[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fet-ee\u002Ftootamine-eestis\u002Fkollektiivlepingute-andmebaas\u002Ftartu-ulikooli-kollektiivleping-2023-2025":3,"menu:\u002Fet-ee:":105,"sites:htmlblocks":274,"subsites":1473,"cite-subsites":5038,"footer:root":5515,"suggested:root":5613,"cite-footer:root":5617},{"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":85,"content_type_view":86,"extra_breadcrumbs":87,"body":89,"body_blocks":100,"related_pages":104},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":83,"translations":84},{"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-kollektiivleping-2023-2025","a6437a18-b1d3-11ed-a4df-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Festonia\u002Ftartu-ulikooli-kollektiivleping-2023\u002Ftartu-ulikooli-kollektiivleping-2023-2025\u002F","Tartu Ülikool 2022-2025","EST Tartu Ülikool - 2022","Estonia - EST Tartu Ülikool - 2022","EST Tartu Ülikool - 2022 - Education, research",{"name":39,"data":40},"Tartu Ülikool-2022-2025.html","\n\n\n\u003Cmeta charset=\"UTF-8\">\n\u003Ctitle>Untitled Document\u003C\u002Ftitle>\n\n\n\n\u003Ch1>Tartu Ülikooli kollektiivleping\u003Cbr>\n  \u003C\u002Fh1>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-cbadate_start\">Tartu, 5. detsember 2022\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>Tartu Ülikool (edaspidi: ülikool), keda esindab rektor Toomas Asser, ja Tartu Ülikooli Ametiühing (edaspidi: ametiühing), keda esindab esimees Ruth Tammeorg, ühiselt nimetatud kui pooled ja eraldi kui pool, on sõlminud käesoleva kollektiivlepingu.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>\u003Cstrong>I peatükk\u003C\u002Fstrong>\u003Cbr>\n  \u003C\u002Fh2>\n\u003Ch2>ÜLDOSA\u003Cbr>\n  \u003C\u002Fh2>\n\u003Ch3>1.\tKollektiivlepingu eesmärk\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>1.1.\tKollektiivlepingu eesmärk on aidata kaasa atraktiivse töökeskkonna ja tasakaalustatud töösuhete loomisele, hoidmisele ja edendamisele ülikoolis, lähtudes ülikooli arengukavas kokku lepitud põhiväärtustest ja arengueesmärkidest.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>2.\tKollektiivlepingu rakendusala\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>2.1.\tKollektiivlepingut kohaldatakse ülikoolile kui tööandjale ja ülikoolis töölepingu alusel töötavatele töötajatele.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>2.2.\tKollektiivlepingu tingimused, mis on töötaja jaoks halvemad, kui seaduses või muus õigusaktis ette nähtud, on tühised, välja arvatud juhul, kui sellise kokkuleppe võimalus on seaduses ette nähtud.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>3.\tPoolte suhted\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>3.1.\tPoolte suhted põhinevad usaldusel ja teabevahetusel kollektiivlepingu täitmist puudutavates küsimustes.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>3.2.\tOmavahelisel suhtlemisel kohustuvad pooled\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>3.2.1.\tlähtuma lisaks arengukavas kokku lepitud põhiväärtustele ka eetikast ning mõistlikkuse ja hea usu põhimõttest;\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>3.2.2.\ttunnustama ja arvestama teise poole huve, vajadusi ja võimalusi;\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>3.2.3.\tteavitama teist poolt kavandatavatest olulistest muudatustest;\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>3.2.4.\tteavitama teist poolt kollektiivlepingu täitmisel tekkinud probleemidest ja ebakõladest.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>II peatükk\u003Cbr>\n  \u003C\u002Fh2>\n\u003Ch2>SUHTED ÜLIKOOLI JA AMETIÜHINGU VAHEL\u003Cbr>\n  \u003C\u002Fh2>\n\u003Ch3>4.\tÜhishuvid ja koostöö\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>4.1.\tÜlikool ja ametiühing järgivad ühiseid huvisid ja teevad koostööd ülikooli kui haridus- ja teadusasutuse ning tööandja edendamisel kestliku arengu vaimus.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>4.1.1.\tPooled peavad oluliseks ülikooli põhiväärtusi: teaduspõhisust, akadeemilist vabadust ja autonoomiat, avatust, koostööd, inimkesksust ja individuaalset arengut ning vastutust.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>4.1.2.