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Ametiliitu kuuluvate töötajate nimekiri on toodud käesoleva kollektiivlepingu lisades nr 1 ja nr 2. Ametiliit kohustub jooksvalt nimekirja aktualiseerima ja saatma aktualiseeritud nimekirjad tööandjale hiljemalt kalendrikuu 25. kuupäevaks. Ametiliit kohustub oma liikmetelt võtma kirjalikud nõusolekud selle kohta, et ametiliidu liikmed nõustuvad oma isikuandmete töötlemisega tööandja poolt käesolevast lepingust tulenevate tingimuste täitmiseks. \u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">1.2\tKollektiivleping kehtib  alates 1. jaanuarist 2022 kuni 31. detsembrini 2022.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>1.3\tTöölepingu tingimuste asemel, mis on halvemad kollektiivlepingus sätestatud tingimustest, kohaldatakse töötajatele kollektiivlepingu tingimusi.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>1.4\tLäbirääkimisi kollektiivlepingu pikendamiseks või uue kollektiivlepingu sõlmimiseks alustavad pooled hiljemalt 1. novembril ja esitavad teineteisele kirjalikud ettepanekud vähemalt kaks nädalat enne läbirääkimiste algust.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>1.5\tKollektiivlepingu kehtivuse ajal on pooled kohustatud täitma kollektiivlepingus ettenähtud tingimusi ning mitte kuulutama välja streiki või töösulgu kollektiivlepingus sätestatud tingimuste muutmise ajendil.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>1.6\tTööandja peab tagama töötajate kaitse diskrimineerimise eest, järgima võrdse kohtlemise põhimõtet ning edendama võrdõiguslikkust vastavalt võrdse kohtlemise seadusele ja soolise võrdõiguslikkuse seadusele.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>1.7\tKollektiivleping laieneb ametiliitu kuuluvatele lepingulistele töötajatele, kelle töökoormus on vähemalt 20 tundi nädalas ja mille kohta peetakse tööaja arvestust.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>2.\tTöötingimused ja töökorraldus\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>2.1\tPooled täidavad seadustes, haldusaktides, Rahvusringhäälingu arengukavas, töölepingutes, töökorralduse reeglites, kollektiivlepingus ja Eesti ajakirjanduseetika koodeksis ja Eesti Rahvusringhäälingu Heas Tavas ettenähtud kohustusi.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.2\tTöölepingu sõlmimisel kohustub tööandja töötajale tutvustama Eesti Rahvusringhäälingu seadust, struktuuri, ametijuhendit, kollektiivlepingut, ametiühingute kontaktandmeid töökorralduse reeglite, töötervishoiu- ja tuleohutuse nõudeid. Vastav kohustus on toimetuse juhil.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">2.3\tTöötaja kohustub osalema tööandja poolt korraldatavatel koolitustel; samuti olema iseseisvalt kursis oma töövaldkonna aktuaalsete teemadega. Tööandja kohustub leidma vähemasti kord kolme aasta jooksul vahendeid ja võimalusi töötaja ametialaseks enesetäiendamiseks ning looma tingimused ajakirjanike professionaalseks arenguks ja toetama töötaja sellist initsiatiivi. Töötaja on kohustatud neid võimalusi maksimaalselt kasutama.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>2.4\tKuna töötajad, kes esinevad eetris, toimetavad saateid, kirjutavad portaalis või teevad postitusi sotsiaalmeedias, peavad valdama keelt kõrgtasemel ja olema kursis nii keelenormi kui stiiliküsimustega, tagab tööandja vajaliku kõnetehnika abi ja keelenõustamise.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">2.5\tTööandja kannab töötaja igapäevaseks tööks vajalike võõrkeelte õpingute kulud vähemalt 50% ulatuses nende õpingute maksumusest, kuid mitte rohkem kui 600 eurot nelja aasta jooksul. Õpingute lõpetamisel esitatakse tööandjale tõend vastava keelekursuse läbimise kohta. \u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>2.6\tJuhul, kui töötaja lahkub töölt omal soovil 1 aasta jooksul pärast tööandja poolt tasutud ja töötaja initsiatiivil toimunud koolituse toimumist, hüvitab töötaja tööandjale 50% koolituskulude maksumusest; kui töötaja lahkub töölt omal soovil kahe aasta jooksul pärast tööandja poolt tasutud ja töötaja initsiatiivil toimunud koolituse toimumist, hüvitab töötaja tööandjale 25% koolituskulude maksumusest. Koolituskulude hüvitamise kokkulepe kehtib juhul, kui kokkulepe on sõlmitud kirjalikult, kokkuleppes on näidatud koolituse sisu ja kulud ning siduvusaeg ei ole koolituskulusid arvestades ebamõistlikult pikk.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.7\t Ametiliidul on õigus esitada ettepanekuid iga-aastasesse koolitusplaani. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_newtech\">2.8\tTööandja korraldab enne uue tehnika käikulaskmist kursusi, kus tutvustatakse tulevastele tehnika kasutajatele uue tehnika võimalusi. \u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>2.9\tTööandja informeerib ja konsulteerib vähemalt järgmistest töötajaid puudutavatest asjaoludest: \u003Cbr>\n\u003C\u002Fp>\n\u003Col>\n  \u003Cli> tööandja struktuur, töötajate, sealhulgas tööülesandeid renditööna täitvate töötajate koosseis, nende muudatused ja kavandatavad otsused, mis avaldavad olulist mõju tööandja struktuurile ja töötajate koosseisule; \u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> kavandatavad otsused, millega tõenäoliselt kaasnevad olulised muudatused töökorralduses; \u003Cbr>\n    \u003C\u002Fli>\n  \u003Cli> kavandatavad otsused, millega tõenäoliselt kaasnevad olulised muudatused töötajate töölepingulistes suhetes, sealhulgas töösuhete lõpetamine.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>2.10\tTööandja annab kõrgharidust omandavale töötajale  koolitusel osalemiseks õppepuhkust koolitusasutuse teatise alusel kuni 30 kalendripäeva kalendriaasta jooksul. Tasemekoolitusega ja tööalase koolitusega seotud õppepuhkuse ajal makstakse töötajale keskmist töötasu kuni 20 kalendripäeva eest, ülejäänud 10 päeva eest tasu ei maksta. Tasemekoolituse lõpetamiseks antakse täiendavalt õppepuhkust kuni 15 kalendripäeva, mille eest makstakse töötajale Eestis kehtivat töötasu alammäära. Eeltoodut kohaldatakse töötajatele, kes osalevad ka tasemekoolituse päevases õppevormis ja täiskoormusega õppes. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">2.11\tTöötaja kohustub koolitama oma töökohustuste raames välja uusi töötajaid, kellel on töötajaga samad või sarnased tööülesanded ning juhendama praktikante. Tööandja maksab praktika juhendajale lisatasu  100 eurot. Töötajalt suurt lisapingutust nõudvate praktikate puhul, kus korraga on töötajal üks juhendatav, makstakse lisatasu kuni 200 eurot. Koolitusjuht sõlmib praktika juhendajaga eelnevalt vastava kirjaliku kokkuleppe.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>2.12\t Töötaja kohustub osalema oma vahetu juhi poolt läbi viidavatel arenguvestlustel.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.13\t Tööandja informeerib töötajat kõigist teda puudutavatest otsustest koheselt, kindlasti enne nende lõplikku jõustumist.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.14\t Tööandja on kohustatud ametiühingu liikme töölepingu lõpetamisest koondamise tõttu teavitama ametiliidu esindajat kirjalikult vähemalt 5 päeva ette, esitama töölepingu lõpetamise põhjuse ja tegema teatavaks, kas ja millist asendustööd töötajale pakutakse. Usaldusisik kohustub seda infot mitte koondatava töötajaga jagama enne kui selle on teatavaks teinud tööandja. Kui tööandja ei arvesta informeerimise ja konsulteerimise käigus tehtud ettepanekuid, põhjendab ta seda esimesel võimalusel kirjalikult või kirjalikku taasesitamist võimaldavas vormis.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.15\tTööandjal ei ole lubatud ühepoolselt ilma ametiliidu nõusolekuta lõpetada töösuhteid töötajaga, kes on ERR-is töötanud üle 10 aasta ja kelle pensioniea saabumiseni on jäänud vähem kui kolm aastat ja kes täidab korrektselt töölepingust ja kollektiivlepingust tulenevaid kohustusi. Kui vastava ametikoha järele vajadus puudub, on tööandjal õigus pakkuda töötajale teist tööd samas asukohas koos vajaliku väljaõppega. Juhul kui töötaja sellest keeldub, on tööandjal õigus siiski tööleping lõpetada, informeerides asjaoludest ametiliitu. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>2.16\t Tööandja hüvitab kuni 1000 euro ulatuses ametiliidu valikul ühe loomingulise töötaja osalemiskulud INPUT TV konverentsil ning kuni 1000 euro ulatuses ametiliidu valikul ühe loomingulise töötaja osalemiskulud Radiodays Europe konverentsil. Kulud, mis on suuremad kui 1000 eurot, katab ametiliit.\u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">3.\tTöö – ja puhkeaeg\u003C\u002Fdiv>\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>3.1\tTööaeg on aeg, mille kestel töötaja on kohustatud täitma töölepingus (ametijuhendis) ettenähtud tööülesandeid alludes tööandja juhtimisele ja kontrollile. Tööülesannete hulka kuuluvad ka nende ülesannete täitmiseks vajalikud ettevalmistustoimingud (taustainfo kogumine, allikatega suhtlemine, eri osapoolte leidmine, faktide kontrollimine, kolleegidega konsulteerimine, tehnika ettevalmistamine, kontroll, sõit välisülekande toimumise kohta ja tagasi jms), osavõtt osakonnajuhatajate, keskastme juhtide või tippjuhtide korraldatud koosolekutest, õppustest, seminaridest jne. Samuti arvestatakse tööaja hulka tööandja süül tekkinud tööseisaku aeg.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>3.2\tGraafikujärgselt töötavate töötajate puhul kasutatakse summeeritud  tööaja arvestust. Summeeritud tööaja arvestuse korral võib vahetus kesta kuni 12 tundi. \u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>3.3\t Erandolukorras võib 24-tunnise ajavahemiku jooksul töövahetus kesta kauem kui 13 tundi juhul kui töötajaga on saavutatud vastav kirjalikult taasesitatavas vormis kokkulepe, seadus seda võimaldab ning töötamine ei kahjusta töötaja tervist ega ohutust. Sealjuures peab töötajale vahetult pärast tööpäeva lõppu antud vaba aega olema võrdne 13 tundi ületanud tundide arvuga.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>3.4\tErandkorras kui töötatakse vahetuses katkematu tööprotsessiga ja olemas on  kirjalikult taasesitatavas vormis kokkulepe töötajaga, siis võib 24-tunnise ajavahemiku jooksul puhkeaega jagada osadeks nii, et üks osa on vähemalt 8 tundi. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>3.5\tTööpäeva jooksul on õigus 0,5 tunni pikkusele lõunale, mida ei arvata tööaja hulka.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>3.6\tUusaastale, EV aastapäevale, võidupühale, jõululaupäevale ja taasiseseisvumispäevale vahetult eelneval tööpäeval lühendatakse tööaja kestust 4 tunni võrra. Neil päevadel tööl olevatel graafikujärgselt töötavatel töötajatel vähendatakse vastavalt kuu normtundide arvu.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">3.7\tPõhipuhkus on 28 kalendripäeva.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>3.8\tTöötaja lisapuhkus on 7 kalendripäeva aastas. Töötajal on õigust saada lisapuhkust tingimusel, et enne lisapuhkuse algust on jooksva kalendriaasta põhipuhkus kasutatud. Erandina on õigust saada lisapuhkust juhul, kui kasutamata põhipuhkuse jääk ei ületa kahte (2) kalendripäeva. Lisapuhkuse õigus ei laiene töötajatele, kelle põhipuhkuse või põhipuhkuse ja töölepinguga antud lisapuhkuse pikkus ületab 28 kalendripäeva. Lisapuhkuse aeg tuleb kooskõlastada vahetu juhiga vähemalt kaks nädalat enne lisapuhkuse soovitud algust. Lisapuhkust ei kanta üle järgmisse kalendriaastasse.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-direct_participation_hrs\">3.9\tTööandja on kohustatud võimaldama ametiühingu liikmele osalemist ametiühingu poolt korraldatavas koolituses või ametiühingute organite töös tingimusel, et sellega ei kaasne olulisi takistusi tööandja majandustegevuses kuni viiel päeval aastas. Käesoleva punkti alusel antavatel tööst vabadel päevadel säilitatakse töötajale tema keskmine palk. \u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>3.10\tPuhkuste ajakava sätestatakse puhkusegraafikus. Vähemasti 3 nädala ulatuses nähakse töötaja põhipuhkus puhkuste ajakavas ette ajavahemikul juunikuu viimasest töönädalast kuni augustikuu esimese töönädalani, kui see on kooskõlas töö korraldusega. Ülejäänud puhkus võib toimuda muul ajal.