[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fet-ee\u002Ftootamine-eestis\u002Fkollektiivlepingute-andmebaas\u002Ftartu-ulikooli-kliinikum-2002":3,"menu:\u002Fet-ee:":99,"sites:htmlblocks":268,"subsites":1467,"cite-subsites":5032,"footer:root":5509,"suggested:root":5607,"cite-footer:root":5611},{"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":79,"content_type_view":80,"extra_breadcrumbs":81,"body":83,"body_blocks":94,"related_pages":98},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":77,"translations":78},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"tartu-ulikooli-kliinikum-2002","bc247054-d3bf-11ed-b17f-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Festonia\u002Ftartu-ulikooli-kliinikum-2002\u002Ftartu-ulikooli-kliinikum-2002\u002F","Tartu Ülikooli Kliinikum 2003-2004","EST SA Tartu Ülikooli Kliinikum - 2003","Estonia - EST SA Tartu Ülikooli Kliinikum - 2003","EST SA Tartu Ülikooli Kliinikum - 2003 - Healthcare, caring services, social work, personal services",{"name":39,"data":40},"Tartu Ülikooli Kliinikum 2002.html","\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Kollektiivleping\u003C\u002Fh1>\n\n\u003Ch1>SA TARTU ÜLIKOOLI KLIINIKUM - TARTU ARSTIDE LIIT\u003C\u002Fh1>\n\n\u003Cp>Käesoleva kollektiivlepingu (edaspidi Leping) on sõlminud 18. detsembril\n2002. aastal vabatahtliku kokkuleppe ja vastastikuse usalduse alusel, riikliku\nlepitaja vahendusel SA TARTU ÜLIKOOLI KLIINIKUM (edaspidi Kliinikum või\ntööandja või pool), mida esindab seaduse ja põhikirja alusel juhatuse\nesimees Urmas Siigur, ja TARTU ARSTIDE LIIT (edaspidi TAL või pool), mida\nesindab seaduse ja põhikirja alusel peausaldusisik Margus Kuklane,(edaspidi\npooled) alljärgnevas:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1. ÜLDSÄTTED\u003C\u002Fh2>\n\n\u003Cp>1.1. Lepingus kasutatakse mõisteid järgmises tähenduses:\u003C\u002Fp>\n\n\u003Cp>töötaja – TAL-i kuuluv töölepingu alusel Kliinikumis töötav isik;\u003C\u002Fp>\n\n\u003Cp>tööandja struktuuriüksused – Kliinikumi kliinikud ja meditsiinilised\nteenistused.\u003C\u002Fp>\n\n\u003Cp>1.2 Leping reguleerib tööandja ja töötajate vahelisi töö- ja tööga\nseotud sotsiaalsuhteid, lähtudes Eesti Vabariigi tööõigusaktidest.\u003C\u002Fp>\n\n\u003Cp>1.3 Lepinguga reguleerimata küsimustes juhinduvad pooled Eesti Vabariigi\ntööõigusaktidest.\u003C\u002Fp>\n\n\u003Cp>1.4 Leping ei välista võimalust sõlmida selle kehtivuse ajal muid\nkokkuleppeid Kliinikumi ja TAL-i vahel. Need kokkulepped võivad Lepingut\ntäiendada, kuid ei tohi olla sellega vastuolus ega seda töötajate suhtes\nhalvemaks muuta.\u003C\u002Fp>\n\n\u003Cp>1.5 Kui lepingu kehtivuse ajal muudetakse tööõigusakte töötajate suhtes\nsoodsamaks kui Lepingus kokkulepitud, kohaldatakse vastavat tööõigusakti.\nKui Lepingu kehtivuse ajal muudetakse tööõigusakte nii, et töötajate\nolukord muutub halvemaks kui Lepingus kokkulepitud, lähtutakse Lepingus\nkokkulepitud tingimustest.\u003C\u002Fp>\n\n\u003Cp>1.6 Lepingus sätestatud kokkulepetest lähtutakse tööandja juures töö\nkorraldamisel, töötingimuste kehtestamisel, töölepingute sõlmimisel ja\narengukavade koostamisel.\u003C\u002Fp>\n\n\u003Cp>1.7 Lepingu juurde kuuluvad lisad on lepingu lahutamatu osa ja neil on\nLepinguga võrdne juriidiline jõud.