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távközlés",{"name":41,"data":42},"HU_Győr-Sopron-Ebenfurti Vasút Zártkörűen Működő Részvénytársaság_2021.html","\n\u003Ctitle>Győr-Sopron-Ebenfurti Vasút Rt\u003C\u002Ftitle>\n\u003Cmeta http-equiv=\"Content-Type\" content=\"text\u002Fhtml; charset=UTF-8\">\n\n\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Győr-Sopron-Ebenfurt Railway Private Limited Company\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The Győr-Sopron-Ebenfurt Railway Private Limited Company \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">has been in force since 1993.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">COLLECTIVE AGREEMENT\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(Published: \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">December 2020,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> with amendments, in a unified structure.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Text in italics \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is effective from 1 January 2021.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> )\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">TABLE OF CONTENTS  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">GENERAL RULES ................................................ ................................................... ............................. 5\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Scope of the Collective Agreement ............................................ . ................................................... .. ............... 5\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Amendment to the Collective Agreement ............................................ . ................................................... ................. 5\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Termination of the Collective Agreement ............................................ . ................................................... 6\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The relationship between the parties to the Collective Agreement ......................................... .......................... 6\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">THE EMPLOYMENT RELATIONSHIP .............................................. . ................................................... .. ............. 6\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Subjects of the employment relationship ............................................ . ................................................... ................. 6\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Establishment of the employment relationship ............................................. ................................................... . .............. 7\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Mandatory medical examination .............................................. . ................................................... . .............. 7\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Blood donation ................................................ ................................................... ................................................. 7\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Termination restriction ................................................... ... ... ............................................ .. .... ................................ 8\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Mandatory exemption period .............................................. . ................................................... ................... 8\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Final satisfaction ................................................ ................................................... ................................. 9\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employment other than employment contract ............................................ . ............................................... …10\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Procedure to be applied in the event of culpable breach of an obligation arising from an employment relationship ....... 11\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Legal consequences applicable in the event of culpable breach of obligations arising from employment relationships \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">................................... ................................................... ................................................. .. ....... 12\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Termination with immediate effect .............................................. ................................................... ................ 13\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">WORK AND REST TIME .............................................. ................................................... .............................. 14\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Full-time work .............................................. ................................................... ................................ 14\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Working time rules ................................................................................................................... 14\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Working hours in front of a screen .............................................................................................. 17\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>Munkaidőkeretek ........................................................................................................................... 17 \u003Cbr>\u003C\u002Fp>\n\u003Cp>Az utazók szolgálati és távolléti órái ............................................................................................. 20 \u003Cbr>\u003C\u002Fp>\n\u003Cp>A gépjárművezetők munkaideje .................................................................................................... 21 \u003Cbr>\u003C\u002Fp>\n\u003Cp>Munkában nem töltött idő díjazása ............................................................................................... 20 \u003Cbr>\u003C\u002Fp>\n\u003Cp>Munkaközi szünet .......................................................................................................................... 21 \u003Cbr>\u003C\u002Fp>\n\u003Cp>A munkavállaló napi pihenőideje .................................................................................................. 22 \u003Cbr>\u003C\u002Fp>\n\u003Cp>Heti pihenőnap .............................................................................................................................. 22 \u003Cbr>\u003C\u002Fp>\n\u003Cp>Szabadságok kiadása ..................................................................................................................... 23 \u003Cbr>\u003C\u002Fp>\n\u003Cp>RENDKÍVÜLI MUNKAIDŐ ...............................................................................................................  \u003Cbr>\u003C\u002Fp>\n\u003Cp>Rendkívüli munkavégzés elrendelésének feltételei, korlátai, megváltása .................................... 24 \u003Cbr>\u003C\u002Fp>\n\u003Cp>Az ügyelet elrendelésének módja és díjazása ............................................................................... 25 \u003Cbr>\u003C\u002Fp>\n\u003Cp>Készenlét ....................................................................................................................................... 26 \u003Cbr>\u003C\u002Fp>\n\u003Cp>BÉRRENDSZEREK - BÉRFORMÁK ............................................................................................... 2 \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>3 \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>A MUNKABÉR KIFIZETÉSE…………………………………………………………………….27 \u003Cbr>\u003C\u002Fp>\n\u003Cp>BÉRPÓTLÉKOK .............................................................................................................................. 27 \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Shift allowance ................................................................................................................................ 27\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Night supplement .............................................................................................................................................. 28\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Absence pay ................................................................................................................................................... 28\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Remuneration for work performed on a public holiday .............................................................................. 28\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Steam locomotive driver's allowance .............................................................................................................. 28\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Post-payment commission .............................................................................................................................. 29\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Transfer surcharge .............................................................................................................................................. 29\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Compensation for work harmful to health ................................................................................... 29\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Company vehicle driving allowance ................................................................................................ 29\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Other allowances for those employed in a work schedule that temporarily differs from the uninterrupted work schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.............................................................................................................................................. 30\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Practical education and training allowance .............................................................................................. 31\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Heiligenkreuz\u002FSzentgotthárd Industrial Park service fee .............................................. 31\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">COST REIMBURSEMENTS ................................................................................................................... 31\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Domestic official mission, reimbursement of expenses ................................................................................ 31\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Reimbursement of expenses of employees performing temporary foreign service \u002Fposting\u002F, recognized expenses related to \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">foreign postings .............................................................................................. 32\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Flat rate for off-site work .............................................................................................. 33\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">EU supplement ................................................................................................................................................ 33\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Commuting travel allowance .............................................................................................. 34\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Other employer benefits .............................................................................................................. 34\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">SOCIAL BENEFITS .............................................................................................................................. 34\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Anniversary reward ................................................................................................................................ 35\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">School start support ................................................................................................................................ 35\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Barracks placement ................................................................................................................................... . 35\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Workwear ................................................................................................................................................... 36\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Use of funds for welfare purposes .............................................................................................. 36\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Advance payment ................................................................................................................................................ 36\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">LIABILITY FOR MATERIAL AND DAMAGES .............................................................................................. 37\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Liability for inventory shortages ................................................................................................................ 37\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employee's liability for damages .............................................................................................. 36\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Claims procedure .............................................................................................................................. 38\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Conditions of the employer's financial liability for objects brought into the workplace ................... 39\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Earnings supplement for employees who have become unfit for certain jobs .............................. 39\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   Formation of provisions for employees who have become unfit for certain jobs…………..39\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employee Insurance ................................................................................................................................ 39\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Negotiation in a labor dispute .............................................................................................................. 41\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Conciliation in labor disputes ................................................................................................ 41\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">ENTRY INTO FORCE AND OTHER INTERPRETATIVE PROVISIONS ..................................... 43\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">GYSEV'S SALARY CLASSIFICATION SYSTEM .................................................................................. 45\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">HOUSING SUBSIDY .............................................................................................................. 46\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">SETTLEMENT OF COMMISSIONS ................................................................................................... 49\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">GYSEV CAFETERIA RULES ..................................................................................................... 50\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">JOBS RESERVED FOR EMPLOYEES WITH CHANGED WORK CAPACITY \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">................................................................................................................. 51\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">GYSEV DRESS CODE .............................................................................................................. 52\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">DAILY RATES ESTABLISHED FOR INDIVIDUAL COUNTRIES ............................................... 53\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">TRIBAL GUARD MEMBERSHIP........................................................................................................................ 54\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">WORK SCHEDULE AND OTHER RELATED RULES……….………...............................53\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">DECLARATIONS………………………………………………………………………………………....57\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">COLLECTIVE AGREEMENT\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">which was concluded on the one hand by the Hungarian branch of the Győr-Sopron \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Ebenfurti Vasút Zártkörűen Működő Részvénytársaság, as the employer, and on the other hand \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">by the signatory trade unions (the GYSEV Workers' Free Trade Union \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">since January 1, 1993, the Locomotive Drivers' Union and the Railway Workers' Union \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">since January 1, 1994, the parties to the Collective Agreement).\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">GENERAL RULES\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Scope of the Collective Agreement\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 1.§.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F The scope of this Collective Agreement covers - with the exception of the CEO and his deputy - the\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For employees of GYSEV Zrt. and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">GYSEV CARGO Zrt.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The exclusive and continuous MÁV employment relationship of employees \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employed by GYSEV companies due to organizational measures taken by the MÁV Group must be considered \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">as if they had been with the current employer.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 2.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F Different rules may be established in a separate annex, taking into account the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">specific employment groups of GYSEV Zrt. and GYSEV CARGO Zrt. (hereinafter referred to as GYSEV) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(Annex No. 10).\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The Collective Agreement may also establish benefits for GYSEV pensioners \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">with specific extended personal effect .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F Different rules apply to those employed by GYSEV based on a student employment contract and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">those employed by GYSEV based on a student employment contract.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 3.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">This Collective Agreement is concluded by the parties for an indefinite period of time.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Amendment to the Collective Agreement\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> § 4.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F Any party may amend the rules specified in the Collective Agreement\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">It is mandatory to initiate a review of the Collective Agreement - including the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">wage table - once a year.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F If, after the conclusion of the Collective Agreement, a rule different from that specified in the Collective Agreement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is adopted, which is higher than the Collective Agreement,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">When the rule regarding the employment relationship at the level of the company enters into force, the conflicting Collective \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Agreement rule will cease to be valid even without a separate agreement between the parties.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the case of rules that do not conflict with the new rule, but are merely different, an amendment to the Collective Agreement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be initiated.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Termination of the Collective Agreement\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> § 5.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The Collective Agreement may be terminated by any of the parties entitled to do so with a six-month notice . The party exercising the right of termination \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is obliged to notify the parties   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of the termination, stating the reasons , and initiating negotiations.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The relationship between the parties to the Collective Agreement\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 6.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F The parties to the Collective Agreement agree that \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in matters related to the employment relationship to be regulated in the Collective Agreement:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• a contract offer containing the employer's proposal,   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• a contract drawn up by the trade union(s) based on the employees' proposals\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The parties are obliged to make the offer   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">available to the other party   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">at least one month before the planned date of conclusion of the contract \u002F amendment \u002F .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F Within one month of the submission of the contract offer, each party is obliged \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to discuss it with those it represents.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F The parties to the contract are obliged to coordinate their positions, clarify any differing contract offers, and attempt to reach an agreement on the precise text of the Collective Agreement \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">within two weeks after the expiry of one month \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 7.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The deadlines specified in Section 6 may be shortened by mutual agreement, provided that this does not \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">jeopardize the establishment of a fully clarified, well-founded agreement.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 8. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">THE WORK RELATIONSHIP\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Subjects of the employment relationship\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 9.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F An employment relationship at GYSEV can only be established with an employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">who meets the conditions specified in the rules governing employment and who has given his\u002Fher consent to the suitability tests necessary to fill the position \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F In addition to the conditions specified in paragraph 1.\u002F, due to the nature of the work - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in justified cases - the employee may only be employed in a position where \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">he would be in a subordinate or controlling relationship \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">with a close relative of a GYSEV employee, subject to prior release by the CEO.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 10.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">When establishing an employment relationship, under equal conditions, preference shall be given to an \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee who:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• has knowledge of a foreign language,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• a graduate of a \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">secondary or higher education institution providing qualifications in a field within the scope of GYSEV's activities ,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• a relative of a GYSEV employee or an employee who has retired from GYSEV \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, and\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• a former GYSEV employee whose GYSEV employment relationship \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">was terminated through no fault of their own.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 11.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer is obliged to inform the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">which body or person will perform the employer's rights and obligations arising from the employment relationship (employer's authority) \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The person exercising the employer's authority shall comply with this obligation by publishing the contents of the Organizational and Operational \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Regulations.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Establishing the employment relationship\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 12.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employment contract establishing an employment relationship at GYSEV and its amendments \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must always be put in writing.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Mandatory medical examination\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 13.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">During the duration of the employment relationship, the employee is obliged to participate in the prescribed preliminary, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">regular, periodic, extraordinary and final medical examinations.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Blood donation\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u002FMt. 55. §.\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">13\u002FA.§.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the event of a blood donation, the employee is exempted from the obligation to work for a period of 4 hours - which \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">includes the time of the blood donation. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employee is entitled to absenteeism pay for the working time lost due to the blood donation, and the standby blood donor \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to an absence pay increased by 50% for a period of 4 hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employee must notify the employer of his\u002Fher intention to participate in an organized blood donation at least 7 days \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in advance to the other employer authority designated in the SZMSZ \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">On treatment \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in a healthcare institution related to human reproductive procedures\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u002FMt.55.§\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">13\u002FB.§\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For the duration of treatment in a healthcare institution related to human reproduction procedures \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(vitro fertilization program), the employee is exempted \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">from his\u002Fher work obligation.    \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">During the treatment period - in case of presence certified by a doctor for the given month - \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employee is entitled to absence pay for two days per month, and \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employer provides certified absence for other cases related to treatment.    \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In all cases, the employee is obliged to notify the other employer's authority named in the SZMSZ of his\u002Fher participation in the treatment (accounted for with absence pay or \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">certified absence without pay) at least 7 days in advance \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>  \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Termination restriction\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \u002FMt. Section 66 (5)\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 14. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Only in extremely justified cases may the employment \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of a person who has been a member of the GYSEV core team for at least 20 years be terminated by notice.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Mandatory exemption period\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \u002FMt. § 70\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 15.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F If the employee's employment relationship \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is terminated due to retirement or entitlement to rehabilitation benefits, he\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">she shall be granted a period of exemption pursuant to Section 70. \u002F1\u002F of the Labor Code.    \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">An employee with at least thirty years of railway service \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be exempted \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">from work upon retirement for the entire period of notice specified in Section 69. of the Labor Code.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The minimum notice period is 60 days, but may not exceed 90 days, if the employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">terminates \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employee's employment due to staff reductions or reorganization . In such a case, the employee must \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">be exempted from work for the entire notice period.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 16.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F The person exercising the employer's authority must notify the employer 15 days before making his decision.