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">3.11\tKui töötaja tööpäev algab enne kella 06.30 või puhkepäeval või rahvus- või riigipühal enne kella 07.00 või lõpeb pärast kella 23.00  kompenseerib tööandja töötaja isikliku sõiduauto kasutamise kulud vastavalt kehtivale korrale. Kui töötajal ei ole võimalik kasutada isiklikku sõiduautot, võimaldab tööandja tööle või kojusõidu tööandja transpordiga või tasub taksosõidu kulud.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>3.12\tTööandja peab korraldama töö selliselt, et töötaja saab silmade ülepinge ja sundasendis töötamisega tekkivate vaevuste ennetamiseks vaheldada kuvariga töötamist teistlaadsete tööülesannete täitmisega. Kui see pole võimalik, peab töötaja saama perioodiliselt pidada puhkepause. Puhkepauside kestus peab moodustama vähemalt 10% kuvariga töötamise ajast. Ette nähtud perioodilised puhkepausid arvatakse kuvariga töötaval töötajal tööaja hulka ning tööaja summeeritud arvestuse korral nähakse ette tööaja kavas.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>3.13\tKokkuleppel tööandjaga antakse töötajale palga säilimisega:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">3.13.1.\tabiellumisel ja isal lapse sünni puhul kuni 3 vaba päeva;\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">3.13.2.\tisa, ema, abikaasa, elukaaslase, venna, õe või lapse surma korral  kuni 3 vaba päeva;\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>3.13.3.\tjuubeli sünnipäeva puhul (50., 60., 70. ja iga järgnev 5) 1 vaba päev;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>3.13.4.\tvaba päev 1.- 4. klassi mineva lapse koolimineku puhul esimesel koolipäeval.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>3.14\tTöötaja saab aasta jooksul kasutada 12 tundi tööaega oma isiklike asjade ajamiseks vahetu juhi kooskõlastusel. Vahetut juhti õigeaegselt hoiatamata jätmisel arvestatakse kasutatud tunnid topelt. Kasutamata tunde ei saa kasutada koos põhipuhkusega ega kanta üle järgmisesse aastasse.\u003C\u002Fp>\n\u003Ch2>4.\tTöötasu\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">4.1\tTööandja maksab graafikujärgselt töötavale töötajale öötundidel (22:00-06:00) töötamise aja eest lisatasu 25% tunnitasust. Lisatasu võib kokkuleppel töötajaga maksta arvestuslikus summas igakuiselt koos põhitöötasuga. Õhtutundidel (19:00-22:00) töötamise aja eest sisaldub lisatasu põhipalgas. \u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>4.2\tPalgasüsteemi kehtestamisel ning töötajaga tema palgamääras kokku leppimisel võtab tööandja muuhulgas arvesse ametikohale esitatavaid nõudeid: nõutavat haridustaset, eelneva töökogemuse iseloomu ning pikkust, töö keerukust, ametikohaga seotud vastutuse määra, alluvate arvu, rahalise vastutuse suurust, ametikohale vajalikku suhtlemisoskuse taset ja ulatust.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>4.3\tTööandja arvestab ametiliitude ettepanekuid ERR-i palgasüsteemi korrigeerimiseks vastavalt eelarve võimalustele.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">Korraliselt puhkuselt tööle tulekul makstakse täiskoormusega töötavale töötajale, kelle keskmine töötasu enne tulumaksu mahaarvamist viimase aasta jooksul kalendrikuus on väiksem või võrdne 705 euroga, puhkusetoetust 240 eurot. Osalise koormusega töötajatele makstakse toetuse summast töökoormusega proportsionaalne osa. Kui puhkust kasutatakse osade kaupa, makstakse puhkusetoetust pärast töötaja katkestamatult 14 kalendripäeva kestnud faktilist puhkust. Puhkusetoetus makstakse välja üks kord kalendriaastas.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">4.4\tTöötajatel, kes töötavad kõrgharidusnõudega või kõrgema kutsekvalifikatsiooninõudega või spetsiifiliste erialaste teadmiste nõudega ametikohal, kus erialaseid teadmisi ja kogemuslikku pädevust võib võrdsustada kõrghariduse või kõrgema kutsekvalifikatsiooniga (kultuuritöötajatel), on töötasu vähemalt 1400 eurot kuus. \u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>4.5\tAjakirjanduse või kommunikatsiooni magistrikraadiga (või sellega võrdsustatud haridustasemega) töötaja töötasu erialases ametis on kultuuritöötaja miinimumist vähemalt 10% kõrgem.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>4.6\tTööandja kohustub töötajale, kes valdab määratud ulatuses vähemalt kolme võõrkeelt ja nende keelte regulaarselt kasutamine on tööks vajalik, maksma kolmanda ja iga järgmise võõrkeele eest kõrgemat palka 10%-30% kultuuritöötaja miinimumist (10% võõrkeele kohta). \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-LOWWAGE_government\">4.7\tTööandja arvestab Eesti Vabariigi Valitsuse, EAKLi ja TALO allkirjastatud kokkuleppeid, mis on tööandjale kohustuslikud palga alammäära suhtes.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>4.8\tÜhiselt ametiühingutega taotletakse eelarveläbirääkimistel riigieelarvest lisavahendeid ajakirjanike ja teiste töötajate palga tõstmiseks, lähtudes põhimõttest, et ERRi töötajate palgad tõusevad vähemalt samas tempos Eesti keskmisega, kultuuritöötajate palgad tõusevad ennaktempos ja palgatõusu protsent ei jää alla ETUCi (Euroopa Ametiühingute Konföderatsiooni) soovitatud palgavalemi (tarbijahinnaindeksi ning tööjõu tootlikkuse kasvu summa).\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>4.9\t Töö ümberkorraldustega seoses ja töökohustuste lisandudes peetakse töötajaga läbirääkimisi palgatõusuks.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>4.10\tAasta eelarve koostamisel arutatakse palgaküsimused läbi ametiliidu esindajatega. Ametiliidu initsiatiivil tegeletakse töötasude ühtlustamisega Eesti Rahvusringhäälingus.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">4.11\tTöötajale makstakse täiendavate tööülesannete, mis ei tulene töölepingust ning mida ei tehta punktis 3.1 ja 3.2 nimetatud tööaja raames, täitmise eest lisatasu vastavalt poolte kokkuleppele. Lisatasus lepitakse kokku enne täiendavate tööülesannete täitmise alustamist.\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Cp>4.12\tTööandja maksab töötajatele preemiat vastavalt võimalusele ja töö tulemuslikkusele.\u003C\u002Fp>\u003C\u002Fdiv>\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">5.