,\nΜΕΤΑΠΟΙΗΣΗΣ, ΕΜΠΟΡΙΑΣ ΑΓΡΟΤΙΚΩΝ,\nΚΤΗΝΟΤΡΟΦΙΚΩΝ ΚΑΙ ΚΑΤΑΝΑΛΩΤΙΚΩΝ ΠΡΟΪΟΝΤΩΝ\nΚΑΙ ΕΦΟΔΙΩΝ ΚΑΙ ΠΑΡΟΧΗΣ ΥΠΗΡΕΣΙΩΝ» και τον\nδιακριτικό τίτλο «Α.Σ. ΠΕΛΛΑΣ», που εδρεύει\nστα Γιαννιτσά, και 2) Γεώργιος Τσάτσας του\nΝικολάου, Γραμματέας του Δ.Σ., ενεργώντας ως\nνόμιμοι εκπρόσωποί του,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>β) αφετέρου δε οι: 1) Νικόλαος Κατσιούδης\nτου Αντωνίου, Πρόεδρος του Δ.Σ. της\nπρωτοβάθμιας συνδικαλιστικής οργάνωσης με\nτην επωνυμία «ΣΩΜΑΤΕΙΟ ΕΡΓΑΖΟΜΕΝΩΝ ΣΤΟΝ\nΑΓΡΟΤΙΚΟ ΣΥΝΕΤΑΙΡΙΣΜΟ ΠΕΛΛΑΣ», που εδρεύει\nστα Γιαννιτσά, και 2) Μαρία Παύλου του\nΑθανασίου, Γραμματέας του Δ.Σ., ενεργώντας\nως νόμιμοι εκπρόσωποί του,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>όλοι νόμιμα εξουσιοδοτημένοι κατά τις\nδιατάξεις του Ν. 1876\u002F1990, όπως ισχύει, για την\nυπογραφή της παρούσας επιχειρησιακής\nσυλλογικής σύμβασης εργασίας (Σ.Σ.Ε.),\nσυμφώνησαν και έκαναν δεκτά τα ακόλουθα:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Αρθρο 1\u003C\u002Fh4>\n\n\u003Ch4>Πεδίο Εφαρμογής\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FIRMPRI\">\u003Cp>Στην παρούσα επιχειρησιακή Σ.Σ.Ε.\nυπάγονται όλοι οι εργαζόμενοι με σχέση\nεξαρτημένης εργασίας αόριστου χρόνου στον\n«Αγροτικό Συνεταιρισμό Πέλλας».\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch4>Αρθρο 2 \u003C\u002Fh4>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch4>Διάρκεια ισχύος\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Η παρούσα Σ.Σ.Ε. αρχίζει να ισχύει την\n1η-2-2022 και λήγει στις 31-1-2024.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch4>Αρθρο 3 Βασικοί Μισθοί\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasedate_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasedate\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype\">\u003Cp>1.Οι βασικοί μισθοί του προσωπικού του\n«Α.Σ. Πέλλας», όπως έχουν διαμορφωθεί και\nισχύουν στις 31-1-2022, με βάση τις ρυθμίσεις\nτης από 28-9- 2020 επιχειρησιακής Σ.Σ.Ε., σε\nσυνδυασμό με αυτές της από 10-9-2019, της από\n15-5-2017, της από 14-5-2014 και της από 15-5-2012\nεπιχειρησιακής Σ.Σ.Ε, αυξάνονται κατά\nποσοστό 3% από 1-2-2022 και στη συνέχεια, όπως θα\nέχουν διαμορφωθεί στις 31-1-2023, κατά ποσοστό\n2% από 1-2-2023.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Έτσι οι βασικοί μισθοί διαμορφώνονται\nαπό 1-2-2022 και από 1-2-2023 όπως αναλυτικά\nαναφέρεται στον πίνακα που επισυνάπτεται\nστην παρούσα και αποτελεί αναπόσπαστο\nμέρος της.\u003C\u002Fp>\n\n\u003Cp>3.Οι πιο πάνω βασικοί μισθοί\nπροσδιορίζονται σύμφωνα με τα\nαναγνωρισμένα χρόνια υπηρεσίας του\nμισθωτού στον Α.Σ. Πέλλας.\u003C\u002Fp>\n\n\u003Cp>4.Οι πτυχιούχοι της πρώην Ανώτερης\nεκπαίδευσης (Κ.Α.Τ.Ε.Ε., Τ.Ε.Ι. και λοιπών\nσχολών, που έχουν χαρακτηρισθεί από το\nΚράτος ως ισότιμες με αυτές σχολές) ή\nισότιμης σχολής της αλλοδαπής, θα\nεντάσσονται στη μισθολογική κλίμακα του\nπροσωπικού Μέσης (Δευτεροβάθμιας) και\nΑνώτερης Εκπαίδευσης και θα παίρνουν τον\nβασικό μισθό του 4ου χρόνου.\u003C\u002Fp>\n\n\u003Cp>5.Οι απόφοιτοι Μέσης (Δευτεροβάθμιας)\nΕκπαίδευσης ή άλλης ισότιμης ή\nαναγνωρισμένης σχολής, θα εντάσσονται στη\nμισθολογική κλίμακα του προσωπικού Μέσης\n(Δευτεροβάθμιας) και Ανώτερης Εκπαίδευσης\nκαι θα παίρνουν τον βασικό μισθό του 1ου\nχρόνου.\u003C\u002Fp>\n\n\u003Cp>6.Κατ' εξαίρεση οι διαχειριστές\n(Αποθηκάριοι), που υπηρετούσαν μέχρι την\n11.3.1983 στην πρώην Ε.Α.Σ. Γιαννιτσών και δεν\nήταν κάτοχοι απολυτηρίου Μέσης\nΕκπαίδευσης υπάγονται στην κατηγορία αυτή\n(Μέσης Εκπαίδευσης).\u003C\u002Fp>\n\n\u003Cp>7.Στα μισθολογικά κλιμάκια του προσωπικού\nΣτοιχειώδους Εκπαίδευσης υπάγονται οι\nκλητήρες, φύλακες, νυχτοφύλακες, πρακτικοί\nμηχανικοί, ηλεκτρολόγοι, χειριστές\nμηχανημάτων, οδηγοί, εμπειροτεχνίτες (όπως\nέχουν χαρακτηρισθεί αρμοδίως) καθώς επίσης\nκαι όσες ειδικότητες εμπειροτεχνιτών\nπροσδιορίζονται με βάση τον Εσωτερικό\nΚανονισμό Λειτουργίας και το Οργανόγραμμα\nτου Α.Σ. Πέλλας.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Ch4>Άρθρο 4\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Ch4>Επίδομα Γάμου - Τέκνων\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Στους παραπάνω βασικούς μισθούς\nχορηγείται επίδομα γάμου 10% και επίδομα\nτέκνων 5% για καθένα από τα δύο πρώτα παιδιά,\n7% για το τρίτο παιδί, 10% για το τέταρτο και 15%\nγια καθένα από πέντε και πάνω.\u003C\u002Fp>\n\n\u003Cp>2.Το επίδομα τέκνων χορηγείται και στα δύο\nφύλα μέχρι τη συμπλήρωση των 22 χρόνων με\nτις εξής δύο προϋποθέσεις και μόνον: α)\nείναι άγαμα και β) δεν εργάζονται.\u003C\u002Fp>\n\n\u003Cp>3.Και για τα δύο φύλα το επίδομα τέκνων θα\nδίνεται μέχρι το εικοστό πέμπτο (25°) έτος\nτης ηλικίας τους συμπληρωμένο, εφόσον\nσπουδάζουν σε Ανώτατες και Ανώτερες σχολές\nή άλλες ισότιμες αυτών σχολές της ημεδαπής\nή της αλλοδαπής και μέχρις ηλικίας είκοσι\nοκτώ (28) ετών, εφόσον παρακολουθούν\nμεταπτυχιακές σπουδές στην ημεδαπή ή\nαλλοδαπή. Επίσης, στην περίπτωση, που\nσυνεχίζουν μεταγυμνασιακές σπουδές σε\nαναγνωρισμένες από το Κράτος Ανώτερες\nΙδιωτικές Σχολές, εφόσον η φοίτηση σ' αυτές\nπαρέχει δικαίωμα αναβολής κατάταξης στο\nστράτευμα.\u003C\u002Fp>\n\n\u003Cp>4.Το παραπάνω επίδομα τέκνων χορηγείται\nκαι στα δύο φύλα απεριόριστα σε χρόνο,\nεφόσον είναι αποδεδειγμένα απόλυτα\nανίκανα για οποιαδήποτε εργασία, σύμφωνα\nόσα προβλέπονται σχετικά από τους\nΚανονισμούς του Ε.Φ.Κ.Α. (πρώην Ι.Κ.Α.),\nστερούνται δικών τους προσόδων για τη\nσυντήρησή τους και η διατροφή τους βαρύνει\nτον μισθωτό.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 5\u003C\u002Fh4>\n\n\u003Ch4>Επίδομα πολυετίας\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Χορηγείται επίδομα πολυετίας\n(χρονοεπίδομα), το οποίο καταβάλλεται ως\nεξής: Με τη συμπλήρωση τριών (3) χρόνων\nπραγματικής υπηρεσίας ποσοστό 5% επί του\nβασικού μισθού, το οποίο προσαυξάνεται με\n1,2% για κάθε χρόνο πραγματικής υπηρεσίας. Το\nύψος του επιδόματος ανέρχεται κατά ανώτατο\nόριο σε ποσοστό 40%.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 6\u003C\u002Fh4>\n\n\u003Ch4>Επίδομα σπουδών\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Στους πτυχιούχους ανώτατων σχολών\nημεδαπής ή αναγνωρισμένων ισότιμων σχολών\nτης αλλοδαπής χορηγείται επίδομα σε\nποσοστό 5% επί του βασικού μισθού, για κάθε\nευδόκιμο έτος σπουδών, με ελάχιστο ποσοστό\nεπιδόματος 20%.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlyperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlytype2\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlytype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonly_detail_txt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonly_detail\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Cp>2.Στους αποφοίτους ανώτερων σχολών\nημεδαπής (πρώην Κ.Α.Τ.Ε.Ε., Τ.Ε.Ι.) ή\nαναγνωρισμένων ισότιμων σχολών της\nαλλοδαπής χορηγείται επίδομα 15% επί του\nβασικού μισθού. Ειδικά στους αποφοίτους\nΤ.Ε.Ι. τετραετούς φοίτησης χορηγείται\nεπίδομα 20% επί του βασικού μισθού.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonly2perc2\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonly2type2\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonly2type\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonly2_detail_txt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonly2_trigger\">\u003Cp>3.Σε όσους κατέχουν μεταπτυχιακά\nδιπλώματα χορηγείται επίδομα 5% επί του\nβασικού μισθού για κάθε ευδόκιμο χρόνο\nμεταπτυχιακών σπουδών, με ανώτερο όριο για\nτο ΜΑ3ΤΕΗ 2 χρόνια και για το Διδακτορικό\nΔίπλωμα 3 χρόνια.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>4.Στους αποφοίτους Συνεταιριστικής\nσχολής ενός έτους φοίτησης χορηγείται\nεπίδομα σε ποσοστό 5% επί του βασικού τους\nμισθού.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 7\u003C\u002Fh4>\n\n\u003Ch4>Επίδομα ξένης γλώσσας\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Χορηγείται επίδομα ξένης γλώσσας σε\nποσοστό 10%, το οποίο υπολογίζεται στον\nβασικό μισθό, με τις προϋποθέσεις που\nακολουθούν:\u003C\u002Fp>\n\n\u003Cp>α) Η γνώση της ξένης γλώσσας θα πρέπει να\nείναι άριστη, εκτός αν αποφασίσει\nδιαφορετικά το Διοικητικό Συμβούλιο της\nΟργάνωσης (Α.Σ. Πέλλας). Η επάρκεια\nδιαπιστώνεται σύμφωνα με τα οριζόμενα στο\nάρθρο 28 του Π.Δ. 50\u002F2001.\u003C\u002Fp>\n\n\u003Cp>β) Η χρήση της ξένης γλώσσας πρέπει να\nγίνεται σε μόνιμη βάση από τον εργαζόμενο\nγια τις ανάγκες της Οργάνωσης.\u003C\u002Fp>\n\n\u003Cp>Τυχόν υφιστάμενες παροχές ή τυχόν\nπροσμέτρηση του προσόντος αυτού κατά την\nπρόσληψη, συμψηφίζονται με το 10%.\u003C\u002Fp>\n\n\u003Cp>2.Σε περίπτωση κατοχής διπλωμάτων σε\nπερισσότερες από μία γλώσσες, το επίδομα\nχορηγείται μόνο μία φορά.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 8\u003C\u002Fh4>\n\n\u003Ch4>Επίδομα ταμειακό - διαχειριστικό\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Χορηγείται επίδομα ταμείου 5% και\nδιαχειριστικό 5% σε όσους διεξάγουν\nαποδεδειγμένα ταμειακές ή διαχειριστικές\nεργασίες. Τα παραπάνω επιδόματα\nυπολογίζονται στον βασικό μισθό.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 9\u003C\u002Fh4>\n\n\u003Ch4>Επίδομα μηχανογράφησης\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Χορηγείται στους χειριστές ηλεκτρονικών\nυπολογιστών (Η\u002FΥ) και στους χειριστές\nεισαγωγής στοιχείων (μηχανογράφησης)\nεπίδομα μηχανογράφησης 7% επί του βασικού\nμισθού, εφόσον αυτοί κατέχουν αντίστοιχα\nδιπλώματα αναλυτήπρογραμματιστή Δημόσιας\nΑνώτατης ή Ανώτερης Σχολής της ημεδαπής ή\nαλλοδαπής ή άλλων ισότιμων σχολών της\nημεδαπής ή αλλοδαπής.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 10\u003C\u002Fh4>\n\n\u003Ch4>Επίδομα ανθυγιεινής εργασίας\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Χορηγείται επίδομα ανθυγιεινής\nεργασίας 10% επί του βασικού μισθού στους\nεργαζόμενους αποκλειστικά των ειδικοτήτων\nεκείνων, που απασχολούνται και σχετίζονται\nμε αυτή καθεαυτή την ανθυγιεινή εργασία,\nβρίσκονται σε άμεση επαφή με τον\nανθυγιεινό χώρο και υφίστανται τις\nανθυγιεινές συνέπειές του, εργάζονται δε\nμε πλήρες ωράριο εργασίας. Οι παραπάνω\nεργαζόμενοι λαμβάνουν το επίδομα μόνο για\nόσο χρόνο διαρκεί η ανθυγιεινή εργασία.