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to inform the interested trade union with representation, and to inform the factory\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">9\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to provide advice on draft employer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">measures affecting a larger group of employees, in particular ideas regarding the reorganization, transformation of the employer, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the transformation of an organizational unit into an independent organization, privatization, modernization, and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the use of loan labor.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The above must be communicated to the affected persons in writing.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F Terminated due to organizational measures and transferred from this position to another position\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The position of a placed employee cannot be filled again within six months.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Severance pay\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \u002FMt. § 77\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 17.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F Contrary to Section 77 of the Labour Code, the amount of severance pay is:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• 1 month for at least 2 years of GYSEV employment, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• 2 months for at least 3 years of GYSEV employment, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• 3 months for at least 5 years of GYSEV employment, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• 4 months for at least 8 years of GYSEV employment, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• 6 months for at least 10 years of GYSEV employment, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• 8 months for at least 13 years of GYSEV employment, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• 9 months for at least 15 years of GYSEV employment, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• 10 months for at least 18 years of GYSEV employment, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• 12 months for at least 20 years of GYSEV employment, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• 14 months for at least 23 years of GYSEV employment, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• 15 months for at least 25 years of GYSEV employment, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• 16 months for at least 28 years of GYSEV employment, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• 17 months for at least 30 years of GYSEV employment  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">absence pay and an additional 1 month of absence pay for every additional 2 years of GYSEV employment \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The above amount of severance pay \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is increased by the amount of three months of absence pay if the employee's employment relationship is terminated due to termination by the employer or termination without legal successor \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">within five years prior to the acquisition of the right to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">old-age pension or early retirement pension.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F An \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee with a disability in connection with employment at the railway company is entitled to company severance pay even if \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">he or she has had an employment relationship with GYSEV for at least 1 year.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Severance pay for 1-4 years of GYSEV employment: 3 months of absence pay. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For employees whose employment at GYSEV is based on disability\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">terminated due to retirement and was re-employed \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">by GYSEV upon the cessation of disability, the period of eligibility for severance pay \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall include the previous GYSEV employment relationship and the period of disability, if the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee did not previously receive severance pay.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F If the employee terminates \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">his\u002Fher employment with GYSEV with immediate effect and his\u002Fher employment here has been at least 1 year, he\u002Fshe \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to severance pay equivalent to 1 month's absence pay.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If there is a reduction in the number of employees in a given job position due to a transformation or reorganization\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">10\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">takes place, or the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is not suitable for the performance of his\u002Fher job based on \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the professional opinion of the occupational health physician, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and the employer offers the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">another suitable job - the \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">time spent on work may exceed the time specified in Section 31, Section 3, of the Employment Act by a maximum of 50% - taking into account \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">his\u002Fher qualifications, age, health condition, working conditions, commuting time \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and offered retraining opportunities - and if the employee does not accept the new suitable job, he\u002Fshe \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is only entitled to severance pay as specified in the Employment Act.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb> \u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The job offer and its acceptance or rejection must be recorded in writing.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employment other than employment contract\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> § 18.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u002FMt. § 53\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F The employer is entitled to temporarily employ the employee in a job \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">position (redirection), at a place of work (secondment) or with another employer \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(secondment). In this case, the employee is obliged \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to pass the necessary local exams (non-official exams). Preparation for the local exams \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is included in the time of the redirection.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F If the employee sees tasks belonging to a different job instead of their original job title\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For the duration of the transfer \u002Fsubstitution\u002F, the employee is entitled to the remuneration for the new position \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, but it cannot be less than the absence fee.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F If the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">performs tasks belonging to another job in addition to his\u002Fher original job, he\u002Fshe is entitled to the following remuneration:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• if the time spent on performing the other job can be determined, the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to a pro-rata wage for that job, but this cannot be less than the absence pay,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• if the working time of the two positions cannot be separated, the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to a 20% substitution fee until the 60th day and 30% from the 61st day, which \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be determined based on the basic salary established for the other position. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Substitution \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">beyond 60 days, but for a maximum of 90 days, can only be ordered with the employee's consent .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F Those exercising other employer powers \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are entitled to authorize substitutions pursuant to point 3.\u002F.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u002F The duration of employment in a position other than that stipulated in the employment contract (redirection) or with another employer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(secondment) may not \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">exceed 60 days in a calendar year, calculated together.   The duration of employment \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in a place of work other than that stipulated in the employment contract (domestic and temporary foreign \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">posting) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may not exceed 90 days in a calendar year, calculated separately.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">11\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Procedure to be applied in the event of a culpable breach of an obligation arising from an employment relationship\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \u002FMt. § 56.\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 19.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F An adverse legal consequence is a legal disadvantage determined in the event of a culpable breach of an obligation arising from the employment relationship \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– proportional to the gravity of the breach of obligation. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A measure entailing an adverse legal consequence may only be imposed in a written, reasoned \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">decision signed by the person exercising the employer's authority; otherwise, the measure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is unlawful.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The determination of the adverse legal consequence and the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">notification of the decision to the employee may take place within 15 days of the employer becoming aware of the culpable breach of obligation (subjective deadline). The procedure may not be initiated \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">more than 6 months after \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the breach of obligation (objective, forfeiture deadline).\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F The employer becomes aware of a culpable breach of an obligation arising from the employment relationship, which is the basis for the measure entailing an adverse legal consequence \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, if \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the identity of the perpetrator, his culpability and the gravity of the breach of obligation are known.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The date on which the employer becomes aware of this information shall be considered the day on which \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">he is demonstrably notified of this information or on which \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">he personally noticed the breach of obligation within his own sphere of control.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F If the person exercising the employer's authority \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">becomes aware of an employee's culpable breach of duty, he must immediately initiate an investigation to clarify the facts and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">appoint an investigator to conduct it.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u002F In the event of a joint breach of obligations by employees employed in different organizational units \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, the investigation shall be conducted in one procedure. In such a case, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">investigator shall be appointed by the manager (joint superior) exercising professional supervisory authority over the organizational units involved in the case \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6.\u002F The employee involved in the culpable breach of duty must be notified in writing of the initiation of the procedure, the identity of the investigator, and the personal interview \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, simultaneously with the commencement of the investigation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7.\u002F The notification must specify the subject of the hearing – i.e. the conduct \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for which the procedure was initiated – the location and time of the hearing, and the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee must be informed that he or she may use a legal representative during the procedure.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8.\u002F The employee's attention must be drawn to the fact that if, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for any reason, he\u002Fshe does not appear at the personal interview and does not present his\u002Fher defense in any other way during the procedure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, the person exercising the employer's authority \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">will make his\u002Fher decision based on the data and information at his\u002Fher disposal.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">9.\u002F During the personal interview, it must be ensured that the employee can freely express his\u002Fher position \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, present evidence, present his\u002Fher defense, and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">use a legal representative at his\u002Fher own expense to protect his\u002Fher rights.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">10.\u002F The employee and his\u002Fher legal representative \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may request information during the hearing and at any stage of the procedure, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">inspect the documents created during the procedure or made the subject of evidence, and make notes from them. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">When inspecting documents or making notes, care must be taken to protect personal data and business secrets.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">11.\u002F The investigator must draw the attention of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">both the employee subject to the procedure and the employee summoned as a witness to the fact that they are obliged to cooperate with the employer,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">12\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">At the same time, he must also inform them that they are not obliged \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to give self-incriminating testimony during their hearing.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">12.\u002F During the procedure, the investigator is obliged to clarify the facts, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">fully uncover the evidence, and identify the mitigating or aggravating \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">circumstances of the employee's conduct. A record must be made of the personal interview, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in which the data, information, and statements essential for deciding the case \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be recorded.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">13.\u002F The interview minutes must be prepared in 2 original copies and all \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">pages must be signed by the persons present at the interview. 1 original \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">copy of the minutes must be given to the employee subject to the procedure.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">14.\u002F The time spent on the appearance and questioning of the employee summoned as a witness \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be certified by the investigator, which period shall be counted as working time based on the certification.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">15.\u002F The investigator – based on the findings of the procedure he\u002Fshe has conducted – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">prepares a detailed report for the person exercising the employer's authority, at the end of which he\u002Fshe makes a specific proposal on the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">method of concluding the procedure and the application and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">extent of the adverse legal consequence.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">16.\u002F Depending on the decision of the person exercising the employer's authority, the investigator - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">with the professional assistance of the Human Resources Organization - is obliged to immediately prepare the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employer's decision terminating the procedure or imposing an adverse legal consequence, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">which must also be consulted with the legal advisor.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">17.\u002F The operative part of the employer's decision must record the culpable breach of obligation, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the points of the violated legal provisions, the imposed legal disadvantage (its extent, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">duration of employment, new job, salary and place of work), a warning about the possibility of legal remedy \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, and the name and address of the labor court competent to adjudicate.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">18.\u002F The explanatory part of the employer's decision must record the exact facts, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee's reprehensible behavior, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">points of the laws and railway instructions violated by him and their verbatim quotation, the accepted evidence, the ignored evidence \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">proposals, and other aspects taken into account during the assessment.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">19.\u002F The employer's decision \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be delivered to the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in person, by official means, with a delivery slip, within 15 days of becoming aware of the culpable breach of obligation, or sent by registered mail no later than the 15th day.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">20.\u002F The measure included in the employer's decision \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">cannot be implemented before the decision becomes final, therefore, 30 days \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">after the certified delivery of the decision, the employee must declare in writing whether he has exercised legal remedies \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">against the decision. The employee - taking into account his general obligation to cooperate - is obliged to make a declaration. The implementation of the final employer's decision \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must begin \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">within 30 days .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Legal consequences \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">applicable in the event of culpable breach of an obligation arising from an employment relationship\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 20.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F Only one of the employer measures listed in point 3.\u002F of this § \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may be imposed as an adverse legal consequence.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">13\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. \u002F The adverse legal consequence to be applied must comply with the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">principle of gradualism, but must be proportionate to the culpable breach of obligation.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the interest of proportionality - in justified cases - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a more stringent measure than the next legal consequence may be imposed in the decision, but its application \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be separately justified.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. \u002F The following employer measures that do not violate \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the employee's personal rights and human dignity may be applied as adverse legal consequences :\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• reprimand\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• 10% base salary reduction for a period of three months,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• 20% base salary reduction for a period of three months,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• placement in another, lower-wage job for 3 months,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• placement in another, lower-wage job for 6 months,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• placement in another job with a lower salary category for a maximum of one year.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The base salary for the new job may differ from the base salary established for the job, but it cannot be \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">less than 80% of the employee's original base salary.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The total legal consequence may not exceed the employee's monthly basic \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">salary.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Termination with immediate effect\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \u002FMt. § 78\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 21.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F An employee's employment relationship may be terminated with immediate effect, for example in the following \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">cases:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a.\u002F due to the employee's own fault, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">alcohol or narcotics or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">intoxicants are found in his system while performing his obligations related to the employment relationship,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b.\u002F the employee's unjustified omission without a significant reason, if \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">he cannot later excuse it,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c.\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">violation of the law or internal instructions relating to the performance of the employee's job,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d.\u002F unjustified refusal to carry out the employer's lawful instructions,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">e.\u002F committing a crime, intentional violation of rules to the detriment of the railway company or its employees , or intentionally \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">damaging \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">facilities and equipment that are the property of the railway ,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">f.\u002F case specified in the employee's employment contract.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F Before notifying the employee of the termination with immediate effect, the person exercising the employer's authority is obliged \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to inform the employee of the reasons for the planned measure and to provide him with an opportunity \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to defend himself, unless this \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">cannot be expected of the employer due to all the circumstances of the case.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">14\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The hearing may be waived if   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- the positive result during the breathalyzer test is confirmed by the authorities\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">also the result of a blood test; \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- after a positive result during the breathalyzer test, the employee\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">He admitted his intoxication in the intoxication test report; \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- following the positive result during the breathalyzer test, the employee\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">refuses in writing to participate in an official blood test.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">At the hearing scheduled by the employer, the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may use a legal representative at his\u002Fher own expense; the absence of a legal representative shall not \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">prevent the conduct of the procedure. Minutes shall be taken of this hearing.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the employee does not exercise the right to be heard, this does not prevent the employer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">from making a decision.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F An employee may be terminated with immediate effect if the employer,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">breaches a material obligation arising from the employment relationship. The following \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be considered a breach of a material obligation in particular:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a.\u002F if the employer does not pay wages within 30 days following the wage payment date or, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">without taking any final and adverse legal action, pays wages less than those stipulated \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in the employment contract, taking into account the rules on the payment of wages \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b.\u002F the employer does not provide the employee with healthy and safe \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">working conditions, and thus the employee's continued work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">endangers his health and physical integrity,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c.\u002F the employer exhibits conduct that violates Section 7 or Sections 9-11 of the Labor Code,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d.\u002F the employer does not provide sufficient working conditions \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in line with the quantitative and qualitative requirements of the work.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">WORK AND REST TIME\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Full-time work\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \u002FMt. § 92\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 22.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">At GYSEV, full-time working hours - unless an employment rule makes an exception \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- are eight hours a day, forty hours a week.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Rules on working hours\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \u002FMt.§96-100; §120\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F The work schedule, as well as the start and end of working hours, the place and time of the break between work\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer is entitled to determine \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the time - in compliance with the rules on rest periods, overtime, and the requirements of healthy and safe working conditions \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. Before deciding on the determination of the work schedule, the employer shall seek \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the opinion of the works council. The draft submitted to the works council for an opinion must be sent \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">simultaneously to the trade unions with representation for information \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">15\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the event of employment of the employee other than that stipulated in the employment contract (redirection, assignment, secondment, substitution), \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the work schedule at the place of work shall apply   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the employee . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2.\u002F Applied work schedules: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">      a.) general work schedule (daily) \u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">working hours shall be divided into five days a week, from Monday to Friday\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\"> , \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">      b.) multi-shift work schedule \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">  - two-shift if employees perform the same \u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">activity \u003C\u002Ffont>\u003C\u002Fi>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">in turn once within a working day\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">   - three-shift if employees perform the same \u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">activity \u003C\u002Ffont>\u003C\u002Fi>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">in turn twice within a working day\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">       c.) uninterrupted work schedule \u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">if the activity is interrupted for a period not exceeding six hours per calendar day or for a reason specified in the technological regulations per calendar year, exclusively for the \u003C\u002Ffont>\u003C\u002Fi>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">period   \u003C\u002Ffont>\u003C\u002Fi>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">specified therein\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">   - four-shift   work schedule \u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">at least four employees performing the same activity are usually entitled to \u003C\u002Ffont>\u003C\u002Fi>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">an average of 24 hours of rest after a 12-hour service, and then usually 48 hours of rest after another, usually 12-hour \u003C\u002Ffont>\u003C\u002Fi>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">service.  \u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">   - 12\u002F24   \u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">at least three employees performing the same activity are usually \u003C\u002Ffont>\u003C\u002Fi>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">entitled to a 24-hour rest period after a 12-hour shift.  \u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">   - \u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">if other conditions according to the rules applicable to the employment relationship are met, the \u003C\u002Ffont>\u003C\u002Fi>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">working time is allocated to any calendar day and any period thereof,\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">    d.) other   \u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">cannot fully correspond \u003C\u002Ffont>\u003C\u002Fi>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">to any of\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\"> the work schedules specified in the previous points 3.\u002F Types of work schedule: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">      a.) equal work schedule (general work schedule, working time must \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">be allocated to five days a week), \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">      b.) unequal work schedule (working time can be allocated unequally to all days of the week or to individual \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">work days, \u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">which can be implemented in the case of uninterrupted \u003C\u002Ffont>\u003C\u002Fi>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">or non-interrupted activity)\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c.) flexible working hours ( \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employer grants the employee the right to set working hours in writing, with a view to the independent organization of work)  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d.) flexible working hours (working hours can be changed, half of the working hours cannot be\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(The extent to which this is the case can be determined by the employee.)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">16\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F The employee's daily working hours, according to their schedule, - excluding part-time work - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">cannot be less than four hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employee's daily working hours according to the schedule - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">with the exception detailed in point 5 - may not exceed 12 hours per day, and the weekly working hours may not exceed 48 hours. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the case of an unequal working time schedule, the duration of the weekly working \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">hours must be taken into account as an average of the working time frame.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u002F Based on an individual, written agreement between the employer and the employee\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may differ for employees employed in standby-type jobs, as well as for employees working in rail passenger transport, rail \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">freight transport, or in jobs ensuring uninterrupted traffic \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The maximum daily working time according to the schedule is 16 hours. In contrast, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the maximum daily working time according to the schedule in standby-type jobs \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of GYSEV CARGO Zrt. is 24 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6.\u002F Split working hours   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In those places of service where local circumstances and the work require this\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">provides the opportunity, working hours can be divided. The \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">duration of the interruption of working hours cannot be less than two hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the employee is required to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">spend the break in working hours at work, he or she is entitled to remuneration equivalent to 50% of his or her basic salary.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Even with intermittent employment, the employee must be provided with a rest period of at least \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">9 hours for local residents and at least 10 hours for visiting employees between two working days \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Split working hours can be used in the following jobs:  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• personal cashier,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• switch operator,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• senior switch operator,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• switch operator \u002F traction conductor,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• traffic officer (Kőszeg),\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• car dispatcher (Szentgotthárd, night duty),\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• shunting driver (Szentgotthárd, night duty),\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• line shunting driver (Szentgotthárd, night duty)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the above positions - with the exception of the personal cashier - the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is obliged to spend the interruption of the shared working hours at his workplace. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the personal cashier position, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employer orders standby for the duration of the interruption of working hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7.\u002F The employer is obliged to communicate the working time schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the employee at least one week in advance, one month in advance, in the manner customary in the locality. The employer may unilaterally modify the working time \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">schedule at least seven days in advance if unforeseen circumstances \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">arise in its management or operation.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">17\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8.\u002F The work schedule can only be changed after the expiry of the working time frame.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">With the permission of the resource organization. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">9.\u002F The employee is required to work more than two night shifts on consecutive days - the\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">both in an uninterrupted work schedule - can only be commanded with his consent.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Working hours for screen work\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> § 22\u002FA.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F The total working time of continuous screen time \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall not exceed six hours per day. The actual screen time does not include the mandatory non-screen \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">time of \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">at least ten minutes per hour - which cannot be combined .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F Continuous screen work is considered to be work performed in front of a screen if the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">performs their work continuously looking at the screen or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">operates a screen-based device without any significant interruption.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F If the actual work in front of a screen exceeds six hours, work organization \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">measures must be taken to ensure that the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">does not work in front of a screen during the remaining daily working hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F All employees employed in positions where \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">regular (daily) use \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of a computer is essential for their work are entitled to glasses that ensure clear vision. The \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employer shall determine the necessity of using a computer.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employer shall provide eligible employees with glasses that ensure clear vision as needed, but at least every two years, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in accordance with the applicable CEO instructions \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Working hours\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> § 23.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F The employment of GYSEV Zrt. employees takes place within a one-month working time frame. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The starting date of the working time frame is the first day of the calendar month, and the ending date is \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the last day of the calendar month.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employment of GYSEV CARGO Zrt. employees (except those employed under the general work schedule (daily) according to Section \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">    22. 2.\u002Fa of the KSZ ) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">takes place within a two-month working time frame. The starting date of the working time frame is the first day of the odd-numbered month \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, and the ending date is the last day of the following even-numbered month.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  Employment of GYSEV CARGO Zrt. locomotive drivers within a one-month working time frame\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The starting date of the working time frame is the first day of the calendar month, and the ending \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">date is the last day of the calendar month.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For employees of the Hospitality Organization and the Passenger Transportation Business\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employment of an employee holding the position of museum railway plant manager shall be as specified in Annex \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">No. 10.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">18\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 24.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Jobs that ensure smooth traffic:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">freight dispatcher \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">freight chief dispatcher \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">ETCS engineer \u002Fsafety equipment\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> traffic service operator, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">traffic line controller, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">traffic controller \u002Ftrain pick-up and drop-off\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">traffic controller, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">chief traffic service operator   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">machines, equipment coordinator \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">network chief operator \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">cable installer engineer telecommunications \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">commercial manager \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">special engineer \u002Fsafety officer\u002F 1st \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">special engineer \u002Fsafety officer\u002F 2nd \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">special engineer \u002Fsafety officer\u002F 3rd \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">wagon arranger, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">wagon cleaner wagon \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">cleaner group leader \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">wagon cleaning machine operator \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">wagon inspection locksmith \u002Fdriver\u002F,    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">wagon inspection locksmith \u002Fdriver-train pick-up\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">wagon inspection locksmith \u002Ftrain pick-up\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">wagon inspection locksmith 1st \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">wagon inspection locksmith 2nd \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">wagon inspection locksmith 3rd wagon \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">inspection locksmith group leader \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">container terminal yard manager, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">mobile wagon inspection \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">technical dispatch \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">engineer \u002Fsubstation\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">technician \u002Fsecurity engineer - troubleshooter\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">technician \u002Fsecurity engineer. Daytime\u002F technician \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">security engineer\u002F 1. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">technician \u002Fsecurity engineer\u002F 2. technician \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">security engineer\u002F 3. technician \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u002Ftelecommuter\u002F 1. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">technician \u002Ftelecommuter\u002F 2. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">technician \u002Ftelecommuter\u002F 3.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">19\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">engineer \u002Ftelecomm\u002F cable 1. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">engineer \u002Ftelecomm\u002F cable 2. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">engineer \u002Ftelecomm\u002F cable 3. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">international passenger cashier \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">with traffic service \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">assistant,   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">computer operator-data recorder \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">passenger cashier \u002Fsmall station\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">passenger cashier \u002Fmedium station\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">passenger cashier \u002Flarge station\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">passenger transport operations manager passenger transport operations \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">manager group leader \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">service supervisor \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">technology and timetable specialist 2. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shunting driver 1.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shunting driver 2.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shunting driver 3. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">TVG driver, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">traveling locomotive \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">supervisor operational specialist\u002FGYC \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">switch operator   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">switch operator \u002Ftraction driver\u002F 1. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">switch operator \u002Ftraction driver\u002F 2. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">railway construction large machine operator\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> railway operations specialist 2. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">chief switch operator 1. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">chief switch operator 2. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">electric plant manager, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">inspector chief conductor \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">line shunting driver 1. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">line shunting driver 2. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">line shunting driver 3. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Train pick-up and delivery \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">specialist, traction specialist, 2. Traction depot switch operator, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">traction \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">plant manager\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Standby jobs:  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- train traffic lecturer (GYSEV CARGO Zrt.)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- border representative 3. (GYSEV CARGO Zrt.)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 25.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">20\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 26.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F In the event of a change in the working hours within 7 days, if the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">insists on the original working hours, the employer is obliged to provide him with work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- even if it is not part of his job - during the period according to the original working hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. If the employer is unable to ensure this, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">remuneration due according to the original working hours must still be paid to him.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Travelers' hours of duty and absence\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u002F Sections 68\u002FA and 68\u002FF of the Hungarian Civil Code.\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 27.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F Duty hours: the time within a shift from reporting to the turn, staff change,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">lasts until check-out at the intermediate and home stations, excluding the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">waiting time specified in point a.\u002F.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a.\u002F Waiting time is considered to be the waiting time spent at a round-trip, intermediate or home station within a service \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- outside the reporting time standard - if it reaches or exceeds 4 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">hours, provided that the employee's \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">accommodation in barracks or guest rooms is provided at these stations.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b.\u002F For the time specified in point a.\u002F that is not counted as service hours, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee is entitled to 50% of his\u002Fher basic salary.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c.\u002F Waiting time that is not considered a duty hour is not included in the period specified \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in section 3.\u002F .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The driving time of a driver performing a cross-border service \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall not exceed 9 hours within the working hours (regular and extraordinary) as per the schedule. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the driver works at night for at least 3 hours, his driving time \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall not exceed 8 hours. The driving time shall not exceed 80 hours per two-week period \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">driving time of a rail driver not performing a cross-border service \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall not exceed 10 hours within the working hours as per the schedule.      \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F The number of hours of absence of travelers may not exceed 250 hours per month. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Within the monthly hours of absence, the waiting time may not exceed 25 service hours. The \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">part exceeding this shall be accounted for as working time.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F If the place of check-in or check-out during the assignment \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">differs from the employee's applicable check-in or check-out place, the following procedure shall apply: 140% of the basic hourly wage shall be paid for the period \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">between the actual arrival\u002Fdeparture at the applicable check-in or check-out place \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The above procedure must also be applied to the conduct   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of type and line knowledge practical training and examinations.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The procedure does not apply to basic training, periodic and other theoretical \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">training, and mandatory medical examinations.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">21\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The above procedure shall apply to TVG managers, as well as to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employees who perform TVG manager or FJ manager activities and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">whose job title is not TVG manager or FJ manager during the performance of their TVG\u002FFJ manager activities \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In addition, the employer will reimburse the reasonable \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">costs of transportation to the reporting location. The duration of the transportation time and the method of transportation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are jointly determined by the Parties during the personnel round.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Working hours of drivers\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> § 28.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>  \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F The costs required for the preparation, handover and maintenance of the vehicle, but not exceeding\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">per shift, 15 minutes for a passenger car driver, and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">half an hour for a truck driver, bus driver, or minibus driver must be considered working time.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Compensation for time not spent at work\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">28\u002FA.§.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F Medical examination, review: For the duration of the mandatory medical examination, the employee is entitled to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4 hours of absence pay in the event of a review within the administrative boundaries of his\u002Fher place of residence, and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8 hours in the event of a review outside the administrative boundaries.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F Training time: Time spent on mandatory professional training, periodic \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and safety technical exams for certain jobs is considered working time. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Time spent on training in preparation for a professional exam is not considered working time if the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee's participation in this is not mandatory.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If an employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">appears before \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">an authority and\u002For court or is heard as a witness due to an action taken in the interest of the employer or for any other reason arising in the employer's interest , the time spent there shall be recognized as working time and shall be entitled to remuneration. The amount of this - if the employee cannot \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">be reinstated \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for any reason - is 1 day's absence pay (8 hours).\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 29. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Break between work\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \u002FMt. 103.§., Vtv. 68\u002FD.§. 68\u002FF.§\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 30.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F If the daily working time or the duration of extraordinary work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">exceeds six hours and 20 minutes, if it exceeds nine hours, the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be provided with an additional 25-minute break between work hours, by interrupting work.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Train conductors performing services related to cross-border interoperability must be provided with a 30-minute break between \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">work hours if their daily working hours exceed 6 hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">22\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A railway driver must be provided with a break between work of at least 30 minutes if his working time reaches 6 hours but does not exceed 8 hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, and a break between work of at least 45 minutes if his working time exceeds eight hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. Part of the break between work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must fall between the 3rd and 6th hours of the working time.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employee's daily rest period\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \u002FMt. § 104., Vtv. § 68\u002FB, § 68\u002FC\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 31.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F If an employee employed under an uninterrupted work schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">has worked at least 8 hours continuously and is not assigned to further duty, he\u002Fshe must be provided with a rest period of at least 10 hours, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">at least 11 hours in the case of 11 hours of duty, and at least 12 hours in the case of 12 hours of duty \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F Drivers must have a rest period of at least 9 hours between two shifts.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F The amount of rest time specified in paragraphs 1.\u002F and 2.\u002F shall \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">be increased by the usual\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 hours in the case of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">an employee who commutes to work from outside the administrative boundaries of his\u002Fher place of work , and 1 hour in other cases, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">taking into account the usual place of work or the place of reporting. The amount of daily rest time regulated in this point \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may be deviated from based on the employee's written consent in each case \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">After performing extraordinary work ordered during standby or after performing work pursuant to Section 34, Paragraph 5 of the Labor Code, the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is entitled to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">rest time as regulated in the Labor Code .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employee is entitled to compensation   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for the period of working hours lost due to the rest period .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F The daily rest period at home for mobile railway workers performing services related to cross-border interoperability \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, as well as for railway drivers not performing cross-border services, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is 12 hours without interruption \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">per 24-hour period .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The residential rest period may be reduced to a maximum of 9 hours per seven-day period \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for travellers performing cross-border services , but the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">number of hours corresponding to the reduced rest period shall be added to the following residential daily rest period. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The duration of the daily rest period outside the place of residence shall be at least eight hours without interruption per 24-hour period \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The following daily \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">rest period following the daily rest period outside the place of residence shall be a residential rest period.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the event of an extraordinary appointment - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">absence from duty due to illness or other extraordinary reason that cannot be planned in advance - this may be waived.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Weekly rest day\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \u002FMt. 105. §., Vtv. 68\u002FE §.\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 32.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F The employee is entitled to two rest days per week, one of which \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must fall on a Sunday.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">23\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer strives to allocate the employee's rest days so that they \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">fall on Saturdays and Sundays at least 12 times in a calendar year.