[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fet-ee\u002Ftootamine-eestis\u002Fkollektiivlepingute-andmebaas\u002Fcba-est-anonym-6-2018-q":3,"menu:\u002Fet-ee:":115,"sites:htmlblocks":284,"subsites":1483,"cite-subsites":5048,"footer:root":5525,"suggested:root":5623,"cite-footer:root":5627},{"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":95,"content_type_view":96,"extra_breadcrumbs":97,"body":99,"body_blocks":110,"related_pages":114},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":93,"translations":94},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"cba-est-anonym-6-2018-q","ac40f21e-1a39-11ee-964c-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Festonia\u002Fcba-est-anonym-6-2018-q\u002Fcba-est-anonym-6-2018-q\u002F","CBA EST Anonym 6 - 2018 - Q","CBA EST Anonym 6 - 2018 - Q - 2018","Estonia - CBA EST Anonym 6 - 2018 - Q - 2018","CBA EST Anonym 6 - 2018 - Q - 2018 - Healthcare, caring services, social work, personal services",{"name":39,"data":40},"CBA EST Anonym 6 - 2018 - Q.html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>eszt\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>KOLLEKTIIVLEPING\u003C\u002Fh1>\n\n\u003Cp>Kollektiivleping on sõlminud 25. septembril 2O18. aastal vabatahtliku\nkokkuleppe ja vastastikuse usalduse alusel\u003C\u002Fp>\n\n\u003Cp>Sihtasutus XXXX (edaspidi asutus või tööandja või pool), keda esindab\npõhikiija alusel juhatuse esimees XXXX ja\u003C\u002Fp>\n\n\u003Cp>XXXX (edaspidi AÜ või pool), keda esindab põhikirja alusel XXXX\npeausaldusisik XXXX ja\u003C\u002Fp>\n\n\u003Cp>XXXX (edaspidi XXXX või pool), keda esindab põhikiija alusel XXXX\nusaldusisik XXXX ja\u003C\u002Fp>\n\n\u003Cp>XXXX (edaspidi AÜ või pool), keda esindab põhikirja alusel usaldusisik\nXXXX (edaspidi pooled või töötajaid esindav organisatsioon või ametiühing)\nalljärgnevas.\u003C\u002Fp>\n\n\u003Ch2>1.ÜLDSÄTTED\u003C\u002Fh2>\n\n\u003Cp>1.1. Kollektiivlepingus kasutatakse mõisteid järgmises tähenduses:\u003C\u002Fp>\n\n\u003Cp>Töötaja - AÜ-sse, XXXX-i või AÜ-sse kuuluv töölepingu alusel asutuses\ntöötav isik;\u003C\u002Fp>\n\n\u003Cp>Tööandja struktuuriüksused - XXXX\u003C\u002Fp>\n\n\u003Cp>Kollektiivleping- SA XXXX, XXXX, XXXX ja AÜ vahel sõlmitud leping, mis\nreguleerib tööandja ja töötajate vahelisi töösuhteid ja tööga seotud\nsotsiaalmajanduslikke suhteid \u003C\u002Fp>\n\n\u003Cp>Üleriigiline kollektiivleping - XXXX\u003C\u002Fp>\n\n\u003Cp>Usaldusisik - tööandja töötaja, kelle on valinud tööandja töötajate\nüldkoosolek oma esindajaks seadusest tulenevate ülesannete täitmisel suhetes\ntööandjaga.\u003C\u002Fp>\n\n\u003Cp>Hüvitis - kulude või kahju katteks väljamakstav rahasumma.\u003C\u002Fp>\n\n\u003Cp>1.2Kollektiivleping reguleerib tööandja ja töötajate vahelisi töö- ja\ntööga seotud sotsiaalsuhteid, lähtudes Eesti Vabariigi töösuhteid\nreguleerivatest õigusaktidest.\u003C\u002Fp>\n\n\u003Cp>1.3Kollektiivlepinguga reguleerimata küsimustes juhinduvad pooled Eesti\nVabariigi töösuhteid reguleerivatest õigusaktidest.\u003C\u002Fp>\n\n\u003Cp>1.4Kollektiivleping ei välista võimalust sõlmida selle kehtivuse ajal\nmuid kokkuleppeid poolte vahel. Need kokkulepped võivad Kollektiivlepingut\ntäiendada, kuid ei tohi olla sellega vastuolus ega seda töötajate suhtes\nhalvemaks muuta.