\u003C\u002Fp>\n\n\u003Cp>Το επίδομα δεν χορηγείται σε\nεργαζόμενους άλλων ειδικοτήτων (του ίδιου\nκτηρίου) ούτε σε εργαζόμενους του ίδιου\nκτηριακού συγκροτήματος, οι οποίοι\nεργάζονται εκτός του συγκεκριμένου\nανθυγιεινού χώρου,\u003C\u002Fp>\n\n\u003Cp>Ως εργαζόμενοι σε ανθυγιεινούς χώρους\nκαθορίζονται ενδεικτικά οι εργαζόμενοι:\u003C\u002Fp>\n\n\u003Cp>α) σε αποθήκες και πρατήρια γεωργικών\nφαρμάκων, ψυκτικούς θαλάμους, \u003C\u002Fp>\n\n\u003Cp>β) σε εγκαταστάσεις παρασκευής ή ανάμιξης\nή ανασυσκευασίας ή αποθήκευσης γεωργικών\nφαρμάκων και ζωοτροφών, \u003C\u002Fp>\n\n\u003Cp>γ) σε απολυμάνσεις και απεντομώσεις\nχώρων,\u003C\u002Fp>\n\n\u003Cp>δ) σε βιομηχανίες επεξεργασίας,\nμεταποίησης, τυποποίησης της φυτικής και\nζωικής παραγωγής στα παρακάτω εργοστάσια:\nκονσερβοποιεία, χυμοποιεία, εκκοκκιστήρια,\nξηραντήρια αραβοσίτου, \u003C\u002Fp>\n\n\u003Cp>ε) σε αποθήκες λιπασμάτων,\u003C\u002Fp>\n\n\u003Cp>στ) σε κέντρα συγκέντρωσης και\nφορτοεκφόρτωσης δημητριακών, \u003C\u002Fp>\n\n\u003Cp>ζ) σε χώρους μηχανογράφησης και μόνον\nόπου βρίσκεται ο κεντρικός υπολογιστής (το\nεπίδομα χορηγείται μόνο στους\nεργαζόμενους στον κεντρικό υπολογιστή και\nόχι σε κάθε εργαζόμενο, που βρίσκεται εντός\nτου χώρου αυτού)\u003C\u002Fp>\n\n\u003Cp>η) σε λεβητοστάσια,\u003C\u002Fp>\n\n\u003Cp>θ) σε χώρους ασηπτικής συσκευασίας\nχυμών.\u003C\u002Fp>\n\n\u003Cp>Το επίδομα ανθυγιεινής εργασίας\nχορηγείται και στις καθαρίστριες, εφόσον\nακολουθούν την παρούσα Συλλογική Σύμβαση\nΕργασίας.\u003C\u002Fp>\n\n\u003Cp>2.Το επίδομα αυτό δεν επαυξάνεται σε όσους\nαπασχολούνται ταυτόχρονα σε δύο ή\nπερισσότερους ανθυγιεινούς χώρους.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 11\u003C\u002Fh4>\n\n\u003Ch4>Χορήγηση περισσότερων επιδομάτων\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ο εργαζόμενος, που συγκεντρώνει τις\nαπαιτούμενες προϋποθέσεις να πάρει και το\nδιαχειριστικό και το ταμειακό επίδομα,\nδικαιούται να λαμβάνει μόνο το ένα.\u003C\u002Fp>\n\n\u003Cp>Στην περίπτωση, που δικαιούται επίδομα\nανθυγιεινής εργασίας και ένα ή δύο από τα\nπροαναφερόμενα επιδόματα\n(διαχειριστικό-ταμειακό), θα παίρνει\nυποχρεωτικά το επίδομα ανθυγιεινής\nεργασίας και ένα από τα άλλα δύο.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 12\u003C\u002Fh4>\n\n\u003Ch4>Επίδομα επικίνδυνης εργασίας - Τεχνικό\nεπίδομα\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Χορηγείται τεχνικό επίδομα σε ποσοστό 5%\nεπί του βασικού μισθού και επίδομα\nεπικίνδυνης εργασίας σε ποσοστό 5% επί του\nβασικού μισθού στις εξής κατηγορίες\nεργαζομένων, οι οποίοι κατέχουν νόμιμη\nάδεια άσκησης επαγγέλματος: ηλεκτρολόγους,\nυδραυλικούς, πρακτικούς μηχανικούς,\nθερμαστές και ψυκτικούς.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 13\u003C\u002Fh4>\n\n\u003Ch4>Επίδομα ισολογισμού\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ο Α.Σ. Πέλλας δύναται να χορηγεί επίδομα\nισολογισμού σε όλο το προσωπικό του, που\nέχει συμπληρώσει ένα χρόνο υπηρεσίας στην\nΟργάνωση, ίσο τουλάχιστον προς τις\nαποδοχές ενός 15νθημέρου και όχι κάτω από 380\nευρώ. Σε όσους από το προσωπικό δεν έχουν\nσυμπληρώσει ένα χρόνο υπηρεσίας την 31η\nΔεκεμβρίου, χορηγείται αναλογικό κλάσμα με\nτο χρόνο υπηρεσίας τους. Το επίδομα αυτό\nκαταβάλλεται το πρώτο τετράμηνο κάθε\nχρόνου.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 14 Επίδομα θέσης\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Χορηγείται επίδομα θέσης σε ποσοστό που\nυπολογίζεται επί του βασικού μισθού, στις\nπαρακάτω περιπτώσεις και για όσο χρόνο\nασκούνται τα αντίστοιχα καθήκοντα, ως εξής\n:\u003C\u002Fp>\n\n\u003Cp>α) Γενικός Διευθυντής: 30%, \u003C\u002Fp>\n\n\u003Cp>β) Αναπληρωτής Γενικού Διευθυντή: 25%, \u003C\u002Fp>\n\n\u003Cp>γ) Διευθυντής: 20%,\u003C\u002Fp>\n\n\u003Cp>δ) Υποδιευθυντής ή Αναπληρωτής Διευθυντή:\n15%,\u003C\u002Fp>\n\n\u003Cp>ε) Προϊστάμενος: 10%,\u003C\u002Fp>\n\n\u003Cp>στ) Αναπληρωτής Προϊσταμένου: 5%.\u003C\u002Fp>\n\n\u003Cp>Το επίδομα αναπληρωτή προϊστάμενου\nχορηγείται ανεξάρτητα από την ύπαρξη\nθεσμοθέτησης θέσης (άρθρο 23 της Κ.Υ.Α. 52800\u002F2006)\nαρκεί με απόφαση του αρμόδιου οργάνου της\nΟργάνωσης να έχουν ανατεθεί και να\nασκούνται τα αντίστοιχα καθήκοντα.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 15\u003C\u002Fh4>\n\n\u003Ch4>Επίδομα παραγωγικότητας\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Χορηγείται επίδομα παραγωγικότητας, λόγω\nαυξημένης ευθύνης και απόδοσης, στις\nπαρακάτω περιπτώσεις ως εξής :\u003C\u002Fp>\n\n\u003Cp>α) Τεχνικοί - υπεύθυνοι βάρδιας των\nπαραγωγικών μεταποιητικών μονάδων\n(κονσερβοποιείο, χυμοποιείο,\nεκκοκκιστήριο) του Α.Σ. Πέλλας:\u003C\u002Fp>\n\n\u003Cp>-κατηγορία Α': 300 ευρώ\u003C\u002Fp>\n\n\u003Cp>-κατηγορία Β': 200 ευρώ\u003C\u002Fp>\n\n\u003Cp>-κατηγορία Γ': 150 ευρώ\u003C\u002Fp>\n\n\u003Cp>(Η ένταξη του υπαλλήλου σε κατηγορία\nκαθορίζεται με απόφαση του Δ.Σ.). β)\nΔιευθυντής: 190 ευρώ\u003C\u002Fp>\n\n\u003Cp>γ) Διοικητικοί υπάλληλοι που\nαπασχολούνται σε περισσότερα από δύο\nΤμήματα της Οργάνωσης: 150 ευρώ.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 16\u003C\u002Fh4>\n\n\u003Ch4>Αναγνώριση στρατιωτικής θητείας\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Αναγνωρίζεται σαν χρόνος πραγματικής\nυπηρεσίας η στρατιωτική θητεία που\nυπηρέτησε ο μισθωτός (κληρωτή ή εφεδρική),\nανεξάρτητα αν έγινε πριν ή μετά την\nπρόσληψή του σε συνεταιριστική οργάνωση,\nακόμη ανεξάρτητα αν εργαζόταν οπουδήποτε\nαλλού.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 17\u003C\u002Fh4>\n\n\u003Ch4>Άδεια γάμου, τοκετού και λοχείας,\nφροντίδας παιδιού, πατρότητας\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>1.Η άδεια γάμου καθορίζεται σε πέντε (5)\nεργάσιμες ημέρες με πλήρεις αποδοχές.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cp>2.Για τις μητέρες υπαλλήλους καθορίζεται,\nγια τον θηλασμό και τις αυξημένες\nφροντίδες που απαιτούνται για τη ανατροφή\nτου παιδιού, μειωμένο ωράριο εργασίας κατά\nδύο (2) ώρες την ημέρα τα τρία (3) πρώτα χρόνια\nκαι κατά μία (1) ώρα την ημέρα τον τέταρτο (4°)\nχρόνο ηλικίας του παιδιού. Το μειωμένο\nωράριο πραγματοποιείται είτε με\nκαθυστερημένη προσέλευση είτε με πρόωρης\nαποχώρηση είτε με διακοπή της εργασίας.\u003C\u002Fp>\n\n\u003Cp>3.Για τις μητέρες με δύο (2)\nσυμπεριλαμβανομένων και πλέον παιδιά,\nκαθορίζονται δύο (2) ώρες απουσίας την ημέρα\nγια τον τέταρτο (4°) χρόνο ηλικίας του\nπαιδιού.\u003C\u002Fp>\n\n\u003Cp>4.Το ίδιο μειωμένο ωράριο ισχύει και για\nτον διαζευγμένο σύζυγο, όταν υπάρχει\nαπόφαση Δικαστηρίου ότι δίνεται σ' αυτόν η\nεπιμέλεια ή συνεπιμέλεια του παιδιού.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-nursingmothers\">\u003Cp>5.Το μειωμένο ωράριο θηλασμού και\nφροντίδας παιδιών δικαιούται ο\u002Fη\nεργαζόμενος\u002Fη με αίτησή του\u002Fτης να το\nζητήσει εναλλακτικά ως συνεχόμενη\nισόχρονη άδεια με αποδοχές, μέσα στη\nχρονική περίοδο κατά την οποία δικαιούται\nμειωμένο ωράριο για τη φροντίδα του\nπαιδιού.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Η εναλλακτική χορήγηση της άδειας\nπροϋποθέτει συμφωνία της Οργάνωσης και\nχορηγείται εφάπαξ ή τμηματικά.\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>6.Την άδεια απουσίας για λόγους φροντίδας\nτου παιδιού δικαιούται και ο πατέρας,\nεφόσον δεν κάνει χρήση αυτής η εργαζόμενη\nμητέρα, προσκομίζοντας στην Οργάνωση\nσχετική βεβαίωση του εργοδότη της μητέρας\nτου παιδιού ότι η ίδια δεν λαμβάνει την\nάδεια θηλασμού και φροντίδας του παιδιού\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>7.Το δικαίωμα καθυστερημένης προσέλευσης,\nδιακοπής της εργασίας ή πρόωρης αποχώρησης\nτης μητέρας και εναλλακτικά του πατέρα για\nτη φροντίδα του παιδιού έχουν και οι θετοί\nγονείς παιδιού ηλικίας μέχρι έξι (6) ετών, με\nτους ίδιους όπως παραπάνω όρους των\nφυσικών γονέων και χρονική αφετηρία την\nυιοθεσία.\u003C\u002Fp>\n\n\u003Cp>8.Την άδεια φροντίδας παιδιού δικαιούνται\nκαι οι γονείς που έχουν συνάψει σύμφωνο\nσυμβίωσης καθώς και οι άγαμοι γονείς.\u003C\u002Fp>\n\n\u003Cp>9.Η άδεια φροντίδας του παιδιού θεωρείται\nκαι αμείβεται ως χρόνος εργασίας και δεν\nπρέπει να προκαλεί δυσμενέστερες συνθήκες\nστην απασχόληση και στις εργασιακές\nσχέσεις.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10.Στους\u002Fστις εργαζόμενους\u002Fες που έχουν\nχηρέψει και στον άγαμο\u002Fη γονέα, που έχει την\nεπιμέλεια του παιδιού, χορηγείται άδεια με\nαποδοχές έξι (6) εργάσιμων ημερών τον χρόνο,\nπέραν αυτής που δικαιούται από άλλες\nδιατάξεις. Γονέας με τρία (3) παιδιά ή\nπερισσότερα, δικαιούται άδεια οκτώ (8)\nεργάσιμων ημερών. Η άδεια αυτή χορηγείται\nλόγω αυξημένων αναγκών φροντίδας παιδιών\nηλικίας μέχρι δώδεκα (12) ετών\nσυμπληρωμένων, χορηγείται εφάπαξ ή\nτμηματικά μετά από συνεννόηση με την\nΟργάνωση, σύμφωνα με τις ανάγκες του γονέα,\nκαι δεν πρέπει να συμπίπτει χρονικά με την\nαρχή ή το τέλος της ετήσιας κανονικής\nάδειας.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>11.Η συνολική διάρκεια της άδειας τοκετού\nκαι λοχείας ορίζεται στις δέκα οκτώ (18)\nεβδομάδες συνολικά, από τις οποίες οι εννέα\n(9) χορηγούνται υποχρεωτικά πριν από την\nπιθανή ημερομηνία του τοκετού και οι\nυπόλοιπες εννέα (9) μετά τον τοκετό. Σε\nπερίπτωση που ο τοκετός πραγματοποιηθεί σε\nχρόνο προγενέστερο από αυτόν που είχε\nαρχικά πιθανολογηθεί, το υπόλοιπο της\nάδειας θα χορηγείται υποχρεωτικά μετά τον\nτοκετό, έτσι ώστε να εξασφαλίζεται\nσυνολικός χρόνος άδειας δεκαοκτώ (18)\nεβδομάδων.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>12.Ο Α.Σ. Πέλλας υποχρεούται να καταβάλλει\nστις υπαλλήλους του που βρίσκονται σε\nάδεια τοκετού τη διαφορά μεταξύ του\nκαταβαλλόμενου από τον Ε.Φ.Κ.Α. ποσού και\nτων αποδοχών τους.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>13.Χορηγείται γονική άδεια στον\nεργαζόμενο σύζυγο ή στη σύζυγο μέχρι και\nένα (1) χρόνο χωρίς αποδοχές, εφόσον έχουν\nπαιδιά που παρουσιάζουν σοβαρή πνευματική\nή σωματική αναπηρία διαπιστωμένη από την\nυγειονομική επιτροπή του Ε.Φ.Κ.Α.. Κατά τη\nδιάρκεια της παραπάνω άδειας όλες οι\nασφαλιστικές εισφορές καλύπτονται από την\nΟργάνωση.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>14.