[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fet-ee\u002Ftootamine-eestis\u002Fkollektiivlepingute-andmebaas\u002Ftartu-haridustootajate-kollektiivleping-2018":3,"menu:\u002Fet-ee:":124,"sites:htmlblocks":293,"subsites":1492,"cite-subsites":5057,"footer:root":5534,"suggested:root":5632,"cite-footer:root":5636},{"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":104,"content_type_view":105,"extra_breadcrumbs":106,"body":108,"body_blocks":119,"related_pages":123},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":102,"translations":103},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"tartu-haridustootajate-kollektiivleping-2018","91a0663e-d3c0-11ed-9803-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Festonia\u002Ftartu-haridustootajate-kollektiivleping-2018\u002Ftartu-haridustootajate-kollektiivleping-2018\u002F","Tartu Haridustöötajate Kollektiivleping 2018","EST Tartu Linnavalitsus - 2018","Estonia - EST Tartu Linnavalitsus - 2018","EST Tartu Linnavalitsus - 2018 - Education, research",{"name":39,"data":40},"Tartu Haridustöötajate Kollektiivleping 2018.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New12\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Kollektiivleping nr 15\u003C\u002Fh1>\n\n\u003Cp>Kollektiivleping on sõlmitud 29. jaanuaril 2018. a Tartus.\u003C\u002Fp>\n\n\u003Ch2>1. Kollektiivlepingu pooled\u003C\u002Fh2>\n\n\u003Cp>1.1.Tööandja\u003C\u002Fp>\n\n\u003Cp>Nimetus:Tartu linn\u003C\u002Fp>\n\n\u003Cp>Tartu Linnavalitsus (edaspidi ..linnavalitsus\")\u003C\u002Fp>\n\n\u003Cp>Registrinumber:\u003C\u002Fp>\n\n\u003Cp>Esindaja:75006546 Madis Lepajõe Abilinnapea\u003C\u002Fp>\n\n\u003Cp>Esindusõigus:Tartu Linnavalitsuse 23. jaanuari 2018. a korraldus nr 56\n„Tartu Haridustöötajate Liiduga ja Tartu Maakonna Haridustöötajate\nAmetiühinguga 2018. aastaks kollektiivlepingu sõlmimine\"\u003C\u002Fp>\n\n\u003Cp>Asukoht:Raekoda\u003C\u002Fp>\n\n\u003Cp>50089 Tartu\u003C\u002Fp>\n\n\u003Cp>Kontaktandmed:7361 111\u003C\u002Fp>\n\n\u003Cp>7361 223\u003C\u002Fp>\n\n\u003Cp>Madis.Lepajoe@raad.tartu.ee\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.2. Töötajate esindaja\u003C\u002Fp>\n\n\u003Cp>Nimi:\u003C\u002Fp>\n\n\u003Cp>Registrikood:Tartu Haridustöötajate Liit (edaspidi,.ametiühing\")\n80037796\u003C\u002Fp>\n\n\u003Cp>Esindaja:\u003C\u002Fp>\n\n\u003Cp>Esindusõigus:\u003C\u002Fp>\n\n\u003Cp>Asukoht:Kalle Kalda põhikiri ja registrikaart nr 1 Lutsu 14a 51006 Tartu\u003C\u002Fp>\n\n\u003Cp>Kontaktandmed:7441 824\u003C\u002Fp>\n\n\u003Cp>520 4343\u003C\u002Fp>\n\n\u003Cp>kalda.kalle@qmail.com\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.3. Töötajate esindaja\u003C\u002Fp>\n\n\u003Cp>Nimi:\u003C\u002Fp>\n\n\u003Cp>Registrikood:Tartu Maakonna Haridustöötajate Ametiühing (edaspidi\n..ametiühing”) 80051046\u003C\u002Fp>\n\n\u003Cp>Esindaja:Reemo Voltri\u003C\u002Fp>\n\n\u003Cp>Esindusõigus:registrikaart nr 1 ja Tiiu Laane volikiri\u003C\u002Fp>\n\n\u003Cp>Asukoht:Vanemuise 35 Tartu\u003C\u002Fp>\n\n\u003Cp>Kontaktandmed:5101797\u003C\u002Fp>\n\n\u003Cp>reemo.voltri@qmail.com\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2. Kollektiivlepingu dokumendid\u003C\u002Fh2>\n\n\u003Cp>2.1. Käesoleva kollektiivlepingu dokumendid koosnevad käesolevast\nkollektiivlepingu põhidokumendist ja\u003C\u002Fp>\n\n\u003Cp>kollektiivlepingiy lisadest, milles lepitakse kokku kollektiivlepingu\nsõlmimise ajal ja\u002Fvõi pärast\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(kuupäev ja allkiri) t(kuupäev ja allkiri)(kuupäev ja allkiri)\u003C\u002Fp>\n\n\u003Cp>Madis Lepajõe IKalle KaldaReemo Voltri\u003C\u002Fp>\n\n\u003Cp>Linnavalitsuse esindajaAmetiühingu esindajaAmetiühingu esindaja\u003C\u002Fp>\n\n\u003Cp>kollektiivlepingu sõlmimist ning mis on kollektiivlepingu lahutamatuteks\nosadeks ja moodustavad koos kollektiivlepinguga ühtse tervikliku kokkuleppe\npoolte vahel.\u003C\u002Fp>\n\n\u003Cp>2.2.Kollektiivlepingul on sõlmimise ajal järgmised lisad:\u003C\u002Fp>\n\n\u003Cp>Lisa 1 - Haridusasutuste töötajate töötasu kokkulepe;\u003C\u002Fp>\n\n\u003Cp>Lisa 2 - Tartu Linnavalitsuse haridusosakonna haldusalas tegutsevate\nharidusasutuste (edaspidi ..haridusasutused” või ..haridusasutus”)\nnimekiri;\u003C\u002Fp>\n\n\u003Cp>Lisa 3 - Ühiskomisjoni koosseis.\u003C\u002Fp>\n\n\u003Ch2>3. Kollektiivlepingu sisu ja eesmärk\u003C\u002Fh2>\n\n\u003Cp>3.1.Kollektiivlepingus lepivad pooled kokku haridusasutuste (lisa 2)\ntöötajatele töösuhetes rakenduvates tingimustes, töötajaid esindavatele\nisikutele selleks tegevuseks tagatavates tingimustes ja nende täiendavates\ntagatistes.\u003C\u002Fp>\n\n\u003Cp>3.2.Kollektiivleping on sõlmitud eesmärgiga aidata kaasa haridusasutustes\nheade töösuhete ja kaasaegse töökorralduse loomisele.\u003C\u002Fp>\n\n\u003Cp>3.3.Kollektiivlepingu sõlmimise eesmärgi saavutamiseks informeerivad\nametiühing ja haridusasutuste juhid (edaspidi ..tööandja esindaja\" või koos\n .,tööandja esindajad”) üksteist töötajate täiend- ja ümberõppe\nvõimalustest ning kvalifikatsiooninõudeid ja töötajate huve puudutavatest\nküsimustest, samuti haridusasutuste arengukavadest.\u003C\u002Fp>\n\n\u003Ch2>4. Kollektiivlepingu tähtaeg\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>4.1.Kollektiivleping jõustub 1. jaanuaril2018.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cp>4.2.Kollektiivleping ja töörahu pidamise kohustus kehtib kuni 31.\ndetsembrini 2018. a.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>5. Töölepingu sõlmimine\u003C\u002Fh2>\n\n\u003Cp>5.1.Tööandja esindaja ja tööleasuja sõlmivad enne töötaja tööle\nasumist kirjaliku töölepingu, välja arvatud seaduses ettenähtud juhtudel.\nTööleping vormistatakse kahes eksemplaris, millest üks eksemplar antakse\ntöötajale, teine jääb tööandja esindajale. Enne töötaja tööle\nlubamist tutvustab tööandja esindaja talle töösisekorda (töökorralduse\nreegleid vms), kehtivaid kollektiivlepinguid, töötervishoiu- ja tööohutuse\nalaseid nõudeid ning ametiühingu esindajat või töötajate valitud esindajat\n(usaldusisik) ja töökeskkonnavolinikku.\u003C\u002Fp>\n\n\u003Cp>5.2.Töölepingu võib sõlmida elektroonilises vormis. Mõlema poole\nvaldusesse peab sellisel juhul jääma mõlema poole digitaalallkirjaga fail.\nTööleping loetakse sõlmituks viimase digitaalallkirja andmise hetkest või\ntöölepingus kokkulepitud ajast.\u003C\u002Fp>\n\n\u003Cp>5.3.Töötajal on õigus enne töölepingule allakirjutamist pöörduda\nharidusasutuse ametiühingu valitud esindaja või usaldusisiku poole\nkonsultatsiooni saamiseks.