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The weekly rest day for those employed on a continuous work schedule, vehicle and TVG drivers \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be designated 7 days before the month in question and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be demonstrably communicated to the employees, observing the following:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• the above employees must be provided with an uninterrupted rest period of at least 44 hours per week , which \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must include \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a full calendar day and at least one Sunday per month ,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must receive at least 48 hours of rest per week on average during the working hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer strives to allocate the employee's rest days so that they \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">fall on Saturdays and Sundays at least 12 times in a calendar year.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F Travelling staff must be provided \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">with a weekly rest period of at least 48 hours, on consecutive Saturdays and Sundays, once a month. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Deviations from this may be made with the employee's consent.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A mobile worker performing a service related to cross-border interoperability must be granted a rest period \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of 60 hours without interruption on at least 24 occasions within a calendar year \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, of which at least 12 must fall on Saturday and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Sunday. In the case of these workers, rest days cannot \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">be combined.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F In the case of work performed on a rest day according to the working time schedule, the supplement rate is 150 \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">% if the employee does not receive another rest day, and the supplement rate is 50% if \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">he receives another rest day. If the employee also works on the designated other rest day, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the supplement rate must be increased to 150%.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Granting of leave\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> § 33.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Civil Code § 115\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F In the event of exceptionally important economic interests or reasons directly and seriously affecting its operations, the employer \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may grant one quarter of the leave no later than March 31 of the year \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">following the due date.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The leave of those employed in an uninterrupted work schedule must be granted in such a way \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">that two weekly rest days must be provided for every 5 consecutive days of leave. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u002FThis rule does not mean providing additional rest days.\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For the purposes of this Section, a weekly rest day shall mean a calendar day.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F The employer is not obliged to grant leave of at least \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">fourteen consecutive days.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F For the purpose of calculating the time entitled to leave, the duration of sick leave and sick pay \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">also counts as time spent at work.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">24\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u002F An employee who has reached the age of 60 is entitled to 1 day of extraordinary leave -     \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for the first time in the year in which he\u002Fshe reaches the age of 60.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6.\u002F In the event of the birth of a child, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employer grants \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the father \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">an additional 5 days of additional leave in addition to the additional leave established by law, ie     \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- 10 working days in the event of the birth of one child,     \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- 12 working days in the event of the birth of twins   \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fdiv>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cp>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">EXTRAORDINARY WORKING HOURS (overtime)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 34\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F Extraordinary working hours are defined as     \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- work that differs from the daily working hours (overtime) \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- work performed on a rest day, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- work ordered due to accident prevention, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- work on a public holiday ordered as extraordinary work, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- work ordered during standby (overtime), \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- work performed in excess of the working hours (overtime) \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- on-call duty  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">duration.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The duration of all extraordinary working hours (Section 34, point 1) shall be included     \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in determining the amount of time that can be ordered for an employee per calendar year. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The hours incurred as extraordinary work must be recorded separately for accounting purposes \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and paid in a single payment on the basis of the legal basis for their occurrence.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cb>\u003C\u002Fb>\u003C\u002Fi>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u002FMt. § 107-114.\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Conditions, limitations and exemption for ordering extraordinary working hours\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">34\u002FA.§  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>  \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 1.\u002F In the monthly and bimonthly working hours, the daily working hours exceeding the\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Overtime work must be paid in the current month.    \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the case of employees working a one-month working time frame, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">overtime exceeding the monthly mandatory hours must be paid in the current month. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A maximum of 8 plus \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and minus hours incurred in the first month of a two-month working time frame (odd-numbered month) may be carried over to the following month. Overtime work \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">exceeding 8 hours incurred in the first month of a working time frame (odd-numbered month) must be paid or \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">exchanged for time off    \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">by the end of the month following the occurrence. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">At the end of the working time frame (in every even-numbered month), the outstanding overtime must be paid.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F Extraordinary work may be ordered    \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">by the employer or by the manager appointed by him\u002Fher.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">25\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F A maximum of 300 hours of overtime work per calendar year may be ordered for those employed in \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the following \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">positions:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">chief ticket inspector\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> • \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">trainee railway engineer  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> • \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">locomotive driver 1.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> • \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">locomotive driver 2.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> • \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">locomotive driver 3.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> • \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">material procurement-vehicle driver\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> • \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">vehicle driver 1.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> • \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">vehicle driver 2.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> • \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">vehicle driver 3.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> • \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">loader (Logistics)  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> • \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">transport loader (Logistics)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• track master, track master GYVSZ,     \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• foreman, foreman GYVSZ     \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• line maintenance \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">worker • railway construction worker, railway construction worker GYVSZ     \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• track worker\u002Ftrained, track worker\u002Fsmall equipment operator, track worker\u002Ftrained\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">GYVSZ, track worker\u002Fsmall equipment operator\u002FGYVSZ     \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• TVG leader \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• foreman\u002Fcatenary\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• electric overhead line mechanic\u002Fpatrol leader \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• electric overhead line mechanic \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• electric switch heating mechanic     \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• foreman\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">safety officer\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• engineer\u002Fsafety officer\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• special engineer\u002Fsafety officer\u002F • foreman\u002FTelecommunications\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">engineer \u002Ftelecommunications \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• section engineer \u002Fsafety officer\u002F • section engineer \u002Ftelecommunications\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• track master\u002Fbridge builder\u002F,     \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• track master \u002Frail welder GYVSZ\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• TVG leader     \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• section engineer\u002Ftrack maintenance. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• section engineer GYVSZ\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for those employed in the job.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u002F If the employee is assigned \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to investigate\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> and remedy a disturbance or accident that endangers traffic safety, or to provide technical support for damaged vehicles, and \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">has not been assigned standby or on-call duty, he or she \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to a 300 % overtime bonus for the period of     \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">investigation\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> and remedy of the disturbance or accident \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- from reporting to reporting at the site, this time \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">cannot be less than 4 hours,     \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and in \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">case of remote access, from the start of resolving the error to its resolution\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> , for \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">time actually spent on work.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fi> \u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fi> \u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fi> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">26\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For the purpose of investigating and resolving a disruption or accident, the driver of a vehicle or bus transporting \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employees to or from the site \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to 100% overtime pay for the actual duration of the passenger transport.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">How to order on-call service and how to pay for it\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 35.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F On-call duty is ordered by \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">other employer authorities based on the provisions of the valid service instructions. The employee \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is obliged to perform on-call duty at his workplace.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-standbyallowancetype\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The entire duration of on-call duty is considered working time. The employee \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to 50% of his\u002Fher basic salary for the duration of on-call duty.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fdiv>\u003Cbr>\u003Cp>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F An employee may be ordered to work on-call \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for a maximum of 100 hours per month - within a limit of 300 hours per year.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F If the opportunity to sleep is provided at the place and time of on-call duty, the \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee may agree to return to work according to the work schedule after on-call duty.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u002F The technical escort of damaged or expired vehicles to a vehicle repair shop \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">until handover, as well as the time spent during the test drive and technical escort following handover \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">until arrival at the site, shall be counted as working time.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Readiness\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \u002FMt. § 110\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 36\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002FThe employee \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may be ordered to be on standby for a maximum of 168 hours per month, to be spent at a location designated by the employee and accessible given the place of work. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employee is entitled to 30% of his\u002Fher basic salary for the duration of the on-call time.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002FIf an employee of the Infrastructure Overhead Line organization is on standby\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the event of extraordinary work, the employee arranges \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">his\u002Fher own arrival at the employer's premises or designates a location as his\u002Fher place of residence from which the \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employer does not have to provide transportation, the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to 40% of his \u002F her basic salary for the duration of the standby period.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>    \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">WAGE SYSTEMS - WAGE FORMS\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \u002FMt. 136-145. §.\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 37.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The basic salary of GYSEV employees \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be determined taking into account the provisions of the Collective Agreement and its annexes.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F In railway operations, a monthly basic wage must \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">be established for all employees in a time-based wage system.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The rules of salary classification, the positions, the job \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">family established for the position, the corresponding basic salary table, as well as the education, qualifications and competencies required to fill the position \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are contained in Annex 1.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">27\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">PAYMENT OF WAGES\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u002FMt. 154-164. §.\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">37\u002FA.§.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F Wages must be settled monthly in arrears and GYSEV employees must be paid the wages they\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">transfer to a current account held at a specific financial institution.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The employees specified in point 1.\u002F shall conclude a retail bank or current account contract \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">with the financial institution of their choice and shall notify the employer thereof - \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">with the name of the financial institution holding the account and the account number - within three working days \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F The due wages must be available to \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employee on the wage payment day - the 10th of the month following the month in question.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the payday falls on a Saturday, Sunday or a public holiday, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">wages must appear in the employee's account no later than the preceding bank business day \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F If the wage payment day falls on the employee's vacation and he\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">she announces it 5 working days in advance, upon his\u002Fher request, the employer is obliged to transfer the wages due and for the vacation period no later than the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">working day before the start of the vacation, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">provided that the vacation used is at least ten working days.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u002F In the event of late performance, the rules of civil law shall apply.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 38. -  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">WAGE SUPPLEMENTATION\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \u002FMt. 139-145.§.\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Shift allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 39.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F An employee employed on a continuous work schedule is entitled to a shift allowance \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of 20% of the monthly basic salary, based on the hours worked \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the case of performing 9 full night shifts per month, the shift supplement rate is 30%, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in the case of 10 full night shifts, the shift supplement rate is 35%, for the entire shift supplement hours.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F An employee employed in a multi-shift work schedule shall be\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The amount of the supplement is 20% of the monthly basic salary for work performed in the afternoon shift.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F A shift allowance of 15% of the basic salary is payable according to the hours worked.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and employees employed on 12\u002F36-hour and other \u002F13\u002F35, 14\u002F36, etc.\u002F work schedules \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb> \u003Cbr> \u003Cbr> \u003Cbr> \u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">28\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Night supplement\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 40.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F The night supplement is 30% of the basic wage. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employee is entitled to a night supplement for work performed from 10 p.m. to 6 a.m., if the night work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">lasts for 1 hour.   Only employees of the Catering Company Kitchen organization \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are entitled to the supplement for a period shorter than 1 hour based on \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">their working hours .\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fdiv>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cp>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F An employee who receives a shift allowance for the duration of night work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is not entitled to a night allowance.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Absence fee\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">40\u002FA.§.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Determination of the hourly absenteeism fee:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Absence pay 1:   The hourly portion \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of the employee's shift allowance, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">allowance for extraordinary work (overtime allowance that differs from the daily working hours and exceeds the working hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">), and the hourly portion of their basic salary for the previous 6 months.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Absence pay 2:    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The hourly portion of the employee's shift allowance, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">allowance for extraordinary work (overtime allowance that differs from the daily working hours and exceeds the working hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">), as well as the hourly portion of their basic salary and the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">hourly portion of the average ticket commission for the previous 6 months.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Application: the application of \"absence pay 2\" is mandatory in the event of an employee's transfer.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In all other cases, absence pay shall mean absence pay \"absence pay 1\".\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Remuneration for work performed on a public holiday\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 40\u002FB.§.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For work performed on a public holiday - regardless of whether \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">it is extraordinary work or based on the employee's working time schedule - the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to absenteeism pay in addition to the wage for that day's work. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the public holiday coincides with the employee's weekly rest day and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">he is ordered to work, he is also entitled to remuneration for work performed on the public holiday.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Steam locomotive driver's allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> § 41.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Locomotive crews employed in steam locomotive operations \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be paid an amount equivalent to 40% of the basic hourly wage in proportion to the hours of service worked.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">29\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Post-payment commission\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 42.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A specified amount of back-payment commission must be calculated on the revenues from rail passenger transport \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The detailed rules are contained in Annex 4.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Transfer surcharge\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> § 43.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F If the employee agrees to the modification of his\u002Fher working hours within 7 days,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For each modified duty (which does not include the transfer of the designated rest day), \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">you are entitled to a transfer allowance of HUF 2,000.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F If the employee agrees to the modification of his\u002Fher working hours within 24 hours, the\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For modified service, you are entitled to a transfer allowance of HUF 4,000.   \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3..\u002F Relocation allowance cannot be calculated    \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for changes in work schedules initiated by the employee.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003C\u002Fb>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Compensation for work harmful to health\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> § 44.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A hazard allowance shall be paid to employees who repair and take samples from tankers transporting hazardous materials, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">participate \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in accident prevention of tankers transporting hazardous materials and derailed vehicles, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">perform radiation measurements on freight wagons or their commercial repair, mix chemicals and participate in chemical weed control, remove blockages, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and repair and maintain toilets (including closed toilets in passenger cars and motor trains) and sewage systems and \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">their accessories, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">as well as to \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employees \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">who work on the chassis and bogie of vehicles with open-system toilets\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">    . \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The average time required for sampling per wagon is 20 minutes. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The allowance shall be calculated at 50% of the basic wage for the specific time spent performing this activity \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 45.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Company vehicle driving allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 46.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F The head of the department operating the company vehicle, if \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">he does not employ a driver whose main occupation is to drive the given vehicle, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may agree with his employee that, in addition to performing his job, he will also regularly perform vehicle driving duties \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The conditions for this are as follows:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a.\u002F the performance of the job or task is thus more economical and\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">30\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b.\u002F the employee has a valid driving license for the given vehicle category.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The employee is entitled to the following driving allowance for the certified kilometers completed: \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a.\u002F for driving a passenger car: HUF 8.00\u002Fkm\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b.\u002F For driving a bus with a capacity of no more than 12 people or \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a truck with a load capacity of no more than 2 tons: HUF 10.00\u002Fkm\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c.\u002F for driving a bus with a capacity of more than 12 people, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a truck with a load capacity of 2-5 tons HUF 12.00\u002Fkm\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d.\u002F for driving other trucks, special vehicles, service or workshop vehicles \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">HUF 12.00\u002Fkm.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">e.\u002F for driving other machinery, loaders \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(unless it is a large railway construction machine)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employed as an operator)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">       2,500 HUF\u002Fday \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(MERLO TF 42.7-140 \u002Fvariable reach loader\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">WACKER NEUSON ET 145 \u002Ftracked excavator\u002F)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F The allowance for regular driving of the vehicle may also be determined as a flat rate. Its \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">amount must be determined based on the planned or foreseeable required mileage, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">taking into account point 2.\u002F.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">     The lump sum amount in the case of subparagraphs a.\u002F-b.\u002F of point 2.\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is HUF 10,000 per month.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>          \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c.