\u003C\u002Fp>\n\n\u003Ch2>2. TÖÖLEPINGU SÕLMIMISE JA MUUTMISE TINGIMUSED\u003C\u002Fh2>\n\n\u003Cp>2.1 Kui arst-õppejõu või arsti kohale kandideerib mitu töölesoovijat,\neelistab tööandja töölevõtmisel TAL-i liiget, kui kandidaadid on muudes\ntingimustes võrdsed.\u003C\u002Fp>\n\n\u003Cp>2.2 Enne töötaja tööle lubamist tutvustab tööandja talle\ntöösisekorraeeskirju ja kehtivat kollektiivlepingut ning teatab talle TAL-i\nusaldusisiku nime ja kontaktandmed.\u003C\u002Fp>\n\n\u003Cp>2.3 Töömahu ajutisel vähenemisel on tööandjal õigus Tartumaa\nTööinspektsiooni tööinspektori nõusolekul ja kokkuleppel töötajaga\nkehtestada töötajale kuni kolmeks kuuks aastas osaline tööaeg või saata\ntöötaja samaks tähtajaks osaliselt tasustatavale puhkusele. Osalise tööaja\nkestus ei või olla alla 80% töölepingu ettenähtud tööaja normaalkestusest\nja osaliselt tasustatava puhkuse eest makstav tasu ei või olla väiksem kui\n80% töölepingus ettenähtud palgamäärast.\u003C\u002Fp>\n\n\u003Cp>2.4 Töötajal on õigus enne tööandja algatatud töölepingu muutmise ja\nlõpetamise kirjalikku vormistamist konsulteerida 10 tööpäeva jooksul TAL-i\nusaldusisiku ja\u002Fvõi juristiga.\u003C\u002Fp>\n\n\u003Ch3>3. PIDEVA TÖÖSTAAŽI ARVESTAMINE\u003C\u002Fh3>\n\n\u003Cp>Lisaks töölepingu seaduses ettenähtule arvestatakse pideva tööstaaži\nhulka Kliinikumis:\u003C\u002Fp>\n\n\u003Cp>1. enne töölepingu lõppemist tööandja juures vaheaegadeta töötatud\naeg, kui töötaja asub kolme aasta jooksul pärast töölepingu lõppemist\ntööandja juurde uuesti tööle, kui tööleping oli lõpetatud:\u003C\u002Fp>\n\n\u003Cp>1) koondamise tõttu;\u003C\u002Fp>\n\n\u003Cp>2) tööandjapoolse lepingutingimuste rikkumise või töökorralduses tehtud\nmuudatuste tõttu;\u003C\u002Fp>\n\n\u003Cp>3) töötaja mittevastavusel oma ametikohale või tehtavale tööle tervise\ntõttu.\u003C\u002Fp>\n\n\u003Cp>2. arstiteaduskonna kliinilistel erialadel õppejõuna töötatud aeg\ntöötajatel, kes asusid tööle Kliinikumi.\u003C\u002Fp>\n\n\u003Ch2>4. TÖÖ- JA PUHKEAJA TINGIMUSED\u003C\u002Fh2>\n\n\u003Cp>4.1 Riigipühadele (uusaasta, iseseisvuspäev, suur reede,\nülestõusmispühade 1. püha, kevadpüha, nelipühade 1. püha, võidupüha,\njaanipäev, taasiseseisvusmispäev, esimene jõulupüha) vahetult eelnevatel\ntööpäevadel lõppeb töö hiljemalt kell 13.00. Kui katkematu tööprotsessi\ntõttu ei ole võimalik lühendada eelnimetatud tööpäevi vähemalt kolme\ntunni võrra, kompenseeritakse need tunnid Lepingu Lisas nr 1 ettenähtud\nkorras.\u003C\u002Fp>\n\n\u003Cp>4.2 Tööandja vabastab töötaja ajutiselt tööülesannete täitmisest\njärgnevatel juhtudel:\u003C\u002Fp>\n\n\u003Cp>1) lapse sünni korral lapse isa, või isa puudumisel ühe vanavanematest\n– ema ja lapse haiglast väljumisel – 1 tööpäevaks;\u003C\u002Fp>\n\n\u003Cp>2) laste põhikooli, gümnaasiumi, kutseõppeasutuse ja kõrgkooli\nlõpuaktustel osalemiseks – 1 tööpäevaks;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>3) abikaasa, laste, vanemate, õdede-vendade ja hooldatavate matuste\nkorraldamiseks – 3 tööpäevaks.\u003C\u002Fp>\n\n\u003Cp>4.3 Tööandja kehtestatud korras tööandjat informeerides on töötajal\nõigus töövõimetusleheta puududa töölt tervislikel põhjustel või kuni\n14-aastase lapse hooldamiseks kolm päeva kalendriaasta jooksul.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>4.4 Tööandja tagab töötajale võimaluse osaleda TAL-i poolt\nkorraldatavatel üritustel.