\tTöötervishoid ja tööohutus\u003C\u002Fdiv>\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">5.1\tTööohutus ERR-is põhineb töötervishoiu ja tööohutuse seadusel, ERR-i töökorralduse reeglitel, tööohutusjuhenditel jm normdokumentidel.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>5.2\tTööandja korraldab korra aastas omal kulul kõigile selleks soovi avaldanud töötajatele gripivastase kaitsesüstimise ja välisvõtetel käivatele töötajatele puugivastase kaitsesüstimise. Kui vaktsineerimist ei ole korraldatud, kompenseerib tööandja selle kuludokumentide alusel.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>5.3\tTöötaja kohustub töökohal kinni pidama tööohutuseeskirjades jt ERR-is kehtestatud normdokumentides sätestatud ohutusnõuetest.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">5.4\tTööandja garanteerib töökohtade vastavuse töötervishoiu ja tööohutuse seadusele ja varustab töötajad erirõivaste, individuaalsete kaitsevahendite ja ohutute töövahenditega.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>5.5\tTöötajal on õigus pöörduda töökeskkonnavoliniku, töökeskkonnanõukogu liikmete ja ametiühingu usaldusisiku ning Tööinspektsiooni poole, kui tema arvates tööandja poolt rakendatavad abinõud ja antud vahendid ei taga töökeskkonna ohutust.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>5.6\tTööandja kohustub vältima tööruumides tervisele kahjulike sisustusmaterjalide, valgustuse, mööbli ja tehnika kasutamist, arvestab ruumide sisustamisel töö spetsiifikat ja teeb olemasolevates ruumides ümberkorraldusi, et need vastaksid kehtivatele töötervishoiu nõuetele ja parandab võimalusel ruumilahendust..\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>5.7\tTööandja tagab töötajate esmaabi andmise töökohal ning suunab ka osalise tööajaga töötajad arstlikule läbivaatusele seaduses sätestatud korras.\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>5.8\tTööandja maksab töötajale üks kord  kahe aasta jooksul prillide või kontaktläätsede kompensatsiooni kuludokumendi alusel kuni 170 eurot, mis sisaldab käibemaksu, kui töötaja esitab retsepti ja tal on kehtiv töötervishoiu arsti  otsus.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.9\tTööandja tagab välislähetustes või riskipiirkonnas viibivatele töötajatele elu-, tervise-, reisitõrke- ja pagasikindlustuse, sh lähetuste puhul kriisikolletesse, kus tavakindlustus ei pruugi kehtida, eeldusel, et eelnevalt on vormistatud nõuetekohane välislähetus.\u003C\u002Fp>\n\u003Ch2>6.\tSotsiaalsfäär\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaresubsidy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareprovision\">6.1\tTööandja tasub üks kord aastas töötajale 7-14 aastase lapse laagri kulud kuni 100 euro ulatuses lapse kohta, kui töötaja (viimase 6 kuu keskmine) töötasu jääb alla 1500 euro (bruto). Laagrile peab olema Teadus- ja Haridusministeeriumi poolt väljastatud tegevusluba. Erandkorras, kui töötaja pere sissetulek pereliikme kohta on madal, võidakse lastelaagri kulusid kompenseerida ka juhul, kui töötaja sissetulek ületab seda piirmäära. Kompenseerimisotsus tehakse sel juhul ametiliidu poolse vastava põhjendatud taotluse alusel.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>6.2\tTööandja korraldab võimalusel töötajate kuni 12-aastastele lastele eeskavaga ja kingipakkidega jõulupeo. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>6.3\tTööandja tähistab töötajate tööjuubeleid (20, 25 jne) arvestades pidevat ja katkematut tööstaaži tööandja ja tema õiguseellaste juures. Tööjuubelite puhul makstakse töötajale preemiat  40% töötaja keskmisest kuupalgast. Töötaja võib preemia asemel võtta 15 kalendripäeva  tasustatud puhkust. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>6.4\tTööandja maksab töötajale lapse sünni puhul ühekordset toetust Vabariigi Valitsuse kehtestatud kuupalga alammäära suuruses summas.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">6.5\tTööandja on kohustatud maksma töötajale, kes on töötanud ERR-is rohkem kui 5 a, töölepingu ülesütlemisel majanduslikel põhjustel lisaks seadusega ettenähtud hüvitisele täiendavalt  hüvitist ühe kuu võrra rohkem, kui seaduses sätestatud.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>6.6\tTööandja on kohustatud maksma tööandja juures töötamise ajal vanaduspensioni ikka jõudnud üle 20. aastase tööstaažiga omal soovil pensionile jäävale töötajale tema määramata ajaks sõlmitud töölepingu lõpetamisel hüvitist, mille suurus on võrdne ERRi pooleteistkordse keskmise kuutöötasuga (arvutatuna viimase poolaasta või aastaaruande põhjal). Üle 25 aastase tööstaažiga töötajale  makstakse hüvitist, mille suurus on võrdne ERRi kolmekordse keskmise kuutöötasuga, kui töötaja jääb pensionile enne 70. aastaseks saamist. Tööandja pakub penisonile jäänud töötajale võimalusel töötamist töövõtulepingu alusel ka edaspidi. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">6.7\tVanema, lapse, abikaasa või elukaaslase surma korral on töötajal õigus saada toetust 1,5 Eestis kehtestatud miinimumpalga ulatuses.\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cp>6.8\tTööandja kompenseerib töötajale Stebby arvelduslahendusega liitunud spordiklubide ja\u002Fvõi  ürituste tasusid 60 euro ulatuses kvartalis ning kuni 50% igakordsest teenustasust. Kui valitud teenus kuulub maksustamisele erisoodustusmaksuga, arvestatakse kulutatuks kompenseeritud summa pluss erisoodustusmaksu kulu.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>6.9\tTöötajal on õigus kasutada Stebby kaudu vahendatavat kompensatsiooni samadel tingimustel ka teraapiaks, taastusraviks või muudeks terviseteenusteks, mille osutaja on liitunud Stebby lahendusega.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>6.10\tKui töötaja ei ole aasta jooksul Stebby vahendatavaid teenuseid kasutanud, kompenseerib tööandja ametiliidu poolt aasta lõpus esitatava koondavalduse alusel töötajale kroonilise haiguse, hambaravi või muid tervisehoiukulusid kuni sporditoetuse summas.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>6.11\tTöötaja võib kokkuleppel allüksuse juhiga teha tööpäeva sees 1,5-tunnise treeningpausi, mida ei arvestata tööaja hulka. Töötaja tagab tööülesannete täitmise.