\u003C\u002Fp>\n\n\u003Cp>1.5Kui kollektiivlepmgu kehtivuse ajal muudetakse töösuhteid reguleerivaid\nõigusakte töötajate suhtes soodsamaks kui Kollektiivlepingus kokkulepitud,\nkohaldatakse vastavat õigusakti. Kui Kollektiivlepingu kehtivuse ajal\nmuudetakse töösuhteid reguleerivaid õigusakte nii, et töötajate olukord\nmuutub halvemaks kui Kollektiivepingus kokkulepitud, lähtutakse\nKollektiivlepingus kokkulepitust.\u003C\u002Fp>\n\n\u003Cp>1.6Kollektiivlepingus sätestatud kokkulepetest lähtutakse tööandja\njuures töö korraldamisel, töötingimuste kehtestamisel, töölepingute\nsölmimisel ja arengukavade koostamisel.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>1.7Kollektiivlepingu tingimused laienevad neile töötajatele, kes ei kuulu\ntöötajaid esindavatesse organisatsioonidesse, v.a kollektiivlepingu punktid\n8.1, 8.2, kindlustades töötajate võrdse kohtlemise põhimõtete\njärgimise.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>2.INFORMEERIMINE JA KONSULTEERIMINE\u003C\u002Fh2>\n\n\u003Cp>2.1Informeerimisel ja konsulteerimisel lähtuvad pooled töötajate\nusaldusisiku seaduse ja töölepingu seaduses sätestatust.\u003C\u002Fp>\n\n\u003Ch2>3.TÖÖ- JA PUHKEAJA TINGIMUSED\u003C\u002Fh2>\n\n\u003Cp>3.1Poolte kokkuleppel töötajatele kohaldatakse summeeritud tööaega, kuna\ntööaeg jaguneb arvestusperioodi jooksul ebavõrdselt, tööaja summeeritud\narvestuse perioodiks on 3 kuud (üks kvartal), v. a XXXX, kelle\ntööajaarvestuse perioodiks on 1 kuu.\u003C\u002Fp>\n\n\u003Cp>3.2Tööandja vabastab töötaja ajutiselt tööülesannete täitmisest\njärgnevatel juhtudel:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>3.2.1lapse sünni korral lapse isa, või isa puudumisel ühe vanavanematest\n- ema ja lapse haiglast väljumisel - 1 tööpäevaks;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.2.2laste põhikooli, gümnaasiumi, kutseõppeasutuse ja kõrgkooli\nlõpuaktustel osalemiseks - 1 tööpäevaks;\u003C\u002Fp>\n\n\u003Cp>3.2.3lapse esimesse klassi astumisel - 1 tööpäevaks 1. septembril;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>3.2.4abikaasa, laste, vanemate, õdede-vendade ja hooldatavate matuste\nkorraldamiseks - 2 tööpäevaks.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.3Tööandja tagab töötajale võimaluse osaleda XXXX, XXXX ja AÜ poolt\nkorraldatavatel üritustel.\u003C\u002Fp>\n\n\u003Cp>3.4Punktides 3.2.1-3.2.4 ja 3.3 ettenähtud ajavahemikud arvatakse töötaja\ntööaja hulka ning tööandja säilitab töötajale selle aja eest keskmise\ntöötasu.\u003C\u002Fp>\n\n\u003Ch2>4.TÖÖSUHTE KESTUSE ARVESTAMINE\u003C\u002Fh2>\n\n\u003Cp>Lisaks töölepingu seaduses ettenähtule arvestatakse katkematu töösuhte\nkestuseks asutuses:\u003C\u002Fp>\n\n\u003Cp>4.1enne töölepingu lõppemist tööandja juures vaheaegadeta töötatud\naeg, kui töötaja asub kolme aasta jooksul pärast töölepingu lõppemist\ntööandja juurde uuesti tööle, kui tööleping oli lõpetatud:\u003C\u002Fp>\n\n\u003Cp>4.1.1koondamise tõttu;\u003C\u002Fp>\n\n\u003Cp>4.1.2tööandjapoolse olulise lepingutingimuste rikkumise või\ntöökorralduses tehtud muudatuste tõttu;\u003C\u002Fp>\n\n\u003Cp>4.1.3töötaja mittevastavusel oma ametikohale või tehtavale tööle\ntervise tõttu.\u003C\u002Fp>\n\n\u003Ch2>5.PUHKUSE ANDMISE KORD\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>5.1Töötaja põhipuhkus on 28 kalendripäeva.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.2Osalise vöi puuduva töövõimega töötaja põhipuhkus on 35\nkalendripäeva.