\u002F in the case of subparagraph 11,500 HUF per month \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d.\u002F in the case of subparagraph 13,000 HUF per month\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">cannot exceed.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F The allowance or remuneration provided by law exclusively to drivers with a full-time job \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is not entitled to a driver    \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">who is assigned to drive a vehicle in addition to performing his\u002Fher own job.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u002F Neither the flat rate nor the supplement    \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">can be paid in a job category higher than coordinator.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Other allowances for \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">those employed in a work schedule that temporarily differs from the uninterrupted work schedule\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 47.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For the period of employment from an uninterrupted \u002F12\u002F24-hour\u002F work schedule to a temporary continuous \u002F13\u002F35, 14\u002F36 \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-hour\u002F work schedule, in addition to the 15% shift allowance \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, an additional allowance equivalent to 5 % of the current basic salary \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must also be paid.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb> \u003Cbr> \u003Cbr> \u003Cbr> \u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">31\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Practical education and training allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> § 48.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">An employee who, in addition to their daily work, provides practical \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">training (practical training for participants in secondary and higher vocational training or \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">practical training required for courses) and trains an employee employed under supervision in accordance with the MVSZ, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to a wage supplement equivalent to 30% of    \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the basic wage for the entire period of practical training.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Trainee drivers providing practical training \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are hired for a fixed period of time (during the training), and are entitled to a 30% wage supplement for this entire period.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 49. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Heiligenkreutz \u002F Szentgotthárd Industrial Park service award\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 50.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employees providing services to the Heiligenkreutz \u002F Szentgotthárd Industrial Park are entitled to a gross monthly flat rate of HUF 30,000 in proportion to the number of working days worked. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Due to travel to the industrial park area, a daily allowance abroad \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">cannot be determined for employees \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">receiving the flat rate.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">50\u002FA.§. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">COST REIMBURSEMENTS\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Domestic official mission, reimbursement of expenses\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Section 51.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F An employee is on secondment if the employer temporarily \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">requires him to work outside his usual place of work in the economic interest of the employer. It is not considered \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a secondment if the employee performs his work outside his usual place of work due to the nature of the work \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The employee on secondment \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to reimbursement of expenses (hereinafter referred to as daily allowance) to cover additional costs.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F The daily fee, as a flat rate for absences exceeding 6 hours - for a period of 24 hours - \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is HUF 1000\u002Fday\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> .\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A full daily fee may be charged for each additional 24 hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F In the case of domestic posting, if the travel time \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">falls outside the employee's working hours according to the employee's work schedule, the employee is entitled to 50% of the basic salary for the time exceeding this \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Travel time shall be considered as:  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">32\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a.\u002F in the case of travel by car, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the time elapsed from departure to arrival,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b.\u002F in the case of travel by public transport, the \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">time from departure to arrival, as well as the time spent on transfers,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c.\u002F the time elapsed from the arrival of the public transport vehicle to the start of the work assigned \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, and from the end of the work \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the departure of the public transport vehicle.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u002F If the employee consumes a meal at work at the place of posting, he\u002Fshe is obliged to reimburse \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the full value of the meal \u002Fwhich includes the price of the raw materials used and the \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">overhead costs incurred in producing the meal\u002F .\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6.\u002F No daily allowance may be calculated: \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• if the duration of the absence does not exceed 6 hours, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• if the employer provides the employee with food at the place of posting.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Reimbursement of expenses for employees performing temporary foreign service \u002Fposting\u002F, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">recognized expenses related to foreign postings\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">51\u002FA.§.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F An employee is on a foreign assignment if the employer has obliged \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">him\u002Fher to work temporarily abroad, outside his\u002Fher usual place of work, for economic reasons \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The seconded person is entitled to the daily allowance established \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in Annex 8 of the Collective Agreement for the duration of his\u002Fher stay abroad. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The duration of the foreign service is the time elapsed between the actual time of departure and arrival. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In terms of determining the actual time, the crossing of the national border, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in the case of air and water transport, the departure time shall be taken as one hour before and the arrival time \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be taken as one hour after.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Calculation of time spent on foreign service: \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">To the full 24-hour days spent on foreign service, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a full day calculated by dividing the number of hours spent on foreign service on fractional days by 24 must be added. If \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the fractional time remaining after the division is at least 8 hours, it is counted as an additional full day.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the time spent on the mission is shorter than 24 hours but reaches 8 hours, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">it is considered a full day for the purposes of recognized expenses.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F If the duration of the time spent abroad is less than 24 hours but reaches 4 hours, the posted employee \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to 50% of the daily allowance.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F In the case of repeated, consecutive missions starting on the same calendar day, the \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">periods may be combined, provided that if the time elapsed between the \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">arrival and the next departure of the trips calculated together does not exceed two hours, then this time also \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">qualifies as foreign service.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u002F The amount of accommodation and travel expenses determined as a settlement foreign exchange allowance, as well as the allowance provided to cover material expenses, can only \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">be settled against \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">an invoice or receipt.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Eligible - typically occurring - material expenses:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">33\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• costs incurred for intercity travel within the destination country of the posting \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(excluding VOR tickets or use of a car),\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• using a domestic taxi \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">upon departure or arrival to and from the railway station or airport,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• use of one's own vehicle based on prior permission: settlement    \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is made in accordance with the CEO's instruction on the operation \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of road vehicles owned or used by GYSEV \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Flat rate for off-site work\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> § 51\u002FB.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F For those who regularly work outside the premises, on Austrian lines - the\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">except for train drivers, a flat rate of 598 EURO can be paid. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employees who regularly work outside the premises on Austrian lines\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A flat rate of 547.9 EURO per month can be paid to locomotive drivers. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the work outside the premises does not reach the weekly average over three months\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">service, 50.6 EURO per service, and 47.4 EURO for train drivers \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The EURO lump sums listed in point 1.\u002F are to be adjusted annually in accordance with the rate of Austrian wage development \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Union allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">51\u002FC.§.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F Those performing train boarding and receiving duties at Ebenfurth station \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are entitled to a monthly EU allowance of 145.7 EURO.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Raaberbahn train drivers receive a monthly EU allowance of 106.7 EURO.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For train drivers employed on Austrian lines:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a.\u002F 172.9 EURO EU supplement per month under the following conditions: \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• Austrian driving test, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• line knowledge test on ÖBB served by NSB, Raaberbahn and GYSEV\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">online,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b.\u002F An EU supplement of 357.6 EURO is payable in addition to those listed in point a.\u002F if the following \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">conditions are met:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• ÖBB official locomotive driver's license.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The condition for the payment of the EU allowance is an average of four off-site \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">services per three months.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F The EURO lump sums listed in point 1.\u002F are to be adjusted annually in accordance with the rate of Austrian wage development \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">51\u002FD.§.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">34\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003C\u002Fb>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Travel allowance for commuting to work\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> § 52.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. For employees who are within the administrative boundaries of the settlement but \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">commute to work from a different location, the employer may \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, subject to the conditions specified in the relevant government decree in force at all times, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">allow reimbursement of expenses for the distance between the workplace and the place of residence.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   The reimbursement rate is 13 HUF\u002Fkm both within and outside the administrative boundaries of the settlement \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 53.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The company will reimburse the employee's \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">costs related to the issuance and maintenance of a driver's license necessary for the performance of his or her work.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 54.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Other employer benefits\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> § 55.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F High-quality, successful work and career in the interests of GYSEV\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In recognition of this, a total of 6 \"For Service to GYSEV\" \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">awards of 1 gold, 2 silver, and 3 bronze can be awarded annually.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a.\u002F \"For service to GYSEV\" gold grade award for at least 20 years,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b.\u002F \"For service to GYSEV\" silver grade award for at least 10 years,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c.\u002F The bronze award \"For Service to GYSEV\" \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">can be awarded to those with at least 5 years of continuous employment with GYSEV.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">With the gold grade award, the    \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">gross amount is 186,000 HUF.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>  \u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">with a silver grade award                  \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">gross 132,000,- HUF\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi> \u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A bronze award                  \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">carries a gross reward of 108,000 HUF.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi> \u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The award may be granted even in the absence of the time spent in the employment relationship specified in points a.\u002F - c.\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">if the employee performs outstanding activities resulting in significant business benefits for GYSEV \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">An employee who dies while performing his\u002Fher duties in connection with activities performed in the interest of GYSEV must be granted \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">at least posthumous recognition in accordance with point c.\u002F \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in addition to the framework\u002F.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F Employees who perform outstanding or consistently good work and are exemplary \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may be awarded the following distinction and accompanying reward:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• Presidential Commendation     \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">gross 108,000 HUF\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• CEO Commendation    \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">gross 96,000 HUF\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>  \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">35\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Talented Young Railwayman \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>  \u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">gross 96,000,- HUF\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• Deputy CEO Commendation, Organizational Leadership Commendation \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">84,000 HUF\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F In the event of termination of employment due to retirement for any reason, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee is entitled to a one-time bonus equal to 1.7 times their monthly basic salary.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F Rewards for voluntary blood donors:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>• bronz jelvény 10-szeres véradásért \u003Ci>bruttó \u003C\u002Fi>11.000,- Ft,   \u003Cbr>\u003C\u002Fp>\n\u003Cp>• ezüst jelvény  15-szörös véradásért \u003Ci>bruttó \u003C\u002Fi>12.000.- Ft,  \u003Cbr>\u003C\u002Fp>\n\u003Cp>• arany jelvény 20-szoros véradásért \u003Ci>bruttó \u003C\u002Fi>13.500,- Ft,  \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For 25 blood donations , \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">gross price\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> is 13,500 HUF,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   For 30 blood donations , \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">gross price\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> is 14,500 HUF,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   For 35 blood donations , \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">gross price\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> is 14,500 HUF,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">    For 40 blood donations , \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">gross price\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> is 15,500 HUF,  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   For 45 blood donations , \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">gross price\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> is 15,500 HUF,  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">    For 50 blood donations , \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">gross price\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> is 17,500 HUF,  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   For 55 blood donations , \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">gross price\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> is 17,500 HUF,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>  \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">    For donating blood 60 times, \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a gross reward of\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> HUF 20,000. Anyone \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">who donates blood more than 60 times will receive the reward for donating blood 60 times for every additional 5th time \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 56. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">SOCIAL BENEFITS\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Jubilee reward\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> § 57.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">See 1980\u002F2017. No. and 1980-1\u002F2017. Agreement\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 58.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">School start allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 58\u002FA.§.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>  \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F The employer provides \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a gross\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> amount of HUF 37,000\u002Fchild as a school start subsidy\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">with the July salary for the eligible employees.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If both eligible parents are employed by GYSEV Zrt. and\u002For GYSEV CARGO\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Zrt., then both employees are entitled to the school start grant.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The school start grant can be applied for by filling out a declaration until July 31 of the given year.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to claim.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">36\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Children of employees hired after July 1 are only entitled to the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">subsidy the following year.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The condition for the support is: the employee receiving the benefit is \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a parent or guardian entitled to family allowance, a spouse living in the same household as the parent or guardian, and the child \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is a student or pupil at a public educational institution.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Barracks placement\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> § 59.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F The placement in the barracks is carried out by the employer in connection with the work.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">provided free of charge.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F If possible, accommodation in barracks for other GYSEV employees can also \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">be provided.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Workwear\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 60.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The rules for workwear allowance are contained in the separate GYSEV \"Uniform, uniform and workwear instructions\" which is an annex to the Collective Agreement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. \u002F Annex No. 7, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in a unified structure \u002F.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Use of funds for welfare purposes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Section 61.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F The company provides funds for welfare purposes.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The planned amount is HUF 115,000 gross from 2018. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The Employer decides on the distribution and use of the amount together with the Works Council.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F The close relative burying the deceased GYSEV employee shall be granted a funeral benefit \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of HUF 300,000\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Advance payment\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> § 62.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>Fizetési előleg a főállásban foglalkoztatott váratlanul nehéz anyagi helyzetbe került \u003Cbr>munkavállaló részére rendkívüli esetben adható. \u003Cbr>A fizetési előleg visszafizetési ideje legfeljebb 6 hónap. \u003Cbr> \u003Cbr>A fizetési előleg csak olyan összegben adható, hogy az egy hónapra megállapított \u003Cbr>visszatérítés, valamint a munkavállaló munkabérét terhelő egyéb kötelezettségek együttes \u003Cbr>összege a jogszabályban megállapított levonás mértékét nem haladhatja meg. \u003Cbr>\u003C\u002Fp>\n\u003Cp>A havi keret összege 2.400.000,- Ft.  \u003Cbr>\u003C\u002Fp>\n\u003Cp>A fenti keretet létszámarányosan kell felosztani. \u003Cbr>\u003C\u002Fp>\n\u003Cp>A fizetési előleg odaítéléséről kérelem alapján a Munkáltató az Üzemi Tanács \u003Cbr>egyetértésével dönt.  \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>37 \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>ANYAGI- ÉS KÁRTÉRÍTÉSI FELELŐSSÉG \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>Leltárhiányért fennálló felelősség \u003Cbr>\u003C\u002Fb>\u002FMt. 182-188.§.\u002F \u003Cbr>\u003C\u002Fp>\n\u003Cp>63.§. \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>1.\u002F Leltárhiány a kezelésre szabályszerűen átadott és átvett anyagban, áruban ismeretlen \u003Cbr>okból keletkezett, a természetes mennyiségi csökkenés és kezeléssel járó veszteség \u003Cbr>mértékét meghaladó hiány. \u003Cbr>\u003C\u002Fp>\n\u003Cp>2.\u002F Leltárhiányért fennálló felelősség raktári munkavállalók, valamint a kereskedelmi, \u003Cbr>illetve vendéglátási területen dolgozó munkavállalók esetében, az általuk kezelt \u003Cbr>raktárakban lévő, illetve kereskedelmi, vendéglátási célból átvett árukban, anyagokban \u003Cbr>keletkezett hiány tekintetében alkalmazható. \u003Cbr>\u003C\u002Fp>\n\u003Cp>3.\u002F Leltárhiányért fennálló felelősség alkalmazásának feltétele, hogy:  \u003Cbr>\u003C\u002Fp>\n\u003Cp>• a munkáltató és a munkavállaló leltárfelelősségi megállapodásban rögzítse a \u003Cbr>felelősség feltételrendszerét, \u003Cbr>\u003C\u002Fp>\n\u003Cp>• a leltárfelelősségi megállapodás megkötését, illetve a leltár időszak kezdetét \u003Cbr>megelőzően a munkáltató tájékoztassa a munkavállalót az Mt. 180.§-ban \u003Cbr>meghatározott feltételekről, \u003Cbr>\u003C\u002Fp>\n\u003Cp>• a leltári készlet szabályszerűen kerüljön átadásra, átvételre, \u003Cbr>\u003C\u002Fp>\n\u003Cp>• a leltározási szabályzat szerint lebonyolított, a teljes leltári készletet érintő \u003Cbr>leltárfelvétellel kerüljön sor a leltárhiány megállapítására, \u003Cbr>\u003C\u002Fp>\n\u003Cp>• a felelős munkavállaló két, egymást követő leltározás közötti időszaknak legalább \u003Cbr>a felében a munkáltatónál, illetve az adott munkahelyen végezzen munkát. \u003Cbr>\u003C\u002Fp>\n\u003Cp>4.\u002F A leltárhiányért fennálló felelősség esetén a leltárfelelősségi megállapodást kötött, a \u003Cbr>leltári készletet állandóan egyedül kezelő munkavállaló vétkességére tekintet nélkül \u003Cbr>felel a leltárhiány teljes összegéért. Ha a leltári készletet leltárhiányért nem felelős \u003Cbr>munkavállaló is kezeli, a leltárhiányért felelős munkavállaló legfeljebb hat havi távolléti \u003Cbr>díja mértékéig felel, ha erre őt a munkáltatói jogkör gyakorlója a leltárfelvétel \u003Cbr>befejezését követő 60 napon belül írásbeli határozattal kötelezi. \u003Cbr>Csoportos leltárfelelősségi megállapodás esetén a kártérítés mértéke nem haladhatja \u003Cbr>meg a megállapodást kötő munkavállalók távolléti díjának hat havi együttes összegét. \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employee's liability for damages\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> (Mt. § 179, § 285)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 64\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F The employee is obliged to compensate for any damage caused by negligence through a breach of an obligation arising from the employment relationship \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. In the case of negligent damage, the amount of compensation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may not exceed the employee's four-month absence pay.    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F In the case of intentional or grossly negligent damage, the full damage must be compensated.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">38\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F Within the framework of enforcing the claim for damages, the person exercising the employer's authority may also enforce \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">his claim, not exceeding three times the applicable minimum wage, directly by \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">means of a written payment demand.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Claims procedure\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 65.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F Every time \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a suspicion arises of the involvement of a GYSEV employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">during the investigation of an event resulting in a decrease in GYSEV's assets and the clarification of the cause and circumstances of the damage , \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the head of the GYSEV organizational unit conducting the investigation of the event is obliged to notify the employer's competent authority for the employee concerned \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, together with the handover of the investigation material, and, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">if necessary, provide professional assistance in order to further clarify the facts.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The person exercising the employer's authority, following the notification pursuant to paragraph 1.\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is obliged to immediately order the claim enforcement procedure and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">notify the affected employee in writing. The notification must draw the employee's attention \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the possibility of using a legal representative and must describe \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">all data and facts already available at the time of the order.