Στον πατέρα χορηγείται άδεια\nπατρότητας δεκατεσσάρων (14) εργάσιμων\nημερών, με αποδοχές, η οποία πρέπει να\nλαμβάνεται κατά τη γέννηση του τέκνου. Η\nάδεια αυτή δύναται είτε: α) να χορηγείται\nδύο (2) ημέρες πριν την αναμενόμενη\nημερομηνία τοκετού, οπότε οι υπόλοιπες\nδώδεκα (12) χορηγούνται, συνολικά ή\nτμηματικά, άμεσα λόγω της γέννησης του\nτέκνου, εντός τριάντα (30) ημερών από την\nημερομηνία γέννησης είτε β) να χορηγείται\nμετά την ημερομηνία γέννησης. Για την\nεύρυθμη λειτουργία της Οργάνωσης, ο\nεργαζόμενος γνωστοποιεί την\nπιθανολογούμενη ημέρα τοκετού σ’ αυτήν,\nπροκειμένου η τελευταία να λάβει εγκαίρως\nγνώση. Η άδεια πατρότητας χορηγείται\nυποχρεωτικά και δεν εξαρτάται από\nπροηγούμενη απασχόληση ή προϋπηρεσία ή από\nτη συζυγική ή οικογενειακή κατάσταση του\nεργαζόμενου. Σε περίπτωση υιοθεσίας ή\nαναδοχής τέκνου, ηλικίας έως οκτώ (8) ετών, η\nάδεια πατρότητας χορηγείται από την ένταξη\nτου παιδιού στην οικογένεια.\u003C\u002Fp>\n\n\u003Cp>15.Στους εργαζόμενους που υπάγονται στην\nπαρούσα ΣΣΕ χορηγούνται και όλες οι άδειες\nπου αναφέρονται στον ν. 4808\u002F2021, οι σχετικές\nμε την προστασία της οικογένειας διατάξεις\nτου οποίου εφαρμόζονται, εφόσον είναι\nευνοϊκότερες από τις διατάξεις της\nπαρούσας Σ.Σ.Ε..\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 18\u003C\u002Fh4>\n\n\u003Ch4>Εκτός έδρας εργασία\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Οι εργαζόμενοι στον Α.Σ. Πέλλας, όταν\nεξέρχονται εκτός της έδρας τους για\nεκτέλεση υπηρεσίας της Οργάνωσης και\nκατόπιν εντολής αυτής, δικαιούνται\nοδοιπορικά έξοδα και ημερήσια αποζημίωση\nίση προς το 1\u002F25 του μισθού τους (βασικού\nμισθού και υποχρεωτικών προσαυξήσεων και\nεπιδομάτων), μετά από διανυκτέρευση εκτός\nέδρας.\u003C\u002Fp>\n\n\u003Cp>2.Η Οργάνωση καλύπτει τη δαπάνη\nξενοδοχείου Β' Κατηγορίας.\u003C\u002Fp>\n\n\u003Cp>3.Σε περίπτωση μη διανυκτέρευσης εκτός\nέδρας ο εργαζόμενος δικαιούται οδοιπορικά\nέξοδα και το μισό της αποζημίωσης (1\u002F50 του\nμισθού τους), εφόσον κάλυψε κατά την κίνησή\nτου τουλάχιστον 30 χιλιόμετρα συνολικά από\nτην έδρα του για εργασία διάρκειας\nτουλάχιστον 4 ωρών (συνυπολογιζομένου του\nχρόνου μετάβασης και επιστροφής).\u003C\u002Fp>\n\n\u003Cp>4.Στην εντολή μετακίνησης της Οργάνωσης\nπρος τον εργαζόμενο θα πρέπει να\nαναγράφεται ο χρόνος μετάβασης και\nεπιστροφής καθώς και το μέσο μεταφοράς.\u003C\u002Fp>\n\n\u003Cp>5.Από τη διάταξη της παραγράφου 3 του\nπαρόντος άρθρου εξαιρούνται οι\nαποκλειστικά απασχολούμενοι ως οδηγοί\nαυτοκινήτων.\u003C\u002Fp>\n\n\u003Ch4>\u003C\u002Fh4>\n\n\u003Ch4>Άρθρο 19\u003C\u002Fh4>\n\n\u003Ch4>Χιλιομετρική αποζημίωση\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Στους εργαζόμενους, οι οποίοι κάνουν\nχρήση Ι.Χ. αυτοκινήτου κατά τις\nμετακινήσεις τους για υπηρεσιακούς λόγους,\nχορηγείται αποζημίωση ίση προς το 20% της\nτιμής του λίτρου του καυσίμου που\nχρησιμοποιείται κατά διανυόμενο\nχιλιόμετρο.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 20\u003C\u002Fh4>\n\n\u003Ch4>Φοιτητική - Σπουδαστική άδεια\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Χορηγείται φοιτητική άδεια δύο (2)\nεβδομάδων τον χρόνο στους φοιτητές που\nυπηρετούν στον Α.Σ. Πέλλας, με πλήρεις\nαποδοχές. Η άδεια χορηγείται για φοίτηση\nμέχρι 6 χρόνια για την απόκτηση του πτυχίου\nκαι για επιπλέον 3 χρόνια για μεταπτυχιακές\nσπουδές. Δε χορηγείται η παραπάνω άδεια σε\nπερίπτωση εξετάσεων για την απόκτηση\nδεύτερου πτυχίου της ίδιας εκπαιδευτικής\nβαθμίδας.\u003C\u002Fp>\n\n\u003Cp>2.Επίσης σε όσους εργαζόμενους φοιτούν σε\nνυκτερινά Γυμνάσια ή Λύκεια και η συνεχής\nπαρακολούθηση αποδεικνύεται με σχετική\nβεβαίωση, χορηγείται σπουδαστική άδεια\nκατά τη διάρκεια των εξετάσεων δύο (2)\nεβδομάδων τον χρόνο με πλήρεις αποδοχές.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 21\u003C\u002Fh4>\n\n\u003Ch4>Εκπαιδευτική άδεια\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Στους τακτικούς υπαλλήλους της\nΟργάνωσης είναι δυνατή, με απόφαση του Δ.Σ.,\nη χορήγηση άδειας, με ή χωρίς αποδοχές, για\nεπιμόρφωση στο εσωτερικό ή το εξωτερικό. Η\nδιάρκεια της εκπαιδευτικής άδειας δεν\nμπορεί να είναι μικρότερη από την κανονική\nδιάρκεια των σπουδών.\u003C\u002Fp>\n\n\u003Cp>2.Για τη χορήγηση εκπαιδευτικής άδειας με\nαποδοχές στο εξωτερικό, καθώς και για τις\nαποζημιώσεις, οδοιπορικά και άλλα έξοδα,\nαποφασίζει το Δ.Σ. της Οργάνωσης.\u003C\u002Fp>\n\n\u003Cp>3.Εκπαιδευτική άδεια χωρίς αποδοχές\nχορηγείται, μόνο αν ο υπάλληλος\nαναλαμβάνει τα πάσης φύσεως έξοδα\nμετεκπαίδευσής του.\u003C\u002Fp>\n\n\u003Cp>4.Μετά τη λήξη της εκπαιδευτικής άδειας με\nαποδοχές ο υπάλληλος είναι υποχρεωμένος να\nπαραμείνει στην Οργάνωση για χρόνο που θα\nκαθοριστεί από αυτή με την απόφαση της\nχορήγησης, διαφορετικά υποχρεούται να της\nκαταβάλει, με το νόμιμο τόκο από την\nείσπραξη των χρημάτων, όσα πληρώθηκαν κατά\nτη διάρκεια της εκπαιδευτικής του άδειας.\u003C\u002Fp>\n\n\u003Cp>5.Μετά τη λήξη της εκπαιδευτικής άδειας\nχωρίς αποδοχές, ο υπάλληλος είναι\nυποχρεωμένος να παραμείνει στην Οργάνωση\nγια χρόνο ίσο με το χρόνο της εκπαιδευτικής\nάδειας, διαφορετικά υποχρεούται να\nκαταβάλει αποζημίωση ίση προς τις αποδοχές\nτου μισού χρόνου για τον οποίο είχε\nυποχρέωση να παραμείνει.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-direct_participation_hrs\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch4>Άρθρο 22\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Ch4>Συνδικαλιστική άδεια\u003C\u002Fh4>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Σ' αυτούς που κάνουν χρήση\nσυνδικαλιστικών αδειών, που προβλέπονται\nαπό το Ν. 1264\u002F82, όπως σήμερα ισχύει,\nχορηγούνται πλήρεις αποδοχές. Ειδικά για\nτους αντιπροσώπους στην Ομοσπονδία η\nσυνδικαλιστική άδεια για τη συμμετοχή τους\nστο Συνέδριο αυξάνεται κατά δύο (2) ημέρες,\nπέρα από τη διάρκεια του Συνεδρίου, για\nμετάβαση και επιστροφή σ' αυτό.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Ch4>Άρθρο 23\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Ch4>Άδεια ασθένειας\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Οι εργαζόμενοι που κάνουν χρήση άδειας\nασθένειας (για το διάστημα μέχρι του ενός\nμήνα κατά τα άρθρα 657, 658 Α.Κ.), θα λαμβάνουν\nαπό τον Α.Σ. Πέλλας τη διαφορά μεταξύ του\nκαταβαλλόμενου από τον Ε.Φ.Κ.Α. ποσού του\nεπιδόματος ασθένειας και των αποδοχών\nτους, προσκομίζοντας στην Υπηρεσία την\nαπόφαση χορήγησης επιδόματος ασθένειας.\u003C\u002Fp>\n\n\u003Cp>2.Χορηγείται άδεια δύο (2) ημερών το χρόνο\nστους αιμοδότες μετά από βεβαίωση του\nοικείου νοσοκομειακού ιδρύματος.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverregion\">\u003Ch4>Άρθρο 24\u003C\u002Fh4>\n\n\u003Ch4>Ειδική άδεια των οργάνων της\nΑυτοδιοίκησης και της Αποκεντρωμένης\nΔιοίκησης\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Οι διατάξεις των άρθρων 93, 182 και 183 του Ν.\n3852\u002F2010 «Νέα Αρχιτεκτονική της Αυτοδιοίκησης\nκαι της Αποκεντρωμένης Διοίκησης\nΠρόγραμμα Καλλικράτης» εφαρμόζονται στο\nπροσωπικό του Α.Σ. Πέλλας με τους όρους και\nτις προϋποθέσεις που ορίζει ο νόμος αυτός,\nόπως ισχύει σήμερα, εφόσον το πεδίο\nεφαρμογής τους δεσμεύει και τους\nεργαζόμενους που διέπει η παρούσα Σ.Σ.Ε.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 25\u003C\u002Fh4>\n\n\u003Ch4>Καταναλωτικά δάνεια\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Ο Α.Σ. Πέλλας δύναται να χορηγεί\nκαταναλωτικά δάνεια στο προσωπικό του στο\nύψος των ακαθάριστων αποδοχών ενός μήνα,\nπου όμως δεν μπορούν να υπερβαίνουν τα 1.500\nευρώ.\u003C\u002Fp>\n\n\u003Cp>2.Απαραίτητη προϋπόθεση για τη χορήγηση\nτου δανείου είναι να υπηρετεί ο\nεργαζόμενος τουλάχιστον ένα (1) χρόνο στην\nΟργάνωση.\u003C\u002Fp>\n\n\u003Cp>3.Το δάνειο εξοφλείται σε έντοκες δόσεις\n(νόμιμος τόκος), με διάρκεια που δεν\nυπερβαίνει το έτος.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch4>Άρθρο 26\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Ch4>Ετήσια κανονική άδεια με αποδοχές\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cp>Οι εργαζόμενοι που έχουν συμπληρώσει\nυπηρεσία 10 ετών στην Ε.Α.Σ. Γιαννιτσών ή\nπροϋπηρεσία 12 ετών σε οποιοδήποτε εργοδότη\nκαι με οποιαδήποτε σχέση εργασίας,\nδικαιούνται άδεια 30 εργάσιμων ημερών, αν\nεφαρμόζεται σύστημα εξαήμερης\nεβδομαδιαίας εργασίας ή 25 εργάσιμων\nημερών, αν εφαρμόζεται σύστημα πενθήμερης\nεβδομαδιαίας εργασίας.\u003C\u002Fp>\n\n\u003Cp>Εργαζόμενοι μετά τη συμπλήρωση 25ετούς\nυπηρεσίας ή προϋπηρεσίας δικαιούνται μία\nεπιπλέον εργάσιμη ημέρα άδεια, δηλαδή 31 σε\nσύστημα εξαήμερης εβδομαδιαίας εργασίας\nκαι 26 σε σύστημα πενθήμερης εβδομαδιαίας\nεργασίας.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Κατά τα λοιπά ισχύουν οι διατάξεις του\nΑ.Ν. 539\u002F1945, όπως έχει τροποποιηθεί και\nισχύει.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise_detail\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch4>Άρθρο 27\u003C\u002Fh4>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch4>Επιδόματα εορτών Χριστουγέννων και\nΠάσχα\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Τα επιδόματα των εορτών Χριστουγέννων\nκαι Πάσχα αποτελούν τακτικές αποδοχές και\nκαταβάλλονται στο ακέραιο εφόσον η\nεργασιακή σχέση διήρκεσε καθ’ όλη τη\nχρονική περίοδο, για μεν την περίπτωση του\nεπιδόματος των εορτών Πάσχα από την 1η\nΙανουάριου μέχρι την 30η Απριλίου για δε την\nπερίπτωση του επιδόματος εορτών\nΧριστουγέννων από την 1η Μάίου μέχρι την 31η\nΔεκεμβρίου κάθε χρόνου.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusperc1sec\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2sec\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>Το επίδομα εορτών Χριστουγέννων\nανέρχεται σε έναν μηνιαίο μισθό για τους\nαμειβόμενους με μισθό και σε 25 ημερομίσθια\nγια τους αμειβόμενους με ημερομίσθιο.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Το επίδομα εορτών Πάσχα ανέρχεται σε μισό\nμηναίο μισθό για τους αμειβόμενους με\nμισθό και σε 25 ημερομίσθια για τους\nαμειβόμενους με ημερομίσθιο.\u003C\u002Fp>\n\n\u003Cp>Ειδικότεροι όροι και προϋποθέσεις\nκαταβολής αυτών των επιδομάτων\nπεριλαμβάνονται στο άρθρο 28 της παρούσας\nσυλλογικής σύμβασης.\u003C\u002Fp>\n\n\u003Cp>Γενικές ή ειδικές διατάξεις νόμων,\nδιαταγμάτων, υπουργικών αποφάσεων,\nσυλλογικών συμβάσεων εργασίας,\nδιαιτητικών αποφάσεων, κανονισμών\nεργασίας και λοιπών κανονιστικών πράξεων\nπου καθορίζουν ευνοϊκότερους τρόπους\nυπολογισμού, καταβολής και γενικά παροχής\nτων επιδομάτων αυτών υπερισχύουν και\nδιατηρούνται σε ισχύ.