\u003C\u002Fp>\n\n\u003Cp>5.4.Tööandja esindaja ja töötaja lepivad töölepingus kokku\nbaastöötasuna töötasu kuumäära (brutotasu), mis sõltub töötaja\ntööalasest meisterlikkusest, tööülesannete keerukuse astmest, töötasu\nkuualammäärast, töötaja kvalifikatsioonist ja atesteerimisel omistatud\nametijärgust ning tööajast (ametikoha suurusest).\u003C\u002Fp>\n\n\u003Ch2>6. Töötasu komponendid, töötasu arvutamise viis ja maksmise kord\u003C\u002Fh2>\n\n\u003Cp>6.1. Töötaja töötasu koosneb baastootasutskokkulepitud taiendavatest\ntootasu komponentidest\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>baastöötasustja kokkulepitud täiendavatest töötasu komponentidest.\u003C\u002Fp>\n\n\u003Cp>(kuupäev ja allkiri)\u003C\u002Fp>\n\n\u003Cp>Kalle Kalda\u003C\u002Fp>\n\n\u003Cp>Ametiühingu esindaja\u003C\u002Fp>\n\n\u003Cp>(kuupäev ja allkiri)\u003C\u002Fp>\n\n\u003Cp>Reemo Voltri\u003C\u002Fp>\n\n\u003Cp>Ametiühingu esindaja\u003C\u002Fp>\n\n\u003Cp>6.3.Tööandja esindaja ja töötaja lepivad töölepingus kokku teatud\ntöölepingujärgsete tööülesannete tegelikul täitmisel makstavad töötasu\ntäiendavad komponendid, mille suurus lepitakse kokku, arvestades käesolevas\nkollektiivlepingus ette nähtud alammäärasid või haridusasutuses kehtivaid\nüldisi reegleid. Töötasu täiendavad komponendid on ette nähtud\nklassijuhatamise eest ja juhul, kui kontakttundide arv ületab baastöötasu\nsees ette nähtud kontakttundide arvu, või muudel haridusasutuses kokkulepitud\njuhtudel. Haridusasutuses võidakse kohaldada käesolevas punktis sätestatust\nsoodsamaid tingimusi.\u003C\u002Fp>\n\n\u003Cp>6.4.Kui töötaja täidab tööandja esindaja ettepanekul täiendavaid\ntööülesandeid, maksab tööandja töötajale täiendavat töötasu\n(lisatasu). Täiendava tööülesande täitmises ja selle eest makstavas\nlisatasus lepivad tööandja esindaja ja töötaja kokku eraldi.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Cp>6.5.Kui töötaja töötab tulemuslikumalt, kui seda saab temalt\ntavapäraselt oodata ja haridusasutuses on kehtestatud tulemuslikkuse hindamise\nkriteeriumid lähtudes võrdse kohtlemise põhimõttest, siis võib tööandja\nesindaja eelarves rahaliste vahendite olemasolul maksta töötajale\ntulemustasu.\u003C\u002Fp>\n\n\u003Cp>6.6.Tööandja esindaja võib eelarveliste rahaliste vahendite olemasolul\nmaksta töötajale tööandja esindaja ühekordse otsuse alusel preemiat\nlähtudes võrdse kohtlemise põhimõttest. Tööandja esindaja peab preemia\nmaksmisel välja tooma selle maksmise põhjuse.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>6.7.Tööandja esindaja ja töötaja võivad vajadusel kokku leppida, et\ntöötaja kohustub tegema tööd üle kokkulepitud tööaja (ületunnitöö).\nTööandja hüvitab ületunnitöö tegemise vaba aja andmisega ületunnitöö\najaga võrdses ulatuses, kui ületunnitöö tegemise kokkuleppes ei ole kokku\nlepitud ületunnitöö hüvitamine rahas. Ületunnitöö hüvitamisel rahas\nmaksab tööandja töötajale 1,5kordset töötasu.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>6.8.Kui töötaja tööaeg langeb ööajale, maksab tööandja töö eest\n1,25kordset töötasu, kui ei ole kokku lepitud, et töötasu sisaldab tasu\nööajal töötamise eest. Tööandja esindaja ja töötaja võivad kokku\nleppida, et tööandja hüvitab ööajal töötamise vaba aja andmisega.\nTöötajaga ei saa sõlmida kokkulepet, et töölepingu seaduse § 29 lg 5\nalusel Vabariigi Valitsuse määrusega kehtestatud töötasu alammäär\nsisaldab tasu ööajal töötamise eest.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6.9.Kui töötaja tööaeg langeb riigi- või rahvuspühale, maksab\ntööandja töö eest 2kordset töötasu. Tööandja esindaja ja töötaja\nvõivad kokku leppida, et tööandja hüvitab riigi- või rahvuspühal\ntöötamise vaba aja andmisega samas ulatuses.\u003C\u002Fp>\n\n\u003Cp>6.10. Üldjuhul annab tööandja töötajale punktides 6.7. - 6.9. nimetatud\njuhtudel vaba aega samas kuus, mil\u003C\u002Fp>\n\n\u003Cp>tekkis vaba &ja andmise kohustus. Kui töötajale antakse vaba aega,\nsiis ei maksta punktis 6.7. - 6.9.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.10.Üldjuhul annab tööandja töötajale punktides 6.7. - 6.9. nimetatud\njuhtudel vaba aega samas kuus, mil\u003C\u002Fp>\n\n\u003Cp>tekkis vaba &ja andmise kohustus. Kui töötajale antakse vaba aega,\nsiis ei maksta punktis 6.7. - 6.9.\u003C\u002Fp>\n\n\u003Cp>(kuupäev ja allkiri) i(kuupäev ja allkiri)(kuupäev ja allkiri)\u003C\u002Fp>\n\n\u003Cp>Madis Lepajõe ÄKalle KaldaReemo Voltri nimetatud juhtude esinemise ajal\ntöötasu, vaid töötasu makstakse vaba aja eest, kuid töötajale makstav\ntöötasu ei või olla väiksem töötasust, mida töötaja oleks saanud siis,\nkui töötasu oleks makstud töö tegemise ajal.\u003C\u002Fp>\n\n\u003Cp>Linnavalitsuse esindaja IAmetiühingu esindajaAmetiühingu esindaja\u003C\u002Fp>\n\n\u003Cp>6.11.Töötaja alatisel üleviimisel teisele töökohale (ametikohale) või\nümberpaigutamisel teise töö tegemise kohta tööandja algatusel, kui selle\ntõttu väheneb töötaja töötasu kuumäär temast mitteolenevatel\npõhjustel, säilitatakse töötajale keskmine töötasu kahe kuu jooksul,\narvates üleviimise või ümberpaigutamise päevast, v.a juhul, kui\nlinnavalitsus korraldab asutust ümber ja töötaja on ümberkorraldamise\nkäigus koondamissituatsioonis ning talle pakutakse teist tööd ja ta on nõus\nüleviimise ja pakutava töökoha töötingimustega.\u003C\u002Fp>\n\n\u003Cp>6.12.Tööandja esindaja otsustab, kaasates töötajaid esindava isiku ja\narvestades haridusasutuse eelarvet, töötajale toetuste ja hüvitiste\nmaksmise. Toetuste ja hüvitiste maksmise alused peavad olema ette nähtud\nharidusasutuse töösisekorras (töökorralduse reeglites vms) lähtudes\nvõrdse kohtlemise põhimõttest.\u003C\u002Fp>\n\n\u003Cp>6.13.Töötajale makstakse töötasu (sh lisatasu) üks kord kuus hiljemalt\ntöötatud kuule järgneva kuu 10. kalendripäeval (edaspidi ..palgapäev”)\npangaülekandega töötaja määratud pangakontole. Tööandja on kohustatud\ntagama töötasu kättesaamise töötajaga töölepingus kokkulepitud\npalgapäeval. Lisatasu ja tulemustasu võib üle kanda enne palgapäeva.\u003C\u002Fp>\n\n\u003Cp>6.14.Töötasu maksmisega viivitamise eest maksab tööandja töötajale iga\nviivitatud päeva eest viivist 0,05% maksmisele kuuluvast summast. Viivis\nkuulub väljamaksmisele koos järgmise kuu töötasuga.\u003C\u002Fp>\n\n\u003Cp>6.15.Tööandja peab töötaja töötasult kinni ja kannab üle seadusest ja\ntöötaja avaldusest tulenevad maksud ja maksed. Töötaja peab esitama\nasjakohase taotluse 10 tööpäeva enne palgapäeva. Tulumaksu vaba miinimumi\narvestamiseks tuleb töötajal tööleasumisel esitada kirjalik taotlus 10\ntööpäeva enne esimest palgapäeva ja hiljem vastavalt vajadusele.