[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fet-ee\u002Ftootamine-eestis\u002Fkollektiivlepingute-andmebaas\u002Ftallinna-tehnikaulikool-2022":3,"menu:\u002Fet-ee:":141,"sites:htmlblocks":310,"subsites":1509,"cite-subsites":5074,"footer:root":5551,"suggested:root":5649,"cite-footer:root":5653},{"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":121,"content_type_view":122,"extra_breadcrumbs":123,"body":125,"body_blocks":136,"related_pages":140},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":119,"translations":120},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"tallinna-tehnikaulikool-2022","43d16072-a7c2-11ed-a693-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Festonia\u002Ftallinna-tehnikaulikool-2022\u002Ftallinna-tehnikaulikool-2022\u002F","Tallinna Tehnikaülikool 2022-2023","EST Tallinna Tehnikaülikool - 2022","Estonia - EST Tallinna Tehnikaülikool - 2022","EST Tallinna Tehnikaülikool - 2022 - Education, research",{"name":39,"data":40},"Tallinna Tehnikaülikool_2022.html","\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New3\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>Tallinna Tehnikaülikooli kollektiivleping\u003C\u002Fp>\n\n\u003Ch1>TALLINNA TEHNIKAÜLIKOOLI\u003C\u002Fh1>\n\n\u003Ch1>KOLLEKTIIVLEPING\u003C\u002Fh1>\n\n\u003Cp>SEOS ÜLIKOOLI PROTSESSIDEGA\u003C\u002Fp>\n\n\u003Cp>Tallinna Tehnikaülikool (edaspidi ülikool), keda esindab rektor Tiit Land\nja Tallinna Tehnikaülikooli Akadeemiline Ametiliit (edaspidi AAL), keda\nesindab juhatuse esimees Vladimir Viies, keda edaspidi koos nimetatakse pooled\nvõi eraldi pool, on sõlminud Tallinna Tehnikaülikooli kollektiivlepingu\n(edaspidi kollektiivleping) järgmistel tingimustel:\u003C\u002Fp>\n\n\u003Ch2>1. ÜLDOSA\u003C\u002Fh2>\n\n\u003Cp>1.1Kollektiivlepingus kasutatavad mõisted\u003C\u002Fp>\n\n\u003Cp>1.1.1tööandja - ülikool, keda esindab rektor või tema poolt volitatud\nülikooli töötaja;\u003C\u002Fp>\n\n\u003Cp>1.1.2töötaja - ülikoolis töölepingu alusel töötav isik, kes on AAL\nliige, v.a p 8.1-8.5, kus töötajatena käsitletakse kõiki ülikooli\ntöötajad;\u003C\u002Fp>\n\n\u003Cp>1.1.3akadeemiline töötaja - töötaja kollektiivlepingu punkti 1.1.2\ntähenduses, kelle tööülesanded vastavad akadeemilise karjääri korralduse\nmääruse § 5 lõikele 1;\u003C\u002Fp>\n\n\u003Cp>1.1.4AAL volitatud esindaja - AAL juhatus või juhatuse poolt volitatud\nisik;\u003C\u002Fp>\n\n\u003Cp>1.1.5AAL usaldusisik - AAL liikmete poolt ametiühingute seaduse (AÜS) ja\nAAL põhikirja alusel valitud isik, kes esindab töötajaid töösuhetes\ntööandjaga;\u003C\u002Fp>\n\n\u003Cp>1.1.6töö vahetu korraldaja - isik, kes annab vahetult alluvale töötajale\ntööülesandeid ja kontrollib nende täitmist ning kellele alluv töötaja on\naruandekohustuslik;\u003C\u002Fp>\n\n\u003Cp>1.1.7töörahu - poolte kohustus täita kollektiivlepingu kehtivuse ajal\nkollektiivlepingus ettenähtud tingimusi, mitte kuulutama välja streiki või\ntöösulgu kollektiivlepingus sätestatud tingimuste muutmise ajendil;\u003C\u002Fp>\n\n\u003Cp>1.1.8põhitöötasu (põhipalk) - töölepingus või õigusaktis kindlaks\nmääratud tunni-, päeva, nädala- või kuutöötasu määra alusel arvutatud\ntöötasu;\u003C\u002Fp>\n\n\u003Cp>1.1.9lisatasu summa, mida tööandja maksab töötajale kokkulepitud\npõhitöötasule lisaks täiendavate tööülesannete täitmisel, töö\ntulemuslikkuse eest, või muudel õigusaktis, kollektiiv- ja töölepingus\nettenähtud juhtudel, samuti preemiana tööandja ühepoolse otsuse alusel;\u003C\u002Fp>\n\n\u003Cp>1.1.10töötasu aste (palgaaste) ametikoha väärtuse näitaja, millele\nvastab kindel töötasu alammäär;\u003C\u002Fp>\n\n\u003Cp>1.1.11töötasu astme (palgaastme) alammäär - kindlaks määratud\ntöötasu astmele (palgaastmele) ja ajaühikule vastav töötasu suurus,\nmillest madalamat ei ole lubatud kokku leppida töötamisel täistööajaga;\u003C\u002Fp>\n\n\u003Cp>1.1.12töötasustamise tingimused - töötasu määrad, töötajale\nmakstavad lisatasud, töötasu arvutamise viis ja maksmise kord.\u003C\u002Fp>\n\n\u003Cp>1.2Kollektiivlepingu eesmärk\u003C\u002Fp>\n\n\u003Cp>1.2.1Kollektiivlepingu eesmärgiks on reguleerida tööandja ja töötaja\nvahelisi töösuhteid.\u003C\u002Fp>\n\n\u003Cp>1.2.2Pooled peavad läbirääkimisi kokkuleppe saavutamiseks alljärgnevates\ntöösuhteid puudutavates küsimustes: töölepingu sõlmimine ja lõpetamine,\ntöö- ja puhkeaeg, puhkus, täiendus- ja ümberõpe, töötasu, tagatised ja\nhüvitised, töötervishoid ja -ohutus.\u003C\u002Fp>\n\n\u003Cp>1.2.3Kui töösuhteid reguleerib mitu omavahel vastuolus olevat sätet,\nkohaldatakse töötajale soodsamat sätet.\u003C\u002Fp>\n\n\u003Ch2>2. TÖÖANDJA JA AAL JUHATUSE KOHUSTUSED\u003C\u002Fh2>\n\n\u003Cp>2.1Tööandja:\u003C\u002Fp>\n\n\u003Cp>2.1.1tagab akadeemilistele ja tugistruktuuri töötajatele kaasaegse\ntehnilise varustusega õppe-, teadus- ja arendustöö keskkonna, sh kaugtööd\ntehes vastavalt ülikoolis kehtestatud korrale;\u003C\u002Fp>\n\n\u003Cp>2.1.2asub AAL volitatud esindaja taotlusel läbirääkimistesse kollektiivja\nmuu töö- või sotsiaalvaldkonda puudutava lepingu sõlmimiseks, muutmiseks\nvõi lõpetamiseks;\u003C\u002Fp>\n\n\u003Cp>2.1.3annab AAL juhatusele tasuta kasutamiseks arvutitöökohaga varustatud\ntööruumi;\u003C\u002Fp>\n\n\u003Cp>2.1.4lubab AAL volitatud esindajal takistamatult tutvuda töötajate\ntöökorralduse ja töötingimustega;\u003C\u002Fp>\n\n\u003Cp>2.1.5kaasab AAL volitatud esindaja(d) töörühmade ja komisjonide töösse,\nmis moodustatakse\u003C\u002Fp>\n\n\u003Cp>ülikooli sise-eeskirjade väljatöötamiseks punktis 1.2.2 toodud\nvaldkondades;\u003C\u002Fp>\n\n\u003Cp>2.1.6kutsub AAL volitatud esindaja(d) sõnaõiguse andmisega ülikooli\nsenati koosolekule, kus käsitletakse kollektiivlepingu punktis 1.2.2 nimetatud\nvaldkondi;\u003C\u002Fp>\n\n\u003Cp>2.1.7tagab AAL liikmemaksu kinnipidamise töötaja töötasust, töötaja\nkirjaliku avalduse alusel ning liikmemaksude ülekandmise panka AAL\narvelduskontole;\u003C\u002Fp>\n\n\u003Cp>2.1.8lubab tasuta korraldada ülikooli ruumides vähemalt kaks korda aastas\nAAL konverentse ja üldkoosolekuid;\u003C\u002Fp>\n\n\u003Cp>2.1.9võimaldab AAL-l tasuta korraldada ülikooli ruumides kultuuri- ja\nspordiüritusi;\u003C\u002Fp>\n\n\u003Cp>2.1.10täidab AAL suhtes muid õigusaktidest ja kollektiivlepingust\ntulenevaid kohustusi;\u003C\u002Fp>\n\n\u003Cp>2.1.11tunnustab AAL tegevust akadeemiliste töötajate sotsiaalsete\ngarantiide suurendamisel läbi koostöö Euroopa Komisjoni sotsiaalpartneri\nETUCEga.