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F During the procedure, the cause of the damage, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">circumstances of the damage and the tortfeasor, the exact amount of the damage, whether the damage \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is related to the employee's performance of his\u002Fher obligations arising from the employment relationship, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">whether the tortious conduct can be attributed to the employee, and if so, the degree of culpability, as well as the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">mitigating and aggravating circumstances, must be clarified.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the case of liability regardless of fault \u002Fpreservation and inventory liability\u002F, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the conditions set out in Section 179 of the Civil Code must be met.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F Throughout the entire duration of the procedure, the person exercising the employer's authority is obliged to ensure that \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employee \u002Fin person or through his legal representative\u002F presents his defense in relation to the circumstances brought against him , \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">makes a motion to present evidence \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in order to clarify the facts , and inspects the documents.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u002F The formality requirement applicable to the entire procedure is that it must be in writing.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6.\u002F When determining the amount of compensation, all \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the circumstances of the specific case, the degree of culpability, the nature and frequency of the damage, and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the level of expectations for those holding the given position, taking into account the employee's position, must be considered.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7.\u002F In the event of damage caused by negligence by the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to property owned or lawfully used by GYSEV , if \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the damage value that cannot be recovered by GYSEV in any other way does not exceed fifty thousand \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">forints, the employer may make a partial compensation decision – in the event of clear facts and the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee’s acknowledgement – ​​without conducting a separate investigation procedure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. If the employee does not accept the decision, the claim \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">enforcement procedure must be conducted.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 66.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If, based on the facts revealed during the investigation, damage has been caused to the assets of GYSEV \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, the severity of the damaging conduct is such that the provisions of Section 64\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">39\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the claim for damages exceeding the threshold is justified, the employer's authority \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall attempt to reach an agreement on compensation through negotiation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. If the negotiation fails, the employer's authority \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall submit the entire investigation file to the Human Resources Organization, with a detailed explanation of its position, in order to enforce the claim in court \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, and shall notify the employee concerned thereof \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in writing. The Human Resources Organization shall forward the documentation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the legal representative of the railway company.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Conditions of the employer's financial liability for objects brought into the workplace\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \u002FMt. § 168\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 67.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F Pursuant to the provisions of Section 168 of the Labour Code, the employer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is only liable for items brought into the workplace that \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">have been placed in designated storage areas - within the workplace area \u002Fe.g. locker, bicycle rack, etc.\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employee is obliged to place the items brought into the workplace in the designated storage area \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The employee is obliged to report \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the placement of the items brought into the designated area - with the exception of items kept with him\u002Fherself during work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- to the person designated by the head of the workplace \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, who may prohibit the placement of items that are not necessary for going to work or performing the work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F Items of greater value may only be placed in designated storage areas with the ad hoc permission of the head of the duty station \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. Items of greater value that are not necessary for commuting to work or performing work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are prohibited from being brought into the workplace.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F In those duty stations where no designated storage area has been established, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">brought-in items - with the exception of items not necessary for commuting to work or performing work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- may be placed within the operating area with the permission of the duty station manager \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u002Fe.g. passenger car\u002F.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F An object is considered to be of greater value if its market value at the time of entry \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">exceeds twice the applicable minimum wage.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Earnings supplement for employees who have become unfit for certain jobs\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> § 68.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>  \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F An employee who has actually \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">spent 10 years in the position listed in point 4.\u002F and has become unfit to perform this position due to occupational health reasons \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in connection with his\u002Fher occupation is entitled to a salary supplement in his\u002Fher new position.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F As a result of the above, the absence pay of an employee transferred to a new job must be supplemented by 80% of \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the absence pay earned in the original job for which he\u002Fshe became unfit due to his\u002Fher occupation, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and this amount \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be paid separately as an earnings supplement.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F The amount of the salary supplement must be reviewed at the beginning of each year and re-determined depending on \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">changes .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F Job titles:  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">40\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• crane operator   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• external traffic service operator \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• traffic service operator with authority \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• traffic \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">service operator • traffic service operator, train receiver \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• traffic line controller \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• traffic controller \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• traffic controller-train receiver and receiver \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">chief locomotive driver • chief operating traffic service operator \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• network chief operator \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• wagon dispatcher \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• wagon inspection locksmith • wagon \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">inspection locksmith\u002Ftrain receiver\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• wagon inspection locksmith group leader \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• wagon inspection locksmith\u002Fdriver\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• wagon inspection locksmith\u002Fdriver-train receiver\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• locomotive driver \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• shunting driver 1. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• shunting driver 2. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• TVG driver \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• switch operator \u002F traction conductor \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• switch operator \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• ticket inspector \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• switch operator  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• electric overhead line installer\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• line shunting driver 1. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• line shunting driver 2. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• train pick-up and drop-off \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• mobile wagon inspector   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Formation of provisions for employees who have become unfit for certain jobs\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 68\u002FA.§.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F An employee who has become unfit for his job due to his health condition\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer shall annually establish a provision of HUF 10 million (including public charges) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for partial compensation of the loss of earnings . The amount not used in a given year \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">cannot be carried over to the following year. The procedure shall be determined by the employer.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employee insurance\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">68\u002FB.§\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer takes out group life and accident insurance for the benefit of its employees.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">41\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">68\u002FC.§. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Negotiation in a labor dispute\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 69.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F In order to enforce his\u002Fher claim arising from the employment relationship, the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may initiate a labor dispute, which shall be heard by a court.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employee may file a claim with the labor court within 30 days of notification of the employer's action \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F GYSEV employees may initiate \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a consultation with the employer's representative within 7 days of \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">notification of the measure they are complaining about, prior to initiating legal action \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer is obliged to conduct the consultation within 10 calendar days.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F The request for consultation must be submitted to the manager who took the measure, who \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must forward it to the supervisory unit \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">within two working days - unless the measure complained of was taken by the CEO . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The consultation is carried out by a person designated\u002Frequested by the CEO or the supervisory unit \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, who cannot be the manager who took the measure.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F In the event of a joint agreement being challenged, the agreement may be challenged by a legal declaration made to the employer within 30 days   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">pursuant to Section 28 (7) of the Labour Code . \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Pursuant to Section 287 (3) of the Labour Code, 15 days are available for negotiation between the parties, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">within which period the statement of claim may be submitted to the court within a further 30 days from the date of the determination of the ineffectiveness \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The negotiation shall be deemed unsuccessful if the employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">does not respond or does not accept the objection within fifteen days of the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">notification of the objection .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Mediation in labor disputes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u002FMt. 285-288.§\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">70.§.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F The employer and the employee in a labor dispute arising between them\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">they can agree to use a mediator.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F The conciliator may not be influenced or instructed by either party. During the procedure, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">he may only take into account the facts and the rules applicable to the employment relationship \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The conciliator may not suffer any disadvantage as a result of the conciliation.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F Conciliation procedure:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a.\u002F If the parties have agreed on the person of the conciliator, the employer is obliged to immediately forward the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">agreement and a copy of the documents of the measure that gave rise to the dispute to the conciliator \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. Both parties are obliged to facilitate the work of the conciliator.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b.\u002F The conciliator shall, within 3 days of receipt of the documents specified in point a\u002F,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">42\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">within one working day, he\u002Fshe is obliged to set a date for the consultation and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">notify the parties in writing.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c.\u002F The duration of the procedure is determined by the conciliator, but may not \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">exceed 5 working days. This must be calculated from the date of the appointment of the meeting.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d.\u002F If an agreement is reached between the parties during the conciliation procedure, the conciliator \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is obliged to record it in writing. In the absence of an agreement, the conciliator shall communicate his findings to the parties within 3 working days of the conclusion of the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">conciliation.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">e.\u002F The employer is obliged to provide the conditions for the conciliation procedure, in particular the premises and the minutestaker \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F The conciliator employed by GYSEV \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be exempted from work for the duration of the conciliation. He shall be entitled to an absence allowance for the duration of the insured absence. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The conciliator shall be reimbursed for the reasonable costs incurred during the conciliation.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u002F The employer shall bear the reasonable costs of a conciliator who is not employed by GYSEV \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- unless otherwise agreed by the parties.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 71.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">43\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">ENTRY INTO FORCE AND OTHER INTERPRETATIVE PROVISIONS\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 72.§.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The current Collective Agreement of GYSEV - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">with the exception of amendments made in the meantime - is effective from January 1, 1993.   In the application of \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the Collective Agreement and other rules relating to employment \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F Working time: the period from the beginning of the prescribed time for work to its completion, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">which must include \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the duration of preparatory and finishing activities related to the work.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F Full-time work hours: eight hours a day or forty hours a week.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F Part-time work: employment for less than full-time hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F Daily working hours: the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">working hours falling within a calendar day or within an uninterrupted period of twenty-four hours.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u002F Weekly working hours: the working hours per calendar week or one hundred and sixty-eight hours of uninterrupted \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">work.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6.\u002F Night work: work performed between the hours of 12:00 and 6:00.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7.\u002F It is considered full night duty if at least five hours of the working time \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">fall between 10 p.m. and 6 a.m.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8.\u002F Multi-shift work schedule: If the duration of work reaches eighty hours per week.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">9.\u002F Afternoon work: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">work performed between fourteen and twenty-two hours based on a multi-shift work schedule.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">10.\u002F Night shift: night work performed according to a multi-shift work schedule.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">11.\u002F Night worker: an employee who:  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a.\u002F regularly works night shifts according to his\u002Fher work schedule, or\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b.\u002F performs night work for at least a quarter of his annual working time.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">12.\u002F Rest day: the period from zero to twenty-four hours of a calendar day, or in the case of a three- and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">four-shift work schedule, and in the case of an employer operating without interruption \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">or an employee employed in such a position - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in the absence of a rule applicable to the employment relationship or a different agreement between the parties - the twenty-four hours preceding the start of the next shift \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">13.\u002F Daily rest period: the continuous period between the end of the employee's daily work and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the start of work the next day.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">14.\u002F Break: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a period of time between daily work hours for eating, necessary hygiene, or a short rest.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">15.\u002F Public holidays: based on events declared as holidays in state life, church life, history and universal \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">culture: January 1, March 15, Easter Monday, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">May 1, Pentecost Monday, August 20, October 23, November 1, December 25-26.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">16.\u002F Regular leave: the annual rest period to which   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">an employee is entitled during his\u002Fher employment - based on his\u002Fher age .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">17.\u002F Extraordinary leave: not required by law, but is a right that the employee can enjoy\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">44\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">leave granted at the employer's discretion, taking into account the reasons for the leave.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">18.\u002F Working time frame: the amount of weekly, monthly or annual working time that must be completed by the employee, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">determined based on the duration of the entire daily working time \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">19.\u002F Work schedule: the division of the working time frame into working days and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the determination of the start and end times on each working day.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The working time schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">also includes determining the rest day \u002Frest time\u002F for those employed under a work schedule that differs from the general schedule.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">20.\u002F Extraordinary work: work ordered outside the working hours, outside the working hours, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">or during standby.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">It is not considered extraordinary work if the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">works out the period of authorized absence based on an agreement with the employer.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">21.\u002F Seasonal work: work that, due to the nature of the goods produced or the services provided , \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is tied to the season, a given period or time of the year \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- regardless of the circumstances of the work organization .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">22.\u002F Uninterrupted work schedule: if work is interrupted \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for a period not exceeding six hours per calendar day or per calendar year exclusively for the reason specified in the technological specification \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, within the period specified therein  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">23.\u002F Traveling service: train conductor and railway driver performing service on moving trains \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">24.\u002F Extended permanent daytime work schedule: a work schedule that falls \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">predominantly in the morning and afternoon hours , where the start and end \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">times of work differ from those of the general work schedule.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">25.\u002F Standby position: a position in which, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">due to the nature of the tasks included in the position - based on a longer period - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">there is no work for at least one third of the regular working hours, and the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">can spend the time not spent working resting, or the work - especially considering the specific nature of the position and the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">conditions of work - entails a significantly lower level of stress for the employee compared to the general situation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">26.\u002F On-call duty: the employee may be required to be available   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">at a location and time specified by the employer .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">27.\u002F Driving time: That part of the working time during which the railway driver \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is responsible for the railway vehicle, excluding \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the time for putting the railway vehicle into service and taking it out of service, but including scheduled interruptions during which the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">railway driver remains responsible for the railway vehicle. \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Non-driving time includes, for example, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">duration of breaks between work and travel at own expense.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">28.\u002F Absence period: lasts from the start of the reporting time for duty at the home station \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">until the end of the reporting time after returning to the home station.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">“This Collective Agreement shall apply to cases initiated after its entry into force, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">except if the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">regulations prior to the amendment are more favorable to the employee for cases already pending at the time of its entry into force.”\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Day, unless otherwise provided in this Collective Agreement, shall mean a calendar day.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">45\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 1\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">GYSEV'S WAGE CLASSIFICATION SYSTEM\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> was published separately, in a unified structure.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">46\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">     Annex No. 2\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">HOUSING SUBSIDY\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 1.\u002F GYSEV for employees employed by it - economic\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">provides housing support to an extent dependent on the results.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A housing loan may be granted for tax-exempt purposes if the loan \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is obtained through a financial institution and the apartment does not exceed the applicant's \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">reasonable housing needs under applicable law. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In exceptionally justified cases, the CEO may grant an exemption with the consent of the Works Council.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Support aimed at improving the living conditions of employees: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• interest-free loan, non-refundable support, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• acquisition of the right to designate a buyer or tenant, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• payment or assumption of housing occupancy and release fees, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• provision of free or discounted use of tangible assets, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• use of work space designated for social purposes owned by GYSEV\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">provision of service apartments and corporate rental apartments.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F Interest-free loan, non-refundable subsidy, buyer-tenant nomination right, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">housing occupancy-release fee, forms of support, their basic conditions \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are determined by law, the additional required conditions \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are contained in section 4.\u002F.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F The provision of tangible assets within the framework of housing assistance can be done:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a.\u002F by ensuring the free use of tools and work equipment for construction \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for a maximum period that does not hinder GYSEV from carrying out its own work , \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in return for assuming liability for any damage caused \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">by the employee renting the tools and construction equipment ,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b.\u002F by making GYSEV's construction, trade and design \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">capacity available for a fee,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c.\u002F by allowing the use of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the GYSEV company truck for a fee for a maximum period of three days , \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">providing a discount of up to 50% of the cost price.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The cost price calculation is based on the current fuel price, the mileage driven \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, and the driver's hourly wage.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d.\u002F free transportation of materials required for construction on the lines of GYSEV Zrt. and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">with a 50% discount on the lines of MÁV, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">up to a maximum of four wagon loads,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">e.