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charset=UTF-8\">\n  \u003Ctitle>New10\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>\u003Cbr>\nKOLLEKTIIVLEPING\u003C\u002Fh1>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nTartus 11. aprillil 2000. a\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\nTartu Ülikool (edaspidi ülikool), keda esindab rektor Jaak Aaviksoo, ja Tartu\nÜlikooli Ametiühing (edaspidi ametiühing), keda esindab esimees Aleksander\nJakobson, sõlmivad käesoleva kollektiivlepingu.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>\u003Cbr>\n1 peatükk\u003C\u002Fh2>\n\n\u003Ch2>ÜLDOSA\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n1.Kollektiivlepingu eesmärk\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nKollektiivlepingu eesmärk on luua ülikoolis pooli rahuldavad töösuhted ja\nkaasaegne töökorraldus, mis aitab hoida ja edendada ülikooli rolli ja kohta\nEesli ühiskonnas ja rahvusvahelisel tasandil.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n2.Kollektiivlepingu rakendusala\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\n2.1.Kollektiivleping laieneb ülikoolile kui tööandjale ja kõigile\nametiühingu liikmetest töötajatele.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.2.Kollektiivlepingu rakendamisel juhinduvad pooled Eesti Vabariigi\nseadustest ning teistest õigusaktidest, samuti tööandjate ja ametiühingute\nkeskorganisatsioonide kahe- ja kolmepoolsetest lepingutest.\u003C\u002Fp>\n\n\u003Cp>2.3.Töötajatele laienevate seaduste, kollektiivlepingu(te) ja\ntöölepingute vastuolu korral kohaldatakse töötajale soodsaimat sätet.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n3.Poolte suhted\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n3.1.Pooled rajavad oma suhted vastastikusele usaldusele, vabale teabevahetusele\nkollektiivlepingu täitmist puudutavates küsimustes ja lahendavad tekkivad\nprobleemid läbirääkimiste teel.\u003C\u002Fp>\n\n\u003Cp>3.2.Omavahelisel suhtlemisel kohustuvad pooled\u003C\u002Fp>\n\n\u003Cp>3.2.1.kinni pidama Eesti Vabariigi seadustest ja teistest õigusaktidest,\nakadeemilistest tavadest ning headest kommetest;\u003C\u002Fp>\n\n\u003Cp>3.2.2.tunnustama ja arvestama teise poole huve, vajadusi ja võimalusi;\u003C\u002Fp>\n\n\u003Cp>3.2.3.teavitama teist poolt planeeritavatest muutustest, mis on teise poole\njaoks olulise tähtsusega või mõjutavad igapäevast töökorraldust;\u003C\u002Fp>\n\n\u003Cp>3.2.4.informeerima teineteist, kui ühel pooltest tekib lepingu täitmise\nosas rahulolematus.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>II peatükk\u003C\u002Fh2>\n\n\u003Ch2>SUHTED ÜLIKOOLI JA AMETIÜHINGU VAHEL\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n4.Poolte õigused ja kohustused\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n4.1.Ametiühing kohustub:\u003C\u002Fp>\n\n\u003Cp>4.1.1.korraldama koosolekuid ja konverentse reeglina töövälisel ajal.\nTööajal korraldatakse koosolekuid ja konverentse ülikooli ja ametiühingu\nvastastikusel kokkuleppel;\u003C\u002Fp>\n\n\u003Cp>4.1.2.teavitama ühe kuu jooksul ülikooli personaliosakonda ametiühingu\nliikmeskonnas ja juhatuses toimunud muudatustest, usaldusisikute valimisest nm?\nnende volituste lõppemisest;\u003C\u002Fp>\n\n\u003Cp>4.1.3.esitama ülikooli personaliosakonda kalendriaasta alguses\ninformatsiooni töötajate ametiühingusse kuulumise ning usaldusisikute\nkehtivate volituste kohta\u003C\u002Fp>\n\n\u003Cp>4.2.Ametiühingu esimees informeerib rektorit ametiühingu üritustest\nlinnas, riigis ja väljaspool seda.\u003C\u002Fp>\n\n\u003Cp>4.3.Ülikool kohustub ametiühingu liikme kirjaliku avalduse alusel pidama\ntema palgast kinni ametiühingu liikmemaksu ning kandma selle üle ametiühingu\narvelduskontole\u003C\u002Fp>\n\n\u003Cp>4.4.Ülikool võimaldab ametiühingul põhikirjaliseks tegevuseks kasutada\nülikoolile kuuluvaid tööruume, side-, paljundus-ja transpordivahendeid\nvastavail poolte kokkuleppele\u003C\u002Fp>\n\n\u003Cp>4.5.Ülikool kutsub ametiühingu esindaja osalema ülikooli nõukogu\nistungitel\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n5.Töötaja õigused\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n5.1.Töötajal on õigus vabalt väljendada oma isiklikku arvamust riigi- ja\nkõrghariduspoliitika ning ülikooli ja struktuuriüksuse tegevuse kohta ning\nleha ettepanekuid selle muutmiseks ja täiendamiseks. Selle õiguse kasutamise\neest ei tohi töötajat karistada ega diskrimineerida.\u003C\u002Fp>\n\n\u003Cp>5.2.Töötajal on õigus tutvustada oma töölepingut usaldusisikule.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n6.Töövaidluste lahendamine\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n6.1.Töötajal on õigus esitada oma töösuhet, sealhulgas töölepingu\ntäitmist, muutmist ja lõpetamist puudutavas küsimuses avaldus ülikooli\nesindajale ja usaldusisikule.\u003C\u002Fp>\n\n\u003Cp>6.2.Ülikooli esindaja ja usaldusisik selgitavad töötaja avalduse alusel\nühistel nõupidamistel ühe nädala jooksul poolte seisukohad ning võtavad\ntarvitusele vajalikud abinõud\u003C\u002Fp>\n\n\u003Cp>6.3.Kui ülikooli ja töötaja vahelisi eriarvamusi ei ole võimalik\nlahendada ülikooli esindaja ja usaldusisiku nõupidamistel, arutavad küsimust\nrektori ja ametiühingu poolt volitatud esindajad.\u003C\u002Fp>\n\n\u003Cp>6.4.Töösuhet puudutavas küsimuses avalduse esitamine ei võta töötajalt\nõigust pöörduda töövaidluskomisjoni või kohtu poole.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n7.Usaldusisik\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n7.1.Usaldusisik on ülikooli töötaja, kes on ametiühingu liikmele poolt\nvalitud töötajale esindajaks töösuhetes ülikooliga.\u003C\u002Fp>\n\n\u003Cp>7.2.Ametiühingu usaldusisikute arv on maksimaalselt 20.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n8.Tagatised usaldusisikule\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n8.1. Usaldusisiku volituste ajal ei või vähendada tema palgamäära,\nhalvendada töötingimusi ega viia üle vähemtasustatavale tööle.