\u003C\u002Fp>\n\n\u003Cp>2.2AAL juhatus:\u003C\u002Fp>\n\n\u003Cp>2.2.1teatab kirjalikult 5 tööpäeva jooksul tööandjale, kui on toimunud\nmuutused AALjuhatuse liikmete ja nende volituste kestuses ning AAL\nusaldusisikute ja nende volituste kestuses;\u003C\u002Fp>\n\n\u003Cp>2.2.2teavitab tööandjat, kahenädalase etteteatamisega, tema liikmete\nplaanitavast osavõtust punkti 5.2 alusel korraldatavast täiendõppest;\u003C\u002Fp>\n\n\u003Cp>2.2.3hoiab talle teabe edastamisel, vahetamisel või muul viisil teatavaks\nsaanud ülikooli ärisaladusi ja muud konfidentsiaalset teavet;\u003C\u002Fp>\n\n\u003Cp>2.2.4kindlustab töörahu seaduse ja kollektiivlepinguga määratud korras\nja ajal;\u003C\u002Fp>\n\n\u003Cp>2.2.5teeb koostööd töökeskkonnavolinikega ja töökeskkonnanõukoguga\ntööohutuse- ja töötervishoiualase tegevuse korraldamisel;\u003C\u002Fp>\n\n\u003Cp>2.2.6täidab tööandja suhtes muid õigusaktidest ja kollektiivlepingust\ntulenevaid kohustusi.\u003C\u002Fp>\n\n\u003Cp>2.2.7jätkab konstruktiivset ühist tegevust Euroopa Komisjoni\nsotsiaalpartneri ETUCEga akadeemiliste töötajate sotsiaalsete garantiide\nsuurendamiseks ning edastab tulemusi.\u003C\u002Fp>\n\n\u003Cp>2.3Tööandja ja AAL juhatus:\u003C\u002Fp>\n\n\u003Cp>2.3.1kohtuvad vähemalt kaks korda aastas väljaspool kollektiivlepingu\nläbirääkimiste protsessi, et vahetada informatsiooni ülikooli arenguga\nseotud teemadel.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-direct_participation_trigger\">\u003Ch2>3. AAL USALDUSISIK\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>3.1AAL usaldusisiku valimise kord\u003C\u002Fp>\n\n\u003Cp>3.1.1AAL usaldusisikud valitakse AAL liikmete seast lähtudes AALi liikmete\nhulgast struktuuri-üksustes.\u003C\u002Fp>\n\n\u003Cp>3.1.2AAL usaldusisikute arv on piiratud 15 isikuga.\u003C\u002Fp>\n\n\u003Cp>3.1.3AAL usaldusisikuks valitud töötaja jääb tööandjaga\ntöölepingulisse suhtesse .\u003C\u002Fp>\n\n\u003Cp>3.2AAL usaldusisiku õigused ja kohustused\u003C\u002Fp>\n\n\u003Cp>3.2.1AAL usaldusisiku kohustuseks on esindatavate nimel esindada töötajaid\ntöösuhetes tööandjaga\u003C\u002Fp>\n\n\u003Cp>AÜS-s sätestatud korras. AAL usaldusisikul on esindatavate nimel õigus\nsaada tööandjalt kohustuste täitmiseks ja töötajate huvide esindamiseks\nvajalikku teavet AÜS-s ja kollektiivlepingus sätestatud korras.\u003C\u002Fp>\n\n\u003Cp>3.3Tagatised AAL usaldusisikule ja juhatuse liikmele\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>3.3.1Tööandja kohustub AAL usaldusisiku ja AAL juhatuse liikme nõudmisel\ntagama nendele ülesannete täitmiseks põhitöö ajast vähemalt neli tundi\nnädalas või kuni kaks päeva kuus. Selle aja eest säilitatakse keskmine\ntöötasu ning õigusaktidega ja kollektiivlepinguga ettenähtud\nsoodustused.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.3.2Töölepingu ülesütlemine tööandja algatusel AAL usaldusisikuga\nvõi juhatuse liikmega usaldusisiku või juhatuse liikme volituste ajal ja ühe\naasta jooksul pärast volituste lõppemist on võimalik tingimusel, kui on\nsaadud kirjalik arvamus AAL juhatuselt ja saadud AAL kirjalik seisukoht\ntöölepingu ülesütlemise kohta.\u003C\u002Fp>\n\n\u003Cp>3.3.3AAL usaldusisikul jaAAL juhatuse liikmel on tööle jäämise\neelisõigus töölepingu ülesütlemisel koondamise tõttu.\u003C\u002Fp>\n\n\u003Ch2>4. TÖÖLEPING\u003C\u002Fh2>\n\n\u003Cp>4.1Töölepingu sõlmivad töötajaga ja ülikooli nimel tööandja\nesindaja, juhindudes töölepinguseadusest (TLS), ülikooli sise-eeskirjadest\nja teistest õigusaktidest.\u003C\u002Fp>\n\n\u003Cp>4.2Töölepingu muutmine on lubatud ainult poolte kokkuleppel, välja\narvatud seaduses ettenähtud juhtudel.\u003C\u002Fp>\n\n\u003Cp>4.3Töö alalisest ümberkorraldamisest, mille tulemusena võib väheneda\ntöötaja töötasu või halveneda töö- ja puhkeajarežiim, teatab tööandja\ntöötajale jaAAL juhatusele kirjalikult ette vähemalt kaks kuud ja selgitab\ntingimuste halvenemise põhjuseid.\u003C\u002Fp>\n\n\u003Cp>4.4Töölepingu lõppemine toimub seaduses ettenähtud korras, arvestades\nkollektiivlepingus toodud erisusi.\u003C\u002Fp>\n\n\u003Cp>4.5Töölepingu ülesütlemisel tööandja poolt majanduslikel põhjustel\n(koondamine) AAL liikmega on tööandja kohustatud sellest seaduses ettenähtud\nkorras kirjalikult teatama nii töötajale kui AAL juhatusele, näidates ära\nkoondamise põhjuse. TLS-is ette nähtud etteteatamisaeg algab päevast, mil\ntöötaja saab kirjaliku ülesütlemisavalduse.\u003C\u002Fp>\n\n\u003Cp>4.6Töötajal ja teda esindaval AAL usaldusisikul on õigus nõuda ning\ntööandjal on kohustus esitada täiendavaid andmeid töölepingu\nülesütlemise põhjuste kohta.\u003C\u002Fp>\n\n\u003Cp>4.7Töölepingu ülesütlemisel koondamise tõttu arvestatakse töötajatele\nTLSis ettenähtud erisusi. Võrdsete tööalaste näitajate korral eelistatakse\npensionieelses eas olevaid teisi töötajaid, kelle pensioniea saabumiseni on\njäänud kuni kolm aastat.