\u003C\u002Fp>\n\n\u003Cp>5.3Töötajal on õigus saada juhatuse otsuse alusel iga-aastast tasulist\nlisapuhkust 3 kalendripaeva, junul kui puhkust kasutatakse ajavahemikul\n01.10-30.04. \u003C\u002Fp>\n\n\u003Cp>Tasuline lisapuhkus antakse poolte kokkuleppel määratud ajal, arvestades\nstruktuuriüksuse töö korraldamise vajadust. \u003C\u002Fp>\n\n\u003Cp>5.4 Tasulist lisapuhkust antakse töötajale arvestades proportsionaalsuse\nprintsiipi alljärgnevalt: \u003C\u002Fp>\n\n\u003Cp>5.4.1 töötajatele, kes asuvad tööle alates 01.05, võimaldatakse\nlisapuhkust 3 kalendripäeva;\u003C\u002Fp>\n\n\u003Cp>5.4.2töötajatele, kes asuvad tööle alates 01.08, võimaldatakse\nlisapuhkust 2 kalendripäeva;\u003C\u002Fp>\n\n\u003Cp>5.4.3töötajatele, kes asuvad tööle alates 01.11, võimaldatakse\nlisapuhkust 1 kalendripäev.\u003C\u002Fp>\n\n\u003Cp>5.5Töösuhte lõpetamisel kasutamata tasulist lisapuhkust ei hüvitata\nrahas.\u003C\u002Fp>\n\n\u003Cp>5.6Puhkust antakse kalendriaasta eest. Kalendriaasta hulka arvatakse lisaks\ntöölepingu seaduses sätestatule kõik Kollektiivlepingus ettenähtud\najavahemikud, mil töötaja on ajutiselt tööülesannete täitmisest\nvabastatud.\u003C\u002Fp>\n\n\u003Ch2>6.TÖÖ TASUSTAMINE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>6.1Tööandja on kohustatud maksma töötajale töötasu vähemalt\nKollektiivlepingus ettenähtud ulatuses vői poolte vahel sõlmitud\ntöölepingus sisalduvat töötasu;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6.2Tööandja teavitab töötajat töötasult makstavatest ja töötasust\nkinni peetavatest maksudest ja maksetest.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch2>7.TÖÖALASE KOOLITUSE TINGIMUSED\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>7.1Töötajate koolitamisel lähtuvad pooled organisatsioonis kehtestatud\nprotseduurist XXXX-P- 41 Personali koolituse kord.\u003C\u002Fp>\n\n\u003Cp>7.2Töötajale antakse tema taotluse ning õppeasutuse teatise alusel\ntasemeõppes või täienduskoolitusasutuse pidaja läbiviidavas\ntäienduskoolituses osalemiseks õppepuhkust kuni 30 kalendripäeva\nkalendriaasta jooksul.\u003C\u002Fp>\n\n\u003Cp>7.3Tööandja huvidest lähtuva koolituse puhul tagab tööandja töötajale\ntööalaste teadmiste ja oskuste arerdamiseks ettevőtte huvidest lähtuva\nkoolituse ning kannab koolitus- sőidu- ja majutuskulud ja maksab koolituse\najal keskmist töötasu.\u003C\u002Fp>\n\n\u003Cp>7.4Tasemeõppes ja tööalase enesetäiendamise eesmärgil\ntäienduskoolituses osalemiseks antud õppepuhkuse ajal maksab tööandja\ntöötajale keskmist kalendripäevapõhist õppepuhkusetasu 20 kalendripäeva\neest.\u003C\u002Fp>\n\n\u003Cp>7.5Kui koolitus toimub välismaal, lepitakse koolituskulude kompenseerimise\nkorras kokku igal konkreetsel juhul eraldi.\u003C\u002Fp>\n\n\u003Ch2>8.TÖÖLEPINGU LÕPETAMISE JA TÖÖHÕIVE TINGIMUSED\u003C\u002Fh2>\n\n\u003Cp>8.1Töötajal on õigus tööandja algatatud töölepingu muutmisel ja\nlõpetamisel konsulteerida usaldusisikuga.\u003C\u002Fp>\n\n\u003Cp>8.2Ametiühingu liikmete koondamisest informeerib tööandja samaaegselt\ntöölepingu ülesütlemise etteteatamise teate töötajale väljastamisel\nametiühingu usaldusisikut ning kuulab ära töötajaid esindava\norganisatsiooni arvamuse.\u003C\u002Fp>\n\n\u003Ch2>9.HÜVITISED TÖÖTAJATELE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>9.1Töötaja lähedaste (lapsed, vanemad, abikaasa, vend, õde) surma korral\nmakstakse töötajale toetust 200 eurot.