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.2. Ülikool on kohustatud tagama usaldusisikule võimaluse täita oma\nülesandeid põhitöö ajal vähemalt kuus tundi nädalas.\u003C\u002Fp>\n\n\u003Cp>8.3 Eelmises punktis näidatud aja eest säilitatakse usaldusisikule\npõhitöökohal kokkulepitud palgamäär ning õigusaktidega, käesoleva\nkollektiivlepinguga ja töölepinguga ettenähtud soodustused ja tagatised.\u003C\u002Fp>\n\n\u003Cp>8.4 Ametiühingu esimehe taotlusel võib usaldusisikule anda tema poolt\nusaldusisikuna täidetud ülesannete tulemuslikkuse eest täiendavat\nlisapuhkust kuni viis kalendripäeva aastas\u003C\u002Fp>\n\n\u003Cp>8.5 Usaldusisiku ülesannete täitmine töövälisel ajal hüvitatakse\nkokkuleppel ülikooliga\u003C\u002Fp>\n\n\u003Cp>8.6 Usaldusisikuga töölepingu lõpetamisel tema volituste ajal ja ühe\naasta jooksul pärast volituste lõppemist on vajalik ametiühingu komitee ja\nkohaliku tööinspektsiooni nõusolek alljärgnevatel juhtudel\u003C\u002Fp>\n\n\u003Cp>8.6.1.töötaja koondamisel;\u003C\u002Fp>\n\n\u003Cp>8.6.2.mittevastavusel oma ametikohale või tehtavale tööle tööoskuse\nvõi tervise tõttu;\u003C\u002Fp>\n\n\u003Cp>8.6.3.töötajapoolsel töökohustuste rikkumisel;\u003C\u002Fp>\n\n\u003Cp>8.6.4.töötaja suhtes usalduse kaotamisel;\u003C\u002Fp>\n\n\u003Cp>8.6.5.töötaja vääritu teo tõttu;\u003C\u002Fp>\n\n\u003Cp>8.6.6.töötaja vanuse tõttu;\u003C\u002Fp>\n\n\u003Cp>8.6.7.korruptiivse teo tõttu.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>III peatükk\u003C\u002Fh2>\n\n\u003Ch2>TÖÖLEPINGU SÕLMIMINE, MUUTMINE JA LÕPETAMINE\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n9.Töölepingu sõlmimine\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n9.1.Tööleping sõlmitakse ülikooli tööle asumisel kirjalikult kahes\neksemplaris, millest üks jääb töötajale ja üks ülikoolile. Ülikooli\neksemplar säilitatakse personaliosakonnas või asutuses, mille juhil on\nülikooli esindajana õigus sõlmida töölepinguid.\u003C\u002Fp>\n\n\u003Cp>9.2.Õppejõudude ja teaduritega on pärast nende pensionile jäämist\nõigus sõlmida erakorralise vanemteaduri või teaduri tööleping nende poolt\ntaotletud ja saadud grantide, lepingule ning fondidelt saadud muude\nriigieelarveväliste sihtotstarbeliste eraldiste arvel.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n10.Töölepingu muutmine\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n10.1.Töölepingus kindlaks määratud tingimustes muudatuste tegemine,\nsealhulgas mõnede tingimuste lepingust väljajätmine või täiendavate\ntingimuste lepingusse võimine, vormistatakse kirjalikult.\u003C\u002Fp>\n\n\u003Cp>10.2.Töötajal on õigus enne töölepingu muutmist konsulteerida\nusaldusisikuga ja ametiühingu juristiga ning küsida selgitusi ülikooli\njuristilt.\u003C\u002Fp>\n\n\u003Cp>10.3.Töölepingu muutmine on lubatud vaid poolte kokkuleppel. Töölepingut\non võimalik ühepoolselt muuta alljärgnevatel juhtudel\u003C\u002Fp>\n\n\u003Cp>10.3.1.töötaja nõudmisel teisele tööle alatiseks üleviimisel, kui\u003C\u002Fp>\n\n\u003Cp>10.3.1.1.arsti otsusega on töötajale senise töö jätkamine tervise\ntõttu vastunäidustatud;\u003C\u002Fp>\n\n\u003Cp>10.3.1.2.ülikool on süüdi töötaja tervise muutumisel selliseks, mis ei\nluba tal senise töö jätkamist. Väljaõppe ja teise töö tegemise ajal\ntagab tööandja töötajale endise töö järgse keskmise palga;\u003C\u002Fp>\n\n\u003Cp>10.3.2.töötaja nõudmisel arsti otsuse alusel tervise halvenemise tõttu\najutisel töötingimuste kergendamisel või ajutisel üleviimisel teisele\ntööle;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cp>10.3.3.raseda või alla kolmeaastase lapsega naise nõudmisel arsti otsuse\nalusel ajutisel töötingimuste kergendamisel või ajutisel üleviimisel\nteisele tööle;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.3.4.ülikoolil töötaja töölepingu tingimuste muutmisel (palga\nvähendamine, töötasustamise aluste, tööaja kestuse ja -režiimi muutmine,\ntöötingimuste halvendamine) tootmise või töö ümberkorraldamise tõttu,\nteatades sellest töötajale kirjalikult ette vähemalt üks kuu;\u003C\u002Fp>\n\n\u003Cp>10.3.5.ülikoolil töötaja ajutisel üleviimisel teisele tööle\ntootmishädavajaduse korral erakorralistel asjaoludel. Teisel tööl makstakse\ntöötajale töötasu tehtud töö järgi, kuid mitte vähem keskmisest palgast\nendisel tööl;\u003C\u002Fp>\n\n\u003Cp>10.3.6.ülikoolil töötaja ajutisel üleviimisel teisele tööle\ntööseisaku korral Töötajale, kes ei ole süüdi tööseisaku tekkimises,\nmakstakse teisel tööl tasu töö järgi, kuid mitte vähem keskmisest palgast\nendisel tööl, tingimusel, et ta täidab töönorme.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n11.Osaline tööaeg ja osaliselt tasustatav puhkus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n11.1.Töömahu ajutisel vähenemisel on ülikoolil õigus kohaliku\ntööinspektsiooni nõusolekul ja kokkuleppel töötajaga kehtestada\ntöötajale kuni kolmeks kuuks aastas osaline tööaeg või saata töötaja\nsamaks tähtajaks osaliselt tasustatavale puhkusele.\u003C\u002Fp>\n\n\u003Cp>11.2.Osalise tööaja kestus ei või olla alla 60% töölepingus ettenähtud\ntööaja normaalkestusest ja osaliselt tasustava puhkuse ajal makstav\npuhkusetasu ei või olla väiksem kui 60% töölepingus ettenähtud\npalgamäärast.\u003C\u002Fp>\n\n\u003Cp>11.3.Ülikoolil on keelatud kehtestada töötajale osalist tööaega või\nsaata teda osaliselt tasustatavale puhkusele ajal, mil talle on ette teatatud\ntöölepingu lõpetamisest koondamise tõttu.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n12.Töölepingu lõpetamine ülikooli algatusel\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n12.1.Töölepingu lõpetamisest on ülikool kohustatud töötajale kirjalikult\nette teatama\u003C\u002Fp>\n\n\u003Cp>12.1.1.töötaja koondamisel, kelle pidev tööstaaž ülikoolis on alla\nviie aasta mitte vähem kui kaks kuud; 5-10 aastat - mitte vähem kui kolm\nkuud; üle 10 aasta mitte vähem kui neli kuud;\u003C\u002Fp>\n\n\u003Cp>12.1.2.töötaja mittevastavusel oma ametikohale või tehtavale tööle\nmitte vähem kui üks kuu;\u003C\u002Fp>\n\n\u003Cp>12.1.3.pikaajalise töövõimetuse korral mitte vähem kui kaks nädalat;\u003C\u002Fp>\n\n\u003Cp>12.1.4.65-aastaseks saamisel töötajale, kelle pidev tööstaaž ülikoolis\non alla 10 aasta kaks kuud; 10-20 aastat - kolm kuud; üle 20 aasta neli\nkuud.