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowancedays1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch4>Άρθρο 28\u003C\u002Fh4>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch4>Επίδομα άδειας\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ο μισθωτός που θεμελιώνει δικαίωμα\nκανονικής άδειας αναψυχής, αυτούσιας ή σε\nχρήμα δικαιούται να λάβει και το επίδομα\nάδειας, το οποίο αποτελεί τακτικές\nαποδοχές του, υπολογίζεται με τον ίδιο\nτρόπο που υπολογίζονται και οι αποδοχές\nάδειας και υπόκειται στους ίδιους κανόνες\nμε αυτές.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>Το επίδομα άδειας ισούται με το σύνολο\nτων πράγματι καταβαλλόμενων τακτικών\nσυνήθων αποδοχών της άδειας, με τον\nπεριορισμό ότι δεν μπορεί να υπερβαίνει\nτις αποδοχές 15 ημερών γι’ αυτούς που\nαμείβονται με μηνιαίο μισθό και 13 ημερών\nγι’ αυτούς που αμείβονται με ημερομίσθιο ή\nκατά μονάδα εργασίας ή με ποσοστά ή και με\nάλλο τρόπο.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Το αντίστοιχο επίδομα άδειας\nπροκαταβάλλεται κατά τη λήψη της άδειας\nαναψυχής ή τμήματος αυτής μαζί με τις\nαποδοχές αδείας.\u003C\u002Fp>\n\n\u003Cp>Γενικές ή ειδικές διατάξεις νόμων,\nδιαταγμάτων, υπουργικών αποφάσεων,\nσυλλογικών συμβάσεων εργασίας,\nδιαιτητικών αποφάσεων, κανονισμών\nεργασίας και λοιπών κανονιστικών πράξεων,\nπου καθορίζουν ευνοϊκότερους τρόπους\nυπολογισμού, καταβολής και γενικά παροχής\nτου επιδόματος άδειας υπερισχύουν και\nδιατηρούνται σε ισχύ.\u003C\u002Fp>\n\n\u003Cp>Το άρθρο 6 της Ε.Γ.Σ.Σ.Ε 1977 για τη χορήγηση\nεπιδόματος άδειας σε περίπτωση πρόωρης\nλύσης της σχέσης εργασίας εξακολουθεί να\nισχύει, διαγραφομένων των λέξεων «πριν\nμισθωτός συμπληρώσει παρά τω αυτώ εργοδότη\nδωδεκάμηνον συνεχή απασχόλησιν», λόγω της\nμεταγενέστερης τροποποίησης των\nπροϋποθέσεων για τη λήψη αδείας.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 29\u003C\u002Fh4>\n\n\u003Ch4>Ειδικοί όροι καταβολής επιδομάτων\nΧριστουγέννων και Πάσχα\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Μισθωτοί, των οποίων η εργασιακή σχέση με\nτον Α.Σ. Πέλλας δεν διήρκεσε ολόκληρο το\nχρονικό διάστημα που απαιτείται για την\nκαταβολή πλήρων επιδομάτων Χριστουγέννων\nκαι Πάσχα δικαιούνται:\u003C\u002Fp>\n\n\u003Cp>α) για επίδομα εορτών Χριστουγέννων ποσό\n2\u002F25 του μηνιαίου μισθού ή δύο ημερομίσθια,\nανάλογα με το συμφωνημένο τρόπο αμοιβής,\nγια κάθε οκτώ ημέρες διάρκειας της\nεργασιακής σχέσης και\u003C\u002Fp>\n\n\u003Cp>β) για επίδομα εορτών Πάσχα ποσό ίσο με 1\u002F15\nτου μισού μηνιαίου μισθού ή ένα\nημερομίσθιο, ανάλογα με το συμφωνημένο\nτρόπο αμοιβής, για κάθε οκτώ ημέρες\nδιάρκειας της εργασιακής σχέσης.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>Τα επιδόματα εορτών Χριστουγέννων και\nΠάσχα υπολογίζονται βάσει των πράγματι\nκαταβαλλόμενων τακτικών αποδοχών, εφόσον\nαυτές είναι ίσες ή ανώτερες των νομίμων.\nΤακτικές αποδοχές θεωρούνται ο μισθός ή το\nημερομίσθιο καθώς και κάθε άλλη παροχή που\nκαταβάλλεται από τον εργοδότη ως συμβατικό\nή νόμιμο αντάλλαγμα της παρεχόμενης\nεργασίας τακτικά κάθε μήνα ή\nεπαναλαμβάνεται περιοδικά κατά ορισμένα\nδιαστήματα του χρόνου. Τακτικές αποδοχές\nαποτελούν, μεταξύ άλλων, το επίδομα άδειας,\nη αμοιβή για τακτική νόμιμη υπερωριακή\nεργασία, υπερεργασία, εργασία την Κυριακή,\nσε αργίες, σε νυχτερινές ώρες, τα πριμ\nπαραγωγικότητας, όταν χορηγούνται κατ'\nεπανάληψη σε τακτά χρονικά διαστήματα\nκ.λπ..\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Κατά τα λοιπά ισχύουν οι διατάξεις του Ν.\n1082\u002F1980, της Υπουργικής Απόφασης (Υ.Α.)19040\u002F1981,\nόπως τροποποιήθηκε από την Υ.Α. 2006743\u002F538\u002F0022\u002F1991,\nτης Υ.Α. 19344\u002F1980, όπως συμπληρώθηκε από την\nΥ.Α. 11520\u002F1995, και της Υ.Α. 18796\u002F1989.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch4>Άρθρο 30\u003C\u002Fh4>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch4>Ασφάλιση έναντι θανάτου και\nατυχημάτων\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ο Α.Σ. Πέλλας δύναται να ασφαλίζει το\nπροσωπικό του έναντι θανάτου και\nατυχημάτων.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 31\u003C\u002Fh4>\n\n\u003Ch4>Προώθηση αποφοίτων Μέσης Εκπαίδευσης\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Μετά από πέντε (5) χρόνια υπηρεσίας στους\nαπόφοιτους Μέσης Εκπαίδευσης χορηγείται\nμισθολογική και βαθμολογική προώθηση κατά\nένα (1) χρόνο.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch4>Άρθρο 32\u003C\u002Fh4>\n\n\u003Ch4>Αναγνώριση προϋπηρεσίας\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Ο καθορισμός των βασικών μισθών του\nμόνιμου και μη μόνιμου προσωπικού γίνεται\nμε βάση την πραγματική υπηρεσία του\nυπαλλήλου στον Α.Σ. Πέλλας, η οποία\nπροσαυξάνεται με την πραγματική υπηρεσία\nσε καθήκοντα υπαλλήλου ή εργατοτεχνίτη σε\nοποιαδήποτε άλλη Αγροτική Συνεταιριστική\nΟργάνωση κάθε βαθμού, σε Κοινοπραξίες\nαυτών, σε Κοινοπραξίες του Ν.3874\u002F1958, σε\nΣυνεταιριστικές Εταιρίες καθώς και στο\nΔημόσιο και στις Τράπεζες, ανεξάρτητα αν η\nπροϋπηρεσία ήταν με σύμβαση ορισμένου ή\nαορίστου χρόνου.\u003C\u002Fp>\n\n\u003Cp>Αναγνωρίζεται η προϋπηρεσία στον\nιδιωτικό τομέα μέχρι πέντε (5) χρόνια,\nεπίσης, σε καθήκοντα υπαλλήλου ή\nεργατοτεχνίτη, εφόσον προκύπτει από\nστοιχεία του Ε.Φ.Κ.Α. ή άλλου ταμείου ότι\nήταν ασφαλισμένος.\u003C\u002Fp>\n\n\u003Cp>Αναγνωρίζεται ως προϋπηρεσία μέχρι πέντε\n(5) χρόνια, ο χρόνος πραγματικής υπηρεσίας\nπου έχει υπηρετήσει ο εργαζόμενος στην\nαλλοδαπή και σε καθήκοντα μόνο υπαλλήλου ή\nεργατοτεχνίτη. Μεγαλύτερη προϋπηρεσία, που\nέχει τυχόν αναγνωρισθεί, εξακολουθεί να\nισχύει.\u003C\u002Fp>\n\n\u003Cp>2.Επίσης, αναγνωρίζεται ως χρόνος\nπροϋπηρεσίας και ο χρόνος φυλακής και\nεξορίας που πραγματοποιήθηκε για\nπολιτικούς λόγους και έχει αρμοδίως\nαναγνωρισθεί.\u003C\u002Fp>\n\n\u003Cp>3.Για τον υπάλληλο που κρίθηκε με απόφαση\nτου Διοικητικού Συμβουλίου του Α.Σ. Πέλλας\nστάσιμος, ο χρόνος της στασιμότητάς του δεν\nθεωρείται ως χρόνος πραγματικής υπηρεσίας\nγια τέσσερα (4) συνεχή χρόνια. Η διάταξη αυτή\nδεν επηρεάζει τα συντάξιμα χρόνια.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype2\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>4.Μερίδα υπαλλήλων που έχει αναγνωρισθεί\nη προϋπηρεσία τους μόνο για την χορήγηση\nπολυετίας, θα παίρνει την παροχή που\nπροκύπτει από την τελευταία αυτή, επί πλέον\nαπό τη Συλλογική Σύμβαση Εργασίας.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Ch4>Άρθρο 33\u003C\u002Fh4>\n\n\u003Ch4>Αποζημίωση εξερχόμενων από την\nυπηρεσία\u003C\u002Fh4>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Το προσωπικό του Α.Σ. Πέλλας\nοποιοσδήποτε κατηγορίας και κλάδου\nδύναται, εφόσον συμπληρώνει τις\nπροϋποθέσεις συνταξιοδότησης σύμφωνα με\nτις εκάστοτε ισχύουσες διατάξεις και για\nοποιαδήποτε περίπτωση προβλέπεται από τις\nδιατάξεις αυτές, να αποχωρεί από την\nυπηρεσία του λαμβάνοντας στην περίπτωση\nαυτή το 100% της αποζημίωσης, που ορίζεται\nαπό τον Ν. 2112\u002F1920, όπως ισχύει σήμερα.\u003C\u002Fp>\n\n\u003Cp>2.Η ίδια όπως παραπάνω αποζημίωση (100% του\nΝ. 2112\u002F1920, όπως ισχύει σήμερα) καταβάλλεται\nκαι στους υπαλλήλους που αποχωρούν από την\nΥπηρεσία, λόγω συμπλήρωσης του ορίου\nηλικίας τους.\u003C\u002Fp>\n\n\u003Cp>3.Την ίδια αποζημίωση (100% του Ν. 2112\u002F1920, όπως\nισχύει σήμερα) δικαιούνται και οι έγγαμες\nγυναίκες με ανήλικο παιδί, εφόσον πληρούν\nτις προϋποθέσεις συνταξιοδότησής τους,\nσύμφωνα με τις εκάστοτε ισχύουσες\nδιατάξεις.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-support_disabilities\">\u003Cp>4.Επίσης χορηγείται το 100% της αποζημίωσης\nτου Ν. 2112\u002F1920, όπως ισχύει σήμερα, σε\nπερίπτωση συνταξιοδότησης του μισθωτού\nλόγω αναπηρίας σωματικής ή πνευματικής σε\nποσοστό 50% και άνω, που είναι διαπιστωμένη\nαπό την Υγειονομική Υπηρεσία του Ε.Φ.Κ.Α..\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.Επίσης το 100% της αποζημίωσης του Ν. 2112\u002F1920,\nόπως ισχύει σήμερα, χορηγείται υποχρεωτικά\nσε περίπτωση θανάτου του μισθωτού στους\nκληρονόμους του.\u003C\u002Fp>\n\n\u003Cp>6.Για τον υπολογισμό της αποζημίωσης του\nΝ. 2112\u002F1920, θα λαμβάνεται υπόψη η προϋπηρεσία\nτου μισθωτού και ως εκτάκτου, που διανύθηκε\nμε σύμβαση ορισμένου ή αορίστου χρόνου\nστον Α.Σ. Πέλλας, εφόσον είναι συνεχής.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 34\u003C\u002Fh4>\n\n\u003Ch4>Επιτροπή για την ανάπτυξη του\nσυνεταιριστικού κινήματος - Παρακράτηση\nσυνδικαλιστικής συνδρομής\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Μέσα σ' ένα εξάμηνο από την υπογραφή της\nπαρούσας Σ.Σ.Ε. συγκροτείται επιτροπή από\nεκπροσώπους του Α.Σ. Πέλλας και του\n«Σωματείου εργαζομένων στο Αγροτικό\nΣυνεταιρισμό Πέλλας», η οποία θα μελετά και\nθα εισηγείται προς τα αρμόδια όργανα\nπροτάσεις για την ανάπτυξη του\nσυνεταιριστικού κινήματος και την αύξηση\nτης παραγωγικότητας καθώς επίσης και για\nτη βελτίωση των εργασιακών σχέσεων.\u003C\u002Fp>\n\n\u003Cp>2.Ο Α.Σ. Πέλλας παρακρατεί από τις μηνιαίες\nαποδοχές κάθε εργαζόμενου - μέλους του\n«Σωματείο εργαζομένων στο Αγροτικό\nΣυνεταιρισμό Πέλλας» το ποσό των δέκα (10)\nευρώ ως μηνιαία συνδρομή του εργαζόμενου\nπρος το Σωματείο, η οποία αποδίδεται αμέσως\nσ’ αυτό.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Άρθρο 35\u003C\u002Fh4>\n\n\u003Ch4>Απαγόρευση απολύσεων\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Κατά τη διάρκεια ισχύος της παρούσας\nΣ.Σ.Ε. διατηρούνται οι υφιστάμενες σήμερα\nθέσεις εργασίας και δεν θα γίνουν\nαπολύσεις εργαζομένων.\u003C\u002Fp>\n\n\u003Cp>Απόλυση εργαζομένου επιτρέπεται μόνο: α)\nσε περίπτωση διάπραξης ποινικού\nαδικήματος από αυτόν κατά την εκτέλεση της\nυπηρεσίας και σε σχέση με αυτήν και\nαπαγγελίας κατηγορίας εναντίον του και β)\nσε περίπτωση πειθαρχικού παραπτώματος, για\nτο οποίο ο Κανονισμός εσωτερικής υπηρεσίας\nκαι κατάστασης προσωπικού της Οργάνωσης\nπροβλέπει την πειθαρχική ποινή της\nοριστικής απόλυσης.\u003C\u002Fp>\n\n\u003Cp>Η οποιαδήποτε τυχόν απόλυση κατά\nπαράβαση της διάταξης αυτής είναι\nαυτοδικαίως άκυρη.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_period\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_start\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_end\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_year\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SKILLEVEL_trigger\">\u003Ch4>Άρθρο 36\u003C\u002Fh4>\n\n\u003Ch4>Τελικές Διατάξεις\u003C\u002Fh4>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Στους εργαζόμενους (υπαλλήλους,\nεργατοτεχνίτες), που ακολουθούν τους όρους\nαμοιβής και εργασίας της παρούσας Σ.Σ.