\tPooled väärtustavad ülikoolis töötavaid ja õppivaid inimesi ning loovad nende arenguks ja eneseteostuseks parimad tingimused ning innustava töö- ja õpikeskkonna.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>4.1.3.\tPooled peavad oluliseks võrdse kohtlemise ja kaasava organisatsioonikultuuri edendamist.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>4.2.\tÜlikool peab oluliseks, et töötajad oleksid kaasatud otsustusprotsessidesse. Selleks kuuluvad kõikide akadeemiliste otsustuskogude liikmete hulka nii töötajate kui ka üliõpilaste valitud esindajad ning kõik ülikoolis loodavad õigusaktid ja nende muudatused läbivad enne vastuvõtmist ülikoolisisese kooskõlastusringi.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>4.3.\tKõik kavandatavad ülikoolisisesed personalitöö valdkonna õigusaktid, sh palgaeeskiri, puhkuse-eeskiri, töökord ja akadeemiliste töötajate töösuhteid reguleerivad õigusaktid, saadetakse enne vastuvõtmist ametiühingule arvamuse avaldamiseks. Selleks võimaldatakse ametiühingu esimehele juurdepääs ülikooli õigusaktide kooskõlastamise töövoole.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>4.4.\tAmetiühing teeb koostööd teiste kõrgharidus- ja teadusvaldkonnas tegutsevate ametiühingute ja katusorganisatsioonidega, et saavutada olulistes küsimustes tulemuslik ametiühingute ühistegevus, mis võimaldaks pidada kolmepoolseid läbirääkimisi ametiühingute, riigi ning kõrgharidus- ja teadusasutuste vahel.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>4.5.\tÜlikool ja ametiühing teevad koostööd kõrghariduse riikliku rahastuse suurendamise nimel.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>5.\tPoolte õigused ja kohustused\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>5.1.\tÜlikool annab võimaluse korral ametiühingule sobivad kontoriruumid. Nende haldamisega seotud kulud tasub ametiühing.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.2.\tÜlikool annab vähemalt kord kuus tasuta ruumi ametiühingu ürituste korraldamiseks.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">5.3.\tÜlikool võimaldab ametiühingu liikmele ametiühingu esitatud kirjaliku kutse alusel aastas vähemalt viis tööst vaba päeva osalemiseks ametiühingu korraldataval koolitusel või ametiühinguorganite töös, tingimusel et sellega ei kaasne olulisi takistusi ülikooli tegevuses. Käesoleva punkti alusel antavatel vabadel päevadel säilitatakse töötajale tema keskmine töötasu, kuid mitte rohkem kui viie päeva eest aastas.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>5.4.\tÜlikool võimaldab kuni kolmele ametiühingu töötajale juurdepääsu ülikooli siseveebi. Siseveebi juurdepääsu taotlemine käib personaliosakonna kaudu.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.5.\tÜlikool tagab, et viide kollektiivlepingu olemasolule on iga töötaja töölepingus ja kollektiivleping on kõikidele avalikult kättesaadav ülikooli veebilehel.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.6.\tAmetiühing teavitab ülikooli personaliosakonda e-kirja teel viivitamata ametiühingu juhatuses toimunud muudatustest ning ametiühingu usaldusisikute valimisest ja nende volituste lõppemisest ning saadab kord poolaastas info liikmete arvu kohta, nimetades eraldi ülikooli töötajatest liikmete arvu.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.7.\tAmetiühing teavitab personaliosakonda ametiühingu korraldatavatest olulistest üritustest.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.8.\tAmetiühingu valitud esindajail on õigusaktides ette nähtud korra kohaselt õigus takistamatult tutvuda ülikooli töötajate töökorralduse ja -tingimustega.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.9.\tAmetiühingul on õigus saada palgaandmeid töötajate rühmade (mitte vähem kui viis töötajat) tasustamise kohta. Üldine statistika ülikooli tegevuse kohta, sh töötajate arv ja keskmine palk, on avalikult kättesaadav veebilehel statistika.ut.ee.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>5.10.\tÜlikool kohustub ametiühingu liikme kirjaliku avalduse alusel pidama tema töötasust kinni ametiühingu liikmemaksu ning kandma selle üle ametiühingu arvelduskontole.