\u003C\u002Fp>\n\n\u003Cp>6.16.Töötasu kuumäärade korrastamiseks haridusasutustes sõlmivad\nlinnavalitsus ja ametiühing haridusasutuste töötajate töötasu kokkuleppe,\nmis on käesoleva kollektiivlepingu lisa 1.\u003C\u002Fp>\n\n\u003Ch2>7. Töö- ja puhkeaja tingimused\u003C\u002Fh2>\n\n\u003Cp>7.1.Töötaja tööaja ja puhkeaja korralduse otsustab tööandja esindaja\narvestades õigusaktides tulenevaid nõudeid.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>7.2.Koolieelse lasteasutuse õpetaja, logopeedi, eripedagoogi, põhikooli ja\ngümnaasiumi õpetaja, logopeedi, eripedagoogi, kutseõppeasutuse õpetaja\ntäistööaeg on 35 tundi seitsmepäevase ajavahemiku jooksul. Baastöötasu\neest peab täistööaja sees:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7.2.1.koolieelse lasteasutuse õpetaja viima läbi kuni 30 kontakttundi\nnädalas,\u003C\u002Fp>\n\n\u003Cp>7.2.2.koolieelse lasteasutuse logopeed viima läbi kuni 24 kontakttundi\nnädalas,\u003C\u002Fp>\n\n\u003Cp>7.2.3.põhikooli, ühe asutusena tegutseva põhikooli ja gümnaasiumi\nõpetaja, logopeed, eripedagoog, ringijuht viima läbi kuni 24 kontakttundi\nnädalas,\u003C\u002Fp>\n\n\u003Cp>7.2.4.põhikooli pikapäevarühma kasvataja viima läbi kuni 30 kontakttundi\nnädalas,\u003C\u002Fp>\n\n\u003Cp>7.2.5.gümnaasiumi õpetaja viima läbi kuni 22 kontakttundi nädalas,\u003C\u002Fp>\n\n\u003Cp>7.2.6.kutseõppeasutuses auditoorseid loenguid pidav õpetaja viima läbi\nkuni 22 kontakttundi nädalas,\u003C\u002Fp>\n\n\u003Cp>7.2.7.kutseõppeasutuses praktilisi töid juhendav õpetaja viima läbi kuni\n24 kontakttundi nädalas.\u003C\u002Fp>\n\n\u003Cp>7.3.Kõik tööaja sees läbiviidavad kontakttunnid tasustatakse ühtsetel\nalustel. Tööandja esindaja ja töötajad võivad kokku leppida, et\nbaastöötasu eest annab töötaja täistööaja sees vähem kontakttunde.\nTöötajal on õigus keelduda baastöötasu eest täistööaja sees käesoleva\nkollektiivlepingu punktis 7.2. ette nähtud kontakttundide arvu ületavate\nkontakttundide andmisest. Täistööaja sees punktis 7.2. ette nähtud piirarvu\nületavate kontakttundide läbiviimise eest töötasu täiendava komponendi\narvutamisel ei tohi ühe kontakttunni tasu olla väiksem baastöötasu sees\nantud kontakttunni tasust.\u003C\u002Fp>\n\n\u003Cp>7.4.Uusaastale, Eesti Vabariigi aastapäevale, võidupühale ja\njõululaupäevale eelnevat tööpäeva lühendatakse kolme tunni võrra, st\ntööpäev lõpeb kolm tundi enne töölepingus või töösisekorras\n(töökorralduse reeglites vms) ettenähtud tööpäeva lõppu. Tööpäeva\nlühendamise ajavahemikud arvatakse töötaja tööaja hulka ning tööandja\nsäilitab selle aja eest töötaja töötasu.\u003C\u002Fp>\n\n\u003Cp>7.5.Kui punktis 7.4. nimetatud pühadele eelnevat tööpäeva pole võimalik\nlühendada, hüvitatakse töötamine sellel ajal töötaja ja tööandja\nvahelise kokkuleppe kohaselt kas 2kordse töötasu maksmisega või vaba aja\nandmisega.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>7.6.Tööandja annab töötajale vaba aega, makstes töötasu või seaduses\nnimetatud juhtudel keskmist töötasu, järgmistel põhjustel:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>7.6.1.kuni kolm päeva - abiellumise, lähedase isiku surma korral (vanem,\nabikaasa, elukaaslane, vend, õde, laps) või isale lapse sünni korral;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>7.6.2.võimaluse korral üks päev - esimesest kuni neljandasse klassi\nmineva lapse vanemale kooliaasta esimesel päeval.\u003C\u002Fp>\n\n\u003Cp>7.7.Tööandja esindajal on õigus võimalusel anda kokkuleppel töötajaga\ntöötajale vaba aega ja maksta sel ajal töötajale tema töötasu, kui\nõigusaktidest ei tulene kohustust anda töötajale vaba aega makstes keskmist\ntöötasu.\u003C\u002Fp>\n\n\u003Cp>7.8.Haigestumise korral on ametiühingu liikmetest töötajatel õigus\nviibida üks tööpäev poolaastas ja ülejäänud töötajatel üks tööpäev\naastas töötasu säilimisega kodusel ravil ilma haigusleheta.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>7.9.Tööandja esindaja võimaldab töötajale haridusasutuse huvidest\nlähtuvat tööks vajalikku koolitust vastavalt töölepingu seaduse § 28\nlõike 2 punktile 5, makstes keskmist töötasu (tööpäevapõhine), tasudes\nvõi hüvitades kõik koolitusega seotud kulud (osalemistasu, sõidukulu,\nmajutuskulu). Kui koolitus toimub väljaspool Tartut, vormistatakse koolitusel\nosalemine töölähetusena ning kohaldatakse asjakohaseid õigusnorme.\nTööandja esindajal on õigus otsustada, kas koolitus on töötajale vajalik\nharidusasutuse huvides või mitte.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>7.10,Käesolevas kollektiivlepingus ja töötajaga sõlmitud töölepingus\nkokkulepitavate töö- ja puhkeaja tingimuste täpsustamiseks võivad\ntööandja esindaja ja haridusasutuse ametiühingu valitud esindaja sõlmida\nharidusasutuses kuni üheks kalendriaastaks kollektiivlepingu.\u003C\u002Fp>\n\n\u003Ch2>8. Puhkuse andmise tingimused\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>8.1.Töötajale antakse põhipuhkust töötatud aja eest kalendriaasta\nkohta.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.2.Põhipuhkuse andmise õiguse aluseks oleva aja hulka arvestatakse lisaks\ntöötatud ajale ajutise töövõimetuse aeg, puhkuse aeg (välja arvatud\nlapsehoolduspuhkuse, ja poolte kokkuleppel antud tasustamata puhkuse aeg),\nsamuti aeg, kui töötajal on seaduse alusel õigus tööst keelduda\ntöölepingu seaduse § 19 punktis 3 nimetatud juhul ja aeg, mil tööandja on\ntöötajale andnud vaba aega säilitades töötasu või makstes keskmist\ntöötasu.\u003C\u002Fp>\n\n\u003Cp>8.3.Kui töötaja soovib osaleda koolitusel täiskasvanute koolituse seaduse\nalusel, antakse töötajale koolitusasutuse teatise alusel õppepuhkust kuni 30\nkalendripäeva kalendriaasta jooksul. Tasemekoolitusega ja tööalase\nkoolitusega seotud õppepuhkuse ajal makstakse keskmist töötasu\n(kalendripäevapõhine) 20 kalendripäeva eest ning 21. -30. õppepuhkuse\npäeva eest võib tööandja esindaja töötajale võimalusel maksta töötasu\ntöölepingu seaduse § 29 lõike 5 alusel Vabariigi Valitsuse kehtestatud\ntöötasu alammäära alusel. Tasemekoolituse lõpetamiseks antakse töötajale\ntäiendavat õppepuhkust 15 kalendripäeva, mille eest makstakse töötasu\ntöölepingu seaduse § 29 lõike 5 alusel kehtestatud töötasu alammäära\nalusel. Tööandja võib õppepuhkuse andmist edasi lükata juhul, kui üle 10\nprotsendi töötajatest või teenistujatest on samaaegselt õppepuhkusel.\u003C\u002Fp>\n\n\u003Cp>8.4.Tööandja esindaja võib anda töötajale töötaja soovil tasustamata\npuhkust kokkulepitud ajal.