[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fet-ee\u002Ftootamine-eestis\u002Fkollektiivlepingute-andmebaas\u002Fas-karell-kiirabi-2013":3,"menu:\u002Fet-ee:":153,"sites:htmlblocks":322,"footer:root":1521,"cite-subsites":1619,"subsites":5184,"cite-footer:root":5661,"suggested:root":5700},{"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,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":133,"content_type_view":134,"extra_breadcrumbs":135,"body":137,"body_blocks":148,"related_pages":152},4263,"kollektiivlepingute-andmebaas","Kollektiivlepingute andmebaas",null,"","\u002Fet-ee\u002Ftootamine-eestis\u002Fkollektiivlepingute-andmebaas","collective_agreements.collectiveagreementoverview","et_EE","\u002Fcms\u002Fpages\u002F4263\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Eesti","et-ee",{"title":18,"slug":19},"Töötamine Eestis","tootamine-eestis",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fet-ee\u002Ftootamine-eestis\u002Fkollektiivlepingute-andmebaas\u002F","index, follow","website","summary_large_image","2025-09-11T00:51:36.671362+02:00","2026-04-02T05:50:02.972662+02:00",{"cba":30,"clauses":41,"details":131,"translations":132},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"as-karell-kiirabi-2013","e6027810-b1f2-11ed-9b85-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Festonia\u002Fas-karell-kiirabi-2013\u002Fas-karell-kiirabi-2013\u002F","AS Karell Kiirabi 2013-2018","EST AS Karell Kiirabi - 2013","Estonia - EST AS Karell Kiirabi - 2013","EST AS Karell Kiirabi - 2013 - Healthcare, caring services, social work, personal services",{"name":39,"data":40},"AS Karell Kiirabi Kollektiivleping 2013.html","\n\n\n\u003Cmeta charset=\"UTF-8\">\n\u003Ctitle>Untitled Document\u003C\u002Ftitle>\n\n\n\n\u003Ch1>AS KARELL KIIRABI KOLLEKTIIVLEPING\u003Cbr>\n  \u003C\u002Fh1>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemother\">AS Karell Kiirabi (edaspidi tööandja), registrikood 10368215, keda esindab juhatuse liige Ave Põlluaas (e-post: ave.polluaas@karellkiirabi.ee, tel: +3725108485) ja AS Karell Kiirabi töötajad, keda esindab töötajate poolt üldkoosolekul valitud usaldusisik Andres Siig (isikukood 36806116019, e-post andres.siig@gmail.com, tel: +3725056489, edaspidi töötajate esindaja), on sõlminud käesoleva kollektiivlepingu järgnevatel tingimustel:\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Ch2>1.\tÜLDSÄTTED\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>1.1.\tKäesolev kollektiivleping on poolte vaheline vabatahtlik kokkulepe ja reguleerib lepingu poolte tööõigussuhtest tulenevaid õigusi ja kohustusi.\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\n  1.2.\tKollektiivleping kehtib kõigi AS Karell Kiirabi töötajate suhtes.\u003C\u002Fdiv>\u003Cbr>\n  1.3.\tKollektiivlepingus sätestamata küsimustes lähtuvad pooled kehtivatest õigusaktidest.\u003Cbr>\n  1.4.\tSeaduste või muude oluliste asjaolude muutumisel on lepingu pooltel õigus algatada kollektiivlepingu muutmiseks uued läbirääkimised.\u003Cbr>\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\n  1.5.\tKäesolev kollektiivleping kehtib allkirjastamise päevast alates 5 (viis) aastat.\u003C\u002Fdiv>\u003Cbr>\n  1.6.\tKollektiivlepingu kehtivuse lõppedes on pooled kohustatud kuni uue kollektiivlepingu sõlmimiseni täitma kollektiivlepingu tingimusi.\u003Cbr>\n  1.7.\tKollektiivlepingu tingimusi tutvustatakse töötajale tööle asumisel.\u003Cbr>\n  1.8.\tPooled kohustuvad tegema koostööd töötajatele kollektiivlepingu tutvustamisel ning lepingu tõlgendamise ja täitmisega seotud probleemide lahendamisel.\u003Cbr>\n  1.9.\tTöötajate esindaja registreerib kollektiivlepingu Sotsiaalministeeriumi poolt peetavas kollektiivlepingute andmekogus. Pooled on kokku leppinud, et andmekogus avaldatakse kollektiivlepingu täistekst.