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.5 Töötaja saab kliiniku juhataja ettepanekul tehtud juhatuse otsuse\nalusel vastavalt tööandja juures kehtestatud korrale viie aasta jooksul kuni\nviis kuud järjest vaba aega, et pühenduda ainult teadus- või õppe- ja\nteadustööle, eelkõige väitekirja kirjutamiseks või välismaal\nstažeerimiseks.\u003C\u002Fp>\n\n\u003Cp>4.6 Punktides 4.1 kuni 4.5 ettenähtud ajavahemikud arvatakse töötaja\ntööaja hulka ning tööandja säilitab töötajale selle aja eest keskmise\npalga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. PUHKUSE ANDMISE KORD\u003C\u002Fh2>\n\n\u003Cp>5.1 Töötaja põhipuhkus on 28 kalendripäeva. Lisapuhkuse pikkuseks on 7\nkalendripäeva.\u003C\u002Fp>\n\n\u003Cp>5.2 Töötajal on õigus saada lisaks punktis 5.1 toodule lisapuhkust 7\nkalendripäeva, kui puhkust kasutatakse osade kaupa vastavalt kuni 28\nkalendripäeva 01.04.-30.09. ja vähemalt 14 kalendripäeva perioodil\n01.10.-31.03. Lisapuhkus peab olema kooskõlas osakonna töökorraldusega.\u003C\u002Fp>\n\n\u003Cp>5.3 Puhkust antakse tööaasta eest. Tööaasta hulka arvatakse lisaks\npuhkuseseaduses sätestatule kõik Lepingus ettenähtud ajavahemikud, mil\ntöötaja on ajutiselt tööülesannete täitmisest vabastatud.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6. PALGATINGIMUSED\u003C\u002Fh2>\n\n\u003Cp>6.1 Tööandja on kohustatud maksma töötajale põhipalka ja lisatasusid\nvähemalt Lepingu Lisas nr 1 ettenähtud ulatuses.\u003C\u002Fp>\n\n\u003Cp>6.2 Töötaja palgatingimused vaadatakse läbi ja võimalusel muudetakse\nvahetult pärast tervishoiuteenuse osutamise lepingute sõlmimist vastavalt\nnimetatud lepingu mahu ja tarbijahinnaindeksi muutusele.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch2>7. TÖÖALASE KOOLITUSE TINGIMUSED\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>7.1 Töötajal on õigus saada tööalaseks koolituseks õppepuhkust\nvähemalt 14 kalendripäeva aastas.\u003C\u002Fp>\n\n\u003Cp>7.2 Tööandja tasub töötaja eest vabariigi piires tööandja huvides\ntoimuva tööalase koolituse õppemaksu.\u003C\u002Fp>\n\n\u003Cp>7.3 Tööalase koolituse puhul vabariigi piires väljaspool Tartut\nkompenseerib tööandja töötajale sõidu-, majutus- ja muud kulud ning maksab\npäevaraha vastavalt Vabariigi Valitsuse määrusega kinnitatud töölähetuse\nhüvituste määrale.\u003C\u002Fp>\n\n\u003Cp>7.4 Kui koolitus toimub välismaal, lepitakse koolituskulude kompenseerimise\nkorras kokku igal konkreetsel juhul eraldi.\u003C\u002Fp>\n\n\u003Cp>7.5 Koolituse aeg arvestatakse töötaja tööaja hulka ning tööandja\nsäilitab töötajale selle aja eest keskmise palga kuni 14 kalendripäevaks\naastas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8. TÖÖLEPINGU LÕPETAMISE JA TÖÖHÕIVE TINGIMUSED\u003C\u002Fh2>\n\n\u003Cp>8.1.Tööandja peab andma töötajale asjakohaseid selgitusi töölepingu\nlõpetamise põhjustest.\u003C\u002Fp>\n\n\u003Cp>8.2 Töötaja töökoha koondamisest informeerib tööandja eelnevalt TAL-i\nusaldusisikut, näidates ära abinõud, mis on tarvitusele võetud töötaja\nedaspidiseks tööga kindlustamiseks, ning kuulab ära TAL-i arvamuse antud\nküsimuses.\u003C\u002Fp>\n\n\u003Cp>8.3 Tööandja juures töötavate isikute koondamisel on muude tingimuste\nvõrdsuse korral töölejäämise eelisõigus TAL-i liikmetel, kelle hulgast on\nomakorda eelistatud töötajad, kes on tööandja juures töötanud vähemalt\n10 aastat.