Ε. δεν\nμπορούν να έχουν εφαρμογή οι επί μέρους\nδιατάξεις άλλων συλλογικών συμβάσεων\nεργασίας.\u003C\u002Fp>\n\n\u003Cp>2.Τυχόν καταβαλλόμενες υψηλότερες\nαμοιβές ή πρόσθετες παροχές από άλλη αιτία\nδιατηρούνται, εφόσον δεν τροποποιούνται\nρητά με την παρούσα σύμβαση.\u003C\u002Fp>\n\n\u003Cp>3.Ρυθμίσεις προηγούμενων συλλογικών\nσυμβάσεων εργασίας «για τους όρους αμοιβής\nκαι εργασίας του εν γένει προσωπικού των\nΑγροτικών Συνεταιριστικών Οργανώσεων», οι\nοποίες δεν καταργούνται ή τροποποιούνται\nρητά με τους όρους αυτής της Συλλογικής\nΣύμβασης, εξακολουθούν να ισχύουν.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.Η ισχύς της παρούσας αρχίζει από 1-2-2022\nκαι λήγει στις 31-1-2024.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"96\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"4\" width=\"328\">\u003Cstrong>ΟΙ ΒΑΣΙΚΟΙ ΜΙΣΘΟΙ\n        ΤΑΚΤΙΚΩΝ\u003C\u002Fstrong>\n\n        \u003Cp>\u003Cstrong>ΑΥΞΑΝΟΝΤΑΙ 3% ΑΠΌ\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>01\u002F2\u002F2022 ΕΩΣ 31\u002F01\u002F2023\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>ΜΕ ΒΑΣΗ ΤΗΣ ΑΠΌ 15\u002F8\u002F2019\n        ΕΠΙΧΕΙΡΗΣΙΑΚΗΣ Σ.Σ.Ε.\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\" colspan=\"4\">\u003Cstrong>ΟΙ ΒΑΣΙΚΟΙ ΜΙΣΘΟΙ\n        ΤΑΚΤΙΚΩΝ \u003C\u002Fstrong>\n\n        \u003Cp>\u003Cstrong>ΑΥΞΑΝΟΝΤΑΙ 2% ΑΠΌ \u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>01\u002F2\u002F2023 ΕΩΣ 31\u002F01\u002F2024 \u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>ΜΕ ΒΑΣΗ ΤΗΣ ΑΠΌ 01\u002F2\u002F2022\n        ΕΠΙΧΕΙΡΗΣΙΑΚΗΣ Σ.Σ.Ε.\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>\u003Cstrong>ΠΡΟΣΩΠΙΚΟ\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>\u003Cstrong>ΠΕ\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>\u003Cstrong>ΔΕ-ΤΕ\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>\u003Cstrong>ΥΕ\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>\u003Cstrong>ΠΡΟΣΩΠΙΚΟ\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>\u003Cstrong>ΠΕ\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>\u003Cstrong>ΔΕ-ΤΕ\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>\u003Cstrong>ΥΕ\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>\u003Cstrong>ΠΟΣΟΣΤΟ\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>ΠΟΛΥΕΤΙΑΣ\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>\u003Cstrong>ΕΤΗ ΥΠΗΡΕΣ\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>\u003Cstrong>1\u002F2\u002F2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>\u003Cstrong>1\u002F2\u002F2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>\u003Cstrong>1\u002F2\u002F2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>\u003Cstrong>ΕΤΗ ΥΠΗΡΕΣ\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>\u003Cstrong>1\u002F2\u002F2023\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>\u003Cstrong>1\u002F2\u002F2023\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>\u003Cstrong>1\u002F2\u002F2023\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>0-1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>799,93\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>689,35\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>643,81\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>0-1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>815,93\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>703,14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>656,68\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>1-2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>836,61\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>689,35\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>643,81\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>1-2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>853,34\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>703,14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>656,68\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>2-3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>836,61\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>709,87\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>667,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>2-3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>853,34\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>724,07\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>680,34\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>5,00%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>3-4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>863,41\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>709,87\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>667,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>3-4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>880,68\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>724,07\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>680,34\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>6,20%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>4-5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>863,41\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>729,87\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>689,35\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>4-5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>880,68\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>744,47\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>703,14\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>7,40%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>5-6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>863,41\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>729,87\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>689,35\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>5-6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>880,68\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>744,47\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>703,14\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>8,60%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>6-7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>896,52\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>748,46\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>705,78\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>6-7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>914,45\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>763,43\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>719,90\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>9,80%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>7-8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>896,52\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>748,46\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>705,78\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>7-8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>914,45\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>763,43\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>719,90\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>11,00%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>8-9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>896,52\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>770,15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>728,12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>8-9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>914,45\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>785,55\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>742,68\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>12,20%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>9-10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>920,32\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>770,15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>728,12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>9-10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>938,72\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>785,55\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>742,68\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>13,40%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>10-11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>920,32\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>784,06\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>741,23\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>10-11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>938,72\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>799,74\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>756,06\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>14,60%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>11-12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>920,32\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>784,06\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>741,23\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>11-12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>938,72\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>799,74\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>756,06\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>15,80%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>12-13\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>950,61\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>805,71\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>762,95\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>12-13\u003C\u002Fp>\n      