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9.2Juhul, kui töötaja töötab üle 50% tööajast kuvariga ning\ntöötervishoiu arst on tuvastanud, et töötaja nägemisteravus on vähenenud,\nhüvitab tööandja töötajale esitatava kuludokumendi alusel tööülesannete\ntäitmiseks ettenähtud nägemisteravust korrigeeriva abivahendi soetamiseks\ntehtud kulud kuni 32 eurot.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>9.3XXXX osalenud XXXX makstakse täiendavat puhkusetasu 65 eurot.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>9.4Tööandja maksab töötajale töövõimetuslehe alusel ajutise\ntöövõimetuse hüvitist 3.-8. haiguspäeva eest, hüvitise määraks on 70%\nkeskmisest kalendripäeva tulust.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>9.5Tööandja tunnustab töötaja pikaajalist töötamist organisatsioonis\nja maksab ühekordset toetust töötatud aja eest:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>20.tööaasta täitumisel 200 eurot;\u003C\u002Fp>\n\n\u003Cp>30.tööaasta täitumisel 300 eurot;\u003C\u002Fp>\n\n\u003Cp>40.tööaasta täitumisel 400 eurot;\u003C\u002Fp>\n\n\u003Cp>50.tööaasta täitumisel 500 eurot.\u003C\u002Fp>\n\n\u003Cp>9.6 Asutuse ja töötajaid esindava organisatsiooni kokkulepe, mille\nkohaselt Töötaja 50., 60. ja 7O. juubeli puhul makstakse toetust, kehtib kuni\n31.12.2018.a.\u003C\u002Fp>\n\n\u003Ch2>10.TÖÖTAJA JA TÖÖANDJA VAHELISE LAHKARVAMUSE LAHENDAMINE\u003C\u002Fh2>\n\n\u003Cp>10.1Kui töötaja leiab, et terna töösuhtest tulenevaid oigusi on rikutud,\non töötajal õigus pöörduda ametiühingu usaldusisiku poole. Ametiühingu\nusaldusisik ja töötaja pöörduvad kirjalikult vöi kirjalikku taasesitamist\nvõimaldavas vormis töötaja vahetu juhi poole probleemi lahendamiseks;\u003C\u002Fp>\n\n\u003Cp>10.2Ametiühingu usaldusisikul on õigus töötaja taotlusel esindada\ntöötajat töövaidluses tööandjaga enne töövaidlusorganisse\npöördumist.\u003C\u002Fp>\n\n\u003Cp>10.3Kui vahetu juht ei suuda küsimust seitsme päeva jooksul lahendada,\nmoodustatakse lahkarvamuse lahendamiseks ühiskomisjon, mis koosneb kahest\nametiühingu ja kahest tööandja esindajast, kes määratakse eraldi mõlema\npoole otsusega.\u003C\u002Fp>\n\n\u003Cp>10.4Kui ühiskomisjon ei jõua tekkinud vaidluses mõlemale poolele\nvastuvöetavale kokkuleppele, on asjast huvitatud poolel võimalus pöörduda\ntöövaidlusorganisse.\u003C\u002Fp>\n\n\u003Ch2>11.ASUTUSE JA TÖÖTAJAID ESINDAVA ORGANISATSIOONI VAHELISED SUHTED\u003C\u002Fh2>\n\n\u003Cp>11.1Pooled teevad koostööd töötajate sotsiaalsete probleemide\nlahendamisel, samuti töötajate töö tulemuslikkuse suurendamisel, mis annab\nvõimaluse parendada töötajate töötingimusi.\u003C\u002Fp>\n\n\u003Cp>11.2Töötajaid esindav organisatsioon teavitab asutust kirjalikult või\nkirjalikku taasesitamist võimaldavas vormis ühe nädala jooksul toimunud\nmuudatustest ametiühingu juhatuses ja usaldusisikute koosseisus, pärast uute\nametiühingu juhatuse liikmete ja usaldusisikute valimisi, esitades volitatud\nisikute ees-ja perekonnanimed, töökohad ja volituste kestuse.\u003C\u002Fp>\n\n\u003Cp>11.3Ametiühing informeerib õigeaegselt oma liikmeid ja kolmandaid isikuid\nsölmitud tööalastest kokkulepetest.\u003C\u002Fp>\n\n\u003Cp>11.4Ametiühing on kohustatud aitama kaasa töörahu hoidmisele.