\u003C\u002Fp>\n\n\u003Cp>12.2.Ametiühingu liikmega töölepingu lõpetamisel eelmises punktis\nettenähtud aluste! on ülikool kohustatud kirjalikult ette teatama eelmises\npunktis ettenähtud tähtaegadel ametiühingule, näidates ära lepingu\nlõpetamise põhjuse ning tehes teatavaks abinõud, mis on tarvitusele võetud\ntöötaja edaspidiseks tööga kindlustamiseks.\u003C\u002Fp>\n\n\u003Cp>12.3.Usaldusisikuga töölepingu lõpetamisel koondamise või mittevastavuse\ntõttu on ülikool kohustatud töötajale ja ametiühingule kirjalikult ette\nteatama punktides 12.1 ja 12.2 ettenähtud tähtaegadest üks kuu varem.\u003C\u002Fp>\n\n\u003Cp>12.4.Ülikool on kohustatud võimaldama töötajale asjakohaseid selgitusi\ntöölepingu lõpetamise põhjustest. Töötajal on õigus selgituste saamiseks\nsaata enese asemel või võtta enesega kaasa usaldusisik.\u003C\u002Fp>\n\n\u003Cp>12.5.Ametiühingul on õigus nõuda ning ülikooli esindajal on kohustus\nesitada töölepingu lõpetamisel töötaja koondamise või ametikohale\nmittevastavuse tõttu täiendavaid andmeid töölepingu lõpetamise põhjuste\nkohta - majanduslikud arvutused, töötajate mittevastavust oma ametikohale\ntõendavad otsused, protokollid, testid jms.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n13.Töölepingu lõpetamine koondamise tõttu\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n13.1.Töölepingu lõpetamisel koondamise tõttu lähtub ülikool\npõhimõttest, et tööle jäämise eelisõigus on eelkõige usaldusisikutel,\nseejärel töötajatel, kes töötavad ülikoolis põhikohaga. Põhikohaga\ntöötavatest isikutest eelistatakse paremate tööalaste näitajatega isikuid\nVõrdsete tööalaste näitajate komal eelistatakse töötajaid, kes on\nülikooli süül saanud kutsehaiguse või töövigastuse, kes on kauem\ntöötanud ülikoolis, kellel on ülalpeetavaid, kes täiendavad oma\nkutseoskusi ja teadmisi eriharidust andvas õppeasutuses.\u003C\u002Fp>\n\n\u003Cp>13.2.Pensionieelses eas töötajaid (kuni viis aastat enne pensioniea\nsaabumist) tohib muude võrdsele tingimuste korral koondada viimases\njärjekorras.\u003C\u002Fp>\n\n\u003Cp>13.3.Ülikoolil on keelatud teatada töötajale tema koondamisest ette ajal,\nmil talle on kehtestatud osaline tööaeg või ta on saadetud osaliselt\ntasustatavale puhkusele\u003C\u002Fp>\n\n\u003Cp>13.4.Ülikool on kohustatud vabade kohtade tekkides koondatud töötaja tema\nkirjalikul soovil kuue kuu jooksul tööle võtma.\u003C\u002Fp>\n\n\u003Cp>13.5.Eelmises punktis nimetatud kirjalikke sooviavaldusi informatsiooni\nsaamiseks vabade töökohtade kohta hoitakse ülikooli personaliosakonnas.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n14.Koondamise tõttu töölepingu lõpetamise peatamine\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n14.1.Ametiühing võib töölepingu lõpetamise peatada kuni üheks kuuks, kui\nülikool on ette teatanud 10-20 töötajale töölepingu lõpetamisest\ntöötajale koondamise tõttu kolme kuu jooksul ja vabanevate töötajate\ntööle paigutamine ei ole tagatud.\u003C\u002Fp>\n\n\u003Cp>14.2.Ametiühing võib töölepingu lõpetamise peatada kuni kaheks kuuks,\nkui ülikool on ette teatanud enam kui 20 töötajale töölepingu\nlõpetamisest töötajate koondamise tõttu kolme kuu jooksul ja vabanevate\ntöötajate toole paigutamine ei ole tagatud.\u003C\u002Fp>\n\n\u003Cp>14.3.Töölepingu lõpetamise peatamiseks esitab ametiühing ülikoolile\nvastava teatise, milles näitab\u003C\u002Fp>\n\n\u003Cp>14.3.1.põhjuse, miks töölepingute lõpetamine peatatakse;\u003C\u002Fp>\n\n\u003Cp>14.3.2.töötaja(d), kelle töölepingu lõpetamine peatatakse;\u003C\u002Fp>\n\n\u003Cp>14.3.3.töölepingu lõpetamise peatamise ajavahemiku.\u003C\u002Fp>\n\n\u003Cp>14.4.Punktides 14.1 ja 14.2 nimetatud aluse äralangemisel tühistab\nametiühing koondamise peatamise.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n15.Töötaja õigused töölepingu lõpetamisel koondamise või tervise\ntõttu\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n15.1.Ülikool võimaldab töötajal, kelle pidev tööstaaž ülikoolis on\nvähemalt viis aastal nina kellega on kavas lõpetada tööleping koondamise\ntõttu, osaleda etteteatamisaja jooksul kuni 10 päeva ametiühingu poolt või\nselle osalusel korraldatavatel kursustel, kooskõlastades selle eelnevalt töö\nvahetu korraldajaga.\u003C\u002Fp>\n\n\u003Cp>15.2.Töötajal, kelle pidev tööstaaž ülikoolis on vähemalt viis aastat\nning kellega on kavas lõpetada tööleping koondamise või tervise tõttu, on\nkooskõlastatult töö vahetu korraldajaga õigus töölepingu lõpetamise\netteteatamisaja jooksul uue töökoha otsimiseks puududa töölt kuni neh tundi\nnädalas palga säilitamisega.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>IV peatükk\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>PALGAKORRALDUS\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n16. Palgakorraldus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n16.1.Ülikool püüab töö tasustamisel pakkuda tööjõuturul samaväärse\ntöö eest makstavaid konkurentsivõimelisi palku.\u003C\u002Fp>\n\n\u003Cp>16.2.Töötasustamise põhimõtete muutmisel konsulteerib ülikool\nametiühinguga.\u003C\u002Fp>\n\n\u003Cp>16.3.Ametiühingul on õigus esitada ettepanekuid palgakorralduse\ntäiustamiseks.\u003C\u002Fp>\n\n\u003Cp>16.4.Ametiühingul on õigus saada palgaanalüüsideks töötajale rühmade\n(mitte vähem kui viis töötajat) palgaandmeid ametikohtade,\nstruktuuriüksuste jne lõikes.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n17.Miinimumkuupalgamäärad\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n17.1.Kõrgharidusega spetsialisti miinimumkuupalgamäär kõrgharidust nõudval\ntööl ülikoolis on 4000 krooni.