\u003C\u002Fp>\n\n\u003Cp>8.4 Töölepingu lõpetamisel koondamise tõttu on tööandja kohustatud\nvabanenud töötaja tööle tagasi võtma kaheksa kuu jooksul, kui tööandjal\non tekkinud vabu töökohti, kus töötaja on võimeline tööd tegema, ning\nkui töötaja on esitanud sellekohase kirjaliku avalduse. Tööandja teavitab\nvabadest töökohtadest ka TAL-i.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9. TÖÖTAJA JA TÖÖANDJA VAHELISE LAHKARVAMUSE LAHENDAMINE\u003C\u002Fh2>\n\n\u003Cp>9.1 Kui töötaja leiab, et tema tööalaseid õigusi on rikutud, siis\nteatab ta sellest TAL-i usaldusisikule. Koos TAL-i usaldusisikuga pöörduvad\nnad kirjalikult vahetu tööjuhi poole.\u003C\u002Fp>\n\n\u003Cp>9.2 Kui vahetu tööjuht ei suuda küsimust ühe nädala jooksul lahendada,\nmoodustatakse vaidluse lahendamiseks ühiskomisjon, mis koosneb kolmest TAL-i\nja kolmest tööandja esindajast, kes määratakse eraldi mõlema poole\notsusega. Ühiskomisjoni tööd juhib vaheldumisi üks TAL-i ja üks tööandja\npoolne liige.\u003C\u002Fp>\n\n\u003Cp>9.3 Kui ühiskomisjon ei jõua tekkinud vaidluses mõlemale poolele\nvastuvõetavale kokkuleppele, lahendatakse vaidlus vastavalt Individuaalse\ntöövaidluse lahendamise seadusele.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10. KLIINIKUMI JA TAL-I VAHELISED SUHTED\u003C\u002Fh2>\n\n\u003Cp>10.1 Arendamaks edukalt toimivat sotsiaaldialoogi TAL-i ja Kliinikumi\njuhtkonna vahel, teevad osapooled koostööd ühishuvide deklaratsiooni\nväljatöötamisel. Ühishuvide deklaratsioon sisaldab visioone ja strateegiat\nKliinikumi jätkusuutlikust arengust ja partnerite osalust selles.\nVäljatöötatavale ühishuvide deklaratsioonile tuginedes asutakse teostama\nõiglast palgapoliitikat.\u003C\u002Fp>\n\n\u003Cp>10.2 Pooled teevad tihedat koostööd töötajate sotsiaalsete probleemide\nlahendamisel, samuti töötajate töö tulemuslikkuse tõstmiseks, mis annab\nvõimaluse töötajate töötingimuste parandamiseks ja töötasude\ntõstmiseks. Kliinikumi struktuuriüksustes toimub koostöö struktuuriüksuse\njuhi ja TAL-i usaldusisiku vaheliste läbirääkimiste teel.\u003C\u002Fp>\n\n\u003Cp>10.3 Kliinikum kaasab TAL-i esindajad arengu- ja tegevuskavade koostamise\nning strateegilist mõju omavate ja töötajaid puudutavate otsuste tegemise\nprotsessi.\u003C\u002Fp>\n\n\u003Cp>10.4 TAL-i esindab suhetes Kliinikumiga 3 usaldusisikut ja nende puudumisel\n2 asendusliiget. Usaldusisikute esindatus on soovitavalt laiapõhjaline.\u003C\u002Fp>\n\n\u003Cp>10.5 TAL teatab muutuste korral TAL-i juhtkonna ja usaldusisikute koosseisus\nKliinikumile kirjalikult ühe nädala jooksul pärast vastavat muudatust uute\nTAL-i juhtkonna liikmete ja usaldusisikute ees- ja perekonnanimed, töökohad\nja volituste kestuse.\u003C\u002Fp>\n\n\u003Cp>10.6 TAL informeerib Kliinikumiga sõlmitud tööalastest kokkulepetest oma\nliikmeid ja kolmandaid isikuid Kliinikumi juhatuse partnerina.\u003C\u002Fp>\n\n\u003Cp>10.7 TAL tagab oma usaldusisikute osalemise Kliinikumi juhtide\ninfokoosolekutel ja Kliinikute nõukogudes.\u003C\u002Fp>\n\n\u003Cp>10.8 Kliinikum annab TAL-ile ja TAL-i usaldusisikutele kasutamiseks ruumi ja\nmööblit, vajalikke trüki-, side- ja paljundusvahendeid ja kontoritarbeid\nLepingu Lisas nr 2 ettenähtud korras ja ulatuses.\u003C\u002Fp>\n\n\u003Cp>10.9 TAL-i usaldusisiku volituste ajal ei või vähendada tema palka,\nhalvendada töötingimusi ega viia teda üle vähemtasustatavale tööle,\nvõrreldes usaldusisikuks valimisele eelneva perioodiga.