\u002F by selling used materials from demolition, by selling discarded buildings \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for demolition purposes - within a deadline announced among employees \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F The condition for providing housing assistance, in addition to the conditions required by the relevant legislation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a.\u002F the employee has had a GYSEV employment relationship for at least two years,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">47\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b.\u002F the employee's undertaking not to terminate \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">his\u002Fher existing employment relationship - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">except in the case of retirement - from the time the support is provided until the end of the repayment period in a manner attributable to him\u002Fher,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c.\u002F the employee must have the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">necessary financial conditions for housing construction (purchase, expansion, etc.) in addition to the employer's loan amount.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Exemption from point a\u002F - in extremely justified cases - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may be granted by the CEO with the consent of the Board of Directors.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A written contract must be concluded with an employee receiving financial assistance for housing purposes regarding the assistance and its conditions.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6.\u002F The contract pursuant to Section 5.\u002F must set out all essential conditions for providing support \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and the consequences of breach of contract.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Mandatory content elements of the contract: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a.\u002F designation of the support provider, data of the person receiving the support,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">place of service,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b.\u002F the form of the support provided, the amount of the support, the method of reimbursement, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">repayment period, the consequences of late repayment,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c.\u002F employee's commitment according to point b\u002F of section 4.\u002F,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d.\u002F legal consequences of breach of contract.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7.\u002F Married people under 35, career starters, single parents, or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employees raising three or more children \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may be granted a one-year deferral of repayment upon request.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8.\u002F In the event of a significant, unfavorable change in the employee's living circumstances, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a repayment deferral or non-refundable discount may be granted upon request.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">9.\u002F If the employee who has received a subsidy or discount \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">has not fulfilled his\u002Fher obligation under the agreement, the employer will withdraw the subsidy, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">revoke the discount granted and:  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a.\u002F the outstanding amount of the loan granted by him,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b.\u002F the non-refundable grant, discount or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">contribution provided to the local government shall be reclaimed in a lump sum, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">with interest charged from the date of withdrawal of the grant.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Payment in installments is \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">only permitted for employees employed by GYSEV \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and in the event of termination of employment due to retirement, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the amount of which cannot be less than the amount of the statutory withholding.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">10.\u002F In the event of a breach of contract, the employer will not be liable for the handling costs charged by the financial institution from the date of such breach \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">11.\u002F When awarding housing assistance, the co-decision-making authority lies with the Works Council, and on the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employer side, with the CEO.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">12.\u002F Portfolio management is carried out by Corporate Finance in cooperation with the Sopron branches of OTP Bank Zrt. and Sopronbank \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Burgenland Zrt.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">13.\u002F The preparation of applications for decision and the implementation after the decision \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is the responsibility of the Human Resources Organization. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The general rate for the loan amount must be enforced at the GYSEV level, if \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a common position is not reached in this regard during the preparation - before submission to the Works Council \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- a decision of the CEO must be requested.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">48\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 3\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">49\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 4\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">SETTLEMENT OF COMMISSIONS\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Post-payment commission  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F Ticket inspectors who actually contribute to the collection of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">passenger transport revenues that are rightfully due to the railway and actually collected are entitled \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to a back-payment commission.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F Ticket inspectors, chief ticket inspectors, chief ticket inspectors \u002Fhereinafter referred to as ticket inspectors\u002F \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the amounts determined by them and collected in cash or on credit\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  You are entitled to a 25% post-payment commission.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F Ticket inspectors shall be compensated \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for the amounts settled free of charge, the total amount collected based on the passenger release form, or in the case of reduction or waiver of claims, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the amount correctly determined on the passenger release form according to the fee schedule:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  You are entitled to a 13% back payment commission.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F Raaberbahn ticket inspectors shall be liable for the fares collected in cash by them, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">after settlement:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   6% set in EURO and\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">     You are entitled to a commission of 3% in HUF.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u002F Raaberbahn train drivers will be paid the following for the fares they collect in cash, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">after settlement:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">     4.5% set in EURO and\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">     You are entitled to a commission of 4.5% in HUF.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6.\u002F Cashiers are paid after collecting fares, baggage and seat tickets.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  You are entitled to a commission of 0.35%.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The traffic officers in Kőszeg are paid after   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">collecting fares, baggage and seat tickets.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  You are entitled to a 3% commission.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>  \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7.\u002F The post-payment cashiers are paid after the post-payment income\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   You are entitled to a commission of 0.59%.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8.\u002F International personal cashiers are paid after collected fares and VOR revenue\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">You are entitled to a commission of 0.485%.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">9.\u002F Cashiers selling VOLÁN passes and tickets   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are entitled to a 1.00% commission on the VOLÁN passes and tickets sold.   \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">50\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 5 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">GYSEV CAFETERIA REGULATIONS\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">It is published separately, in a unified structure.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">51\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 6\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">JOBS \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">RESERVED FOR EMPLOYEES WITH CHANGED WORK CAPACITY\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Jobs in which employees with reduced working capacity can primarily \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">be employed:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   station cleaner    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   cashier,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   freight calculator,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   delivery person\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   locomotive supervisor,  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   janitor,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   warehouse manager,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   assistant locomotive supervisor,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   assistant commander,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   computer operator-data recorder\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   personal treasurer,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   cleaner,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   traction plant manager,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   passenger transport operator,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   passenger transport customer service representative\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   technical dispatcher.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">52\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 7\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">GYSEV DRESS CODE\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">It was published separately, in a unified structure.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">53\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 8\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">DAILY RATES ESTABLISHED FOR INDIVIDUAL COUNTRIES\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The daily fee in EU countries is 50 EURO, in other countries \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the equivalent of 50 EURO in the currency of the country.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb> \u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">54\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 9\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">TRIBAL GUARD MEMBERSHIP\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F A member of the GYSEV core staff is an employee who has had an employment relationship with GYSEV for at least 5 years \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, including the employment relationship spent at the immediately preceding GYSEV Zrt., \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">GYSEV CARGO Zrt. or the MÁV Group.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The duration of unpaid leave (e.g. GYES, GYED) provided by the employer based on the law \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is included in the period of membership in the regular guard.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The period of unpaid leave granted at the employer's discretion \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is included in the period of membership in the regular guard if the permission includes this.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F As stated in point 1, depending on the time spent in the employment relationship, the employee  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">35% of base salary after 5 years,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">45% of base salary after 10 years,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">After 15 years, 50% of the basic salary,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">After 20 years, 60% of the base salary,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">After 25 years, 65% of the basic salary,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">After 30 years, 75% of the base salary,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">After 35 years, 80% of the basic salary,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">After 40 years, 100% of the basic salary,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">After 45 years, the employee will receive a regular recognition equivalent to 150% of his\u002Fher basic salary \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F The recognition is paid based on the employee's monthly basic salary. The payment \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is made together with the salary for the month in which the above-specified period of employment \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">expires.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F The date of commencement of the regular guard period - in accordance with point 1 - is \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the year and month of the employee's employment with the GYSEV, MÁV group.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u002F The regular guard bonus due in the year of retirement will be paid no later than the last day of work   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of the retiring employee .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6.\u002F The employee is entitled to the regular bonus due in the year of his\u002Fher death.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">55\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 10\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">WORK SCHEDULE AND OTHER RELATED RULES\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u002F At the General Directorate and the Executive Board: Strategic Technical Development, Human\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For the Human Resources, CEO Office, Security, IT, Service Management \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">business line, Corporate Finance organizations; \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for the Railway, Passenger Transport business line coordination and the Hospitality organization:  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Other rules applicable to the Hospitality Organization:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>  \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The Parties agree on an annual working time frame, \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the starting date of which is January 1 of the calendar year \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and the ending date is December 31 of the calendar year.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The affected jobs are: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- restaurant manager \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- cook \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- waiter \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- confectioner \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- kitchen assistant \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and from January 1, 2021 to December 31, 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> - \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">bartender\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> - \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">head concierge\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> - \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">hotel\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> concierge - \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">room lady\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> - \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">room lady\u002Fpart-m.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> - \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">hotel caretaker\u002Fhousekeeper.-m\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> - \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">maintenance technician\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> - \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">locksmith \u002Fmaintenance\u002FF\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A rest day can also be granted every two weeks. Based on the working hours, the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be provided with an uninterrupted rest period of at least 48 hours per week, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">which must include at least one Sunday per month.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The maximum daily working time is 12 hours and the minimum is 4 hours. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">At least 11 hours of rest must be provided between the end of a given day's work and the start of the next day , and at least 12 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">hours of rest must be provided \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">between the end of the 12-hour work period and the start of the next day's work .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The amount and calculation of the shift allowance:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The basis for calculating the shift allowance is the shift allowance hours completed in the relevant month.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The amount and settlement of the night shift supplement is based on Section 40, Point 2 of the Collective Agreement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">as follows:   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the positions of hotel concierge, head concierge, and deputy head concierge, the night shift supplement is \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">40%, and the afternoon shift supplement is 20%.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">56\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For employees of the Büfé Sopron station \u002F Sopron Expresszó, the afternoon supplement is 15%, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">night supplement is 30%. For employees of the Company kitchen, the night supplement is \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">30%. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The wage supplement for the hours worked is 15% for employees of the Hotel Sopron restaurant,   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">16% for employees of the Hotel Sopron floor, 10% for employees of the kitchen, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5% for locksmiths (maintenance workers) and gardeners, and cleaners. Managers employed during non-scheduled working hours do not receive a wage supplement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Meal allowance, workplace meals:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employees of the Catering Organization \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are provided with one meal per day during working hours, for a fee.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u002F Passenger transport business:   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The Parties agree on an annual working time frame for the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employee employed in the position of museum railway plant manager, \u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">the starting date of which is January 1 of the calendar year and \u003C\u002Ffont>\u003C\u002Fi>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">the ending date is December 31 of the calendar year.\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\"> Check-in and check-out locations and times\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Place of application: basically at the command post, at the assistant command post, or at the command post\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">accordingly at the external traffic service provider of Sopron Station and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">at the external traffic service provider of Szombathely    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">operation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">duration\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(minutes) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">check-in at the start of the service 10 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">check-out at the end of the service except for self-paid travel 5 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">check-out at the end of the service after self-paid travel 10 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>  \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">preparation of conventional trains 30 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">preparation of multiple unit(s) 20 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">operator's preparation activities 15 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>  \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">terminal activities of conventional trains 15 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">terminal activities of multiple unit(s) 15   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">operator's completion activities 10\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. In the event of a train arriving at a turning station turning with the same crew, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the operational time for terminal activities and preparation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is the period between the scheduled arrival and departure times, if this is shorter than the above operational times.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. In the case of a crew change at an intermediate station, the station change activity is \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">10 minutes before the scheduled arrival time of the train and 5 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">minutes after the scheduled arrival of the train.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">57\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Number of train conductors on the train:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• In the case of a locomotive + passenger car combination and a closed shuttle train operating on a train, 16 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">axles or less, 1 person.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• Over 16 axles – except for closed shuttle trains – 2 persons.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• In the case of single or multiple multiple units operating in synchronous operation, 1 person. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• In the case of an accident affecting railway traffic, 1 person.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Closed shuttle train: A regular \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">passenger train with \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">special equipment \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– ​​centrally lockable, lockable and non-openable doors – operating on designated lines from a specified station to a specified station and back, in which the locomotive operates at the rear in one direction and at the front in the other. If the locomotive operates at the rear, the driver \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">operates from the driver’s position in \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the control car at the front of the train and operates the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">locomotive operating at the rear from the control car with appropriate equipment. If the locomotive operates at the front, the driver operates from it.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u002F Traffic \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u002F Infrastructure\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Company vehicle driving allowance  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The employee assigned to drive the vehicle is required to submit the time sheets and settlement documents \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the designated employee by the 20th of the given month. The allowance is paid – settled – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">from the 20th of the given month to the 20th of the following month.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u002F Real estate management \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6.\u002F Mechanical Engineering \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Standard Times Towing\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">operation time \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1 login   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">20' \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 check-out 20' \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3 travel time* local travel 5' \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  walking 30' \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4 locomotive pick-up tram, diesel 15'\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">58\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5 exit Passenger train 30' \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  Freight train 60' \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6 entry Passenger train** 20'   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  Freight train *** \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7 fuel collection upon entry 30' \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8 after-treatment traction\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">on site \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">electric, diesel 20'\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">9 joint machine inspections at station changes 15' \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">*  \u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> if \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the locomotive is taken over at the Sopron Rendező \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">** from the actual start of the inspection \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">*** actual duration of the inspection (minutes) In the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">event of the locomotive drivers' staffing changes, not at the designated site, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a separate professional agreement must be concluded on the extent of the absence time and the \"absence\" shifts \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The travel time between the place of registration and the site shall be considered absence time.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb> \u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Pick-up and drop-off locations: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Sopron \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Győr   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Hegyeshalom \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Budapest \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Csorna   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Szombathely \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Szentgotthárd\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>  \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In case of Austrian line employment: Sopron, Fertőszentmiklós, Pamhagen.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7.\u002F GYSEV CARGO Ltd. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">59\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">11.\u002FAnnex A\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Statement   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(on the break between work hours)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Name:………………………………………………………………Registration number:………………………\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Duty station:………………………………………………………………………………….\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job title:………………………………………………………………………………………....\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer was unable to provide me with \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a …… minute break during my 20…......year……………….month…….day of service due to the following objective reason:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Date:……………………………….     \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>                            \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">I declare that the information I have provided is true. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">                                                                                 ………………………………………….. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">                                                                                                     employee signature \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>   \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">I certify that the information recorded by the above-named employee is true. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">                                                                                ….……………………………………….. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">                                                                                          name and position of service manager\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">                                                                                ….……………………………………………….. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">                                                                                                  signature of the service manager\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">60\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex 11\u002FB \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Declaration  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(about the break between work)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employee Name Job Location The employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">was unable to grant me a break of \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>        \u003Cbr>        \u003Cbr>        \u003Cbr>        \u003Cbr>        \u003Cbr>        \u003Cbr>        \u003Cbr>        \u003Cbr>        \u003Cbr>        \u003Cbr>        \u003Cbr>        \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">…… minutes during my 20…......year……………….month…….day of service due to the following objective reason:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Date:……………………………….     \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>                           \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">I declare that the information I have provided is true and correct.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Name Signature \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>      \u003Cbr>      \u003Cbr>      \u003Cbr>      \u003Cbr>      \u003Cbr>      \u003Cbr>      \u003Cbr>      \u003Cbr>      \u003Cbr>      \u003Cbr>      \u003Cbr>      \u003Cbr>   \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">I certify that the data recorded by the above-named employee is true. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">                                                                                ….……………………………………………….. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">                                                                                          name and position of service manager\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">                                                                                ….……………………………………………….. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">                                                                                                  signature of the service manager\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">61\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>    \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 12\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The Dress Code of GYSEV Zrt. Hospitality regulates the uniform, formal and\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">about workwear supply\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. Scope and Annex of the Regulations\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">This policy is effective for employees employed in positions requiring the wearing of   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">uniforms, formalwear and workwear in the GYSEV Zrt. Hospitality area . \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Appendix:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Table I: Clothing supply for employees in the hospitality industry\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. Right to clothing\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The employee is entitled to the types of clothing belonging to the positions indicated in Table 1. In the case \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of new hires, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employer shall provide the employees with clothing after the end of the probationary period \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. 2. In the event of a transfer to a new position, if the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is entitled to a different type of clothing in the new position, the provision relevant to his\u002Fher new position must be provided in full. The \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">types of clothing ordered in his\u002Fher previous position must be provided to the employee.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. The period of wearing out must be increased with the duration of continuous, uninterrupted absence exceeding three months (e.g. illness - \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">with the exception of an accident at work - parental leave, parental leave, maternity leave, unpaid leave, further training, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">absence of interest representation officials, etc.).  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. Rules for requesting, providing and wearing clothing\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The procedure for requesting and issuing clothing allowance \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is contained in    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the current General Manager's instruction on the procedure for providing clothing allowance in GYSEV Zrt. Hospitality. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2. Upon the expiration of the probationary period, a new employee is entitled to clothing allowance according to Table 1. The \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employee is entitled to clothing types appropriate to his\u002Fher job, the wearing time of which \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is contained in Table 1. A new employee, an employee transferred to a new job, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">or an employee entitled to an annual clothing change \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must appear at the Central Clothing Warehouse of the Procurement and Inventory Management Department to receive the clothing - at the agreed time.    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. The procurement of clothing is carried out by the Procurement and Inventory Management Department of GYSEV Zrt. based on a prior request and measurement \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. The Hospitality area submits a prior request \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to the Central Clothing Warehouse of the Procurement and Inventory Management Department. The measurement - \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in the case of a new employee or an employee changing sizes - \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">takes place in the Central Clothing Warehouse of the Procurement and Inventory Management, for which a data sheet is issued. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The ordering of clothing for an employee whose size does not change is based on the previous sizes. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. The employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">can receive their clothing in the Central Clothing Warehouse of the Procurement and Inventory Management in the size determined during the preliminary fitting.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5. When distributing the clothes, a Material Accompanying Ticket is made for the clothes received, on which the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">confirms the receipt with his\u002Fher own signature. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">6. The current value of the clothes is recorded by the Procurement and Inventory Management area.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">7. In the event of a measurement refusal, the employee is obliged to provide the data regarding their sizes and their changes when placing the order. In the case of a unique size \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, Annex 3, entitled Data Sheet for requesting custom-made clothes, can be found in \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Annex 7 of the KSZ.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">62\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">fill in. In case of inaccurate or incomplete sizes, the employee is financially responsible for the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">manufactured work clothes.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8. The wearing time for each type of clothing is included in Table 1. The wearing time \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is recorded by the management expert of the Hospitality area as an employee. As long as the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">wearing time has not expired, new clothes cannot be received.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">9. The employee is entitled to purchase, in addition to their allowance, and upon prior request, from the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">clothes that are standard for them and those listed in Annex 4 of Annex 7 of the KSZ, for cash \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. In these cases, the full value (purchase price + \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">VAT) of the clothes that they wish to purchase must be paid. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">10. The employee is obliged to work in clothes that comply with the provisions of these regulations and other internal instructions \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– and that have been properly provided to them. In the event of a repeated breach of this obligation , the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may be subject to   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">adverse legal consequences under the Collective Agreement . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">11. The cleaning and maintenance of the clothing received by the employee is the employee's responsibility.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">12. If the clothing becomes unusable due to a hidden manufacturing defect within 12 months of its distribution, or \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">within 6 months in the case of shoes, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a complaint must be made through Procurement and Inventory Management. A report must be made on the withdrawal of the defective product and arrangements \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be made to request a new piece of clothing.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">13. The employee must immediately report if his or her clothing is missing or damaged, and this \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">circumstance must be recorded in a report. The employee must be provided with new clothing instead of the missing or \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">damaged clothing - as a matter of priority.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">14. The employee's next annual allowance must be reduced by the number of pieces of new clothing provided if necessary \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. If the employee is not responsible for the disappearance or unusability \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, the new clothing must not reduce his or her next annual allowance. The \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">burden of proving innocence lies with the employee.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. Termination of entitlement to clothing  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. In the event of a change of job, the employee may keep \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the clothing he\u002Fshe is using free of charge if he\u002Fshe is entitled to a different type of clothing in his\u002Fher new job or is not entitled to clothing provision . \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. In the event of termination of the employment relationship by mutual agreement within 1 year, the parties \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may conclude a written agreement on the reimbursement of the clothing. 3. In the event of termination by the employer or the employee, the employer \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall decide on the return or reimbursement of the work clothes provided on a pro rata basis    \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">based on an individual assessment. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. In the event of termination of the employment relationship due to retirement, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employer shall waive the return or reimbursement of the work clothes.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5. Miscellaneous provisions\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. New employees \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be provided with the protective clothing required for their job, as per the tool book. The provision of protective clothing, which is subject to quantitative registration, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is regulated by the Local Appendix to the Occupational Safety and Health Regulations.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. The employee is responsible for always wearing clean, well-fitting clothing when reporting for duty. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employee is responsible for cleaning and maintaining the    \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">clothing received by the employee.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. The employee is obliged to work in clothing that complies with \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the provisions of these regulations and other internal instructions and that has been properly provided to him. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In case of repeated violation of this obligation, the employee may be subject to adverse legal consequences under the Collective Agreement \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">63\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. The employer \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">posts the current value of the clothing items in the Central Warehouse of Purchasing and Inventory Management.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5. In the case of any labor law procedure, \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">settlement is based on the applicable HUF value in the relevant year.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Table\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 1\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Clothing provision for employees in the Hospitality sector ( \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">after the employee's probationary period has expired):  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job Clothes \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">pcs\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Removal \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">time (month)  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Maintenance Technician \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Locksmith \u002FMaintenance Technician\u002FF\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Anorak unisex year-round visibility 1 24  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Men's summer work shoes 1 12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Long jeans for men aged 3-12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Work sweater unisex collar 1 12 years old  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Men's short-sleeved pique polo shirt black 4 12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Event planner \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Marketing speaker\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Marketing expert\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Blazer new women's year gray 1 12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Blouse long sleeves new women's age 1 12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Shirt long sleeve new men's age 1 12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Pants new men's gray 1 12 years old  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Pants new women's gray 1 12 years old  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Tie for men aged 1 12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Tie for women aged 1 12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Jacket new men's gray 1 12 years old  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Bar Manager \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Barista\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Men's summer work shoes 1 12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Women's shoes summer elegant 1 12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Long jeans for men aged 2-12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Women's long jeans, ages 2-12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Uniform apron HS unisex age gray-brown 2 12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Men's short-sleeved pique polo shirt white 4 12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Women's short-sleeved pique polo shirt white 4 12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Housekeeper \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Housekeeper part.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Work coat 2 years old women HS white 1 12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Pants unisex years old HS white 3 12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Slippers HS unisex white 1 12 years old  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">T-shirt short sleeve unisex white age 4 12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Hotel housekeeper         \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u002Fhousekeeper.-m\u002F\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Long jeans for men aged 2-12  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12\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Pants unisex black (chef pants) 3 12 years old  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">T-shirt short sleeve unisex white age 4 12  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Restaurant Chef 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inherit;\">Waiter\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Women's shoes summer elegant 1 12  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concierge\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Hotel concierge\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Anorak unisex year-round visibility 1 24  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GYSEV CARGO Zrt. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Bíró-Fülöp János László Vas \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">GYSEV Workers' Free Trade Union Locomotive Drivers' Trade Union \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>  \u003Cbr> \u003Cbr>  \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Csaba Hadrik \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Railway Workers' Trade Union \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The trade unions that participated in the negotiations with the right to consult agree with the amendments: \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">János Derdák Károly Hanzmann \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">VDSzSz Solidarity Railway Workers' Trade Union\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr>  \u003Cbr> \u003Cbr> \u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n",{"hivpolicy":44,"contractseverancepay":48,"FLEXWORK_trigger":52,"schedulesrestpw":56,"paidpaternityleave":60,"MAXHOURS_trigger":64,"standbyallowancetype":68,"NOCTPREM_trigger":72,"HARDSHIP_trigger":76,"COMMUTE_trigger":80},{"bindId":45,"name":46,"text":47},"hivpolicy","Mandatory medical examination § 13. Duri","Mandatory medical examination\n§ 13. \nDuring the duration of the employment relationship, the employee is obliged to participate in the prescribed preliminary, regular, periodic, extraordinary and final medical examinations.",{"bindId":49,"name":50,"text":51},"contractseverancepay","1.\u002F Contrary to Section 77 of the Labour","1.\u002F Contrary to Section 77 of the Labour Code, the amount of severance pay is:\n• 1 month for at least 2 years of GYSEV employment, • 2 months for at least 3 years of GYSEV employment, • 3 months for at least 5 years of GYSEV employment, • 4 months for at least 8 years of GYSEV employment, • 6 months for at least 10 years of GYSEV employment, • 8 months for at least 13 years of GYSEV employment, • 9 months for at least 15 years of GYSEV employment, • 10 months for at least 18 years of GYSEV employment, • 12 months for at least 20 years of GYSEV employment, • 14 months for at least 23 years of GYSEV employment, • 15 months for at least 25 years of GYSEV employment, • 16 months for at least 28 years of GYSEV employment, • 17 months for at least 30 years of GYSEV employment  ",{"bindId":53,"name":54,"text":55},"FLEXWORK_trigger","c.) flexible working hours ( the employe","c.) flexible working hours ( the employer grants the employee the right to set working hours in writing, with a view to the independent organization of work)  \n d.) flexible working hours (working hours can be changed, half of the working hours cannot be\n(The extent to which this is the case can be determined by the employee.)",{"bindId":57,"name":58,"text":59},"schedulesrestpw","1.\u002F The employee is entitled to two rest","1.\u002F The employee is entitled to two rest days per week, one of which must fall on a Sunday.",{"bindId":61,"name":62,"text":63},"paidpaternityleave","6.\u002F In the event of the birth of a child","6.\u002F In the event of the birth of a child,  the employer grants  the father an additional 5 days of additional leave in addition to the additional leave established by law, i.e.   - 10 working days in the event of the birth of one child,   - 12 working days in the event of the birth of twins   ",{"bindId":65,"name":66,"text":67},"MAXHOURS_trigger","3.\u002F A maximum of 300 hours of overtime w","3.\u002F A maximum of 300 hours of overtime work per calendar year may be ordered for those employed in the following positions:\n• chief ticket inspector • trainee railway engineer   • locomotive driver 1. • locomotive driver 2. • locomotive driver 3. • material procurement-vehicle driver • vehicle driver 1.   • vehicle driver 2.   • vehicle driver 3.   • loader (Logistics)   • transport-loader (Logistics)\n• track master, track master GYVSZ,   • foreman, foreman GYVSZ   • line maintenance worker • railway construction worker, railway construction worker GYVSZ   • track worker\u002Ftrained, track worker\u002Fsmall equipment operator, track worker\u002Ftrained\u002F\nGYVSZ, track worker\u002Fsmall equipment operator\u002FGYVSZ   • TVG leader • foreman\u002Fcatenary\u002F • electric overhead line mechanic\u002Fpatrol leader • electric overhead line mechanic • electric switch heating mechanic   • foreman\u002F safety officer\u002F • engineer\u002Fsafety officer\u002F • special engineer\u002Fsafety officer\u002F • foreman\u002FTelecommunications\u002F • engineer \u002Ftelecommunications \u002F • section engineer \u002Fsafety officer\u002F • section engineer \u002Ftelecommunications\u002F • track master\u002Fbridge builder\u002F,   • track master \u002Frail welder GYVSZ\u002F • TVG leader   • section engineer\u002Ftrack maintenance. • section engineer GYVSZ",{"bindId":69,"name":70,"text":71},"standbyallowancetype","2.\u002F The entire duration of on-call duty ","2.\u002F The entire duration of on-call duty is considered working time. The employee is entitled to 50% of his\u002Fher basic salary for the duration of on-call duty.",{"bindId":73,"name":74,"text":75},"NOCTPREM_trigger","1.\u002F The night supplement is 30% of the b","1.\u002F The night supplement is 30% of the basic wage. The employee is entitled to a night supplement for work performed from 10 p.m. to 6 a.m., if the night work lasts for 1 hour.   Only employees of the Catering Company Kitchen organization are entitled to the supplement for a period shorter than 1 hour based on their working hours .",{"bindId":77,"name":78,"text":79},"HARDSHIP_trigger","Compensation for work harmful to health ","Compensation for work harmful to health § 44.\n \nA hazard allowance shall be paid to employees who repair and take samples from tankers transporting hazardous materials, participate in accident prevention of tankers transporting hazardous materials and derailed vehicles , perform radiation measurements on freight wagons or their commercial repair, mix chemicals and participate in chemical weed control, remove blockages, and repair and maintain toilets (including closed toilets in passenger cars and motor trains) and sewage systems and their accessories, as well as to employees who work on the chassis and bogie of vehicles with open-system toilets   . The average time required for sampling per wagon is 20 minutes. The allowance shall be calculated at 50% of the basic wage for the specific time spent performing this activity .",{"bindId":81,"name":82,"text":83},"COMMUTE_trigger","Travel allowance for commuting to work §","Travel allowance for commuting to work § 52.\n \n1. For employees who are within the administrative boundaries of the settlement but commute to work from a different location, the employer may , subject to the conditions specified in the relevant government decree in force at all times, allow reimbursement of expenses for the distance between the workplace and the place of residence. \n   The reimbursement rate is 13 HUF\u002Fkm both within and outside the administrative boundaries of the settlement .","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>HU_Győr-Sopron-Ebenfurti Vasút Zártkörűen Működő Részvénytársaság_2021 -\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n            \n                \u003Cdiv id=\"display-start_date\">Kezdete: → Nem specifikált\u003C\u002Fdiv>\n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">Vége: → Nem specifikált\u003C\u002Fdiv>\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                Iparág neve: → Szállítás, raktározás, posta, távközlés\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Köz\u002Fmagán szektor → A közszférában\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Kötötték:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Vállalat neve: → \n                        \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                Szakszervezetek neve: → \n\n                \n                    \n                    \u003Cspan>\n                        \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        \n\n        \n\n\n        \n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">CSALÁD ÉS MUNKA HARMONIZÁCIÓJA\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anyasági szabadság utáni munkabiztonság: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Az anyasággal kapcsolatos diszkrimináció betiltása: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Terhes nők vagy szoptató anyák veszélyes, vagy az egészségre káros munka végzésére kötelezésének betiltása: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Kockázati elemzés a terhes nők vagy szoptató anyák munkavédelméről: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Elérhető alternatívák, a veszélyes és egészségtelen munkavégzés helyett, a terhes vagy szoptató dolgozók számára: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">A munkahely szabadságot biztosígt terhesgondozásra: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Terhességi szűrés tiltása atipikus módon foglalkoztatott dolgozók munkavállalásának tipikussá alakítása előtt → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">A terhes nők szűrésének betiltása az előléptetések előtt: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Létesítmények szoptató anyáknak: → Nem\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Munkáltató által biztosított gyermekgondozási létesítmények: → Nem\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Munkáltató által támogatott gyermekgondozási létesítmények: → Nem\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Pénzügyi támogatás a gyerekek oktatására: → Nem\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Fizetett apasági szabadság: → 10 napok\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">MUNKASZERZŐDÉSEK\u003C\u002Fh3>\n\n            \n            \u003Cdiv id=\"display-severance_perc\">\n                Végkielégítés 5 év szolgálat után ( a havi kereset százalékában): → 300 %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Végkielégítés 1 év szolgálat után ( a havi kereset százalékában): → No provision %\n            \u003C\u002Fdiv>\n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Bármilyen ellátásból kizárt részmunkaidőben foglalkoztatottak: → Nem\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Az időszakosan foglalkoztatottak ellátásai: → Nem\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Bármilyen ellátásból kizárt tanoncok: → Nem\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Bérmilyen ellátásból kizárt minijob\u002Fdiákmunka: → Nem\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">MUNKAIDŐ, MUNKAREND ÉS ÜNNEPEK\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Napi munkaidő: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Heti munkaidő: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximális túlóra: → 5.76\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Megállapodás legalább heti egy pihenőnapról: → Igen\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Fizetett szabadság szakszervezeti tevékenység elvégzéséhez: →  napok\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Rugalmas munkavégzéssel kapcsolatos rendelkezések: → Igen\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">BÉREK\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Bérkategóriák által meghatározott bérek: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Kiigazítás a növekvő létfenntartási költségek miatt: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Esti vagy éjszakai kereseti pótlék\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Esti vagy éjszakai kereseti pótlék → 130 Az alapbér %-a\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Csak éjszakai kereseti pótlék: → Nem\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Fizetés készenléti munkáért:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-standbyallowanceperc1\">\n                    Fizetés készenléti munkáért: → 150 Az alapbér %-a\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Fizetés csak a vasárnapi készenléti munkáért: → Nem\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Fizetés készenléti munkáért a hét valamennyi napján: → Igen\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Nehéz munkáért járó pótlék\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-hardshipallowanceperc1\">\n                    Nehéz munkáért járó pótlék: → 150Az alapbér %-a\n                \u003C\u002Fdiv>\n\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Juttatás ingázás költségének fedezéséért\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Juttatás ingázás költségének fedezéséért → HUF  havi\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Étkezési jegy\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Nyújtott étkezési jegyek: → Nem\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Ingyenes jogi képviselet: → Nem\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[89],{"title":37,"slug":33},[91],{"type":92,"data":93},"call_to_action_body_block",{"title":94,"description":95,"variant":96,"link":97},"Összehasonlítani a kollektív szerződéseket","Hasonlítsd össze a magyarországi kollektív szerződéseket a téged érdeklő szektorok, fejezetek, országok szerint.","dark",{"title":94,"url":98,"description":94,"rel":99,"type":100},"\u002Fhu-hu\u002Fmunka-magyarorszagon\u002Fkollektiv-szerzodes\u002Fosszehasonlitani-a-kollektiv-szerzodeseket","follow","internal",[102],{"type":92,"data":103},{"title":94,"description":95,"variant":96,"link":104},{"title":94,"url":98,"description":94,"rel":99,"type":100},[]]