\u003C\u002Fp>\n\n\u003Cp>17.2.Arvestades raamatukogu eelarvevahendite ebapiisavust, on ülikooli\nraamatukogus kõrgharidust nõudval ametikohal töötava kõrgharidusega\nspetsialisti miinimumkuupalgamäär kuni 31. detsembrini 2000. a 3200\nkrooni.\u003C\u002Fp>\n\n\u003Cp>17.3.Pooled kohustuvad elukalliduse kasvu ja ülikooli prognoositavat\neelarvet arvestades alustama läbirääkimisi punktis 17.1 toodud\nmiinimumkuupalgamäära muutmiseks ülikooli 2001. a eelarve koostamise\nkäigus.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\n17.4.Ametikohtade miinimumkuupalgamäärad ja neile vastavad koefitsiendid on\nalljärgnevad:\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse;border:none\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:12.0pt\">\n      \u003Ctd width=\"264\" valign=\"top\" style=\"width:198.2pt;border:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.0pt\">\u003Cp class=\"MsoNormal\">\u003Ca name=\"bookmark46\" id=\"bookmark46\">\u003Cb>\u003Cspan lang=\"ET\" style=\"font-size:10.0pt;   font-family:"Times New Roman",serif\">Ametikoht\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fa>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"ET\" style=\"font-size:10.0pt;font-family:"Times New Roman",serif;   color:windowtext\"> \u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:5.0cm;border:solid windowtext 1.0pt;   border-left:none;padding:0cm .5pt 0cm .5pt;height:12.0pt\">\u003Cp class=\"MsoNormal\">\u003Cb>\u003Cspan lang=\"ET\" style=\"font-size:10.0pt;font-family:"Times New Roman",serif;   color:windowtext\">Miinimumkuupalgamäär\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" valign=\"top\" style=\"width:78.0pt;border:solid windowtext 1.0pt;   border-left:none;padding:0cm .5pt 0cm .5pt;height:12.0pt\">\u003Cp class=\"MsoNormal\" align=\"right\" style=\"margin-right:10.0pt;text-align:right\">\u003Cb>\u003Cspan lang=\"ET\" style=\"font-size:10.0pt;font-family:"Times New Roman",serif;   color:windowtext\">Koefitsient\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:11.5pt\">\n      \u003Ctd width=\"264\" valign=\"top\" style=\"width:198.2pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:11.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ET\" style=\"font-size:10.0pt;font-family:"Times New Roman",serif\">Professor\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ET\" style=\"font-size:10.0pt;font-family:"Times New Roman",serif;color:windowtext\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"top\" style=\"width:5.0cm;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:11.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"text-align:center\">\u003Cspan lang=\"ET\" style=\"font-size:10.0pt;font-family:"Times New Roman",serif;color:windowtext\">12\n        000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" valign=\"top\" style=\"width:78.0pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:11.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:26.0pt\">\u003Cspan lang=\"ET\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif;color:windowtext\">3,00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.5pt\">\n      \u003Ctd width=\"264\" valign=\"top\" style=\"width:198.2pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:12.5pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ET\" style=\"font-size:10.0pt;font-family:"Times New Roman",serif\">Dotsent,\n        vanemteadur\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:44.0pt\">\u003Cspan lang=\"ET\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif;color:windowtext\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"bottom\" style=\"width:5.0cm;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:44.0pt\">\u003Cspan lang=\"ET\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif;color:windowtext\">9\n        000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:78.0pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.5pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:26.0pt\">\u003Cspan lang=\"ET\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif;color:windowtext\">2,25\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.7pt\">\n      \u003Ctd width=\"264\" valign=\"top\" style=\"width:198.2pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:12.7pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ET\" style=\"font-size:10.0pt;font-family:"Times New Roman",serif\">Vanemassistent,\n        lektor, teadur\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:44.0pt\">\u003Cspan lang=\"ET\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif;color:windowtext\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"bottom\" style=\"width:5.0cm;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:44.0pt\">\u003Cspan lang=\"ET\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif;color:windowtext\">6\n        000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:78.0pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.7pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:26.0pt\">\u003Cspan lang=\"ET\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif;color:windowtext\">1,50\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.25pt\">\n      \u003Ctd width=\"264\" valign=\"top\" style=\"width:198.2pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:12.