\u003Cbr>\n  1.10.\tKollektiivlepingu muutmisel ja täitmisel käituvad pooled heauskselt ning  mõistlikult, võttes võimalusel arvesse teise poole huve ja soove.\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Ch2>2.\tTÖÖLEPINGU SÕLMIMINE, MUUTMINE, PEATUMINE JA LÕPETAMINE\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>2.1.\tTöölepingu sõlmimine, muutmine, peatumine ja lõpetamine toimuvad töölepingu seadusega sätestatud korras, antud peatükis toodud erisustega.\u003Cbr>\n  2.2.\tKorralisest ülesütlemisest peab töötaja tööandjale ette teatama vähemalt 30 kalendripäeva.\u003Cbr>\n  2.3.\tTöötaja poolseks jämedaks töödistsipliini rikkumiseks loetakse:\u003Cbr>\n  2.3.1.\tOmavoliline (st ilma loata ja mõjuva põhjuseta) töölt või töökohalt lahkumine.\u003Cbr>\n  2.3.2.\tTööle eelneva teatamise või mõjuva põhjuseta mitte tulemine.\u003Cbr>\n  2.3.3.\tAlkoholi või narkootilise või toksilise aine tarbimine töö ajal või töökohal või tööandja ametiruumides.\u003Cbr>\n  2.3.4.\tJoobnud olekus või jääknähtudega tööl või töökohal või tööandja ametiruumides viibimine.\u003Cbr>\n  2.3.5.\tEttevõtte töö takistamine või otseste tööülesannete mitte täitmine, kui selle tagajärjel tekkis tööandjale või tööandja kliendile\u002Fkoostööpartnerile varaline kahju või kahjustati eeltoodute mainet.\u003Cbr>\n  2.3.6.\tTööandja ameti- ja ärisaladuse (näidisloetelu punktis 10.5) avaldamine kolmandatele isikutele või muu süüline tegu, mis tõi kaasa nimetatud andmete teatavaks saamise kolmandatele isikutele, kui selle tagajärjel tekkis tööandjale või tööandja kliendile\u002Fkoostööpartnerile varaline kahju või kahjustati eeltoodute mainet.\u003Cbr>\n  2.3.7.\tTööandja võib töökohustuste jämeda rikkumisena käsitleda ka punktis 4.2 nimetamata töötaja poolseid süülisi rikkumisi, kui need oluliselt kahjustavad tööandja huve.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">3.\tTÖÖ- JA PUHKEAEG\u003C\u002Fdiv>\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>3.1.\tAS Karell Kiirabis kokkulepitud tööaeg on määratud kindlaks individuaalsete töölepingutega ja tööajakavaga.\u003Cbr>\n  3.2.\tTööajakava tehakse töötajatele teatavaks vähemalt 5 (viis) kalendripäeva enne järgmise kalendrikuu algust. Järgmise kuu tööajakava koostades võtab tööandja võimaluse korral arvesse töötajate poolt esitatud sooviavaldused, mis laekuvad enne ajakava koostamist vastava kalendrikuu 5. (viiendat) kuupäeva.\u003Cbr>\n  3.3.\tTööajakava koostamisel arvestatakse tööandja kohustust tagada kiirabiteenuse kättesaadavus ööpäevaringselt vahepausideta ning lähtutakse summeeritud tööaja arvestusest.\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\n  3.4.\tÜldjuhul kestab tööaeg (vahetus) kuni 24 tundi, kusjuures vahetuste vaheline puhkeaeg peab olema vähemalt 11 tundi. Tööandja tegutsemise eesmärkidest tulenevalt võivad vahetuste kestvused olla teistsugused.\u003C\u002Fdiv>\u003Cbr>\n  3.5.\tTööajakavas võib kokkuleppel töötajaga teha muudatusi kuni iga vahetuse alguse hetkeni, mis asendab selle töötaja suhtes varem talle kalendrikuu kohta teatavaks tehtud tööajakava.\u003Cbr>\n  3.6.\tTöötaja on kohustatud tulema tööajakavas märgitust erineval ajal tööle, kui tegemist on tööandja ettevõtte või tegevusega seotud ettenägematute asjaolude tõttu, eelkõige kahju tekkimise ärahoidmiseks (sh teise töötaja haigestumisel). Antud säte ei kehti rasedatele ja töötajatele, kelle on õigus rasedus- ja sünnituspuhkusele.\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">4.\tTÖÖTASU\u003C\u002Fdiv>\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">4.1.\tTöötajate töötasud on kokku lepitud iga töötajaga individuaalselt temaga sõlmitud töölepingus.\u003C\u002Fdiv>\u003Cbr>\n  4.2.