\u003C\u002Fp>\n\n\u003Ch2>5. TÄIENDUS- JA ÜMBERÕPE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>5.1Töötajal on õigus täiendus-ja ümberõppele (koolitusele) oma\nametikohal töötamiseks vajalike ameti, kutse- ja erialaste teadmiste\nomandamiseks ja täiendamiseks ning kvalifikatsiooni tõstmiseks.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Õppega seotud kulud kaetakse vastavalt täiskasvanute koolituse seadusele\nvõi koolituskokkulepetele.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.2Töötajal on õigus osaleda AAL korraldataval ja finantseeritaval\ntäiendõppel kuni kolm tööpäeva tööaasta jooksul, põhitöötasu\nsäilitamisega.\u003C\u002Fp>\n\n\u003Cp>5.3Töölepingu ülesütlemisel koondamise tõttu pakub tööandja\ntöötajale eelnevalt võimalikku teist tööd, korraldades vajaduse korral\ntöötajale ümberõppe (vähemalt 14 kalendripäeva, mille jooksul\nsäilitatakse töötajale põhipalk) või muutes töötingimusi, kui muudatused\nei põhjusta tööandjale ebaproportsionaalselt suuri kulutusi.\u003C\u002Fp>\n\n\u003Ch2>6. TÖÖ- JA PUHKEAEG\u003C\u002Fh2>\n\n\u003Cp>6.1Tööaeg\u003C\u002Fp>\n\n\u003Cp>6.1.1Töötaja tööaja korraldus määratakse kindlaks ülikooli\nsise-eeskirjade, kollektiivlepingu, töölepingu, ametijuhendi ning teiste\nõigusaktidega.\u003C\u002Fp>\n\n\u003Cp>6.1.2Akadeemilise töötaja arvestuslikku tööaega ja auditoorset koormust\nreguleerib kollektiivlepingu lisana poolte kokkulepe (lisa 1), mis on\nkollektiivlepingu lahutamatuks osaks. Selle puudumisel ei ole kohustust pidada\ntöörahu.\u003C\u002Fp>\n\n\u003Cp>6.2Tööajanormi vähendamine\u003C\u002Fp>\n\n\u003Cp>6.2.1Töötaja tööajanormi vähendatakse koos töötasu säilitamisega\nkooskõlastatult struktuuriüksuse juhiga:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>6.2.1.1töötaja haiguse korral kuni kolme tööpäeva ulatuses\nkalendriaastas (tervisepäevad);\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>6.2.1.2töötaja või töötaja lapse abiellumisel kuni kolme tööpäeva\nulatuses;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>töötaja pereliikme surma korral kuni kolme tööpäeva ulatuses.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6.2.2Töötaja tööajanormi vähendatakse koos palga säilitamisega\najavahemikku 24. detsember kuni\u003C\u002Fp>\n\n\u003Cp>31. detsember langevate töötundide võrra.\u003C\u002Fp>\n\n\u003Cp>6.3Puhkeaeg\u003C\u002Fp>\n\n\u003Cp>6.3.1Töötaja puhkeaja korraldus on määratletud ülikooli siseeeskirjade,\nkollektiivlepingu ja teiste õigusaktidega.\u003C\u002Fp>\n\n\u003Cp>6.3.2Põhipuhkust antakse töötatud aja eest vastavalt kehtivatele\nõigusaktidele.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>6.3.3Põhipuhkuse kestus:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6.3.3.1prorektoril - 56 kalendripäeva;\u003C\u002Fp>\n\n\u003Cp>6.3.3.2muul vastutusala juhil - 49 kalendripäeva;\u003C\u002Fp>\n\n\u003Cp>6.3.3.3professoril, dotsendil, lektoril, assistendil, õpetajal - 56\nkalendripäeva;\u003C\u002Fp>\n\n\u003Cp>6.3.3.4teistel akadeemilistel töötajatel - 42 kalendripäeva;\u003C\u002Fp>\n\n\u003Cp>6.3.3.5struktuuriüksuse juhil - 42 kalendripäeva;\u003C\u002Fp>\n\n\u003Cp>6.3.3.6peaspetsialistil, spetsialistil, tehnilisel töötajal, oskus- ja\nabitöölisel - 35 kalendripäeva.\u003C\u002Fp>\n\n\u003Ch2>7. TÖÖTASU\u003C\u002Fh2>\n\n\u003Cp>7.1Töötasustamise üldpõhimõtted\u003C\u002Fp>\n\n\u003Cp>7.1.1Pooled on seisukohal, et tuleb rakendada kõiki meetmeid tagamaks\nõppe- ja teadustööga seotud töötajate töötasu konkurentsivõime Eesti\ntööturul.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>7.1.2Töötaja töö tasustamine toimub kooskõlas seaduste, ülikooli\ntöötasustamise eeskirja (palgaeeskirja) ja kollektiivlepinguga ning\ntöötajaga sõlmitud töölepingu alusel.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7.1.3Ametikoha töötasu astme alammäärade suuruse üle peetakse\nläbirääkimisi tööandja ja AAL vahel igal aastal.\u003C\u002Fp>\n\n\u003Cp>7.2 Töötasukokkuleppe sõlmimise alused\u003C\u002Fp>\n\n\u003Cp>7.2.1Töötaja töötasustamise tingimusi ja korda reguleerib poolte vahel\nkollektiivlepingu lisana 2 töö tasustamise kokkulepe (töötasukokkulepe),\nmis on kollektiivlepingu lahutamatu osa ning selle puudumisel katkeb\ntöörahu.\u003C\u002Fp>\n\n\u003Cp>7.2.2Töötasukokkuleppes lepitakse kokku töötajate töötasu astme\nalammäärade konkreetsed numbrilised suurused.\u003C\u002Fp>\n\n\u003Cp>7.2.3Töötasukokkulepe uueks eelarveaastaks sõlmitakse pärast\nriigieelarve vastuvõtmist Riigikogu poolt.\u003C\u002Fp>\n\n\u003Cp>7.2.4Töötasukokkuleppe täiendavatele läbirääkimistele asutakse ja\ntöötasu astme alammäära korrigeeritakse kollektiivlepingu kehtivuse ajal\njärgmistel tingimustel:\u003C\u002Fp>\n\n\u003Cp>7.2.4.1Vabariigi Valitsuse poolt töötasukorralduslike (õppe- ja\nteadustöö finantseerimise) aluste muutmisel;\u003C\u002Fp>\n\n\u003Cp>7.2.4.2Ülikooli töötasustamise eeskirja rakendamisel või kehtiva\ntöötasustamise eeskirja muutmisel.\u003C\u002Fp>\n\n\u003Cp>7.3 Töötasu\u003C\u002Fp>\n\n\u003Cp>7.3.1Töötaja töötasu suurus lepitakse kokku töölepingus, lähtudes\ntöötaja tööajanormist, ametikoha liigist ja sellele vastavast töötasu\nastmest ning vastava töötasu astme alammäärast.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Cp>7.3.2Üliõpilaste edukalt kaitstud lõputööde juhendajatele makstakse\nlisatasu ülikoolis kehtestatud korras.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7.3.3Juhul kui töötaja teeb tööandja taotlusel lisaks töölepingus\nkokkulepitud tööle lisatööd, makstakse selle eest lisatasu. Lisatasu suurus\nmääratakse kindlaks tööandja ja töötaja vahelisel kokkuleppel.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>7.3.4Töötaja ületunnitöö, töö puhkepäevadel ja riigipühadel\nhüvitatakse kooskõlas õigusaktidega.