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ET\" style=\"font-size:10.0pt;font-family:"Times New Roman",serif\">Assistent,\n        õpetaja\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:44.0pt\">\u003Cspan lang=\"ET\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif;color:windowtext\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"bottom\" style=\"width:5.0cm;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.25pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:44.0pt\">\u003Cspan lang=\"ET\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif;color:windowtext\">5\n        000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:78.0pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.25pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:26.0pt\">\u003Cspan lang=\"ET\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif;color:windowtext\">1,25\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.25pt\">\n      \u003Ctd width=\"264\" valign=\"top\" style=\"width:198.2pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:12.25pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ET\" style=\"font-size:10.0pt;font-family:"Times New Roman",serif\">Kõrgharidusega\n        spetsialist\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:44.0pt\">\u003Cspan lang=\"ET\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif;color:windowtext\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"bottom\" style=\"width:5.0cm;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.25pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:44.0pt\">\u003Cspan lang=\"ET\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif;color:windowtext\">4\n        000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:78.0pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.25pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:26.0pt\">\u003Cspan lang=\"ET\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif;color:windowtext\">1,00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:12.95pt\">\n      \u003Ctd width=\"264\" valign=\"top\" style=\"width:198.2pt;border:solid windowtext 1.0pt;   border-top:none;padding:0cm .5pt 0cm .5pt;height:12.95pt\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"ET\" style=\"font-size:10.0pt;font-family:"Times New Roman",serif\">Keskeriharidusega\n        spetsialist, ametnik\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\" style=\"text-indent:44.0pt\">\u003Cspan lang=\"ET\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif;color:windowtext\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\" valign=\"bottom\" style=\"width:5.0cm;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.95pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:44.0pt\">\u003Cspan lang=\"ET\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif;color:windowtext\">3\n        200\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\" valign=\"bottom\" style=\"width:78.0pt;border-top:none;border-left:   none;border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm .5pt 0cm .5pt;height:12.95pt\">\u003Cp class=\"MsoNormal\" style=\"text-indent:26.0pt\">\u003Cspan lang=\"ET\" style=\"font-size:   10.0pt;font-family:"Times New Roman",serif;color:windowtext\">0,80\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"FI\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n18.Töö tasustamine eritingimustes tehtud töö eest\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\n18.1.Töötajale makstakse lisatasu 10% töötaja tunnipalgamäärast õhtusel\najal ja 20% öösel töötatud tunni eest. Õhtuseks ajaks loetakse\najavahemikku kella 18.00-22.00, öiseks ajaks ajavahemikku kella 22.00-6.00.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>18.2.Töötajale võib maksta lisatasu kõrgemapalgalise töötaja\nasendamise eest asendatava ja asendaja palgamäärade vahe ulatuses juhul, kui\nasendamist ei hüvitata muul viisil.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n19.Palkade maksmine\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n19.1.Palkade maksmisel lähtutakse Tartu Ülikooli palgaeeskirjast. Töötajale\npalga maksmisega sularahas või ülekandega töötaja palgaarvele viivitamise\neest maksab ülikool töötajale iga viivitatud päeva eest viivist 0,5%\nmaksmisele või ülekandmisele kuulunud palgast.\u003C\u002Fp>\n\n\u003Cp>19.2.Töötajal on õigus omal soovil saada andmeid temale arvutatud ja\nmakstud või maksmisele kuuluva palga kohta.\u003C\u002Fp>\n\n\u003Cp>19.3.Kalendriaasta lõpul on ülikool kohustatud andma töötajale kirjaliku\nteatise töötajale arvutatud ja makstud või maksmisele kuuluva palga\nkoostisosade (põhipalga, lisatasude ja juurdemaksete), samuti tema palgast\nkinnipeetud summade ning sellest makstud maksude kohta.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>V peatükk\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>TÖÖ- JA PUHKEAEG. PUHKUS\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n20.Tööaeg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n20.1. Töötaja tööpäeva alguse ja lõpu kellaaeg kokkuleppel töö vahetu\nkorraldajaga on:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n20.1.1.esmaspäevast neljapäevani kell 7.00 ja kell 16.00, reedel kell 7.30 ja\nkell 16.00;\u003C\u002Fp>\n\n\u003Cp>20.1.2.esmaspäevast neljapäevani kell 7.30 ja kell 16.30, reedel kell 7.30\nja kell 16.00;\u003C\u002Fp>\n\n\u003Cp>20.1.3.esmaspäevast neljapäevani kell 8.00 ja kell 17.00, reedel kell 8.00\nja kell 16.30;\u003C\u002Fp>\n\n\u003Cp>20.1.4.esmaspäevast neljapäevani kell 8.30 ja kell 17.30, reedel kell 8.30\nja kell 17.00;\u003C\u002Fp>\n\n\u003Cp>20.1.5.esmaspäevast neljapäevani kell 9.00 ja kell 18.00, reedel kell 9.00\nja kell 17:30.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n20.2.Töötajale puhkamiseks ja einetamiseks antav vaheaeg ehk lõuna on üks\ntund, reedel 30 minutit, ajavahemikus 12.00 kuni 14.00 ja see antakse mitte\nhiljem kui pärast viis tundi kestnud töötamist.\u003C\u002Fp>\n\n\u003Cp>20.3.Riiklike pühade eelsetel päevadel lõpeb töö kell 12.00.\u003C\u002Fp>\n\n\u003Cp>20.4.Õppejõudude ja teadurite tööaja korraldus sõltub õppetöö\nkorraldusest.\u003C\u002Fp>\n\n\u003Cp>20.5.Osalise tööajaga töötaja töötunnid päevas määratakse kindlaks\ntöölepingus.\u003C\u002Fp>\n\n\u003Cp>20.6.Töötajatel, kelle tööpäeva pole töö iseloomu tõttu võimalik\nriiklikule pühale eelneval päeval lühendada, võrdsustatakse töötamine\nüle ettenähtud aja töötamisega riiklikul pühal ja tasustatakse\nvastavalt.