\tTööandja maksab töötaja töötasu välja arvestuskuule järgneva kuu 12. (kaheteistkümnendal) kuupäeval.\u003Cbr>\n  4.3.\tTöötajal on õigus saada informatsiooni ning selgitusi tema töötasu kujunemist, arvestamist ning välja maksmist puudutavates küsimustes. Töötaja soovil esitatakse selgitused vähemalt kirjalikku taasesitamist võimaldavas vormis.\u003Cbr>\n  4.4.\tTöötaja poolsel töökohustuse rikkumisel on õigus tööandjal töötajale makstavat tariifi vähendada. Vähendamisest tuleb teavitada hiljemalt töökohustuse rikkumisele järgneva kuu esimesel tööpäeval, mil töötaja asub töökohustusi täitma. Teavitus peab sisaldama vähendamise suurust, kestvust ja põhjendusi.\u003Cbr>\n  4.5.\tTöötaja poolsel konfidentsiaalsuskohustuse rikkumise korral on tööandjal õigus rikkumisele järgneval kuul välja makstavast töötasust kinni pidada leppetrahvi, mille suurus on määratud töötajaga sõlmitud töölepingus.\u003Cbr>\n  4.6.\tTööandja peab väljamakstavast töötasust kinni õigusaktides sätestatud maksud ja maksed ning muud summad, mille kinnipidamiseks või tasaarvestamiseks on töötaja andnud kirjalikku taasesitamist võimaldavas vormis nõusoleku.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>5.\tPUHKUS\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">5.1.\tPõhipuhkuse on vastavalt töölepingu seadusele 28 kalendripäeva, mille hulka ei kuulu riiklikud pühad. Põhipuhkust võib töötaja kasutada mitmes osas, kuid vähemalt ühe osa kestvus peab olema 14 kalendripäeva.\u003C\u002Fdiv>\u003Cbr>\n  5.2.\tPuhkusegraafikud koostatakse ja tehakse töötajatele teatavaks seaduses ette nähtud korras. Graafikute koostamisel lähtutakse töökorralduse huvidest ning võimalusel\u003Cbr>\n  töötajate soovidest, kui need on esitatud tööandjale hiljemalt jaanuari kuu esimese dekaadi jooksul.\u003Cbr>\n  5.3.\tAsjaoludest, mille esinemisel on Tööandja vastavalt töölepingu seaduse § 69 lõikele 7 kohustatud andma Töötajale põhipuhkust Töötajale sobival ajal, on Töötaja kohustatud teavitama (k.a. laste arv, sünniajad) Tööandjat viivitamatult.\u003Cbr>\n  5.4.\tTöötajale antakse lisapuhkust kehtivates õigusaktides sätestatud tingimuste ja korra kohaselt.\u003Cbr>\n  5.5.\tPuhkusetasu arvutatakse vastavalt Vabariigi Valitsuse 11.06.2009 määrusele nr 91 „Keskmise töötasu maksmise tingimused ja kord“\u003Cbr>\n  5.6.\tTöötajal on õigus lisapuhkepäevadele arvestusega iga töötatud aasta eest üks kalendripäev. Maksimaalselt kuni 7 kalendripäeva. Tasustamine vastavalt p 2.7 toodule.\u003Cbr>\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavetxt\">\n  5.7.\tKui töökorraldust vähegi võimaldab, siis annab tööandja töötaja avalduse ja sündmust tõendava dokumendi alusel keskmise palga säilitamisega vabu päevi:\u003C\u002Fdiv>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\n  5.7.1.\tAbiellumise puhul - 1 (ühe) päeva\u003C\u002Fdiv>\u003Cbr>\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\n  5.7.2.\tIsale lapse sündimise puhul - 1 (ühe) päeva\u003C\u002Fdiv>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\n  5.7.3.\tLähedase inimese (abikaasa, elukaaslase, lapse, lapselapse, (vana)vanema, õe, venna) surma korral - 2 (kaks) päeva\u003C\u002Fdiv>\u003Cbr>\n  5.8.\tSoovist töötaja puhkus katkestada või edasi lükata annavad pooled üksteisele teada koheselt pärast vajaduse tekkimist. Kokkulepe kasutamata puhkuseosa kasutamise kohta sõlmitakse vähemalt kirjalikku taasesitamist võimaldavas vormis.\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Ch2>6.\tINFORMEERIMINE JA KONSULTEERIMINE\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>6.1.\tTööandja ja töötajate esindaja teevad igakülgset koostööd selleks, et ettevõtte töötajad oleksid teadlikud AS Karell Kiirabis toimuvast ning tööandjani jõuaks töötajate tagasiside ning ettepanekud.