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7.3.5Töö tasustamine töötaja asendamise korral üle ühe kuu\nfikseeritakse töölepingus või selle lisas.\u003C\u002Fp>\n\n\u003Cp>7.4Töötasu maksmise kord\u003C\u002Fp>\n\n\u003Cp>7.4.1Töötaja töötasu kantakse üle üks kord kuus, töötasu arvestuse\nperioodi viimaseks kuupäevaks (palgapäevaks), töötaja poolt kirjalikult\nnäidatud arveldusarvele. Töötasu ülekandmiseks tehtud kulutused\n(ülekandetasu) katab tööandja.\u003C\u002Fp>\n\n\u003Cp>7.4.2Kui kuu viimane päev (palgapäev) langeb puhkepäevale, tehakse\nülekanne eelneval tööpäeval.\u003C\u002Fp>\n\n\u003Cp>7.4.3Töötasu panka töötaja kontole ülekandmisega viivitamisel makstakse\ntöötajale iga viivitatud päeva eest viivist seaduses sätestatud\nmääras.\u003C\u002Fp>\n\n\u003Cp>7.4.4Tööandja kohustub töötajale edastama igakuiselt tema töötasu\narvestusest teatise koos ülekande korralduse teostamise kuupäeva ära\nnäitamisega.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2 style=\"text-align:left;margin-left:0;margin-right:auto;\">8.\nTÖÖKESKKONNANÕUKOGU JA -VOLINIK, TÖÖTERVISHOID\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>8.1Töökeskkonnanõukogu\u003C\u002Fp>\n\n\u003Cp>8.1.1Töötervishoiu ja töökaitse küsimustes moodustatakse tööandja\nalgatusel töökesk-konnanõukogu, kus on võrdselt tööandja esindajaid ja\ntöötajate valitud esindajaid. Töökeskkonna-nõukogu liikmeid on neli ja\nnende volitused kehtivad neli aastat koosseisu kinnitamisest.\u003C\u002Fp>\n\n\u003Cp>Töökeskkonnanõukogu koosseisu kinnitab rektor.\u003C\u002Fp>\n\n\u003Cp>8.1.2Töökeskkonnanõukogusse töötajate esindajate valimine viiakse läbi\ntöötajate üldkoosolekul avalikul hääletusel. Üldkoosolekul võivad\ntöötajad osaleda ise või hääletada lihtkirjalikult volitatud isiku,\neelkõige struktuuriüksuses valitud töökeskkonnavolinike kaudu. Valimised\nloetakse toimunuks, kui neis on osalenud vähemalt 50% kõigist\ntöötajatest.\u003C\u002Fp>\n\n\u003Cp>8.1.3Kaks tööandja esindajat töökeskkonnanõukogusse määrab rektor.\u003C\u002Fp>\n\n\u003Cp>8.1.4Töökeskkonnanõukogu valib oma liikmete hulgast esimehe ja tema\nasetäitja. Töökeskkonnanõukogu võtab otsused vastu\nkonsensuspõhimõttel.\u003C\u002Fp>\n\n\u003Cp>8.2Töökeskkonnavolinik\u003C\u002Fp>\n\n\u003Cp>8.2.1Töökeskkonnavolinik on töötajate valitud esindaja töötervishoiu\nja tööohutuse küsimustes ning tema volitused kehtivad neli aastat.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>8.2.2Töökeskkonnavoliniku kohustused sätestab töötervishoiu ja\ntööohutuse seadus (TTS) ning ülikooli töötervishoiu ja tööohutuse\nkorraldamise eeskiri.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.3Töökeskkonnavoliniku valimise kord\u003C\u002Fp>\n\n\u003Cp>8.3.1Igast ülikooli struktuuriüksusest valitakse üks\ntöökeskkonnavolinik. Töökeskkonnavoliniku volitusedkehtivad neli aastat.\u003C\u002Fp>\n\n\u003Cp>8.3.2Töökeskkonnavoliniku valimised toimuvad struktuuriüksuse\nüldkoosolekul avalikul hääletusel. Struktuuriüksuse üldkoosoleku korraldab\nstruktuuriüksuse juht.\u003C\u002Fp>\n\n\u003Cp>8.4Tagatised töökeskkonnavolinikule\u003C\u002Fp>\n\n\u003Cp>8.4.1Töökeskkonnavolinikul on TLS-is ning kollektiiv- ja töölepingus\nettenähtud tagatised.\u003C\u002Fp>\n\n\u003Cp>8.4.2Töökeskkonnavolinikuga ei või töölepingut üles öelda TLS § 92\nlõike 1 punktist 4 tuleneval põhjusel (töötaja esindab seaduses sätestatud\nalusel teisi töötajaid). Kui tööandja ütleb töölepingu üles\ntöökeskkonnavoliniku volituste ajal või aasta jooksul arvates volituste\nlõppemisest, loetakse, et tööleping on üles öeldud TLS § 92 lg 1 punktis\n4 nimetatud põhjusel, kui tööandja ei tõenda, et ta ütles töölepingu\nüles TLS-s lubatud alustel.\u003C\u002Fp>\n\n\u003Cp>8.4.3Töökeskkonnavoliniku ülesannete täitmiseks võimaldab tööandja\ntöötajale põhitöö arvelt vähemalt kaks tundi nädalas. Selle aja eest\nsäilitatakse töötajale töötasu.\u003C\u002Fp>\n\n\u003Cp>8.4.4Tööandja korraldab oma kulul töökeskkonnavolinikule tema kohustuste\ntäitmiseks vajaliku välja- ja täiendõppe.\u003C\u002Fp>\n\n\u003Cp>8.5Töötervishoid\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>8.5.1Tööandja suunab töötajaid töötervishoiuarsti vastuvõtule\narvestusega, et iga töötaja läbib töötervisekontrolli vähemalt üks kord\nkolme aasta jooksul.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>8.5.2Tööandja maksab töötajale töötervishoiu ja tööohutuse seaduse\n§-s 122 sätestatud tingimustele vastavat haigushüvitist 70% töötaja\nkeskmisest töötasust töötaja haigestumise või vigastuse teise kuni\nkaheksanda päeva eest.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 style=\"text-align:left;margin-left:0;margin-right:auto;\">9.\nKOLLEKTIIVLEPINGU SÕLMIMINE, MUUTMINE JA TÄIENDMINE\u003C\u002Fh2>\n\n\u003Cp>9.1Kollektiivlepingu projekti valmistab ette läbirääkimisi algatav pool,\nkes esitab selle kirjalikult teisele poolele koos teatega soovist\nläbirääkimisi alustada.\u003C\u002Fp>\n\n\u003Cp>9.2Läbirääkimiste pidamiseks kollektiivlepingu sõlmimiseks määravad\npooled oma esindajad, kuni viis liiget mõlemalt poolt.\u003C\u002Fp>\n\n\u003Cp>9.3Kumbki läbirääkimisi pidav pool kohustub andma teisele poolele\nläbirääkimiste pidamiseks vajalikku teavet. Läbirääkimisi pidav pool,\nviidates mingile dokumendile, teeb selle kättesaadavaks teisele poolele.\u003C\u002Fp>\n\n\u003Cp>9.4Läbirääkimistes osalevate poolte esindajad, asjatundjad, eksperdid ja\nteised kollektiivlepingu projektiväljatöötamisega seotud isikud peavad\nhoidma saladuses neile teatavaks saanud ülikooli konfidentsiaalset teavet.\u003C\u002Fp>\n\n\u003Cp>9.5Läbirääkimiste kohta koostatakse protokoll, millele kirjutavad alla\nmõlemad pooled.