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>6.\tAmetiühingu usaldusisik\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>6.1.\tAmetiühingu usaldusisik on ülikooli töötaja, kelle ametiühingu liikmed on valinud töötajate esindajaks ametiühingute seaduse § 16 lõike 4 mõttes.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>6.2.\tAmetiühingu usaldusisikute arv on kuni 12.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>7.\tTöövaidluste lahendamine\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>7.1.\tTöötaja ja ülikooli vahel tekkinud lahkarvamus töötaja töösuhet puudutavas küsimuses lahendatakse võimaluse korral töötaja ja tööandja kokkuleppel. Selleks pöördub töötaja esmalt oma töö vahetu korraldaja ja struktuuriüksuse juhi poole. Vajaduse korral kaasatakse personaliosakonna töötaja, usaldusisik või ametiühingu esindaja.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>7.2.\tLahkarvamuse kokkuleppel lahendamise taotlemine ei võta vaidluse pooltelt õigust pöörduda töövaidluse lahendamiseks töövaidlusorganisse.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>III peatükk\u003Cbr>\n  \u003C\u002Fh2>\n\u003Ch2>TÖÖ- JA PALGAKORRALDUS\u003Cbr>\n  \u003C\u002Fh2>\n\u003Ch3>8.\tTöötajate koosseisu planeerimine ja töökorraldus\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>8.1.\tTöötajate koosseisu planeerimisel ja muutmisel lähtutakse\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>8.1.1.\ttöökorralduse otstarbekuse põhimõttest ja olemasolevatest rahalistest vahenditest, võttes eesmärgiks, et ülikooli akadeemiliste töötajate ja üliõpilaste suhtarv oleks kooskõlas rahvusvaheliste standarditega;\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>8.1.2.\takadeemiliste ametikohtade puhul õppe- ja teadustöö tegelikust mahust ja eripärast ning akadeemilise personali ametijuhendites kirjeldatud tööülesannetest; samuti arvestatakse tulemusvestlustelt saadud teavet töö tulemuste ja intensiivsuse kohta;\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>8.1.3.\ttugitöötajate ametikohtade puhul tööfunktsioonidest ja tegelikust töömahust; samuti arvestatakse tulemusvestlustelt saadud teavet töö tulemuste ja intensiivsuse kohta.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>8.2.\tÜlikool peab oluliseks ülikoolisisese teabevahetuse parendamist ja töötajate aktiivsemat osalemist struktuuriüksusi ning ülikooli tervikuna puudutavate teemade aruteludes.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>8.3.\tÜlikoolis väärtustatakse tulemustele orienteeritud töökorraldust ja tasustamist ning töötajate järjepidevat arendamist.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>8.4.\tÜlikool peab oluliseks tulemusvestluste pidamist juhtide ja neile alluvate töötajate vahel vähemalt kord aastas.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>8.5.\tUusaastale, Eesti Vabariigi aastapäevale, võidupühale ja jõululaupäevale eelneval tööpäeval ning eestikeelse ülikooli aastapäeval lõpeb tööpäev kell 12.00.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>8.6.\tNädalavahetuse ja riigipüha vahele jäävad üksikud tööpäevad antakse töötajatele vabaks, säilitades töötasu. Nimetatud päevadel töötavad need töötajad, kellel on graafikujärgne tööaeg ja kes peavad tagama katkematu tööprotsessi.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">8.7.\tÜlikool võimaldab töötajale kokku kuni kolm tööpäeva aastas vaba aega koos töötasu säilimisega järgmistel juhtudel: tervise edendamiseks ja haiguste ennetamiseks, lapse 1.  klassi mineku, abiellumise ning pereliikme surma korral. Vaba aja kasutamise lepib töötaja enne kokku töö vahetu korraldajaga.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>8.8.\tÜlikool võimaldab töötajale kuni kolm tööpäeva aastas heategevusliku töö tegemiseks, säilitades töötasu. Nimetatud aeg lepitakse enne kokku töö vahetu korraldajaga.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>8.9.\tKaitseväe õppekogunemisel või lisaõppekogunemisel osalevale töötajale säilitatakse tema töötasu.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>9.\tPalgakorraldus\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>9.1.