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>8.5.Tööandja annab töötaja soovil kuni 14 kalendripäeva kalendriaastas\ntäiendavat tasustamata lapsepuhkust kuni 14-aastast last või kuni 18-aastast\npuudega last kasvatavale lapsevanemale, samuti hooldajale või eeskostjale\nkokkulepitud ajal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.6.Õigusaktides sätestatud põhipuhkusele lisaks antakse puhkuse ajakavas\nettenähtud või tööandja esindaja ja töötaja kokkulepitud ajal täiendavat\npuhkust:\u003C\u002Fp>\n\n\u003Cp>8.6.1.koolieelse lasteasutuse õpetajaabile, õpetajat abistavale\ntöötajale, lapsehoidjale, kelle kalendriaasta eest saadaolev põhipuhkus on\nlühem kui 35 kalendripäeva, 7 kalendripäeva;\u003C\u002Fp>\n\n\u003Cp>8.6.2.koolieelse lasteasutuse õpetajale, kelle kalendriaasta eest saadaolev\npõhipuhkus on lühem kui 56 kalendripäeva, 7 kalendripäeva;\u003C\u002Fp>\n\n\u003Cp>8.6.2.Tartu Kutsehariduskeskuse, põhikooli või gümnaasiumi\nraamatukoguhoidjale või raamatukogu juhatajale, kelle kalendriaasta eest\nsaadaolev põhipuhkus on lühem kui 35 kalendripäeva, 7 kalendripäeva.\u003C\u002Fp>\n\n\u003Cp>8.7.Punktis 8.6. ettenähtud puhkust on võimalik kasutada pärast\npõhipuhkuse kasutamist sama\u003C\u002Fp>\n\n\u003Cp>kalendriaasta eest sama kalendriaasta sees. Kui töötaja ei kasuta\ntäiendavat puhkust samal\u003C\u002Fp>\n\n\u003Cp>kalendriaasta eest sama kalendriaasta sees. Kui töötaja ei kasuta\ntäiendavat puhkust samal\u003C\u002Fp>\n\n\u003Cp>kalendriaastal, siis puhkusenõue aegub kalendriaasta viimasel päeval.\u003C\u002Fp>\n\n\u003Cp>kalendriaastal, siis puhkusenõue aegub kalendriaasta viimasel päeval.\u003C\u002Fp>\n\n\u003Cp>8.8.Hariduse Tugiteenuste Keskuse juhataja ja tugispetsialistide põhipuhkus\non 56 kalendripäeva.\u003C\u002Fp>\n\n\u003Cp>8.9.Kui töötaja soovib jääda puhkuse ajal töövõimetuslehele ja saada\nravikindlustuse seaduses ette nähtud hüvitist, tuleb töötajal esitada\ntöövõimetuslehe esimesel päeval taotlus puhkuse katkestamiseks.\u003C\u002Fp>\n\n\u003Cp>8.10.Puhkuse ajakava tehakse töötajale teatavaks kalendriaasta esimese\nkvartali jooksul. Töötaja, kellele ei ole tehtud puhkuse ajakava eelnimetatud\najal teateavaks, valib omale sobiva puhkuse aja ise, teavitades tööandja\nesindajat soovitud puhkuse ajast kirjalikku taasesitamist võimaldaval viisil\nvähemalt 14 kalendripäeva ette.\u003C\u002Fp>\n\n\u003Cp>8.11.Kui on vajadus välja selgitada töötaja saadaoleva põhipuhkuse või\ntäiendava puhkuse pikkus lühema aja eest kui üks kalendriaasta, jagatakse\ntöötajale ühe kalendriaasta kohta ettenähtud põhipuhkuse või täiendava\npuhkuse päevade arv vastava kalendriaasta kalendripäevade arvuga ning\nkorrutatakse puhkuse andmise õiguse aluseks olevale ajale vastava\nkalendripäevade arvuga. Tulemus ümardatakse ülespoole päevade täisarvuks.\nKasutamata puhkuse hüvitamiseks töölepingu lõppemisel ümardatakse päevade\narv kaks kohta pärast koma, kasutades üldtuntud ümardamisreeglit\u003C\u002Fp>\n\n\u003Cp>8.12.Käesolevas kollektiivlepingus ja töötajaga sõlmitud töölepingus\nkokkulepitud puhkuse andmise tingimuste täpsustamiseks võivad tööandja\nesindaja ja ametiühingu valitud esindaja sõlmida haridusasutuses kuni üheks\nkalendriaastaks kollektiivlepingu.\u003C\u002Fp>\n\n\u003Ch2>9. Töölepingu ülesütlemine majanduslikel põhjustel\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>9.1.Ametiühingu liikmest töötaja töölepingu ülesütlemisel koondamise\ntõttu makstakse talle toetust töötasu ühe kuumäära ulatuses lisaks\nseaduses ettenähtule, kui tema tööstaaž Tartu Linnavalitsuse\nharidus¬osakonna haldusalas tegutsevates haridusasutustes on kokku vähemalt\n10 (kümme) aasta. Töötaja peab olema enne ülesütlemisavalduse saamist\nolnud vähemalt 3 aastat ametiühingu liige.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9.2.Kui töötajal jääb vanaduspensioniea saabumiseni kaks või vähem\naastat ning tema tööleping öeldakse üles koondamise tõttu, võib\ntööandja võimalusel poolte kokkuleppel maksta töötajale pärast\ntöölepingu lõppemist toetust (eelpension) kuni töötaja vanaduspensionile\njäämiseni igakuiselt TLS § 29 lg 5 alusel kehtestatud töötasu alammäära\nulatuses.\u003C\u002Fp>\n\n\u003Cp>9.3.Asutuse töö reorganiseerimisel, s.h. alluvuse, omaniku või\nomandivormi muutmisel või ümberkorraldamisel, arvatakse pideva tööstaaži\nhulka vaheaegadeta töötamine asutuses, mille õigusjärglaseks on asutus, kus\ntöötaja enne reorganiseerimist või ümberkorraldamist töötas.\u003C\u002Fp>\n\n\u003Cp>9.4.Töötaja uuesti tööle asumisel sama tööandja juures kuni kuue kuu\njooksul pärast töölepingu lõppemist arvatakse pideva tööstaaži hulka\nenne töölepingu lõppemist sama tööandja juures vaheaegadeta töötatud\naeg, kui tööleping lõpetati koondamise (TLS § 89), pikaajalise\ntöövõimetuse (TLS § 88 lg 1 p 1) või tööandjapoolse lepingutingimuste\nrikkumise (TLS § 91 lg 2) tõttu.\u003C\u002Fp>\n\n\u003Cp>9.5.Tööandja esindaja väljastab töölepingu lõppemisel töötaja soovil\ntöötajale tõendi töötamise kohta, kus tuuakse välja haridusasutuses\ntöötamise aeg ning täidetud töökoha (ametikoha) nimetus, kui töötaja\nseda soovib.\u003C\u002Fp>\n\n\u003Ch2>10. Ametiühingute liikmete esindajate tegevuse tingimused ja nende\ntäiendavad tagatised\u003C\u002Fh2>\n\n\u003Cp>10.1.Ametiühingu liikmetel on õigus igas haridusasutuses valida\nametiühingu esindaja.\u003C\u002Fp>\n\n\u003Cp>10.2.Tööandja esindaja võimaldab ametiühingu valitud esindajaga\nsõlmitud kokkuleppe alusel viimasel oma kohustuste täitmiseks ruumide,\ntrüki-, paljundus- ja sidevahendite tasuta kasutamise.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>10.3.Tööandja esindaja lubab kollektiivlepingu pooleks oleva ametiühingu\nkirjaliku kutse alusel ametiühingu liikmel vähemalt viis päeva aastas\ntöölt puududa, et võimaldada tal osaleda ametiühingu korraldataval\nkoolitusel või ametiühingu organite töös. Töötaja teavitab tööandja\nesindajat töölt puudumise vajadusest vähemalt kaks nädalat ette.\nTöötajale säilitatakse töötasu kahe puudutud päeva eest\nkalendriaastas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10.4.Tööandja esindaja võimaldab ametiühingu valitud esindajale\nkollektiivlepingu pooleks oleva ametiühingu esitatud kirjalike kutsete alusel\nkalendriaastas vähemalt viis tööst vaba tasustatud päeva osalemiseks\nametiühingu korraldatavas koolituses või ametiühingu organite töös.\nTaotlus koolitusest osavõtuks tuleb tööandjale esitada vähemalt viis\ntööpäeva enne koolituse algust.\u003C\u002Fp>\n\n\u003Cp>10.5.Tööandja esindaja informeerib üheaegselt kirjalikult töötajat ja\nametiühingu valitud esindajat, kui töötaja tööleping öeldakse üles\nkoondamise tõttu ning töötaja oli ametiühingu liige.