\u003C\u002Fp>\n\n\u003Cp>9.6Läbirääkimised loetakse lõppenuks kollektiivlepingu sõlmimisega või\nkui üks pooltest on andnud teisele kirjaliku teate läbirääkimiste\nkatkestamise kohta. Kollektiivleping loetakse sõlmituks, kui pooled on selle\nallkirjastanud.\u003C\u002Fp>\n\n\u003Cp>9.7Kollektiivlepingu muutmiseks või täiendamiseks esitavad pooled\nteineteisele kirjalikud ettepanekud kollektiivlepingu muutmiseks ja\ntäiendamiseks vähemalt kaks nädalat enne läbirääkimiste algust.\u003C\u002Fp>\n\n\u003Ch2>10. KOLLEKTIIVLEPINGU KEHTIVUS JA AVALIKUSTAMINE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>10.1Kollektiivleping kehtib alates 01. jaanuarist 2022 kuni 31. detsembrini\n2023.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>10.2Kollektiivleping on täitmiseks kohustuslik tööandjale, AAL-le ja\ntöötajatele.\u003C\u002Fp>\n\n\u003Cp>Kollektiivlepingu kehtivuse ajal on tagatud töörahu.\u003C\u002Fp>\n\n\u003Cp>10.3Kollektiivleping kehtib poolte nimetuse, alluvuse, struktuuri ja\nkoosseisude muutmise korral, samuti kollektiivlepingule alla kirjutanud\ntööandja esindaja ja AAL volitatud esindaja töölepingu lõpetamise korral\nülikoolis.\u003C\u002Fp>\n\n\u003Cp>10.4Kollektiivlepingu lõppedes on pooled kuni uue kollektiivlepingu\nsõlmimiseni kohustatud täitma kollektiivlepingu tingimusi, välja arvatud\nkohustust pidada töörahu.\u003C\u002Fp>\n\n\u003Cp>10.5Kollektiivleping peab olema kättesaadav kõigile töötajatele\ntööandja kodulehel, usaldusisikute ja AAL volitatud esindaja kaudu.\u003C\u002Fp>\n\n\u003Cp>10.6Tööandja on kohustatud tutvustama kollektiivlepingut struktuuriüksuse\njuhi kaudu ülikooli uutele töötajatele nende tööleasumisel ja kõigile\nsenistele töötajatele kollektiivlepingu muutmisel, täiendamisel või uue\nsõlmimisel.\u003C\u002Fp>\n\n\u003Cp>10.7AAL on kohustatud registreerima kollektiivlepingu õigusaktidega\nsätestatud korras.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Ch2>11. VAIDLUSTE LAHENDAMINE\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>11.1Vaidluste lahendamine poolte kokkuleppel\u003C\u002Fp>\n\n\u003Cp>11.1.1Ülikooli struktuuriüksustes kollektiivlepingu täitmisel tekkinud\nvaidlused lahendatakse läbirääkimiste teel struktuuriüksuse juhi ja\nstruktuuriüksuse AAL usaldusisiku vahel.\u003C\u002Fp>\n\n\u003Cp>Läbirääkimiste kohta koostatakse protokoll, millele kirjutavad alla\nmõlema poole esindajad.\u003C\u002Fp>\n\n\u003Cp>11.1.2Kui AAL usaldusisik ja struktuuriüksuse juht kokkulepet ei saavuta,\njätkuvad läbirääkimised AAL juhatuse ja tööandja esindajate vahel.\u003C\u002Fp>\n\n\u003Cp>11.1.3Kui AAL juhatuse ja tööandja esindajad käesoleva kollektiivlepingu\ntäitmise või tõlgendamise osas ülikooli siseselt kokkulepet ei saavuta, on\nneil õigus vastavalt vaidluse sisule lahendada see kollektiivse töötüli\nlahendamise teel või pöörduda kohtusse.\u003C\u002Fp>\n\n\u003Cp>11.2Kollektiivse töötüli lahendamine\u003C\u002Fp>\n\n\u003Cp>11.2.1Kollektiivne töötüli on lahkarvamus ülikooli ja AAL vahel, mis on\ntekkinud kollektiivvlepingu sõlmimisel ja täitmisel ning uute töötingimuste\nkehtestamisel.\u003C\u002Fp>\n\n\u003Cp>11.2.2Kollektiivlepingu sõlmimisel tekkinud vaidlused lahendatakse\nkollektiivse töötüli lahendamise seaduses sätestatud korras.\u003C\u002Fp>\n\n\u003Ch2>12. KOLLEKTIIVLEPINGU TÄITMISE KONTROLLIMINE\u003C\u002Fh2>\n\n\u003Cp>12.1Kollektiivlepingu täitmist ülikoolis kontrollivad poolte volitatud\nesindajad on, AAL poolt juhatuse esimees ja kaks tema poolt määratud\nesindajat ning ülikooli poolt rektor ja tema poolt\u003C\u002Fp>\n\n\u003Cp>määratud esindajad.\u003C\u002Fp>\n\n\u003Cp>12.2Pooled võimaldavad vastastikku takistamatult tutvuda kollektiivlepingu\ntäitmiseks vajaliku teabega.\u003C\u002Fp>\n\n\u003Cp>12.3AAL usaldusisikul on õigus kontrollida kollektiivlepingu täitmist\nülikooli struktuuriüksustes, selle töötajate volituse alusel.\u003C\u002Fp>\n\n\u003Cp>Kollektiivleping koos lisadega on koostatud kolmes identses võrdset\njuriidilist jõudu omavas eksemplaris millest üks eksemplar jääb\nülikoolile, teine AAL-le ja kolmas Sotsiaalministeeriumile\nregistreerimiseks.\u003C\u002Fp>\n\n\u003Cp>________________________________________________________________________________________________________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Lisa 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetyprovisions\">\u003Cp>\u003Cstrong>Akadeemilise personali arvestuslik tööaeg ja auditoorne\nkoormus\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Tallinna Tehnikaülikool (edaspidi ülikool), keda esindab rektor Tiit Land,\nja Tallinna Tehnikaülikooli Akadeemiline Ametiliit (edaspidi AAL), keda\nesindab juhatuse esimees Vladimir Viies, lepivad kokku ülikooli akadeemilise\npersonali õppetegevuse töökoormuse arvestamise alustes järgmiselt:\u003C\u002Fp>\n\n\u003Cp>1.Akadeemiliste töötajate põhiülesanded, sealhulgas kontaktõppe ja\njuhendamise liigid, sätestab akadeemilise karjääri korralduse määrus.\nMäärus sätestab ka põhimõtte, et akadeemilise töötaja tööülesanded\nning koormuse jaotuse akadeemilise tegevuse liikide vahel määravad kindlaks\ntöötaja struktuuriüksuse juht ja vahetu juht kokkuleppel töötajaga\nametijuhendis, lähtudes töötaja tööhõivest, akadeemilise ametikoha ning\nstruktuuriüksuse eripärast. Suurem tegevuse maht ja tulemuslikkus ühes\nakadeemilise tegevuse liigis võib kompenseerida väiksemat töömahtu ja\ntulemuslikkust teistes liikides. Akadeemilise karjäärikorralduse käesoleva\nlisaga seotud põhimõtete muutumisel võib Pool algatada läbirääkimised\nkäesoleva lisa muutmiseks.\u003C\u002Fp>\n\n\u003Cp>2.Käesolev lisa sätestab akadeemiliste töötajate arvestusliku tööaja\nnormkoormuse ning kontaktõppe ja juhendamise piirkoormuse kalendriaastas\ntäishõivel töötajale akadeemiliste ametikohtade jaotuses. Kontaktõppe ja\njuhendamise piirkoormused seavad raamistiku, mille ulatuses on tööandjal\nõigustatud ootus akadeemilise töötaja osalemisele õppetöös. Piirkoormuse\nületamine on võimalik kokkuleppel töötajaga.