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">6.12\tTööandja maksab töötajale hüvitist haigestumise või vigastuse esimese kuni kaheksanda kalendripäeva eest 75 % töötaja keskmisest töötasust (edaspidi haigushüvitis), võttes aluseks Eestis kehtiva keskmise töötasu maksmise tingimused ning korra. Töötaja kohustub alates esimesest haigusepäevast vormistama haiguslehe. Tööandja ei maksa haigushüvitist, kui selle kompenseerib Haigekassa. \u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n\u003Cp>\u003C\u002Fp>\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>6.13\tTööandja ja ametiliit toetavad võimaluse korral töötajat ravikulude kandmisel.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">6.14\tTööandja korraldab vastavalt Töötervishoiu ja tööohutuse seadusele ning sotsiaalministri määrusele ’Töötajate tervisekontrolli kord’ töötajate tervisekontrolli läbiviimise. Töötajale, kes korduvast meeldetuletusest hoolimata pole läbinud kohustuslikku tervisekontrolli, peatatakse kuni tervisekontrolli läbimiseni käesolevast lepingust tulenevate soodustuste rakendamine.\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>6.15\tTööandja aitab tagada puudega inimeste sõidukite parkimiskohad ERRi hoonete sissepääsude lähistel. \u003C\u002Fp>\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">7.\tPooltevahelised suhted\u003C\u002Fdiv>\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>7.1\tPooltevahelised suhted põhinevad vastastikusel lugupidamisel, mille eesmärk on pooltevaheliste lepingute ja Eesti Vabariigis kehtivate õigusaktide täitmise jälgimine, töörahu tagamine, tööandja ja töötajate vaheliste lahkhelide ja probleemide lahendamine.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.2\tPooled teevad kõik selleks, et saavutada töötajate rahulolu: motiveeritus, loominguline vabadus, lojaalsus organisatsioonile ja uhkuse tundmine oma organisatsiooni üle.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.3\tAmetiliit teatab tööandjale oma  juhatuse liikmete ees- ja perekonnanimed.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.4\tTööandja annab ametiliidule teavet töösuhetest tulenevate vaidlusküsimuste kohta.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.5\tEesti Rahvusringhäälingus töötavaid ametiliidu liikmeid esindab töösuhetes tööandjaga ametiliidu liikmete valitud usaldusisik või ametiliidu juhatuse esimees.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.6\tAmetiliit on kohustatud:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.6.1.\tjälgima kollektiiv- ja töölepingu tingimuste ning tööalaste seaduste täitmist;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.6.2.\thoidma kollektiivlepingu kehtivuse ajal töötajate poolt töörahu;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.6.3.\tvahendama töövaidluse osapooli;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.6.4.\tedastama tema kasutuses olevat töösuhetealast teavet tööandjale või tema esindajale ning töötajatele, nende ühingutele ja liitudele;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.6.5.\thoidma talle teatavaks saanud tootmis-, äri- või ametisaladusi.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.7\t Usaldusisikul on teda volitanute nimel õigus:\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.7.1.\ttutvuda takistamatult töötingimuste ja -korraldusega kõigis (ametiliidu liikmeks olevate) töötajate töökohtades;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.7.2.\tsaada tööandjalt oma volituste täitmiseks vajalikku teavet;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.7.3.\tsaada tööandjalt teavet töösuhetest tulenevate vaidlusküsimuste kohta;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.7.4.\ttakistamatult levitada tööalast ja töötajaid esindava ühingu tegevust käsitlevat teavet;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.7.5.\tsaada suulist ning kirjalikku informatsiooni Eesti Rahvusringhäälingu programmi-, finants-, personali-, tööohutus- ja majanduspoliitikast;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.7.6.\tinformeerida Rahvusringhäälingu nõukogu, valitsusasutusi, töötajate ühinguid ja liite tööseaduste, kollektiiv- ja töölepingute ning muude kokkulepete rikkumisest tööandja poolt. Pooled eeldavad, et enne nimetatud teavitamist on probleemi on eelnevalt püütud lahendada lepingu osapoolte vahel;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.7.7.\tkokkuleppel tööandjaga kasutada oma ülesannete täitmiseks tööandjale kuuluvaid tööruume, side-, paljundus- ja transpordivahendeid. Sidekulude limiit ühes kuus on 35 eurot. Tööandja tagab ruumi koristamise üldistel alustel tööandja peahoone koristamisega;\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.7.8.\tviibida Eesti Rahvusringhäälingu juhtide infokoosolekul.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.8\tTööandja maksab usaldusisikule tema ülesannete täitmise eest hüvitist 20% ulatuses usaldusisiku palgast. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.9\tTööandja ei lõpeta usaldusisikust töötajaga ühepoolselt töölepingut töötaja tegevuse tõttu usaldusisikuna.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.10\tTööandja peab ametiliidu liikmete kirjalike avalduste alusel neile Eesti Rahvusringhäälingus arvutatud koosseisulisest töötasust kinni ametiliidu liikmemaksude summad ja kannab need üle ametiliidu arvele. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.11\tIgakuine liikmemaksude ülekanne tuleb sooritada hiljemalt järgneva kuu 10. kuupäevaks.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.12\tAmetiliit võib kokkuleppel tööandjaga korraldada Eesti Rahvusringhäälingu ruumides koosolekuid.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>7.13\tEesti Rahvusringhäälingu juhatus kohtub kord aastas töötajatega, et anda ülevaate tehtust ja tutvustada arengukavasid. \u003Cbr>\n\u003C\u002Fp>\n\u003Ch2>8.\tLõppsätted\u003Cbr>\n\u003C\u002Fh2>\n\u003Cp>8.1\tKollektiivlepingus sätestamata küsimustes juhinduvad pooled Eesti Vabariigis kehtivatest õigusaktidest.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>8.2\tKui kumbki pooltest ei esita ettepanekut täiendada või muuta käesolevat kollektiivlepingut, pikeneb kollektiivleping automaatselt aasta võrra, kuid mitte rohkem kui ühe korra.