\u003C\u002Fp>\n\n\u003Cp>10.6.Ametiühingut esindavatele isikutele võidakse haridusasutuses ette\nnäha täiendavaid tagatisi tööandja esindaja ja ametiühingu valitud\nesindaja vahel sõlmitavas kollektiivlepingus.\u003C\u002Fp>\n\n\u003Ch2>11. Kollektiivlepingu muutmine ja peatamine\u003C\u002Fh2>\n\n\u003Cp>11.1,Kehtiva kollektiivlepingu tingimusi võib muuta poolte kokkuleppel,\nvälja arvatud juhul, kui kollektiivlepingu tingimuste muutumine on tingitud\nõigusaktide muutumisest. Kui kollektiivlepingu kokkulepe on vastuolus muutunud\nõigusaktiga, kohaldatakse kollektiivlepingu asemel õigusakti sätteid.\u003C\u002Fp>\n\n\u003Cp>11.2.Ühe poole esitatud kirjaliku taotluse kollektiivlepingu tingimuste\nmuutmiseks või kollektiivlepingu peatamiseks vaatab teine pool läbi ja pooled\nalustavad selle alusel läbirääkimisi seitsme kalendripäeva jooksul taotluse\nsaamisest.\u003C\u002Fp>\n\n\u003Cp>11.3.Kollektiivlepingu muudatused ja peatamine vormistatakse kirjalikult\nkäesoleva kollektiivlepingu lisana ja need jõustuvad mõlema poole poolt\nallakirjutamise päevale järgnevast päevast või poolte kokkuleppega\nmääratud ajal.\u003C\u002Fp>\n\n\u003Cp>kollektiivlepingu kehtivuse aja lõppu.\u003C\u002Fp>\n\n\u003Cp>11.4.Läbirääkimised uue kollektiivlepingu sõlmimiseks algavad hiljemalt\nneli kuud enne kehtiva\u003C\u002Fp>\n\n\u003Cp>kollektiivlepingu kehtivuse aja lõppu.\u003C\u002Fp>\n\n\u003Ch2>12. Kollektiivlepingu täitmise kontrollimine\u003C\u002Fh2>\n\n\u003Cp>Kollektiivlepingu täitmisega seotud kaebuste lahendamiseks moodustatakse\npoolte vahel 4-liikmeline ühiskomisjon, mille koosseisus on kaks liiget\nlinnavalitsuse poolt ja kaks liiget ametiühingu poolt. Ühiskomisjoni koosseis\nmääratakse kollektiivlepingu lisas 3. Ühiskomisjoni koosolekud toimuvad\nvastavalt vajadusele. Ühiskomisjoni tööd juhib vaheldumisi ametiühingu- ja\nlinnavalitsusepoolne liige.\u003C\u002Fp>\n\n\u003Ch2>13. Lõppsätted\u003C\u002Fh2>\n\n\u003Cp>13.1.Linnavalitsus, ametiühing ja tööandja esindaja lähtuvad\nkäesolevast kollektiivlepingust nii töösuhetes töötajatega kui\ntöösuhteid puudutavate strateegilist mõju avaldavate otsuste tegemisel.\u003C\u002Fp>\n\n\u003Cp>13.2.Haridusasutuste juhid on kohustatud lisama töötajate töölepingu\ndokumenti viite kollektiivlepingu kohaldatavuse kohta töölepingutele\nvastavalt töölepingu seaduse § 5 lg 1 p-le 12.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cp>13.3.Kollektiivlepingu kehtivuse ajal on pooled kohustatud täitma\nkollektiivlepingu tingimusi ning mitte kuulutama välja streiki või töösulgu\nkollektiivlepingus sätestatud tingimuste muutmise ajendil.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>13.4.Käesolevas kollektiivlepingus reguleerimata küsimustes lähtuvad\npooled Eesti Vabariigi territooriumil kehtivatest õigusaktidest.\u003C\u002Fp>\n\n\u003Cp>13.5.Kollektiivlepingu tähtaja möödumisel loetakse, et kollektiivleping\non muutunud tähtajatuks, kui kumbki kollektiivlepingu pool ei teata vähemalt\nkolm kuud enne kollektiivlepingu tähtaja möödumist kirjalikult teisele\npoolele, et ta ei soovi lepingu pikenemist. Kollektiivlepingu tähtajatuks\nmuutumise korral on pooled kuni uue kollektiivlepingu sõlmimiseni või\nkollektiivlepingu lõppemiseni selle ülesütlemise tõttu kohustatud täitma\nkollektiivlepingu tingimusi. Tähtajatu kollektiivlepingu võib kumbki\nlepingupool üles öelda, teatades sellest teisele poolele vähemalt kuus kuud\nette. Alates kollektiivlepingu ülesütlemisest teatamisest lõpeb\nkollektiivlepingust tulenev töörahu pidamise kohustus.\u003C\u002Fp>\n\n\u003Cp>13.6.Kollektiivleping on koostatud eesti keeles kolmes võrdset juriidilist\njõudu omavas eksemplaris, millest igale poolele jääb üks eksemplar.\u003C\u002Fp>\n\n\u003Cp>13.7.Ametiühing kohustub esitama kollektiivlepingu Sotsiaalministeeriumile\nregistreerimiseks.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Haridusasutuste töötajate töötasu kokkulepe\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Linnavalitsus ja ametiühing sõlmivad alljärgneva haridusasutuste\ntöötajate töötasu kokkuleppe töötasu alammäärade kohta Tartu linna\nkoolieelsetes munitsipaallasteasutustes, munitsipaalüldhariduskoolides, Tartu\nKutsehariduskeskuses ja Hariduse Tugiteenuste Keskuses:\u003C\u002Fp>\n\n\u003Cp>1.Koolieelses lasteasutuses töötava õpetaja töötasu kuualammäär\n(brutotasu) täistööajaga töötamisel vastavalt atesteerimisel omistatud\nametijärkudele on alates 01.01.2018.a järgmine:\u003C\u002Fp>\n\n\u003Cp>1)pedagoog 980 eurot;\u003C\u002Fp>\n\n\u003Cp>2)vanempedagoog 1060 eurot.\u003C\u002Fp>\n\n\u003Cp>2.Koolieelses lasteasutuses töötava kvalifikatsiooninõuetele vastava\nlogopeedi ja eripedagoogi töötasu kuualammäär (brutotasu) täistööajaga\ntöötamisel on alates 01.01.2018.a 1060 eurot.\u003C\u002Fp>\n\n\u003Cp>3.Koolieelses lasteasutuses töötava õpetajaabi, õpetajat abistava\ntöötaja ja lapsehoidja töötasu kuualammäär (brutotasu) täistööajaga\ntöötamisel on alates 01.01.2018.a 660 eurot.\u003C\u002Fp>\n\n\u003Cp>4.Põhikooli, gümnaasiumi ja Tartu Kutsehariduskeskuse pedagoogi töötasu\nkuualammäär (brutotasu) täistööajaga töötamise korral on alates\n01.01.2018.a 1150 eurot.\u003C\u002Fp>\n\n\u003Cp>5.Põhikoolis ja gümnaasiumis klassijuhatamise eest makstava töötasu\ntäiendava komponendi alammäär klassi kohta on alates 01.01.2018.a nii\npõhikoolis kui gümnaasiumis 140 eurot kuus.\u003C\u002Fp>\n\n\u003Cp>6.Põhikoolis, gümnaasiumis, Tartu Kutsehariduskeskuses ja Hariduse\nTugiteenuste Keskuses töötava kvalifikatsiooninõuetele vastava\nkõrgharidusega tugispetsialisti (eripedagoog, logopeed, psühholoog,\npsühhiaater, sotsiaalpedagoog, karjäärikoordinaator, -nõustaja,\n-spetsialist, -konsultant), huvijuhi, haridustehnoloogi töötasu kuualammäär\n(brutotasu) täistööajaga töötamisel on võrdne põhikooli ja gümnaasiumi\nõpetaja töötasu kuualammääraga.\u003C\u002Fp>\n\n\u003Cp>7.Põhikoolis või gümnaasiumis töötava abiõpetaja töötasu\nkuualammäär (brutotasu) täistööajaga töötamisel on võrdne koolieelses\nlasteasutuses töötava õpetajaabi töötasu kuualammääraga.\u003C\u002Fp>\n\n\u003Cp>8.Põhikoolis või gümnaasiumis töötava raamatukogu juhataja töötasu\nkuualammäär (brutotasu) täistööajaga töötamisel on 80% põhikooli ja\ngümnaasiumi õpetaja töötasu kuualammäärast.\u003C\u002Fp>\n\n\u003Cp>9.Tööandja esindaja võib suurendada töötaja töötasu kuumäära, kui\nharidusasutuse eelarves on selleks rahalisi vahendeid.