\tPooled väljendavad head tahet vähendada projektipõhisest rahastusest tulenevat ebakindlust akadeemiliste töötajate töösuhetes.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>9.1.1.\tÜlikool loob Eesti\tTeadusagentuuri uurimistoetuste lõppemise korral\u003Cbr>\n  sildrahastuse kaudu ajutisi võimalusi, et tagada instituutide teadustegevuse jätkusuutlikkus.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">9.2.\tTöötajaid tasustatakse ülikooli palgaeeskirja kohaselt.\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>9.3.\tTöötajate tasustamisel arvestab ülikool Eesti palgaturu olukorda.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>9.4.\tÜlikoolil on eesmärk olla Eesti ülikoolide hulgas akadeemiliste ametikohtade palgaturu liider.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>9.5.\tÜlikoolil on eesmärk maksta tugitöötajate ametikohtadel Eesti tööjõuturul konkurentsivõimelist tasu.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>10.\tPuhkus\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>10.1.\tÜlikool annab puhkust puhkuse-eeskirja kohaselt. Alates 1. jaanuarist 2023 on põhipuhkuste pikkused järgmised:\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>10.1.1.\takadeemilisel töötajal vähemalt 42 kalendripäeva;\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>10.1.2.\ttugitöötajal vähemalt 35 kalendripäeva.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>10.2.\tPikemat põhipuhkust on õigus saada\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>10.2.1.\ttöökeskkonnavolinikul kohustuste tulemusliku täitmise eest ülikooli puhkuse- eeskirjas ette nähtud tingimustel 7 kalendripäeva võrra;\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>10.2.2.\tametiühingu usaldusisikul kohustuste tulemusliku täitmise eest ametiühingu esimehe ettepanekul kuni 7 kalendripäeva võrra.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>11.\tTöötervishoid, tööohutus ja töökeskkond\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">11.1.\tÜlikool, ametiühing ja töötajad teevad koostööd, et hoida ohutut töökeskkonda, vähendada tööstressi ning ennetada diskrimineerimist ja töökiusamist.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Cp>11.2.\tÜlikool koostab kõigis struktuuriüksustes riskianalüüsi, mida uuendatakse vajaduse kohaselt. Üksuse riskianalüüsi osana koostatakse kirjalik tegevuskava, milles nähakse ette abinõud töötajate terviseriskide vähendamiseks ja töötingimuste parandamiseks, ning üksuses tehakse korrapäraselt töökeskkonna sisekontrolli. Struktuuriüksuse riskianalüüs ja sisekontrolli tulemused tehakse kättesaadavaks kõigile selle üksuse töötajatele.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>11.3.\tAmetiühing teeb tööohutus- ja töötervishoiualase tegevuse korraldamisel koostööd töökeskkonnavolinike ja töökeskkonnanõukoguga.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>11.4.\tÜlikool seab eesmärgiks, et igal töötajal on võimalus käia töötervishoiuarsti vastuvõtul vähemalt üks kord kolme aasta jooksul ning läbida tervisekontroll olenevalt töö spetsiifikast.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">11.5.\tÜlikool maksab haigestumise või vigastuse tõttu haiguslehel viibivale töötajale haigushüvitist seaduses sätestatud kalendripäevade eest. Hüvitise suurus on 100% töötaja keskmisest töötasust.\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Ch3>12.\tTöölepingu ülesütlemine\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>12.1.\tKui ülikool kavandab töölepingute kollektiivset ülesütlemist (kollektiivset koondamist), konsulteerib ta ametiühinguga ning esitab ametiühingule kõik koondamist puudutavad andmed, st andmed asjaomaste struktuuriüksuste, koondatavate töötajate arvu ja ametikohtade ning koondamise põhjuse kohta.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>12.2.\tTöölepingu ülesütlemisel koondamise tõttu on tööle jäämise eelisõigus lisaks töölepingu seaduse § 89 lõikes 5 sätestatule ametiühingu juhatuse liikmel.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>12.3.\tÜlikool võimaldab töötajale töölepingu erakorralisest ülesütlemisest etteteatamise tähtaja jooksul vaba aega uue töö otsimiseks vähemalt 10% töötajaga kokku lepitud tööajast koos töötasu säilitamisega. Vaba aja kasutamise tingimused, sh kestuse, lepib töötaja kokku töö vahetu korraldajaga.