\u003C\u002Fp>\n\n\u003Cp>3.Akadeemilise töötaja õppetegevuse töökoormuse arvestamise aluseks on\nõppeinfosüsteemi (ÕIS) kantud kontaktõppe tunnid.\u003C\u002Fp>\n\n\u003Cp>4.Lõputööde juhendamise koormuste tunnimäärad erinevatele\nõppetasemetel on:\u003C\u002Fp>\n\n\u003Cp>4.1bakalaureuse tasemel 20 astronoomilist tundi;\u003C\u002Fp>\n\n\u003Cp>4.2magistri tasemel 50 astronoomilist tundi;\u003C\u002Fp>\n\n\u003Cp>4.3doktori tasemel 100 astronoomilist tundi.\u003C\u002Fp>\n\n\u003Cp>5.Juhendamise aastane piirkoormus on arvestatud lähtudes soovituslikust\njuhendatavate arvust erinevatel õppetasemetel ühe juhendaja kohta. Õppejõu\naastase juhendamise koormuse hindamisel lähtutakse tunnikoormuse\nkoondtulemusest, mitte eri õppetasemetel juhendatud lõputööde arvust.\u003C\u002Fp>\n\n\u003Cp>5.1Õppejõu töökoormus võetakse juhendaja töökoormusena bakalaureuse\nja magistri tasemel arvesse tudengi eduka lõpetamise alusel. Juhendaja\ntöökoormusena doktoriõppe korral on aluseks doktorandi edukas iga-aastane\natesteerimine.\u003C\u002Fp>\n\n\u003Cp>5.2Bakalaureuse tasemel võetakse arvesse iga lõputöö kohta üks\njuhendaja. Magistri ja doktori tasemel on igal lõputöö kohta üks\npõhijuhendaja, kellel on õigus juhendamise koormus jagada kaasjuhendajaga,\narvestades, et vähemalt 50% vastava taseme juhendamise koormusest arvestatakse\npõhijuhendajale.\u003C\u002Fp>\n\n\u003Cp>6.Akadeemiliste töötajate arvestusliku tööaja normkoormus aastas ja\nkontaktõppe ning lõputööde juhendamise piirkoormus ametikoha liikide\nlõikes on sätestatud tabelis 1. Enne 1. jaanuari 2017. a täidetud\nakadeemiliste töötajate arvestuslik tööaja normkoormus aastas ja\nkontaktõppe ning juhendamise piirkoormus ametikohtade lõikes on sätestatud\ntabelis 2. Eelmise karjäärikorralduse ametikohtadele, millel on kehtivas\nakadeemilise karjäärikorralduse määruses olemas sisuline vaste, kehtivad\ntabelis 1 toodud normid.\u003C\u002Fp>\n\n\u003Cp>7.Kui akadeemilise töötaja kontaktõppe koormus õppeaastas on\nkontaktõppe piirkoormusest vähemalt veerandi võrra madalam, võib töötaja\nvahetu juht teha ettepaneku töötaja tööülesannete või töökoormuse\nmuutmiseks.\u003C\u002Fp>\n\n\u003Cp>8.Ametikoha arvestuslik tööaeg aastas kujuneb aasta riikliku kalendaarse\ntööajanormi alusel mida korrigeeritakse ametikoha puhkuse pikkuse ja\ntöökorralduse eeskirja punktis 6.4 sätestatud tööajanormi vähendamisega\najavahemikul 24. detsember kuni 31. detsember.\u003C\u002Fp>\n\n\u003Cp>9.Pooled lepivad kokku, et 2022. a toimub ülikoolis juhendamise koormuse\ntunnimäärade arutelu, mille alusel vajadusel muudetakse kollektiivlepingu\nlisa 1 ja akadeemilise karjääri korralduse lisa 3 (akadeemilise hindamise\nmaatriks) enne järgmist õppeaastat.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear\">\u003Cp>\u003Cstrong>Tabel 1. Akadeemilise töötaja kontaktõppe ja juhendamise\npiirkoormus aastas.\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">Ametikoht või\n        ametikoha aste\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font5\">Kontaktõppe\n        piirkoormus akadeemilistes tundides \u002F astronoomilistes\n        tundides\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">Juhendamise\n        piirkoormus astronoomilistes tundides\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">Professor\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">256 \u002F 192\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">400\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">Juhtivteadur\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">—\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">400\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">Vanemlektor\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">448 \u002F 336\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">260\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">Lektor\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">512 \u002F 384\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">260\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">Vanemteadur\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">128 \u002F 96\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">270\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">Teadur\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">128 \u002F 96\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">90\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">Doktorant-nooremteadur\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">128 \u002F 96\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">90\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Tabel 2. Akadeemilise töötaja kontaktõppe ja juhendamise\npiirkoormus aastas ametikohtadele, mis akadeemilise karjäärikorralduse\nmääruse üleminekuperioodi lõppemisel 30.06.2022 kaotavad\nkehtivuse.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">Ametikoht või\n        ametikoha aste\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp>\u003Cspan class=\"font5\">Kontaktõppe piirkoormus akadeemilistes\n        tundides \u002F astronoomilistes tundides\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">Juhendamise\n        piirkoormus astronoomilistes tundides\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">Dotsent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">384\n        \u002F288\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">260\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">Nooremlektor\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">640 \u002F\n        480\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">—\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">Assistent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">640 \u002F\n        480\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">—\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">Õpetaja\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">640 \u002F\n        480\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font5\">—\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>10. Kollektiivlepingu lisa 1 jõustub alates 01.01.2022.