\u003C\u002Fp>\n\n\u003Cp>10.10 Töölepingu lõpetamine TAL-i juhtkonna ja usaldusisikuga Kliinikumi\nalgatusel nende volituste ajal ja ühe aasta jooksul pärast volituste\nlõppemist on võimalik Tartumaa Tööinspektsiooni tööinspektori\nnõusolekul, välja arvatud töölepingu lõpetamisel tööandja likvideerimise\nja töötaja pikaajalise töövõimetuse tõttu.\u003C\u002Fp>\n\n\u003Cp>10.11 TAL peab koosolekuid reeglina väljaspool tööaega. Tööajal\nkorraldatakse koosolekuid ja konverentse Kliinikumi ning TAL-i usaldusisiku\nvahelisel kokkuleppel.\u003C\u002Fp>\n\n\u003Cp>10.12 Kliinikum kohustub igal kuul töötaja palgast kinni pidama TAL-i\nliikmemaksu ja selle arvestuskuule järgneva kuu jooksul üle kandma TAL-i\narvele teenustasu võtmata. Liikmemaksu kinnipidamise aluseks on TAL-i\nliikmemaksu maksmise soorituse kokkulepe või töötaja avaldus.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11. LEPINGU JÕUSTUMINE JA MUUTMINE\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cp>11.1 Leping jõustub 1. jaanuaril 2003.a. ja kehtib kuni 31. märtsini\n2004.a. Edaspidi jääb kollektiivlepingu kehtimisajaks 1. aprill kuni 31.\nmärts.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>11.2 Kui Lepingu pooled ei tee ettepanekuid Lepingu lõpetamiseks või\nmuutmiseks, pikeneb Leping aasta võrra.\u003C\u002Fp>\n\n\u003Cp>11.3 Lepingu kehtivuse ajal on pooled kohustatud täitma Lepingus\nettenähtud tingimusi, pidama töörahu ning mitte avaldama survet kehtiva\nLepingu tingimuste muutmiseks.\u003C\u002Fp>\n\n\u003Cp>11.4 Kui Lepingu pool soovib Lepingut muuta, peab ta teisele poolele esitama\nkirjalikult oma ettepanekud hiljemalt 1 kuu enne Lepingu kehtivusaja lõppu.\nPoolte esindajad alustavad läbirääkimisi Lepingu muutmiseks hiljemalt 7\npäeva pärast ettepanekute esitamist.\u003C\u002Fp>\n\n\u003Cp>11.5 Mõlemal poolel on õigus saada teiselt poolelt asjakohast teavet\nläbirääkimisobjekti kohta.\u003C\u002Fp>\n\n\u003Cp>11.6 Läbirääkimistel osalevad poolte esindajad peavad hoidma neile\nteatavaks saanud töö- ja ametisaladusi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>12. LEPINGU TÄITMISE KONTROLL JA VASTUTUS LEPINGU MITTETÄITMISE EEST\u003C\u002Fh2>\n\n\u003Cp>12.1 Lepingu täitmist kontrollivad tööandja poolt volitatud isikud ja\nTAL-i usaldusisikud.\u003C\u002Fp>\n\n\u003Cp>12.2 Lepingu pooled annavad üksteisele teavet, mis on vajalik Lepingu\ntäitmise kontrollimiseks. Poolte esindajad on kohustatud vastama teise poole\nkirjalikele järelpärimistele ja taotlustele kirjalikult 30 päeva jooksul.\u003C\u002Fp>\n\n\u003Cp>12.3 Kui üks pool leiab, et teine pool Lepingut ei täida, teatab ta\nsellest teisele poolele kirjalikult. Pool, kes Lepingut rikub, on kohustatud\nrakendama abinõusid Lepingu täitmiseks ja teatama nendest teisele poolele\nkirjalikult 10 päeva jooksul alates teiselt poolelt rikkumise kohta kirjaliku\nteatise saamisest.\u003C\u002Fp>\n\n\u003Cp>12.4 Kliinikumi struktuuriüksustes Lepingu täitmisel tekkivad\nlahkarvamused lahendatakse läbirääkimiste teel struktuuriüksuse juhi ja\nTAL-i usaldusisiku vahel.\u003C\u002Fp>\n\n\u003Cp>12.5 Kui pooled ei saavuta Lepingu täitmise osas kokkuleppet punktides 12.3\nja 12.4 ettenähtud korras, moodustatakse vaidluse lahendamiseks ühiskomisjon\nvastavalt Lepingu punktile 9.2.\u003C\u002Fp>\n\n\u003Cp>12.6 Kui ühiskomisjon ei jõua Lepingu täitmise kohta käivas vaidluses\nmõlemale poolele vastuvõetavale kokkuleppele, lahendatakse vaidlus vastavalt\nkollektiivse töötüli lahendamise seadusele.