\u003C\u002Fp>\n\n\u003Cp>10.Haridusasutuse direktor kehtestab palgakorralduse põhimõtted, kus\nreguleeritakse täpsemalt töötasu alammäärade astmed. Palgakorralduse\npõhimõtete koostamisse kaasatakse haridusasutuse töötajad ja ametiühingu\nusaldusisik.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Tartu Linnavalitsuse haridusosakonna haldusalas tegutsevad\nharidusasutused\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Tartumunitsipaalüldhariduskoolid:\u003C\u002Fp>\n\n\u003Cp>1.1.HugoTreffneri Gümnaasium\u003C\u002Fp>\n\n\u003Cp>1.2.MiinaHärma Gümnaasium\u003C\u002Fp>\n\n\u003Cp>1.3.TartuAleksander Puškini Kool\u003C\u002Fp>\n\n\u003Cp>1.4.TartuAnnelinna Gümnaasium\u003C\u002Fp>\n\n\u003Cp>1.5.TartuDescartes’i Kool\u003C\u002Fp>\n\n\u003Cp>1.6.TartuForseliuse Kool\u003C\u002Fp>\n\n\u003Cp>1.7.TartuHansa Kool\u003C\u002Fp>\n\n\u003Cp>1.8.TartuHerbert Masingu Kool\u003C\u002Fp>\n\n\u003Cp>1.9.TartuJaan Poska Gümnaasium\u003C\u002Fp>\n\n\u003Cp>1.10.TartuKarlova Kool\u003C\u002Fp>\n\n\u003Cp>1.11.TartuKesklinna Kool\u003C\u002Fp>\n\n\u003Cp>1.12.TartuKivlinna Kool\u003C\u002Fp>\n\n\u003Cp>1.13.Tartu Kristjan Jaak Petersoni Gümnaasium\u003C\u002Fp>\n\n\u003Cp>1.14.Tartu Kroonuaia Kool\u003C\u002Fp>\n\n\u003Cp>1.15.TartuMaarja Kool\u003C\u002Fp>\n\n\u003Cp>1.16.Tartu Mart Reiniku Kool\u003C\u002Fp>\n\n\u003Cp>1.17.TartuRaatuse Kool\u003C\u002Fp>\n\n\u003Cp>1.18.TartuTamme Kool\u003C\u002Fp>\n\n\u003Cp>1.19.TartuTäiskasvanute Gümnaasium\u003C\u002Fp>\n\n\u003Cp>1.20.TartuVariku Kool\u003C\u002Fp>\n\n\u003Cp>1.21.TartuVeeriku Kool\u003C\u002Fp>\n\n\u003Cp>1.22Ilmatsalu Põhikool\u003C\u002Fp>\n\n\u003Cp>2.Tartu koolieelsed munitsipaallasteasutused:\u003C\u002Fp>\n\n\u003Cp>2.1.Tärtu Kesklinna Lastekeskus\u003C\u002Fp>\n\n\u003Cp>2.2.Tartu Lasteaed Ann ike\u003C\u002Fp>\n\n\u003Cp>2.3.Tartu Lasteaed Helika\u003C\u002Fp>\n\n\u003Cp>2.4.Tartu Lasteaed Hellik\u003C\u002Fp>\n\n\u003Cp>2.5.Tartu Lasteaed Kannike\u003C\u002Fp>\n\n\u003Cp>2.6.Tartu Lasteaed Karoliine\u003C\u002Fp>\n\n\u003Cp>2.7.Tartu Lasteaed Kelluke\u003C\u002Fp>\n\n\u003Cp>2.8.Tartu Lasteaed Kivike\u003C\u002Fp>\n\n\u003Cp>2.9.Tartu Lasteaed Klaabu\u003C\u002Fp>\n\n\u003Cp>2.10.Tartu Lasteaed Krõll\u003C\u002Fp>\n\n\u003Cp>2.11.Tartu Lasteaed Lotte\u003C\u002Fp>\n\n\u003Cp>2.12.Tartu Lasteaed Meelespea\u003C\u002Fp>\n\n\u003Cp>2.13.TartuLasteaed Midrimaa\u003C\u002Fp>\n\n\u003Cp>2.14.TartuLasteaed Mõmmik\u003C\u002Fp>\n\n\u003Cp>2.15.TartuLasteaed Naerumaa\u003C\u002Fp>\n\n\u003Cp>2.16.TartuLasteaed Piilupesa\u003C\u002Fp>\n\n\u003Cp>2.17.TartuLasteaed Ploomike\u003C\u002Fp>\n\n\u003Cp>2.18.TartuLasteaed Poku\u003C\u002Fp>\n\n\u003Cp>2.19.TartuLasteaed Pääsupesa\u003C\u002Fp>\n\n\u003Cp>2.20.TartuLasteaed Ristikhein\u003C\u002Fp>\n\n\u003Cp>2.21.TartuLasteaed Rukkilill\u003C\u002Fp>\n\n\u003Cp>2.22.TartuLasteaed Sass\u003C\u002Fp>\n\n\u003Cp>2.23.TartuLasteaed Sipsik\u003C\u002Fp>\n\n\u003Cp>2.24.TartuLasteaed Sirel\u003C\u002Fp>\n\n\u003Cp>2.25.TartuLasteaed Triinu ja Taavi\u003C\u002Fp>\n\n\u003Cp>2.26.TartuLasteaed Tõruke\u003C\u002Fp>\n\n\u003Cp>2.27.TartuLasteaed Tähtvere\u003C\u002Fp>\n\n\u003Cp>2.28.TartuMaarjamõisa Lasteaed\u003C\u002Fp>\n\n\u003Cp>2.29Ilmatsalu Lasteaed Lepatriinu\u003C\u002Fp>\n\n\u003Cp>3.TartuKutsehariduskeskus\u003C\u002Fp>\n\n\u003Cp>4.Hariduse Tugiteenuste Keskus\u003C\u002Fp>\n\n\u003Cp>Ühiskomisjoni koosseis\u003C\u002Fp>\n\n\u003Cp>Ühiskomisjoni liikmeteks on:\u003C\u002Fp>\n\n\u003Cp>1.Riho Raave-linnavalitsuse esindaja\u003C\u002Fp>\n\n\u003Cp>2.Kairit Peekman-linnavalitsuse esindaja\u003C\u002Fp>\n\n\u003Cp>3.Kalle Kalda - ametiühingu esindaja\u003C\u002Fp>\n\n\u003Cp>4.Reemo Voltri - ametiühingu esindaja\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ühiskomisjoni koosseis\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ühiskomisjoni liikmeteks on:\u003C\u002Fp>\n\n\u003Cp>1.Riho Raave - linnavalitsuse esindaja\u003C\u002Fp>\n\n\u003Cp>2.Kairit Peekman - linnavalitsuse esindaja\u003C\u002Fp>\n\n\u003Cp>3.Kalle Kalda - ametiühingu esindaja\u003C\u002Fp>\n\n\u003Cp>4.Reemo Voltri - ametiühingu esindaja\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end":46,"trainingprogrammes":50,"trainingfund":54,"contractseverancepay":56,"childcare":60,"deathrelatives":64,"marriage":68,"hourspweek_select":70,"TRADEUNLEAV_trigger":74,"NOCTPREM_trigger":78,"OVERTIME_trigger":82,"ONCEONLY_trigger":86,"strikes_trigger":90,"paidpaternityleave":94,"PAIDLEAV_trigger":98},{"bindId":43,"name":44,"text":45},"cbadate_start","4.1.Kollektiivleping jõustub 1. jaanuari","4.1.Kollektiivleping jõustub 1. jaanuaril2018.",{"bindId":47,"name":48,"text":49},"cbadate_end","4.2.Kollektiivleping ja töörahu pidamise","4.2.Kollektiivleping ja töörahu pidamise kohustus kehtib kuni 31.\ndetsembrini 2018. a.",{"bindId":51,"name":52,"text":53},"trainingprogrammes","7.9.Tööandja esindaja võimaldab töötajal","7.9.Tööandja esindaja võimaldab töötajale haridusasutuse huvidest\nlähtuvat tööks vajalikku koolitust vastavalt töölepingu seaduse § 28\nlõike 2 punktile 5, makstes keskmist töötasu (tööpäevapõhine), tasudes\nvõi hüvitades kõik koolitusega seotud kulud (osalemistasu, sõidukulu,\nmajutuskulu). Kui koolitus toimub väljaspool Tartut, vormistatakse koolitusel\nosalemine töölähetusena ning kohaldatakse asjakohaseid õigusnorme.\nTööandja esindajal on õigus otsustada, kas koolitus on töötajale vajalik\nharidusasutuse huvides või mitte.",{"bindId":55,"name":52,"text":53},"trainingfund",{"bindId":57,"name":58,"text":59},"contractseverancepay","9.1.Ametiühingu liikmest töötaja töölepi","9.1.Ametiühingu liikmest töötaja töölepingu ülesütlemisel koondamise\ntõttu makstakse talle toetust töötasu ühe kuumäära ulatuses lisaks\nseaduses ettenähtule, kui tema tööstaaž Tartu Linnavalitsuse\nharidus¬osakonna haldusalas tegutsevates haridusasutustes on kokku vähemalt\n10 (kümme) aasta. Töötaja peab olema enne ülesütlemisavalduse saamist\nolnud vähemalt 3 aastat ametiühingu liige.",{"bindId":61,"name":62,"text":63},"childcare","8.5.Tööandja annab töötaja soovil kuni 1","8.5.Tööandja annab töötaja soovil kuni 14 kalendripäeva kalendriaastas\ntäiendavat tasustamata lapsepuhkust kuni 14-aastast last või kuni 18-aastast\npuudega last kasvatavale lapsevanemale, samuti hooldajale või eeskostjale\nkokkulepitud ajal.",{"bindId":65,"name":66,"text":67},"deathrelatives","7.6.Tööandja annab töötajale vaba aega, ","7.6.Tööandja annab töötajale vaba aega, makstes töötasu või seaduses\nnimetatud juhtudel keskmist töötasu, järgmistel põhjustel:\n\n7.6.1.kuni kolm päeva - abiellumise, lähedase isiku surma korral (vanem,\nabikaasa, elukaaslane, vend, õde, laps) või isale lapse sünni korral;",{"bindId":69,"name":66,"text":67},"marriage",{"bindId":71,"name":72,"text":73},"hourspweek_select","7.2.Koolieelse lasteasutuse õpetaja, log","7.2.Koolieelse lasteasutuse õpetaja, logopeedi, eripedagoogi, põhikooli ja\ngümnaasiumi õpetaja, logopeedi, eripedagoogi, kutseõppeasutuse õpetaja\ntäistööaeg on 35 tundi seitsmepäevase ajavahemiku jooksul. Baastöötasu\neest peab täistööaja sees:",{"bindId":75,"name":76,"text":77},"TRADEUNLEAV_trigger","10.3.Tööandja esindaja lubab kollektiivl","10.3.Tööandja esindaja lubab kollektiivlepingu pooleks oleva ametiühingu\nkirjaliku kutse alusel ametiühingu liikmel vähemalt viis päeva aastas\ntöölt puududa, et võimaldada tal osaleda ametiühingu korraldataval\nkoolitusel või ametiühingu organite töös. Töötaja teavitab tööandja\nesindajat töölt puudumise vajadusest vähemalt kaks nädalat ette.