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width=\"77\">\u003Cp>910,27\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>39,80%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>32-33\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>1.088,73\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>950,98\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>904,09\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>32-33\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>1.110,51\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>970,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>922,18\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>40,00%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>33-34\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>1.088,73\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>950,98\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>904,09\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>33-34\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>1.110,51\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>970,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>922,18\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>40,00%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>34-35\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>1.088,73\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>960,49\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>912,80\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>34-35\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>1.110,51\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>979,70\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>931,05\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp>40,00%\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>35-36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>1.088,73\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>960,49\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>912,80\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>35-36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>1.110,51\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>979,70\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\">\u003Cp>931,05\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":44,"cbadate_start_date":47,"cbadate_end_date":49,"SECTOR1":51,"FIRMPRI":55,"CBA_MNCOMPA_1":59,"cbamemtrad":61,"CBA_MEMTRAD4_1":65,"pensionfund":67,"disabilityfund":71,"tempagency":75,"sicknesspay":77,"sicknessmaxdays":80,"sicknessmaxdaysnr":84,"longtermillness":86,"disabilitypay":89,"healthinsurance":92,"healthinsurancerelatives":96,"funeralpay":98,"paidmaternityleave":100,"paidmaternityleaveduration":104,"paidmaternityleavepay":106,"paidmaternityleavepayperc":108,"jobsecuritymothers":110,"maternitydiscrimination":112,"pregnancy":115,"breastfeeding_dangerouswork":119,"timeoff":121,"paidpaternityleave":123,"paidpaternityleaveduration":127,"childcare":129,"childcareleave":131,"marriage":134,"marriageleave":138,"nursingmothers":140,"maternity_nursing_breaks_duration":144,"breastfeeding_workingtime":146,"educationtuition":148,"support_disabilities":151,"MAXHOURS_trigger":155,"hoursovertimemax":159,"PAIDLEAV_trigger":161,"holidaysdays":164,"holidaysweeks":168,"TRADEUNLEAV_trigger":170,"tradeunleavdays":173,"PAYSCALES_trigger":177,"PAYSCALES_period":181,"WAGES_payscale1_start":185,"WAGES_payscale1_end":187,"WAGES_payscale1_year":189,"SKILLEVEL_trigger":191,"STRUCINCR_trigger":193,"wageincreasetype":196,"wageincreasetype2":200,"wageincreaseperc1":202,"wageincreasedate":204,"wageincreasedate_date":206,"ONCEONLY_trigger":208,"onceonly_detail":212,"onceonly_detail_txt":214,"onceonlytype":216,"onceonlytype2":218,"onceonlyperc1":220,"onceonly2_trigger":222,"onceonly2_detail_txt":226,"onceonly2type":228,"onceonly2type2":230,"onceonly2perc2":232,"ONCERISE_trigger":234,"oncerise_detail":237,"incidentalbonustype":239,"incidentalbonustype2":241,"incidentalbonusperc1":245,"incidentalbonustype2sec":247,"incidentalbonusperc1sec":249,"ANNLEAVE_trigger":251,"annleaveallowancetype":253,"annleaveallowancedays1":255,"OVERTIME_trigger":257,"overtimeallowancetype_general":259,"SUNDAY_trigger":261,"SENIOR_trigger":263,"longserviceallowancetype1":267,"longserviceallowancetype2":269,"direct_participation_hrs":271,"coverregion":273},{"bindId":45,"name":46,"text":46},"cbadate_start","Αρθρο 2 ",{"bindId":48,"name":46,"text":46},"cbadate_start_date",{"bindId":50,"name":46,"text":46},"cbadate_end_date",{"bindId":52,"name":53,"text":54},"SECTOR1","α) αφενός μεν οι: 1) Μιχαήλ Φαρμάκης του","α) αφενός μεν οι: 1) Μιχαήλ Φαρμάκης του\nΔημητρίου, Πρόεδρος του Δ.Σ. του αγροτικού\nσυνεταιρισμού με την επωνυμία «ΑΓΡΟΤΙΚΟΣ\nΣΥΝΕΤΑΙΡΙΣΜΟΣ ΠΕΛΛΑΣ - ΠΑΡΑΓΩΓΗΣ,\nΜΕΤΑΠΟΙΗΣΗΣ, ΕΜΠΟΡΙΑΣ ΑΓΡΟΤΙΚΩΝ,\nΚΤΗΝΟΤΡΟΦΙΚΩΝ ΚΑΙ ΚΑΤΑΝΑΛΩΤΙΚΩΝ ΠΡΟΪΟΝΤΩΝ\nΚΑΙ ΕΦΟΔΙΩΝ ΚΑΙ ΠΑΡΟΧΗΣ ΥΠΗΡΕΣΙΩΝ» και τον\nδιακριτικό τίτλο «Α.Σ. ΠΕΛΛΑΣ», που εδρεύει\nστα Γιαννιτσά, και 2) Γεώργιος Τσάτσας του\nΝικολάου, Γραμματέας του Δ.Σ., ενεργώντας ως\nνόμιμοι εκπρόσωποί του,",{"bindId":56,"name":57,"text":58},"FIRMPRI","Στην παρούσα επιχειρησιακή Σ.Σ.Ε. υπάγον","Στην παρούσα επιχειρησιακή Σ.Σ.Ε.\nυπάγονται όλοι οι εργαζόμενοι με σχέση\nεξαρτημένης εργασίας αόριστου χρόνου στον\n«Αγροτικό Συνεταιρισμό Πέλλας».",{"bindId":60,"name":57,"text":58},"CBA_MNCOMPA_1",{"bindId":62,"name":63,"text":64},"cbamemtrad","β) αφετέρου δε οι: 1) Νικόλαος Κατσιούδη","β) αφετέρου δε οι: 1) Νικόλαος Κατσιούδης\nτου Αντωνίου, Πρόεδρος του Δ.Σ. της\nπρωτοβάθμιας συνδικαλιστικής οργάνωσης με\nτην επωνυμία «ΣΩΜΑΤΕΙΟ ΕΡΓΑΖΟΜΕΝΩΝ ΣΤΟΝ\nΑΓΡΟΤΙΚΟ ΣΥΝΕΤΑΙΡΙΣΜΟ ΠΕΛΛΑΣ», που εδρεύει\nστα Γιαννιτσά, και 2) Μαρία Παύλου του\nΑθανασίου, Γραμματέας του Δ.Σ., ενεργώντας\nως νόμιμοι εκπρόσωποί του,",{"bindId":66,"name":63,"text":64},"CBA_MEMTRAD4_1",{"bindId":68,"name":69,"text":70},"pensionfund","Άρθρο 32 Αναγνώριση προϋπηρεσίας","Άρθρο 32\n\nΑναγνώριση προϋπηρεσίας",{"bindId":72,"name":73,"text":74},"disabilityfund","Άρθρο 33 Αποζημίωση εξερχόμενων από την ","Άρθρο 33\n\nΑποζημίωση εξερχόμενων από την\nυπηρεσία",{"bindId":76,"name":73,"text":74},"tempagency",{"bindId":78,"name":79,"text":79},"sicknesspay","Άρθρο 28",{"bindId":81,"name":82,"text":83},"sicknessmaxdays","Το επίδομα άδειας ισούται με το σύνολο τ","Το επίδομα άδειας ισούται με το σύνολο\nτων πράγματι καταβαλλόμενων τακτικών\nσυνήθων αποδοχών της άδειας, με τον\nπεριορισμό ότι δεν μπορεί να υπερβαίνει\nτις αποδοχές 15 ημερών γι’ αυτούς που\nαμείβονται με μηνιαίο μισθό και 13 ημερών\nγι’ αυτούς που αμείβονται με ημερομίσθιο ή\nκατά μονάδα εργασίας ή με ποσοστά ή και με\nάλλο τρόπο.",{"bindId":85,"name":82,"text":83},"sicknessmaxdaysnr",{"bindId":87,"name":88,"text":88},"longtermillness","Άρθρο 23",{"bindId":90,"name":91,"text":91},"disabilitypay","Άρθρο 30",{"bindId":93,"name":94,"text":95},"healthinsurance","13.Χορηγείται γονική άδεια στον εργαζόμε","13.Χορηγείται γονική άδεια στον\nεργαζόμενο σύζυγο ή στη σύζυγο μέχρι και\nένα (1) χρόνο χωρίς αποδοχές, εφόσον έχουν\nπαιδιά που παρουσιάζουν σοβαρή πνευματική\nή σωματική αναπηρία διαπιστωμένη από την\nυγειονομική επιτροπή του Ε.Φ.Κ.Α.. Κατά τη\nδιάρκεια της παραπάνω άδειας όλες οι\nασφαλιστικές εισφορές καλύπτονται από την\nΟργάνωση.",{"bindId":97,"name":94,"text":95},"healthinsurancerelatives",{"bindId":99,"name":91,"text":91},"funeralpay",{"bindId":101,"name":102,"text":103},"paidmaternityleave","11.Η συνολική διάρκεια της άδειας τοκετο","11.Η συνολική διάρκεια της άδειας τοκετού\nκαι λοχείας ορίζεται στις δέκα οκτώ (18)\nεβδομάδες συνολικά, από τις οποίες οι εννέα\n(9) χορηγούνται υποχρεωτικά πριν από την\nπιθανή ημερομηνία του τοκετού και οι\nυπόλοιπες εννέα (9) μετά τον τοκετό. Σε\nπερίπτωση που ο τοκετός πραγματοποιηθεί σε\nχρόνο προγενέστερο από αυτόν που είχε\nαρχικά πιθανολογηθεί, το υπόλοιπο της\nάδειας θα χορηγείται υποχρεωτικά μετά τον\nτοκετό, έτσι ώστε να εξασφαλίζεται\nσυνολικός χρόνος άδειας δεκαοκτώ (18)\nεβδομάδων.",{"bindId":105,"name":102,"text":103},"paidmaternityleaveduration",{"bindId":107,"name":102,"text":103},"paidmaternityleavepay",{"bindId":109,"name":102,"text":103},"paidmaternityleavepayperc",{"bindId":111,"name":102,"text":103},"jobsecuritymothers",{"bindId":113,"name":102,"text":114},"maternitydiscrimination","11.Η συνολική διάρκεια της άδειας τοκετού\nκαι λοχείας ορίζεται στις δέκα οκτώ (18)\nεβδομάδες συνολικά, από τις οποίες οι εννέα\n(9) χορηγούνται υποχρεωτικά πριν από την\nπιθανή ημερομηνία του τοκετού και οι\nυπόλοιπες εννέα (9) μετά τον τοκετό. Σε\nπερίπτωση που ο τοκετός πραγματοποιηθεί σε\nχρόνο προγενέστερο από αυτόν που είχε\nαρχικά πιθανολογηθεί, το υπόλοιπο της\nάδειας θα χορηγείται υποχρεωτικά μετά τον\nτοκετό, έτσι ώστε να εξασφαλίζεται\nσυνολικός χρόνος άδειας δεκαοκτώ (18)\nεβδομάδων.\n\n12.Ο Α.Σ. Πέλλας υποχρεούται να καταβάλλει\nστις υπαλλήλους του που βρίσκονται σε\nάδεια τοκετού τη διαφορά μεταξύ του\nκαταβαλλόμενου από τον Ε.Φ.Κ.Α. ποσού και\nτων αποδοχών τους.",{"bindId":116,"name":117,"text":118},"pregnancy","2.Για τις μητέρες υπαλλήλους καθορίζεται","2.Για τις μητέρες υπαλλήλους καθορίζεται,\nγια τον θηλασμό και τις αυξημένες\nφροντίδες που απαιτούνται για τη ανατροφή\nτου παιδιού, μειωμένο ωράριο εργασίας κατά\nδύο (2) ώρες την ημέρα τα τρία (3) πρώτα χρόνια\nκαι κατά μία (1) ώρα την ημέρα τον τέταρτο (4°)\nχρόνο ηλικίας του παιδιού. Το μειωμένο\nωράριο πραγματοποιείται είτε με\nκαθυστερημένη προσέλευση είτε με πρόωρης\nαποχώρηση είτε με διακοπή της εργασίας.\n\n3.Για τις μητέρες με δύο (2)\nσυμπεριλαμβανομένων και πλέον παιδιά,\nκαθορίζονται δύο (2) ώρες απουσίας την ημέρα\nγια τον τέταρτο (4°) χρόνο ηλικίας του\nπαιδιού.\n\n4.Το ίδιο μειωμένο ωράριο ισχύει και για\nτον διαζευγμένο σύζυγο, όταν υπάρχει\nαπόφαση Δικαστηρίου ότι δίνεται σ' αυτόν η\nεπιμέλεια ή συνεπιμέλεια του παιδιού.\n\n5.Το μειωμένο ωράριο θηλασμού και\nφροντίδας παιδιών δικαιούται ο\u002Fη\nεργαζόμενος\u002Fη με αίτησή του\u002Fτης να το\nζητήσει εναλλακτικά ως συνεχόμενη\nισόχρονη άδεια με αποδοχές, μέσα στη\nχρονική περίοδο κατά την οποία δικαιούται\nμειωμένο ωράριο για τη φροντίδα του\nπαιδιού.\n\nΗ εναλλακτική χορήγηση της άδειας\nπροϋποθέτει συμφωνία της Οργάνωσης και\nχορηγείται εφάπαξ ή τμηματικά.\n\n6.Την άδεια απουσίας για λόγους φροντίδας\nτου παιδιού δικαιούται και ο πατέρας,\nεφόσον δεν κάνει χρήση αυτής η εργαζόμενη\nμητέρα, προσκομίζοντας στην Οργάνωση\nσχετική βεβαίωση του εργοδότη της μητέρας\nτου παιδιού ότι η ίδια δεν λαμβάνει την\nάδεια θηλασμού και φροντίδας του παιδιού",{"bindId":120,"name":117,"text":118},"breastfeeding_dangerouswork",{"bindId":122,"name":102,"text":103},"timeoff",{"bindId":124,"name":125,"text":126},"paidpaternityleave","6.Την άδεια απουσίας για λόγους φροντίδα","6.