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>8.3\tKäesoleva kollektiivlepingu täitmisel tekkivad vaidlused lahendatakse läbirääkimiste teel. Kokkuleppele mittejõudmisel lahendatakse vaidlused kollektiivse töötüli lahendamise seaduse alusel.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>8.4\tEesti Rahvusringhäälingu reorganiseerimine ei lõpeta käesoleva kollektiivlepingu kehtivust ja töötajate töölepinguid.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>8.5\tKollektiivleping on allkirjastatud digitaalselt. \u003Cbr>\n\u003C\u002Fp>\n\u003Cp>8.6\tKäesolev kollektiivleping ei kohusta tööandjat ja töötajat muutma varem sõlmitud töölepinguid.\u003Cbr>\n\u003C\u002Fp>\n\u003Cp>\u002FAllkirjastatud digitaalselt\u002F    \u003C\u002Fp>\n\u003Cp>Erik Roose \u003Cbr>juhatuse esimees\t\t\u003C\u002Fp>\n\u003Cp>ERR\u003C\u002Fp>\n\u003Cp>\u002FAllkirjastatud digitaalselt\u002F     \t\u003C\u002Fp>\n\u003Cp>Helle Tiikmaa \u003Cbr>esimees\t \t\t\u003C\u002Fp>\n\u003Cp>Eesti Ajakirjanike Liit\u003C\u002Fp>\n\u003Cp>\u002FAllkirjastatud digitaalselt\u002F\u003C\u002Fp>\n\u003Cp> \t\t\tJaak Tammearu\u003Cbr>\nusaldusisik\u003C\u002Fp>\n\u003Cp>  \tTelevisiooni Loometöötajate Liit\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end":46,"coverunion_trigger":48,"trainingprogrammes":52,"trainingfund":56,"trainingprogrammes_newtech":60,"apprenticeships":64,"strikes_trigger":68,"direct_participation_hrs":72,"contractseverancepay":76,"healthcareaccess":80,"healthinsurance":84,"healthandsafetypolicy":88,"code_application":92,"protectiveclothing":96,"hivpolicy":100,"sicknesspay":104,"funeralpay":106,"paidpaternityleave":110,"deathrelatives":114,"marriage":118,"childcareprovision":120,"childcaresubsidy":124,"discrimination":126,"PAIDLEAV_trigger":130,"SCHEDULE_trigger":134,"TRADEUNLEAV_trigger":138,"NOCTPREM_trigger":140,"LOWWAGE_government":144,"ANNLEAVE_trigger":148,"ONCEONLY_trigger":152,"OVERTIME_trigger":156,"COMMUTE_trigger":160,"LOWWAGE_provision":164},{"bindId":43,"name":44,"text":45},"cbadate_start","1.2 Kollektiivleping kehtib alates 1. ja","1.2\tKollektiivleping kehtib  alates 1. jaanuarist 2022 kuni 31. detsembrini 2022.",{"bindId":47,"name":44,"text":45},"cbadate_end",{"bindId":49,"name":50,"text":51},"coverunion_trigger","1.1 Kollektiivleping laieneb pooltele ja","1.1\tKollektiivleping laieneb pooltele ja tööandja töötajatele, kes kollektiivlepingu kehtivuse ajal kuuluvad ametiliitu (edaspidi – töötajad). Ametiliitu kuuluvate töötajate nimekiri on toodud käesoleva kollektiivlepingu lisades nr 1 ja nr 2. Ametiliit kohustub jooksvalt nimekirja aktualiseerima ja saatma aktualiseeritud nimekirjad tööandjale hiljemalt kalendrikuu 25. kuupäevaks. Ametiliit kohustub oma liikmetelt võtma kirjalikud nõusolekud selle kohta, et ametiliidu liikmed nõustuvad oma isikuandmete töötlemisega tööandja poolt käesolevast lepingust tulenevate tingimuste täitmiseks. ",{"bindId":53,"name":54,"text":55},"trainingprogrammes","2.3 Töötaja kohustub osalema tööandja po","2.3\tTöötaja kohustub osalema tööandja poolt korraldatavatel koolitustel; samuti olema iseseisvalt kursis oma töövaldkonna aktuaalsete teemadega. Tööandja kohustub leidma vähemasti kord kolme aasta jooksul vahendeid ja võimalusi töötaja ametialaseks enesetäiendamiseks ning looma tingimused ajakirjanike professionaalseks arenguks ja toetama töötaja sellist initsiatiivi. Töötaja on kohustatud neid võimalusi maksimaalselt kasutama.",{"bindId":57,"name":58,"text":59},"trainingfund","2.5 Tööandja kannab töötaja igapäevaseks","2.5\tTööandja kannab töötaja igapäevaseks tööks vajalike võõrkeelte õpingute kulud vähemalt 50% ulatuses nende õpingute maksumusest, kuid mitte rohkem kui 600 eurot nelja aasta jooksul. Õpingute lõpetamisel esitatakse tööandjale tõend vastava keelekursuse läbimise kohta. ",{"bindId":61,"name":62,"text":63},"trainingprogrammes_newtech","2.8 Tööandja korraldab enne uue tehnika ","2.8\tTööandja korraldab enne uue tehnika käikulaskmist kursusi, kus tutvustatakse tulevastele tehnika kasutajatele uue tehnika võimalusi. ",{"bindId":65,"name":66,"text":67},"apprenticeships","2.11 Töötaja kohustub koolitama oma töök","2.11\tTöötaja kohustub koolitama oma töökohustuste raames välja uusi töötajaid, kellel on töötajaga samad või sarnased tööülesanded ning juhendama praktikante. Tööandja maksab praktika juhendajale lisatasu  100 eurot. Töötajalt suurt lisapingutust nõudvate praktikate puhul, kus korraga on töötajal üks juhendatav, makstakse lisatasu kuni 200 eurot. Koolitusjuht sõlmib praktika juhendajaga eelnevalt vastava kirjaliku kokkuleppe.",{"bindId":69,"name":70,"text":71},"strikes_trigger","7. Pooltevahelised suhted","7.\tPooltevahelised suhted",{"bindId":73,"name":74,"text":75},"direct_participation_hrs","3.9 Tööandja on kohustatud võimaldama am","3.9\tTööandja on kohustatud võimaldama ametiühingu liikmele osalemist ametiühingu poolt korraldatavas koolituses või ametiühingute organite töös tingimusel, et sellega ei kaasne olulisi takistusi tööandja majandustegevuses kuni viiel päeval aastas. Käesoleva punkti alusel antavatel tööst vabadel päevadel säilitatakse töötajale tema keskmine palk. ",{"bindId":77,"name":78,"text":79},"contractseverancepay","6.5 Tööandja on kohustatud maksma töötaj","6.5\tTööandja on kohustatud maksma töötajale, kes on töötanud ERR-is rohkem kui 5 a, töölepingu ülesütlemisel majanduslikel põhjustel lisaks seadusega ettenähtud hüvitisele täiendavalt  hüvitist ühe kuu võrra rohkem, kui seaduses sätestatud.",{"bindId":81,"name":82,"text":83},"healthcareaccess","6.12 Tööandja maksab töötajale hüvitist ","6.12\tTööandja maksab töötajale hüvitist haigestumise või vigastuse esimese kuni kaheksanda kalendripäeva eest 75 % töötaja keskmisest töötasust (edaspidi haigushüvitis), võttes aluseks Eestis kehtiva keskmise töötasu maksmise tingimused ning korra. Töötaja kohustub alates esimesest haigusepäevast vormistama haiguslehe. Tööandja ei maksa haigushüvitist, kui selle kompenseerib Haigekassa. ",{"bindId":85,"name":86,"text":87},"healthinsurance","6.13 Tööandja ja ametiliit toetavad võim","6.13\tTööandja ja ametiliit toetavad võimaluse korral töötajat ravikulude kandmisel.",{"bindId":89,"name":90,"text":91},"healthandsafetypolicy","5. Töötervishoid ja tööohutus","5.