\u003C\u002Fp>\n\n\u003Cp>______________________________________________________________________________________________________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Lisa 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cp>\u003Cstrong>Töötasu kokkulepe\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tallinna Tehnikaülikool (edaspidi ülikool), keda esindab rektor Tiit Land,\nja Tallinna Tehnikaülikooli Akadeemiline Ametiliit (edaspidi AAL), keda\nesindab juhatuse esimees Vladimir Viies, keda edaspidi koos nimetatakse pooled,\nsõlmisid käesoleva töötasu kokkuleppe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.1Ülikooli töötasu astme alammäärad on järgmised:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font1\" style=\"font-weight:bold;\">Töötasu aste\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font1\" style=\"font-weight:bold;\">Ametinimetus\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:middle;\">\u003Cp>\u003Cspan class=\"font1\" style=\"font-weight:bold;\">Töötasu astme alammäär alates\n        01.04.2022\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">tehniline töötaja, oskus- ja\n        abitööline\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">654\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">spetsialist, tehniline töötaja, oskus- ja\n        abitööline\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">738\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">spetsialist, tehniline töötaja\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">956\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">doktorant-nooremteadur, peaspetsialist,\n        spetsialist\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">1216\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">lektor, peaspetsialist\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">1559\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">teadur, lektor (PhD),\n        peaspetsialist\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">1806\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">9\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Ca href=\"https:\u002F\u002Foigusaktid.taltech.ee\u002Ftallinna-tehnikaulikooli-kollektiivleping\u002Fkollektiivilepingu_tabel_lisa2\u002F\">\u003Cspan class=\"font0\" style=\"font-weight:bold;\">professor, vanemteadur,\n        vanemlektor, haldus- ja tugistruktu\u003C\u002Fspan>\u003C\u002Fa>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">1932\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">professor, instituudi direktor\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">2381\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">11\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">professor, juhtivteadur, dekaan\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">2578\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">12\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">vastutsala juht\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd style=\"vertical-align:bottom;\">\u003Cp>\u003Cspan class=\"font0\" style=\"font-weight:bold;\">2668\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.2Töötaja töötasu kokkuleppimise alused ja töötasu astme alammäära\nmõju töötaja töötasu kujunemisele on kirjeldatud töötasustamise\neeskirjas.\u003C\u002Fp>\n\n\u003Cp>1.3Kollektiivlepingu lisa 2 jõustub alates 01.04.2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end":46,"trainingprogrammes":48,"sicknessmaxdaysnr":52,"code_application":56,"hivpolicy":60,"healthandsafetyprovisions":64,"deathrelatives":68,"marriage":72,"hourspyear":76,"holidaysdays":80,"TRADEUNLEAV_trigger":83,"WAGES_determined":87,"OVERTIME_trigger":91,"PAYSCALES_trigger":95,"ONCEONLY_trigger":98,"direct_participation_trigger":102,"strikes_trigger":105,"trainingfund":108,"healthcareaccess":111,"healthandsafetypolicy":115},{"bindId":43,"name":44,"text":45},"cbadate_start","10.1Kollektiivleping kehtib alates 01. j","10.1Kollektiivleping kehtib alates 01. jaanuarist 2022 kuni 31. detsembrini\n2023.",{"bindId":47,"name":44,"text":45},"cbadate_end",{"bindId":49,"name":50,"text":51},"trainingprogrammes","5.1Töötajal on õigus täiendus-ja ümberõp","5.1Töötajal on õigus täiendus-ja ümberõppele (koolitusele) oma\nametikohal töötamiseks vajalike ameti, kutse- ja erialaste teadmiste\nomandamiseks ja täiendamiseks ning kvalifikatsiooni tõstmiseks.",{"bindId":53,"name":54,"text":55},"sicknessmaxdaysnr","6.2.1.1töötaja haiguse korral kuni kolme","6.2.1.1töötaja haiguse korral kuni kolme tööpäeva ulatuses\nkalendriaastas (tervisepäevad);",{"bindId":57,"name":58,"text":59},"code_application","8.2.2Töökeskkonnavoliniku kohustused sät","8.2.2Töökeskkonnavoliniku kohustused sätestab töötervishoiu ja\ntööohutuse seadus (TTS) ning ülikooli töötervishoiu ja tööohutuse\nkorraldamise eeskiri.",{"bindId":61,"name":62,"text":63},"hivpolicy","8.5.1Tööandja suunab töötajaid töötervis","8.5.1Tööandja suunab töötajaid töötervishoiuarsti vastuvõtule\narvestusega, et iga töötaja läbib töötervisekontrolli