\u003C\u002Fp>\n\n\u003Cp>11.5Ametiühingu usaldusisik ei tohi avaldada kolmandatele isikutele ega\nkasutada volituste ajal ega pärast volituste lõppemist oma kohustuste\ntäitmisel teatavaks saanud isikuandmeid vöi tööandja selgelt\nkonfidentsiaalsena antud teavet.\u003C\u002Fp>\n\n\u003Cp>11.6Ametiühingu usaldusisik edastab konfidentsiaalsena saadud teabe\nvajadusel teisele usaldusisikule või eksperdile selgelt konfidentsiaalsena.\u003C\u002Fp>\n\n\u003Cp>11.7Asutus võib keelduda teabe andmisest, kui selle teabe avalikustamine\noluliselt kahjustab või võib kahjustada tööandja tegevust. Teabe andmisest\nkeeldumisel esitab asutus objektiivsetele kriteeriumitele tugineva põhjenduse,\nmiks teabe avaldamine oluliselt kahjustab või võib kahjustada tööandja\ntegevust.\u003C\u002Fp>\n\n\u003Cp>11.8Tööandja annab ametiühingule ja ametiühingu juhtkonnale tasuta\nkasutamiseks tööruumi;\u003C\u002Fp>\n\n\u003Cp>11.9Ametiühingu usaldusisiku volituste ajal ei voi asutus vähendada\nusaldusisiku palka ega halvendada töötingimusi võrreldes usaldusisikuks\nvalimisele eelneva perioodiga.\u003C\u002Fp>\n\n\u003Cp>11.10Enne töölepingu lõpetamist ametiühingu juhatuse liikmete ja\nusaldusisikuga tööandja algatusel nende volituste ajal ja ühe aasta jooksul\npärast volituste lõppemist on tööandja kohustatud küsima ametiühingu\narvamuse töölepingu ülesütlemise kohta. Tööandja peab ametiühingu\narvamust mõistlikul määral arvestama. Tööandja peab põhjendama\nametiühingu arvamuse arvestamatajätmist.\u003C\u002Fp>\n\n\u003Cp>11.11Ametiühing peab andma arvamuse usaldusisikuga, ametiühingu juhatuse\nliikmega töösuhte ülesütlemise kohta kümne päeva jooksul alates selle\nküsimisest.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-direct_participation_hrs\">\u003Cp>11.12Ametiühing peab koosolekuid reeglina väljaspool tööaega. Töö ajal\nkorraldatakse koosolekuid ja konverentse tööandja ning ametiühingu\nusaldusisiku vahelisel kokkuleppel.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>11.13Tööandja kohustub igal kuul töötaja palgast kinni pidama\nametiühingu liikmemaksu ja selle arvestuskuule järgneva kuu jooksul üle\nkandma ametiühingu arvele teenustasu võtmata. Liikmemaksu kinnipidamise\naluseks on ametiühingu liikmemaksu maksmise soorituse kokkulepe voi töötaja\navaldus.\u003C\u002Fp>\n\n\u003Ch2>12.LEPINGU JÕUSTUMINE JA MUUTMINE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cp>12.1Kollektiivleping jõustub „01“ septembril 2018.a ja kehtib kuni\n„31“ augustini 2019.a.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>12.2Kui Kollektiivlepingu pooled ei tee ettepanekuid Kollektiivlepingu\nlõpetamiseks või muutmiseks, pikeneb Kollektiivleping aasta võrra.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cp>12.3Kollektiivlepingu kehtivuse ajal on pooled kohustatud täitma\nKollektiivlepingus ettenähtud tingimusi, pidama töörahu ning mitte kuulutama\nvälja streiki voi töösulgu kehtiva Kollektiivlepingu tingimuste muutmise\najendil.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>12.4Kui Kollektiivlepingu pool soovib Kollektiivlepingut muuta, peab ta\nteisele poolele esitama kiijalikult oma ettepanekud hiljemalt 1 kuu enne\nKollektiivlepingu kehtivusaja lõppu. Poolte esindajad alustavad\nläbirääkimisi Kollektiivlepingu muutmiseks hiljemalt 7 päeva pärast\nettepanekute esitamist.\u003C\u002Fp>\n\n\u003Cp>12.5Mõlemal poolel on õigus saada teiselt poolelt asjakohast teavet\nläbirääkimiste objekti kohta.