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>12.4.\tÜldine teave töökeskkonna ja töösuhete kohta on Tööinspektsiooni infokanalites. Samuti pakub Tööinspektsioon tasuta nõustamisteenust.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">12.5.\tÜlikooli töötajal on võimalik saada tasuta psühholoogilist nõustamist töötajate nõustaja-kaplanilt.\u003C\u002Fdiv>\u003Cbr>\n  \u003Cp>\u003C\u002Fp>\n\u003Ch2>IV peatükk\u003Cbr>\n  \u003C\u002Fh2>\n\u003Ch2>TÖÖTAJATELE PAKUTAVAD HÜVED\u003Cbr>\n  \u003C\u002Fh2>\n\u003Ch3>13.\tHüved\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>13.1.\tÜlikool tööandjana pakub töötajatele mitmesuguseid hüvesid, samuti pakuvad ülikooli töötajatele soodustusi paljud ettevõtted. Kehtivate hüvede ja soodustuste loetelu on siseveebis.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch2>V peatükk\u003Cbr>\n  \u003C\u002Fh2>\n\u003Ch2>LÕPPSÄTTED\u003Cbr>\n  \u003C\u002Fh2>\n\u003Ch3>14.\tJõustumine ja kehtivus\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>14.1.\tKollektiivleping jõustub selle allakirjutamise hetkel.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">14.2.\tKollektiivleping kehtib kolm aastat alates selle jõustumisest. Kollektiivlepingu tähtaja möödumisel loetakse, et leping on muutunud tähtajatuks, kui kumbki pool pole vähemalt kolm kuud enne lepingu tähtaja möödumist kirjalikult teisele poolele teatanud, et ei soovi lepingu pikenemist.\u003C\u002Fdiv>\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>15.\tAvalikustamine\u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>15.1.\tKollektiivleping avaldatakse ülikooli ja ametiühingu veebilehel.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>15.2.\tÜlikool teeb kollektiivlepingu kättesaadavaks ülikooli siseveebis.\u003Cbr>\n  \u003C\u002Fp>\n\u003Ch3>16.\tMuutmine ja täiendamine \u003Cbr>\n  \u003C\u002Fh3>\n\u003Cp>16.1.\tÜlikooli ja ametiühingu esindaja kohtuvad vajadust mööda, et hinnata kollektiivlepingu täitmist ja arutada esile kerkinud küsimusi.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>16.2.\tÜlikooli ja ametiühingu esindajad kohtuvad väljaspool kollektiivlepingu läbirääkimiste protsessi vähemalt kord aastas, et vahetada teavet ülikooli arenguga seotud teemadel.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>16.3.\tKollektiivlepingut muudetakse ja täiendatakse poolte kirjalikul kokkuleppel.\u003Cbr>\n  \u003C\u002Fp>\n\u003Cp>Toomas Asser \u003Cbr>Tartu Ülikooli rektor\u003C\u002Fp>\n\u003Cp>Ruth Tammeorg\u003Cbr>\n  Tartu Ülikooli Ametiühingu esimees\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"trainingprogrammes":45,"sicknesspay":49,"sicknessmaxdays":53,"sicknessmaxdaysnr":57,"healthcareaccess":59,"deathrelatives":63,"marriage":65,"discrimination":67,"violence":71,"TRADEUNLEAV_trigger":73,"WAGES_determined":75,"cbadate_end":79},{"bindId":43,"name":44,"text":44},"cbadate_start","Tartu, 5. detsember 2022",{"bindId":46,"name":47,"text":48},"trainingprogrammes","5.3. Ülikool võimaldab ametiühingu liikm","5.3.\tÜlikool võimaldab ametiühingu liikmele ametiühingu esitatud kirjaliku kutse alusel aastas vähemalt viis tööst vaba päeva osalemiseks ametiühingu korraldataval koolitusel või ametiühinguorganite töös, tingimusel et sellega ei kaasne olulisi takistusi ülikooli tegevuses. Käesoleva punkti alusel antavatel vabadel päevadel säilitatakse töötajale tema keskmine töötasu, kuid mitte rohkem kui viie päeva eest aastas.",{"bindId":50,"name":51,"text":52},"sicknesspay","11.5. Ülikool maksab haigestumise või vi","11.5.\tÜlikool maksab haigestumise või vigastuse tõttu haiguslehel viibivale töötajale haigushüvitist seaduses sätestatud kalendripäevade eest. Hüvitise suurus on 100% töötaja keskmisest töötasust.",{"bindId":54,"name":55,"text":56},"sicknessmaxdays","8.7. Ülikool võimaldab töötajale kokku k","8.7.\tÜlikool võimaldab töötajale kokku kuni kolm tööpäeva aastas vaba aega koos töötasu säilimisega järgmistel juhtudel: tervise edendamiseks ja haiguste ennetamiseks, lapse 1.  