vähemalt üks kord\nkolme aasta jooksul.",{"bindId":65,"name":66,"text":67},"healthandsafetyprovisions","Akadeemilise personali arvestuslik tööae","Akadeemilise personali arvestuslik tööaeg ja auditoorne\nkoormus",{"bindId":69,"name":70,"text":71},"deathrelatives","töötaja pereliikme surma korral kuni kol","töötaja pereliikme surma korral kuni kolme tööpäeva ulatuses.",{"bindId":73,"name":74,"text":75},"marriage","6.2.1.2töötaja või töötaja lapse abiellu","6.2.1.2töötaja või töötaja lapse abiellumisel kuni kolme tööpäeva\nulatuses;",{"bindId":77,"name":78,"text":79},"hourspyear","Tabel 1. Akadeemilise töötaja kontaktõpp","Tabel 1. Akadeemilise töötaja kontaktõppe ja juhendamise\npiirkoormus aastas.",{"bindId":81,"name":82,"text":82},"holidaysdays","6.3.3Põhipuhkuse kestus:",{"bindId":84,"name":85,"text":86},"TRADEUNLEAV_trigger","3.3.1Tööandja kohustub AAL usaldusisiku ","3.3.1Tööandja kohustub AAL usaldusisiku ja AAL juhatuse liikme nõudmisel\ntagama nendele ülesannete täitmiseks põhitöö ajast vähemalt neli tundi\nnädalas või kuni kaks päeva kuus. Selle aja eest säilitatakse keskmine\ntöötasu ning õigusaktidega ja kollektiivlepinguga ettenähtud\nsoodustused.",{"bindId":88,"name":89,"text":90},"WAGES_determined","7.1.2Töötaja töö tasustamine toimub koos","7.1.2Töötaja töö tasustamine toimub kooskõlas seaduste, ülikooli\ntöötasustamise eeskirja (palgaeeskirja) ja kollektiivlepinguga ning\ntöötajaga sõlmitud töölepingu alusel.",{"bindId":92,"name":93,"text":94},"OVERTIME_trigger","7.3.4Töötaja ületunnitöö, töö puhkepäeva","7.3.4Töötaja ületunnitöö, töö puhkepäevadel ja riigipühadel\nhüvitatakse kooskõlas õigusaktidega.",{"bindId":96,"name":97,"text":97},"PAYSCALES_trigger","Töötasu kokkulepe",{"bindId":99,"name":100,"text":101},"ONCEONLY_trigger","7.3.2Üliõpilaste edukalt kaitstud lõputö","7.3.2Üliõpilaste edukalt kaitstud lõputööde juhendajatele makstakse\nlisatasu ülikoolis kehtestatud korras.",{"bindId":103,"name":104,"text":104},"direct_participation_trigger","3. AAL USALDUSISIK",{"bindId":106,"name":107,"text":107},"strikes_trigger","11. VAIDLUSTE LAHENDAMINE",{"bindId":109,"name":50,"text":110},"trainingfund","5.1Töötajal on õigus täiendus-ja ümberõppele (koolitusele) oma\nametikohal töötamiseks vajalike ameti, kutse- ja erialaste teadmiste\nomandamiseks ja täiendamiseks ning kvalifikatsiooni tõstmiseks.\n\nÕppega seotud kulud kaetakse vastavalt täiskasvanute koolituse seadusele\nvõi koolituskokkulepetele.",{"bindId":112,"name":113,"text":114},"healthcareaccess","8.5.2Tööandja maksab töötajale töötervis","8.5.2Tööandja maksab töötajale töötervishoiu ja tööohutuse seaduse\n§-s 122 sätestatud tingimustele vastavat haigushüvitist 70% töötaja\nkeskmisest töötasust töötaja haigestumise või vigastuse teise kuni\nkaheksanda päeva eest.",{"bindId":116,"name":117,"text":118},"healthandsafetypolicy","8. TÖÖKESKKONNANÕUKOGU JA -VOLINIK, TÖÖT","8.\nTÖÖKESKKONNANÕUKOGU JA -VOLINIK, TÖÖTERVISHOID","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>EST Tallinna Tehnikaülikool - 2022\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Alguskuupäev: → 2022-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Lõppkuupäev: → 2023-12-31\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: → Education, research\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Majandusharu nimi: → Nn 'kolmanda astme' haridus\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Avalik või erasektor: → 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: → \n                        Tallinna Tehnikaülikool\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                        Tallinna Tehnikaülikooli Akadeemiline Ametiliit (AAL)\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: → 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            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Haigestumise korral maksimaalne tasustatud vabade päevade arv:  → 3 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: → Yes\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: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Töötervishoiu ja tööohutuse koolitus on tagatud: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Kaitseriietus on tagatud: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Tööandja on võimaldanud regulaarse või iga-aastase meditsiinilise ülevaatuse: → 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: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Matusetoetus: → No\u003C\u002Fdiv>\n        \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: → No\u003C\u002Fdiv>\n   \n            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Vabad päevad lähedase surma puhul: → 3 päev(a)\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \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            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hourspyear\">\n                Töötunnid aasta kohta: → 600.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Aastane tasustatud puhkus: → 35.0 päev(a)\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Aastane tasustatud puhkus: → 7.0 nädal(at)\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Ametiühingualasteks tegevusteks eraldatud tasustatud puhkus: → 2.0 päev(a)\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Klauslid paindlike töökorralduste kohta: → 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:  → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Elatustaseme kallinemisega vastavusse viimine \u002F Hindade kallinemise ja inflatsiooniga seotud pidev kokkulepitud palgatõus: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            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