\u003C\u002Fp>\n\n\u003Ch2>13.LEPINGU TÄITMISE KONTROLL JA VASTUTUS LEPINGU MITTETÄITMISE EEST\u003C\u002Fh2>\n\n\u003Cp>13.1Kollektiivlepingu täitmist kontrollivad tööandja volitatud isikud ja\ntöötajaid esindava organisatsiooni usaldusisikud.\u003C\u002Fp>\n\n\u003Cp>13.2Kollektiivlepingu pooled annavad üksteisele teavet, mis on vajalik\nKollektiivlepingu täitmise kontrollimiseks. Poolte esindajad on kohustatud\nvastama teise poole kiijalikele järelpärimistele ja taotlustele kiijalikult\n30 päeva jooksul.\u003C\u002Fp>\n\n\u003Cp>13.3Kui üks pool leiab, et telne pool Kollektiivlepingut ei täida, teatab\nta sellest teisele poolele kiijalikult. Pool, kes Kollektiivlepingut rikub, on\nkohustatud rakendama abinõusid Kollektiivlepingu täitmiseks ja teatama\nnendest teisele poolele kirjalikult 10 päeva jooksul alates teiselt poolelt\nrikkumise kohta kirjaliku teatise saamisest.\u003C\u002Fp>\n\n\u003Cp>13.4Asutuse struktuuriüksustes Kollektiivlepingu täitmisel tekkivad\nlahkarvamused lahendatakse läbirääkimiste teel struktuuriüksuse juhi ja\ntöötajaid esindava organisatsiooni usaldusisiku vahel.\u003C\u002Fp>\n\n\u003Cp>13.5Kui pooled ei saavuta Kollektiivlepingu täitmise osas kokkulepet\npunktides 13.3 ja 13.4 ettenähtud korras, moodustatakse vaidluse lahendamiseks\nühiskomisjon vastavait Kollektiivlepingu punktile 10.3.\u003C\u002Fp>\n\n\u003Cp>13.6Kui ühiskomisjon ei jõua Kollektiivlepingu täitmise kohta käivas\nvaidluses mõlemale poolele vastuvõetavale kokkuleppele, lahendatakse vaidlus\nvastavait kollektiivse töötüli lahendamise seadusele.\u003C\u002Fp>\n\n\u003Cp>13.7Kollektiivlepingus ettenähtud kohustuste mittetäitmisel kannab\nsüüdiolev pool vastutust seaduses ettenähtud korras.\u003C\u002Fp>\n\n\u003Ch2>14.LÔPPSÄTTED\u003C\u002Fh2>\n\n\u003Cp>14.1Kollektiivlepingu pooled tutvustavad töötajatele Kollektiivlepingut ja\nselle muudatusi 30 päeva jooksul peale allakirjutamist.\u003C\u002Fp>\n\n\u003Cp>14.2Kollektiivleping on koostatud neljas identses eksemplaris, millest üks\neksemplar jääb igale allkiijutanud poolele.\u003C\u002Fp>\n\n\u003Cp>SA XXXX XXXX\u003C\u002Fp>\n\n\u003Cp>E-post info@XXXX.ee\u003C\u002Fp>\n\n\u003Cp>XXXX\u003C\u002Fp>\n\n\u003Cp>Juhatuse esimees\u003C\u002Fp>\n\n\u003Cp>XXXX\u003C\u002Fp>\n\n\u003Cp>XXXX\u003C\u002Fp>\n\n\u003Cp>Tel XXXX\u003C\u002Fp>\n\n\u003Cp>E-post XXXX@XXXX.ee\u003C\u002Fp>\n\n\u003Cp>XXX\u003C\u002Fp>\n\n\u003Cp>Usaldusisik\u003C\u002Fp>\n\n\u003Cp>XXXX\u003C\u002Fp>\n\n\u003Cp>E-post XXXX\u003C\u002Fp>\n\n\u003Cp>XXXX\u003C\u002Fp>\n\n\u003Cp>Usaldusisik\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":42,"coverunion_trigger":46,"strikes_trigger":50,"direct_participation_hrs":54,"WAGES_determined":58,"SENIOR_trigger":62,"ANNLEAVE_trigger":66,"PAIDLEAV_trigger":70,"paidpaternityleave":74,"deathrelatives":78,"funeralpay":82,"sicknessmaxdays":86,"trainingprogrammes":90},{"bindId":43,"name":44,"text":45},"cbadate_start_date","12.1Kollektiivleping jõustub „01“ septem","12.1Kollektiivleping jõustub „01“ septembril 2018.a ja kehtib kuni\n„31“ augustini 2019.a.",{"bindId":47,"name":48,"text":49},"coverunion_trigger","1.7Kollektiivlepingu tingimused laieneva","1.7Kollektiivlepingu tingimused laienevad neile töötajatele, kes ei kuulu\ntöötajaid esindavatesse organisatsioonidesse, v.a kollektiivlepingu punktid\n8.1, 8.2, kindlustades töötajate võrdse kohtlemise