\u003Cbr>\n  6.2.\tTööandja ja töötajate esindaja korraldavad võimalusel kord aastas töötajate üldkoosoleku, mille eesmärgiks on anda ülevaade ettevõttes toimuvast.\u003Cbr>\n  6.3.\tJooksvalt\tinformeerib tööandja töötajate esindajat ettevõtte struktuurist,  majanduslikust ja tööhõive olukorrast ning nende võimalikust arengust ja muudest töötajate huve puudutavatest asjaoludest.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">7.\tKOOLITUS\u003C\u002Fdiv>\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>7.1.\tTööandja ja töötajate esindaja teevad koostööd töötajate koolitusvajaduse hindamisel.\u003Cbr>\n  7.2.\tTöötajate koolitamisel lähtutakse täiskasvanute koolituse seaduses sätestatust.\u003Cbr>\n  7.3.\tTöötajal on õigus saada õppepuhkust täiskasvanute koolituse seaduses ettenähtud tingimustel ja korras.\u003Cbr>\n  7.4.\tTööandja korraldab töötajatele koolitusi vastavalt kvalifikatsiooninõuetele, riiklikele ja ettevõtte sisestele koolitustegevust reguleerivatele kordadele.\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\n  7.5.\tTööandja on kohustatud tagama töötajale tööalaste teadmiste ja oskuste arendamiseks tööandja ettevõtte huvidest lähtuva koolituse ning kandma koolituskulud ja maksma koolituse ajal keskmist töötasu.\u003C\u002Fdiv>\u003Cbr>\n  7.6.\tTöötaja kohustub osalema Tööandja poolt korraldatud täienduskoolitusel.\u003Cbr>\n  7.7.\tJuhul, kui Töötaja ei osale ilma mõjuva põhjuseta Tööandja poolt korraldatud täienduskoolitusel, kohustub ta osalema sellisel täiendkoolitusel omal kulul ning esitama Tööandjale koolitusel osalemise kohta andmed koolituse toimumise aja ja sisu kohta, kui Töötaja osaleb täiendkoolitusel, mille ei ole korraldanud Tööandja.\u003Cbr>\n  7.8.\tTööandjal on õigus juhul, kui Töötaja rikub täiendkoolitusel osalemise kohustust ning Tööandja on oma tegevuse jätkamise kindlustamiseks kohustatud Töötajale pakkuma\u003Cbr>\n  võimalust korduvalt osaleda samasisulisel koolitusel, nõuda Töötajalt sellistel tingimustel korraldatud täiendkoolituse maksumuse hüvitamist.\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">8.\tTÖÖTERVISHOID JA -OHUTUS\u003C\u002Fdiv>\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">8.1.\tTööandja on kohustatud järgima töötervishoiu ja tööohutuse seaduses sätestatud nõudeid.\u003C\u002Fdiv>\u003Cbr>\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\n  8.2.\tTööandja kindlustab töötaja isikukaitsevahenditega, tööriietuse ning puhastus-vahenditega.\u003C\u002Fdiv>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\n  8.3.\tTervisekontrollis on töötajad kohustatud käima. Enne tööle asumist peab töötaja käima tervisekontrollis (esitades seda tõendava dokumendi tööandjale enne lepingu sõlmimist) ning edaspidi töötervishoiuarsti näidatud ajavahemiku järel, kuid mitte harvem kui üks kord kolme aasta jooksul. Töötaja, kellega on sõlmitud tööleping, tervisekontrolliga seotud kulud kannab tööandja.\u003C\u002Fdiv>\u003Cbr>\n  8.4.\tTöötervishoiu ja tööohutuse nõuete rikkumise korral kannavad pooled vastutust vastavalt kehtivatele õigusaktidele.\u003Cbr>\n  8.5.\tTööõnnetusest on töötaja kohustatud tööohutuse spetsialistile ja vahetule juhile teatama viivitamatult. Tööandja soovil tuleb teade edastada kirjalikult või kirjalikku taasesitamist võimaldavas vormis.\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Ch2>9.\tPIDEV TÖÖSTAAŽ SAMA TÖÖANDJA JUURES\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>9.1.\tTööstaažina tööandja juures loetakse vaheaegadeta tööandja ettevõttes töötamise aega tööle asumise päevast kuni töölepingu lõppemiseni\u002Flõpetamiseni. Samuti eelnevat töötamist ettevõttes, mille õigusjärglane tööandja on.\u003Cbr>\n  9.2.