\nTöötajale säilitatakse töötasu kahe puudutud päeva eest\nkalendriaastas.",{"bindId":79,"name":80,"text":81},"NOCTPREM_trigger","6.8.Kui töötaja tööaeg langeb ööajale, m","6.8.Kui töötaja tööaeg langeb ööajale, maksab tööandja töö eest\n1,25kordset töötasu, kui ei ole kokku lepitud, et töötasu sisaldab tasu\nööajal töötamise eest. Tööandja esindaja ja töötaja võivad kokku\nleppida, et tööandja hüvitab ööajal töötamise vaba aja andmisega.\nTöötajaga ei saa sõlmida kokkulepet, et töölepingu seaduse § 29 lg 5\nalusel Vabariigi Valitsuse määrusega kehtestatud töötasu alammäär\nsisaldab tasu ööajal töötamise eest.",{"bindId":83,"name":84,"text":85},"OVERTIME_trigger","6.7.Tööandja esindaja ja töötaja võivad ","6.7.Tööandja esindaja ja töötaja võivad vajadusel kokku leppida, et\ntöötaja kohustub tegema tööd üle kokkulepitud tööaja (ületunnitöö).\nTööandja hüvitab ületunnitöö tegemise vaba aja andmisega ületunnitöö\najaga võrdses ulatuses, kui ületunnitöö tegemise kokkuleppes ei ole kokku\nlepitud ületunnitöö hüvitamine rahas. Ületunnitöö hüvitamisel rahas\nmaksab tööandja töötajale 1,5kordset töötasu.",{"bindId":87,"name":88,"text":89},"ONCEONLY_trigger","6.5.Kui töötaja töötab tulemuslikumalt, ","6.5.Kui töötaja töötab tulemuslikumalt, kui seda saab temalt\ntavapäraselt oodata ja haridusasutuses on kehtestatud tulemuslikkuse hindamise\nkriteeriumid lähtudes võrdse kohtlemise põhimõttest, siis võib tööandja\nesindaja eelarves rahaliste vahendite olemasolul maksta töötajale\ntulemustasu.\n\n6.6.Tööandja esindaja võib eelarveliste rahaliste vahendite olemasolul\nmaksta töötajale tööandja esindaja ühekordse otsuse alusel preemiat\nlähtudes võrdse kohtlemise põhimõttest. Tööandja esindaja peab preemia\nmaksmisel välja tooma selle maksmise põhjuse.",{"bindId":91,"name":92,"text":93},"strikes_trigger","13.3.Kollektiivlepingu kehtivuse ajal on","13.3.Kollektiivlepingu kehtivuse ajal on pooled kohustatud täitma\nkollektiivlepingu tingimusi ning mitte kuulutama välja streiki või töösulgu\nkollektiivlepingus sätestatud tingimuste muutmise ajendil.",{"bindId":95,"name":96,"text":97},"paidpaternityleave","7.6.1.kuni kolm päeva - abiellumise, läh","7.6.1.kuni kolm päeva - abiellumise, lähedase isiku surma korral (vanem,\nabikaasa, elukaaslane, vend, õde, laps) või isale lapse sünni korral;",{"bindId":99,"name":100,"text":101},"PAIDLEAV_trigger","8.1.Töötajale antakse põhipuhkust töötat","8.1.Töötajale antakse põhipuhkust töötatud aja eest kalendriaasta\nkohta.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>EST Tartu Linnavalitsus - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Alguskuupäev: → 2018-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Lõppkuupäev: → 2018-12-31\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: → Algkooliharidus, Keskkooliharidus, Koolieelne haridus, Haridussüsteemi tugiteenused\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Avalik või erasektor: → In the government 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                        Tartu Linnavalitsus\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                        TMHA - Tartu Maakonna Haridustöötajate Ametiühing, Tartu Haridustöötajate Liit\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            \n            \n            \u003Cdiv id=\"display-longtermillness\">Pikaajalise haiguse, näiteks vähiravi järgse tööle naasmise tingimused: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Tasutud menstruatsioonpuhkus: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Tööõnnetuse tagajärjel tekkinud töövõimetuse tasu: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">TERVISHOID, OHUTUS JA MEDITSIINILINE ABI\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Lepingu kohaselt on tagatud meditsiiniline abi: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Lepingu kohaselt on tagatud meditsiiniline abi ka töötaja sugulastele: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Lepingu kohaselt maksab tööandja toetust töötaja tervisekindlustusse: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Lepingu kohaselt on ka töötaja lähedased antud tervisekindlustusega kaetud: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Leping sisaldab töötervishoiu ja tööohutuse eeskirja: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Töötervishoiu ja tööohutuse koolitus on tagatud: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Kaitseriietus on tagatud: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Tööandja on võimaldanud regulaarse või iga-aastase meditsiinilise ülevaatuse: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Töökohas jälgitakse, et töökoht ei ole kahjustav töötaja luu- ja lihaskonna tervisele, jälgitakse ametialaste ohtude mõju ning töötaja töö ja tervise vahelist suhet: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Matusetoetus: → 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            \u003Cdiv id=\"display-childcareleave\">\n                Tasustatud puhkus lähedaste eest hoolitsemiseks aastas:  → 14 päev(a)\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Tasustatud isaduspuhkus: → 3 päev(a)\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Vabad päevad lähedase surma puhul: → 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: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Leping sisaldab punkte töökohas toimuva diskrimineerimise kohta: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Naistele on võrdsed võimalused ametikõrgenduseks: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Naistele on võrdsed võimalused koolitusteks ja ümberkoolitusteks:  → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Töökohas on