põhimõtete\njärgimise.",{"bindId":51,"name":52,"text":53},"strikes_trigger","12.3Kollektiivlepingu kehtivuse ajal on ","12.3Kollektiivlepingu kehtivuse ajal on pooled kohustatud täitma\nKollektiivlepingus ettenähtud tingimusi, pidama töörahu ning mitte kuulutama\nvälja streiki voi töösulgu kehtiva Kollektiivlepingu tingimuste muutmise\najendil.",{"bindId":55,"name":56,"text":57},"direct_participation_hrs","11.12Ametiühing peab koosolekuid reeglin","11.12Ametiühing peab koosolekuid reeglina väljaspool tööaega. Töö ajal\nkorraldatakse koosolekuid ja konverentse tööandja ning ametiühingu\nusaldusisiku vahelisel kokkuleppel.",{"bindId":59,"name":60,"text":61},"WAGES_determined","6.1Tööandja on kohustatud maksma töötaja","6.1Tööandja on kohustatud maksma töötajale töötasu vähemalt\nKollektiivlepingus ettenähtud ulatuses vői poolte vahel sõlmitud\ntöölepingus sisalduvat töötasu;",{"bindId":63,"name":64,"text":65},"SENIOR_trigger","9.5Tööandja tunnustab töötaja pikaajalis","9.5Tööandja tunnustab töötaja pikaajalist töötamist organisatsioonis\nja maksab ühekordset toetust töötatud aja eest:",{"bindId":67,"name":68,"text":69},"ANNLEAVE_trigger","9.3XXXX osalenud XXXX makstakse täiendav","9.3XXXX osalenud XXXX makstakse täiendavat puhkusetasu 65 eurot.",{"bindId":71,"name":72,"text":73},"PAIDLEAV_trigger","5.1Töötaja põhipuhkus on 28 kalendripäev","5.1Töötaja põhipuhkus on 28 kalendripäeva.",{"bindId":75,"name":76,"text":77},"paidpaternityleave","3.2.1lapse sünni korral lapse isa, või i","3.2.1lapse sünni korral lapse isa, või isa puudumisel ühe vanavanematest\n- ema ja lapse haiglast väljumisel - 1 tööpäevaks;",{"bindId":79,"name":80,"text":81},"deathrelatives","3.2.4abikaasa, laste, vanemate, õdede-ve","3.2.4abikaasa, laste, vanemate, õdede-vendade ja hooldatavate matuste\nkorraldamiseks - 2 tööpäevaks.",{"bindId":83,"name":84,"text":85},"funeralpay","9.1Töötaja lähedaste (lapsed, vanemad, a","9.1Töötaja lähedaste (lapsed, vanemad, abikaasa, vend, õde) surma korral\nmakstakse töötajale toetust 200 eurot.",{"bindId":87,"name":88,"text":89},"sicknessmaxdays","9.4Tööandja maksab töötajale töövõimetus","9.4Tööandja maksab töötajale töövõimetuslehe alusel ajutise\ntöövõimetuse hüvitist 3.-8. haiguspäeva eest, hüvitise määraks on 70%\nkeskmisest kalendripäeva tulust.",{"bindId":91,"name":92,"text":92},"trainingprogrammes","7.TÖÖALASE KOOLITUSE TINGIMUSED","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>CBA EST Anonym 6 - 2018 - Q - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Alguskuupäev: → 2018-09-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Lõppkuupäev: → 2019-08-31\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                Majandusharu nimi: → Healthcare, caring services, social work, personal services\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Avalik või erasektor: → 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: → \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                Ametiühingute nimed: → \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        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">KOOLITUS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Koolitusprogrammid: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Praktikad: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Tööandja panustab töötajate koolitusfondi: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HAIGUS