Την άδεια απουσίας για λόγους φροντίδας\nτου παιδιού δικαιούται και ο πατέρας,\nεφόσον δεν κάνει χρήση αυτής η εργαζόμενη\nμητέρα, προσκομίζοντας στην Οργάνωση\nσχετική βεβαίωση του εργοδότη της μητέρας\nτου παιδιού ότι η ίδια δεν λαμβάνει την\nάδεια θηλασμού και φροντίδας του παιδιού",{"bindId":128,"name":125,"text":126},"paidpaternityleaveduration",{"bindId":130,"name":125,"text":126},"childcare",{"bindId":132,"name":125,"text":133},"childcareleave","6.Την άδεια απουσίας για λόγους φροντίδας\nτου παιδιού δικαιούται και ο πατέρας,\nεφόσον δεν κάνει χρήση αυτής η εργαζόμενη\nμητέρα, προσκομίζοντας στην Οργάνωση\nσχετική βεβαίωση του εργοδότη της μητέρας\nτου παιδιού ότι η ίδια δεν λαμβάνει την\nάδεια θηλασμού και φροντίδας του παιδιού\n\n7.Το δικαίωμα καθυστερημένης προσέλευσης,\nδιακοπής της εργασίας ή πρόωρης αποχώρησης\nτης μητέρας και εναλλακτικά του πατέρα για\nτη φροντίδα του παιδιού έχουν και οι θετοί\nγονείς παιδιού ηλικίας μέχρι έξι (6) ετών, με\nτους ίδιους όπως παραπάνω όρους των\nφυσικών γονέων και χρονική αφετηρία την\nυιοθεσία.\n\n8.Την άδεια φροντίδας παιδιού δικαιούνται\nκαι οι γονείς που έχουν συνάψει σύμφωνο\nσυμβίωσης καθώς και οι άγαμοι γονείς.\n\n9.Η άδεια φροντίδας του παιδιού θεωρείται\nκαι αμείβεται ως χρόνος εργασίας και δεν\nπρέπει να προκαλεί δυσμενέστερες συνθήκες\nστην απασχόληση και στις εργασιακές\nσχέσεις.",{"bindId":135,"name":136,"text":137},"marriage","1.Η άδεια γάμου καθορίζεται σε πέντε (5)","1.Η άδεια γάμου καθορίζεται σε πέντε (5)\nεργάσιμες ημέρες με πλήρεις αποδοχές.",{"bindId":139,"name":136,"text":137},"marriageleave",{"bindId":141,"name":142,"text":143},"nursingmothers","5.Το μειωμένο ωράριο θηλασμού και φροντί","5.Το μειωμένο ωράριο θηλασμού και\nφροντίδας παιδιών δικαιούται ο\u002Fη\nεργαζόμενος\u002Fη με αίτησή του\u002Fτης να το\nζητήσει εναλλακτικά ως συνεχόμενη\nισόχρονη άδεια με αποδοχές, μέσα στη\nχρονική περίοδο κατά την οποία δικαιούται\nμειωμένο ωράριο για τη φροντίδα του\nπαιδιού.",{"bindId":145,"name":142,"text":143},"maternity_nursing_breaks_duration",{"bindId":147,"name":142,"text":143},"breastfeeding_workingtime",{"bindId":149,"name":150,"text":150},"educationtuition","Άρθρο 4",{"bindId":152,"name":153,"text":154},"support_disabilities","4.Επίσης χορηγείται το 100% της αποζημίω","4.Επίσης χορηγείται το 100% της αποζημίωσης\nτου Ν. 2112\u002F1920, όπως ισχύει σήμερα, σε\nπερίπτωση συνταξιοδότησης του μισθωτού\nλόγω αναπηρίας σωματικής ή πνευματικής σε\nποσοστό 50% και άνω, που είναι διαπιστωμένη\nαπό την Υγειονομική Υπηρεσία του Ε.Φ.Κ.Α..",{"bindId":156,"name":157,"text":158},"MAXHOURS_trigger","Τα επιδόματα εορτών Χριστουγέννων και Πά","Τα επιδόματα εορτών Χριστουγέννων και\nΠάσχα υπολογίζονται βάσει των πράγματι\nκαταβαλλόμενων τακτικών αποδοχών, εφόσον\nαυτές είναι ίσες ή ανώτερες των νομίμων.\nΤακτικές αποδοχές θεωρούνται ο μισθός ή το\nημερομίσθιο καθώς και κάθε άλλη παροχή που\nκαταβάλλεται από τον εργοδότη ως συμβατικό\nή νόμιμο αντάλλαγμα της παρεχόμενης\nεργασίας τακτικά κάθε μήνα ή\nεπαναλαμβάνεται περιοδικά κατά ορισμένα\nδιαστήματα του χρόνου. Τακτικές αποδοχές\nαποτελούν, μεταξύ άλλων, το επίδομα άδειας,\nη αμοιβή για τακτική νόμιμη υπερωριακή\nεργασία, υπερεργασία, εργασία την Κυριακή,\nσε αργίες, σε νυχτερινές ώρες, τα πριμ\nπαραγωγικότητας, όταν χορηγούνται κατ'\nεπανάληψη σε τακτά χρονικά διαστήματα\nκ.λπ..",{"bindId":160,"name":157,"text":158},"hoursovertimemax",{"bindId":162,"name":163,"text":163},"PAIDLEAV_trigger","Άρθρο 26",{"bindId":165,"name":166,"text":167},"holidaysdays","Οι εργαζόμενοι που έχουν συμπληρώσει υπη","Οι εργαζόμενοι που έχουν συμπληρώσει\nυπηρεσία 10 ετών στην Ε.Α.Σ. Γιαννιτσών ή\nπροϋπηρεσία 12 ετών σε οποιοδήποτε εργοδότη\nκαι με οποιαδήποτε σχέση εργασίας,\nδικαιούνται άδεια 30 εργάσιμων ημερών, αν\nεφαρμόζεται σύστημα εξαήμερης\nεβδομαδιαίας εργασίας ή 25 εργάσιμων\nημερών, αν εφαρμόζεται σύστημα πενθήμερης\nεβδομαδιαίας εργασίας.\n\nΕργαζόμενοι μετά τη συμπλήρωση 25ετούς\nυπηρεσίας ή προϋπηρεσίας δικαιούνται μία\nεπιπλέον εργάσιμη ημέρα άδεια, δηλαδή 31 σε\nσύστημα εξαήμερης εβδομαδιαίας εργασίας\nκαι 26 σε σύστημα πενθήμερης εβδομαδιαίας\nεργασίας.",{"bindId":169,"name":166,"text":167},"holidaysweeks",{"bindId":171,"name":172,"text":172},"TRADEUNLEAV_trigger","Άρθρο 22",{"bindId":174,"name":175,"text":176},"tradeunleavdays","Άρθρο 22 Συνδικαλιστική άδεια","Άρθρο 22\n\nΣυνδικαλιστική άδεια",{"bindId":178,"name":179,"text":180},"PAYSCALES_trigger","Άρθρο 36 Τελικές Διατάξεις","Άρθρο 36\n\nΤελικές Διατάξεις",{"bindId":182,"name":183,"text":184},"PAYSCALES_period","Άρθρο 36 Τελικές Διατάξεις 1. Στους εργα","Άρθρο 36\n\nΤελικές Διατάξεις\n\n\n\n1. Στους εργαζόμενους (υπαλλήλους,\nεργατοτεχνίτες), που ακολουθούν τους όρους\nαμοιβής και εργασίας της παρούσας Σ.Σ.Ε. δεν\nμπορούν να έχουν εφαρμογή οι επί μέρους\nδιατάξεις άλλων συλλογικών συμβάσεων\nεργασίας.\n\n2.Τυχόν καταβαλλόμενες υψηλότερες\nαμοιβές ή πρόσθετες παροχές από άλλη αιτία\nδιατηρούνται, εφόσον δεν τροποποιούνται\nρητά με την παρούσα σύμβαση.\n\n3.Ρυθμίσεις προηγούμενων συλλογικών\nσυμβάσεων εργασίας «για τους όρους αμοιβής\nκαι εργασίας του εν γένει προσωπικού των\nΑγροτικών Συνεταιριστικών Οργανώσεων», οι\nοποίες δεν καταργούνται ή τροποποιούνται\nρητά με τους όρους αυτής της Συλλογικής\nΣύμβασης, εξακολουθούν να ισχύουν.",{"bindId":186,"name":179,"text":180},"WAGES_payscale1_start",{"bindId":188,"name":179,"text":180},"WAGES_payscale1_end",{"bindId":190,"name":179,"text":180},"WAGES_payscale1_year",{"bindId":192,"name":179,"text":180},"SKILLEVEL_trigger",{"bindId":194,"name":195,"text":195},"STRUCINCR_trigger","Αρθρο 3 Βασικοί Μισθοί",{"bindId":197,"name":198,"text":199},"wageincreasetype","1.Οι βασικοί μισθοί του προσωπικού του «","1.Οι βασικοί μισθοί του προσωπικού του\n«Α.Σ. Πέλλας», όπως έχουν διαμορφωθεί και\nισχύουν στις 31-1-2022, με βάση τις ρυθμίσεις\nτης από 28-9- 2020 επιχειρησιακής Σ.Σ.Ε., σε\nσυνδυασμό με αυτές της από 10-9-2019, της από\n15-5-2017, της από 14-5-2014 και της από 15-5-2012\nεπιχειρησιακής Σ.Σ.Ε, αυξάνονται κατά\nποσοστό 3% από 1-2-2022 και στη συνέχεια, όπως θα\nέχουν διαμορφωθεί στις 31-1-2023, κατά ποσοστό\n2% από 1-2-2023.",{"bindId":201,"name":198,"text":199},"wageincreasetype2",{"bindId":203,"name":198,"text":199},"wageincreaseperc1",{"bindId":205,"name":198,"text":199},"wageincreasedate",{"bindId":207,"name":198,"text":199},"wageincreasedate_date",{"bindId":209,"name":210,"text":211},"ONCEONLY_trigger","2.Στους αποφοίτους ανώτερων σχολών ημεδα","2.Στους αποφοίτους ανώτερων σχολών\nημεδαπής (πρώην Κ.Α.Τ.Ε.Ε., Τ.Ε.Ι.) ή\nαναγνωρισμένων ισότιμων σχολών της\nαλλοδαπής χορηγείται επίδομα 15% επί του\nβασικού μισθού. Ειδικά στους αποφοίτους\nΤ.Ε.Ι. τετραετούς φοίτησης χορηγείται\nεπίδομα 20% επί του βασικού μισθού.",{"bindId":213,"name":210,"text":211},"onceonly_detail",{"bindId":215,"name":210,"text":211},"onceonly_detail_txt",{"bindId":217,"name":210,"text":211},"onceonlytype",{"bindId":219,"name":210,"text":211},"onceonlytype2",{"bindId":221,"name":210,"text":211},"onceonlyperc1",{"bindId":223,"name":224,"text":225},"onceonly2_trigger","3.Σε όσους κατέχουν μεταπτυχιακά διπλώμα","3.Σε όσους κατέχουν μεταπτυχιακά\nδιπλώματα χορηγείται επίδομα 5% επί του\nβασικού μισθού για κάθε ευδόκιμο χρόνο\nμεταπτυχιακών σπουδών, με ανώτερο όριο για\nτο ΜΑ3ΤΕΗ 2 χρόνια και για το Διδακτορικό\nΔίπλωμα 3 χρόνια.",{"bindId":227,"name":224,"text":225},"onceonly2_detail_txt",{"bindId":229,"name":224,"text":225},"onceonly2type",{"bindId":231,"name":224,"text":225},"onceonly2type2",{"bindId":233,"name":224,"text":225},"onceonly2perc2",{"bindId":235,"name":236,"text":236},"ONCERISE_trigger","Άρθρο 27",{"bindId":238,"name":236,"text":236},"oncerise_detail",{"bindId":240,"name":236,"text":236},"incidentalbonustype",{"bindId":242,"name":243,"text":244},"incidentalbonustype2","Το επίδομα εορτών Χριστουγέννων ανέρχετα","Το επίδομα εορτών Χριστουγέννων\nανέρχεται σε έναν μηνιαίο μισθό για τους\nαμειβόμενους με μισθό και σε 25 ημερομίσθια\nγια τους αμειβόμενους με ημερομίσθιο.",{"bindId":246,"name":243,"text":244},"incidentalbonusperc1",{"bindId":248,"name":243,"text":244},"incidentalbonustype2sec",{"bindId":250,"name":243,"text":244},"incidentalbonusperc1sec",{"bindId":252,"name":79,"text":79},"ANNLEAVE_trigger",{"bindId":254,"name":79,"text":79},"annleaveallowancetype",{"bindId":256,"name":79,"text":79},"annleaveallowancedays1",{"bindId":258,"name":157,"text":158},"OVERTIME_trigger",{"bindId":260,"name":157,"text":158},"overtimeallowancetype_general",{"bindId":262,"name":157,"text":158},"SUNDAY_trigger",{"bindId":264,"name":265,"text":266},"SENIOR_trigger","4.Μερίδα υπαλλήλων που έχει αναγνωρισθεί","4.Μερίδα υπαλλήλων που έχει αναγνωρισθεί\nη προϋπηρεσία τους μόνο για την χορήγηση\nπολυετίας, θα παίρνει την παροχή που\nπροκύπτει από την τελευταία αυτή, επί πλέον\nαπό τη Συλλογική Σύμβαση Εργασίας.",{"bindId":268,"name":265,"text":266},"longserviceallowancetype1",{"bindId":270,"name":265,"text":266},"longserviceallowancetype2",{"bindId":272,"name":175,"text":176},"direct_participation_hrs",{"bindId":274,"name":275,"text":276},"coverregion","Άρθρο 24 Ειδική άδεια των οργάνων της Αυ","Άρθρο 24\n\nΕιδική άδεια των οργάνων της\nΑυτοδιοίκησης και της Αποκεντρωμένης\nΔιοίκησης\n\n\n\nΟι διατάξεις των άρθρων 93, 182 και 183 του Ν.\n3852\u002F2010 «Νέα Αρχιτεκτονική της Αυτοδιοίκησης\nκαι της Αποκεντρωμένης Διοίκησης\nΠρόγραμμα Καλλικράτης» εφαρμόζονται στο\nπροσωπικό του Α.Σ. Πέλλας με τους όρους και\nτις προϋποθέσεις που ορίζει ο νόμος αυτός,\nόπως ισχύει σήμερα, εφόσον το πεδίο\nεφαρμογής τους δεσμεύει και τους\nεργαζόμενους που διέπει η παρούσα Σ.Σ.Ε.