\tTöötervishoid ja tööohutus",{"bindId":93,"name":94,"text":95},"code_application","5.1 Tööohutus ERR-is põhineb töötervisho","5.1\tTööohutus ERR-is põhineb töötervishoiu ja tööohutuse seadusel, ERR-i töökorralduse reeglitel, tööohutusjuhenditel jm normdokumentidel.",{"bindId":97,"name":98,"text":99},"protectiveclothing","5.4 Tööandja garanteerib töökohtade vast","5.4\tTööandja garanteerib töökohtade vastavuse töötervishoiu ja tööohutuse seadusele ja varustab töötajad erirõivaste, individuaalsete kaitsevahendite ja ohutute töövahenditega.",{"bindId":101,"name":102,"text":103},"hivpolicy","6.14 Tööandja korraldab vastavalt Tööter","6.14\tTööandja korraldab vastavalt Töötervishoiu ja tööohutuse seadusele ning sotsiaalministri määrusele ’Töötajate tervisekontrolli kord’ töötajate tervisekontrolli läbiviimise. Töötajale, kes korduvast meeldetuletusest hoolimata pole läbinud kohustuslikku tervisekontrolli, peatatakse kuni tervisekontrolli läbimiseni käesolevast lepingust tulenevate soodustuste rakendamine.",{"bindId":105,"name":82,"text":83},"sicknesspay",{"bindId":107,"name":108,"text":109},"funeralpay","6.7 Vanema, lapse, abikaasa või elukaasl","6.7\tVanema, lapse, abikaasa või elukaaslase surma korral on töötajal õigus saada toetust 1,5 Eestis kehtestatud miinimumpalga ulatuses.",{"bindId":111,"name":112,"text":113},"paidpaternityleave","3.13.1. abiellumisel ja isal lapse sünni","3.13.1.\tabiellumisel ja isal lapse sünni puhul kuni 3 vaba päeva;",{"bindId":115,"name":116,"text":117},"deathrelatives","3.13.2. isa, ema, abikaasa, elukaaslase,","3.13.2.\tisa, ema, abikaasa, elukaaslase, venna, õe või lapse surma korral  kuni 3 vaba päeva;",{"bindId":119,"name":112,"text":113},"marriage",{"bindId":121,"name":122,"text":123},"childcareprovision","6.1 Tööandja tasub üks kord aastas tööta","6.1\tTööandja tasub üks kord aastas töötajale 7-14 aastase lapse laagri kulud kuni 100 euro ulatuses lapse kohta, kui töötaja (viimase 6 kuu keskmine) töötasu jääb alla 1500 euro (bruto). Laagrile peab olema Teadus- ja Haridusministeeriumi poolt väljastatud tegevusluba. Erandkorras, kui töötaja pere sissetulek pereliikme kohta on madal, võidakse lastelaagri kulusid kompenseerida ka juhul, kui töötaja sissetulek ületab seda piirmäära. Kompenseerimisotsus tehakse sel juhul ametiliidu poolse vastava põhjendatud taotluse alusel.",{"bindId":125,"name":122,"text":123},"childcaresubsidy",{"bindId":127,"name":128,"text":129},"discrimination","1.6 Tööandja peab tagama töötajate kaits","1.6\tTööandja peab tagama töötajate kaitse diskrimineerimise eest, järgima võrdse kohtlemise põhimõtet ning edendama võrdõiguslikkust vastavalt võrdse kohtlemise seadusele ja soolise võrdõiguslikkuse seadusele.\n\n",{"bindId":131,"name":132,"text":133},"PAIDLEAV_trigger","3.7 Põhipuhkus on 28 kalendripäeva.","3.7\tPõhipuhkus on 28 kalendripäeva.",{"bindId":135,"name":136,"text":137},"SCHEDULE_trigger","3. Töö – ja puhkeaeg","3.\tTöö – ja puhkeaeg",{"bindId":139,"name":74,"text":75},"TRADEUNLEAV_trigger",{"bindId":141,"name":142,"text":143},"NOCTPREM_trigger","4.1 Tööandja maksab graafikujärgselt töö","4.1\tTööandja maksab graafikujärgselt töötavale töötajale öötundidel (22:00-06:00) töötamise aja eest lisatasu 25% tunnitasust. Lisatasu võib kokkuleppel töötajaga maksta arvestuslikus summas igakuiselt koos põhitöötasuga. Õhtutundidel (19:00-22:00) töötamise aja eest sisaldub lisatasu põhipalgas. ",{"bindId":145,"name":146,"text":147},"LOWWAGE_government","4.7 Tööandja arvestab Eesti Vabariigi Va","4.7\tTööandja arvestab Eesti Vabariigi Valitsuse, EAKLi ja TALO allkirjastatud kokkuleppeid, mis on tööandjale kohustuslikud palga alammäära suhtes.",{"bindId":149,"name":150,"text":151},"ANNLEAVE_trigger","Korraliselt puhkuselt tööle tulekul maks","Korraliselt puhkuselt tööle tulekul makstakse täiskoormusega töötavale töötajale, kelle keskmine töötasu enne tulumaksu mahaarvamist viimase aasta jooksul kalendrikuus on väiksem või võrdne 705 euroga, puhkusetoetust 240 eurot. Osalise koormusega töötajatele makstakse toetuse summast töökoormusega proportsionaalne osa. Kui puhkust kasutatakse osade kaupa, makstakse puhkusetoetust pärast töötaja katkestamatult 14 kalendripäeva kestnud faktilist puhkust. Puhkusetoetus makstakse välja üks kord kalendriaastas.",{"bindId":153,"name":154,"text":155},"ONCEONLY_trigger","4.12 Tööandja maksab töötajatele preemia","4.12\tTööandja maksab töötajatele preemiat vastavalt võimalusele ja töö tulemuslikkusele.",{"bindId":157,"name":158,"text":159},"OVERTIME_trigger","4.11 Töötajale makstakse täiendavate töö","4.11\tTöötajale makstakse täiendavate tööülesannete, mis ei tulene töölepingust ning mida ei tehta punktis 3.1 ja 3.2 nimetatud tööaja raames, täitmise eest lisatasu vastavalt poolte kokkuleppele. Lisatasus lepitakse kokku enne täiendavate tööülesannete täitmise alustamist.",{"bindId":161,"name":162,"text":163},"COMMUTE_trigger","3.11 Kui töötaja tööpäev algab enne kell","3.11\tKui töötaja tööpäev algab enne kella 06.30 või puhkepäeval või rahvus- või riigipühal enne kella 07.00 või lõpeb pärast kella 23.00  kompenseerib tööandja töötaja isikliku sõiduauto kasutamise kulud vastavalt kehtivale korrale. Kui töötajal ei ole võimalik kasutada isiklikku sõiduautot, võimaldab tööandja tööle või kojusõidu tööandja transpordiga või tasub taksosõidu kulud.",{"bindId":165,"name":166,"text":167},"LOWWAGE_provision","4.4 Töötajatel, kes töötavad kõrgharidus","4.4\tTöötajatel, kes töötavad kõrgharidusnõudega või kõrgema kutsekvalifikatsiooninõudega või spetsiifiliste erialaste teadmiste nõudega ametikohal, kus erialaseid teadmisi ja kogemuslikku pädevust võib võrdsustada kõrghariduse või kõrgema kutsekvalifikatsiooniga (kultuuritöötajatel), on töötasu vähemalt 1400 eurot kuus. ","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>EST Eesti Rahvusringhääling (ERR) - 2022\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Alguskuupäev: &rarr;&nbsp;2022-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Lõppkuupäev: &rarr;&nbsp;2022-12-31\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: &rarr;&nbsp;Publishing, printing, media\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Majandusharu nimi: &rarr;&nbsp;Raadiorülekanne, Mängufilmide, video ja televisiooniprogrammide distributsioon, Mängufilmide, video ja televisiooniprogrammide võttejärgne tootmisjärk, Televisiooniprogrammide ülekanne\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Avalik või erasektor: &rarr;&nbsp;In the public 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                        Eesti Rahvusringhääling (ERR)\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: &rarr;&nbsp;\n\n                \n                    \n                    \u003Cspan>\n                        EAL - Eesti Ajakirjanike Liit, TALO - Televisiooni Loometöötajate Ametiliit\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: &rarr;&nbsp;Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Praktikad: &rarr;&nbsp;Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Tööandja panustab töötajate koolitusfondi: &rarr;&nbsp;Yes\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            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maksimaalne haigusraha (6-ks kuuks): &rarr;&nbsp;75&nbsp;%\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Pikaajalise haiguse, näiteks vähiravi järgse tööle naasmise tingimused: &rarr;&nbsp;No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Tasutud menstruatsioonpuhkus: &rarr;&nbsp;No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Tööõnnetuse tagajärjel tekkinud töövõimetuse tasu: &rarr;&nbsp;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: &rarr;&nbsp;Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Lepingu kohaselt on tagatud meditsiiniline abi ka töötaja sugulastele: &rarr;&nbsp;No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Lepingu kohaselt maksab tööandja toetust töötaja tervisekindlustusse: &rarr;&nbsp;Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Lepingu kohaselt on ka töötaja lähedased antud tervisekindlustusega kaetud: &rarr;&nbsp;No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Leping sisaldab töötervishoiu ja tööohutuse eeskirja: &rarr;&nbsp;Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Töötervishoiu ja tööohutuse koolitus on tagatud: &rarr;&nbsp;No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Kaitseriietus on tagatud: &rarr;&nbsp;Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Tööandja on võimaldanud regulaarse või iga-aastase meditsiinilise ülevaatuse: &rarr;&nbsp;Yes\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: &rarr;&nbsp;No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Matusetoetus: &rarr;&nbsp;Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Ettevõtte minimaalne panus matusetalitusse\u002Fmatmise kuludesse: &rarr;&nbsp;EUR&nbsp;1087.0\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: &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;Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Tööandja maksab toetust lastehoiule: &rarr;&nbsp;Yes\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;3 päev(a)\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Vabad päevad lähedase surma puhul: &rarr;&nbsp;3 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;Yes\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        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">TÖÖLEPINGUD\u003C\u002Fh3>\n\n            \n            \u003Cdiv id=\"display-severance_perc\">\n                Koondamistasu 5-aastase tööstaažiga töötajale (protsent kuupalgast):  &rarr;&nbsp;100&nbsp;%\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Koondamistasu 1-aastase tööstaažiga töötajale (protsent kuupalgast):  &rarr;&nbsp;No provision&nbsp;%\n            \u003C\u002Fdiv>\n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Poole kohaga töötajad ei kuulu teatud sätete alla: &rarr;&nbsp;No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Sätted ajutiste töötajate kohta: &rarr;&nbsp;No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Praktikandid ei kuulu teatud sätete alla: &rarr;&nbsp;No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Pisi- või õpilastööd ei kuulu teatud sätete alla: &rarr;&nbsp;No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">TÖÖTUNNID, GRAAFIKUD JA PÜHAD\u003C\u002Fh3>\n\n            \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            \u003Cdiv id=\"display-schedulesrestpw\"> Tagatud on minimaalne ühepäevane puhkeaeg 7 järjestikuse päeva jooksul: &rarr;&nbsp;No\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Ametiühingualasteks tegevusteks eraldatud tasustatud puhkus: &rarr;&nbsp; päev(a)\n            \u003C\u002Fdiv>\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;Yes\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Lepingujärgne madalaim palk ajaühiku kohta: &rarr;&nbsp;Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Madalaim palk: &rarr;&nbsp;EUR&nbsp;1400.0\n            \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Lisatasu õhtuse töö või öötöö eest\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Lisatasu õhtuse töö või öötöö eest: &rarr;&nbsp;125 % normaalpalgast\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Lisatasu ainult öötöö eest: &rarr;&nbsp;Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Lisatasu iga-aastase puhkuse eest\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Lisatasu iga-aastase puhkuse eest: &rarr;&nbsp;EUR&nbsp;240.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Lisatasu ületunnitöö eest\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Töölesõidutoetus\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\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    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[173],{"title":35,"slug":31},[175],{"type":176,"data":177},"call_to_action_body_block",{"title":178,"description":179,"variant":180,"link":181},"Võrrelda kollektiivlepinguid","Võrrelge Eesti kollektiivlepinguid tegevusharude, teemade ja riikide 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