JA TÖÖVÕIMETUS\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Haigestumise korral maksimaalne tasustatud vabade päevade arv:  → 8 päev(a)\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Pikaajalise haiguse, näiteks vähiravi järgse tööle naasmise tingimused: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Tasutud menstruatsioonpuhkus: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Tööõnnetuse tagajärjel tekkinud töövõimetuse tasu: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">TERVISHOID, OHUTUS JA MEDITSIINILINE ABI\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Lepingu kohaselt on tagatud meditsiiniline abi: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Lepingu kohaselt on tagatud meditsiiniline abi ka töötaja sugulastele: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Lepingu kohaselt maksab tööandja toetust töötaja tervisekindlustusse: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Lepingu kohaselt on ka töötaja lähedased antud tervisekindlustusega kaetud: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Leping sisaldab töötervishoiu ja tööohutuse eeskirja: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Töötervishoiu ja tööohutuse koolitus on tagatud: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Kaitseriietus on tagatud: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Tööandja on võimaldanud regulaarse või iga-aastase meditsiinilise ülevaatuse: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Töökohas jälgitakse, et töökoht ei ole kahjustav töötaja luu- ja lihaskonna tervisele, jälgitakse ametialaste ohtude mõju ning töötaja töö ja tervise vahelist suhet: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Matusetoetus: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Ettevõtte minimaalne panus matusetalitusse\u002Fmatmise kuludesse: → EUR 200.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\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: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Emadusega seotud diskrimineerimise keeld: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Rasedat või imetavat töötajat ohtlikku või ebatervislikku tööd tegema sundimise keeld: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Töökoha riskianalüüs rasedate või last hoidvate naiste tervise ja ohutuse suhtes: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Ohtlikule või ebatervislikule tööle alternatiivide leidumine rasedatele või imetavatele naistele: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Töölt vabastus sünnituseelseteks meditsiinilisteks uuringuteks: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Keeld enne püsiva töökoha pakkumist kontrollida rasedust: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Keeld enne ametikõrgenduse andmist kontrollida rasedust: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Abivahendid last hoidvatele emadele: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Tööandja tagab lastehoiu: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Tööandja maksab toetust lastehoiule: → No\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Rahaline toetus laste haridusse: → \u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Tasustatud isaduspuhkus: → 1 päev(a)\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Vabad päevad 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