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Collective agreement between Agrotic Cooperative of Pellas - Production, Processing, Trade Of Agricultural, Livestock And Consumer Products And Supplies And Provision Of Services (A.S. Pellas) and Association Of Employees In The Agricultural Cooperative of Pellas, 2022 – 2024 - 2022\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Ημερομηνία έναρξης: → 2022-02-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Ημερομηνία λήξης: → 2024-01-31\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                Όνομα βιομηχανίας: → Γεωργία, δασοκομία, αλιεία\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Δημόσιος\u002F ιδιωτικός τομέας: → In a co-operative organisation\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Που συνάπτονται από:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Επωνυμία εταιρείας: → \n                        \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                Ονόματα συνδικάτων: → \n\n                \n                    \n                    \u003Cspan>\n                        \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\">Κοινωνική ασφάλιση και συντάξεις\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Ο εργοδότης συνεισφέρει στο συνταξιοδοτικό ταμείο των εργαζομένων: → Ναι\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Ο εργοδότης συνεισφέρει στο ταμείο αναπηρίας των εργαζομένων: → Ναι\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Ο εργοδότης συνεισφέρει στο ταμείο ανεργίας των εργαζομένων: → Δεν\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">Ασθενείες και αναπηρίες\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Μέγιστος αριθμός ημερών για άδεια ασθενείας μετ'αποδοχών: → 15 ημέρες\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Διατάξεις σχετικά με την επιστροφή στην εργασία μετά από μακροχρόνια ασθένεια, π.χ. Μετά από θεραπεία του καρκίνου: → Ναι\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Άδεια μετ 'αποδοχών λόγω έμμηνης ρύσης: → Δεν\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Πληρωμή σε περίπτωση αναπηρίας που οφείλεται σε εργατικό ατύχημα: → Ναι\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ΥΓΕΊΑ , ΑΣΦΆΛΙΣΗ ΚΑΙ ΙΑΤΡΙΚΉ ΒΟΉΘΕΙΑ\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Συμφωνημένη ιατρική βοήθεια : → Δεν\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Συμφωνημένη ιατρική βοήθεια για τους συγγενείς : → Δεν\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Συμφωνημένη συμβολή στην ασφάλιση υγείας: → Ναι\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Συμφωνημένη ασφάλιση υγείας για τους συγγενείς : → Ναι\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Συμφωνημένη πολιτική για την υγεία και την ασφάλεια στην εργασία: → Δεν\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Συμφωνημένη κατάρτιση για την υγεία και την ασφάλεια στην εργασία: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Προστατευτική ενδυμασία που παρέχεται: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Τακτικές ή ετήσιες ιατρικές εξετάσεις ή επισκέψεις που παρέχονται από τον εργοδότη: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Παρακολούθηση των μυοσκελετικών δυσλειτουργειών των γραφείων, των επαγγελματικών ρίσκων και τη σχέση\u002Fσυσχέτιση μεταξύ της εργασίας και της υγείας: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Βοήθεια Κηδείας : → Ναι\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ΕΡΓΑΣΙΑΚΕΣ ΚΑΙ ΟΙΚΟΓΕΝΕΙΑΚΕΣ ΡΥΘΜΙΣΕΙΣ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Άδεια μητρότητας μετ 'αποδοχών: → 18 εβδομάδες\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Η άδεια μητρότητας μετ 'αποδοχών περιορίζεται σε 100 % του βασικού μισθού\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Eργασιακή ασφάλεια μετά την άδεια μητρότητας: → Ναι\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Απαγόρευση των διακρίσεων που συνδέονται με τη μητρότητα: → Ναι\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Απαγορεύεται να υποχρεώνουν έγκυες ή εργαζόμενες που θηλάζουν να εκτελούν επικίνδυνες ή ανθυγιεινές εργασίες: → Ναι\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Αξιολόγηση των κινδύνων στο χώρο εργασίας για την ασφάλεια και την υγεία των εγκύων ή των γυναικών που θηλάζουν → Δεν\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Διαθεσιμότητα εναλλακτικών λύσεων σε επικίνδυνες ή ανθυγιεινές εργασίες για έγκυες ή εργαζόμενες που θηλάζουν: → Δεν\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Άδεια μετ'αποδοχών για τη διενέργεια προγεννητικών ιατρικών εξετάσεων: → Ναι\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Απαγόρευση του ελέγχου\u002Fτέστ εγκυμοσύνης πριν από την τακτοποίηση των μη μόνιμων εργαζομένων: → Δεν\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Απαγόρευση του ελέγχου\u002Fτέστ εγκυμοσύνης πριν από την προαγωγή: → Δεν\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Εγκαταστάσεις για τις θηλάζουσες μητέρες: → Ναι\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Εργοδότης που παρέχει υπηρεσίες φροντίδας παιδιού: → Δεν\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Εργοδότης που επιδοτεί υπηρεσίες φροντίδας παιδιού: → Δεν\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Πληρωμή διδάκτρων \u002F παροχή επιδότησης για την εκπαίδευση των παιδιών: → Ναι\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Άδεια μετ 'αποδοχών ανά έτος σε περίπτωση ανάγκης για τη φροντίδα συγγενών: → Insufficient data ημέρες\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Άδεια πατρότητας μετ 'αποδοχών: → Not specified ημέρες\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">ΘΕΜΑΤΑ ΙΣΟΤΗΤΑΣ ΤΩΝ ΔΎΟ ΦΎΛΩΝ\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Ίση αμοιβή για εργασία ίσης αξίας: → Δεν\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Διακρίσεις στις ρήτρες εργασίας: → Δεν\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Ίσες ευκαιρίες για την προώθηση των γυναικών: → Δεν\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Ίσες ευκαιρίες για κατάρτιση και επανακατάρτιση των γυναικών: → Δεν\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Ισότητα των δύο φύλων στους αξιωματικούς των συνδικάτων στο χώρο εργασίας: → Δεν\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Ρήτρες για τη σεξουαλική παρενόχληση στο χώρο εργασίας: → \u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Ρήτρες για τη βία στην εργασία: → Δεν\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Ειδική άδεια για τους εργαζόμενους που υπόκεινται σε ενδοοικογενειακή ή συντροφική βία: → Δεν\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Στήριξη των εργαζομένων γυναικών με αναπηρία: → Ναι\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Παρακολούθηση της ισότητας των φύλων: → Δεν\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ΣΥΜΒΑΣΕΙΣ ΕΡΓΑΣΙΑΣ\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Οι μερικής απασχόλησης εργαζόμενοιαποκλείονται από οποιαδήποτε διάταξη: → Δεν\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Προβλέψεις για συμβασιούχους: → Ναι\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Οι μαθητευόμενοι εξαιρούνται από οποιαδήποτε διάταξη: → Δεν\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Η μικροεργασία και η φοιτητική εργασία εξαιρούνται από οποιαδήποτε διάταξη → Δεν\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ΩΡΑΡΙΟ ΛΕΙΤΟΥΡΓΙΑΣ, ΠΡΟΓΡΑΜΜΑ ΚΑΙ ΔΙΑΚΟΠΕΣ\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Μέγιστος αριθμός ωρών υπερωριακής εργασίας: → \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Ετήσια άδεια μετ 'αποδοχών: → -9.0 ημέρες\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Ετήσια άδεια μετ 'αποδοχών: → -9.0 εβδομάδες\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Μέγιστος αριθμός Κυριακών \u002F αργιών που επιτρέπεται η εργασία σε ένα χρόνο: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Άδεια μετ 'αποδοχών για συνδικαλιστικές δραστηριότητες: →  ημέρες\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Διατάξεις σχετικά με ευέλικτες ρυθμίσεις εργασίας: → Δεν\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">ΜΙΣΘΟΊ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Οι μισθοί καθορίζονται μέσω μισθολογικών κλίμακων: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Προσαρμογή για την αύξηση του κόστους διαβίωσης: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Αύξηση των μισθών:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Αύξηση των μισθών: → 2.0 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Η αύξηση των μισθών ξεκινά: → 2023-02\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Μόνο μία φορά επιπλέον πληρωμή:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Μόνο μία φορά επιπλέον πληρωμή: → 100 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Μόνο μια επιπλέον πληρωμή που σχετίζεται με την απόδοση της επιχείρησής σας: → Δεν\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Επιπλέον πληρωμή για ετήσια άδεια\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Επιπλέον πληρωμή για υπερωριακή εργασία:\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Επιπλέον πληρωμή για την Κυριακάτικη εργασία:\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Επίδομα παλαιότητας\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Επίδομα παλαιότητας μετά από: →  χρόνια υπηρεσίας\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Κουπόνια φαγητού\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Παροχή επιδόματος φαγητού: → Δεν\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Δωρεάν παροχή νομικών συμβουλών: → Δεν\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[282],{"title":37,"slug":33},[284],{"type":285,"data":286},"call_to_action_body_block",{"title":287,"description":288,"variant":289,"link":290},"Για τη σύγκριση των συλλογικές συμβάσεις","Συγκρίνετε τα άρθρα των Συλλογικών Συμβάσεων της Ελλάδας σε όλους τους τομείς, τα θέματα και τις άλλες χώρες","dark",{"title":291,"url":292,"description":291,"rel":293,"type":294},"σύγκριση των συλλογικές συμβάσεις","\u002Fel-gr\u002Fergasia-stin-ellada\u002Fsyllogiki-symvasi-ergasias\u002Fsygkrish-twn-syllogikes-symbaseis","follow","internal",[296],{"type":285,"data":297},{"title":287,"description":288,"variant":289,"link":298},{"title":291,"url":292,"description":291,"rel":293,"type":294},[],{"title":17,"seo_title":301,"description":7,"path":302,"redirect_url":7,"locale":18,"children":303},"Ελλάδα: Μισθοί, εργατικό δίκαιο και εργασία","\u002Fel-gr",[304,389,418],{"title":20,"seo_title":20,"description":7,"path":305,"redirect_url":7,"locale":18,"children":306},"\u002Fel-gr\u002Fergasia-stin-ellada",[307,312,317,336,385],{"title":308,"seo_title":309,"description":7,"path":310,"redirect_url":7,"locale":18,"children":311},"Κατώτατος μισθός","Κατώτατος μισθός Ελλάδα","\u002Fel-gr\u002Fergasia-stin-ellada\u002Fkatotatos-misthos",[],{"title":313,"seo_title":314,"description":7,"path":315,"redirect_url":7,"locale":18,"children":316},"Μισθοί διαβίωσης","Μισθοί διαβίωσης 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