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n21.Vabad päevad\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n21.1.Töötajale võimaldatakse aasta jooksul kooskõlastatult töö vahetu\nkorraldajaga:\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\n21.1.1.abiellumise puhul kuni kolm vaba päeva;\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>21.1.2.isale lapse sünni puhul kuni kolm vaba päeva;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>21.1.3.pereliikme surma puhu) kuni kolm vaba päeva;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>21.1.4.lühiajalise haiguse puhul kuni kolm vaba päeva;\u003C\u002Fp>\n\n\u003Cp>21.1.5.doonorluse puhul kuni üks vaba päev.\u003C\u002Fp>\n\n\u003Cp>21.2.Eelmises punktis nimetatud juhtudel säilitatakse töötajale palk.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\n22.Puhkus\u003C\u002Fdiv>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n22.1.Töötajale antakse põhipuhkust, lisapuhkust, vanemapuhkust ja palgata\npuhkust vastavail puhkuseseadusele ja Tartu Ülikooli puhkuse-eeskirjale.\u003C\u002Fp>\n\n\u003Cp>22.2.Ülikooli otsusel või vastavalt töölepingule antakse töötajale\nlisapuhkust kuni seitse kalendripäeva täiendavate tööülesannete täitmise\nvõi nõutavast tulemuslikuma töö eest.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n23.Puhkusetasu maksmine\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n23.1.Puhkusetasu makstakse töötajale hiljemalt eelviimasel tööpäeval enne\npuhkuse algust täies ulatuses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>23.2.Töötaja, kellele ei makstud puhkusetasu eelmise punktis ettenähtud\najal, on õigus saada puhkuse pikendamist puhkusetasu maksmisega viivitatud aja\nvõrra\u003C\u002Fp>\n\n\u003Cp>23.3.Kui töötajal pole oma tööülesannete tõttu võimalik saada\neelmises punktis nimetatud puhkuse pikendamist vahetult pärast puhkuse lõppu,\nantakse see talle isikliku avalduse alusel sobival ajal tööaasta jooksul.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>VI peatükk\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>TÖÖTERVISHOID JA TÖÖOHUTUS\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n24.Ülikooli ja töötaja kohustused\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n24.1.Ülikool ja töötajad on kohustatud tegema ohutu töökeskkonna nimel\nkoostööd\u003C\u002Fp>\n\n\u003Cp>24.2.Ülikooli esindaja ja töötaja on kohustatud töölepingu sõlmimisel\njälgima, et kokkulepe sõlmitaks ainult nende tööde kohta, mille tegemiseks\non töötaja saanud või saab tööohutusalase väljaõppe.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n24.3.Ülikool on kohustatud\u003C\u002Fp>\n\n\u003Cp>24.3.1.tagama töö korraldamisel ohutud ja tervislikud töötingimused\nvastavail tööohutusalastele õigusaktidele, nende puudumisel aga võtma\ntarvitusele abinõud.\u003C\u002Fp>\n\n\u003Cp>24.3.2.viima läbi süstemaatilisi töökeskkonna sisekontrolli;\u003C\u002Fp>\n\n\u003Cp>24.3.3.tutvustama töötajale töötervishoiu ja tööohutuse nõudeid ning\nkontrollima nende täitmist;\u003C\u002Fp>\n\n\u003Cp>24.3.4.andma töötajale ettenähtud isikukaitserõivad. -jalatsid ja muud\n-vahendid ning korraldama isikukaitsevahendite kasutamise alase väljaõppe\nenne töötaja tööle asumist, kui töölaad seda nõuab;\u003C\u002Fp>\n\n\u003Cp>24.3.5.mitte rakendama töötajat töödel, mille tegemiseks tal ei ole\nvastavat väljaõpet\u003C\u002Fp>\n\n\u003Cp>24.3.6.tagama töökeskkonnaalaste õigusaktide kättesaadavuse ja nõudma\ntöötajatelt nende täitmist.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n24.4.Töötaja on kohustatud\u003C\u002Fp>\n\n\u003Cp>24.4.1.osalema ohutu töökeskkonna loomisel;\u003C\u002Fp>\n\n\u003Cp>24.4.2.täitma kehtestatud töötervishoiu ja tööohutuse nõudeid;\u003C\u002Fp>\n\n\u003Cp>24.4.3.keelduma töölepinguvälisest tööst, mille tegemiseks ta ei ole\nsaanud vastavat väljaõpet;\u003C\u002Fp>\n\n\u003Cp>24.4.4.kasutama õnnetuste ja tervisekahjustuste vältimiseks\nisikukaitsevahendeid ja hoidma need töökorras;\u003C\u002Fp>\n\n\u003Cp>24.4.5.vastavalt väljaõppele tagama, et töö ei ohustaks tema enda või\nteiste elu ja tervist ning keskkonda;\u003C\u002Fp>\n\n\u003Cp>24.4.6.täitma ülikooli, ülikooli esindaja ja töökeskkonna järelevalvet\nteostavate isikute seaduslikke korraldusi;\u003C\u002Fp>\n\n\u003Cp>24.4.7.teatama ohtlikust olukorrast, tööõnnetusest või selle tekkimise\nohust viivitamatult oma töö vahetule korraldajale või ülikooli\nesindajale.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n25.Ülikooli ja töötaja õigused\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n25.1.Töötajal on õigus\u003C\u002Fp>\n\n\u003Cp>25.1.1.keelduda tööst või peatada töö, mis kahjustab tema enda või\nteiste isikute elu ja tervist, teatades sellest viivitamatult oma töö\nvahetule korraldajale;\u003C\u002Fp>\n\n\u003Cp>25.1.2.saada teavet töökeskkonna ohuteguritest ja tervisekahjustuste\nvältimiseks rakendatavatest abinõudest.\u003C\u002Fp>\n\n\u003Cp>25.2.Ülikoolil on õigus määrata töötajale töötervishoidu ja\ntööohutust käsitleva õigusakti nõude rikkumise eest distsiplinaarkaristus\ntöötajate distsiplinaarvastutuse seaduses ettenähtud korras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n26.Töökeskkonnavolinik ja töökeskkonnanõukogu\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n26.1.Töökeskkonnavolinik on töötajate valitud esindaja töötervishoiu ja\ntööohutuse küsimustes ning tema volitused kehtivad kaks aastat.\u003C\u002Fp>\n\n\u003Cp>26.2.Töökeskkonnavoliniku valimise korraldab struktuuriüksuse juht\nkooskõlastatult töökeskkonnaspetsialistiga.\u003C\u002Fp>\n\n\u003Cp>26.3.Töökeskkonnanõukogu on ülikooli ja töötajate esindajate\nkoostöökogu, kus lahendatakse ettevõtte töötervishoiu ja tööohutusega\nseotud küsimusi.\u003C\u002Fp>\n\n\u003Cp>26.4.Töökeskkonnanõukogu moodustatakse 8-liikmelisena, kellest pooled\nnimetab ülikool ning pooled valitakse töökeskkonnavolinike poolt. Valimised\nloetakse toimunuks, kui neist võttis osa vähemalt 50%\ntöökeskkonnavolinikest.