\tTööstaaži hulka sama tööandja juures arvutatakse:\u003Cbr>\n  9.2.1.\tTöölepingu peatumisele eelnenud tööstaaž tööandja juures kaitseväeteenistusse kutsutud töötajatel, tingimusel, et töötaja vahepeal ei ole töötanud teise tööandja juures.\u003Cbr>\n  9.2.2.\tEelnenud tööstaaž tööandja juures, kui töötaja naaseb tööandja juurde tööle pärast rasedus- ja sünnituspuhkust või pärast lapsehoolduspuhkust, tingimusel, et töötaja ei ole vahepeal töötanud teise tööandja juures.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>10.\tMUUD ÕIGUSED JA KOHUSTUSED\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>10.1.\tKäesolev leping ei välista oma kehtivuse ajal võimalust sõlmida muid\u003Cbr>\n  kokkuleppeid poolte vahel. Need kokkulepped tuleks lugeda lepingu täiendusteks ning nad ei tohiks olla vastuolus antud lepinguga.\u003Cbr>\n  10.2.\tTööandja tagab informatsiooni kättesaadavuse raviteenustega seonduvate\u003Cbr>\n  soodustuste kohta, mida pakuvad tööandjaga koostööd tegevad raviteenuste osutajad.\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-direct_participation_hrs\">\n  10.3.\tTööandja võimaldab põhitööst vabastamata töötajate esindajal tegeleda  töötajate esindamisega töö ajal, kui see ei kahjust põhitööd.\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cbr>\n  10.4.\tTöötajad on kohustatud tagama töörahu ja mitte korraldama streike ning muid  protestiaktsioone lepingu kehtivuse ajal.\u003C\u002Fdiv>\u003Cbr>\n  10.5.\tTöötajad on kohustatud mitte avaldama tööandja ameti- ja ärisaladust teistele  juriidilistele ja füüsilistele isikutele. Ameti- ja ärisaladuseks käesoleva lepingu kohaselt on kõik andmed ettevõtte struktuuri, juhtkonna, isikkoosseisu, töökorralduse, side- ja erivahendite kohta. Samuti kogu raamatupidamise dokumentatsioon, arvutiprogrammid, andmebaasid ja muu infotehnoloogia, tööandja lepingupartnereid puudutav informatsioon, kõik lepingud, töö- ja ametijuhendid, sisekorraeeskirjad, juhtkonna otsused ja käskkirjad, tehnoloogia jne.\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\n  10.6.\tPooled jälgivad, et tööle võtmisel ning töösuhtes olles ei koheldaks isikuid  ebavõrdselt lähtudes nende soost, rahvusest jne.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Ch2>11.\tLÕPPSÄTTED\u003Cbr>\n  \u003C\u002Fh2>\n\u003Cp>11.1.\tPooled kohustuvad järgima üldtunnustatud käitumis- ja eetikanorme  kollektiivlepingu kehtivuse ajal.\u003Cbr>\n  11.2.\tLepingu (arvatavast) rikkumisest teavitavad pooled teineteist kirjalikult lepingu  esimeses lõigus toodud kontaktandmeid kasutades esimesel võimalusel. Teine pool on kohustatud vastama hiljemalt 7 kalendripäeva jooksul.\u003Cbr>\n  11.3.\tLahkarvamuste korral lepingu tõlgendamise osas või kui tekib oht töösuhte  teravnemiseks, moodustatakse ühe poole nõudmisel hiljemalt 14 kalendripäeva jooksul komisjon, kuhu kuuluvad mõlemalt poolt kolm esindajat.\u003Cbr>\n  11.4.\tKokkuleppe mitte saavutamisel lähtuvad pooled kollektiivse töötüli  lahendamise seadusest.\u003Cbr>\n  11.5.\tPooled kohustuvad kuu aja jooksul tegema uue kollektiivlepingu kõigile  töötajatele teatavaks\u002Fkätte saadavaks.\u003Cbr>\n  11.6.\tAntud kollektiivlepingu allkirjastamise hetkest kaotab kehtivuse poolte vahel  eelnevalt kehtinud kollektiivleping.\u003Cbr>\n  11.7.\tTööandja reorganiseerimine, alluvuse, omaniku või omandivormi muutumine ei  lõpeta käesoleva kollektiivlepingu kehtivust.\u003Cbr>\n  11.8.\tKollektiivleping on sõlmitud eesti keeles ning kahes võrdset juriidilist jõudu  omavas eksemplaris.