olemas soolise võrdõiguslikkuse kontrollisik AÜ poolt: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Leping sisaldab punkte mis puudutavad seksuaalset ahistamist töökohas: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Leping sisaldab punkte mis puudutavad töökoha vägivalda: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Töölt vabastus töötajatele, kes on olnud koduvägivalla või lähedaste poolt toime pandud vägivalla ohvrid: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Invaliidsusega naistöötajate toetamine: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Soolise võrdõiguslikkuse jälgimine: → 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):  → 100 %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Koondamistasu 1-aastase tööstaažiga töötajale (protsent kuupalgast):  → Insufficient data %\n            \u003C\u002Fdiv>\n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Poole kohaga töötajad ei kuulu teatud sätete alla: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Sätted ajutiste töötajate kohta: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Praktikandid ei kuulu teatud sätete alla: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Pisi- või õpilastööd ei kuulu teatud sätete alla: → 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            \u003Cdiv id=\"display-hourspweek\">\n                Töötunnid nädala kohta: → 35.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Aastane tasustatud puhkus: → -9.0 päev(a)\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Aastane tasustatud puhkus: → -10.0 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: → 5.0 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:  → No\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            \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: → 125 % normaalpalgast\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Lisatasu ainult öötöö eest: → Yes\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \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            \n\n            \n\n            \u003Ch4>Toidukupongid\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Toidukompensatsioon on tagatud: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Tasuta õigusabi: → No\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[107],{"title":35,"slug":31},[109],{"type":110,"data":111},"call_to_action_body_block",{"title":112,"description":113,"variant":114,"link":115},"Võrrelda kollektiivlepinguid","Võrrelge Eesti kollektiivlepinguid tegevusharude, teemade ja riikide kaupa","dark",{"title":112,"url":116,"description":112,"rel":117,"type":118},"\u002Fet-ee\u002Ftootamine-eestis\u002Fkollektiivlepingute-andmebaas\u002Fvorrelda-kollektiivlepinguid","follow","internal",[120],{"type":110,"data":121},{"title":112,"description":113,"variant":114,"link":122},{"title":112,"url":116,"description":112,"rel":117,"type":118},[],{"title":15,"seo_title":125,"description":7,"path":126,"redirect_url":7,"locale":16,"children":127},"WageIndicator Eesti: palgad, alampalk ja tööõigus","\u002Fet-ee",[128,213,242],{"title":18,"seo_title":129,"description":7,"path":130,"redirect_url":7,"locale":16,"children":131},"Töö Eestis: palgad, alampalk ja töötingimused","\u002Fet-ee\u002Ftootamine-eestis",[132,136,140,156,205,209],{"title":133,"seo_title":8,"description":7,"path":134,"redirect_url":7,"locale":16,"children":135},"Elatusmiinimum","\u002Fet-ee\u002Ftootamine-eestis\u002Felatusmiinimum",[],{"title":137,"seo_title":8,"description":7,"path":138,"redirect_url":7,"locale":16,"children":139},"Miinimumpalk","\u002Fet-ee\u002Ftootamine-eestis\u002Fmiinimumpalk",[],{"title":141,"seo_title":8,"description":7,"path":142,"redirect_url":7,"locale":16,"children":143},"Palk","\u002Fet-ee\u002Ftootamine-eestis\u002Fpalk",[144,148,152],{"title":145,"seo_title":8,"description":7,"path":146,"redirect_url":7,"locale":16,"children":147},"Palgauuring","\u002Fet-ee\u002Ftootamine-eestis\u002Fpalk\u002Fpalgauuring",[],{"title":149,"seo_title":8,"description":7,"path":150,"redirect_url":7,"locale":16,"children":151},"Palga kontroll","\u002Fet-ee\u002Ftootamine-eestis\u002Fpalk\u002Fkontroll",[],{"title":153,"seo_title":8,"description":7,"path":154,"redirect_url":7,"locale":16,"children":155},"Kuulsuste palgad","\u002Fet-ee\u002Ftootamine-eestis\u002Fpalk\u002Fvip",[],{"title":157,"seo_title":158,"description":7,"path":159,"redirect_url":7,"locale":16,"children":160},"Tööõigus","Tööõigus Eestis: lepingud, palgad ja töötajate õigused","\u002Fet-ee\u002Ftootamine-eestis\u002Ftoooigus",[161,165,169,173,177,181,185,189,193,197,201],{"title":162,"seo_title":8,"description":7,"path":163,"redirect_url":7,"locale":16,"children":164},"Töö ja Palgad","\u002Fet-ee\u002Ftootamine-eestis\u002Ftoooigus\u002Ftoo-ja-palgad",[],{"title":166,"seo_title":8,"description":7,"path":167,"redirect_url":7,"locale":16,"children":168},"Hüvitis ja tööaeg","\u002Fet-ee\u002Ftootamine-eestis\u002Ftoooigus\u002Fhuvitis-ja-tooaeg",[],{"title":170,"seo_title":8,"description":7,"path":171,"redirect_url":7,"locale":16,"children":172},"Igaaastane Puhkus ja Riigipühad","\u002Fet-ee\u002Ftootamine-eestis\u002Ftoooigus\u002Figaaastane-puhkus-ja-riigipuhad",[],{"title":174,"seo_title":8,"description":7,"path":175,"redirect_url":7,"locale":16,"children":176},"Lepingud ja vallandamised","\u002Fet-ee\u002Ftootamine-eestis\u002Ftoooigus\u002Flepingud-ja-vallandamised",[],{"title":178,"seo_title":8,"description":7,"path":179,"redirect_url":7,"locale":16,"children":180},"Perekohustused","\u002Fet-ee\u002Ftootamine-eestis\u002Ftoooigus\u002Fperekohustused",[],{"title":182,"seo_title":8,"description":7,"path":183,"redirect_url":7,"locale":16,"children":184},"Emadus ja Töö","\u002Fet-ee\u002Ftootamine-eestis\u002Ftoooigus\u002Femadus-ja-too",[],{"title":186,"seo_title":8,"description":7,"path":187,"redirect_url":7,"locale":16,"children":188},"Tervis ja Ohutus","\u002Fet-ee\u002Ftootamine-eestis\u002Ftoooigus\u002Ftervis-ja-ohutus",[],{"title":190,"seo_title":8,"description":7,"path":191,"redirect_url":7,"locale":16,"children":192},"Haiguspuhkus","\u002Fet-ee\u002Ftootamine-eestis\u002Ftoooigus\u002Fhaiguspuhkus",[],{"title":194,"seo_title":8,"description":7,"path":195,"redirect_url":7,"locale":16,"children":196},"Sotsiaalkindlustus","\u002Fet-ee\u002Ftootamine-eestis\u002Ftoooigus\u002Fsotsiaalkindlustus",[],{"title":198,"seo_title":8,"description":7,"path":199,"redirect_url":7,"locale":16,"children":200},"Võrdne 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