\u003C\u002Fp>\n\n\u003Cp>12.7 Lepingus ettenähtud kohustuste mittetäitmisel kannab süüdiolev pool\nvastutust seaduses ettenähtud korras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. LÕPPSÄTTED\u003C\u002Fh2>\n\n\u003Cp>13.1 Lepingu pooled tutvustavad Lepingut ja selle muudatusi 30 päeva\njooksul peale allakirjutamist töötajatele ja tööandja\nstruktuuriüksustele.\u003C\u002Fp>\n\n\u003Cp>13.2 Leping on koostatud kolmes identses eksemplaris, millest kaks jäävad\nallakirjutanutele ja üks riiklikule lepitajale.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>18. detsember 2002\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>KOLLEKTIIVLEPINGU LISA NR 1. PALGAKOKKULEPE\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>1. Viiepäevase töönädalaga töötamisel on töötaja kuupalga alammäär\n8500 krooni.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>2. Töötajale makstakse lisatasu järgnevalt:\u003C\u002Fp>\n\n\u003Cp>2.1 kui katkematu tööprotsessi tõttu pole võimalik riigipühale eelnevat\ntööpäeva lühendada – kompenseeritakse töötamine töötaja ja tööandja\nkokkuleppel kas lisatasu maksmise või vaba aja andmisega, kusjuures\ntöötajale makstav lisatasu iga töötunni eest ei või olla väiksem kui 100%\ntema tunnipalgamäärast;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>2.2 ületunnitöö eest – kompenseeritakse töötamine töötaja ja\ntööandja kokkuleppel kas lisatasu maksmise või vaba aja andmisega, kusjuures\ntöötajale makstav lisatasu iga töötunni eest ei või olla väiksem kui 50%\ntema tunnipalgamäärast;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.3 graafikuväliselt töötaja väljakutsumisel – iga töötunni eest\nvähemalt 50% töötaja tunnipalgamäärast. Töötaja väljakutsumine peab\nolema kooskõlastatud vahetu tööjuhiga. Graafikuvälise väljakutsumise\nkorral kompenseeritakse töötajale sellega seotud transpordikulud;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>2.4 ööajal (kl. 22.00 – 06.00) töötamise korral – iga töötunni\neest vähemalt 30% töötaja tunnipalgamäärast;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.5 valveaja eest – iga valves oldud tunni eest vähemalt 30% töötaja\ntunnipalgamäärast. Kui töötaja asub valveajal tööülesandeid täitma,\nsiis makstakse iga üle tööajanormi töötatud tunni eest lisatasu vähemalt\n50% töötaja tunnipalgamäärast.\u003C\u002Fp>\n\n\u003Cp>2.6 puuduva töötaja asendamisel, kui asendaja teeb ära nii enda kui\nasendatava töö ning tema töökoormus suureneb märgatavalt – iga asendatud\ntöötunni eest vähemalt 30% töötaja tunnipalgamäärast. Töötaja\ntöökoormuse arvestamisel lähtutakse Kliinikumis kehtestatud töö\nnormeerimise korrast.\u003C\u002Fp>\n\n\u003Cp>2.7 lisakohustuste täitmise eest – vastavalt tööandja ja töötaja\nvahelisele kokkuleppele.\u003C\u002Fp>\n\n\u003Cp>SA TARTU ÜLIKOOLI KLIINIKUM\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":42,"cbadate_end_date":46,"trainingprogrammes":48,"deathrelatives":51,"dayspweek_select":55,"dayspweek":59,"TRADEUNLEAV_trigger":61,"lowwageperiod":65,"lowwageamount":67,"shiftallowanceperc1":69,"OVERTIME_trigger":73},{"bindId":43,"name":44,"text":45},"cbadate_start_date","11.1 Leping jõustub 1. jaanuaril 2003.a.","11.1 Leping jõustub 1. jaanuaril 2003.a. ja kehtib kuni 31. märtsini\n2004.a. Edaspidi jääb kollektiivlepingu kehtimisajaks 1. aprill kuni 31.