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">Tallinn, 15.10.2013.a\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>Tööandja esindaja\u003C\u002Fp>\n\u003Cp>Töötajate esindaja\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end":45,"cbamemother":49,"coverunion_trigger":53,"TRAINING_trigger":57,"trainingfund":61,"direct_participation_hrs":65,"strikes_trigger":69,"GENEQ_trigger":73,"equalityotherclause":77,"healthandsafetypolicy":79,"protectiveclothing":83,"code_application":87,"hivpolicy":91,"paidpaternityleave":95,"paidpaternityleavetxt":99,"deathrelatives":103,"marriage":107,"WORKHOURS_trigger":111,"hourspday":115,"PAIDLEAV_trigger":119,"WAGES_trigger":123,"WAGES_determined":127},{"bindId":43,"name":44,"text":44},"cbadate_start","Tallinn, 15.10.2013.a",{"bindId":46,"name":47,"text":48},"cbadate_end"," 1.5. Käesolev kollektiivleping kehtib a","\n  1.5.\tKäesolev kollektiivleping kehtib allkirjastamise päevast alates 5 (viis) aastat.",{"bindId":50,"name":51,"text":52},"cbamemother","AS Karell Kiirabi (edaspidi tööandja), r","AS Karell Kiirabi (edaspidi tööandja), registrikood 10368215, keda esindab juhatuse liige Ave Põlluaas (e-post: ave.polluaas@karellkiirabi.ee, tel: +3725108485) ja AS Karell Kiirabi töötajad, keda esindab töötajate poolt üldkoosolekul valitud usaldusisik Andres Siig (isikukood 36806116019, e-post andres.siig@gmail.com, tel: +3725056489, edaspidi töötajate esindaja), on sõlminud käesoleva kollektiivlepingu järgnevatel tingimustel:",{"bindId":54,"name":55,"text":56},"coverunion_trigger"," 1.2. Kollektiivleping kehtib kõigi AS K","\n  1.2.\tKollektiivleping kehtib kõigi AS Karell Kiirabi töötajate suhtes.",{"bindId":58,"name":59,"text":60},"TRAINING_trigger","7. KOOLITUS","7.\tKOOLITUS",{"bindId":62,"name":63,"text":64},"trainingfund"," 7.5. Tööandja on kohustatud tagama tööt","\n  7.5.\tTööandja on kohustatud tagama töötajale tööalaste teadmiste ja oskuste arendamiseks tööandja ettevõtte huvidest lähtuva koolituse ning kandma koolituskulud ja maksma koolituse ajal keskmist töötasu.",{"bindId":66,"name":67,"text":68},"direct_participation_hrs"," 10.3. Tööandja võimaldab põhitööst vaba","\n  10.3.\tTööandja võimaldab põhitööst vabastamata töötajate esindajal tegeleda  töötajate esindamisega töö ajal, kui see ei kahjust põhitööd.",{"bindId":70,"name":71,"text":72},"strikes_trigger"," 10.4. Töötajad on kohustatud tagama töö","\n  10.4.\tTöötajad on kohustatud tagama töörahu ja mitte korraldama streike ning muid  protestiaktsioone lepingu kehtivuse ajal.",{"bindId":74,"name":75,"text":76},"GENEQ_trigger"," 10.6. Pooled jälgivad, et tööle võtmise","\n  10.6.\tPooled jälgivad, et tööle võtmisel ning töösuhtes olles ei koheldaks isikuid  ebavõrdselt lähtudes nende soost, rahvusest jne.",{"bindId":78,"name":75,"text":76},"equalityotherclause",{"bindId":80,"name":81,"text":82},"healthandsafetypolicy","8. TÖÖTERVISHOID JA -OHUTUS","8.\tTÖÖTERVISHOID JA -OHUTUS",{"bindId":84,"name":85,"text":86},"protectiveclothing"," 8.2. Tööandja kindlustab töötaja isikuk","\n  8.2.\tTööandja kindlustab töötaja isikukaitsevahenditega, tööriietuse ning puhastus-vahenditega.",{"bindId":88,"name":89,"text":90},"code_application","8.1. Tööandja on kohustatud järgima tööt","8.1.\tTööandja on kohustatud järgima töötervishoiu ja tööohutuse seaduses sätestatud nõudeid.",{"bindId":92,"name":93,"text":94},"hivpolicy"," 8.3. Tervisekontrollis on töötajad kohu","\n  8.3.\tTervisekontrollis on töötajad kohustatud käima. Enne tööle asumist peab töötaja käima tervisekontrollis (esitades seda tõendava dokumendi tööandjale enne lepingu sõlmimist) ning edaspidi töötervishoiuarsti näidatud ajavahemiku järel, kuid mitte harvem kui üks kord kolme aasta jooksul. Töötaja, kellega on sõlmitud tööleping, tervisekontrolliga seotud kulud kannab tööandja.",{"bindId":96,"name":97,"text":98},"paidpaternityleave"," 5.7.2. Isale lapse sündimise puhul - 1 ","\n  5.7.2.