klassi mineku, abiellumise ning pereliikme surma korral. Vaba aja kasutamise lepib töötaja enne kokku töö vahetu korraldajaga.",{"bindId":58,"name":55,"text":56},"sicknessmaxdaysnr",{"bindId":60,"name":61,"text":62},"healthcareaccess","12.5. Ülikooli töötajal on võimalik saad","12.5.\tÜlikooli töötajal on võimalik saada tasuta psühholoogilist nõustamist töötajate nõustaja-kaplanilt.",{"bindId":64,"name":55,"text":56},"deathrelatives",{"bindId":66,"name":55,"text":56},"marriage",{"bindId":68,"name":69,"text":70},"discrimination","11.1. Ülikool, ametiühing ja töötajad te","11.1.\tÜlikool, ametiühing ja töötajad teevad koostööd, et hoida ohutut töökeskkonda, vähendada tööstressi ning ennetada diskrimineerimist ja töökiusamist.",{"bindId":72,"name":69,"text":70},"violence",{"bindId":74,"name":47,"text":48},"TRADEUNLEAV_trigger",{"bindId":76,"name":77,"text":78},"WAGES_determined","9.2. Töötajaid tasustatakse ülikooli pal","9.2.\tTöötajaid tasustatakse ülikooli palgaeeskirja kohaselt.",{"bindId":80,"name":81,"text":82},"cbadate_end","14.2. Kollektiivleping kehtib kolm aasta","14.2.\tKollektiivleping kehtib kolm aastat alates selle jõustumisest. Kollektiivlepingu tähtaja möödumisel loetakse, et leping on muutunud tähtajatuks, kui kumbki pool pole vähemalt kolm kuud enne lepingu tähtaja möödumist kirjalikult teisele poolele teatanud, et ei soovi lepingu pikenemist.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>EST Tartu Ülikool - 2022\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Alguskuupäev: → 2022-12-05\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Lõppkuupäev: → 2025-12-04\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: → Keskkoolijärgne haridus, v.a. nn 'kolmanda astme' haridus, Biotehnoloogia teadustöö ja arendus, Sotsiaalteaduste ja humanitaaria teadustöö ja arendus, Loodusteaduste ja insneriteaduse alane teadustöö ja arendus, Nn 'kolmanda astme' haridus\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Avalik või erasektor: → In the public sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Otsustatud kelle poolt:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Ettevõtte nimi: → \n                        Tartu Ülikool\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                        TÜAÜ - Tartu Ülikooli Ametiühing\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            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maksimaalne haigusraha (6-ks kuuks): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Haigestumise korral maksimaalne tasustatud vabade päevade arv:  → 3 päev(a)\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Pikaajalise haiguse, näiteks vähiravi järgse tööle naasmise tingimused: → No\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Tasutud menstruatsioonpuhkus: → No\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Tööõnnetuse tagajärjel tekkinud töövõimetuse tasu: → No\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">TERVISHOID, OHUTUS JA MEDITSIINILINE ABI\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Lepingu kohaselt on tagatud meditsiiniline abi: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Lepingu kohaselt on tagatud meditsiiniline abi ka töötaja sugulastele: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Lepingu kohaselt maksab tööandja toetust töötaja tervisekindlustusse: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Lepingu kohaselt on ka töötaja lähedased antud tervisekindlustusega kaetud: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Leping sisaldab töötervishoiu ja tööohutuse eeskirja: → 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        \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: → Yes\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: → Yes\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        \n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">TÖÖTUNNID, GRAAFIKUD JA PÜHAD\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Aastane tasustatud puhkus: → 39.0 päev(a)\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Aastane tasustatud puhkus: →  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     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