\u003C\u002Fp>\n\n\u003Cp>26.5.Ülikool on kohustatud tagama töökeskkonnavolinikule võimaluse oma\nülesannete täitmiseks põhitöö ajal vähemalt kaks tundi nädalas.\u003C\u002Fp>\n\n\u003Cp>26.6.Töökeskkonnavoliniku ja töökeskkonnanõukogu liikme\ntäienduskoolituse korraldab ülikool ja selleks ajaks säilitab ülikool\ntöökeskkonnavolinikule palga.\u003C\u002Fp>\n\n\u003Cp>26.7.Töökeskkonnavolinikul on õigus saada tulemuslikult täidetud\nülesannete eest viis päeva lisapuhkust töökeskkonna spetsialisti ja\nstruktuuriüksuse juhi ettepanekul.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n27.Töötervishoid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n27.1.Pooled kohustuvad pöörama rohkem tähelepanu töötajate tervisele ja\nheaolule ning jätkavad läbirääkimisi, et leida\ntöötervishoiufunktsioonide, sealhulgas töötervishoiuteenistuse täitmiseks\nülikoolis optimaalne lahendus.\u003C\u002Fp>\n\n\u003Cp>27.2.Kui tööruumide temperatuur on madalam kui 18°C, on ülikool\nkohustatud töö ümber korraldama. Kui see ei ole võimalik, tuleb töötajad\nnende nõudel töölt ära lubada\u003C\u002Fp>\n\n\u003Cp>27.3.Taotluse töö ümberkorraldamiseks eelmises punktis nimetatud alusel\nesitavad usaldusisik ja töökeskkonnavolinik ühiselt struktuuri üksuse\njuhile, lisades ruumi(de) temperatuuri, mõõtmise tulemused ja töötajate\nnimekirja, kelle osas ümberkorraldust taotletakse.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>VII peatükk\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>TÖÖALANE KOOLITUS\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n28.Tööalane koolitus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nTööalane koolitus on täienduskoolitus või ümberõpe ameti- või töökohal\ntöötamiseks vajalike ameti-, kutse- ja erialaste teadmiste omandamiseks,\nkvalifikatsiooni tõstmiseks; samuti täiendõpe usaldusisiku,\ntöökeskkonnavoliniku, kollektiivläbirääkimistes osaleja vms. ülesannete\ntäitmiseks.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n29.Õppepuhkus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n29.1.Töötajal on avalduse ja koolitusasutuse teatise alusel õigus saada\nkoolituses osalemiseks õppepuhkust vähemalt 14 kalendripäeva-aastas palga\nsäilitamisega.\u003C\u002Fp>\n\n\u003Cp>29.2.Ülikooli valitsuse liikmetele ja ametiühingu juhatuse liikmetele\nvõimaldatakse aastas täiendavat tööalast juhtimiskoolitust kuni 30\nakadeemilise tunni ulatuses palga säilitamisega.\u003C\u002Fp>\n\n\u003Cp>29.3.Soovist saada Õppepuhkust teatavad töötajad ülikoolile ette\nvähemalt kaks nädalat enne taotletava õppepuhkuse algust.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n30.Õppepuhkuse andmise edasilükkamine\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n30.1.Ülikoolil on õigus töötajale õppepuhkuse andmine edasi lükata juhul,\nkui üle 10% struktuuriüksuse töötajatest on samal ajal õppepuhkusel\u003C\u002Fp>\n\n\u003Cp>30.2.Ülikool informeerib töötajat õppepuhkuse edasilükkamisest ühe\nnädala jooksul töötaja avalduse saamisest arvates.\u003C\u002Fp>\n\n\u003Cp>30.3.Õppepuhkuse andmise edasilükkamiseks kuni kahe nädala võrra on\nvajalik usaldusisiku nõusolek, rohkem kui kahe nädala võrra ametiühingu\njuhatuse nõusolek\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n31.Õppejõududele tööülesannete täitmisest vaba semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nÜlikooli korralistel õppejõududel on vastavalt ülikooli poolt kehtestatud\nkorrale õigus viie aasta jooksul ühele tööülesannetest vabale semestrile\nametipalga säilitamisega, et täiendada oma kutseoskusi või teha muud\nloometööd.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003Cbr>\n\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch2>\u003Cbr>\n\u003C\u002Fh2>\n\n\u003Ch2>VIII peatükk\u003C\u002Fh2>\n\n\u003Ch2>LÕPPSÄTTED\u003C\u002Fh2>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Ch3>32.Jõustumine ja kehtivus\u003C\u002Fh3>\n\n\u003Ch3>\u003Cbr>\n\u003C\u002Fh3>\n\n\u003Cp>32.1.Kollektiivleping jõustub selle allakirjutamise hetkel.\u003C\u002Fp>\n\n\u003Cp>32.2.Kollektiivleping kehtib ühe aasta alates selle jõustumisest.\nKollektiivlepingu kehtivus; võidakse poolte kokkuleppel pikendada .\u003C\u002Fp>\n\n\u003Cp>32.3.Kollektiivlepingu kehtivuse ajal on pooled kohustatud täitma selles\nettenähtud tingimusi, pidama töörahu, mitte avaldama survet kehtiva\nkollektiivlepingu tingimuste muutmiseks või tühistamiseks.\u003C\u002Fp>\n\n\u003Cp>32.4.Kollektiivlepingu kehtivuse lõppedes on pooled kuni uue\nkollektiivlepingu sõlmimiseni kohustatud täitma kollektiivlepingu tingimusi,\nvälja arvatud kohustus pidada töörahu.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n33.Avalikustamine\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n33.1.Kollektiivleping avaldatakse ülikooli ajalehes ja ametiühingu\nkoduleheküljel\u003C\u002Fp>\n\n\u003Cp>33.2.Struktuuriüksuste juhid on kohustatud tutvustama kollektiivlepingul\nnii ülikooli senistele kui ka uutele töötajatele nende tööle asumisel.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n34.Muutmine ja täiendamine\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n34.1.Kollektiivlepingut muudetakse ja täiendatakse poolte kokkuleppel.\u003C\u002Fp>\n\n\u003Cp>34.2.Lepingu muutmist ja täiendamist taotlev pool esitab kirjaliku\nettepaneku, millele teine pool on kohustatud kirjalikult vastama hiljemalt kuu\najajooksul vastava ettepaneku saamisest arvates ning vajadusel lepivad pooled\nkokku läbirääkimiste alustamises.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n35.Täitmise kontrollimine\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n35.1.Kollektiivlepingu täitmist kontrollivad kummagi poole kolm volitatud\nesindajat\u003C\u002Fp>\n\n\u003Cp>35.2.Kontrolli tulemuste kohta koostatakse ühisprotokoll, mille tekst\navaldatakse ülikooli ajalehes.\u003C\u002Fp>\n\n\u003Cp>35.3.Pooled võimaldavad teineteisel takistamatult saada kollektiivlepingu\ntäitmise kontrollimiseks vajalikku teavet.