\tIsale lapse sündimise puhul - 1 (ühe) päeva",{"bindId":100,"name":101,"text":102},"paidpaternityleavetxt"," 5.7. Kui töökorraldust vähegi võimaldab","\n  5.7.\tKui töökorraldust vähegi võimaldab, siis annab tööandja töötaja avalduse ja sündmust tõendava dokumendi alusel keskmise palga säilitamisega vabu päevi:",{"bindId":104,"name":105,"text":106},"deathrelatives"," 5.7.3. Lähedase inimese (abikaasa, eluk","\n  5.7.3.\tLähedase inimese (abikaasa, elukaaslase, lapse, lapselapse, (vana)vanema, õe, venna) surma korral - 2 (kaks) päeva",{"bindId":108,"name":109,"text":110},"marriage"," 5.7.1. Abiellumise puhul - 1 (ühe) päev","\n  5.7.1.\tAbiellumise puhul - 1 (ühe) päeva",{"bindId":112,"name":113,"text":114},"WORKHOURS_trigger","3. TÖÖ- JA PUHKEAEG","3.\tTÖÖ- JA PUHKEAEG",{"bindId":116,"name":117,"text":118},"hourspday"," 3.4. Üldjuhul kestab tööaeg (vahetus) k","\n  3.4.\tÜldjuhul kestab tööaeg (vahetus) kuni 24 tundi, kusjuures vahetuste vaheline puhkeaeg peab olema vähemalt 11 tundi. Tööandja tegutsemise eesmärkidest tulenevalt võivad vahetuste kestvused olla teistsugused.",{"bindId":120,"name":121,"text":122},"PAIDLEAV_trigger","5.1. Põhipuhkuse on vastavalt töölepingu","5.1.\tPõhipuhkuse on vastavalt töölepingu seadusele 28 kalendripäeva, mille hulka ei kuulu riiklikud pühad. Põhipuhkust võib töötaja kasutada mitmes osas, kuid vähemalt ühe osa kestvus peab olema 14 kalendripäeva.",{"bindId":124,"name":125,"text":126},"WAGES_trigger","4. TÖÖTASU","4.\tTÖÖTASU",{"bindId":128,"name":129,"text":130},"WAGES_determined","4.1. Töötajate töötasud on kokku lepitud","4.1.\tTöötajate töötasud on kokku lepitud iga töötajaga individuaalselt temaga sõlmitud töölepingus.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>EST AS Karell Kiirabi - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Alguskuupäev: &rarr;&nbsp;2013-10-15\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Lõppkuupäev: &rarr;&nbsp;2018-10-14\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                Majandusharu nimi: &rarr;&nbsp;Healthcare, caring services, social work, personal services\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Majandusharu nimi: &rarr;&nbsp;Haiglateenused\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Avalik või erasektor: &rarr;&nbsp;In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Otsustatud kelle poolt:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Ettevõtte nimi: &rarr;&nbsp;\n                        AS Karell Kiirabi\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-casignemployees\">\n                Töötajate nimel veel allkirjastanute nimed: &rarr;&nbsp;trustee Andres Siig\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">KOOLITUS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Koolitusprogrammid: &rarr;&nbsp;Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Praktikad: &rarr;&nbsp;No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Tööandja panustab töötajate koolitusfondi: &rarr;&nbsp;Yes\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n\n        \n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">TÖÖ JA PERE KORRALDUS\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Töökohale naasmise garantii pärast emaduspuhkust: &rarr;&nbsp;\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Emadusega seotud diskrimineerimise keeld: &rarr;&nbsp;\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Rasedat või imetavat töötajat ohtlikku või ebatervislikku tööd tegema sundimise keeld: &rarr;&nbsp;\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Töökoha riskianalüüs rasedate või last hoidvate naiste tervise ja ohutuse suhtes: &rarr;&nbsp;\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Ohtlikule või ebatervislikule tööle alternatiivide leidumine