\nmärts.",{"bindId":47,"name":44,"text":45},"cbadate_end_date",{"bindId":49,"name":50,"text":50},"trainingprogrammes","7. TÖÖALASE KOOLITUSE TINGIMUSED",{"bindId":52,"name":53,"text":54},"deathrelatives","3) abikaasa, laste, vanemate, õdede-vend","3) abikaasa, laste, vanemate, õdede-vendade ja hooldatavate matuste\nkorraldamiseks – 3 tööpäevaks.\n\n4.3 Tööandja kehtestatud korras tööandjat informeerides on töötajal\nõigus töövõimetusleheta puududa töölt tervislikel põhjustel või kuni\n14-aastase lapse hooldamiseks kolm päeva kalendriaasta jooksul.",{"bindId":56,"name":57,"text":58},"dayspweek_select","1. Viiepäevase töönädalaga töötamisel on","1. Viiepäevase töönädalaga töötamisel on töötaja kuupalga alammäär\n8500 krooni.",{"bindId":60,"name":57,"text":58},"dayspweek",{"bindId":62,"name":63,"text":64},"TRADEUNLEAV_trigger","4.4 Tööandja tagab töötajale võimaluse o","4.4 Tööandja tagab töötajale võimaluse osaleda TAL-i poolt\nkorraldatavatel üritustel.",{"bindId":66,"name":57,"text":58},"lowwageperiod",{"bindId":68,"name":57,"text":58},"lowwageamount",{"bindId":70,"name":71,"text":72},"shiftallowanceperc1","2.4 ööajal (kl. 22.00 – 06.00) töötamise","2.4 ööajal (kl. 22.00 – 06.00) töötamise korral – iga töötunni\neest vähemalt 30% töötaja tunnipalgamäärast;",{"bindId":74,"name":75,"text":76},"OVERTIME_trigger","2.2 ületunnitöö eest – kompenseeritakse ","2.2 ületunnitöö eest – kompenseeritakse töötamine töötaja ja\ntööandja kokkuleppel kas lisatasu maksmise või vaba aja andmisega, kusjuures\ntöötajale makstav lisatasu iga töötunni eest ei või olla väiksem kui 50%\ntema tunnipalgamäärast;","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>EST SA Tartu Ülikooli Kliinikum - 2003\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Alguskuupäev: → 2003-02-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Lõppkuupäev: → 2004-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Majandusharu nimi: → Healthcare, caring services, social work, personal services\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Majandusharu nimi: → Üldmeditsiin, Haiglateenused, Spetsiaalsed meditsiinilised praksised\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Avalik või erasektor: → In the public sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Otsustatud kelle poolt:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Ettevõtte nimi: → \n                        SA Tartu Ülikooli Kliinikum\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                        EAL - Eesti Arstide 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: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HAIGUS JA TÖÖVÕIMETUS\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \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            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Vabad päevad lähedase surma puhul: → 3 päev(a)\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">TÖÖTUNNID, GRAAFIKUD JA PÜHAD\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Tööpäevad nädala kohta: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Aastane tasustatud puhkus: → 20.0 päev(a)\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Aastane tasustatud puhkus: → 4.0 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: →  päev(a)\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv 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