\u003C\u002Fp>\n\n\u003Cp>35.4.Usaldusisikul on õigus kontrollida kollektiivlepingu täitmist\nstruktuuriüksus(t)es. mille töötajad on ta usaldusisikuks valinud.\u003C\u002Fp>\n\n\u003Cp>35.5 Ametiühing vaatab viivitamatult läbi ülikooli teabe ja pretensioonid\nkollektiivlepingu töötajate poolt mittetäitmise kohta ning teatab\nülikoolile tarvitusele võetud abinõudest.\u003C\u002Fp>\n\n\u003Cp>35.6 Ülikool kuulab ära ametiühingu poolt esitatud nõudmised ja annab\nametiühingule teada tarvidusele võetud abinõudest.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n36. Täitmisel tekkivate vaidluste lahendamine\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n36.1. Ülikooli struktuuriüksuses kollektiivlepingu täitmisel tekkivad\nvaidlused lahendatakse struktuuriüksuse juhi ja usaldusisikute vahel\nläbirääkimiste teel.\u003C\u002Fp>\n\n\u003Cp>36.2. Läbirääkimiste kohta koostatakse protokoll, millele kirjutavad alla\nmõlema poole esindajad.\u003C\u002Fp>\n\n\u003Cp>36.3. Kui struktuuriüksuse juht ja usaldusisik jäävad eriarvamusele,\njätkuvad läbirääkimised ametiühingu juhatuse ja rektori poolt selleks\nvolitatud esindajate vahel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n37.Järgmise kollektiivlepingu sõlmimise kord\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n37.1 Kollektiivlepingu projekti valmistab ette läbirääkimiste algataja ja\nesitab selle kirjalikult teisele poolele koos teatega, et soovib alustada\nläbirääkimisi.\u003C\u002Fp>\n\n\u003Cp>37.2 läbirääkimiste pidamiseks määravad pooled oma esindajad.\u003C\u002Fp>\n\n\u003Cp>37.3 Pooled alustavad läbirääkimisi kahe nädala jooksul pärast vastava\nteate saamist.\u003C\u002Fp>\n\n\u003Cp>37.4. Läbirääkimised toimuvad poolte vahel eelnevalt kokkulepitud aja\njooksul. Läbirääkimiste pidamiseks tööajal vabastatakse nende esindajad\npoolte kokkuleppel põhitööst palga säilitamisega.\u003C\u002Fp>\n\n\u003Cp>37.5.Pooltel on õigus kaasata läbirääkimistele ja kollektiivlepingu\nkoostamisele asjatundjaid ja eksperte ning moodustada pariteedi alusel\ntöörühmad. Asjatundjate ja ekspertide kutsumisega seotud kulud kannab neid\nkutsunud pool.\u003C\u002Fp>\n\n\u003Cp>37.6.Kummalgi poolel on õigus saada teiselt poolelt läbirääkimisobjekti\nkohta vajalikku informatsiooni. Läbirääkimisi pidav pool, kes viitab\nläbirääkimiste käigus mingile dokumendile, teeb selle ka teisele poolele\nviimase nõudel kättesaadavaks.\u003C\u002Fp>\n\n\u003Cp>37.7.Läbirääkimistel osalevate poolte esindajad peavad hoidma neile\nteatavaks saanud töö- või ametisaladusi.\u003C\u002Fp>\n\n\u003Cp>37.8.Läbirääkimistel osalevate poolte esindajaid ei või\nläbirääkimiste ajal distsiplinaarkorras karistada ega ülikooli algatusel\nnendega töölepingut lõpetada.\u003C\u002Fp>\n\n\u003Cp>37.9.Läbirääkimiste kohta koostatakse protokoll, mille mõlemad pooled\npeavad heaks kiitma\u003C\u002Fp>\n\n\u003Cp>37.10.Läbirääkimised loetakse lõppenuks, kui mõlema poole volitatud\nesindajad on allkirjastanud kollektiivlepingu või kui üks pool on teisele\npoolele kirjalikult teatanud, et ta lõpetab läbirääkimised.\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\n\u003C\u002Fp>\n\n\u003Ch3>\u003Cbr>\n38. Vastutus\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cbr>\nKollektiivlepingus ettenähtud kohustuste mittetäitmisel kannab lepingut\nrikkunud pool vastutust seaduses ettenähtud korras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tartu Ükilool - J. Aaviksoo (Rektor)\u003C\u002Fp>\n\n\u003Cp>Tartu Ülikooli Ametiühing - A. Jakobson (Esimees)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"coverunion_trigger":42,"alternatives":46,"WAGES_trigger":50,"PAYSCALES_trigger":53,"NOCTPREM_trigger":57,"WORKHOURS_trigger":61,"paidpaternityleave":64,"marriage":68,"deathrelatives":72,"PAIDLEAV_trigger":76,"healthandsafetypolicy":80,"TRAINING_trigger":83},{"bindId":43,"name":44,"text":45},"coverunion_trigger"," 2.1.Kollektiivleping laieneb ülikoolile","\n2.1.Kollektiivleping laieneb ülikoolile kui tööandjale ja kõigile\nametiühingu liikmetest töötajatele.",{"bindId":47,"name":48,"text":49},"alternatives","10.3.3.raseda või alla kolmeaastase laps","10.3.3.raseda või alla kolmeaastase lapsega naise nõudmisel arsti otsuse\nalusel ajutisel töötingimuste kergendamisel või ajutisel üleviimisel\nteisele tööle;",{"bindId":51,"name":52,"text":52},"WAGES_trigger","PALGAKORRALDUS",{"bindId":54,"name":55,"text":56},"PAYSCALES_trigger"," 17.4.Ametikohtade miinimumkuupalgamäära","\n17.4.Ametikohtade miinimumkuupalgamäärad ja neile vastavad koefitsiendid on\nalljärgnevad:",{"bindId":58,"name":59,"text":60},"NOCTPREM_trigger"," 18.1.Töötajale makstakse lisatasu 10% t","\n18.1.Töötajale makstakse lisatasu 10% töötaja tunnipalgamäärast õhtusel\najal ja 20% öösel töötatud tunni eest. Õhtuseks ajaks loetakse\najavahemikku kella 18.00-22.00, öiseks ajaks ajavahemikku kella 22.00-6.00.",{"bindId":62,"name":63,"text":63},"WORKHOURS_trigger","TÖÖ- JA PUHKEAEG. PUHKUS",{"bindId":65,"name":66,"text":67},"paidpaternityleave","21.1.2.isale lapse sünni puhul kuni kolm","21.1.2.isale lapse sünni puhul kuni kolm vaba päeva;",{"bindId":69,"name":70,"text":71},"marriage"," 21.1.1.abiellumise puhul kuni kolm vaba","\n21.1.1.abiellumise puhul kuni kolm vaba päeva;",{"bindId":73,"name":74,"text":75},"deathrelatives","21.1.3.pereliikme surma puhu) kuni kolm ","21.1.3.pereliikme surma puhu) kuni kolm vaba päeva;",{"bindId":77,"name":78,"text":79},"PAIDLEAV_trigger"," 22.Puhkus","\n22.Puhkus",{"bindId":81,"name":82,"text":82},"healthandsafetypolicy","TÖÖTERVISHOID JA TÖÖOHUTUS",{"bindId":84,"name":85,"text":85},"TRAINING_trigger","TÖÖALANE KOOLITUS","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>EST Tartu Ülikool - 2000\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Alguskuupäev: → 2000-04-11\u003C\u002Fdiv>\n            \n            \n\n        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