rasedatele või imetavatele naistele: &rarr;&nbsp;\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Töölt vabastus sünnituseelseteks meditsiinilisteks uuringuteks: &rarr;&nbsp;\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Keeld enne püsiva töökoha pakkumist kontrollida rasedust: &rarr;&nbsp;\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Keeld enne ametikõrgenduse andmist kontrollida rasedust: &rarr;&nbsp;\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Abivahendid last hoidvatele emadele: &rarr;&nbsp;No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Tööandja tagab lastehoiu: &rarr;&nbsp;No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Tööandja maksab toetust lastehoiule: &rarr;&nbsp;No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Rahaline toetus laste haridusse: &rarr;&nbsp;No\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Tasustatud isaduspuhkus: &rarr;&nbsp;1 päev(a)\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Vabad päevad lähedase surma puhul: &rarr;&nbsp;2 päev(a)\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">SOOLISE VÕRDÕIGUSLIKKUSE KÜSIMUSED\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Võrdne palk võrdse töö eest: &rarr;&nbsp;No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Leping sisaldab punkte töökohas toimuva diskrimineerimise kohta: &rarr;&nbsp;No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Naistele on võrdsed võimalused ametikõrgenduseks: &rarr;&nbsp;No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Naistele on võrdsed võimalused koolitusteks ja ümberkoolitusteks:  &rarr;&nbsp;No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Töökohas on olemas soolise võrdõiguslikkuse kontrollisik AÜ poolt: &rarr;&nbsp;No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Leping sisaldab punkte mis puudutavad seksuaalset ahistamist töökohas: &rarr;&nbsp;No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Leping sisaldab punkte mis puudutavad töökoha vägivalda: &rarr;&nbsp;No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Töölt vabastus töötajatele, kes on olnud koduvägivalla või lähedaste poolt toime pandud vägivalla ohvrid: &rarr;&nbsp;No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Invaliidsusega naistöötajate toetamine: &rarr;&nbsp;No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Soolise võrdõiguslikkuse jälgimine: &rarr;&nbsp;No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">TÖÖTUNNID, GRAAFIKUD JA PÜHAD\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Töötunnid päeva kohta: &rarr;&nbsp;12.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Aastane tasustatud puhkus: &rarr;&nbsp;20.0 päev(a)\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Aastane tasustatud puhkus: &rarr;&nbsp;4.0 nädal(at)\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Klauslid paindlike töökorralduste kohta: &rarr;&nbsp;No\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">PALGAD\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Palgad on määratud palgatabelite abil:  &rarr;&nbsp;No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Sätet, et miinimumpalk on valitsuse poolt määratud, peab järgima: &rarr;&nbsp;\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Elatustaseme kallinemisega vastavusse viimine \u002F Hindade kallinemise ja inflatsiooniga seotud pidev kokkulepitud palgatõus: &rarr;&nbsp;\u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Toidukupongid\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Toidukompensatsioon on tagatud: &rarr;&nbsp;No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Tasuta õigusabi: &rarr;&nbsp;No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    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